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Dissertations / Theses on the topic 'Human relations training'
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Fears, Tellis A. "Framing cultural attributes for human representation in military training and simulations." Thesis, Monterey, Calif. : Naval Postgraduate School, 2008. http://edocs.nps.edu/npspubs/scholarly/theses/2008/Sept/08Sep%5FFears.pdf.
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Thesis (M.S. in Modeling, Virtual Environments, and Simulation (MOVES))--Naval Postgraduate School, September 2008.Thesis Advisor(s): Gibbons, Deborah ; Blais, Curtis. "September 2008." Description based on title screen as viewed on November 4, 2008. Includes bibliographical references (p. 39-42). Also available in print.
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Blakeley, Ruth. "Repression, human rights, and US training of military forces from the South." Thesis, University of Bristol, 2006. http://hdl.handle.net/1983/cbdf6917-ab7b-497b-848d-70881d75aa3b.
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In order to understand whether US training of military forces from the South has resulted in the use of repression or improvements in human rights, we need to situate the training within the broader context of US foreign policy objectives and strategies. The main aims of US foreign policy are to maintain its dominant global position and to ensure control of resources and markets in the South. These objectives are being pursued through an emerging, US-led transnational state, using the instruments of legitimation at least as much as repression. This contrasts with the Cold War, during which US foreign policy strategy towards the South emphasised repression. US training of military forces from the South during the Cold War played a key role in a US-led network, through which many states in the South were connected to the US and each other by cooperation between their militaries, police and intelligence services. The training was dominated by a particular form of counterinsurgency instruction which advocated repression of groups that might potentially threaten US control of Southern economies and assets. This contributed to widespread human rights violations, particularly in Latin America. Following the end of the Cold War, reliance on coercion diminished, and it was subsumed within the emergent transnational state. In line with this shift in US foreign policy strategy in the South, some aspects of the training began to be characterised by the promotion of legitimation. In the wake of 9/11, the US has intensified both its legitimation efforts and its use of repression, and the training continues to play a significant role in the service of US foreign policy objectives.
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Haji, Hashim Aminah Bt. "The effects of human relations training on teachers in Malaysia - a counselling approach." Thesis, Cranfield University, 1992. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.334753.
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Hill, Geof W., of Western Sydney Hawkesbury University, and School of Social Ecology. "An inquiry into 'human sculpture' as a tool for use in the dramatistic approach to organisational communition." THESIS_XXXX_SEL_Hill_G.xml, 1995. http://handle.uws.edu.au:8081/1959.7/141.
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People in organisations often have difficulty communicating with each other about their understanding of the problems of the organisation. The Dramatistic Approach is an organisational inquiry method, based on a notion of ?script?, which assists people in organisations to discuss interpersonal communication problems. A ?script? is defined in this document as being an unconscious socialised social routine. The purpose of this thesis is to document an inquiry into ?Human sculpture?, a process using dramatisation to facilitate discussion about the notion of ?script? in the organisational setting. The inquiry method is action research in the post positivist research paradigm, and is written in four chapters. The use of the notion ?script? within the disciplines of therapy and organizational studies is examined. The appropriateness of the positivist paradigm for human inquiry is debated, reaching the conclusion that a post positivist paradigm needs to underpin a human inquiry of the nature of the inquiry about ?Human sculpture?. The nine cycles of the inquiry are documented. The learnings which have emerged from this inquiry are discussed, addressing the primary focus of the inquiry, the procedure and facilitation of ?Human sculpture?, as well as two secondary focii which emerged, the notion of ?script? and the facilitation of a human inquiryMaster of Science (Hons) Social Ecology
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Marsanico-Byrne, Linda. "Human relations training to reduce racial prejudice through increased self-acceptance and improved communication style." Thesis, Loughborough University, 1986. https://dspace.lboro.ac.uk/2134/27994.
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This study investigated the effects of an intensive weekend human relations training workshop between black and white adults 20 to 53 years of age. The results were compared to a no-treatment control group. The total sample was 27. These consisted of 13 females and 14 males, including 2 black females and 3 black males. It was hypothesised: (1) that the treatment group would show significantly greater increase than the untreated group on self-acceptance; (2) that there would be a significantly greater reduction than the untreated group in prejudice (indirect and direct measure); (3) that communication style scores for the treated group would be significantly more constructive than for the untreated group at post-test; and (4) that significant differences would remain significant at delayed post-test. (This did not apply to communication style which was measured at post-test only).
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Abaci, Ramazan. "Ths effect of human relations training on teacher's stress, locus of control and pupil control ideology." Thesis, University of Nottingham, 1994. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.365116.
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Hill, Geof. "An inquiry into 'human sculpture' as a tool for use in the dramatistic approach to organisational communition /." View thesis, 1995. http://library.uws.edu.au/adt-NUWS/public/adt-NUWS20030821.144019/index.html.
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Thesis (M.Sc. (Hons.) Social Ecology) -- University of Western Sydney, Hawkesbury, 1995."Submitted for examination in the Master of Science (Hons) Social Ecology, University of Western Sydney, Hawkesbury" Bibliography : leaves 164-168.
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Spetz, Emma, and Laurence Butler. "The influence of People : The Service Marketing benefits of training." Thesis, Umeå University, Umeå School of Business, 2008. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-1791.
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In the past years the competition in the restaurant trade in Umeå is increasing. There is more choice for the customers and thereby the restaurants have to work harder to attract customers. One way is to Market themselves differently.
In this research we are studying one way of diversifying Service Marketing, namely through people. Especially in the restaurant sector the frontline employee is an essential part of the service. We argue that by improving the Internal Marketing a business can ensure, through Human Resource Management, to have a service-minded and customer-oriented workforce, motivated to deliver Service Quality. Further, by strengthening the Internal Branding the workforce will work in unity with the internal and external brand, being more willing and committed to deliver high quality services. We aim to find that through having well trained frontline employees the customer will know a difference and have a better experience when visiting the restaurant.
Three restaurants in the Umeå market have been chosen for our study. To collect data from these restaurants we have conducted semi-structured qualitative interviews. The contributions of this study were that training, and especially learning by doing and experience, is crucial in learning ones job according to the respondents. Also that having a good balance between having standard procedures and employee empowerment could improve the Service Quality through reliability in the service delivery. Last but not least, a concept of Reciprocal Commitment was developed showing the importance of a business investing in the employee, training being part of that investment, to get the employee to invest his/her time and commitment in the business.
Through this study we have developed a model showing the influence and benefits of training in the selected restaurants. We have realised that training is not the only way, but plays an important role in Marketing through people.
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Iloabachie, Eric Ik. "Strategies to Minimize Direct Care Worker Shortages." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5204.
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There is a worldwide shortage of direct care workers who help older adults in their own homes. The purpose of this multiple case study was to explore strategies that owners of home health care businesses can use to retain adequate direct care workers for their businesses. Five home care agency owners from Wake County, North Carolina, participated. Each owner had successfully implemented strategies to ensure adequate caregivers to sustain the business. Human relations theory was used to address the business problem. Data collection involved interviewing the 5 owners of home care agency businesses in their offices. Through a process of methodological triangulation, observations and documentary evidence supplemented data collected through semistructured interviews. Deductive and inductive coding were used to arrange and identify 3 emergent themes: company reputation, training and career development, and the role of government. The results of this study may contribute to social change because home care agency owners and other business owners can use the findings to improve on their treatment of low income workers which may help eradicate discrimination to ethnic minorities.
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Dunn, Suzanne. "Effects of a Simulation Game on Trainees' Knowledge and Attitudes About Age-related Changes in Learning and Work Behaviors of Older Workers." Thesis, University of North Texas, 2000. https://digital.library.unt.edu/ark:/67531/metadc2537/.
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This investigation was conducted in response to the need for effective diversity awareness programs to help employers create intergenerational-friendly work environments. An experimental pre- and post-test control group randomized block design was employed to answer two research questions about the effects of a simulation game on knowledge and attitudes about age-related changes in learning and work behaviors of older workers. Participants were assessed immediately prior to and following the treatment, followed by a third assessment 60 days later. Necessary measures were taken to control for threats to the study's internal validity. An applicant pool comprised of human resource management and development practitioners and senior undergraduate students enrolled in human resource management courses yielded a sample of 65 participants. Chapter one introduces the study. Chapter two provides a review and summary of relevant literature on ageism in the workplace, training older workers, and simulation games. Chapter three describes the procedures and methods used to answer the research questions. Chapter four presents the results of all analytic procedures related to the investigation. Chapter five provides the conclusions and recommendations based on the findings of this investigation. In this investigation, the treatment group did not score significantly higher on their knowledge of age-related changes in learning and work behaviors of older workers than the control group following treatment. The attitudinal change experienced by the treatment group did not differ significantly from the attitudinal change experienced by the control group. Recommendations for further research include the following: (a) the disordinal interactive effect of the control group's performance on the knowledge measure during the 60-day interval between post assessments warrants further investigation, (b) the statistically significant change in attitude that occurred within each group during the 60-day interval following treatment warrants further investigation, and (c) more reliable instruments need to be developed for measuring the effects of heightened awareness following diversity interventions.
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Bullen-McKenzie, Maude Agnes Eudora. "Investment and returns in relation to additional education and training overseas." Thesis, University of Newcastle Upon Tyne, 2000. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.327264.
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Boobis, Leslie Harold. "A study of human muscle metabolism in relation to exercise, training and peripheral vascular disease." Thesis, University of Leicester, 1987. http://hdl.handle.net/2381/34189.
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The introduction to this thesis comprises two parts. A comprehensive review of the mechanisms and control of human skeletal muscle metabolism with emphasis on anaerobic metabolism and the effects of training, and a review of atherosclerosis and peripheral vascular disease with special mention of skeletal muscle metabolism in vascular disease together with an account of areas in which drugs may help in its treatment. There follows a detailed account of the technique for biopsying human skeletal muscle together with the analytical methods for the fluorimetric assay of high energy phosphates, glycogen, glyclolytic intermediates and succinic dehydrogenase activity. Three experimental chapters are then presented. The first describes the Anaerobic Work Test (AWT) and the metabolic changes that occurred in the quadriceps muscle of man after 6 and 30 s of supra-maximal exercise. This showed that within 6 s of exercise of this magnitude more than 50% of ATP was already being supplied by glycolysis. Over a 30 s sprint of the same intensity almost 70% of the energy was supplied by glycolysis and marked reduction in ATP occurred in the presence of significant amounts of PCr. The second experimental chapter examined the influence of high intensity training on the 30 s AWT and a trend for the resulting improvement in performance to be associated with an increased glycolytic capacity was revealed. The final experimental chapter combined a study of metabolic changes in the gastrocnemius muscle of patients with ischaemic rest pain together with a trial of intravenous naftidrofuryl in its treatment. Changes in muscle metabolism observed in patients with rest pain (low glycogen, ATP, PCr and SDH levels) were felt to represent disuse rather than a direct effect of muscle ischaemia and the drug naftidrofuryl conferred no obvious metabolic benefit although it did appear to possess analgesic properties. In the final discussion an hypothesis on fuel supply as a mechanism for fatigue is presented in the light of the metabolic changes reported.
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Gomes, Angely Caldas. "A interdisciplinaridade na formação dos profissionais de saúde no contexto da reabilitação." Universidade Federal da Paraíba, 2015. http://tede.biblioteca.ufpb.br:8080/handle/tede/9006.
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The training of health professionals in an interdisciplinary perspective is considered a premise for a care reorganization model, aiming to reach teamwork and a more integral and resolutive approach of the human being, based on the principles and guidelines of Brazil’s Unified Public Health System (SUS). The aim of this study is to know the professional training in an interdisciplinary perspective of the following higher-degree courses: Physiotherapy, Speech Therapy, and Occupational Therapy. The study was held in João Pessoa – Paraíba, whose research was based on cross-sectional, exploratory, descriptive, and inferential model, developed from qualitative and quantitative approaches. The sample was composed by scholars enrolled in the last academic year of Physiotherapy, Speech Therapy, and Occupational Therapy higher-degree courses from two Higher Education Institutions (HEI’s) and also by Physiotherapists, Speech Therapists, and Occupational Therapists who compose the rehabilitation team from two specialized services of these HEI’s. For this purpose, the “Assessment of Training to Interdisciplinary” questionnaire adapted for rehabilitation context, aiming to know the profile of scholars and their position about approximations and distancing in training related to interdisciplinarity. For the qualitative phase with professionals, it was utilized a semi-structured interview guideline, aiming to analyze the facilitations and problems of an insertion in a rehabilitation team on professional practice scenario. The results of the questionnaires were submitted to Cluster Analysis by R statistical software; and the interviews’ content were organized and analyzed by Nvivo software, thus enabling the construction of Collective Subject’s Speech. Therefore, there were clear signs, in the higher-degree courses researched, limitations on the training in health professionals for interdisciplinarity, with the restriction of activities which contemplate and favor the join action of students, having a negative effect in professional practice. Professionals’ attitude facing the interdisciplinary actions highlighted the limitation in training, reflected on their difficulties, recognizing other professions’ duties and competencies within rehabilitation team. The discussion was utilized as strategy for overcoming in the search of interdisciplinarity achievement. The findings of this study evinced the changes in training process of future rehabilitation professionals, which requires planning and reorganization of academic practices in the perspective of interprofissional education.
A formação dos profissionais da saúde numa perspectiva interdisciplinar é considerada um pressuposto para a reorganização do modelo assistencial, visando o alcance do trabalho em equipe e uma abordagem mais integral e resolutiva do ser humano, tendo como base os princípios e diretrizes do Sistema Único de Saúde (SUS). O objetivo desse estudo é conhecer a formação profissional na perspectiva interdisciplinar dos cursos de Fisioterapia, Fonoaudiologia e Terapia Ocupacional em uma capital do Brasil, e perceber as facilidades e dificuldades de inserção desses profissionais numa equipe de reabilitação no cenário de prática profissional. Trata-se de um estudo realizado na cidade de João Pessoa-PB, cuja pesquisa pautou-se no método transversal, exploratório, descritivo e inferencial, desenvolvido a partir das abordagens qualitativas e quantitativas. A amostra foi composta por discentes matriculados no último ano letivo dos cursos de graduação em Fisioterapia, Fonoaudiologia e Terapia Ocupacional de duas Instituições de Ensino Superior (IES) e por Fisioterapeutas, Fonoaudiólogos e Terapeutas Ocupacionais que compõem a equipe de reabilitação de dois serviços especializados egressos dessas IES. Para tanto, foi aplicado com os estudantes o questionário “Avaliação da Formação para a Interdisciplinaridade”, adaptado para o contexto da reabilitação com a finalidade de conhecer o perfil dos acadêmicos e o posicionamento dos mesmos sobre as aproximações e os distanciamentos da formação em relação à interdisciplinaridade. Já para os profissionais foi utilizado um roteiro de entrevista semiestruturada, a fim de analisar as facilidades e as dificuldades de inserção numa equipe de reabilitação no cenário de prática profissional. Os resultados dos questionários foram submetidos à Análise de Agrupamento por meio do software estatístico R; e os conteúdos das entrevistas foram organizados e analisados pelo software Nvivo, possibilitando assim, a construção de Discursos do Sujeito Coletivo. Nesse sentido, evidenciaram-se, nos cursos investigados, limitações quanto à formação em saúde para a interdisciplinaridade, com restrição das atividades que contemplam e favorecem a atuação conjunta dos estudantes, repercutindo na prática profissional. O posicionamento dos profissionais quanto às ações interdisciplinares enfatizou a limitação na formação, refletida com a dificuldade dos mesmos em (re)conhecerem as atribuições e competências das outras profissões dentro da equipe de reabilitação. O diálogo foi utilizado como estratégia de superação na busca da concretização da interdisciplinaridade. Os achados deste estudo evidenciam a necessidade de mudanças no processo de formação de futuros profissionais da reabilitação, com necessidade de planejamento e de reorganização das práticas acadêmicas na perspectiva da educação interprofissional.
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Gonzalez, Ruben, Daisaku Koizumi, and Kinga Kusiak. "E-HRM and its outcomes. : A study of relational e-HRM in multinational companies." Thesis, Internationella Handelshögskolan, Högskolan i Jönköping, IHH, Företagsekonomi, 2011. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-15308.
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Human Resources Management (HRM) is a crucial part of every organization as it dealswith a vital resource: human capital. In the past 10 years, HRM has been going througha transformation adopting technological tools to improve its performance. Paauwe,Farndale and Williams (2005) said that “the HRM function is subject to radical anddramatic change because of the implications of web- based organizing”(p. 3). The combinationof information technology (IT) tools in HRM processes has been named “electronicHuman Resources Management” (e-HRM). E-HRM strives to implement all theoperational activities that HRM is concerned with, with the help of technological toolsin a fast and accurate way. The purpose of this thesis is to identify and explain the outcomesthat multinational corporations experience by using relational e-HRM.In this thesis, we chose to have a qualitative approach, gathering empirical resultsthrough in-depth, semi- structured interviews. A frame of reference that complementedour purpose was created based on previous e-HRM research. After gathering our findings,we analyzed the information using the theoretical framework. In the analysis wecompared our theory to the findings, in order to answer our research questions and fulfillour purpose.To conclude, we identified that the interviewed companies make use of e-recruitment, etrainingand e-performance appraisal in their HR processes. The most significant outcomeswere the increase of speed in processes, standardization, elimination of distanceconstraints and possibilities for data archiving. It is important to mention that in order toachieve better results, companies must combine e-HRM with face-to-face interaction.Lastly, it was discovered that apart from bringing positive outcomes, it is difficult to sayif e-HRM is effective because there are no concrete ways of measuring it.
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Howard, Susan. "A Christian perspective on enabling spiritual formation in relation to work." Thesis, University of Winchester, 2017. http://repository.winchester.ac.uk/721/.
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This thesis is an action research investigation into the influence of my Christian habitus on my consultancy practice. My research question: How does my Christian faith inform the work I do? is located within the academic field of Spirit at Work. The complexity and difficulties of my professional practice are explored using the literature on Christian spirituality. My investigation uses the research method of practical theology to explore: my own Christian perspective; my role as a spiritual mentor; the nature of spiritual formation; and, faith in relation to work. The analytical methods of theological reflection, narrative inquiry, and autoethnography support the critical reflection. Five themes emerge: the evangelical basis of my Christian perspective; an understanding of the grace of God; the consideration of resistance as sin; strategies to enable spiritual formation; and complex combinations of faith in relation to work. This study has enabled me to interrogate my approach to spiritual formation in relation to work. My inquiry in a variety of contexts – with colleagues, one individual, and with a client –has developed my ability as a reflexive practitioner, and has strengthened my vocation as a spiritual mentor. I have used the Holistic Development Model (HDM) to underpin my approach to spiritual mentoring, and created a Christian interpretation of it. Spiritual formation is explored through the topics of: church, faith, purpose and mission using scripture, adventure and leadership, and difficulty and struggle. The research provides insights into my work as a professional consultant in the area of leadership development. My reflexive learning, combined with participative inquiry, provides an insider perspective on living within an evangelical Christian worldview. Difficulties over how to interpret Christian faith in work contexts are explored, particularly with regard to inclusivity. The research links spiritual formation with leadership, concluding that, in my practice, faith takes precedence.
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Torres, Arnaud. "Pilotage de la transmission des compétences et des savoir-faire par le manager de proximité comme facteur de développement et de performances socio-économiques." Thesis, Lyon 3, 2014. http://www.theses.fr/2014LYO30029.
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Les transferts de compétences et de savoir-faire (TC / TSF) dans les organisations revêtent un enjeu stratégique pour leur survie-développement et nécessitent donc une préparation minutieuse ainsi qu’un pilotage rigoureux afin d’apporter toute leur valeur ajoutée.La première partie explicite les fondements conceptuels et méthodologiques de la recherche et présente les terrains d’investigation et d’expérimentation de nos hypothèses et outils. Elle présente les enjeux liés aux transferts de compétences et de savoir-faire à partir de l’analyse des entretiens réalisés, des dysfonctionnements et de leurs coûts cachés de régulation. Nous étudions l’importance de la définition d’une politique de TC / TSF par la direction ainsi que les rôles et les pratiques des ressources humaines dans le pilotage des compétences et de leur transfert.Dans la deuxième partie, nous étudions le rôle-clé détenu par le manager de proximité, de par sa position stratégique dans l’organisation et ses pratiques managériales, dans le pilotage et la mise en œuvre de la politique de transfert de savoir-faire, ainsi que dans le suivi et le développement des performances individuelles et collectives. Nous étudions aussi les impacts socio-économiques des actions de TC / TSF et du pilotage de ces actions par les managers de proximité. Enfin, nous proposons le concept de manager de proximité-développeur en nous appuyant sur les évolutions du management au cours du XXème siècle, sur le concept de formation intégrée et l’importance de la pédagogie. Nous proposons des outils de management pour permettre aux managers de proximité de mieux piloter les TC /TSFThe transfer of skills and know-how (TS/TKH) in organizations are of strategic importance for their survival and development and therefore require careful and rigorous control to provide any added value preparation.The first explicit conceptual and methodological research foundations and has lots of investigation and experimentation of our assumptions and tools part . It presents the issues related to the transfer of skills and know-how from the analysis of interviews, dysfunctions and their hidden regulatory costs. We study the importance of the definition of a policy of TS / TKH by management and the roles and practices of human resource skills management and transfer.In the second part, we study the key role held by the manager of proximity, its strategic position in the organization and management practices in the management and implementation of the policy of transfer of know -how, as well as in the monitoring and development of individual and collective performance. We also study the socio -economic impacts of actions TS / TKH and control these actions by local managers. Finally, we propose the concept of proximity manager - developer relying on the evolution of management in the twentieth century, the concept of integrated training and the importance of education. We offer management tools to allow local managers to better manage the TS / TKH
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Daly, Marwa El. "Challenges and potentials of channeling local philanthropy towards development and aocial justice and the role of waqf (Islamic and Arab-civic endowments) in building community foundations." Doctoral thesis, Humboldt-Universität zu Berlin, Philosophische Fakultät III, 2012. http://dx.doi.org/10.18452/16511.
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Diese Arbeit bietet eine solide theoretische Grundlage zu Philanthropie und religiös motivierten Spendenaktivitäten und deren Einfluss auf Wohltätigkeitstrends, Entwicklungszusammenarbeit und einer auf dem Gedanken der sozialen Gerechtigkeit beruhenden Philanthropie. Untersucht werden dafür die Strukturen religiös motivierte Spenden, für die in der islamischen Tradition die Begriffe „zakat“, „Waqf“ oder im Plural auch „awqaf-“ oder „Sadaqa“ verwendet werden, der christliche Begriff dafür lautet „tithes“ oder „ushour“. Aufbauend auf diesem theoretischen Rahmenwerk analysiert die qualitative und quantitative Feldstudie auf nationaler Ebene, wie die ägyptische Öffentlichkeit Philanthropie, soziale Gerechtigkeit, Menschenrechte, Spenden, Freiwilligenarbeit und andere Konzepte des zivilgesellschaftlichen Engagements wahrnimmt. Um eine umfassende und repräsentative Datengrundlage zu erhalten, wurden 2000 Haushalte, 200 zivilgesellschaftliche Organisationen erfasst, sowie Spender, Empfänger, religiöse Wohltäter und andere Akteure interviewt. Die so gewonnen Erkenntnisse lassen aussagekräftige Aufschlüsse über philanthropische Trends zu. Erstmals wird so auch eine finanzielle Einschätzung und Bewertung der Aktivitäten im lokalen Wohltätigkeitsbereich möglich, die sich auf mehr als eine Billion US-Dollar beziffern lassen. Die Erhebung weist nach, dass gemessen an den Pro-Kopf-Aufwendungen die privaten Spendenaktivitäten weitaus wichtiger sind als auswärtige wirtschaftliche Hilfe für Ägypten. Das wiederum lässt Rückschlüsse zu, welche Bedeutung lokale Wohltätigkeit erlangen kann, wenn sie richtig gesteuert wird und nicht wie bislang oft im Teufelskreis von ad-hoc-Spenden oder Hilfen von Privatperson an Privatperson gefangen ist. Die Studie stellt außerdem eine Verbindung her zwischen lokalen Wohltätigkeits-Mechanismen, die meist auf religiösen und kulturellen Werten beruhen, und modernen Strukturen, wie etwa Gemeinde-Stiftungen oder Gemeinde-„waqf“, innerhalb derer die Spenden eine nachhaltige Veränderung bewirken können. Daher bietet diese Arbeit also eine umfassende wissenschaftliche Grundlage, die nicht nur ein besseres Verständnis, sondern auch den nachhaltiger Aus- und Aufbau lokaler Wohltätigkeitsstrukturen in Ägypten ermöglicht. Zentral ist dabei vor allem die Rolle lokaler, individueller Spenden, die beispielsweise für Stiftungen auf der Gemeindeebene eingesetzt, wesentlich zu einer nachhaltigen Entwicklung beitragen könnten – und das nicht nur in Ägypten, sondern in der gesamten arabischen Region. Als konkretes Ergebnis dieser Arbeit, wurde ein innovatives Modell entwickelt, dass neben den wissenschaftlichen Daten das Konzept der „waqf“ berücksichtigt. Der Wissenschaftlerin und einem engagierten Vorstand ist es auf dieser Grundlage gelungen, die Waqfeyat al Maadi Community Foundation (WMCF) zu gründen, die nicht nur ein Modell für eine Bürgerstiftung ist, sondern auch das tradierte Konzept der „waqf“ als praktikable und verbürgte Wohlstätigkeitsstruktur sinnvoll weiterentwickelt.This work provides a solid theoretical base on philanthropy, religious giving (Islamic zakat, ‘ushour, Waqf -plural: awqaf-, Sadaqa and Christian tithes or ‘ushour), and their implications on giving trends, development work, social justice philanthropy. The field study (quantitative and qualitative) that supports the theoretical framework reflects at a national level the Egyptian public’s perceptions on philanthropy, social justice, human rights, giving and volunteering and other concepts that determine the peoples’ civic engagement. The statistics cover 2000 households, 200 Civil Society Organizations distributed all over Egypt and interviews donors, recipients, religious people and other stakeholders. The numbers reflect philanthropic trends and for the first time provide a monetary estimate of local philanthropy of over USD 1 Billion annually. The survey proves that the per capita share of philanthropy outweighs the per capita share of foreign economic assistance to Egypt, which implies the significance of local giving if properly channeled, and not as it is actually consumed in the vicious circle of ad-hoc, person to person charity. In addition, the study relates local giving mechanisms derived from religion and culture to modern actual structures, like community foundations or community waqf that could bring about sustainable change in the communities. In sum, the work provides a comprehensive scientific base to help understand- and build on local philanthropy in Egypt. It explores the role that local individual giving could play in achieving sustainable development and building a new wave of community foundations not only in Egypt but in the Arab region at large. As a tangible result of this thesis, an innovative model that revives the concept of waqf and builds on the study’s results was created by the researcher and a dedicated board of trustees who succeeded in establishing Waqfeyat al Maadi Community Foundation (WMCF) that not only introduces the community foundation model to Egypt, but revives and modernizes the waqf as a practical authentic philanthropic structure.
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Ngwenya, Bernedict Mandla. "Training and development as a key to enhance employees productiveness at Tshwane University of Technology (TUT)." Diss., 2010. http://hdl.handle.net/10500/5494.
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Research in training and development at organisations has produced important results in the previous two decades. The results indicate that higher motivation and satisfaction levels of employees are the result of training and development effectiveness with relation to work and employees’ productivity.
The aim and purpose of the study was to investigate the effectiveness of training and development in enhancing organisational productivity. The researcher wanted to determine whether training and development did in fact enhance the productivity of employees.
A non-probability sampling method was employed when conducting the research. The research methods used were a combination of observations, a questionnaire, a workshop, a survey and interviews with participants.
A qualitative research approach guided this process in order to accomplish the aim and purpose of the study and was based on data collection and analysis of information, documents and interviews to determine training and development for performance improvement.Human Resources Development
NM. Tech. (Human Resources Development)
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Brewis, Anton. "Culture shock as part of a cultural diversity training programme in the Department of International Relations and Cooperation (DIRCO) : a critical analysis." Thesis, 2018. http://hdl.handle.net/10500/25582.
Full textAbstract:
In a survey conducted, as part of this research, 83,33% of participating South African
diplomats indicated that the effects of cultural diversity and culture shock are
underestimated. As South African diplomats are expected by the Department of
International Relations and Cooperation (DIRCO) to work effectively in a crosscultural
environment abroad, the psychological disorientation caused by culture
shock could have a negative effect when working and living abroad. Severe culture
shock could cause a high level of strain, which could influence the ability of diplomats
to adapt effectively abroad, including spouse or partner dissatisfaction resulting from
culture shock depression. This could lead to a diplomat requesting to return to his or
her home country, with the associated high financial costs.
Cultural diversity training is defined by various authors as one aspect that could
assist in minimising culture shock since training provides knowledge, insight and
skills to deal with the negative effects of culture shock when deployed abroad.
Furthermore, the South African Public Service Act [1994] requires that human
resource managers within government departments, such as DIRCO, have the
responsibility to ensure that staff are effectively utilised and trained.
The question that subsequently directed this research was the following: What should
be included in the curriculum of a training programme aimed at minimising culture
shock among South African diplomats? The research assessed the current culture
shock training programme at DIRCO against international best practice, and it was
found that a cultural diversity training programme in culture shock should comprise
specific fundamentals, components and defining attributes relevant to definitions and
explanations on culture, culture-specific information, cross-cultural skills, conflict
resolution and dealing with culture shock in terms of cultural diversity, which has the
potential of reducing culture shock among South African diplomats effectively.
This research also found that there appears to be a gap in the scholarly literature and
knowledge within the field of Public Administration on the defining attributes of a
cultural diversity training programme with the potential of reducing culture shock
among diplomats. Ongoing research is encouraged and recommended in this particular field of study within the public sector.Public Administration
D.P.A.
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Haro, Bernadette Vaita. "The impact of personal viability training on gender relations in mining communities : the case of Lihir, Papua New Guinea : a thesis presented in partial fulfilment of the requirements for the degree of Master of Philosophy in Development Studies at Massey University, New Zealand." 2010. http://hdl.handle.net/10179/1528.
Full textAbstract:
Personal Viability (PV), an entrepreneurial skills and personal development training program, has become a national phenomenon in Papua New Guinea since its introduction in the country in 1995. With the support of various key leaders in Government, civic and social organisations, the Government of Papua New Guinea officially launched the program in 1996 mandating the Entrepreneurial Development Training Centre (EDTC) to carry out the training in all 20 provinces of the country. This thesis is concerned with the influence of PV training in the context of large-scale natural resource development, with the focus on Lihir, an open-cut gold mine community in the New Ireland province of Papua New Guinea. Since the gold mine operation started on the island, Lihir has experienced dramatic social, economic and political changes as a society. One element of this has been the effect on traditional gender roles and relations as a result of people‘s increased engagement in the global capitalist economy. As PV is promoted as a contemporary strategy for economic development thus motivating people to cultivate a spirit of entrepreneurship, this thesis explores its influence on the lives of women and men in Lihir, and in particular their attitude and behaviour toward the usage and management of wealth and resources; their participation in customary activities; and changes in their traditional gender roles and relations.
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Zellama, Faiçal. "Les déterminants de l’évaluation de la formation et de son rendement perçu : le cas des employeurs assujettis à la Loi favorisant le développement et la reconnaissance des compétences de la main-d’œuvre au Québec." Thèse, 2015. http://hdl.handle.net/1866/12374.
Full textAbstract:
La formation de la main-d’œuvre est l’objet d’une littérature scientifique abondante depuis plusieurs années. D’une manière générale, les principaux sujets étudiés dans la littérature scientifique, les travaux empiriques et dans les politiques publiques traitent du rendement de la formation de la main-d’œuvre ou plus récemment de la dimension stratégique de la formation de la main-d’œuvre sur la performance organisationnelle. Or, les résultats produits sont mitigés, peu convaincants, voire contradictoires (Cedefop, 2013, 2005). En conséquence, les chefs d’entreprises et les décideurs en matière de politiques publiques manquent de démonstrations claires pour évaluer les impacts de la formation sur la performance des organisations. Dans cette recherche, nous proposons justement d’apporter un nouvel éclairage théorique et empirique pour mieux comprendre les caractéristiques des entreprises qui évaluent le rendement de la formation, comment le font-elles et quelles sont les retombées perçues en la matière.
Sur le plan théorique, cette recherche mobilise trois approches différentes dans un modèle analytique qui se veut intégratif. Dans la partie plutôt hypothético-déductive, la théorie du capital humain ainsi que le modèle de Kirkpatrick et de la gestion stratégique de ressources humaines permettent de vérifier la rationalité des employeurs en matière d’évaluation de la formation et de la perception de son rendement. Dans la partie la plus exploratoire de la thèse, nous avons mobilisé les pouvoirs conceptuels et explicatifs de l’approche institutionnaliste pour comprendre le comportement des organisations qui ne font pas d’évaluation formelle mais qui perçoivent quand même des retombées positives de leurs activités de formation.
Sur le plan méthodologique, il s’agit d’une recherche explicative et d’une démarche en partie exploratoire quantitative faite à partir des données de l’enquête menée en 2003 par Emploi-Québec et l’Institut de la statistique du Québec auprès de 4600 entreprises assujetties à la Loi favorisant le développement et la reconnaissance des compétences de la main-d’œuvre. Nos principaux résultats de recherche soutiennent l’existence de trois types de facteurs explicatifs de la perception des retombées de la formation : des facteurs liés à l’organisation (profil et expérience en formation), des facteurs liés à la nature de la formation et des facteurs liés à l’intervention institutionnelle en matière de formation.Labour force training has been the object of an extensive body of scientific literature for many years. In general, the main subjects examined in the scientific literature, in professional studies and in public policy discussions concern the effectiveness of labour force training and, more recently, the strategic dimension of labour force training with regard to possible effects on organisational performance. The results produced, however, have been qualified, unconvincing and at times contradictory (Cedefop, 2013, 2005). As a consequence, business leaders and public policy decision-makers lack the clear evidence needed to evaluate the impact of training on the performance of organisations. In the present study, a new theoretical and empirical perspective is offered with which to better understand the characteristics of businesses which evaluate the effectiveness of training, how the evaluations are conducted and the perceived effects thereof. In terms of its theoretical basis, this study utilises three different approaches in an integrative analytical model. In the hypothetical-deductive section of the study, the theory of human capital as well as the Kirkpatrick model and the strategic management of human resources allows for the verification of the motivation of employers with regard to training evaluation and the perception of its utility. In the more exploratory section of the thesis, the conceptual and explanatory powers of an institutionalist approach have been mobilised to understand the behaviour of organisations that do not conduct formal evaluations but which nonetheless perceive the positive effects of their training activities. In terms of methodology, this is an explicative analysis and an in-part exploratory quantitative approach based on the results of a study conducted in 2005 by Emploi-Québec and l’Institut de la statistique du Québec of businesses subject to the Loi favorisant le développement et la reconnaissance des compétences de la main-d’œuvre. Our main research findings suggest the existence of three types of factors which explain the perception of the effects of training: factors related to the organisation in question (the nature and extent of experience in training), factors related to the type of training and factors related to institutional action concerning training.
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ALTANSUKH, BOLORTUNGALAG, and 柏莎. "The Research of Relation Among Human Resource Planning, Training Goal and Training Method,and Organization Performance in Mongolian Organization." Thesis, 2017. http://ndltd.ncl.edu.tw/handle/hquda7.
Full textAbstract:
碩士南華大學
企業管理學系管理科學碩博士班
105
Each organization endures to discover exact approach to approach their goal and maximize their performance due to survive in tough competitive business environment in recent era. This study attempts to defined the view that the relationship between Human Resource Planning and Training Goal, Training Method in Mongolian organizations employees which are important. Testing and growing the idea how to alter them Mongolian organization that related to improving employees need training goal and training method. Also, this paper that Human Resource Planning, Training and Development, and Training Goal, Training Method, are positively and partially mediation affected to Organization Performance. Furthermore, this study research to check moderation role of Human Resource Planning, Training Development on the relationship between Training Goal and Training Method and Organization Performance. Moreover, this study searched check moderation role of Human Resource Planning and Training Goal, Training Method on the relationship between Organization Performance. This study collected data from Mongolian five main business fields including Manufacturing, Service, Construction, Education and Technology and Software which are vital in Mongolian society recently. Totally 270 questionnaires were handled to respondents through hardcopy and 250 responses collected with 90.7% returning. The findings of the research result are as follows: (1) both Human Resource Planning, Training Development and Training Goal and Training Method have a positive effect on the Organization Performance; (2) Training Goal and Training Method has a positive effect on the Organization Performance; (3) Human Resource Planning, Training Development is a partially mediator on the relationship between Training Goal and Training Method and Organization Performance.
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Najim, Hicham. "L’efficacité de la gestion des ressources humaines des pays en voie de développement : une étude empirique." Thèse, 2019. http://hdl.handle.net/1866/22237.
Full text
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Madill, A., and Paul W. Sullivan. "Medical training as adventure-wonder and adventure-ordeal: a dialogical analysis of affect-laden pedagogy." 2010. http://hdl.handle.net/10454/6075.
Full textAbstract:
Our purpose is to examine the possibilities of Bakhtinian dialogical analysis for understanding students' experiences of medical training. Twenty-three interviews were conducted with eleven British medical students intercalating in psychology. Forty emotionally resonant key moments were identified for analysis. Our analysis illustrates students' use of the professional genre to present their training as emotionally neutral. However, we show how medical training can be framed in more unofficial and affective-laden ways in which threshold moments of crisis are presented as space-time breaches characteristic of the genres of adventure-wonder and adventure-ordeal. This affect was often depotentiated in the narratives through brief allusion to the professional genre. This cycling between genres suggests that the students were searching for an appropriate way in which to frame their experiences, a central dilemma being the extent to which medical training makes sense within an immediate and affect-laden, or future-orientated and affect-neutral, pedagogy. Finally, we identify how consultants are an important aspect of the affective experience of medical training who, at their best, offer inspiring exemplars of flexible movement between official and unofficial ways of being a doctor. In conclusion, we demonstrate the potential of genres to make sense, and to organize the experience, of medical training spatially in terms of moving between personal and impersonal contact, temporally in terms of moving between the extraordinary and routine, and affectively in terms of moving between potent and neutral affect. Learning to use the professional genre is part of enculturation as a doctor and can be helpful in providing a framework restoring coherence and composure through engaging with, and reformulating, difficult experiences. However, it is important to take seriously the resistance many of the students demonstrated to the professional genre as a possible barometer of its acceptability to the general public.
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Smythe, A., P. Bentham, C. Jenkins, and Jan R. Oyebode. "The experiences of staff in a specialist mental health service in relation to development of skills for the provision of person centred care for people with dementia." 2013. http://hdl.handle.net/10454/9272.
Full textAbstract:
NoIt is estimated that 820,000 people in the UK have dementia. Dementia costs the UK 17 billion a year and in the next 30 years this will treble to over pound50 billion a year. There is a need to raise competence of staff delivering care to people living with dementia across health, social and voluntary sector provision. Effective education and training will build capacity and improve staff knowledge. However, at present not enough is known about the experiences of staff involved in gaining the skills, knowledge and attitudes required to support provision of high quality care for people with dementia. This study was conducted within a large National Health Service Trust in the UK serving an urban, ethnically mixed population, in collaboration with a local university. The trust responded to government policy by seeking to identify staff training needs. The aim was to explore the experiences of staff working within a specialist mental health service in relation to development of skills for the provision of person-centred care for people with dementia. To achieve this, staff roles, experiences of dementia training and the ways in which staff feel they learn were explored through focus group interviews. Relatives' views of staff competencies necessary for effective care provision were also explored to supplement the data from staff. A total of 70 staff and 16 family carers participated and data were subjected to inductive thematic analysis. Five themes emerged: competency-based skills, beliefs, enablers and barriers and ways of learning. Findings suggested participants felt that skills for person-centred care were innate and could not be taught, while effective ways of learning were identified as learning by doing, learning from each other and learning from experience.
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Slater, B. L., R. Lawton, Gerry R. Armitage, J. Bibby, and J. Wright. "Training and action for patient safety: embedding interprofessional education for patient safety within an improvement methodology." 2012. http://hdl.handle.net/10454/7014.
Full textAbstract:
INTRODUCTION: Despite an explosion of interest in improving safety and reducing error in health care, one important aspect of patient safety that has received little attention is a systematic approach to education and training for the whole health care workforce. This article describes an evaluation of an innovative multiprofessional, team-based training program that embeds patient safety within quality improvement methods. METHODS: Kirkpatrick's "levels of evaluation" model was adopted to evaluate the program in health organizations across one city in the north of England. Questionnaires were used to assess reaction of participants to the program (Level 1). Improvements in patient safety knowledge and patient safety culture (Level 2) were assessed using a 12-item multiple-choice questionnaire and a culture questionnaire. Interviews and project-specific quantitative measurements were used to assess changes in professional practice and patient outcomes (Levels 3 and 4). RESULTS: All aspects of the program were positively received by participants. Few participants completed the MCQ at both time points, but those who did showed improvement in knowledge. There were some small but significant improvements in patient safety culture. Interviews revealed a number of additional benefits beyond the specific problems addressed. Most importantly, 8 of the 11 teams showed improvements in patient safety practices and/or outcomes. DISCUSSION: This program is an example of interprofessional education in practice and demonstrates that team-based learning using quality improvement methods is feasible and can be effective in improving patient safety, but requires time and space for participants. Alignment with continuing education arrangements could support mainstream adoption of this approach within organizations.
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Khumalo, Cynthia Tuduetso. "A reflection on the group interaction and cohesion in a participatory research process :." Diss., 1999. http://hdl.handle.net/10500/17083.
Full textAbstract:
In 1995 a participatory research project was undertaken in the Gauteng Welfare
Deparbnent by two outside researchers. The subject for the research was the management
of change in the Gauteng Welfare Department. During the research, the researcher
observed how the discouraged, apathetic and negative group became animated and
empowered. On the basis of this observation, the researcher undertook to do a case study
which reflects on the interactional process and cohesion which transpired within the
participatory research process.Social Science
M.A. Social Science (Mental Health)