Dissertations / Theses on the topic 'Engineering workforce and gender'
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Pels, Sarah E. "INCREASING GENDER DIVERSITY IN THE IT WORKFORCE: CHARACTERIZING AND EVALUATING ORGANIZATIONAL EFFORTS." Ohio University Honors Tutorial College / OhioLINK, 2012. http://rave.ohiolink.edu/etdc/view?acc_num=ouhonors1338573882.
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TSIOUGKOU, DESPOINA. "Gender Diversity in the Workforce and New Firms'Capacity to Innovate Insights into Tech start-up teams." Thesis, KTH, Skolan för industriell teknik och management (ITM), 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-232489.
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White, Jason Larry. "Multigenerational Cohorts, Gender, Experience, Technology and Voluntariness Effects on Efficiency and Productivity." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/7520.
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Since the beginning of the 2000s, unique challenges for a multigenerational workforce (MW) using different types of current technology (CT), informational and noninformational, at an increasing rate have surfaced. Necessary considerations were made among companies using these types of CT that changed frequently and influenced employee efficiency (EE) and organizational productivity (OP), leading to an under-identified impact on management decisions. The problem addressed in this study was the difficulty management had in managing work tasks and activities when CT was used in a MW. Most of the Baby Boomer generation will be retiring over the next decade, thus compromising and leaving a major gap in skills, experience, and talent. The purpose of this quantitative research study was to study the effects of multigenerational cohorts (MC), gender (GEN), CT, experience (EXP), and voluntariness of use (VU) (independent variables [IVs]), among a MW and their impact on EE and OP (dependent variables [DVs]). Two research questions were used that focused on the relationship between the IVs and DVs. Positivism was used as the theoretical framework. A convenience sampling approach was used to select participants. The participants were full-time employees between 23 and 71 years of age in the continental United States. Multiple and stepwise regression analyses was used to investigate the relationship between the IVs and the DVs. Results showed that only IVs type of CT and VU had a significant effect on EE and OP. These findings may contribute to positive social change by helping organizations create comprehensive and explicit business models of efficiency and productivity among a MW.
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White, Jason L. "Multigenerational Cohorts, Gender, Experience, Technology and Voluntariness Effects on Efficiency and Productivity." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/7522.
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Since the beginning of the 2000s, unique challenges for a multigenerational workforce (MW) using different types of current technology (CT), informational and noninformational, at an increasing rate have surfaced. Necessary considerations were made among companies using these types of CT that changed frequently and influenced employee efficiency (EE) and organizational productivity (OP), leading to an under-identified impact on management decisions. The problem addressed in this study was the difficulty management had in managing work tasks and activities when CT was used in a MW. Most of the Baby Boomer generation will be retiring over the next decade, thus compromising and leaving a major gap in skills, experience, and talent. The purpose of this quantitative research study was to study the effects of multigenerational cohorts (MC), gender (GEN), CT, experience (EXP), and voluntariness of use (VU) (independent variables [IVs]), among a MW and their impact on EE and OP (dependent variables [DVs]). Two research questions were used that focused on the relationship between the IVs and DVs. Positivism was used as the theoretical framework. A convenience sampling approach was used to select participants. The participants were full-time employees between 23 and 71 years of age in the continental United States. Multiple and stepwise regression analyses was used to investigate the relationship between the IVs and the DVs. Results showed that only IVs type of CT and VU had a significant effect on EE and OP. These findings may contribute to positive social change by helping organizations create comprehensive and explicit business models of efficiency and productivity among a MW.
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De, Kretser Kara. "Gender Parity, Gender Equality, and Intersectionality : Public Perceptions of a ‘50:50’ Workforce." Thesis, Linköpings universitet, Institutionen för tema, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-166655.
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Gender parity. Gender equality. Diversity and intersectionality. Are they understood to be one and the same thing? Whilst there is much public data and opinion on economic benefits to having gender parity within organisations and how it can help support women’s empowerment and inclusion in male dominated professional sectors, public perception on the topic may paint a different picture. In this thesis, the social media platform Twitter is used to collect data to conduct a content analysis in order to understand public sentiments in response to one company’s perceived success in their organisational gender parity initiative. That company is American tech organisation, Duolingo. In 2018, Duolingo posted via Twitter that they had achieved a 50:50 male:female ratio in their recruitment of new engineering hires. The response on Twitter reveals that whilst many Twitter users agreed with Duolingo that this was a success, many did not. The Tweets are classified and analysed according to sentiment and coded according to the core topic in their communication – gender parity, gender equality, and diversity and intersectionality - to gain an in-depth understanding into how the public understands and reacts to these concepts. By analysing 275 Tweets through textual and visual analysis, this thesis supports an investigation via case study as to whether or not gender parity is publicly perceived and understood as a positive organisational strategy towards gender equality. Or whether it is seen to be exacerbating gender inequalities and perpetuating gender and intersectional stereotyping, biases and norms.
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McDermott, Elizabeth. "The barriers affecting women's career progression in library and information services : a feminist critique." Thesis, Aberystwyth University, 1997. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.245467.
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Barajas, Christopher. "DATA DRIVEN WORKFORCE PERFORMANCE PLANNING." CSUSB ScholarWorks, 2019. https://scholarworks.lib.csusb.edu/etd/945.
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The business of logistics and transportation is increasing in demand and complexity and will do so into the future. As with many businesses in the digital age, large amounts of data is being generated at increasing speeds leading us all into the era of big data. A common result is that organizations are left data rich and information poor. At ABC Logistics, and many other third party logistics and transportation companies, the question is how to harness the data and create centers of excellence through business intelligence methodologies. This research project goes through the steps taken to identify an area where business intelligence and data transformation could be an advantageous prospect and how to present it in a way that would be of great benefit to the organization as a whole.
Third party logistics companies, such as ABC Logistics, operate under a business model where they do not produce or own any of the product they manage through the supply chain process. What they sell is their expertise in logistics services from the inbound of product, processing of orders, and outbound shipping to and from the customer. This makes the third party logistics business very competitive. Competitive advantages are key to success in this type of business and one area that is underutilized is measuring and managing labor productivity. Currently, ABC Logistics utilizes an AS400 system for warehouse management and Kronos for timekeeping. The problem lies in how to get all the information together in one location where transactional master data is shared across the organization. Once we do that, then the second problem would be analysis and decision management i.e., how we analyze the data and present the information in a human readable format for frontline supervisors and middle management to be able to interpret the data and take action.
The solution will be to create a data warehouse to normalize all the various data sources for timekeeping and warehouse production transactions. In order to build the data warehouse, we will utilize an SQL Database with SQL Server Integration Services to transform the data into our data warehouse. With the data transformed into a structured and consistent format, the data is analyzed and the results presented in a human readable format. This will be done through business intelligence tools such as Power BI that allows us to create custom dashboards. This solution will lead to a better understanding of our operation, increase profit, and give ABC Logistics a competitive advantage over their competitors.
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Boothby, Gwen. "An exploration of the role of 'community' in the search for workforce diversity at the shipyard." Thesis, University of Central Lancashire, 2017. http://clok.uclan.ac.uk/20754/.
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The concept of workforce diversity has been considered from many perspectives. Based on the equality legislation, the ‘equal opportunities’ approach evolved, with the premise of moral concern (Noon and Ogbonna 2001) and equality (Cockburn 1991), where all individuals are treated the same by ensuring that ‘the rules of the game’ were fair. However, in the 1990s, a move was made to ‘managing diversity’ (Kandola and Fullerton 1994), a business case approach whereby equality was ensured by taking into account the circumstances of the individual. Although prevalent in organisational rhetoric, neither approach has fully realised its potential in terms of ensuring equality of opportunity or outcome for groups or individuals in the labour market (Miller 1996; Webb 1997; Liff 1999; Johns and Green 2009). Therefore, in this research project, other bodies of literature are used in conjunction with the equality and diversity research, to identify barriers to workforce diversity. The case study on which this research project is based, is situated at a shipyard in Barrow-In-Furness, in the North West of England. The shipyard is part of BAE Systems, a global defence, aerospace and security company, which in 2009, stated its desire to increase the diversity of its workforce. The geography and demographics of Barrow meant that this was a particularly challenging concept for the shipyard. This research was based on qualitative semi-structured interviews with four groups of employees and trade union representatives, alongside documentary and data analysis. The original contribution of this thesis has been made by considering three bodies of literature together (equality and diversity, masculine culture and occupational communities), in order to identify the key barriers to increasing the diversity of the shipyard. These barriers included the shipyard’s hegemonic masculine culture, the existence of occupational communities within the construction and engineering departments, and the impact of the local community on the diversity of the shipyard. Thus, it has been possible to identify that barriers to increasing the workforce diversity of the shipyard exist not only in the organisation, but also in Barrow’s local community.
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Hamade, Mona. "Women and Emiratisation in the UAE workforce." Thesis, University of Cambridge, 2016. https://www.repository.cam.ac.uk/handle/1810/288678.
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The Convention on the Elimination of All Forms of Discrimination against Women (CEDAW) which was adopted in 1979, and the 1995 Beijing Declaration and Platform for Action have generated global and regional momentum in the advance of equal gender opportunities. This research explores the increased presence of women in higher education and their subsequent entry into the workforce in the United Arab Emirates. The government has attempted to reduce its citizens' dependency on public sector employment and promote opportunities in the private sector. Governmental efforts have included improving the education system, granting women access to education and introducing funding schemes to encourage employment initiatives. Yet, despite these efforts, unemployment across the UAE remains at a high level, with public sector favoured by Emirati nationals. The country's drive to nationalise the labour force reflects the necessity of utilising the capabilities of Emirati nationals, both men and women, to diversify the rentier state economy. Emiratisation is a national government strategy in the United Arab Emirates that aims to reduce the country's reliance on expatriate labour and increase the participation of nationals in the labour market, both in the public and private sectors. The research for this thesis begins by exploring the inadequacy of classical rentier state theory and examining Mathew Gray's theory of late rentierism within the context of the United Arab Emirates. It further builds on the late rentierism model with a particular focus on the role of women, education and youth participation. The methodological approach used in this research is primarily qualitative, including interviews with final year university students, and professionals in the banking sector of both sexes. These groups were chosen to highlight the practical implications of governmental Emiratisation policies aiming to increase job opportunities across the United Arab Emirates. To date, very little research has been conducted on the issues of gender, work life balance policies and new workforce trends in the UAE.
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Crozier, Sarah Elizabeth. "Investigating Stress and Gender Diversity in the Temporary Clerical Agency Workforce : A Mixed Method Design." Thesis, University of Manchester, 2009. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.508629.
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Kirkizlar, Huseyin Eser. "Performance improvements through flexible workforce." Diss., Atlanta, Ga. : Georgia Institute of Technology, 2008. http://hdl.handle.net/1853/26668.
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Thesis (Ph.D)--Industrial and Systems Engineering, Georgia Institute of Technology, 2009.Committee Co-Chair: Hayriye Ayhan; Committee Co-Chair: Sigrun Andradottir; Committee Member: David M. Goldsman; Committee Member: Douglas G. Down; Committee Member: Robert D. Foley. Part of the SMARTech Electronic Thesis and Dissertation Collection.
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Malik, Radhika M. Eng Massachusetts Institute of Technology. "Decision support tool for dynamic workforce scheduling in manufacturing environments \." Thesis, Massachusetts Institute of Technology, 2013. http://hdl.handle.net/1721.1/85445.
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Thesis: M. Eng., Massachusetts Institute of Technology, Department of Electrical Engineering and Computer Science, 2013.Cataloged from PDF version of thesis.
Includes bibliographical references (pages 113-116).
Scheduling for production in manufacturing environments requires an immense amount of planning. A large number of factors such as part availability, production cost, space constraints and labor supply must be taken into account. Considering these factors, tasks are scheduled into shifts and allocated the required human resources. However, when actual production begins, the original schedule must be updated regularly due to the dynamic nature of the environment. An enormous challenge in these rapidly changing environments is the reallocation of workers to tasks in real-time due to events such as worker absences, emergent tasks and unanticipated delays. The focus of this thesis is the development of a decision support tool that can assist shift supervisors to rapidly generate new worker-task assignments during a shift to ensure that production stays on track. This research discusses the systems engineering development process of the aforementioned decision support tool including the initial planning and analysis, the interface design, and the resource allocation algorithm. The development process was iterative, with evaluations and feedback at every step facilitating the refinement of the tool. Emphasis was laid on creating a collaborative framework between the human operator and the automated planning algorithm. While automated planning algorithms are a critical component of resource allocation systems since they can solve complex multivariate scheduling problems much faster than humans, they are inherently brittle and unable to respond to uncertainties in dynamic environments. Thus, in this system, the human operator is given high-level planning tasks and the ability to set goals, while the automation handles the creation of the detailed planning and scheduling assignments. Another factor that was stressed was the inclusion of ergonomic risk. Worker-task assignments that do not take into account ergonomic risk exposure can lead to repetitive stress injuries over time, causing manufacturing plants to incur substantial medical expenses. Any system that allocates (or re-allocates) workers to tasks must take into account the ergonomic risk that workers are subjected to due to the tasks they perform in the given shift. The system was evaluated through extensive interactions with individuals from an aircraft production line, including senior level management and representative users from the production floor. The evaluations yielded positive results. Both the management and the representative users were able to identify the applicability of the tool immediately, and all individuals agreed that the system could be very useful in real production environments. The shift supervisors from the shop floor affirmed that the tool captured all major pieces of information they consider while making re-planning decisions. To better assess the potential of the tool and to refine it further, future research should initiate pilot studies to compare the proposed tool with current methods used for decision-making, which are paper schedules and best judgment of human operators.
by Radhika Malik.
M. Eng.
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Tsiougkou, Despoina. "Gender diversity in the workforce and new firms' capacity to innovate : Insights into tech start-up teams." Thesis, KTH, Industriell ekonomi och organisation (Inst.), 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-215686.
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The present thesis examines the relationship between innovation and gender diversity in the workforce, through the lens of new firms in the Stockholm Tech start-up ecosystem. Taking a point of departure in a knowledge-based understanding of innovation and firm dynamics, the study explores the relationship between gender and innovation at the firm level. First, the theoretical framework is built on relevant literature and empirical research in a multidisciplinary fashion. Then, a qualitative inquiry is designed with the aim of contributing to the growing research corpus in the intersection of gender diversity and firm capacity to innovate. Employing a qualitative interviewing method, data was collected among founders and founding team members of entry-level tech start-ups in Stockholm. The objective was to document how founders and entrepreneurs, in general, approach gender diversity when building their start-up teams. The analysis reveals that gender diversity, albeit acknowledged as an input to innovative performance, is not prioritized over other human capital aspects, such as talent. This is in line with the bulk of literature that studies the diversity in knowledge base and firm performance, hence highlighting the cognitive aspects of innovation process. The thesis findings are of considerable benefit both for broadening the extant approach to innovation process and for understanding gender diversity dynamics in the workforce.
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Baird, Bryan E. "The Pipeline Problem| Quantitative Models to Estimate the Effects Of Gender and Education on the Stem Workforce." Thesis, Georgetown University, 2017. http://pqdtopen.proquest.com/#viewpdf?dispub=10267870.
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Although women obtain degrees in the fields of Science, Technology, Engineering, and Mathematics (STEM) at lower rates than their male counterparts, this difference does not alone account for the similarly large disparity of men and women working in STEM jobs. Using data from the American Community Survey for 2015, I run a survey of models, including linear and logistic regressions as well as propensity matching, to investigate the extent to which women are underrepresented, even after accounting for education. The results show that for women, the benefit of a STEM degree on STEM job placement rates is significantly lower than it is for their male counterparts; in some estimates, the effect is halved. The models diverge somewhat on the extent to which this is correlated with a lower baseline of women without STEM degrees working STEM jobs (compared to similar men), but all provide grounds to reject the notion that workforce disparity is attributable solely or even primarily to education.
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Bennett, Amanda Marie. "WORKFORCE SKILLS DEVELOPMENT IN OHIO 4-H CLUB MEMBERS: AN ANALYSIS BY GRADE, GENDER, AND LEADERSHIP EXPERIENCE." Columbus, Ohio : Ohio State University, 2009. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=osu1243992717.
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Oehmen, Nicole Marie. "A woman's place: negative binomial analysis of sex-based discrimination complaints by gender composition of state workforce." Thesis, University of Iowa, 2015. https://ir.uiowa.edu/etd/1711.
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Continued research on sex-based discrimination is necessary given the pervasiveness of the problem and well-documented adverse outcomes for those who experience it. One widely studied contributor to sex-based discrimination in the workplace is gender composition. While a litany of studies have predicted a linear relationship between the proportion of men in a workforce and the incidence of sex discrimination, newer research has indicated a curvilinear relationship. As the state workforce represents both an aggregation of its institutions and the broader environment in which these institutions exist, state-level analysis is needed to resolve this discrepancy. However, past studies have largely been conducted at the institutional or work-group level and no research to date has explored the effect the gender composition of a state's workforce may have on sex-based discrimination filings. Using a unique dataset compiled from the Equal Employment Opportunity Commission, Bureau of Labor Statistics, and United States Census Bureau for the years 2009-2012, I find that the state is indeed an important locus of inquiry with regard to sex discrimination outcomes. Negative binomial analysis of state sex-based discrimination filings on gender composition of state's employed population reveals a curvilinear relationship, with the least filings in the most balanced and the most male-dominated state workforces, net of all controls.
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Marin, Mario. "A Framework For Workforce Management An Agent Based Simulation Approach." Doctoral diss., University of Central Florida, 2014. http://digital.library.ucf.edu/cdm/ref/collection/ETD/id/6316.
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In today's advanced technology world, enterprises are in a constant state of competition. As the intensity of competition increases the need to continuously improve organizational performance has never been greater. Managers at all levels must be on a constant quest for finding ways to maximize their enterprises' strategic resources. Enterprises can develop sustained competitiveness only if their activities create value in unique ways. There should be an emphasis to transfer this competitiveness to the resources it has on hand and the resources it can develop to be used in this environment. The significance of human capital is even greater now, as the intangible value and the tacit knowledge of enterprises' resources should be strategically managed to achieve a greater level of continuous organizational success. This research effort seeks to provide managers with means for accurate decision making for their workforce management. A framework for modeling and managing human capital to achieve effective workforce planning strategies is built to assist enterprise in their long term strategic organizational goals.Ph.D.
Doctorate
Industrial Engineering and Management Systems
Engineering and Computer Science
Industrial Engineering
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Li, Aijie. "The Indirect Impact of Entrepreneurial Gender on Innovation of Enterprises in China." Thesis, Université d'Ottawa / University of Ottawa, 2020. http://hdl.handle.net/10393/41553.
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This research examines the mediation effects of prior experience, access to finance, government regulation, and workforce skills on entrepreneurial gender and corporate innovation in China. The aim is to study the factors that influence innovation decisions of women entrepreneurs and to promote corporate innovation in women-owned enterprises in developing countries like China. The data of this research comes from China Enterprise Survey conducted by World Bank in 2012. The findings revealed that prior experience, government regulation, and workforce skills have significant individual mediation effect on the relationship between entrepreneurial gender and corporate innovation. Also, prior experience, access to finance, government regulation, and workforce skills together played a significant overall mediating effect on corporate innovation in women-owned enterprises. The results of this study will provide important insights to women owners of enterprises, policy makers, and researchers to further understand the influence of prior experience, access to finance, government regulations, and workforce skills on corporate innovation in China and other emerging countries.
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Williams, Elizabeth. "Strategies for Hiring Managers in Science, Technology, Engineering, and Mathematics Fields." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5147.
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One-third of science, technology, engineering, and mathematics (STEM) jobs are unfilled, resulting in less revenue for companies. The purpose of this qualitative single case study, grounded in the human capital theory, was to explore strategies that 2 hiring managers used to recruit STEM professionals in an organization in central Virginia. Data were collected from semistructured interviews, member checking, and company documents on STEM recruitment. The 4 themes that emerged from the data, analyzed using Yin's 5-step process, were as follows: partnerships with state government and local colleges, leadership and employee development programs used as recruitment incentives, competitive compensation package and work-life balance to entice new hires, and meticulous investigation, evaluation, and trial periods. The findings of this study could provide hiring managers with strategies to improve recruitment of skilled STEM professionals. The implications for positive social change could include a reduction in employee turnover, a decrease in employee recruiting costs, an increase in employee retention, more motivated and engaged employees, and an increase in employee production, all of which could increase profits and positively influence the company and the health of the community.
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Whittier, Jeremy, and Christina R. Kalel. "Where did you go? Encouraging female participation within Red Hat, Inc." The University of Arizona, 2016. http://hdl.handle.net/10150/608318.
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Edited by Dr. Brandy A. Brown and Romi C. WittmanAs U.S.-based companies continue to struggle to fill science, engineering and technology (SET) positions with domestic talent, a large portion of the available workforce (women) continues to be underrepresented. This project discusses the strategic advantages of encouraging female workforce participation in SET roles within global technology companies. Three publicly traded companies - Netflix, Facebook and Red Hat, Inc. - are compared utilizing self-reported diversity numbers to see the varying levels of women in those workplaces. The diversity policies and benefits programs of these three companies are discussed as well as available corporate statements regarding workforce diversity policies. Finally, utilizing information from programs proven to increase women’s participation and retention within SET roles, suggestions are provided, namely sponsorship of women in the workplace.
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Bourbeau, Jean 1957. "The relationship between respiratory impairment and asbestos-related pleural abnormality in an active workforce /." Thesis, McGill University, 1988. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=63931.
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Barahona, Jose L. "Maquiladoras in Central America: An Analysis of Workforce Schedule, Productivity and Fatigue." TopSCHOLAR®, 2019. https://digitalcommons.wku.edu/theses/3146.
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Textile factories or Maquiladoras are very abundant and predominant in Central American economies. However, they all do not have the same standardized work schedule or routines. Most of the Maquiladoras only follow schedules and regulations established by the current labor laws without taking into consideration many variables within their organization that could affect their overall performance. As a result, the purpose of the study is to analyze the current working structure of a textile Maquiladora and determine the most suitable schedule that will abide with the current working structure but also increase production levels, employee morale and decrease employee fatigue.
A Maquiladora located in el Salvador, C.A. has been chosen for the study. It currently provides finished goods to one of the leading textile industries in the United States of America. The study will consist of collecting production numbers for two of their manufacturing cells for five consecutive days. In addition, a questionnaire will be administered to measure employee fatigue. Once all data have been collected, the data will be analyzed to determine the best working structure that will benefit the employee and the employer.
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Reys-Nickel, Lynsey. "Predictors of Associate's Degree Completion in Engineering and Engineering Technologies." Scholar Commons, 2016. http://scholarcommons.usf.edu/etd/6574.
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The purpose of this ex post facto study was to describe completers and non-completers of associate’s degree programs in engineering and engineering technologies and determine whether and to what extent completion in these programs is a function of selected student-related variables and institutional variables. Data from the 2004/2009 Beginning Postsecondary Students Longitudinal Study (BPS: 04/09) of associate’s degree completers and non-completers in engineering and engineering technologies were accessed and analyzed through PowerStats, a web-based data analysis tool from National Center for Education Statistics (NCES).
Descriptive data indicated that, proportionally, engineering and engineering technologies completers were mostly White, married, middle income, employed part-time, enrolled full-time, did not hold a high school diploma or certificate, completed Trigonometry/Algebra II, had a father who’s highest education level was an associate’s degree, but did not know their mother’s highest level of education, completed remedial coursework, and started college with the goal of earning an associate’s degree. While more males enrolled in the programs, males and females demonstrated similar completion rates, proportionally- with females showing a slightly higher percentage of completion. Results from the logistic regression further indicated that the variables significant to completion in associate’s degree programs in engineering and engineering technologies were gender and enrollment size. Findings suggested that female students were more likely to earn the degree, and that the larger the institution, the more likely the student would become a completer. However, since a major limitation of the study was the small weighted sample size, the results of the study are inconclusive in terms of the extent to which the findings can be generalized to the population of students in associate’s degree programs in engineering and engineering technologies. This study fills a gap in the literature of what is known about engineering and engineering technician students. It also contributes to the body of research on an understudied STEM educational and professional pathway, the associate’s degree in engineering and engineering technologies.
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Alexander, Juli. "An analysis of training requirements and competencies for the Naval Acquisition Systems Engineering workforce." Monterey, California: Naval Postgraduate School, 2013. http://hdl.handle.net/10945/34618.
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Approved for public release; distribution is unlimitedThis research provides an analysis of the training required by the Defense Acquisition University (DAU) for Defense Acquisition Workforce Improvement Act (DAWIA) certification in the Systems Planning, Research, Development, and Engineering (SPRDE) Systems Engineering (SE) career field. This training curriculum was compared and contrasted with the actual knowledge, skills and abilities needed to perform as a proficient naval acquisition systems engineer as determined by the Naval Postgraduate School SE Competency Model, as well as to DAUs own SPRDE Competency Model. Learning objectives were also compared to overarching course objectives to determine the consistency of the curriculum itself. It was found that a large gap in training exists. Only 27 percent of the KSAs needed by naval acquisition systems engineers are addressed in the SPRDE training curriculum and the SPRDE-SE curriculum does not accurately reflect the 29 competencies identified in the DAU SPRDE Competency Model. Less than half of the course objectives were consistently supported by associated learning objectives suggesting a weakness in the curriculum. Proper training of this highly specialized workforce is imperative to assure successful acquisition programs. The DAU SPRDE curriculum provides DAWIA certification and some foundation but more must be done to provide comprehensive training.
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Cihangir, Cigdem. "A Hierarchical Decision Support System For Workforce Planning In Medical Equipment Maintenance Services." Master's thesis, METU, 2010. http://etd.lib.metu.edu.tr/upload/12612778/index.pdf.
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In this thesis, we propose a hierarchical level decision support system for workforce planning in medical equipment maintenance services.
In strategic level, customer clusters and the total number of field engineers is determined via a mixed integer programming and simulation. In MIP, we aim to find the minimum number of field engineers. Afterwards, we analyze service measures such as response time via simulation.
In tactical level, quarterly training program for the field engineers is determined via mixed integer programming and the results are interpreted in terms of service level via simulation.
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Roche, Teresa Ann. "Women in non-traditional careers." [Tampa, Fla] : University of South Florida, 2006. http://purl.fcla.edu/usf/dc/et/SFE0001720.
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Gomez, Diaz Mauricio. "Unintended effects of changes in NIH appropriations : challenges for biomedical research workforce development." Thesis, Massachusetts Institute of Technology, 2012. http://hdl.handle.net/1721.1/72892.
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Thesis (S.M. in Technology and Policy)-- Massachusetts Institute of Technology, Engineering Systems Division, Technology and Policy Program, 2012.Cataloged from PDF version of thesis.
Includes bibliographical references (p. 63-66).
The U.S. government doubled NIH appropriations between 1998 and 2003, aiming to significantly foster research activities in biomedicine. However, several indicators demonstrate not only that the impact of the budget increase fell short of expectations; in many cases it resulted in unintended negative effects. Compared to pre-doubling conditions, researchers now spend significantly more time writing grant proposals, impacting their ability to carry out research. Paradoxically, the probability with which a grant proposal is accepted for funding deteriorated sharply after the doubling and continues to fall. The average age of first-time NIH grant recipients has increased by almost a decade since the early 70's, while the percentage of biomedical doctorates securing tenured or tenure-track positions relentlessly drops. These trends represent a threat to the quality, stability, and availability of the U.S. biomedical research workforce. This thesis takes a system dynamics approach to test the hypothesis that a sudden and temporary increase in research funds can result in unintended long-term effects hampering research discoveries and workforce development. A simulation model is therefore developed using the available literature and calibrated to replicate historical trends. The model is then used to perform experiments that test the effects of changes in certain parameters or policies. The outcomes of these experiments provide policy insights that can help improve the effectiveness of NIH funding and its impact on the workforce.
by Mauricio Gomez Diaz.
S.M.in Technology and Policy
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Shields, Katin L. (Katin Lee) 1977. "Gender differences in learning." Thesis, Massachusetts Institute of Technology, 1998. http://hdl.handle.net/1721.1/44588.
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Thesis (S.B.)--Massachusetts Institute of Technology, Dept. of Mechanical Engineering, June 1999.A study was conducted in order to identify the gender differences in learning. Case studies were prepared on nine undergraduate students who were enrolled in Design and Manufacturing I. Through informal meetings with the students and their professors, information was collected on the learning styles of the students. The factors that affect these different learning styles were then evaluated. The conclusions drawn are specific to the students studied, but the recommendations made can be applied to most educational environments. There is a large correlation between a student's experience and his/her ability to learn in a specific subject. The level of exposure that a student has had affects his/her confidence, which further affect his/her problem solving approaches. In order to be more effective, educators must continually evaluate the progress of their students, as individuals. Further, experimental teaching situations should be considered.
by Katin L. Shields.
S.B.
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Rouh, Peggy A. "The Effects of Diversity Training on Recognizing Gender Differences in a Corporate Environment." Thesis, University of North Texas, 2001. https://digital.library.unt.edu/ark:/67531/metadc2782/.
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The face of the American workforce is changing. As more women and minorities enter the workplace and globalization continues, workers must work with. interact with, and sell to people who are different from themselves. Workers bring their cultures, attitudes, and modes of operation with them. To address the issue of being productive in a diversified environment, corporations have implemented diversity training programs. For the purpose of this study, diversity was defined as gender differences. This research examined the effects of diversity training on increasing the awareness and understanding of gender differences in the workplace. The experimental design of the study was a pretest posttest involving two groups in a large corporation who received different forms of training to address gender differences. One group received its training in the traditional manner currently used in the corporation. The second group participated in enhanced training targeted to include multiple learning styles and focused on why this effort was important to the individuals as well as the corporation. A true-false test based on gender differences was given prior to the training to account for individual differences and to establish the means for the groups. The same test was given following the training to determine the effectiveness of the training. The statistical procedure used in this study was an analysis of covariance (ANCOVA) in order to determine whether there was a significant difference between the mean scores of the two groups. A level of significance of .05 was specified. Calculations were done using the computer program SPSS version 9.0. The data yielded a statistically significant difference between the employees who received the enhanced training and the employees who received the standard training on knowledge of gender differences in the workplace.
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Mathur, Kush. "Mathematical Models and Genetic Algorithm Approaches to Simultaneously Perform Workforce Overtime Capacity Planning and Schedule Cells." Ohio University / OhioLINK, 2012. http://rave.ohiolink.edu/etdc/view?acc_num=ohiou1351306927.
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Akhtar, Rehman. "Risk-Based Input-Output Modeling and Uncertainty Analysis of Hurricane Impacts on Interdependent Regional Workforce Systems." Thesis, The George Washington University, 2014. http://pqdtopen.proquest.com/#viewpdf?dispub=3615694.
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Hurricanes have the potential to damage critical infrastructure systems, disrupt workforce and commodity flows, and can cause adverse socioeconomic impacts on the affected regions. Workforce disruptions in the aftermath of a hurricane can degrade regional productivity because the majority of business operations are labor-dependent. Furthermore, the recovery process is further exacerbated by the inherent interdependencies among economic sectors, which give rise to direct and indirect economic losses in the affected regional economy. This dissertation research extends the economic input-output (I-O) model to formulate a disaster recovery model for assessing the economic losses triggered by workforce disruptions. The research develops a risk-based framework that can guide the process of assessing and managing hurricane impacts on regional interdependent systems. Furthermore, this research presents an impact analysis model to assess the uncertainties associated with workforce recovery. The uncertainty in workforce disruptions is linked to hurricane intensity levels inducing a statistical dependence relationship between hurricane intensity and the recovery period estimates for each workforce sector. This research, to the best of our knowledge, demonstrates the first attempt to integrate such a statistical dependence relationship with an economic I-O modeling approach. Additionally, the resulting methodology is capable of identifying and prioritizing the most critical workforce sectors on the basis of economic loss and sector inoperability metrics. The identification of such critical sectors supports the decision-making process by narrowing the focus on sectors that incur the greatest production losses due to workforce unavailability.
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Hodgkinson, Elizabeth Anne. "Images of engineering : an investigation of gender and attitudes towards engineering." Thesis, University of Plymouth, 2003. http://hdl.handle.net/10026.1/1637.
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The research presented in this thesis used a mixed method approach to investigate the attitudes of sixth-form students in two British cities, towards engineering as a career, with the aim of finding out which factors encourage or discourage young people from becoming engineers, and whether these differ for males and females. The study can be set in the context of the declining popularity of engineering as a career choice for males and the continuing under-representation of females, for whom engineering is a non-traditional career choice. The principal research hypothesis was that negative images of engineering discourage girls and many boys from considering it as a career, with a particular focus on whether engineering and the school subjects closely related to it, are considered to be more appropriate for males than for females. The study was informed by a social science realist framework, in which 'attitudes' were not accorded the status of fixed attributes of individuals, but were understood as indicators of the underiying social construction of meanings and ideologies. It was found that the students in this study had made subject and career choices that conform to traditional gender patterns. The intention to pursue engineering as a career was highly dependent upon sex, with males being almost seven times as likely to consider it as a career than females. Although the students did not consciously subscribe to sexstereotyped views of subjects and occupations, these were inadvertently reproduced through the students' constructions of meaning. Initiatives to increase female participation in engineering have been based on overly voluntaristic conceptions of choice, whereby women are seen to straightforwardly reject the masculine image of engineering. However, this research suggests that understandings of both gender and engineering can be better understood as less intentionally constituted in 'discourses', which reinforce the association between engineering and specific forms of masculine identity, to exclude most women and many men.
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Follby, David, and Hector Karlsson. "Kompetensbreddning för flexibel produktion : En fallstudie på fallföretag." Thesis, Linnéuniversitetet, Institutionen för maskinteknik (MT), 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-105394.
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Workforce planning is a strategic key factor in the efficient use of the organisation’s resources. By promoting and utilizing the workforce’s kowledge, skills, education and competence the organisation can achieve long-term success.The purpose of this work is to investigate how planning and management of the operators competence can be reflected in the production. The primary questions that are intended to be answered in this work are:In which ways can a production prove to be vulnerable in terms of the competence among operators and their quantities?What effects can be achieved by broadening the competence among operators thru learning multiple machines? And how will it be possible to achieve a broadening of the competence?The aim of this case study is to present suggestions on how the competence among operators can be increased to achieve a more flexible production.The result showed that the production became vulnerable in flexibility in form of transfering personnel between machines and to replace absence when the quantity of operators has been strictly adapted to the number of machines. Since the operators received no opportunity to develop their competence they were instead limited to their orginal workplace. A competence matrix on minifactory level containing current state, target and activity list were presented as one of the suggestions to easier identify where the operators competence level is.
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Walter, Paul G. "A model for effective systems engineering workforce development at Space and Naval Warfare Systems Center (SSC) Atlantic." Thesis, Monterey, California. Naval Postgraduate School, 2013. http://hdl.handle.net/10945/37738.
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Approved for public release; distribution is unlimitedThis thesis describes a methodology used to develop a systems engineering (SE) competency framework for Space and Naval Warfare Systems Center (SSC) Atlantica Department of Navy organization whose vision statement is to Make IT count for the Warfighter and the Nation. This methodology defines the role of systems engineers at SSC Atlantic; establishes prioritized SE competency areas; identifies associated knowledge, skills and abilities (KSAs); identifies optimal workforce development methods for each KSA; and addresses how to assess systems engineers against a competency development model. The results of this analysis show that systems engineers require many of the same KSAs as other members of the engineering workforce, but also require unique KSAs focused on customer mission/capability areas, technology areas, SE processes/activities and leadership skills. Developmental methods for systems engineers to obtain these KSAs range from informal on-the-job training to professional certifications and degrees. The methodology established in this thesis can be used by other organizations to develop and employ their own competency framework in practically any discipline. The SE competency framework defined in this thesis can be leveraged/tailored by other SE organizations in order to establish developmental roadmaps for improving the KSAs of their workforce.
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Larson, David (David William). "Mitigating the risk of a new workforce by reducing rework and rightsizing on hand inventory." Thesis, Massachusetts Institute of Technology, 2009. http://hdl.handle.net/1721.1/49777.
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Thesis (M.B.A.)--Massachusetts Institute of Technology, Sloan School of Management; and, (S.M.)--Massachusetts Institute of Technology, Engineering Systems Division; in conjunction with the Leaders for Manufacturing Program at MIT, 2009.Includes bibliographical references (p. 56).
Dramatically increasing the hourly workforce at a rapid pace to support accelerated product demand in an aircraft manufacturing facility in a short amount of time resulted in: (1) increased rework, and (2) increased part damage during assembly. The majority of rework results from simple workmanship mistakes from the new workforce. The approach used in this thesis to combat the increase in rework involves the design and implementation of a feedback loop on the shop floor of a leading aircraft manufacturer. The loop consists of providing each worker with a list of their discrepant work from the day before and the opportunity for them to perform their own rework. The thesis shows that the percent of discrepancies reworked by the original mechanic increases from 27% to 41%. Paired data is analyzed to show (on average) a 20% decrease in rework when the feedback loop is utilized. Included is qualitative advice on implementing change on the shop floor. During final testing, damaged parts (typically as a result of out of sequence work or workmanship mistakes) are discovered and require immediate replacement. Frequently, there are no replacement parts available at the test site, since the original part was installed by a subcontractor. To meet the immediate replacement need, test personnel remove an already installed part from an aircraft upstream in final assembly at the same location. The thesis includes a case study to demonstrate a binomial demand model to estimate the amount of on hand safety stock required to prevent the unnecessary labor from the redundant part removal and replacement from upstream aircraft.
(cont.) The case study estimates demand based on the probability of finding a damaged part, the takt time of the particular model, the leadtime and delivery quantity of replacement parts. A cost tradeoff is calculated to justify the additional capital investment in inventory. The thesis closes with a leadership case study on whom and how to hand off a shop floor Tip of the Day system for the new workforce to ensure its continued success.
by David Larson.
S.M.
M.B.A.
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Alomair, Aisha. "Demystifying the leaking workforce pipeline : barriers facing female professionals in the Middle East and East Asia." Thesis, Massachusetts Institute of Technology, 2017. http://hdl.handle.net/1721.1/112058.
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Thesis: S.M. in Engineering and Management, Massachusetts Institute of Technology, School of Engineering, System Design and Management Program, 2017.Cataloged from PDF version of thesis.
Includes bibliographical references (pages 105-108).
The high levels of female unemployment in majority Muslim countries constitutes significant lost opportunity on overall economic development. Nations that employ more women enjoy higher GDP's and a diverse talent pool. There has been little research done on the quality of women's career paths in these countries. Some nations struggle to push women into the workforce due to cultural and traditional expectations. In this thesis, we present a survey-based approach to understanding three barriers that could hinder women's entry to and development in the workforce. The barriers discussed are barriers to initial entry, barriers to retention and barriers to promotion. Cross examination of survey results from respondents in Middle Eastern countries and Southeast Asia have verified the high tertiary educational attainment of women. The results have verified the struggles of working women obtaining promotions. Working mothers in particular find difficulties balancing work and household responsibilities, which could affect their retention in the workforce pipeline. We end the survey analysis by providing recommendations to better strengthen women's retention and overall job satisfaction. This includes spreading awareness, adding guidelines to auditing institutions, and establishing new policies to make the workforce a more attractive platform for women, such as by subsidizing childcare and transportation. We contend that although these countries have put great efforts in attracting women to the workforce, more systemic female welfare policies will be needed in order to better capitalize on the valuable human capital asset that women add to the talent pool.
by Aisha Alomair.
S.M. in Engineering and Management
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Frampton, Keith MacKenzie, and keith_frampton@bigpond com. "Information Technology Architect Capabilities: Which are important and can they be improved?" RMIT University. Computer Science and Information Technology, 2008. http://adt.lib.rmit.edu.au/adt/public/adt-VIT20080821.161427.
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Information Technology (IT) systems have become essential components of our society. These IT systems have an internal structure called the system's architecture. This architecture directly affects the system's performance and ability to meet business objectives. The people who design this structure are called IT Architects. Investigating the capabilities that distinguish highly-skilled IT Architects contributes to IT knowledge and practice and supports improving the design of systems' architectures as well as the selection and development of IT Architects. This thesis examines some of the capabilities that distinguish highly-skilled IT Architects and applies the resulting understanding to the education of post-graduate IT students. By investigating selected capabilities of highly-skilled IT Architects, how this group of IT Architects differ from their colleagues with respect to highly-valued capabilities and how these capabilities could be taught, we clarify both a professional and an educational basis for improvement. The research has a three stage, multi-method design. The initial stage, undertaken in 2004, consists of interview-based qualitative research with fourteen practicing IT Architects to understand the characteristics of highly-skilled IT Architects. The interviewees were chosen through personal relationships and subsequent snowball sampling and through the interviews and subsequent analysis, we identify eight capabilities, four personality traits and a range of experience that is valuable for highly-skilled IT Architects. These results support prior research that identified the importance of communications and business knowledge while extending the range of valuable characteristics for the IT Architect role. The next quantitative stage surveys 82 practicing IT Architects and 97 other IT professionals using four psychological measures; the Cognitive Style Inventory (CSI), the Problem Solving Inventory (PSI), the Vividness of Visual Imagery Questionnaire (VVIQ), and Zimbardo's Time Perspective Inventory (ZTPI). The analysis, undertaken in 2005, identifies two statistically significant differentiating capabilities that distinguish highly-skilled IT Architects from less skilled IT Architects. The first capability is that the highly-skilled IT Architects approach problems differently and generate more alternatives before attempting solutions and spend more effort evaluating outcomes than the less skilled IT Architects. The second capability is that the less skilled IT Architects have a different attitude towards time and do not always act consistently with a longer term perspective. The final stage of research investigates whether the teaching of material related to the two distinguishing capabilities improve students outcomes for these capabilities. In 2006 we measured the initial student capability level of 35 students, the level of 28 of these students at the conclusion of the subject, and again in 2007, one-year later 16 students were measured. We again use quantitative surveys with the PSI and ZTPI instruments and found that whilst we measure a change in student capability for problem solving, the two capabilities we targeted are not significantly affected through the teaching. Interviews with the participants indicate that the teaching is effective and the lack of significant differences in the targeted capabilities is because of external factors overriding what they are learning. Our research contributes to the field of Computer Science and Information Technology by providing: (i) the basis for improved identification and selection of IT Architects for industry and providing additional information to enhance their professional education through the identification of distinguishing capabilities of highly-skilled IT Architects; (ii) information for educators about IT Architect capabilities and capability development that are important for highly-skilled IT Architects and some considerations when teaching these capabilities; (iii) a foundation for research that compares and contrasts capabilities within other IT professions; and (iv) results that can be used to improve the process of architecting IT systems. More generally, the research contributes to the body of knowledge regarding IT skills and requirements for different roles.
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Miracle, Jacob M. "De-Anonymization Attack Anatomy and Analysis of Ohio Nursing Workforce Data Anonymization." Wright State University / OhioLINK, 2016. http://rave.ohiolink.edu/etdc/view?acc_num=wright1482825210051101.
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Sumell, Albert Joseph. "The Role of Amenities in the Location Decisions of Ph.D. Recipients in Science and Engineering." Digital Archive @ GSU, 2006. http://digitalarchive.gsu.edu/econ_diss/10.
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Location-specific amenities have been shown to play an increasingly important role in individual migration decisions. The role certain amenities play in the location decisions of the highly educated may be the cause of persistent regional differences in certain types of human capital, and consequently in regional productivity. This dissertation examines the determinants of the location decisions of new Ph.D. recipients in science and engineering (S&E). A discrete choice random utility model of the city location decisions of new Ph.D.s is developed to estimate preferences for city attributes as well as willingness to pay for improved amenity quality. By estimating the value Ph.D.s place on various urban amenities, the results of this research help inform policymakers as to their ability (or inability) to attract and retain highly educated workers to their region through public investment in amenity quality. To link the choice of city with the geographic attributes of cities, a unique micro dataset is used which reports the planned employment city location of S&E Ph.D. recipients in the U.S. at the time of degree. The primary data comes from the 1997-1999 Survey of Earned Doctorates (SED), administered by Science Resources Statistics of the National Science Foundation. The SED is given to all new doctorate recipients in the U.S. at or near the time of degree, and has a response rate over 90%. The application focuses on approximately 23,000 new Ph.D.s who received their degree in one of twelve S&E fields during the period 1997-1999, and who had made a definite commitment to an employer in a known U.S. metropolitan area. The results consistently suggest that natural amenities, such as summer or winter temperatures, play a larger role in the location decisions of new S&E Ph.D.s than reproducible amenities, such as crime or air quality. The implication is that policymakers have only a limited ability to improve the composition of their workforce through amenity investment. The results also indicate that the influence of amenities on location choice is related to a number of observable characteristics such as age, race, marital status, citizenship, and Ph.D.s’ previous migration behavior.
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Fransson, Rasmus, and Michael Janfjord. "Online Workforce Scheduling and Routing : A case study at an on-site service provider." Thesis, Luleå tekniska universitet, Institutionen för ekonomi, teknik och samhälle, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:ltu:diva-64125.
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The consumer market of today is characterized by emphasis on superior customer satisfaction and personalization of services. This entails higher customer expectations on organizations, which also includes the workforce scheduling processes in which the consumers expect more decision-power to dictate what they want, when and where they want services to be delivered. For organizations that deliver on-site services, the routing aspect becomes an important part of the scheduling process. Literature on Workforce Scheduling and Routing Problems (WSRP) seldom relate to characteristics of the more dynamic consumer market. As the markets and consumer needs become more flexible, the relevance for research concerning these characteristics increases. This study addresses this by reviewing current literature and present common solution methodologies applied to WSRP, as well as the effects of the online scheduling characteristics. With this as a foundation, a discussion is provided of how WSRP and online scheduling can be combined in order to improve resource utilization and minimize travel time for an on-site service provider. The overall aim of the study is to investigate how an online WSRP with exact time windows can be formulated and solved. The result is a four-stage hybrid method including linear integer programming and constructive heuristics with the objective to minimize travel time, idle time, and the makespan in the schedules. A case study has been conducted on an on-site service provider, and by applying the proposed hybrid methodology on the case company’s scheduling process, results have been obtained that demonstrates improvements of travel time and resource utilization. The study also demonstrate that the appliance of flexible travel times and product dependent service times have positive impact on the quality of the generated schedules. A key insight is that organizations working with exact time windows have to be aware of the trade-off between customer preferences and operational efficiency in day-to-day operations. Thus, organizations have to decide what holds most importance to the organization’s long-term success.
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Ratnakar, Aniket. "Gender detection from hand signatures using MyRIO FPGA." Thesis, California State University, Long Beach, 2015. http://pqdtopen.proquest.com/#viewpdf?dispub=1597787.
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The goal of this project is to use pattern recognition techniques for the detection of a person's gender, using the hand signature of the person. The gender detection algorithm utilizes image processing methodologies to identify and evaluate certain parameters, such as the number of intersection points and amount curvature in the trace of the hand signature. The image of the signature is captured in real time from a webcam using LabVIEW (Laboratory Virtual Instrument Engineering Workshop) and the MyRIO FPGA (Field Programmable Gate Array) platform from National Instruments. It is subsequently processed in MatLab (Matrix Laboratory) using a combination of various filters. The system can be used to improve security of activities or transactions where a hand signature is required.
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Helander, Sandra. "Do Women Shine at Work? : Gender Roles in Japan’s Bestseller Films 1998-2018." Thesis, Stockholms universitet, Institutionen för Asien-, Mellanöstern- och Turkietstudier, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-175678.
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Denna avhandling undersöker könsrollerna på arbetsplatsen i de utvalda japanska bästsäljande filmerna som producerades under de senaste tre decennierna, vilket upplevde införandet av politiska åtgärder som avser att förbättra jämställdheten på arbetsplatsen. Studien hävdar att trots de samhälleliga och politiska förändringarna i Japan under de senaste trettio åren har bästsäljande filmer behållit traditionella könsrollsskildringar. Förklaringen kan vara att det är mycket lättare att ändra regler och lagstiftningar än uppfattningen om könsroller, som länge har existerat i samhället.This thesis examines the gender roles in the workplace featured in the selected Japanese bestseller films produced in the last three decades, which saw the introduction of policies aimed at improving gender equality in the workplace. The study argues that despite societal and political changes in Japan in the last thirty years bestseller films have perpetuated traditional portrayal of gender roles. The explanation could be that it is much easier to change rules and legislations, than the perception on gender roles, which have existed in the society for a long time.
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Bandhakavi, Sri Lalitha. "Diversity Management Policies and Practices : Of a Swedish Electrical Engineering MNC." Thesis, Högskolan Dalarna, Institutionen för kultur och samhälle, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:du-37575.
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Purpose The purpose of this study is to identify the causes and benefits of workforce diversity in a Swedish electrical engineering multinational corporation. Furthermore, to identify various challenges faced by the managers in diversity management and to find strategies adopted by them to minimize those challenges. Design/Methodology/Approach For this research qualitative method is undertaken. The research was undertaken in two stages. In stage one, an open-ended questionnaire was used to collect primary data from three line-managers and in stage two focused group discussion was conducted with three employees from HR department. The total sample size is six employees working in a Swedish Electrical Engineering MNC. Findings and Conclusions The nature of the business carried by the studied MNC requires continuous innovation and customization of products, which requires employees with diverse knowledge, skills and capabilities. The causes for diversity in the studied organization are because of encouraging internal movement of employees from various subsidiaries to the headquarters and by using various other staffing practises such as inpatriation, global virtual teams, permanent transfers etc. The company is also hiring employees from diverse jobmarkets. The findings from the primary data shows that the studied MNC is benefited from highly diversified work force. However, there are certain challenges faced by managers in managing diversity. The Diversity 360 policy of the company is helping the studied MNC to overcome the challenges in diversity management.
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Zender, Fabian. "An IPPD approach providing a modular framework to closing the capability gap and preparing a 21st century workforce." Thesis, Georgia Institute of Technology, 2014. http://hdl.handle.net/1853/51822.
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The United States are facing a critical workforce challenge, even though current unemployment is around 6.7%, employers find it difficult to find applicants that can satisfy all job requirements. This problem is especially pronounced in the manufacturing sector where a critical skills gap has developed, a problem that is exasperated by workforce demographics. A large number of employees across the various manufacturing sub-disciplines are eligible to retire now or in the near future. This gray tsunami requires swift action as well as long lasting change resulting in a workforce pipeline that can provide Science, Technology, Engineering, and Mathematics (STEM) majors in sufficient quantity and quality to satisfy not only the needs of STEM industries, but also of those companies outside of the STEM sector that hire STEM graduates. The research shown here will identify overt symptoms describing the capability gap, will identify specific skills describing the gap, educational causes why the gaps has not yet been addressed or is difficult to address, and lastly educational remedies that can contribute to closing the capability gap. A significant body of literature focusing on engineering in higher education has been evaluated and findings will be presented here. A multidisciplinary, collaborative capstone program will be described which implements some of the findings from this study in an active learning environment for students working on distributed teams across the US. Preliminary findings regarding the impact of these measures on the quantity of engineers to the US economy will be evaluated.
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Zetterberg, Pär. "Engineering equality? : assessing the multiple impacts of electoral gender quotas /." Uppsala : Uppsala Universitet, 2009. http://opac.nebis.ch/cgi-bin/showAbstract.pl?u20=9789150620740.
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Zetterberg, Pär. "Engineering Equality? : Assessing the Multiple Impacts of Electoral Gender Quotas." Doctoral thesis, Uppsala universitet, Statsvetenskapliga institutionen, 2009. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-100822.
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The driving question of this compilation thesis is whether quotas for political assemblies represent an effective tool for breaking down gender inequality in the political sphere. To put it differently, focus is on the possibilities for policy-makers to engineer equality. As a response to persistent patterns of male dominance in political decision-making, approximately 100 countries, both democratic and authoritarian, have adopted these affirmative action measures. The introductory section presents an argument as to why we should focus on certain impacts in order to be able to answer the question about the effectiveness of quotas. It suggests that the point of departure for empirical assessments of quota policies should be the normative arguments for supporting the reform, and the effects that normative theorists and quota advocates expect from these measures. The three studies that make up the core of the thesis build on previous empirical research on quotas, and examine some of their possible effects at both the elite level and mass level. Study I theoretically scrutinizes how the procedures for selecting women to political office shape these women's legislative autonomy, and thereby their possibilities to substantively represent women. The study identifies mainly two factors as important: a large body selecting the candidates and a rule-bound and thus bureaucratized selection procedure. Study II empirically tests the claim that women elected through quotas are more likely to suffer from institutional constraints in the legislature, and thereby have a harder time working for the benefit of women, than other female representatives. By conducting a comparative case-study of two Mexican state legislatures, no support is found for this hypothesis. Quotas have also been justified because of their likely impacts on female citizens' perceptions about politics. Study III addresses this issue by performing a statistical analysis on the impacts of quotas on Latin American women's political attitudes and behavior. In contrast to previous research on the topic, the study finds little proof of positive impacts of quotas on women's political engagement. Taken together, the thesis does not provide a clear-cut answer to the question as to whether it is possible to engineer equality within politics. However, it sheds new light on the complexities of quota impacts, and it qualifies and nuances the picture for those who expect quotas to be an overall solution for problems of gender inequality.
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Norio, Sofia. "Gender Based Perception of Safety : An exploratory among Stockholm residents." Thesis, KTH, Urbana och regionala studier, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-230760.
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A city is considered to be safe when people can move freely, without being concerned about being subjected to any crime. CPTED is a way to work with crime prevention in the society. Although safety and security are two distinct concepts, they can interact with each other in the work towards a more sustainable society. This bachelor essay explores how the perception of safety, regarding common anxiety, is distributed between men and women in Stockholm City. Furthermore, the perception of safety within the female group is examined in terms of age. This has been conducted in the form of a quantitative analysis, based on data from Stockholm’s safety survey in 2014. The results showed that the perceived safety, in a general sense, is very low among the Stockholm residents. In all but one of the cases, the proportion of women who claimed to be unsafe was bigger than the proportion of men. Most women, who felt unsafe in the neighborhood or transit environment, were between the ages of 25 and 44 years. The results were analyzed in a more qualitative form, by an assessment of its reasonableness and feedback with relevant theory that has been presented. This led to the conclusion that there are differences in people’s perceived safety, which can be explained by its individual characteristics like gender and age.En stad anses vara trygg när människor kan röra sig fritt utan att vara rädda att utsättas för brott av något slag. CPTED är ett sätt att jobba med brottsprevention i samhället. Trots att trygghet och säkerhet är två säregna begrepp, kan de samverka med varandra vid arbetet mot ett mer hållbart samhälle. Denna kandidatuppsats undersöker huruvida människors upplevda trygghet, rörande allmän oro, är fördelad mellan män och kvinnor i Stockholm. Vidare undersöks också trygghetskänslan inom den kvinnliga könsgruppen, med avseende på ålder. Denna undersökning har genomförts i form av en kvantitativ analys, vilken baserades på data från Stockholms trygghetsmätning år 2014. Resultaten visade att den upplevda tryggheten generellt sett var väldigt låg hos invånarna i Stockholm. Vid alla utom ett av de undersökta fallen, var andelen kvinnor som uppgett sig vara otrygga större än andelen män. De flesta kvinnor som kände sig otrygga i bostadsområdet respektive transit miljön var mellan 25-44 år. Resultaten analyserades i form av en mer kvalitativ karaktär, genom utförandet av en rimlighetsbedömning och återkoppling till relevant teori om trygghet. Detta ledde till slutsatsen att det finns skillnader i människors upplevda trygghet, som kan förklaras av dess individuella egenskaper såsom kön och ålder.
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Rukmangadhan, Saranya. "Changing gender narratives using inclusive design." Thesis, Massachusetts Institute of Technology, 2019. https://hdl.handle.net/1721.1/123421.
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This electronic version was submitted by the student author. The certified thesis is available in the Institute Archives and Special Collections.Thesis: S.M. in Engineering and Management, Massachusetts Institute of Technology, System Design and Management Program, 2019
Cataloged from PDF version of thesis.
Includes bibliographical references (pages 87-90).
With the shifting landscape of gender and the blurring gender identities, we are living in the time of a gender revolution. This thesis explores the interrelations of gender and the design of solutions - two of the most fundamental components of the cultural framework which holds together our sense of social identity. Studies show that human brains use correspondence bias - the purported basis of gender stereotypes - to group people and thereby assume behavioral traits based on their activities. This thesis aims to understand whether gender-inclusive design would allow users from all genders to participate in the task at equal capacity. The implication is that equal participation would reduce the gender stereotypes associated with the task. The thesis uses "cooking at home," which is traditionally been associated as a woman's activity, as the case to understand this issue and further extends the analysis to understand whether the design of "meal kit services" is gender-inclusive and how that affects the participation among genders. The research showed that though more men are entering the kitchen, cooking still remained a woman's domain. The inherent needs of men and women were different across different stages of the process of preparing a meal and their perception of cooking also varied. An interplay of existing social constructs related to gender behavior was reflected in these needs and perceptions. Findings from this thesis show that the chosen meal kit service did not cater to the needs of either gender fully, and the service did not alter the levels of cooking participation between the genders.
by Saranya Rukmangadhan.
S.M. in Engineering and Management
S.M.inEngineeringandManagement Massachusetts Institute of Technology, System Design and Management Program
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Sheh, Alexander. "The effect of gender on Helicobacter pylori and gastric cancer." Thesis, Massachusetts Institute of Technology, 2011. http://hdl.handle.net/1721.1/67072.
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Thesis (Ph. D.)--Massachusetts Institute of Technology, Dept. of Biological Engineering, 2011.This electronic version was submitted by the student author. The certified thesis is available in the Institute Archives and Special Collections.
Cataloged from student submitted PDF version of thesis.
Includes bibliographical references.
Gastric cancer is the 2nd leading cause of cancer death worldwide and the 4th most commonly diagnosed cancer worldwide. Helicobacter pylori infection is the major risk factor of gastric cancer, and as such, this bacterium has been classified as a type 1, or definite, carcinogen by the International Agency for Research on Cancer. H. pylori infects the gastric mucosa of more than half of the world's population and promotes gastric carcinogenesis by inducing chronic inflammation. Over decades of persistent H. pylori infection and chronic inflammation, the stomach goes through a well characterized pathological progression involving chronic gastritis, atrophy, intestinal metaplasia, dysplasia, and ultimately cancer. Interestingly, there are strong gender differences in the development of gastric cancer, as men are twice as likely to develop the disease than women. Given the importance of H. pylori and chronic inflammation in gastric carcinogenesis, this thesis investigated the role of gender in modulating host immune responses to H. pylori. The aims of this thesis explored 1) the effect of gender on H. pylori's ability to induce mutations and 2) the effect of estrogen and the anti-estrogen, Tamoxifen, on H. pyloriinduced gastric cancer. For the first aim, the gpt delta mouse model, a murine mutational analysis model, was used to study chronic infection with H. pylori. Increased frequency of point mutations was observed in infected female mice at 12 months post infection. These mutations were not observed in infected male mice. Further analysis revealed that H. pylori induced a greater immune response in female mice in this model, as measured by increased severity of gastric lesions, decreased bacterial counts and the higher levels of Th1 antibodies for H. pylori. The spectra of mutations pointed towards oxidative damage as the underlying cause of induction. This study revealed that gender differences in mutagenesis were mediated by the severity and duration of the immune response. In the second aim, 17[beta]-estradiol prevented the formation of gastric cancer in the INSGAS mouse model, which develops gastric cancer in a male-predominant manner. Unexpectedly, this study led to the discovery that Tamoxifen may act as an agonist in this model of gastric cancer, as it was able to prevent gastric cancer using mechanisms similar to 17[beta]- estradiol. Both compounds downregulated pathways associated with cellular movement and cancer. CXCL1, a murine homolog of IL-8, was downregulated by treatment at both local and systemic levels, which led to a decreased neutrophilic infiltrate. 17[beta]-estradiol and Tamoxifen mediated the disruption of a positive feedback loop coupling CXCL1 secretion with neutrophil recruitment, which dampened the activation of proinflammatory and oncogenic pathways, leading to protection against gastric cancer. In conclusion, these studies provide further insight into the role of gender modulation of host immune response in H. pylori-induced mutagenesis and carcinogenesis.
by Alexander Sheh.
Ph.D.
50
AlMofawez, Meshail. "Oppression of Women in the Islamic World and Gender Inequality in Saudi Arabia." Digital Commons at Loyola Marymount University and Loyola Law School, 2016. https://digitalcommons.lmu.edu/etd/347.
Full textAbstract:
The Kingdom of Saudi Arabia (KSA) is considered an advanced, developed, and industrialized nation. It is the only Arab nation that is a member of the G20, a group from the world's top 20 industrialized nations. Despite economic advancement, social progress has been stagnant. Saudi women do not enjoy equal rights to men, and gender-based discrimination and mistreatment is integrated into KSA's social, political and economic systems. KSA is the only country in the world which bans women from driving. Additionally, KSA's laws reinforce subservient status of women, such as the "male guardian" legal requirement, which deprives women of autonomy in personal decisions, including the freedom to travel without the company of a man. On the other hand, Saudi women have high literacy rates and education levels by international comparison - more than 57% of Saudi women possess a college degree. In stark contrast, female labor participation rates are among the lowest of any developed nation. There is a glimmer of hope that society is making progress. In 2011, King Abdullah granted women the right to vote and take part in local politics as of the year 2015.
This project aims to build momentum and capitalize on KSA's recent societal progress by proposing a comprehensive solution using a system's approach to address gender inequity and women's rights issues in the KSA labor market. Systems Engineering (SE) guides this project's stages and activities. This starts with exploratory research, then defines the problem, identifies key stakeholders and documents requirements. This information will provide the basis for the system concept solution's requirements and architecture. The result of this project is a proposed system solution - a comprehensive program implemented and operated by the KSA government, which has undergone verification and validation to ensure that this system is both "built right" and that "the right system was built."