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Lon, Mine, und Sumaia Ahmed. „Effektivitet Av Svenskt Utvecklingsbistånd : En studie om utvecklingsbistånd utifrån biståndsorganisationers syn medZimbabwe som exempel“. Thesis, Jönköping University, HLK, Globala studier, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-53776.
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Denna kvalitativa studie fokuserade på effektiviteten av svenskt utvecklingsbistånd i Zimbabweutifrån på organisationernas synpunkter samt hur de arbetar med utvecklingen i landet. Sammanlagt genomfördes fyra semistrukturerade intervjuer med kvalificerade biståndsarbetare somrepresenterade svenska utvecklingsorganisationer och partnerorganisationer i Zimbabwe.Dessa organisationer var Diakonia, Zimbabwe Women's Resource Center & Network, Afrikagrupperna och Unionen. Resultaten har visat att det finns positiva och identifierbara inverkanav utvecklingsbistånd trots utmaningarna i landet. Dessutom presenteras i denna uppsats deförändringar som biståndsorganisationerna har genomfört i olika städer i Zimbabwe. Slutsatsensom studien har kommit fram till är, för att de möjligheter som biståndsorgan skapar ska varahållbara bör regeringen välkomna aktörerna i det civila samhället och den privata sektorn somhar resurser för att komplettera det som regeringen inte har. Samt skapa en bra politisk miljödär regeringen och det civila samhället kan samarbeta.This qualitative study focused on the effectiveness of Swedish development aid in Zimbabwe,based on the organizations' views and how the aid organizations work with development in thecountry. A total of four semi-structured interviews were conducted with qualified developmentworkers representing Swedish development organizations and partner organizations in Zimbabwe from, Diakonia, Zimbabwe Women's Resource Centre & Network, Afrikagrupperna andUnionen. The results have shown that there is a positive impact of development aid despite thechallenges in the country. We have presented in this essay the positive and identifiable changesthat aid agencies have accomplished in various cities in Zimbabwe. The conclusion of this studyis, for the opportunities created by aid agencies to be sustainable, the government should welcome the civil society actors and the private sector that have the resources to complement thosethat the government does not have. As well as create a good policy environment in which government and civil society can cooperate.
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Mitchell, John "David" F. „NGO insecurity in high-risk conflict zones: the politicization of aid and its impact on “humanitarian space”“. Diss., Kansas State University, 2016. http://hdl.handle.net/2097/34145.
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Doctor of PhilosophySecurity Studies Interdepartmental Program
Emizet F. Kisangani
Attacks against nongovernmental organizations (NGOs) in high-risk conflict zones have increased exponentially over the last two decades. However, the few existing empirical studies on NGO insecurity have tended to focus on external factors influencing attacks, with little attention paid to the actions of aid workers themselves. To fill this gap, this dissertation theorizes that aid workers may have contributed to their own insecurity by engaging in greater political action. Both quantitative and qualitative methods are used to assess the impact of political activity by NGOs on the insecurity of aid workers. The quantitative analyses test the theory at two levels. The first is a large-N country-level analysis of 117 nations from 1999 to 2015 using panel corrected standard errors. The second is a subnational-level statistical analysis of four case studies: Afghanistan, Iraq, Somalia, and Colombia from 2000 to 2014. Both the country- and provincial- level analyses show that the magnitude of aid tends to be a significant determinant of aid worker security. The qualitative methods of “structured-focused comparison” and “process tracing” are used to analyze the four cases. Results show that aid workers are most likely to be victims of politically-motivated attacks while in-transit. Consistent with the quantitative findings, it is speculated that if workers are engaged in a large-scale project over an extended period of time, attackers will be able to monitor their daily activities and routines closely, making it easier to orchestrate a successful ambush. Furthermore, the analysis reveals that political statements made by NGOs—regardless of their sectors of activity—have increased insecurity for the broader aid community. These results dispel the myth that humanitarian activity has historically been independent, impartial, and neutral. Several NGOs have relied on this false assumption for security, believing that adherence to core principles has contributed to “humanitarian space.” The results also dispel the popular NGO assumption that targeted attacks are not official tactics of organized militants, but rather the result of criminality or mistaken identity. In fact, the overwhelming majority of aid workers attacked in high-risk conflict zones have been targeted by political actors.
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Smoczyk, Brian E. „Effective development of corporate work teams“. Online version, 1998. http://www.uwstout.edu/lib/thesis/1998/1998smoczykb.pdf.
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Balsan, Etiane Fagundes Braga. „COMPROMETIMENTO POLÍTICOS DOS PROFESSORES: RESGATE E BUSCA NAS TRAMAS DAS PRÁTICAS ESCOLARES“. Universidade Federal de Santa Maria, 2012. http://repositorio.ufsm.br/handle/1/7008.
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Coordenação de Aperfeiçoamento de Pessoal de Nível SuperiorThis work was aimed to investigate the level of politicization of teachers and whether this affects the political commitment of these workers outside the educational context of public schools in Santa Maria, with reference to current educational policies that have the autonomy, a key democracy feature of school management. In this sense, the knowledge of how and why the politicization of teachers, taking into consideration the historical, social, political and economic factors, underlie the thinking and work of these workers becomes a possibility for discussion, understanding and building an effective and conscious commitment to education in its social sense. In this form, not only the teachers, but also all that are involved in the educational work of the school must reflect and be aware of who they are, where they stand and to whom and for whom they work and struggle, which corresponds to making a critical inventory, conscious of themselves and their work in a contextualized way. To this end, the research was based on a qualitative approach, in one critical perspective, being the participant observation and focus group techniques used to collect data and the information obtained analyzed by content analysis. It became evident that teachers' work is extremely fragmented along the lines of factory work and reinforcement for technical education much present in the school concepts and practices. In this arrangement, the work force is more than common sense that the practice, pointing to the political apathy in relation to the profession and social reality, but the possible withdrawal, resistance and political commitment in relation to education and society. These categories occurred for the fact that the teachers themselves have the conscience needed before seeing themselves as this category of workers in order to constitute their professional identity. To meet this, the continuing education in the school from their needs is shown as the greatest ally in this process of political and technical training of teachers and, therefore, the reconstruction of school work. As a result, this work sought to contribute to studies that address the construction of citizenship, based on the politicization of teachers with reference to the political commitment of the working class, as has become one of the prerogatives for a more equitable education and a truly democratic society. Based on this position, therefore, an urgent and necessary discussion of the historical-critical work of the teacher and the school is advocated in the capitalist context with a view to understanding and combating the social function of this educational institutions and concomitant to the responsibility and role of the teachers in this work.
A presente dissertação teve como intuito investigar o nível de politização dos professores e se este condiciona o comprometimento político destes trabalhadores frente ao contexto educacional da rede pública estadual de Santa Maria, tomando como referência as políticas educacionais atuais que têm na autonomia, na democracia as principais características da gestão escolar. Nesse sentido, saber como está e porquê está a politização dos professores levando-se em consideração os aspectos históricos, sociais, políticos e econômicos que perpassam o pensar e o fazer destes trabalhadores converte-se em possibilidade de discussão, compreensão e construção de um efetivo e consciente engajamento com a educação no seu sentido social. Dessa forma, não só os professores, mas todos os sujeitos envolvidos no trabalho pedagógico da escola precisam refletir e ter consciência sobre quem são, de que lado estão e para quem e por quem trabalham e lutam, o que corresponde fazer um inventário crítico e consciente de si mesmos e do próprio trabalho de modo contextualizado. Para tanto, o caminho metodológico da pesquisa esteve fundamentado na abordagem qualitativa, numa perspectiva crítica, sendo a observação participante e o grupo focal as técnicas elegidas para a coleta dos dados, cuja análise de tais informações ocorreu através de análise de conteúdo. Como resultado ficou evidenciado que o trabalho dos professores ainda está extremamente fragmentado aos moldes do trabalho fabril e reforçado pela formação tecnicista muito presente nas concepções e práticas escolares. Nessa organização de trabalho o que vigora é mais o senso comum que a práxis, o que aponta à apatia política em relação à profissão e à realidade social, mas à desistência, à resistência e o comprometimento político possível em relação à educação e à sociedade. Essas categorias ocorrem pelo fato de que os próprios professores têm consciência que precisam antes olhar para si mesmos como categoria de trabalhadores, com vistas a constituírem a respectiva identidade profissional. Ao encontro disso a formação continuada na escola a partir das suas necessidades mostra-se como a grande aliada nesse processo de formação técnica e política dos professores e, portanto, na reconstrução do trabalho da escola. Conforme os referidos resultados esta Dissertação de Mestrado buscou contribuir com estudos que se dirijam à construção da cidadania, tomando como base a politização dos professores com vistas ao comprometimento político como classe trabalhadora, tornando-se este, uma das prerrogativas para uma educação mais equitativa, cidadã, voltada para uma sociedade verdadeiramente democrática. Através deste posicionamento, portanto, defendo uma urgente e necessária reflexão histórico-crítica do trabalho do professor e da escola no contexto capitalista com vistas ao entendimento e à luta pela função social dessa instituição educativa e concomitantemente a responsabilidade e o papel do professor nesse trabalho.
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Kirk, Edith Cordelia. „Undergraduate social workers and professional development /“. The Ohio State University, 1986. http://rave.ohiolink.edu/etdc/view?acc_num=osu1487322984316042.
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Owens, Courtney Elizabeth. „Development of a model of work-personality“. Thesis, University of Manchester, 2019. https://www.research.manchester.ac.uk/portal/en/theses/development-of-a-model-of-workpersonality(0f2e4027-3bac-4200-b6b6-29597fbfabeb).html.
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Personality is important to job performance; meta-analyses published over the years repeatedly showed that self-rated personality traits can significantly predict overall job performance (Barrick & Mount, 1991; Barrick, Mount, & Judge, 2001). Despite their significance, these same meta-analyses, generally showed personality only had a small effect on overall job performance. The exception was conscientiousness, which had a less than medium effect. However, there is also a growing body of evidence suggesting that other-ratings of personality can show higher concurrent validities than self-ratings. Meta-analytic results showed that personality can have a large effect on overall job performance, if the personality traits are rated by others (Connelly & Ones, 2010). Moreover, concurrent validities increased when utilising narrow measures of both personality (Judge, Rodell, Klinger, Simon, & Crawford, 2013) and job performance (Bartram, 2005). In this study, the author examined the suggestion from meta-analyses that observer-ratings, rather than self-ratings, provide greater explanatory power when predicting job performance. Further, the concurrent validities of using narrow personality traits (facets) as predictors of narrow measures of job performance were investigated. This study comprised 1,041 participants, of which 92% were employed in a UK police organisation. Employees provided self-ratings and identified two co-workers and a manager who could provide other-ratings of personality and job performance. Online questionnaires measured 71 personality facets of the 11+ Factor Model (Irwing & Booth, 2013) and Bartram's (2005) Great Eight factors of job performance. Arguably the most comprehensive measure of personality, the 11+ Factor Model is comprised of 11 factors and 74 facets. Items from the International Personality Item Pool (IPIP; Goldberg, 1999) were utilised to create scales for each of the 74 personality facets. A planned missing data design was implemented to improve response rates (Graham, Taylor, Olchowski, & Cumsille, 2006). Measurement models were estimated first, followed by testing of the structural models (J. C. Anderson & Gerbing, 1988) to estimate the combined effects of personality facets on each of the job performance outcomes. Since cross-validation is a powerful approach for evaluating models (Millsap & Meredith, 2007), all models were cross-validated on two datasets. Fifty-two personality facets were identified and cross-validated. Some of these facets provided superior prediction over factors, when predicting narrow measures of job performance. The facets of integrity, leadership, harm avoidance and empathy explained much of the variance in the Great Eight job competencies. In some cases, self-ratings of personality provided superior prediction over other-ratings.
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Tripathy, Anshuman. „Work distribution in global product development organizations“. Thesis, Massachusetts Institute of Technology, 2010. http://hdl.handle.net/1721.1/57770.
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Thesis (Ph. D.)--Massachusetts Institute of Technology, Sloan School of Management, 2010.Cataloged from PDF version of thesis.
Includes bibliographical references (p. 147-155).
The evolution of the internet, digital design tools, and more importantly, increasing access to global markets and workforce, has increased the interest of firms in offshoring their engineering and product development activities. However, there exist challenges in coordinating and collaborating across time zones, cultures, geographical locations, and organizations. These challenges are magnified in the case of firms engaged in the design and development of complex engineered products. Our field study of the global engineering efforts of five firms showed that offshoring success is largely affected by the choice of the offshoring content, the architecture of the firm's products, and the organization choices of the respective firms. This led us to frame our research questions as: How does a firm optimally structure the global work distribution, over time, of its product development organization? How does the firm's architecture affect these work distribution decisions? Arguing based on existing literature in operations management, product development, and organizational economics, we identify coordination effort required between locations as a key contributing factor towards the performance of global product development organizations. We segregate the time required to complete a product development task between work time and coordination time, and define the index of modularity for offshoring as the ratio of the work time to the sum of work time and coordination time.
(cont.) We incorporate this factor to develop a recursive equation model that identifies the global structure (work distribution) of a product development organization. We apply our model to structure (optimize) the global product development organization in an industrial setting (with the aim of minimizing costs). We use the design structure matrix (DSM) to map the current process flow. This DSM helps us identify the organization architecture that we can utilize in our optimization model. Our optimization results, based on detailed modeling of coordination costs, show significant cost savings through a re-structured PD organization. Subsequent analysis of our results shows that while offshoring based on modularity is generally right, it is not the whole answer as there exists a trade-off between the efficiency of performing specific PD tasks at the offshore location and the modularity of the task. Besides relative cost rates and modularity, the optimal organization structure is also affected by the relative efficiencies in performing the product development tasks across locations, leading to additional research questions: How does the task completion time change (efficiency differences) when a PD task is transferred to an offshore product development center? How are the firm's prioritization and distribution of efforts towards the offshored PD tasks affected by the various factors that affect the task completion time?
(cont.) To understand these efficiency differences and address the above questions, we develop and analyze a stylized model (two tasks, two locations, two time periods) for a firm seeking to establish a product development center at an offshore location to benefit from cost savings. Our key results show that (a) firms should determine their offshore content to benefit from the existing knowledge base created by the prior offshored content and to create a knowledge base from which subsequent offshoring can benefit (indicating path dependent offshoring) rather than offshoring solely based on modularity; (b) efforts supporting offshoring should prioritize the coordination challenges between tasks at different locations before those between tasks at the offshore location; and (c) in an environment of high volatility of external factors, efforts should be prioritized to enhance the work time and coordination time efficiencies in the first (earliest) period.
by Anshuman Tripathy.
Ph.D.
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Lind, Anna-Maria. „Struggle and Development : Approaching gender bias in practical international development work“. Thesis, Örebro University, Department of Social and Political Sciences, 2007. http://urn.kb.se/resolve?urn=urn:nbn:se:oru:diva-1444.
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Since the Beijing Conference on women in 1995 ‘gender-mainstreaming’ has been the new buzz word within the international development regime. Gender equality is increasingly believed to be a major determinant for socioeconomic development in the Global South. However, the development agenda and the gender strategies for the Global South are still outlined and determined by development professionals at head quarters of the development business in the in the Global North. Heavy critique has been launched against the prevailing international development paradigm, not only for being increasingly centralised and categorised as business, which distances global policy from the lived realities in the Global South, but also for obscuring unequal power relations between men and women behind the political correctness of gender.
This study explores how gender and gender power relations are perceived and approached in practical development work in India. Through the example of the Self-Employed Women’s Association, SEWA, my ambition is to give an example of how gender bias and social inequality can be targeted through practical socioeconomic development work in a way that is both context sensitive and sprung from the Global South. SEWA is a women’s organisation, as well as a trade union and a cooperative movement. Aiming at improving employment and social and economic security for the female workers in the informal sectors, SEWA has organised its 800 000 members and social security services into cooperatives to bring about a process of social transformation with women at the centre.
My empirical findings show that SEWA approaches gender bias in concrete and particular forms. As gender discrimination and poverty are interconnected, dealing with low-income households’ basic socioeconomic needs will also restructure gender power relations. With a large member-base and with ties to NGOs, corporations and governmental bodies, regionally, nationally and internationally, SEWA has become a powerful actor for social development, even at times when they face heavy resistance due to their feminist principles and commitment to the poor and socially marginalised.
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Bauer, Eva-Maria. „Top executives' work relationship and work-family balance : taxonomy development and performance implications /“. Wiesbaden : Gabler, 2009. http://d-nb.info/996031685/04.
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Hutchings, Merryn. „Children's constructions of work“. Thesis, London Metropolitan University, 1997. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.311629.
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Franzen, Johan, und Simon Schweidenbach. „Further development of work samples for pump control“. Thesis, Linköpings universitet, Fysik och elektroteknik, 2013. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-91308.
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IKG Östra Sverige AB var i behov av ett arbetsprov som nyanställda ska genom gå när de söker anställning hos IKG. Anställningsprovet togs fram för att testa de nyanställdas kunskaper i elteknik och styrteknik. Anställningsprovet gick ut på att nivåreglera en tank utifrån en funktionslista. Uppgiften med detta examensarbete är att vidareutveckla ett anställningsprov så att anställningsprovet kan sätta i bruk. I vidareutvecklingen ingår det att ta fram underlag till arbetsprovet, underlaget som ska tas fram består av arbetsritningar, apparatlista, kabellista och I/O-lista. Till IKG Östra Sverige AB togs det fram flera förslag på komponenter och utifrån komponenterna som valdes gjordes det arbetsritningar och en apparatlista. Arbetsritningarna utfördes i en äldre version av Elmaster design som är ett elritningsprogram. Kabelmärkning gjordes för att kunna följa upp ritningarna och en kabellista gjordes för att underlätta installationen. En I/O-lista arbetades fram för att få reda på hur inoch utgångar påverkade styrprocessen i tanken.
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Benjamin, Orly. „Self-development and the negotiability of family work“. Thesis, University of Oxford, 1995. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.260133.
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Lyons, K. H. „Social work in higher education : demise or development?“ Thesis, Brunel University, 1997. http://bura.brunel.ac.uk/handle/2438/4323.
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A prolonged period of Conservative government in Britain (1979-1997) has resulted in profound changes in the nature of social welfare, including education. One of the characteristics of this period has been a decrease in the status and autonomy accorded to professions; and a change in the relationship between 'the providers' and 'the consumers' of services. More specifically, the years from 1989 to the mid nineties have been marked by rapid legislative and organisational change in the personal social services. They have also seen significant change in the institutional policies and culture of higher education. Changes in both these sectors have impacted on the arrangements for the education of social workers, responsibility for which is shared between the professional accrediting body, employing agencies and higher education institutions. The starting point for this research was a recognition that, in line with other moves promoting deprofessionalisation and instrumentalism, qualifying training might be relocated outside the higher education system. An initial question, 'can social work survive in higher education?', prompted an exploration of the external influences and internal characteristics which have resulted in this sense of vulnerability. The research utilised interdisciplinary perspectives, grounded in a policy framework, and an inductive approach to collection of empirical data, to examine the view that social work education is open to conflicting policies and values from higher education and the professional field. The possibility that the subject would share similarities with other forms of professional education was also examined. The thesis therefore presents a case study of the epistemology and relationships of a particular form of professional education. Consideration of the literature pertaining to the three contextual factors, social work, higher education and professional education, and of the empirical data derived from social work educators support the concluding argument. This posits that biography, culture and structure interact to produce a discipline with inherent tensions, partly due to its position on a boundary between two systems and partly reflecting the nature of the subject. While its location within higher education is deemed appropriate by social work educators, decisions about its location and form are largely exercised by other interest groups: its survival and development therefore require constant negotiation.
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McKinlay, Irma. „Social work and sustainable development an exploratory study /“. Thesis, Pretoria : [s.n.], 2004. http://upetd.up.ac.za/thesis/available/etd-09272004-113416.
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Murdoch, Kimberly R. „Development of a robust work transfer iomplementation process“. Thesis, Massachusetts Institute of Technology, 2004. http://hdl.handle.net/1721.1/34755.
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Thesis (M.B.A.)--Massachusetts Institute of Technology, Sloan School of Management; and, (S.M.)--Massachusetts Institute of Technology, Dept. of Aeronautics and Astronautics; in conjunction with the Leaders for Manufacturing Program at MIT, 2004.Includes bibliographical references (p. 121-122).
The industry-wide need for a robust method of transferring the manufacturing of a component from one location to another is addressed in this thesis. Work transfer activities can be initiated due to a number of business reasons. These reasons include: reducing general operating costs, increasing asset utilization, and reducing overhead costs by leveraging manufacturing synergies. However, in order to fully realize the benefits of a work transfer activity, a robust work transfer process is needed to mitigate the risks associated with work transfer activities. In this thesis, the work transfer process is studied with specific concentration on the implementation phase of the work transfer. The overall objective is to propose and document a robust work transfer implementation process that improves the reliability with which work transfers are executed. The current work transfer process at The Boeing Company, in addition to the strategic and business decisions that initiate work transfers and the selection of manufacturing processes and technologies, serve as the starting point of the work and associated considerations. In developing this recommended work transfer process, robustness was addressed as the risks associated with the implementation of work transfer activities and subsequent risk mitigation activities were identified, in cooperation with key stakeholders, via a failure modes and effects analysis (FMEA). These risk mitigation activities were then integrated into the current work transfer process, and the resulting overall process was documented. This recommended process was then assessed by comparing it with the current work transfer process on the basis of time and cost. The results of this assessment
indicate that the recommended work transfer is an improvement over the current work transfer process. The recommended process is presented generically, and as such is flexible due to its adaptability to individual situations. When implementing the recommended work transfer process, it is suggested that the responsibility for and authority of the work transfer process be assigned to an individual to ensure adherence to and adoption of the process. System-level interactions of factors within a manufacturing system are also investigated and presented in this thesis. The results of this investigation illustrate the need to consider the potential long-term system-level results when making business decisions. Finally, the issue of manufacturing flexibility is discussed, and the consideration of manufacturing mobility during the design of manufacturing processes is suggested.
y Kimberly Robyn Murdoch.
S.M.
M.B.A.
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Ljungström, Martin. „Obstacles towards a work-development-oriented TQM strategy“. Licentiate thesis, Luleå tekniska universitet, 2000. http://urn.kb.se/resolve?urn=urn:nbn:se:ltu:diva-16873.
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The following thesis originates from the results of a research project carried out in collaboration between Luleå University of Technology and the University of Gävle, with the assistance of nine Swedish and three American companies. Over the past few years, a dramatically increased interest in quality has been observed. This has been particularly noticeable in companies where facilitators, quality catalysts and activity developers are hired; at universities with an expanding curriculum as well as in everyday life when you see or hear the word "quality" in advertisements or conversations. In Sweden, quality-oriented strategies have become one of the leading methods to develop industrial companies, instead of focusing on work organisation and work development that was the main strategy in the later part of the 80s. The major interest of the author is to describe the interaction between quality and work development and the thesis has the following purposes: "Describe how companies can work with TQM and work development" and "Find how different companies can deal with obstacles related to the implementation of a work-development-oriented TQM-strategy". Case studies at Dayco, Ericsson Cables, GM:son Frost and ProfilGruppen are carried out to get a relevant description of how companies can work with TQM and work development. The empirical background together with the theoretical framework, concerning TQM and work development indicates that companies work differently with TQM. Even if the studied companies commit themselves to TQM, and the same core values the differences are obvious in terms of customer focus, continuous improvement and practical TQM approach. An SPC approach is applied to predict the outcome of an implementation process of a work-development-oriented TQM-strategy and to find assignable causes, or obstacles of this process. The findings, obstacles and the elimination of them, are presented under the headings: Management, Continuous improvement, Tools, ISO 9000, Work development, Process orientation and Union. The main obstacles as to work development are limited resources, lack of knowledge and the management's perspective concerning work development. Here, the union traditionally plays a significant role in modulating the public opinion, but in TQM tasks its role as a natural discussion partner is not that clear. This is important since these discussions are a core activity to secure the providence of the employees with the suitable competence and decisive authority to carry out their work in the spirit of TQM. Not only shall everybody be involved in the daily work, but also participate in the improvements and analyses. To reach beyond management programmes without substantial changes in the basic work processes and work organisation, it is important to focus on organisational structure and learning organisation. Continuous improvement as a way of working, lends importance to the concept of learning organisation if a company is to ascend the TQM-ladder. This is the case both in terms of level in the Swedish Quality Award and in terms of fulfilment of the work- development-oriented TQM-strategy presented in this thesis.Godkänd; 2000; 20070318 (ysko)
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MUKUNDAN, KUMAR ABHIJITH, und SAM THOMAS. „PRODUCT DEVELOPMENT OF WORK CHAIRS AND OFFICE CHAIR“. Thesis, Högskolan i Halmstad, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:hh:diva-41344.
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Work chair is considered as an important element for the users to improve comfort in work environment. An ergonomic chair design and engineering is therefore considered very important for its usability and comfort view of point for the users. The aim of the thesis is to improve the mobility and ergonomics of the existing chair in all aspects. Ergonomically designed chairs are important for long time seated workers to increase their productivity and also to reduce low back injuries which arise due to the poor design chairs in ergonomic aspects. In addition, ergonomically designed chairs help to increase the seating comfortability of the chair users. QFD and waterfall model was followed for the work execution. In this paper, we discuss a design of an ergonomically efficient chair with simple adjustments which gives more comfortability. This will give us a better likelihood to stay in a neutral position. The Ergonomics of the chair is improved in various steps. This thesis focuses on many ideas in which some of them are implemented and evaluated.
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Alarcon, Gene Michael. „THE DEVELOPMENT OF THE WRIGHT WORK ENGAGEMENT SCALE“. Wright State University / OhioLINK, 2009. http://rave.ohiolink.edu/etdc/view?acc_num=wright1260985760.
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Herman, Carl R. „Development emotional intelligence for increased work engagement, organisational commitment, and satisfaction with work life“. Thesis, Stellenbosch : Stellenbosch University, 2013. http://hdl.handle.net/10019.1/80133.
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Thesis (MComm)--Stellenbosch University, 2013.ENGLISH ABSTRACT: Highly competitive organisations are aware that their competitive edge lies within their human capital. In order for such organisation to stay ahead investing in best practices regarding people management and development is of paramount importance. In recent times, work engagement has been empirically linked to many positive organisational outcomes (Bakker, Demerouti, & Verbeke, 2004; Salanova, Agut, & Peiro, 2005; Schaufeli, Taris, & Bakker, 2006a). However, research on practical organisational interventions, aimed at increasing work engagement, is scant. Engaged employees often experience positive emotions (Bakker & Demerouti, 2008). Happy people are more sensitive to opportunities at work, more outgoing and helpful to others, more confident when interacting with others and more optimistic when taking on challenges. According to Bakker, Schaufeli, Leiter, and Taris (2008) engagement not only stems from job resources, but from personal resources as well. Building on Fredrickson’s (2000) Broad and Build theory of positive emotions, it is argued in this study that Emotional Intelligence (EI) is a personal resource that has not been studied in relation to work engagement. EI refers to the capacity to effectively perceive, express, understand and manage emotions in a professional and effective manner at work (Palmer & Stough, 2001). EI regulation abilities (e.g. emotional management and control) help increase individuals’ coping and / or resilience when more positive affect is experienced, according to Fredrickson’s Broad and Build theory, and should therefore be a particularly important personal resource for the enhancement of work engagement. The development of EI has progressively been gaining positive momentum and various studies have provided empirical support to suggest that EI can be developed (Dulewicz & Higgs, 2004; Fletcher, Leadbetter, Curran, & O’Sullivan, 2009; Gardner, 2005; Gorgens-Ekermans, 2011; Nelis, Quoidbach, Mikolajczak, & Hansenne, 2009; Slaski & Cartwright, 2003). By using the Swinburne University Emotional Intelligence Test (SUEIT) theoretical framework, it is argued that by developing emotional recognition and regulation abilities, specifically that of emotional management, employees would be better able to manage their positive and negative emotions, thereby improving their positive psychological state at work, which should increase their level of engagement. It is furthermore argued that increased EI will also affect other positive organisational outcomes, such as organisational commitment and satisfaction with work life. To this end, an EI training intervention programme was implemented and evaluated within an international courier company based in Cape Town, South Africa. A controlled experimental design (two-group pre- and post-test design) was utilised for the research. The EI training programme was evaluated in terms of its effect on EI, work engagement, organisational commitment and satisfaction with work life. A second objective of the study was to investigate and replicate previous research on the interrelationships between the constructs in the study within a South African sample. The total sample consisted of 35 full time employees. Three assessments were conducted (one week before the start of the intervention, immediately after the completion of the training, and two and a half months thereafter) The findings of the study demonstrated limited empirical support for the notion that EI training could improve levels of EI. Although definite trends to suggest this were evident in the data, the results were not statistically significant. Empirical evidence further suggested partial and weak support for work engagement and satisfaction with work life levels increasing as a result of the intervention. Unfortunately no support for organisational commitment levels improving as a result of the training was found. In terms of exploring and replicating the interrelationships between the constructs in the study, favourable results were found. Significant positive relationships emerged between all the related constructs. The results, however, need to be interpreted in terms of the limitations that were identified for this study. The results suggest that more research is required in this domain.
AFRIKAANSE OPSOMMING: Hoogs kompeterende maatskappye is bewus daarvan dat hul vlak van mededingingheid grootliks opgesluit lê in hul menslike hulpbronne. Vir sulke organisasies om vooruitstrewend te wees, is die beleging in menseontwikkeling en bestuur van uiterste belang. Empiriese navorsing oor werknemerbetrokkenheid toon dat dit verband hou met baie positiewe organisatoriese uitkomste (Bakker, Demerouti, & Verbeke, 2004; Salanova, Agut, & Peiro, 2005; Schaufeli, Taris, & Bakker, 2006a). Navorsing oor praktiese organisatoriese intervensies om werknemersbetrokkenheid te verhoog, is egter skaars. Werknemers met hoë werknemerbetrokkenheid ervaar gereeld positiewe emosies (Bakker & Demerouti, 2008). Gelukkige werknemers is meer bewus van geleenthede, is meer sosiaal en hulpvaardig, meer selfversekerd in sosiale omstandighede, en meer optimisties wanneer hulle gekonfronteer word met uitdagings. Volgens Bakker, Schaufeli, Leiter, en Taris (2008) spruit werknemersbetrokkenheid nie net voort uit werksbronne nie, maar ook vanuit persoonlike hulpbronne. Na aanleiding van Fredrickson se (2000) “Broaden and Build” teorie oor positiewe emosies word daar in hierdie studie geargumenteer dat Emosionele Intelligensie (EI) ‘n persoonlike hulpbron is, wat nog nie in verwantskap met werknemersbetrokkenheid bestudeer is nie. EI verwys na die kapasiteit om emosies binne die werkskonteks te kan herken, verstaan en bestuur op ʼn professionele en effektiewe wyse (Palmer & Stough, 2001). EI reguleringsvaardighede (bv. emosionele bestuur en beheer) bevorder individue se hanteringsvaardighede en veerkragtigheid wanneer meer positiewe emosies ervaar word. Volgens Fredrickson se “Broaden and build” teorie behoort dit dus ʼn belangrike persoonlike hulpbron te wees wat tot verhoogde werknemersbetrokkenheid kan lei. Positiewe voortuitgang in studies oor die ontwikkeling van EI bestaan tans en verskeie studies het tot dusver wetenskaplike steun verskaf vir die verwagting dat EI ontwikkel kan word (Dulewicz & Higgs, 2004; Fletcher, Leadbetter, Curran, & O’Sullivan, 2009; Gardner. 2005; Gorgens- Ekermans, 2011; Nelis, Quoidbach, Mikolajczak, & Hansenne, 2009; Slaski & Cartwright, 2003). Deur gebruik te maak van die Swinburne Universiteit Emosionele Intelligensie toets (die SUEIT) se teoretiese raamwerk, word daar geargumenteer dat die bevordering van emosionele herkennings- en reguleringsvermoë, spesifiek emosionele bestuur, werknemers se vermoë om hulle eie positiewe en negatiewe emosies te bestuur, behoort te verbeter. Dit sou ʼn verbeterde positiewe sielkundige toestand by die werk tot gevolg kan hê, wat tot verhoogde werknemersbetrokkenheid kan lei. Daar word ook aangevoer that verhoogde EI ook ander positiewe organisatoriese uitkomste, soos organisatoriese toewyding en satisfaksie met werkslewe, positief sal affekteer. Gevolglik is 'n EI opleidingsprogram geïmplementeer en geëvalueer in ‘n internasionale afleweringsmaatskappy wat gebaseer is in Kaapstad, Suid Afrika. ‘n Beheerde eksperimentele ontwerp (twee-groep voor- en natoetsontwerp) is gebruik in hierdie navorsing. Die EI opleidingsprogram is geëvalueer in terme van die effek op die EI, werknemerbetrokkenheid, organisatoriese toewyding en satisfaksie met werkslewe. ’n Tweede doel stelling van die studie was ook om die verwantskappe tussen die konstrukte te ondersoek en vorige navorsing in die verband binne ʼn Suid-Afrikaanse steekproef te reproduseer. Die totale steekproef het bestaan uit 35 permanent aangestelde werknemers. Drie assesserings het plaasgevind (een week voor die aanvang van die intervensie, direk na die afhandeling van die opleiding, en twee en ‘n half maande daarna). Die bevindinge van die studie het beperkte empiriese bewyse verskaf vir die aanname dat EI opleiding wel EI vlakke kan bevorder. Alhoewel daar duidelike tendense was wat dit suggereer in die data, was die resultate nie statistiese beduidend nie. Die empiriese bewyse het verder slegs gedeeltelike en swak ondersteuning verskaf vir die aanname dat werknemerbetrokkenheid en satisfaksie met werkslewe verbeter het as gevolg van blootstelling aan die intervensie. Geen bewyse dat organisatoriese toewydingsvlakke verbeter het as gevolg van blootstelling aan die intervensie, is gevind nie. Gunstige resultate aangaande die verwagte verwantskappe tussen die konstrukte in die studie is gevind. Positiewe, betekenisvolle verwantskappe tussen al die konstrukte word gerapporteer. Die resultate van die studie behoort binne die konteks van die beperkinge wat vir hierdie studie geïdentifiseer is, interpreteer te word. Die resultate toon dat meer navorsing in hierdie domein benodig word.
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Sundström, Per. „Innovativeness in product development-Studies on industrial project work“. Doctoral thesis, KTH, Maskinkonstruktion (Avd.), 2005. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-229.
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For many organizations, efficiency in product development is a question of accel¬erating project operations and being innovative in products and technical solutions, and this has interesting consequences for project work. This thesis aims to study technical development work in project groups in order to identify factors that support innovativeness. In this thesis, innovativeness is defined as the ability of project groups to arrive at new ideas and solutions for technical problems, and their implementation. It is hoped that the studies in this thesis will contribute new knowledge in the product development research area, using complementary theories. This thesis is based on four case studies of product development projects, representing different types of industry. The cases involve the development of new, complex industrial products and are reported in four appended papers. The research reported in this thesis has primarily, but not exclusively, adopted a qualitative approach. The studies have shown that innovativeness is favored by project work characterized by lower levels of control, the continuous acquisition of knowledge and a sense of responsibility and interest in tasks, as well as a continuous formulation and definition of tasks and problems. In addition, project work characterized by commitment and interaction have also been found to be important for innovativeness. Three factors supporting innovativeness are presented. Interactive product utilization in work is an alternative to detailed planning in solving coordination needs and maintaining a system view within a project. Interactive control mechanisms are important because product specifications often need to be defined as the project progresses. An interactive social environment supports technical problem solving by providing opportunities for spontaneous interaction between project members.QC 20101001
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Sundström, Per. „Innovativeness in product development : studies on industrial project work /“. Stockholm, 2005. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-229.
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Palmqvist, Theresa. „An Assessment of Sustainable Development Work in Swedish Municipalities“. Thesis, Uppsala universitet, Institutionen för geovetenskaper, 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-254818.
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The research paper assesses the local sustainable development work in Sweden. A theoretical framework has been constructed and applied to six Swedish municipalities. The framework is based on a holistic view and incorporates the structural (integration in the municipality, use of a management system), inclusive (involvement of the citizens), analytical (use of sustainable development indicator) and systematic (framework for sustainable development, sustainability policies) perspective of sustainable development work. In particular, the use and implementation of sustainable development indicators was in the research focus. Semi-structured interviews were conducted to examine the sustainable development work on the local level. The assessment showed that sustainable development work is to a different extent integrated in the municipality. Some municipalities have dedicated teams working with sustainable development, in other municipalities lies the responsibility on the department chefs. Overall, the municipalities try with the resources they have to work at their best for a sustainable future for their municipality. However, there is room for improvement in terms of structural implementation, use of effective tools and involvement of the citizens.
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Neath, Mark. „The development and transfer of undergraduate group work skills“. Thesis, Sheffield Hallam University, 1998. http://shura.shu.ac.uk/3114/.
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This research concentrates on the experiences of a cohort of undergraduate students as they took part in two assessed group projects. The research concentrates on the following key question: In what ways were students becoming more or less able to participate effectively in group projects because of their experience of similar projects? The literature review features an extensive overview of transfer research and experiential learning, in addition to charting the rise of skills-based initiatives in Higher Education. It also reviews the available literature on experiential learning in group situations revealing a dearth of research into the specific dynamics of students groups in Higher Education. After an initial design based on quasi-experimentation, the researcher adopted a more interpretive position. A significant feature of the methodology is a reflective account of the process of social science research as experienced by the researcher. The results section describes the key dynamics around which the students made sense of group work and in turn how they framed it in terms of a learning experience. In brief, the students' accounts of group work were characterised by several main themes: the issue of control and influence over others (which the role of 'student' was perceived to limit); the reciprocal nature of group work with its potential to influence grades; the public nature of group work through which the students presented themselves to others and the discrepancies which were revealed in group work between different ways of working. The discussion places the student firmly within the learning milieu that they create as students on a particular degree course. In doing so it provides a socia-interpretive explanation of development and transfer.
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Bryan, Nicole A. „Development and initial validation of the work addiction inventory“. College Park, Md.: University of Maryland, 2009. http://hdl.handle.net/1903/9452.
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Thesis (M.A.) -- University of Maryland, College Park, 2009.Thesis research directed by: Dept. of Counseling and Personnel Services. Title from t.p. of PDF. Includes bibliographical references. Published by UMI Dissertation Services, Ann Arbor, Mich. Also available in paper.
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Rubio, Monroy Mario Alberto. „Lean engineering standard work In the product development process“. Thesis, Massachusetts Institute of Technology, 2016. http://hdl.handle.net/1721.1/106262.
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Thesis: S.M. in Engineering and Management, Massachusetts Institute of Technology, School of Engineering, System Design and Management Program, Engineering and Management Program, 2016.Cataloged from PDF version of thesis.
Includes bibliographical references (pages 176-177).
This thesis proposes to use an adapted version of ESW (Engineering Standard Work) to develop an assessment that enables identification of opportunity areas for the implementation of ESW in an existing Product Development Organization, by integrating the consistency and quality of the work performed by the engineers, with the additional benefit of introducing lean engineering standardized processes that will help them to work in a more structured and efficient way. The standardization tools would add value to the organization by guiding the engineers throughout the product development process that are designed to minimize process variation introduced by the engineer and to eliminate unnecessary activities. The group of these standardized processes with the integrated Lean Engineering tools is named as LESW (Lean Engineering Standard Work), these would provide support defining crucial steps within a process or provide guidelines for specific characteristics of the product design using the current best practices to follow to complete their jobs. They would be based on firsthand experience and would be updated and validated regularly to incorporate any new data or technological developments. With LESW implemented, the engineers no longer have to work from memory. The process documentation provides a baseline, a standard, which would be referenced by any engineer whether experienced or not, and since the process is documented then it will also help to improve the learning curve of new hired engineers. A gap analysis is performed in order to understand the organization's current status vs. desired status, and then, based on the findings, a new way of working is proposed with the implementation of the best suitable lean engineering techniques applied to a product development organization, including LESW as part of the improvement. All this is done keeping the main target of making the organization more efficient, the process friendlier to the engineer, having a more stable and reliable process that can be duplicated in the entire organization. The management would also be benefitted, by having a better control of the programs, avoid delays and reduce costs by reducing the amount of errors committed by the engineers.
by Mario Alberto Rubio Monroy.
S.M. in Engineering and Management
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Hurt, Tom H. (Tom Hamilton). „Work, worship and performance : integrating the office building development“. Thesis, Massachusetts Institute of Technology, 1990. http://hdl.handle.net/1721.1/67382.
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Thesis (M. Arch.)--Massachusetts Institute of Technology, Dept. of Architecture, 1990.Includes bibliographical references (p. 103).
This thesis is the design of an office building which uses the air-rights to an existing church/performance hall. In the design, I try to acknowledge and express underlying economic relationships -- in particular, the funding of cultural facilities by revenue-generating office space. I give a form to each of the major partners of an economic venture and then I intersect and juxtapose them. In the resulting development, the forms integrate in a way that suggests interdependence of the parts. After describing the essential history of the church, the thesis takes the reader graphically through the design starting with the office building. It then describes the block of worker amenities, the shared church/performance hall and their lobby. Finally, it explains the coming together of all the parts on a prominent Boston street corner.
Tom H. Hurt.
M.Arch.
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McCarthy, Daniel J. (Daniel Joseph). „Phantom work : design iteration timing in new product development“. Thesis, Massachusetts Institute of Technology, 2008. http://hdl.handle.net/1721.1/47833.
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Thesis (Ph. D.)--Massachusetts Institute of Technology, Sloan School of Management, 2008.Includes bibliographical references (p. 288-290).
As companies compete to gain market share, increase profits and affect growth they often turn to concurrent engineering in an effort to bring new products to the market more quickly. Despite many anecdotal success stories, implementation of concurrent engineering can often prove difficult. As the pressure to bring new products to market increases, companies often compress their design iteration cycle times in an effort to develop products more quickly. In many cases, design cycles may overlap creating situations where learning opportunities (e.g. through testing) are missed and/or ignored. More perversely, compressing design iteration cycles can cause the creation of "phantom errors" and unnecessary rework as concurrent design activities iterate at different speeds. In this research, I use a system dynamics approach to develop a stylized simulation model of the design-build-test iteration cycle to explore the effects of cycle timing on learning. Specifically, I look at the frequency and timing of integration (build) test events and their effect on new product delivery time, quality, and development cost. This research adds to the existing literature in new product development, concurrent engineering, and system dynamics. Ultimately, the results serve to inform new product development project managers of the implications of design iteration timing on project performance and assist in the scheduling of integration events.
by Daniel J. McCarthy.
Ph.D.
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Zamora, Torres Carlos Xavier. „Engineering work breakdown and assignment for global product development“. Thesis, Massachusetts Institute of Technology, 2013. http://hdl.handle.net/1721.1/79533.
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Thesis (S.M.)--Massachusetts Institute of Technology, Engineering Systems Division, 2013.Cataloged from PDF version of thesis.
Includes bibliographical references (p. 107-110).
Companies are always looking for ways to reduce their costs, cost reductions which allow companies to increase their overall profits. There are various cost reductions strategies, such as: change materials and/or design of the products, change suppliers, and offshore engineering. This last strategy, offshore engineering, is a common practice in today's global industries. This thesis applies the cost-reduction strategy of offshore engineering to the automotive industry. Specifically, this thesis presents an analysis of the Seat Subsystem, which assists the corporation in selecting which components of the subsystem are optimal to be offshored. Based on product architecture design structure matrices, this analysis identifies clusters of components within the Seat Subsystem which are highly interrelated. After adding three variables: experience needed to develop each of the components, current experience of the offshore office, and supplier location of these components, a proposal of which components should be offshored is presented. Further, in this thesis a Process/Organization DSM is used to identify when in the seat development process the Seat Engineers have closer relations with other departments within the organization. The results of this Process/Organization DSM will assist the company in creating travel plans for the engineers. After establishing which components of the seat should be offshored, an additional analysis is presented which assists the organization in determining where to offshore these components. This analysis is based on three frameworks: CAGE, ADDING, and Porter's and virtual diamond. A summary of the results of this analysis presents a quantitative evaluation of three offshoring options: China, India, and Mexico. In addition, in this thesis an analysis is presented to determine how the Seat Organization Architecture needs to be adapted in order to support the Offshore Strategy. This organization transformation is based on three methodologies: Enterprise Architecture Sequence Model, 4P's of Strategy, and Seven Strategy Questions. At the end of this thesis, a six-step process is presented to assist other organizations when an offshore strategy is needed to breakdown the development of a product or system and determine where to offshore each of the components.
by Carlos Xavier Zamora Torres.
S.M.
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Palframan, J. T. „Spirituality at work : the development of a theoretical model“. Thesis, Liverpool John Moores University, 2014. http://researchonline.ljmu.ac.uk/4325/.
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Spirituality at work has received much interest in recent years, and a stream of research notes its benefits beyond a trend. Despite the topic’s growing recognition, the research community raised the need for the integration of spirituality at work with traditional areas of investigation (Giacalone & Jurkiewicz, 2003). A potentially fruitful first step towards this involves use of person-organisation (PO) fit theory (Ashforth & Pratt, 2003; Sheep, 2004, 2006; Singhal & Chatterjee, 2006; Singhal, 2007). The purpose of this study is to build upon initial attempts towards this integration and to promote further acknowledgement of the potential benefits of incorporating spirituality at work into wider organisational psychology frameworks. This was achieved by integrating both PO fit and transpersonal psychology, and subsequently developing a theoretical model that investigates three questions: a) what antecedents lead individuals and organisations to seek spirituality at work?, b) what are the perceived spiritual preferences (needs) of individuals and how are those preferences fulfilled through the context of the workplace (supplies)?, and c) what are the consequences of meeting spiritual preferences (needs), as perceived by individuals? Using constructivist grounded theory, analysis of interview data from thirty-four participants located in organisations (one spiritual and three non-spiritual) across The Netherlands, Ireland, the United Kingdom and Portugal led to a theory in which I propose a core category of reconciling self as a critical factor of spirituality at work. Reconciling self captures the process whereby the self consistently attempts to maintain a congruent relationship with the ego and the environment, and this construct emerged as the primary concern for participants. Reconciling self was influenced largely by meaning and purpose and the need to connect to something larger than oneself, and through the organisation making a difference. The congruence or perceived fit within the workplace was captured through the action strategy conscious reconciling experiences; in the case where the immediacy of such expression was compromised, reconciling self was noted through the action strategy active adjustment. The action strategies were influenced through a set of intervening conditions that included a set of spirituality at work needs and supplies, through a context that emphasised attributes such as spiritual values, a culture that focused on openness and support, and relational leadership. The consequences of spirituality at work included benefits such as individual job satisfaction, positivity and self-realisation, and organisational outcomes as being a force for good and fostering employee commitment. The contribution of this study includes a new theoretical model concerning why, when, and how spirituality at work influences individual and organisational processes and outcomes. Such understanding contributes to better understanding of spirituality at work, and identifies ways in which PO fit occurs within a broader psychological context than that proposed in mainstream organisational psychology (i.e. through reconciling self influenced by meaning and purpose, the need to connect to something larger than oneself, and a set of spirituality at work needs). These findings reduce the PO fit gap. Implications of the study include the findings that spirituality at work creates positive outcomes, and insistence on the role of connecting to something larger than oneself implies individuals are always in the process of moving toward reconciling self. Organisations should consider their ability to harness latent human potential and transcendence by extending self-boundaries and developing the self. Limitations and future research directions are discussed.
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Guleri, Aditya. „Device driver development and implementation for work cell control“. Thesis, Virginia Tech, 1988. http://hdl.handle.net/10919/43593.
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Industry's move towards automated manufacturing has been rapid during this decade. In a typical flexible manufacturing environment, a variety of automated manufacturing equipment is linked together with a communication network and a part transportation system. Since vendors of automation equipment have no communication standards to adhere to, integrating these machines becomes a problem.
This project addressed the problem by creating a software interface between robots, CNC machines and a workcell controller. The library of functions created for the Dyna CNC machine and the IBM 7545/7547 robots will aid the future user to create software for the workcell. By using the library functions, a user will be insulated from the lower level functioning of the machines and need only be concerned about the operation of these functions.
Master of Science
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Ershammar, Stefan. „Having faith in development work? : a case study about the role of Christian faith in the development work of a church in India“. Thesis, Ersta Sköndal högskola, Institutionen för socialt arbete, 2010. http://urn.kb.se/resolve?urn=urn:nbn:se:esh:diva-1073.
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Meziere, Chrystie Marie. „Successful aging in the work-place development and validation of the work-life extending strategies inventory /“. Access abstract and link to full text, 1994. http://0-wwwlib.umi.com.library.utulsa.edu/dissertations/fullcit/9423375.
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Clenney, Kaley. „Curriculum Development for Mindfully Healing Suicide Survivor Bereavement Group“. Thesis, California State University, Long Beach, 2018. http://pqdtopen.proquest.com/#viewpdf?dispub=10784398.
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While the rate of suicides is increasing in the United States, these tragedies leave behind loved ones or suicide survivors who experience not only the grief of loss but also unresolved emotions accompanying this complex and often stigmatized form of death. The bereavement needs associated with suicide survivors are unique. The purpose of the thesis was to develop a curriculum addressing the conditions surrounding individuals completing suicide and the effects on suicide survivors. The Mindfully Healing Suicide Survivor Bereavement curriculum consists of ten-week sessions tailored to the specific needs of the bereavement processes for suicide survivors. The curriculum utilizes an integration of psychoeducational content and mindfulness-based practices activities emphasizing the bereavement processes of suicide survivors. The methods include didactic information, interactive discussion, creative expression, and the development of mindfulness-based practice skills.
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Gebre-Selassie, Samuel. „The development of integrated management information systems for agricultural extension institutions of developing countries : the case of Oromia Agricultural Development Bureau of Ethiopia /“. Aachen : Shaker, 2001. http://bvbr.bib-bvb.de:8991/F?func=service&doc_library=BVB01&doc_number=009323076&line_number=0001&func_code=DB_RECORDS&service_type=MEDIA.
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Casper-Curtis, Abbey L. „Virtual team development in a college course setting“. Online version, 2002. http://www.uwstout.edu/lib/thesis/2002/2002caspercurtisa.pdf.
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Larson, Alan Bruce. „The Development of Work Self-efficacy in People with Disabilities“. Diss., The University of Arizona, 2008. http://hdl.handle.net/10150/193764.
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The development of work self-efficacy in people with life-long physical disabilities was investigated using qualitative methods. A series of three semi-structured interviews were conducted with a purposive sample of three participants between the ages of 23 and 44. Research participants included two males with cerebral palsy and a female with rheumatoid arthritis. Developmental comparisons were made between the two participants that grew up expecting to go to work as adults and the one participant who did not. All of the participants were working at the time of the interviews. Each of the semi-structured interviews focused on a separate topic: (1) the childhood developmental events that contributed to their becoming adult workers, (2) how these events contributed to their work self-efficacy, and (3) how they described their work self-efficacy. Qualitative analysis of the interview data was guided by Bandura's (1997) social cognitive theory and Lent and Brown's (1996) social cognitive career theory. Results indicate that the mastery experiences of performing household chores, vicarious learning acquired by having working parents as role models, and verbal persuasion in the form of parental encouragement and teacher support all contributed positively to the participants' sense of work self-efficacy. The most common inhibitors of work self-efficacy were parental overprotection, negative school experiences related to being placed in special education, and having people with disabilities as poor role models for working. How the participants cognitively processed developmental experiences also played a role in work self-efficacy development, as they each described actively resisting inhibiting events and readily accepting positive events. A model of work self-efficacy development is proposed that shows that children with disabilities need support for their future work goals in order for the formation of outcome expectations of working as adults. Finally, 12 characteristics of work self-efficacy were identified in the areas of work cognitions (intrinsic rewards, self-confidence, service-orientation, and job-specific knowledge), work behaviors (maintaining a schedule, possessing the physical ability to do essential tasks, possessing required job skills, and ability to meet job performance requirements), and socio-environmental supports (social support from family and loved ones, customer or client positive feedback, coworker support, and supervisor support).
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Caley, L. „Fostering the effectiveness of work-related learning“. Thesis, University of Sussex, 2000. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.324203.
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Holbrook, Sheila K. „Development and initial validation of the work-family facilitation scale“. [Tampa, Fla.] : University of South Florida, 2005. http://purl.fcla.edu/fcla/etd/SFE0001233.
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Adams, Michael Roy. „Development of a User Cost Estimation Procedure for Work Zones“. Diss., CLICK HERE for online access, 2005. http://contentdm.lib.byu.edu/ETD/image/etd860.pdf.
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Kang, Kyeong-Pyo. „Development of optimal control strategies for freeway work zone operations“. College Park, Md. : University of Maryland, 2006. http://hdl.handle.net/1903/3822.
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Thesis (Ph. D.) -- University of Maryland, College Park, 2006.Includes bibliographical references (145-155). Also available online via the Digital Repository at the University of Maryland website (https://drum.umd.edu/).
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Dinka, David. „Role, Identity and Work : Extending the design and development agenda“. Doctoral thesis, Linköping : Department of Computer and Information Science, Linköping University, 2006. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-6012.
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Cajander, Åsa. „Values and perspectives affecting IT systems development and usability work /“. Uppsala : Department of Information Technology, Uppsala University, 2006. http://www.it.uu.se/research/publications/lic/2006-011/.
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McFadden, Estelle. „The development of a work instability scale for multiple sclerosis“. Thesis, University of Leeds, 2009. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.522961.
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Yung, Kin-lam, und 翁建林. „An exploratory study of staff development in outreaching social work“. Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1990. http://hub.hku.hk/bib/B31248846.
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Edlin, Margot. „Enacting a multi-year professional development initiative making it work“. Saarbrücken VDM Verlag Dr. Müller, 2007. http://d-nb.info/991194454/04.
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Powell, Stephen. „Innovating the development of work focussed learning in higher education“. Thesis, University of Bolton, 2013. http://e-space.mmu.ac.uk/619892/.
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This thesis presents my practice as an action researcher in higher education (HE) over a ten-year period, developing courses for students who were unable to take advantage of the existing provision in the institutions in which I worked. The knowledge I gained and practices that I developed contributed to a series of cycles of action research and the conclusions I draw at the end of the thesis are used to propose a further cycle. The curricula that I developed and delivered were designed for students who had a strong commitment to their work and wanted to improve it, but at the same time wanted to gain academic qualifications; the central premise behind this work being that, 'work can form the basis for learning, which can then be accredited by higher education'. Although study was based around the work that a student did, their employer had no formal relationship with the university offering the courses. Students were attracted to a package that offered personalised and flexible learning at a cost that was affordable to them. The contributions to knowledge that I make relate to the organisation of teaching, the nature of the innovative curriculum design and the collaborative curriculum change processes carried out. Using this approach, learners make improvements in their work context to gain academic credit from the scholarly practices they have applied to inform and evaluate their activities. The findings suggest that a curriculum design using a teaching and learning strategy based on action-inquiry, delivered entirely online, can be successful in enabling students to work full-time and gain academic credit at a full time rate. However, the results also revealed that there are significant institutional barriers that need to be overcome to implement such a curriculum design that is radically different in having a non-traditional curriculum and unique ways of working. The key recommendation from this body of work is that radical curriculum innovations in HE are more likely to be successful if a separate business unit is established with control over its own capability development. By having control over processes, staffing, and a technical systems infrastructure, a separate business unit is able to respond to the new and different demands placed on it, developing its own culture and identity that fit with a new business model.
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Ljungström, Martin. „Implementation of a work development-oriented strategy for continuous improvements“. Doctoral thesis, Luleå tekniska universitet, 2004. http://urn.kb.se/resolve?urn=urn:nbn:se:ltu:diva-16857.
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Khorshid, Amir Mahdi. „Development, validation and testing of an Islamic work ethic scale“. Thesis, University of Huddersfield, 2016. http://eprints.hud.ac.uk/id/eprint/32631/.
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Despite the varying levels of religiosity held by employees, in many cases representing deeply held beliefs, religiosity is usually overlooked and ignored in research in organizational behaviour and human resource management. In light of this paradox, the aim of this study is to further develop Ali’s (1988) Islamic work ethic (IWE) scale using conventional psychometric methods (Hinkin, 1995). Following theoretical development, item generation and testing of an item pool with 643 lecturers at a university in Kurdistan, the item pool was reduced to 24 items to produce a balanced multidimensional scale. The four dimensions are Work and Society, Justice, Self-Motivation and Work Principles capture the IWE scale which fits with the two resources of IWE construct (Quran and teachings of the Prophet (PBUH)). To provide evidence for scale validity, and drawing on social exchange and reciprocity theory, the relationships between the Islamic ethics scale, job satisfaction, affective, normative and continuance commitment and organisational citizenship behaviour were hypothesised and tested. Findings suggest that the Islamic work ethic plays a significant role in Islamic work settings and that the Islamic work ethic may change some widely reported relationships between variables observed in Western contexts. Findings reveal that the Islamic work ethic is a stronger predictor of citizenship behaviour than affective commitment and job satisfaction and is consistent with a strong influence of Islam on all aspects of Muslim life.
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Pridmore, John Stuart. „Transfiguring fantasy : spiritual development in the work of George MacDonald“. Thesis, University College London (University of London), 2000. http://discovery.ucl.ac.uk/10006630/.
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This study addresses two questions. What light does the work of George MacDonald shed on the concept of 'spiritual development' and what is the pedagogical function of his fantasy? The thesis is largely concerned to clarify these conceptual issues but the reason for raising them is practical. The promotion of spiritual development in schools is a statutory requirement. The conclusions of this thesis contain implications for curricular strategies for meeting that requirement and attention will be drawn to them. Two major claims are made. The first concerns the issue of whether a coherent spirituality necessarily depends on - and thus must be promoted within - a religious framework. The implication of MacDonald's recourse to fantasy, a discourse dispensing with traditional religious categories, to explore the theme of spiritual development is that a spiritual pedagogy does not need to be rooted in traditional religious concepts and truth-claims. The two discourses, the 'theistic' and the 'non-theistic', are compatible and complementary. Secondly, the concept of 'transfiguring fantasy' is introduced and commended. MacDonald's transfiguring fantasy functions pedagogically, as potentially does all such unclosed flmtasy, by calling in question the distinction between the narrative one reads and one's own life-story. The two realms, those of the text in one's hands and the life one is leading, elide and the task of resolving the enigmas of the fantasy becomes one with the unfinished business of making sense of one's own story. This thesis also considers the familiar Romantic themes of nature, childhood and the imagination, which MacDonald treats with original insight. Nature is akin to fantasy in its capacity to engage and direct the attentive spirit. Childhood is the pattern of what we must become. The imagination's role is to summon us to press beyond the borders of what may be scientifically proven or rationally articulated.
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Gould, P. G. „Putting the past to work : archaeology, community and economic development“. Thesis, University College London (University of London), 2014. http://discovery.ucl.ac.uk/1427269/.
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The boundaries of “community archaeology” are being stretched around the world, even to include projects intended to enhance the economic well-being of those who live in the communities in which archaeologists work. While economic development projects are far from the archaeologist’s conventional remit, theoretical, practical and ethical factors are driving this diversification of community archaeology. However, there is no theoretical or practical foundation within archaeology to govern the design of archaeologists’ development projects. This research addresses that gap by exploring whether theoretical, experimental and case-study evidence developed by economists interested in community governance of Common Pool Resources (CPRs) contains lessons of value for the archaeological community. The research involved case studies of long-surviving, community-based economic development projects located in communities that sought to benefit from archaeological or heritage sites at their doorsteps. The communities are similarly small, but are located in very different economic, political and cultural contexts in Peru, Belize and Ireland. Using qualitative and quantitative data developed in interviews conducted in each village, each project’s institutional structure—the formal and informal rules that govern members’ activities in each project—is compared to a set of design principles for CPRs based on studies by Elinor Ostrom. As the thesis explains, Ostrom’s principles are the most evidence-based and theoretically supported set of design principles to be articulated for CPRs. The conclusion reached is that Ostrom’s principles clearly apply to the two projects that manage a “true” CPR, which in these cases were organisations that controlled community members who sell crafts to visitors to the heritage site. In one case, where there was no “true” CPR to manage, certain of Ostrom’s governance principles are clearly applicable and important, but those that most distinguish CPR governance are not. One implication of this study for archaeology is that it is important to understand deeply the nature of a community and a project before applying an external model to its design.