Determination of the optimal water temperature for the culture of juvenile dusky kob Argyrosomus japonicus Temminck and Schlegel 1843:
- Collett, Paul D, Vine, Niall G, Kaiser, Horst, Baxter, Jeremy
- Authors: Collett, Paul D , Vine, Niall G , Kaiser, Horst , Baxter, Jeremy
- Date: 2008
- Language: English
- Type: text , article
- Identifier: http://hdl.handle.net/10962/142804 , vital:38118 , DOI: 10.1111/j.1365-2109.2008.01960.x
- Description: The effects of temperature on growth, food conversion ratio (FCR) and feeding intensity of juvenile dusky kob Argyrosomus japonicus (23.7±2.6 g fish−1) were assessed over the temperature range 17.5–28.5°C in a 42 day growth trial. Growth increased with increasing temperature up to an optimum after which it declined. Specific growth rates were 2.05% and 1.2% day−1 for the fastest (25.3 °C) and the slowest (17.5 °C) treatments respectively. Food conversion ratio peaked at a lower temperature than growth. Optimal (0.72 kg kg gain−1) and least efficient (1.40 kg kg gain−1) FCR were found at 21.7 and 17.5°C respectively. Feeding intensity was linearly related to temperature within the range of 17.5–28.5°C. These results corresponded to the thermal preference (25–26.4°C) and natural temperature distribution (12–28°C) of South African dusky kob. Determination of the temperature range that does not limit growth is a prerequisite to assess the relationship between growth and environmental variables such as light intensity, feeding regime and stocking density. Consequently, experiments to determine the effects of these environmental variables on growth and aquaculture potential of dusky kob should be conducted at 24–26°C.
- Full Text:
- Date Issued: 2008
- Authors: Collett, Paul D , Vine, Niall G , Kaiser, Horst , Baxter, Jeremy
- Date: 2008
- Language: English
- Type: text , article
- Identifier: http://hdl.handle.net/10962/142804 , vital:38118 , DOI: 10.1111/j.1365-2109.2008.01960.x
- Description: The effects of temperature on growth, food conversion ratio (FCR) and feeding intensity of juvenile dusky kob Argyrosomus japonicus (23.7±2.6 g fish−1) were assessed over the temperature range 17.5–28.5°C in a 42 day growth trial. Growth increased with increasing temperature up to an optimum after which it declined. Specific growth rates were 2.05% and 1.2% day−1 for the fastest (25.3 °C) and the slowest (17.5 °C) treatments respectively. Food conversion ratio peaked at a lower temperature than growth. Optimal (0.72 kg kg gain−1) and least efficient (1.40 kg kg gain−1) FCR were found at 21.7 and 17.5°C respectively. Feeding intensity was linearly related to temperature within the range of 17.5–28.5°C. These results corresponded to the thermal preference (25–26.4°C) and natural temperature distribution (12–28°C) of South African dusky kob. Determination of the temperature range that does not limit growth is a prerequisite to assess the relationship between growth and environmental variables such as light intensity, feeding regime and stocking density. Consequently, experiments to determine the effects of these environmental variables on growth and aquaculture potential of dusky kob should be conducted at 24–26°C.
- Full Text:
- Date Issued: 2008
Employee performance, leadership style and emotional intelligence
- Hayward, Brett A, Amos, Trevor L, Baxter, Jeremy
- Authors: Hayward, Brett A , Amos, Trevor L , Baxter, Jeremy
- Date: 2008
- Subjects: To be catalogued
- Language: English
- Type: text , article
- Identifier: http://hdl.handle.net/10962/270077 , vital:54393 , xlink:href="https://hdl.handle.net/10520/EJC17031"
- Description: Purpose: The purpose of this research is to explore the relationship between employee performance, leadership style and emotional intelligence in the context of a South African parastatal. Problem Investigated: There is a lack of literature and empirical research on the type of leadership required to achieve high levels of employee performance within South African parastatals. Methodology: The Multifactor Leadership Questionnaire (MLQ) was used to determine leadership style, while the Emotional Competency Profiler (ECP) was used to determine the emotional intelligence of the sample of leaders. Employee performance data was provided by the parastatal, based on their performance management system. Data was analysed using correlation analysis, multiple regression analysis, the standard regression ANOVA/F-test, t-tests and Cronbach alpha reliability coefficient. Findings: The findings of the research show that the ECP is a reliable measure of emotional intelligence and that while the MLQ is a reliable measure of transformational leadership, it is not a reliable measure of transactional leadership. The results of the correlation analysis show a positive significant relationship between emotional intelligence and transformational leadership and a negative significant relationship between employee performance and emotional intelligence. The results of regressing employee performance on emotional intelligence and transformational leadership show that emotional intelligence and transformational leadership have no significant effect on employee performance. The results of the regression models of the research could be biased by the lack of variance in employee performance data. Value of the Research: The value of the research lies in it confirming the MLQ as a reliable measure of transformational leadership and the ECP as a reliable measure of emotional intelligence. The finding of a positive significant relationship between emotional intelligence and transformational leadership is a valuable contribution to the literature. Conclusion: Although a positive significant relationship between emotional intelligence and transformational leadership was found, there is a need for further research to determine the type of leadership best suited to achieve high levels of employee performance within the parastatal.
- Full Text:
- Date Issued: 2008
- Authors: Hayward, Brett A , Amos, Trevor L , Baxter, Jeremy
- Date: 2008
- Subjects: To be catalogued
- Language: English
- Type: text , article
- Identifier: http://hdl.handle.net/10962/270077 , vital:54393 , xlink:href="https://hdl.handle.net/10520/EJC17031"
- Description: Purpose: The purpose of this research is to explore the relationship between employee performance, leadership style and emotional intelligence in the context of a South African parastatal. Problem Investigated: There is a lack of literature and empirical research on the type of leadership required to achieve high levels of employee performance within South African parastatals. Methodology: The Multifactor Leadership Questionnaire (MLQ) was used to determine leadership style, while the Emotional Competency Profiler (ECP) was used to determine the emotional intelligence of the sample of leaders. Employee performance data was provided by the parastatal, based on their performance management system. Data was analysed using correlation analysis, multiple regression analysis, the standard regression ANOVA/F-test, t-tests and Cronbach alpha reliability coefficient. Findings: The findings of the research show that the ECP is a reliable measure of emotional intelligence and that while the MLQ is a reliable measure of transformational leadership, it is not a reliable measure of transactional leadership. The results of the correlation analysis show a positive significant relationship between emotional intelligence and transformational leadership and a negative significant relationship between employee performance and emotional intelligence. The results of regressing employee performance on emotional intelligence and transformational leadership show that emotional intelligence and transformational leadership have no significant effect on employee performance. The results of the regression models of the research could be biased by the lack of variance in employee performance data. Value of the Research: The value of the research lies in it confirming the MLQ as a reliable measure of transformational leadership and the ECP as a reliable measure of emotional intelligence. The finding of a positive significant relationship between emotional intelligence and transformational leadership is a valuable contribution to the literature. Conclusion: Although a positive significant relationship between emotional intelligence and transformational leadership was found, there is a need for further research to determine the type of leadership best suited to achieve high levels of employee performance within the parastatal.
- Full Text:
- Date Issued: 2008
What future subordinates will value in their leaders
- Cox, Andrea, Amos, Trevor L, Baxter, Jeremy
- Authors: Cox, Andrea , Amos, Trevor L , Baxter, Jeremy
- Date: 2008
- Subjects: To be catalogued
- Language: English
- Type: text , article
- Identifier: http://hdl.handle.net/10962/270992 , vital:54499 , xlink:href="https://hdl.handle.net/10520/EJC51031"
- Description: Leaders should not randomly choose a leadership style. To be effective, leaders need to ensure that their leadership style is congruent with what subordinates value. The focus of this study is on what the future South African graduate workforce will value in a leader. The female and male respondents in this study emphasise similar leadership values, indicating that there is no distinct set of competencies that will be valued separately by males and females. The same was found for respondents of different cultures, namely African, Coloured, Indian, White and other. With respect to both gender and culture, the respondents emphasise a mixture of African and Western leadership values. This supports the idea that to be effective in South Africa, leaders need to understand the prevailing national cultural values before simply applying ''foreign'' leadership models and theories based upon cultural values found in the West. This research finds that irrespective of gender and culture in the South African workplace, to be effective, leaders need to be loyal and inspirational, have vision and integrity and must be open and honest with their subordinates. Leaders should avoid being autocratic, strict, religious, ritualistic and traditional. They should also avoid using consensus and perceived external control.
- Full Text:
- Date Issued: 2008
- Authors: Cox, Andrea , Amos, Trevor L , Baxter, Jeremy
- Date: 2008
- Subjects: To be catalogued
- Language: English
- Type: text , article
- Identifier: http://hdl.handle.net/10962/270992 , vital:54499 , xlink:href="https://hdl.handle.net/10520/EJC51031"
- Description: Leaders should not randomly choose a leadership style. To be effective, leaders need to ensure that their leadership style is congruent with what subordinates value. The focus of this study is on what the future South African graduate workforce will value in a leader. The female and male respondents in this study emphasise similar leadership values, indicating that there is no distinct set of competencies that will be valued separately by males and females. The same was found for respondents of different cultures, namely African, Coloured, Indian, White and other. With respect to both gender and culture, the respondents emphasise a mixture of African and Western leadership values. This supports the idea that to be effective in South Africa, leaders need to understand the prevailing national cultural values before simply applying ''foreign'' leadership models and theories based upon cultural values found in the West. This research finds that irrespective of gender and culture in the South African workplace, to be effective, leaders need to be loyal and inspirational, have vision and integrity and must be open and honest with their subordinates. Leaders should avoid being autocratic, strict, religious, ritualistic and traditional. They should also avoid using consensus and perceived external control.
- Full Text:
- Date Issued: 2008
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