Dissertations / Theses on the topic 'Careers and promotion'
To see the other types of publications on this topic, follow the link: Careers and promotion.
Create a spot-on reference in APA, MLA, Chicago, Harvard, and other styles
Consult the top 50 dissertations / theses for your research on the topic 'Careers and promotion.'
Next to every source in the list of references, there is an 'Add to bibliography' button. Press on it, and we will generate automatically the bibliographic reference to the chosen work in the citation style you need: APA, MLA, Harvard, Chicago, Vancouver, etc.
You can also download the full text of the academic publication as pdf and read online its abstract whenever available in the metadata.
Browse dissertations / theses on a wide variety of disciplines and organise your bibliography correctly.
1
Chard, Rachel. "A study of current teacher professionals and their attitudes towards promotion and careers." Thesis, University of Manchester, 2016. https://www.research.manchester.ac.uk/portal/en/theses/a-study-of-current-teacher-professionals-and-their-attitudes-towards-promotion-and-careers(875ea50b-9761-4639-9251-3531dcf8b7b3).html.
Full textAbstract:
This study focuses on the career paths and career projections of teacher professionals who are at a stage in their professional roles where they have not embarked upon senior leadership positions in the schools in which they work. Often research has focused retrospectively on the career paths of those already in leadership posts rather than those who are expected to be aspiring to leadership, have discounted this option or are yet to make a decision. Increasing numbers of re-advertisements for headship posts indicates a lack of willing or suitable candidates applying. Changes to school staffing structures and the role of headteachers in recent years have resulted in greater responsibilities including financial matters and the maintenance of premises. Government policies in favour of schools becoming academies has removed local authority support and placed increased pressure on individual school leaders. These factors coupled with the external inspection system and the media focus on so called failing schools has led to the role of head becoming unattractive to many and this study aims to collect the views of a sample of teachers regarding this role. Six schools of similar type were selected from within one local authority and a survey was utilised in order to collect data. This was initially in the form of a questionnaire completed by seventy nine teachers from which twelve participants took part in two interviews each. Teachers were subsequently organised into one of four career categories; 'careerist', 'serendipity', 'active choice' and 'stuck'. Analysis of the data indicates that many teacher professionals do not plan to become senior leaders or heads. This is in agreement with many serving heads who in existing research claim not to have planned their routes to headship. However, the majority of the sample in this study have already ruled out the role of head, finding the pressures and perceived stress of the role unappealing and not wishing to lose their identity as classroom teachers. The underrepresentation of women in headteacher posts does not look likely to be addressed in the near future as females in the study are more likely to feel unable to pursue leadership roles often due to family commitments. A larger proportion of females have made the choice not to pursue leadership roles than males, even when those females did not necessarily have the pressures of home responsibilities. For many females future decisions regarding starting families and seeking promotions produced dilemmas that men did not appear to have to confront. These factors look likely to lead to continued headteacher shortages in the short term with no real incentives to encourage females to pursue such posts now or in the future.
2
Oyelowo, Tolulope. "Complementary and Alternative Medicine Careers Following a Science Academy for Underrepresented Minority Students." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5926.
Full textAbstract:
Minority groups experience disproportionately worse health outcomes. An identified solution is to increase the number of minorities providing healthcare in their own communities. Primary care complementary and alternative medicine (CAM) providers are a potential resource. Many investigators have demonstrated the efficacy of science-based pipeline programs for increasing the roles of students in allopathic health professions. Whether these programs influence matriculation of minorities into a CAM university is unknown. The main purpose of this study was to gain an understanding of a pre-college science academy at a CAM university and determine whether the experience increased interest in and motivation for CAM careers. It was also important to learn more about what factors may facilitate or impede minority student matriculation in a CAM university. In this phenomenological study, a mixed purposeful sampling strategy was used to select 9 students who had participated in a science academy at a CAM university. Individual in depth, semi-structured, interviews were conducted and analyzed using a process of inductive analysis. The results indicated that barriers to college matriculation included cost and the complexity of the process. The desire to elevate status steers some minorities who use CAM modalities as their indigenous health practice, towards high prestige allopathic careers. Participation in the science academy increased interest in and utility of CAM, but did not change preconceived career choices. These results contribute to the existing literature and can enrich social change initiatives by increasing the number of minorities providing healthcare in their own communities, and further understanding of the factors that influence underrepresented minority career choices.
3
Delport, Juan Phillippe. "A preliminary investigation into the effectiveness of the N.E.D. careers education programme in promoting career maturity in high school pupils." Thesis, Rhodes University, 1987. http://hdl.handle.net/10962/d1007080.
Full textAbstract:
A developmental paradigm was adopted as a theoretical base from which the effectiveness of the Natal Education Department Career Education lesson-guide in promoting career maturity amongst high school pupils was investigated. It was argued that careers education embodies a distinctive approach to careers work. This approach is described. South African Careers Guidance practices are evaluated in terms of fit, and are compared to American and British ones. To investigate the outcomes of the NED lesson guide, 160 predominantly white, male and female pupils in Standards 6 - 10 were randanly divided into control and experimental grotps and underwent a six session classroom based careers education programme. In addition to the NED material,alternative materials (CRIC - Std. 7 and CRAC - Std. 9) were used on a second experimental group in two standards. The Career Maturity Inventory Attitude Scale was used to measure the outcomes. Analysis of variance and t-tests for the difference between means were used to analyse the data. The results were significant only in Standard 8. For all the other standards with all the materials, they were insignificant. Reasons for and implications of these findings are discussed.
4
Rivero, Napoleʹon E. Schlüter Holger. "Promotion policies and career management - an empirical analysis of below-zone promotion of U.S. Navy Officers /." Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 1997. http://handle.dtic.mil/100.2/ADA336545.
Full textAbstract:
Thesis (M.S. in Management) Naval Postgraduate School, March 1997.Thesis advisors, Stephen L. Mehay, William R. Bowman. AD-A336 545. Includes bibliographical references (p. 119-120). Also available online.
5
Rivero, Napoleón E., and Holger Schlüter. "Promotion policies and career management - an empirical analysis of below-zone promotion of U.S. Navy Officers." Monterey, California. Naval Postgraduate School, 1997. http://hdl.handle.net/10945/8866.
Full textAbstract:
Approved for public release; distribution is unlimitedThis thesis investigates the selection and promotion of officers in the U.S. Navy. This thesis develops multivariate models to estimate the effects of 'below zone' early promotion on the career of officers and attempts to determine whether below-zone selection puts Navy officers on the fast track for later promotion or whether, instead, it increases the probability that their subsequent career will stagnate. Outcome variables include: performance on fitness reports, screen for command; and promotion to the ranks of Commander (O- 5) and Captain (O-6). Using data from the Navy Officer Promotion History Files, the thesis analyzed officers appearing before their respective promotion board between fiscal years 1986 and 1995. The data sets were further categorized into three major URL warfare communities (submarine, surface and aviation). Ordinary Least Squares (OLS) and maximum likelihood legit regression models are employed to estimate the probability of being promoted, to screen for command, or having high fitness report scores in comparison to officers selected in zone. The findings do not reveal evidence that officers earlier promoted below zone incur later disadvantages in comparison to their fellow in zone selected officers
6
Gustafsson, Stefanie. "Writing the career script : the partnership promotion process in law firms." Thesis, University of Bath, 2014. https://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.760872.
Full text
7
Kizilkaya, Zafer. "An analysis of the effect of commissioning sources on retention and promotion of U.S. Army Officers /." Thesis, Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 2004. http://library.nps.navy.mil/uhtbin/hyperion/04Jun%5FKizilkaya.pdf.
Full textAbstract:
Thesis (M.S. in Operations Research)--Naval Postgraduate School, June 2004.Thesis advisor(s): Samuel E. Buttrey, Daniel R. Dolk. Includes bibliographical references (p. 69-70). Also available online.
8
Melero, Martín Eduardo. "Careers, human capital and managerial styles." Doctoral thesis, Universitat Pompeu Fabra, 2005. http://hdl.handle.net/10803/7422.
Full textAbstract:
The study of career paths within organizations is an issue that has received strong attention in the theoretical literature of organizational economics and management1. From the empirical point of view, however, research in this topic is scarcer and less comprehensive. The gap has been caused to a large extent by the unavailability of data tracking worker's career moves in employee-level surveys and by the lack of information about career management policies in firm-level data. This thesis contributes to fill such hole. It investigates how workers' careers and their behavior as managers depend on the characteristics of the firms where they work and their own personal characteristics, with a strong emphasis in the role of human capital. The research is carried out using micro data at both worker and firm level, available only in relatively recent data sets.The interaction between accumulation of human capital and workers' employment horizons has been frequently recognized as a key issue in explaining why some firms maintain long-term relationships with their employees while others remain closer to what it could be considered spot-market labor contracting. There are nonetheless important factors that have been usually absent in the literature of organizations. This is the case of internal firm structures that may improve or discourage the interactions between different hierarchical levels, affecting eventually to the costs of job change involved in promotions. Both human capital and organization-relational aspects of career paths are objects of study of this thesis. First, it is analyzed how the characteristics of employers and the markets where they work affect the general or firm-specific nature of employees' human capital and, therefore, to the type of employment relationship held. Second, it is investigated how differences in employees' personal characteristics affect their career horizons, the management of their human capital and the type of career moves done. Finally, the effects of these factors on career path outcomes are examined, in terms of leadership behavioral differences among those arriving at managerial levels. A particular attention is paid the important differences between the careers of men and women that are also found in their managerial style.
Overall, the research presented here sheds light on what career management schemes adapt better to different product and labor market circumstances. It opens as well a number of challenges for the study of human resources management and shows that population-wide surveys can be very useful tools to carry out empirical investigations in this area, usually dominated by narrower and less representative surveys.
9
Kaspar, Donna M. "The effects of the drawdown on promotion and career opportunities of female officers." Thesis, Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 1995. http://handle.dtic.mil/100.2/ADA297361.
Full text
10
Cominsky, Cynthia. "The Retention of Registered Nurses at the Department of Veterans Affairs." University of Cincinnati / OhioLINK, 2016. http://rave.ohiolink.edu/etdc/view?acc_num=ucin1479815554733328.
Full text
11
Schaffer, Douglas. "Marine Corps Reserve officer manpower modifications during the Long War a case to achieve parity with the active component /." Quantico, VA : Marine Corps Command and Staff College, 2008. http://handle.dtic.mil/100.2/ADA490780.
Full text
12
Craig, Robert George. "Promoting a career in engineering : an investigation of factors influencing career decision-making in New Zealand." Thesis, Curtin University, 2012. http://hdl.handle.net/20.500.11937/2313.
Full textAbstract:
This thesis reports on survey research, conducted on a sample of Year 12 students within New Zealand who attended school in the Greater Auckland region during Autumn 2009. The survey gathered data in order to assess the students’ knowledge, attitudes, and the perceived influences on those attitudes, towards engineering as a career or field of study. The purpose of the research was to better understand factors that may influence Year 12 New Zealanders’ career decisions, especially with respect to careers in engineering, with a view to recommending to stakeholders how enrolment into Bachelor of Engineering programs might be increased.Schools were selected using stratified random sampling, and their Principals were approached through a strategy of emails, telephone calls, and by local personal contact. The students were surveyed via an online questionnaire, administered by school teachers and/or careers personnel, and conducted within school hours. A total of 292 students from 9 schools within the Greater Auckland region took part, and a variety of statistical techniques was used to analyze their responses.The New Zealand students were assessed as having a good knowledge of the benefits and demands of a career in engineering, and a positive attitude towards many of the suggested traits of engineering careers. Contradictions were found between the students’ perceived influences on their career choices, and the patterns of their response choices to a number of the survey questions. Statistically significant relationships were also found between the gender and ethnic background of the survey sample, the students’ attitudes towards careers in general and towards careers specifically in engineering, the influences on those attitudes, and the students’ selection of engineering as a career or field of study.Conclusions were drawn based on the research findings, and recommendations made as to how enrolment into Bachelor of Engineering programs might be increased. The recommendations formulated are directed to practitioners within the engineering profession and also to advisors within the education sector. Recommendations for additional research are then made.
13
Atwater, Barbara J. "A qualitative examination of the career paths of female school superintendents in Virginia." Diss., This resource online, 1997. http://scholar.lib.vt.edu/theses/available/etd-10052007-143301/.
Full text
14
Chae, Chang Kyu. "The effect of graduate education on promotion of U.S. Army field grade officer by career field." Thesis, Monterey, Calif. : Naval Postgraduate School, 2008. http://bosun.nps.edu/uhtbin/hyperion-image.exe/08Mar%5FChae.pdf.
Full textAbstract:
Thesis (M.S. in Management)--Naval Postgraduate School, March 2008.Thesis Advisor(s): Pema, Elda. "March 2008." Description based on title screen as viewed on April 24, 2008. Includes bibliographical references (p. 61-62). Also available in print.
15
Belotto, Michael Joseph. "Emergency Medical Service Career Longevity: Impact of Alignment Between Preemployment Expectations and Postemployment Perceptions." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/3281.
Full textAbstract:
The purpose of this qualitative study was to investigate whether there were differences between the preconceived notions of emergency medical technicians and paramedics prior to entering the profession and their notions of the vocation after facing the realities of the job. The contribution of alignment or misalignment to job satisfaction and the intention to leave the profession was also further investigated. This research is important as there currently is a gap in the literature pertaining to the factors affecting career longevity of emergency medical service (EMS) professionals. The degree of fit between individual and occupational characteristics guided this phenomenological study according to Lowman's theoretical model of career assessment and counseling. Study participants (n = 10) were recruited from organizations providing EMS training courses and ambulance service providers in New York State. Data were collected from semistructured interviews and the information was coded into themes. Key findings indicated aligned expectations and experiences of altruism led to satisfaction, physical challenges not considered prior to employment were associated with intent to leave the profession, and a perception of EMS as a transient career. This study's implications for positive social change are that its results will likely aid organizations in developing strategies to retain prehospital service workers, resulting in improved responses to the medical emergencies of communities and improvements in the care provided to society's sick and injured.
16
Wiedmaier, Cheryl D. "Database competencies perceived as necessary for entry-level employment and employment advancement /." free to MU campus, to others for purchase, 1997. http://wwwlib.umi.com/cr/mo/fullcit?p9841192.
Full text
17
Petrylaitė, Kristina. "Sveikatinimo paslaugas teikiančių specialistų motyvacijos profesinei veiklai modeliavimas." Master's thesis, Lithuanian Academic Libraries Network (LABT), 2013. http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2013~D_20130731_161819-23069.
Full textAbstract:
Darbe atlikta teorinė sveikatinimo paslaugas teikiančių specialistų profesinės motyvacijos analizė. Iškelta hipotezė, kad sveikatinimo paslaugas teikiančių specialistų profesinė sėkmė priklauso nuo naujų darbo būdų ir metodų taikymo, bendradarbiavimo su kitais specialistais galimybių.Anketinės apklausos metodu buvo atliktas tyrimas, kurio tikslas – atskleisti sveikatinimo paslaugas teikiančių specialistų profesinės motyvacijos veiklai modeliavimo galimybes ugdymo ir darbo įstaigose. Atlikta statistinė duomenų analizė.It was hypothesized that professional success of specialists giving wellness services depends on employ of new ways and methods of work, possibilities of collaboration with other specialists. The research was done by questionaire method. The purpose of which to establish motivation modeling for career possibilities in education and work offices of specialists giving wellness services. Also it was done statistical analysis of data.
18
Pryce, Patricia. "Banking on a level playing field : the role of social capital in the promotion process to MD in a major investment bank : is it different for women?" Thesis, Cranfield University, 2013. http://dspace.lib.cranfield.ac.uk/handle/1826/8271.
Full textAbstract:
This thesis analyses individual experiences of the promotion process to Managing Director within a global bank to identify the contribution made by social capital. Using Nahapiet and Ghoshal’s (1998) three-dimension framework as the theoretical lens, the thesis extends social capital research beyond its largely quantitative focus on network analysis (structural dimension) to understand more clearly the relative importance and impact of the relational and cognitive dimensions. Semi-structured interviews were conducted with 34 men and women in an investment bank and a template-based analysis of their accounts was made. The findings make visible, the invisible mechanisms which enable or constrain the creation, development and use of social capital and, therefore, its contribution to securing the position of Managing Director. The findings highlight the need to consider the importance of agency, relationship level and gender in this context.
The study makes three key contributions. First, it extends Nahapiet and Ghoshal’s (1998) theory of social capital, in the context of career progression, by demonstrating how each social capital dimension is operationalized and interdependent. Second, the research explicitly demonstrates the crucial role social capital plays in an executive-level promotion process, thereby revealing a complex and multi-layered system. Third, the study extends our knowledge of the gendered nature of senior-level career progression by identifying the particular barriers women face, compared to men, in their efficacious use of social capital for promotion in a global bank.
19
Reddy, Parvathy. "An investigation of the barriers that impede the career advancement of women in management." Thesis, University of the Western Cape, 2006. http://etd.uwc.ac.za/index.php?module=etd&action=viewtitle&id=gen8Srv25Nme4_8273_1255006283.
Full textAbstract:
The aim of this study was to investigate the barriers that impede the career advancement of women at an auditing firm in the Western Cape. These include internal and external barriers. More specifically, the study aimed to establish whether significant differences exist between women in different age groups, job levels, race groups and single, divorce/widowed and married groups in the firm, regarding their views in relation to their own career advancement.
20
Yau, Yuk-lin Bianca, and 邱玉蓮. "The careers of a sample of senior graduate masters and mistresses in Hong Kong aided secondary schools: implications for school administration." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1987. http://hub.hku.hk/bib/B38626937.
Full text
21
Read, Jenny. "The role of voluntary organisations in promoting carers' work-care reconciliation : a case study of the CReate project." Thesis, University of Sheffield, 2018. http://etheses.whiterose.ac.uk/21903/.
Full textAbstract:
This thesis examines the specific role voluntary organisations can play in promoting carers’ work-care reconciliation. It uses an in-depth longitudinal case study of a work-care reconciliation project delivered by a voluntary organisation to investigate how an organisation implemented support services for carers in practice, the challenges they faced, and the successes they achieved. An ethic of care framework informs the thesis and analysis focuses on relationships and social processes. Using evidence from the case study, it is argued that voluntary organisations can promote carers’ work-care reconciliation by ‘delivering person-centred support’ and contributing to ‘creating carer-friendly workplaces’. It is suggested that, ultimately, the moral and political principles of ‘an ethic of care’ are important for understanding how voluntary organisations can support the work-care reconciliation of carers and the concept ‘civil society’ helps us understand why they can promote carers’ work-care reconciliation in practice. The challenges to sustainability voluntary organisations providing work-care reconciliation support face and changes within civil society, however, appear to threaten the ability of organisations to deliver services in line with an ethic of care and so promote carers’ work-care reconciliation. The thesis contributes to debates regarding how carers can be supported to combine work and care and the changing role of voluntary organisations in society and makes three principal original contributions to knowledge: it presents evidence from longitudinal research into the specific role voluntary organisations can play in promoting carers’ work-care reconciliation, it develops a theoretical understanding of the role voluntary organisations can play and it provides insight into the specific challenges voluntary organisations delivering work-care reconciliation support can face and how they can be negotiated in practice, over time.
22
Thupe, Benjamin O. "Assessing information needs of users of the Career Information Centre (CIC), UCT : working towards a framework for promoting better use of career services, in particular, resources in the CIC." Master's thesis, University of Cape Town, 2003. http://hdl.handle.net/11427/7954.
Full textAbstract:
Includes bibliography.This study is an assessment of the career information needs of users of the Career Information Centre (CIC), at the University of Cape Town. The study was conducted because it was clear to the CIC staff that the CIC was under-utilised by the student community. A thorough investigation of the literature on career needs and needs assessment was conducted in order to get an overview of issues that would characterise the study.
23
Lopes, Ana Gabriela dos Santos. "Determinantes para a promoção e a diferença entre géneros." Master's thesis, Instituto Superior de Economia e Gestão, 2009. http://hdl.handle.net/10400.5/1687.
Full textAbstract:
Mestrado em Ciências EmpresariaisO presente estudo tem como objectivo analisar determinantes para a promoção, aferindo de que modo a habilitação, a antiguidade e a idade afectam a promoção e verificar se existem diferenças significativas no que diz respeito ao género e à progressão de carreira. Como base de estudo, utilizou-se informação quantitativa e secundária proveniente de um inquérito do Gabinete de Estratégia e Planeamento realizado a todas as empresas a nível nacional no período de 2002 a 2005. Recorrendo ao programa Statistical Package for the Social Sciences foi feita uma análise quantitativa através dos testes binomial, regressão logística e T-Student, tendo se verificado que existem diferenças significativas entre os géneros no que diz respeito à promoção e que tanto a habilitação, a antiguidade e a idade são determinantes que afectam a promoção com ligeiras diferenças entre os géneros.
The aim of this study is to analyze determinants for promotion, discovering how education, tenure and age affects a promotion and if there are mainly differences when concerning gender with career progression. As a study base, it was used quantitative and secondary data from a survey of the Officer of Strategy and Planning concerning companies information at a national level on the period of 2002 to 2005. Using the Statistical Package for the Social Sciences program, was performed an quantitative analysis through binomial, logistic regression and T-Student tests, checked considerably differences between gender respecting promotion and that education, tenure and age affects promotion with slightly differences between genders.
24
Rosenberg, John Patrick. "A study of the integration of health promotion principles and practice in palliative care organisations." Thesis, Queensland University of Technology, 2007. https://eprints.qut.edu.au/16586/1/John_Patrick_Rosenberg_Thesis.pdf.
Full textAbstract:
The modern hospice movement emerged in the 1960s as a grassroots social movement that attempted to restore an holistic and contextualised approach to the care of people at the end of life. This approach embraced the lived experience of the dying person at the centre of care across physical, emotional, social and spiritual domains of life. To achieve this, the care of dying people was largely removed from mainstream health care systems to promote more holistic and socially contextualised dying. In recent decades, the evolution of palliative care demonstrates the gradual return of palliative care services to the mainstream. It has been asserted that, in this process, palliative care services have progressively abandoned the social context of dying people, increasing instead an emphasis on "physical care [while] simultaneously de-emphasizing psychological, social and spiritual care" (Kellehear, 1999a, p.76). Kellehear and others have proposed that the repositioning of palliative care within mainstream health care systems has increased a focus upon illness and disease at the expense of health and wellbeing. Subsequently, conventional palliative care services have been criticised for not adequately locating end of life care within the social contexts in which death and dying take place.
In an attempt to address this problem, Australian sociologist Allan Kellehear proposed an approach to end of life care that brought together the core concerns of palliative care with the principles and practices of health promotion (Kellehear, 1999b). Whilst their congruence is not immediately apparent, these two fields have been increasingly examined for their potential benefits in the provision of end of life care. In the current policy climate in Australia, there is an imperative to consider how end of life support services might be improved through adopting a health promoting palliative care approach.
The aim of this study has been to investigate the integration of health promotion principles and practice by a selected palliative care service by examining the qualitative impact of this change on the organisation. Specifically, it endeavoured to identify the factors that advanced or impeded this integration by examining how the structures and processes of, and outcomes for, the organisation reflected a health promoting approach. To meet these aims, this study undertook an in-depth examination of the implementation of a health promoting palliative care model by a community based palliative care organisation. Based in a constructionist-interpretivist paradigm, a mixed-method (QUAL+quant), instrumental case study research design was utilised to capture multiple perspectives of the implementation process. Data collection comprised examination of 127 organisational documents, 32 in-depth interviews with staff, volunteers and consumers, 5 focus groups with staff and volunteers, and 25 carer questionnaires. Qualitative data were subject to thematic analysis, with supplementary quantitative data analysed to generate descriptive statistics.
The findings demonstrated a large number of complex and interrelated enabling and impeding factors to the implementation in the case study site. These factors have been grouped into four key themes which have been examined in light of the aims of this study and the issues identified in a comprehensive review of the literature. This study found that:
◦ Conceptual congruence between health promotion and palliative care was a fundamental starting point in the implementation of a health promoting palliative care model.
◦ Where conceptual congruence was clear, activities associated with the model that were regarded as beyond conventional approaches to palliative care core business were viewed favourably by stakeholders and were less likely to encounter resistance within the organisation.
◦ When systematic approaches to organisational change, such as quality improvement systems, were rigorously applied, the impact of the transition upon stakeholders was qualitatively less.
◦ Where this transition had been effectively made, consumers, staff, volunteers and members of the wider community were seen to benefit.
This study adds to the current discourse regarding the intersection between end of life support and health promotion, and provides insight into how palliative care organisations might undertake the transition from conventional models to a health promoting palliative care approach.
25
Rosenberg, John Patrick. "A study of the integration of health promotion principles and practice in palliative care organisations." Queensland University of Technology, 2007. http://eprints.qut.edu.au/16586/.
Full textAbstract:
The modern hospice movement emerged in the 1960s as a grassroots social movement that attempted to restore an holistic and contextualised approach to the care of people at the end of life. This approach embraced the lived experience of the dying person at the centre of care across physical, emotional, social and spiritual domains of life. To achieve this, the care of dying people was largely removed from mainstream health care systems to promote more holistic and socially contextualised dying. In recent decades, the evolution of palliative care demonstrates the gradual return of palliative care services to the mainstream. It has been asserted that, in this process, palliative care services have progressively abandoned the social context of dying people, increasing instead an emphasis on "physical care [while] simultaneously de-emphasizing psychological, social and spiritual care" (Kellehear, 1999a, p.76). Kellehear and others have proposed that the repositioning of palliative care within mainstream health care systems has increased a focus upon illness and disease at the expense of health and wellbeing. Subsequently, conventional palliative care services have been criticised for not adequately locating end of life care within the social contexts in which death and dying take place. In an attempt to address this problem, Australian sociologist Allan Kellehear proposed an approach to end of life care that brought together the core concerns of palliative care with the principles and practices of health promotion (Kellehear, 1999b). Whilst their congruence is not immediately apparent, these two fields have been increasingly examined for their potential benefits in the provision of end of life care. In the current policy climate in Australia, there is an imperative to consider how end of life support services might be improved through adopting a health promoting palliative care approach. The aim of this study has been to investigate the integration of health promotion principles and practice by a selected palliative care service by examining the qualitative impact of this change on the organisation. Specifically, it endeavoured to identify the factors that advanced or impeded this integration by examining how the structures and processes of, and outcomes for, the organisation reflected a health promoting approach. To meet these aims, this study undertook an in-depth examination of the implementation of a health promoting palliative care model by a community based palliative care organisation. Based in a constructionist-interpretivist paradigm, a mixed-method (QUAL+quant), instrumental case study research design was utilised to capture multiple perspectives of the implementation process. Data collection comprised examination of 127 organisational documents, 32 in-depth interviews with staff, volunteers and consumers, 5 focus groups with staff and volunteers, and 25 carer questionnaires. Qualitative data were subject to thematic analysis, with supplementary quantitative data analysed to generate descriptive statistics. The findings demonstrated a large number of complex and interrelated enabling and impeding factors to the implementation in the case study site. These factors have been grouped into four key themes which have been examined in light of the aims of this study and the issues identified in a comprehensive review of the literature. This study found that: ◦ Conceptual congruence between health promotion and palliative care was a fundamental starting point in the implementation of a health promoting palliative care model. ◦ Where conceptual congruence was clear, activities associated with the model that were regarded as beyond conventional approaches to palliative care core business were viewed favourably by stakeholders and were less likely to encounter resistance within the organisation. ◦ When systematic approaches to organisational change, such as quality improvement systems, were rigorously applied, the impact of the transition upon stakeholders was qualitatively less. ◦ Where this transition had been effectively made, consumers, staff, volunteers and members of the wider community were seen to benefit. This study adds to the current discourse regarding the intersection between end of life support and health promotion, and provides insight into how palliative care organisations might undertake the transition from conventional models to a health promoting palliative care approach.
26
Bogdan, Mihai Valentin. "The Classical Pianist and Entrepreneurship: A Case Study Featuring Public Domain Tango Music." Scholarly Repository, 2008. http://scholarlyrepository.miami.edu/oa_dissertations/104.
Full textAbstract:
A model was created in order to assist classical musicians, especially pianists, with the process of creating their own musical niches in order to achieve public recognition, build an audience following and experience financial gain. This blueprint involved creating six arrangements for the piano four-hand medium that were then self-recorded, self-marketed and self-distributed. This essay introduces the repertoire used for this project, five Argentinean tangos by Eduardo Arolas and a habanera by Sebastian Yradier and it also examines the criteria by which they were chosen. A discussion of the arrangements follows, focusing on the compositional techniques that were used. Next, the essay presents the methods employed to self-record, self-market and self-distribute the compilation as well as additional means available to independent musicians pursuing a similar endeavor. The discussion focuses on techniques that pertain to musicians who do not have the support of a record label or a music publisher. The conclusion of this study is that there are a number of accessible methods that independent musicians can employ in order to self-record, self-market and self-distribute their music. However, the level of success of such endeavors depends on the musicians' ability to create a high quality musical product, constantly interact with new audiences and employ various promotional methods. A recommendation for further study is enclosed.
27
Ngabonziza, Gaetan. "The role of tertiary education in promoting self employment : a study of project management students at a South African university of technology." Thesis, Cape Peninsula University of Technology, 2011. http://hdl.handle.net/20.500.11838/2061.
Full textAbstract:
Thesis (MTech (Business Administration in Project Management))--Cape Peninsula University of Technology, 2011.Human capital is both a key driver of economic growth and a means to promote overall development. In order to enhance human capital in South Africa, tertiary institutions have seen a tremendous increase in students' enrolment over the past few decades. But, in spite of the need for skilled labour, tertiary education graduates are increasingly faced with unemployment, which poses a serious obstacle to the economic growth of the country. This study investigated the role of tertiary education in enhancing selfemployment among project management graduates. This study was descriptive in nature and intended to find answers to research questions, which comprised the extent to which tertiary education seeks to motivate students to self employment. In addition, the study sought to find challenges related to self-employment facing project management students after they have completed their studies, as well as reasons why some people choose self-employment over salaried employment. Data were collected with the use of a self-administered structured questionnaire. Collected data were analysed using of the statistical software for social science (IBM SPSS Statistics version 19) for descriptive statistics in the form of tables and charts. Furthermore, statistical tests, using chi-square values at the 0.05 level of significance, were performed to determine factors influencing individuals to choose a self-employment career. The study found that education may either enhance individual entrepreneurial ability, thereby increasing the likelihood of choosing self-employment or increase opportunities for paid employment, both of which reduce unemployment. In addition, tertiary education provides human capital that enables graduates to achieve increased level of productivity, which leads to earning more income than lower educated people in both paid employment and self-employment career. Unfortunately, graduates face financial related challenges, which constrain them from undertaking self-employment endeavours. The results of this study suggest that graduate unemployment can only be eliminated if students are provided with the right skills and knowledge to match the requirement of the employment market. Furthermore, the study suggests that graduates should be assisted financially at the initial stage of their self-employment activities.
28
Pillay, Sadeshini Shunmugan. "A study of the barriers to career progress of women in an organisation." Thesis, Nelson Mandela Metropolitan University, 2005. http://hdl.handle.net/10948/822.
Full textAbstract:
Due to the continual constant battle women have to face in order to progress in the workplace, it has become necessary to assess the degree of transformational change within the workplace within South Africa to try to establish just what these barriers are and how it can be overcome. To examine the main problem, three sub-problems were identified. The first sub-problem that had been identified dealt with what the women’s rights in the new South Africa. It was investigated by evaluating the situation in the New South Africa and what has changed from the past. Is there more gender equality or not. The second sub-problem looked at the barriers that women face in the workplace. It is evident that sexual harassment, male chauvinism, trying to balance work and family as well as organisational structure and culture were among the top barriers that are a hindrance to women’s advancement in the workplace. Finally, the third sub-problem investigated what the glass ceiling effect is and the effect that this has on women in the workplace. The investigation evaluated, and emphasised the difficulties that women face in order to progress in the hierarchy of not only management but other occupations as well. Results have shown that most females and males believe that the glass ceiling is prevalent in the workplace. Most people believe that women can however break through the glass ceiling but now there is a new phenomenon, “The Glass Cliff” which allows women to break through the glass ceiling but only of organisations that are already in trouble.
29
Jones, Merlene Leona. "The Effects of Transitional Challenges on Ninth Grade School Dropouts." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/3496.
Full textAbstract:
The high dropout rate of the United States Virgin Islands school district's ninth-grade students is a major educational problem and the catalyst for a myriad of social problems. Ninth grade academies and extended school day intervention programs have benefited only the academically prepared students. This qualitative case study examined educators' perceptions of the challenges that led to the increased dropout rate of the district's ninth-grade students. Bandura's self-efficacy theory and Atkinson's motivational achievement theory formed the foundational pillars for this study. The research questions were focused on challenges that led to the increased dropout rate of ninth-grade students and the programs implemented to support dropout prevention. The data collection methods consisted of questionnaires from 4 administrators, 4 counselors, and 16 core-subject teachers, and semi-structured group interviews with 2 administrators, 2 counselors, and 8 core subject teachers. Analysis of the data included coding and the identification of common themes. The findings showed that poor school attendance, academic unpreparedness, and disciplinary infractions were some of the challenges that resulted in premature school dropout. Interpretation of the data confirmed that the implementation of proactive and reactive approaches, modified instructional methods, and intervention strategies have proven ineffective. After 10 years, the ninth grade academies of the school district have had no significant effect on promotion or retention rates. The introduction of Ninth Grade Completion via Career Curriculum Academies, a combination of college preparatory and vocational skills classes, may transform education for ninth-graders, increase promotional rates, and benefit the larger community.
30
Costa, José Pedro dos Santos. "As transformações no ciclo de estudos da enfermagem: análise do impacto na progressão e promoção na carreira após a implementação do curso de complemento de formação." Master's thesis, Instituto Superior de Ciências Sociais e Políticas, 2012. http://hdl.handle.net/10400.5/5119.
Full textAbstract:
Tese de Mestrado em MPA-Administração Pública, Especialização em Administração da SaúdeAs alterações ocorridas no ciclo de estudos da Enfermagem, desde os seus primórdios, constituem fortes determinantes para que a Enfermagem se defina como uma disciplina autónoma, fortemente baseada na formação. O objectivo deste trabalho é o estudo do impacto que o Curso de Complemento de Formação em Enfermagem proporcinou à carreira dos Enfermeiros, no sentido da promoção e progressão profissional. A amostra foi constituída por 91 Enfermeiros a exercer funções no departamento de Cirurgia do Centro Hospitalar de Lisboa Norte- Hospital de Santa Maria, os quais obtinham o grau académico de bacharel no final das suas formações de base e que, posteriormente, tiveram a possibilidade de obter o grau de licenciado através do Curso de Complemento de Formação em Enfermagem. Os dados foram recolhidos pela administração de um inquérito respondido individualmente por cada Enfermeiro e analisados usando a análise estatística descritiva, testes de correlações e testes de verificação de hipóteses. O inquérito foi elaborado a partir da construção de um questionários elaborado, testado e validado pelo investigador. Nesta investigação, concluiu-se que o Curso de Complemento de Formação em Enfermagem não proporcionou a promoção e progressão profissional dos Enfermeiros.
The changes made to the Nursing course have, from the start, been strong determinants in defining Nursing as a separate subject, with a strong basis in training. The aim of this study is to investigate the impact that the Complementary Nursing Training Course has had on Nurses’ careers, in terms of promotion and career advancement. The sample consisted of 91 Nurses working in the Department of Surgery at the North-Lisbon Hospital Centre – Santa Maria Hospital. They were awarded a Bachelor’s degree level on completion of their basic training and subsequently had the opportunity to obtain the Licentiate degree after taking the Complementary Nursing Training Course. The data for this study was collected by asking each Nurse to complete an individual questionnaire and this was analyzed using descriptive statistical analysis, correlation tests The questionnaire was compiled, tested and validated by the researcher. In this study, the conclusion reached was that the Complementary Nursing Training Course failed to provide opportunities for promotion and career advancement.
31
Anstey, Katharine Mountfort. "The nurse's role in promoting the involvement of older patients and informal carers in the assessment of their individual continuing health and social care needs." Thesis, City University London, 2003. http://openaccess.city.ac.uk/8407/.
Full textAbstract:
This thesis looks at the concept of involvement as it applies to older patients and their informal carers in the assessment of their own continuing care needs. In particular it is concerned with the nurse's role within the multidisciplinary team in facilitating the involvement of patients and informal carers in this process. The study was conducted in a district general hospital in London. Patient involvement in continuing care assessments was explored by following the care of 20 individual patients and their informal carers throughout their hospital stay, and after discharge in the community. Observations of key decision making activities in respect of these patients were contrasted with interviews with multidisciplinary staff who had been involved in their care, to provide insights into assessment practice. Interviews with patients and informal carers gave an indicator of how involved they felt in their own assessments. In addition, interviews with 32 multidisciplinary staff provided more general data on professionals' perceptions of their own roles with regard to involving patients in assessments. Analysis of the data revealed nurses were not being seen to be contributing to the assessment of patients' continuing care needs. Nurses' marginal position in continuing care assessments meant that it was particularly difficult for them to facilitate the involvement of patients and informal carers. What makes these findings all the more remarkable is the fact that nurses' continual presence on the ward was almost universally seen by the multidisciplinary team as offering them unrivalled opportunities to build a rapport with patients and thereby develop better understandings of their needs. Furthermore findings suggest that continuing care assessments and patient and informal carer involvement in this process may be affected by strategic and practice issues, as well as factors relating to patients and informal carers themselves. One explanation for these findings may be offered by Nolan et al.'s (2002) 'senses' framework. The application of the framework to the data suggests that a lack of attention to, 'the fundamentals of care' may affect professional practice. In particular, applying the framework to this multidisciplinary context suggests that a lack of these 'fundamentals of care' in one discipline may also affect the practice of other members of the multidisciplinary team. Moreover, the findings indicate that the framework may be incomplete and that it may require modification by the addition of a 'sense of expertise'. It is intended that generalizations may be made at a theoretical level from this case study.
32
Campbell, Alasdair James Islay. "Myth ascendant : issues of culture, media, and identity in the celebrity career of Glenn Gould." Thesis, University of Oxford, 2018. http://ora.ox.ac.uk/objects/uuid:6b53c88e-d9e7-4227-9144-bad890a0d3fc.
Full textAbstract:
This thesis applies a sociological framework to the North American celebrity career of Canadian pianist and broadcaster Glenn Gould (1932-1982) to account for Gould's iconic status as an artist in modern musical culture. Despite the persistent cultural fascination with Gould, as evidenced in the seemingly endless supply of biographies, films, novels, and fan texts which narrate and celebrate his life and work, modern Gould scholarship has consistently neglected issues relating to his artistic reception. This thesis proposes that the modern Gould phenomenon is productively analysed in terms of the contexts of its historical production in North America, where it first originated. Focusing on the circumstances of Gould's career during his lifetime, it identifies three areas of overlapping conceptual interest that provide the basis for an explanatory account of his modern mythology: i) Gould's relationship to the culture of his time, particularly in Canada; ii) Gould's relationship to the mass media; iii) Gould's relationship to his own artistic identity. This approach is refined through the application of Stuart Hall's 'Circuit of Culture' model, which yields an understanding of Gould's celebrity in terms of the processes of its representation, production, regulation, and consumption. Against this theoretical backdrop, and consistent with the premise of my thesis, I ask some key questions: what was Gould's relationship to Canadian cultural nationalism and, specifically, a nationalist discourse of public broadcasting? How did media institutions brand his image, and for what commercial purposes? How did Gould mobilise understandings of his genius and Canadian identity through his artistic discourse and experimental media self-representations as a 'Northerner' and a technologist? Based on this analysis, the thesis concludes that Gould continues to fascinate because of the unique ideological work performed by his cultural identities, and because of the highly mediated nature of his celebrity. The ubiquity of his image on video-sharing websites and social media platforms is a vindication of his radical belief in the validity of a musical career pursued primarily through the electronic media.
33
Fisher, Rashida Karriem. "Embracing Ujima: A Grounded Theory of African Americans Choosing the Counseling Profession." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/7927.
Full textAbstract:
Racial and ethnic diverse populations experience discrimination in educational and career attainment and remain underrepresented in the counseling profession. The current literature provides limited guidance for the counseling profession and academic institutions for successfully recruiting racial and ethnic minority students in a master's level counselor training program. Social Constructivist theory and Adlerian/ Individual Psychology are the theoretical foundations of the study. This constructivist grounded theory study sought to understand the career decision-making process of African Americans choosing to enter in the counseling profession and the influence of racial and ethnic identity on this decision-making process. Utilizing semistructured interviews via video-conferencing; 43 self-identified African Americans were commissioned to co-create an iterative career decision-making theory that informs recruitment and retention of African Americans to the counseling profession. Following the Charmaz's (2014) approach to data analysis; 15 themes which support the development of Embracing Ujima an interpretive theory of African Americans choosing to join the counseling profession—that informs a framework of recruitment and retention of African Americans to the counseling profession. The implications for social change include closing the knowledge gaps and informing counselor training institutions of the importance of physical representation, a sense of belonging, developing early career pipelines, and positioning counselor educators as the chief career development professionals for the field of counseling.
34
Westberg, Alva, and Johanna Linder. "Meriter, meritering och meritokratiska organisationer : En fallstudie om motivation, styrning och prestationer på Luleå tekniska universitetet." Thesis, Luleå tekniska universitet, Institutionen för ekonomi, teknik, konst och samhälle, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:ltu:diva-85376.
Full textAbstract:
Universitet är stora meritokratiska organisationer där strävan efter konkurrenskraft aldrig tar slut. Universitetets främsta roll är att utbilda, forska och bygga ny kunskap. Medarbetares kompetens och ytterst meriter samt att bygga rätt sammansättning av meritering är därför centralt för universitetet. Det blir därmed viktigt för universiteten att behålla de bästa medarbetarna och motivera medarbetarna till att arbeta mot organisationens mål. Denna studie behandlar medarbetarna på Luleå tekniska universitets syn på relationen mellan motivation, återkoppling, belöning, prestation och befordran. Syftet med denna studie är att identifiera hur meritering ser ut och är relaterat till prestationerna i en meritokratisk organisation. Genom att uppnå syftet kan vi bidra och inspirera till vidare forskning om hur medarbetare med långsiktiga mål och tydliga karriärvägar kan uppfatta styrning. För att uppnå detta har litteratursökningar i vetenskapliga artiklar gjorts och empiriska underlag samlats in genom semistrukturerade intervjuer. En abduktiv ansats har tillämpats i studien. Resultatet visar att det finns ett tydligt samband mellan medarbetarnas prestation och befordran. Men att det i förlängningen är starkare genom forskningen än undervisningen. Empirin visar även att intervjupersonerna främst ser de icke monetära belöningarna som bidragande faktorer till ökad motivation samt att återkoppling är viktigt för motivation. De anställda anser att de får tillräcklig återkoppling från studenterna men flertalet önskar mer återkoppling från chefer.Universities are large meritocratic organizations where the pursuit of competitiveness never ends. The main role of universities is to educate, conduct research and discover new knowledge. Therefore are both the employees’ competence and the right composition of merit central to the universities. It thus becomes crucial for the universities to retain the best employees and motivate the employees to work towards the organization's goals. This study shows the employees at Luleå University of Technology's view of the correlation between motivation, feedback, reward, performance, and promotion. The purpose of the study is to find out what merit looks like and how it is related to the performance of a meritocratic organization. By achieving the purpose, we can contribute and inspire further research on how employees with long-term goals and clear career paths can perceive management control. To achieve this, literature searches in scientific articles have been done and empirical data has been collected through semi-structured interviews. An abductive approach has been applied in the study. The results show that the connection between employees' performance and promotion is stronger through research than teaching. The empiric also shows that the interviewees mainly see the non-monetary rewards as contributing factors to increased motivation and that feedback is important for motivation. The employees consider that they receive enough feedback from the students, but the majority want more feedback from managers.
35
Visser, Willem Alfonzo. "Daily hassles, resilience, and burnout of call centre staff / Willem Alfonzo Visser." Thesis, North-West University, 2007. http://hdl.handle.net/10394/1701.
Full text
36
Flowers, Lea Randle. "Exploration of the Socialization Process of Female Leaders in Counselor Education." ScholarWorks@UNO, 2006. http://scholarworks.uno.edu/td/383.
Full textAbstract:
Higher education literature, has several contributions that pertain to mentoring styles in academia, female faculty, gender and leadership, and recruitment and retention of women and minorities in academia. However, specific references that lend voice to the experiences of female counselor educators in the context of their career paths and patterns are scant(Hill, Leinbaugh, Bradley,& Hazler, 2005). This qualitative investigation explored the socialization process of 8 female leaders in counselor education from throughout the United States utilizing grounded theory methods. The primary theme of socialization was organized into three main categories, (a) childhood socialization, (b) anticipatory socialization (Van Mannen, 1976), and (c) organizational socialization (Van Mannen, 1976). Leaders' socialization experiences highlighted sub-themes of balancing work and family, satisfaction level of professional obligations and inequalities. The inequalities highlighted participants' experiences of exclusion in departments with counselor education and counseling psychology programs, as well as gender and race discrimination around issues such as salary, tenure and promotion. The results from this investigation provided a theoretical framework of the interrelated influences of their socialization process from childhood across the span of their careers to full professor and department chairs. Implications and recommendations for female doctoral students, counselor educators, professional development in higher education, mentoring relationships, supervision and leadership development are included.
37
Du, Plessis Paulina Carolina. "The effects of an outreach programme on the public understanding of science, engineering and technology." Diss., Pretoria : [s.n.], 2007. http://upetd.up.ac.za/thesis/available/etd-11122007-075644/.
Full text
38
Dubose, Lisa E. "Experiences in the Leadership Advancement of African American Women." Bowling Green State University / OhioLINK, 2017. http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1510681105954819.
Full text
39
Gruhlich, Julia. "Arbeit." Universität Leipzig, 2018. https://ul.qucosa.de/id/qucosa%3A21184.
Full textAbstract:
Arbeit umfasst all jene Tätigkeiten, die zum gesellschaftlichen Fortbestand beitragen. Dazu gehört die produktive Arbeit, die gesellschaftlich relevante Güter und Dienstleistungen herstellt ebenso wie die reproduktive Arbeit, die sogenannte Care-Arbeit, die auf den Erhalt des menschlichen Lebens und der Arbeitskraft ausgerichtet ist. In der feministisch orientierten Erforschung von Arbeit wird die Relation zwischen den (Re-)Produktionsverhältnissen und den Geschlechterverhältnissen analysiert.
40
Senate, University of Arizona Faculty. "Faculty Senate Minutes May 1, 2017." University of Arizona Faculty Senate (Tucson, AZ), 2017. http://hdl.handle.net/10150/625406.
Full text
41
Garcia, Francis. "La carrière des intendants militaires de 1870 à 1914." Thesis, Bordeaux 3, 2015. http://www.theses.fr/2015BOR30034/document.
Full textAbstract:
Les intendants militaires constituent une catégorie particulière d’officiers qui s’occupent des besoins de la vie courante du soldat. Ils sont crées en 1815 et remplacent les commissaires des guerres et les inspecteurs aux revues. Leur étude comprend deux parties. La première est destinée à présenter leurs caractéristiques sociales et militaires générales et leur place dans les débats sur l’administration militaire et la communauté militaire. Elle comprend les domaines suivants : - l’origine géographique, - l’âge et le grade au mariage, - la profession des pères et des beaux-pères, - la composition et le montant des dots, - les dossiers de demande d’autorisation de mariage, - les demandes de bourses pour les écoles militaires, - la place de la vie privée dans les appréciations données par leurs supérieurs. - l’origine du recrutement (saint-cyriens, polytechniciens, soldats), - les causes des fins de carrières - les grands évènements de la carrière (entrée dans le corps de contrôle de l’administration, interruptions de service, mutations), - la remise en question de l’intendance militaire au cours des débats sur l’administration militaire après la défaite de1870, et notamment sa place vis-à-vis du commandement, - la place des officiers d’administration et des médecins militaires, - l’image des intendants parmi les autres officiers. La seconde partie expose les déroulements des carrières, elle comporte les points suivants : - les résultats de la scolarité dans les écoles militaires et leur influence sur les appréciations données par leurs supérieurs et l’avancement ; - les carrières dans l’arme d’origine (l’influence des appréciations, des félicitations et des punitions), - les conditions du passage dans l’intendance (le concours, la formation administrative), - les carrières dans l’intendance (l’influence de la carrière dans l’arme d’origine, les rôles de l’origine et des appréciations dans l’accès aux différents grades, les projections de carrières à partir du premier grade)The intendants establish an officers’s particular body who deal with the support of the common life of the soldier. They are create in 1815 and replace captains of the wars and inspectors in reviews. Their study includes two parts. The first one intended to present their general social and military characteristics. It includes the following domains : - the geographical origine, - the age and the rank in the marriage, - the profession of the fathers and the fathers in law, - the composition and the amount of dowries, - files of wedding authorization request, - applications for a scholarship for military academies, - place of the private life in the appreciations given by their supériors, - the origin of the recruitment (graduests of St. Cyr, graduests of Polytechnique prestige engineering school, soldiers), - the causes of ends of carreer, - big events of the career (entered the body of control of the administration, interruptions of service, tranfers). - the questioning of the military estate management after the defeat of 1870, in particular its place face to face of the command ; - the place of the officers of administration et of the military medical officers, - the image of the bursars among the others officers. The second parts explains the progesses of careers, il contains the following domains : - the results of the schooling in military academies and their influence in the appreciations given by their superiors, and of the promotion ; - the careers in the element of the army of origin (influence of the appreciations, the congratulations and the punishments) ; - the conditions of the passage in the estate management (the competition, the administrative training), - the careers in the estate management (the influence of the career in the weapon origin, the roles of the origin and of the appreciations in the access of the various ranks, the progressions of the careers according to the passage in the second rank)
42
Senate, University of Arizona Faculty. "Faculty Senate Minutes January 22, 2018." University of Arizona Faculty Senate (Tucson, AZ), 2018. http://hdl.handle.net/10150/626508.
Full text
43
institutions, GENOVATE partner. "Implementing Measures for Gender Equality in Recruitment, Promotion and Progression in Academic and Research Careers: Contextualised Guidelines for Universities and Research Organisations." 2016. http://hdl.handle.net/10454/13365.
Full textAbstract:
YesThis document outlines a set of guidelines for universities and research organisations that are in the process of, or considering, implementing: measures for gender equality in selection processes relating to recruitment, promotion and progression of academics and researchers; measures aimed at strengthening the presence of women in leadership and senior positions, including gender targets; and measures to support women in accessing opportunities for career progression. The term ‘career transitions’ is used as shorthand in the document for all processes relating to recruitment, promotion, progression, career support and gender targets in academic and research careers.
FP7
44
Andersen, Lorne. "Promotion : an in-depth analysis of what drives employees to seek promotion within the workplace." Thesis, 2009. http://hdl.handle.net/10413/4546.
Full textAbstract:
Everyday and in all facets of industry some people are motivated to seek promotion. The reasons behind this motivation to succeed are vague and very little information exists to explain why people seek promotion. It was on this basis that this study was undertaken; to add to knowledge of what motivates people to seek promotion. The common thought or belief is that people seek promotion so as to earn more and to increase their living standards and to be financially “better off” than their current circumstances. However, this study has shown that not to be the case. People are not only driven by financial gains but instead have a deeper desire to succeed. A probability sample of 123 was drawn from people who work within industry and hold various positions from senior management to those at the bottom of the organisational hierarchy. The sample was made up of 43.9% in management, 29.27% in administrative positions, and 26.83% working within the factory environment. The gender making up this sample was 21.95% female and 78.05% male. The majority of the data collected was through an online survey web page and the balance through respondents completing a paper based questionnaire. Statistical analysis software called SPSS was used to subject the data collected to statistical scrutiny. The salient feature of this study is that people displayed high levels of confidence in either being a manager or belief that they would do well as a manager. The study also shows that people are not motivated through financial rewards as a precursor for promotion, but instead seek promotion to better their non-financial lives. Personal satisfaction, job satisfaction and the desire for a challenge are the main factors for promotional desires. This dissertation has added to knowledge of what motivates people to seek promotion. The information can be used by organisations to assess their staff for promotional abilities and gives a broader understanding of why their people seek promotion.Thesis (MBA)-University of KwaZulu-Natal, 2009.
45
Liu, Hsien Cheng, and 劉賢正. "Exploring the Relationship between Career Promotion and Personal Ability." Thesis, 2015. http://ndltd.ncl.edu.tw/handle/54994024646170960153.
Full textAbstract:
碩士國立清華大學
高階經營管理碩士在職專班
103
"Why was I not on the promotion list? Is there any relationship between career promotion and personal ability? What abilities do we need to have to be more easily promoted than others? Each year, many people put into the workplace, while each company has a lot of new people to join, and why a year later, two years later, some people get what he wanted, such as pay, promotion, and others do not? In this study, in-depth understanding of "career promotion" and "personal capacity" of the association, and to analyze this association in charge of cross-strait differences. Qualitative analysis of this study will be twenty-four career promotion keywords into three categories "Communication", "Professional" and "Attitude". The quantitative analysis is based on statistical analysis of 200 votes of Taiwan and 200 votes of China. The results show the same ranking of "Communication" abilities in Taiwan and China.. "Professional" abilities show the minor differences between Taiwan and China. "Attitude" abilities show the majoe differences between Taiwan and China. The conclusion is that if you want to succeed by promoted to supervisor, in communication to solve the shortage of resources, to get the team consensus on the major issues, in the professional work to be able to resolve problems and improve work efficiency and to complete key projects, and in the attitude of enthusiastic.
46
"The promotion of career adjustment by means of an experientially based career development programme." Thesis, 2015. http://hdl.handle.net/10210/13521.
Full textAbstract:
M.A. (Industrial Psychology)As more and more individuals join organizations, the need to assist such individuals with their career adjustment appears to be increasing in both importance and urgency. Traditional interview-based approaches, while they tend to be helpful, do not appear to be able to meet the needs of an expanding work force, particularly if costs and availability of qualified professional assistance are considered. The main purpose of the study was to determine whether career adjustment could be facilitated by means of an experientially based career development programme, seen as a viable alternative to the interview-based approaches. Personal factors, locus of control and job satisfaction were employed as the criterion measures to reflect changes as a result of the career development programme. The experiment was conducted in a municipality in the Witwatersrand area and the final sample consisted of 55 participants, randomly assigned to 30 in the experimental group a~d 25 in the control group. Differences between the experimental and control groups were determined by means of an analysis of variance for unequal groups...
47
Chu, Pei-Wen, and 朱培汶. "Future Time Perspective and Career Success: The Mediating Role of Promotion Focus and Career Adaptability." Thesis, 2016. http://ndltd.ncl.edu.tw/handle/jwh8cv.
Full textAbstract:
碩士國立中央大學
人力資源管理研究所
104
Career success is considered to be very important to academia and industry. Personal career success is mean to the organizations. In the past research, stable individual differences play an important role in predicting career success. However, Future Time Perspective which exists a great influence on individuals’ behaviors was lacked for further discussion. This study which is based on Future Time Perspective Theories, Regulatory Focus Theory, and Career Construct Theory examine the mediating model for the relations among Future Time Perspective, Promotion Focus, Career Adaptability and Career Success. The survey study which was conducted among 336 employees of private enterprises measured by two waves. The results of structural equation modeling analyses offered strong support for the proposed model. In addition, the result further showed that there are sequential mediation among Future Time Perspective and Career Success. These findings carry implications and future research directions for future time perspective, the characteristic way to approach goals, career adaptability and career success.
48
Lin, Po-Hsiu, and 林伯修. "Steady State Career Structure Model with Distributed Promotion for Armed Forces." Thesis, 1999. http://ndltd.ncl.edu.tw/handle/10909168464610493480.
Full textAbstract:
碩士國防管理學院
資源管理研究所
87
Alam (1985) developed a steady state career structure model for Indian army officers to calculate the structure and career prospects through the progression of time and wastages are negligible in the model.Yang (1999) extended Alam''s model to have wastages considered.However,both Alam and Yang supposed that all promotions are held immediately on completion of minimum length of service required for promotion.Such a assumption needs to be improved because officers may get promotions on being considered second time.Thus,based on Yang''s model,this study will develop a manpower planning model with promotions distributed to make Yang''s model more realistic.Besides,this study also presents the cost informations when manpower policies are given.Two numerical examples illustrate how the model works.
49
Lan, Shih-Yin, and 藍詩盈. "The Study of the Relationship between Promotion Focus, Career Adaptability and Career Satisfaction: The Moderating Effect of Supervisory Coaching Behavior." Thesis, 2016. http://ndltd.ncl.edu.tw/handle/8f7t28.
Full textAbstract:
碩士國立中央大學
人力資源管理研究所在職專班
104
Career success can enhance individual’s overall sense of well beings and satisfy social expectations, which is a positive psychological and work related outcome. It can be defined in terms of objective and subjective dimensions. Subjective career success has a more far-reaching influence on individuals. So the present study aimed to explore and identify the determinants of career satisfaction, one of the important indicators of subjective career success. There are 4 categories of predictors of career success: human capital, organizational sponsorship, sociodemographic status, and stable individual differences. Previous studies focus more on certain predictor and lack of the comprehensive discussion. The present study examined the overall predictors, including the relationship between Promotion Focus (stable individual difference), Career Adaptability (human capital) and Career Satisfaction. The Supervisory Coaching Behavior (organizational sponsorship) variable was also used as a moderator in this study. Besides, the sociodemographic status was used as control variable to conduct the overall review. The result of regression analysis demonstrated that Promotion Focus and Career Adaptability are positively associated with Career Satisfaction. Supervisory Coaching Behavior has significant moderating effects between Promotion Focus and Career Satisfaction and no significant moderating effects between Career Adaptability and Career Satisfaction.
50
an, Lin ching, and 林靜安. "The Perceptions of Gender Discrimination, Fairness of the Promotion Process, Career Prospects, and Career Preference: An Investigation of Hospitality Students." Thesis, 2009. http://ndltd.ncl.edu.tw/handle/53980101208464068016.
Full textAbstract:
碩士中國文化大學
觀光休閒事業管理研究所
97
Gender discrimination is an important issue in the work environment. If an employee perceives differential treatment entirely from sex discrimination, rather than his performance, capacity and other factors in the work environment, he may feel injustice, thereby affects his working attitudes. In this study, we investigated the department of hospitality students. For these students, we conducted a research by different gender perspective to explore the existence of perceived gender discrimination before graduation to enter the workplace. By hypotheses testing the perception of gender discrimination and how the perception affects the perceptions of justice and thus affect the perception of career prospects and career preference, to discover the relationships between the subjects of this study. This study investigated the hospitality graduate students as the target respondents, used a questionnaire survey method, and adopted a liner structure equation model to conduct empirical analysis. A total of 420 questionnaires were issued. After receiving 399 copies, we excluded invalid questionnaires, and got 360 valid questionnaires. As a result, the effective rate was 90.23%. The results showed that hospitality students’ perception of gender discrimination significantly negative impacts on the perceived fairness of the promotion process, however, the perception has no significant relationship on the perceived career prospects and the career preference. Hospitality students’ perception of the fairness of the promotion process has significantly positive effect on the perceived career prospects and the career preference. Hospitality students’ perceived career prospects have significantly positive effect on the career preference. Taking gender as a moderator variable, male respondents in compared with the female respondents, have an extra significant negative relationship between the perceived gender discrimination and the career preference in one of the coefficients of the liner structure equation model