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Lee, Yeonu. "A distinctive SHRM approach in the Korean hotel industry." Thesis, Sheffield Hallam University, 2014. http://shura.shu.ac.uk/19949/.
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Most studies on Strategic Human Resource Management (SHRM) have been conducted in Western countries rather than Asian ones (Gould-Williams & Mohamed, 2010); As a result, the debate about the drivers of 'best practice' and 'best fit' have tended to reflect the circumstances of Western countries (Gould-Williams & Mohamed, 2010; Tzafrir, 2006). Therefore this study explores how the theoretical SHRM frameworks interact within the specific Korean context. The study examines how HR practices are enacted in Korea, what the internal and external factors are which influence the Korean hotel industry, and what impact the HR practices have on employees and trade unions. The study is conducted within the deluxe hotel sector (including deluxe and super deluxe hotels) as while these hotels have only a 23% of share of the market, they accounted for 72.9% of all revenue from the hotel industry (Korea Culture & Tourism Institute, 2010). Focusing on the further development of this segment is therefore important to the overall economic success of the South Korean hotel industry. The overall aim is to develop a suitable SHRM framework which is based on best fit quality enhancing HRM, which is also sensitive to Korean culture, Korean legislation and considers the role of trade unions in Korean deluxe hotels. To accomplish this, the study draws from a range of literature on quality enhancing business strategy, distinctive Korean culture, Korean legislation, and trade unions. This thesis argues that Korean deluxe hotels adopt best fit practices, which are related to their quality enhancing business strategy, but also Korean deluxe hotels respond to external drivers such as Korean legislation, strong trade unions, and Korean culture. The study follows a pragmatic approach, which uses mixed methods to explore an SHRM framework with the views of management, employees, and trade unions in a single study. This study gathered data from four sources: 11 HR managers by interview; 11 trade union representatives at hotels by interview; 2 trade union representatives at a company level by interview; questionnaire surveys with 14 HR managers; and a questionnaire survey with 502 employees. Hence differing sources are brought together to understand how different actors feel about their hotel's HR practices and whether areas of conflict exist between management and employees. This study contributes new findings to the research literature. It brings new perspectives in understanding how a combination of 'best fit' and 'best practice' operates simultaneously in Korean deluxe hotels. It shows how Confucianism also plays a predominant role in the understanding of Korean culture, more than suggested in Hofstede's original four dimensions of culture (Kim & Park, 2003). This study has also offered new contributions to the theoretical development of'aesthetic labour' (Warhurst & Nickson, 2007), which is extended to include the new concept of 'cosmetic employment'. The study also shows the significance of 'Chaebol' hotels, a very distinctive company structure in Korea. This study further contributes to our understanding of the role trade unions in Korea in influencing more paternalistic management practices, pay negotiations, and improving employees' welfare and welfare facilities. This study has developed a new SHRM model by embedding a combination of best fit and best practice, which shows that the specific drivers and type of HR practices relate to employee outcomes. It is argued that this can be more internationally applicable than other traditional SHRM models.
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Beckman, Ida-Maria, Emma Bäckström, Anton Emanuelsson, and Erik Sandblom. "När gruppen ökar värdet av FAMM : Så kan gruppdynamik öka prestationsförmågan i en organisation." Thesis, Örebro universitet, Restaurang- och hotellhögskolan, 2013. http://urn.kb.se/resolve?urn=urn:nbn:se:oru:diva-33308.
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En väl fungerande grupp kan vara oerhört attraktivt att se på men det verkligt intressanta är att förstå hur gruppen tar sig till det stadiet där de fungerar tillsammans som en enhet och presterar bra. För att tillämpa metoder att nå dit finns tillvägagångssätt som Strategic Human Resource Management (SHRM) och en allmän strävan efter att erhålla en perfekt gruppdynamik. Studien ämnade undersöka om samspelet mellan SHRM och gruppdynamik ökar produktiviteten i en organisation inom hotell- och restaurangbranschen. Studien grundades på fem vetenskapliga artiklar som granskades, analyserades och sammanfattades. Analysen av artiklarna redovisades i resultatdelen i uppsatsen. Där behandlades bland annat studier om SHRM och att sammanhållning visat sig ha en positiv effekt på grupprestation. Från resultatet fördes en diskussion om huruvida det var gynnsamt för en organisation inom hotell- och restaurangbranschen att dra nytta av lärandet om hur individer fungerar ihop för att organisationen bättre ska kunna applicera detta för att tillgodose gästens behov och önskemål. Därefter presenterades slutsatsen att samspelet mellan SHRM och gruppdynamik kan öka produktiviteten på ett hotell eller i en restaurang.B-uppsatser
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Dacke, Christoffer, and Robin Staberg. "Länken mellan personalnyckeltal och HR-strategier : Ett viktigt verktyg i arbetsprocessen." Thesis, Högskolan i Skövde, Institutionen för handel och företagande, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:his:diva-18631.
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HR och personalfrågor är två ämnen som växt sig starkare de senaste åren och diskuteras än idag hur organisationer kan få ut det bästa ur sina mänskliga resurser och även organisationen i enlighet med organisationens strategier. Centralt i arbetet kring personalnyckeltal och strategier finns HR som både aktör och rådgivare. Studien utgick från att det finns en länk mellan personalnyckeltal och HR-strategier som HR arbetar med, då tidigare studier och empirin hade bekräftat länken. Men förklaringen om vad som finns i länken och hur det fungerar är det som saknades i tidigare studier, vilket blev studiens syfte att fylla.För att studien skulle kunna behandla det empiriska material som samlats in så användes en teoretisk referensram innehållande nyckeltal, Strategisk Human Resource Management, kommunikation och organisatoriskt lärande. Vi valde ett kvalitativt tillvägagångssätt då studien ämnade förstå ett fenomen. De olika respondenterna som deltog jobbar med personalnyckeltal och HR-frågor i privat och offentlig sektor.Den insamlade empirin ställdes sedan mot den teoretiska referensramen i analysen för diskussion, som i sin tur ledde fram till ett slutresultat. Under analysen upptäcktes likheter mellan tidigare studier och empirin, där det fanns en länk mellan personalnyckeltal och HR-strategier. Dock sågs empirin som drivande i frågan om hur länken ser ut och hur den användes. Studiens slutsats grundades i det empiriska materialet, styrkt av den teoretiska referensramen som ger grund till de påståenden som togs upp i empirin. Vilket resulterade i skapandet av en modell för att förklara länkens innehåll och hur den används.HR and personnel management are two topics that have grown stronger in recent years and are still debating how organizations can get the most out of their human resources and also the organization in accordance with the organization's strategies. At the heart of the work with personnel key figures and strategies is HR as both an actor and a consultant. The study was based on the assumption that there is a link between personnel key figures and HR strategies that HR is working on, as previous studies and empirical evidence have confirmed the link. But the explanation of what is in the link and how it works is what is missing in previous studies, which the purpose of the study is meant to fill.In order for the study to process the empirical material collected, a theoretical frame of reference was used containing key figures, Strategic Human Resource Management, communication, and organizational learning. We chose a qualitative approach as the study aimed to understand a phenomenon. The various respondents who participated worked with staff key figures and HR issues in the private and public sectors on a daily basis. The collected empiricism was then compared to the theoretical frame of reference in the analysis for discussion, which in turn led to a final result. During the analysis similarities between previous studies and the empiricism was discovered, where there was a link between personnel key figures and HR strategies. However, empiricism was seen as driving the question of how the link presents itself and how it is used. The study's conclusion was based on the empirical material, supported by the theoretical frame of reference which provided the basis for the claims that were raised in the empirical data. Which resulted in the creation of a model to explain the content of the link and how it´s used.
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Johnston, Louise C. "The relevance of strategic human resource management (SHRM) for the growing small business." University of Western Australia. Graduate School of Management, 2008. http://theses.library.uwa.edu.au/adt-WU2008.0111.
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[Truncated abstract] The commercial developments of the late 20th and early 21st centuries have come to signify profound and far-reaching change in the way that goods and services are designed, produced, marketed and delivered to customers in the world's international and domestic markets. In order to respond to a more intensively competitive trading environment that demands ever-increasing levels of product quality, customer service, organisational efficiency and business performance, the management of business entities has undergone fundamental alteration in form and content. It is within this context that two traditionally disparate business disciplines have emerged to play an important role in the new economic commercial order, that of small business management and that of Strategic Human Resource Management (SHRM). Historically eclipsed by the large and powerful mass-producing corporations, the small business sector has been more recently viewed as playing an increasingly prominent part in the creation of national and regional prosperity within the developed countries. The unprecedented interest in smaller firms and the desire to see them fulfill their economic and social potential have resulted in legislative reform and widespread initiatives by governments and other institutions designed to support and protect the smaller operators in their commercial endeavours. Similarly, in the post-industrial knowledge economy people have risen in prominence over other organisational resources as a key source of competitive commercial advantage. The role of intellectual capital in securing business success has fuelled the development of management technology and methods designed to enhance the contribution of human resources to business performance. Heralded by many as the defining managerial approach for enterprises that wish to build sustainable competitive advantage in the markets of today and the future, SHRM has come to the fore as a means to re-evaluate the importance of human contribution to business outcomes and guide management practice in leveraging the latent potential of a company's human assets. ... In general, the management of business strategy was found to possess low levels of structure and formality, effectively merging into the collective activities associated with owning and operating a small business. Similarly, when compared with the key elements of a strategic human resource management framework constructed specifically for this study, the data indicated that the strategic management of people is prevalent in smaller firms but that this again represents only partial adoption of normative models as commonly promoted for the larger business management context. It was concluded that the theoretical principles and concepts of SHRM demonstrate relevance for small companies on account of the status of the contemporary external commercial environment in which they must compete as well as the range of managerial benefits associated with strategic methodology and practice. However, currently there exist no suitable models of practice with supporting guidelines that respond to the unique contextual and operational needs and experiences typical of smaller firm owner-managers.
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Taylor, Joyce. "An analysis of the adoption of the initiative Investors in People in Northern Ireland." Thesis, University of Ulster, 2001. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.365944.
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Haglund, Julia, and Cecilia Ljungberg. "Human Resource Management i småföretag : En kvalitativ studie om småföretags organisering, aktiviteter och utmaningar av det (strategiska) HRM-arbetet." Thesis, Linnéuniversitetet, Institutionen för organisation och entreprenörskap (OE), 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-105468.
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The purpose of this study was to make an inventory of how small businesses work with HRM. The study is based on a qualitative research strategy with a deductive research approach. Data collection was conducted through five interviews with managers or HRM practitioners in small businesses. The results of the study show that small businesses work with HRM even though most do not have a specific HRM-manager. How HRM work is organized and carried out is adapted to needs, operations and business strategy. We can distinguish common working methods for HRM in small companies, but we can also state that the working methods differ to some extent between the companies. Clear common denominators are that well-being, participation and family feeling permeate the companies' HRM strategies and how they work with different HRM methods. While some parts of HRM work are more strategic, large parts are of a more informal nature. Our results also show that small businesses can gain benefits by adopting more strategic approaches.Syfte: Syftet med studien är att inventera på vilka sätt småföretag arbetar med HRM. Metod: Studien utgår från en kvalitativ forskningsstrategi med en deduktiv forskningsansats. Datainsamlingen har erhållits via fem semistrukturerade intervjuer med HRM-ansvariga från småföretag. Teori: Studiens teoretiska referensram består av det resursbaserade synsättet, eftersom det är ett synsätt vilket ligger till grund för teorier om HRM. Det följs av en redogörelse för teorier om HRM och dess strategiska utveckling SHRM. För att presentera mer ingående vad tidigare forskning föreslår kring hur organisationer kan arbeta effektivt med HRM, presenteras AMO-modellen följt av identifierade ur HRM-litteraturen, viktiga HRM-metoder. Löpande redogörs för tidigare forskning i småföretag. Empiri och analys: Respondenter från fem intervjuade småföretag har fått berätta om företagens HRM-arbete. Frågor som ställts har utgått från den teoretiska referensramen och behandlat HRM-arbetets organisering, aktiviteter och utmaningar. Genom att analysera empirin har studiens resultat framkommit. Resultat: Studiens resultat visar att småföretag arbetar med HRM trots att de flesta saknar specifik HRM-ansvarig. Hur HRM-arbetet organiseras och utövas anpassas efter behov, verksamhet och affärsstrategi. Vi kan urskilja gemensamma arbetssätt för HRM i småföretag, men kan även konstatera att arbetssätten till viss del skiljer sig åt mellan företagen. Tydliga gemensamma nämnare är dock att trivsel, delaktighet och familjekänsla genomsyrar företagens HRM-strategier och hur de arbetar med olika HRM-metoder. Medan vissa delar av HRM-arbetet är mer strategiskt, är stora delar av mer informell karaktär. Resultatet visar att småföretag kan erhålla fördelar genom att anta mer strategiska tillvägagångssätt.
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Pantzar, Kristoffer, and Jimmie Podgorniak. "How to inspire Chinese employees to become more innovative? : a study of HRM practices in Swedish companies operating in China." Thesis, Högskolan Kristianstad, Sektionen för hälsa och samhälle, 2012. http://urn.kb.se/resolve?urn=urn:nbn:se:hkr:diva-9679.
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Since China opened up to the outside world in 1978, a tremendous economic development took place. China is today still a fast growing economy. With a huge population that makes up for an enormous market along with relatively low labor costs, China is very attractive for foreign companies. When foreign companies expand and establish in China, many aspects must be taken into consideration. Aspects like cultural differences must be considered by the foreign managers as well as how to manage the Chinese employees in human relations. Having innovative employees are beneficial to any company. However, the way to influence employees to be innovative can differ from one culture to another. There is little research done on Swedish companies operating in China and how they influence their Chinese employees to be innovative. The aim of this thesis is to provide some insight into this matter. The thesis takes a deductive approach, and the investigation is performed quantitatively by a survey. The survey is answered by the Chinese employees that are currently working in Swedish companies where they are to rank the presence of several Strategic Human Resource Management practices. Also, their perceptions on Chinese cultural aspects are investigated. The results from this thesis will point out the most successful practices in influencing the Chinese employees’ innovativeness, but also the cultural factors that can obstruct innovativeness. This research may be of value for Swedish companies, as well for Swedish managers hoping to establish themselves in China.
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Gavrilova, Aguilar Mariya. "Examination of the Alignment between the SHRM Competency Model and Undergraduate Syllabi of Human Resources and Management Degree Programs in Texas." Thesis, University of North Texas, 2016. https://digital.library.unt.edu/ark:/67531/metadc849740/.
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The purpose of this study was to provide a snapshot of current Human Resources (HR) and Management curricula of four-year public universities in Texas in 2016 and evaluate their alignment with the competencies of the SHRM Competency Model®. This study used a mixed methods approach and analyzed course syllabi for a purposeful sample of 21 public universities in Texas. The course objectives referenced explicitly and/or implicitly all nine competencies. Three courses encompassed all nine competencies, and 84% of all programs demonstrated alignment with the competencies. “Business Acumen”, “Critical Evaluation”, “Communication” and “Relationship Management” were the most frequently referenced competencies in course syllabi. “Consultation” appeared the least frequently. This comprehensive analysis revealed that there is alignment between course curricula of public universities in Texas and competency expectations of graduates wishing to pursue a career in Human Resources. Recommendations applied to four areas including scholarship, university administration, professional associations, and practitioners.
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Farah, Assaad. "The role of human, social and organizational capital in the interconnections between knowledge workers' perception in HR practices and, their organizational commitment and job satisfaction." Thesis, University of Bath, 2011. https://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.541248.
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Elm, Dana, and Rebecca Grindeland. "Strategic Human Resource Management : en kvalitativ studie om organisationens förmåga att behålla nyckelmedarbetare." Thesis, Högskolan Väst, Avd för företagsekonomi, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:hv:diva-11146.
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Under de senaste decennierna har HRs roll förändrats inom organisationerna. Från att vara enlägre administrativ funktion har HR ökat i betydelse och anses idag vara en strategisk resurs,vilket har lett till att begreppet SHRM myntats. Inom SHRM återfinns rekrytering, hanteringav humankapitalet och bevarande aktiviteter. Fokus bör ligga på bevarandet av nyckelmedarbetaresom är viktiga för organisationens konkurrenskraft på arbetsmarknaden när det idag tillstor del är arbetstagarens marknad. Syftet med vår studie är att undersöka hur organisationeranvänder HR-funktionen för att locka nyckelmedarbetare att stanna kvar, med fokus på framgångsfaktorer för ett lyckat strategiskt HR-arbete, samt dess påverkan på det psykologiska kontraktet. Vi har använt oss utav kvalitativa intervjuer med tre informanter som ingår i en organisations ledningsgrupp. Materialet har sammanställts och analyserats genom en tolkande ansats där vi med stöd av tidigare forskning identifierat relevanta begrepp som undersökts empiriskt. De slutsatser som vi kan dra om SHRM som arbetssätt är att det krävs kunskap och insikt hos ledningen om vad för potential HR-funktionen har att bidra med till organisationen för att kunna implementera SHRM som arbetssätt. Angående bevarande åtgärder för att behålla nyckelmedarbetare bör organisationer först och främst tillkännage att nyckelmedarbetare finns för att de ska kunna motiveras till att vilja arbeta med bevarande aktiviteter för att behålla dessa. Vi kan även dra slutsatsen att det psykologiska kontraktet bortprioriteras när personalomsättning har blivit en naturlig del av organisationens vardag.Great changes have occurred in HR over the last few decades. From being a lower, administrativefunction, HR has developed to a strategic resource in, operating in the higher levels of the organization, which has lead to the development of SHRM. Within the field of SHRM we can find recruitment, management of human capital and activities to decrease turnover. Attention should be paid to retain key employees whom are of great importance for creating a competitive advantage for the organization on the labor market. The purpose of this study is to investigate how organizations use the HR-function to increase retention among key employees; focusing on success factors for a strategic HR-work and its effect on the psychological contract. We've used qualitative interviews containing three informants that represent an organizations operational management team. The material has been assembled and analyzed through an interpreting approach where we, supported by theories and previous research, have identified relevant terms that have been investigated empirically. A conclusion regarding SHRM, as a practice, is that it demands a high level of knowledge and insight within the operational management team regarding the diversity of HR and how it can contribute to the organization in order to be implemented within the organization. Regarding activities to decrease turnover to keep key employees, organizations primarily need to signify the existence of key employees to even consider wanting to work with these kinds of activities. Furthermore, we have identified the lack of priority that the psychological contract gets if turnover has become a natural part of the everyday life within the organization.
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Gunnarsson, Eric, Josefine Gustafsson, Ilda Mujkic, and Wilhelm Purbe. "Ett nytt perspektiv på Strategic Human Resource Management : En komparativ studie om tillverknings- och tjänstebranschen." Thesis, Mälardalens högskola, Akademin för ekonomi, samhälle och teknik, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-32359.
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Vickström, Henric. "När krisen kommer : En kvalitativ forskningsstudie om en kommuns HR-enhets krishantering av Covid-19." Thesis, Umeå universitet, Pedagogiska institutionen, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-174823.
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Spridning av Covid-19 viruset har lett till en pandemi i världen där olika organisationer behöver göra anpassningar för att hantera krisen. Syftet med den här studien är att ta reda på hur en HR-enhet arbetar under en kris inom en kommun. Studien utgår från följande frågeställningar "Vilka arbetsuppgifter har HR-enheten under pågående kris?", "Vad ser HR-enheten för möjligheter för att motverka krisen och vilka svårigheter föreligger?", "Vilka utvecklingsmöjligheter finns det med HR-enhetens roll inom krishantering?". Studiens urval är sex HR-partners och en HR-chef ur en HR-enhet inom en kommun. Datainsamlingen skedde genom intervjuer. Datamaterialet bearbetades och analyserades genom färgkodning och kategorisering. Resultatet visar att HR-enheten prioriterar operativt arbete under krisen och det strategiska arbetet stannade upp. De svårigheter som föreligger är att det inte finns effektiva informationskanaler för att ha en bra dialog med chefer och att det saknas tillräckliga förkunskaper kring kris- och krishantering inom HR-enheten. Utöver detta visar resultaten på avsaknad av tydlig struktur och systematik inom krishanteringsenheterna. De möjligheter som har öppnats är att HR-enheten har testat nya sätt att kommunicera för att hålla HR-enheten igång, främst har det skett genom en digital plattform via Microsoft Teams. De utvecklingsområden som respondenterna föreslagit är att utveckla informationen både inom den egna enheten och till chefer och anställda inom olika förvaltningar, bland annat FAQ. Respondenterna lyfter även vikten av tydlig struktur och systematik för att underlätta informationsdelning och APT. Utöver detta lyfter respondenterna förslag kring erfarenhetsutbyte för att öka kunskapen kring kris och krishantering. HR-enheten har endast arbetat operativt under krisen vilket inte stämmer överens med tidigare forskning. Med krisen finns ingen garanti för att HR-enhetens arbete effektiviseras men att det finns utvecklingspotential inom olika områden. Enligt forskningen kommer det att krävas en liknande kris för att se över ifall det har skett en utveckling inom HR-enhetens arbete.
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Al, Wahshi Adnan S. "Human resource planning practices in the Omani Public Sector: An exploratory study in the Ministry of Education in the Sultanate of Oman." Thesis, Edith Cowan University, Research Online, Perth, Western Australia, 2016. https://ro.ecu.edu.au/theses/1915.
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Human resource planning (HRP) is the management process that helps organisations prepare for the number of employees and the types of skills needed to achieve organisational goals and objectives. In short, the aim of HRP is to have the right people in the right place at the right time. However, unlike the private sector, HRP practices are not widespread in the public sector. Literature on the ways in which HRP is conducted in public sector organisations has been limited to date. While the process of moving from traditional models of public management to New Public Management (NPM), and the Resource-Based View (RBV) approach implies the need for emphasising the central role of the Human Resource Management (HRM) function, the question of how public-sector organisations implement HRP remains largely unanswered in the existing management literature.
The focus of this study was to explore the current practices of HRP in the Ministry of Education (MoE) in Oman, an unexplored context, in order to gain an understanding of good practice, and recommend further improvements. An interpretive case study methodology was adopted for this study which enabled the researcher to gain access to the tacit knowledge held by experienced practitioners who are involved in HRP processes in the MoE.
The analysis of data collected through interviews with key informants revealed that despite the implementation of some strategies, the MoE did not formulate or implement a comprehensive HRP approach. The focus for the MoE remains on operational and annual requirements with only few attempts made to incorporate HRP into strategic planning efforts or to involve HRP professionals in strategic planning processes. Strategic and operational HRP practices in the MoE have lagged the good practices highlighted in the literature. The results from this study also indicate that HRP professionals lack the ability, knowledge, and skills necessary to develop and implement effective HRP practices. The study found that HRP in the MoE is influenced by both external and internal factors. The external factors were government policies, the legal context, the labour market and the economy, while the internal factors included organisational structure and culture.
Through cross-comparison and alignment of MoE practices with those best practices identified in the literature, the key characteristics of good HRP practices in Oman’s MoE were identified. This study begins to address this issue by attempting to use RBV and NPM theories to explain how HRP practices are currently recognised and used in publicsector organisations. The implications of the study suggest that having HRP in place is conducive to improving the competitiveness of the organisation. Moreover, under the principles of NPM, the study has been able to show how people at both strategic and operational levels of public organisations adopt, develop and manage the new concept of strategic HRP to continually improve organisational performance. This calls for researchers and those interested in the theory to give particular attention to the development of the skills and competencies of HRP professionals, including the skills needed to explore the ways that HRP is used to achieve competitive advantage. Further, in order to facilitate the effective adoption and application of NPM reforms, efforts should be made to prepare public-sector organisations well in terms of their culture, policies, rules and regulations.
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Kawashima, Yu. "Association of Vascular Versus Avascular Subretinal Hyperreflective Material With Aflibercept Response in Age-related Macular Degeneration." Kyoto University, 2020. http://hdl.handle.net/2433/253159.
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Tovar, Jesse. "A factor-based examination of United States Navy human resource officers work activities by commercial activity assignment codes to Society for Human Resource Management (SHRM) body of knowledge standards." Thesis, Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 2006. http://library.nps.navy.mil/uhtbin/hyperion/06Sep%5FTovar.pdf.
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Thesis (M.B.A.)--Naval Postgraduate School, September 2006.Thesis Advisor(s): L. Andrew Jones, Suzanne Bosque. "September 2006." Includes bibliographical references (p. 81-82). Also available in print.
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Murphy, Kevin S. "An Exploratory Study of Strategic Human Resource Management High Performance Work Practices for Unit Level Managers, in the Casual Segment of the Us Restaurant." Diss., Virginia Tech, 2006. http://hdl.handle.net/10919/28317.
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The previous chapters described in detail the literature, theory and research on Co-alignment, RBV and SHRM that was the basis for the development of a construct for the conceptualization of HPWP in the casual theme restaurant sector of the US hospitality industry for management. Firms able to implement such HPWP systems possessing universality, i.e. complementary internal fit, have been shown to increase the intangible value of their human capital (employees) and create greater economic value (Delery, 1998). This study used the co-alignment principle in conjunction with concepts in SHRM and RBV to develop a theory for a HPWP system for casual theme restaurants in the US, which is named a High Performance People System (HPPS).
The co-alignment model for hospitality organizations which is the foundation of the theoretical model for this research (Olsen, West, and Tse;1998) describes the relationship between four key constructs, i.e. the environment, strategy choice, firm structure, and firm performance. Briefly, the four constructs in the model must be in alignment with each other in order for the firm to produce the greatest value for its stakeholders. Co-alignment theory purports that, "if the firm is able to identify the opportunities that exist in the forces driving change, invest in competitive methods that take advantage of these opportunities, and allocate resources to those that create the greatest value, the financial results desired by owners and investors have a much better chance of being achieved" (Olsen et al. 1998, p.2).
SHRM researchers have been advocates of the theory that supports the causal relationship between HRM practices, sustainable competitive advantage (SCA) and firm performance. Several strategic human resource management researchers such as, Cappelli & Singh (1992),Wright & McMahan (1992), Pfeffer (1994), Lado & Wison (1995), Huselid (1995), Jackson & Schuler (1995),Becker & Gerhart (1996), Delany & Huselid (1996), Boxall (1998), Pfeffer (1998), Schuler & Jackson (2000), Ulrich & Beatty (2001), Lepak & Snell (2002), Hartog (2004) and others have directly or indirectly made attempts to theorize the effects of single or multiple human resource management variables on firm performance. These efforts have led to the incremental development of the strategic human resource management literature that stresses the relationships between the HRM practices, SCA and firm performance. There is an emergent body of evidence demonstrating that "the methods used by an organization to manage its human resources can have a substantial impact on many organizationally relevant outcomes" (Delery, 1998, p. 1). Convoluting the research on HPWP is incongruity among researchers on the micro HRM practices which are included in the SHRM system; there is little concurrence among scholars with respect to specifically which human resource practices should be incorporated (Becker & Gerhart, 1996; Rogers & Wright, 1998; Chadwick & Cappelli, 1999).
RBV is one of the ten schools of thought in the field of management theory (Mintzberg, 2000) and is predicated on the concept that in order to create a sustainable competitive advantage and produce value for the firm, individual policies or practices produce the greatest results when they operate in a complex system that is not easily imitated (Barney, 1995). Resources are the "physical things a firm buys, leases or produces for its own use or the people hired on terms that make them effectively part of the firm" (Penrose, 1959: 67). Wernerfelt (1984) defines a firm's resources as "tangible or intangible assets which are tied semi-permanently to the firm" (p. 172). Barney (1991) further suggested that resources which can be used to create a SCA must have value, rareness, inimitability and substitutability
The research focused on the discovery of the components of a HPWP system construct in the US casual theme restaurant segment for operating managers and the performance metrics used to judge their effectiveness. An exploratory study, in part using the Delphi method, serves as the overall research approach. A cross section of restaurant industry experts including company executives, consultants, academics and investors/owners contributed to the study. The outcome is a list of HRM work practices that are common to the casual theme restaurant industry and performance metrics.
Based on prior empirical work the study started with 14 HRM work practice dimensions (See Table 3.1) and 3 performance measurements of productivity, turnover and financial performance (Huselid, 1995; Huselid & Becker, 1995; Delery & Doty, 1996; Becker & Huselid, 1996; Huselid & Becker, 1997; Hartog, 2004). These dimensions and performance metrics were presented to the panel of expert's making up the pilot study group as a starting point in the development of the HPWP system construct for the casual themed restaurant industry.
After compiling the results of the pilot study and pretesting the survey instrument, the first Delphi survey (see Appendix 3) and a subsequent reminder were sent out electronically to the preselected Delphi participants for the study. A consensus on the research questions was not reached from the first-round survey according to the protocol Therefore, the second round was administered which provide opportunity for participants to change their position to help the group reach a consensus. Since consensus was reached according to the protocol (see tables 4.9, 4.12 & 4.13), the Delphi was concluded at this point.
In summary, figure 1.1 put forth a conceptual model to clarify the relationships between the above mentioned schools of thought and firm performance. Figure 1.2 presented a working theoretical model which expounds on the relationships between the key concepts in the conceptual model and firm performance. Finally, figure 5.1 displays the results and the relationships of the study which methodically confirms the components of a HPPS for unit level managers, and identifies appropriate evaluation criteria for determining the performance of HPPS in the US casual restaurant market.Ph. D.
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Gillespie, John. "Policing performance management systems: Identifying key design elements within a `new' public management context." Thesis, Edith Cowan University, Research Online, Perth, Western Australia, 2006. https://ro.ecu.edu.au/theses/32.
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The new public management (NPM) philosophy and move towards a governance approach places emphasis on the accountability of individuals, supervisors and managers relative to practice, processes and designated outcome - conformance and performance. A dichotomy is highlighted working within the NPM environment where managers need to practice creative and innovative freedoms, and at the same time to exercise constraint and compliance within a regulated and permission seeking framework. This situation can create inertia in respect to performance reforms within the public service. Police Services in Australia, and in particular the Western Australia Police (WAPOL) have made some inroads into providing a foundation for a performance management (PM) approach. However, despite two decades performance management system (PMS) design, relevancy and application within the WA environment is not attuned to the internal and external requirements. This misalignment has led to limited understanding and successful application amongst policing frontline manager.
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Vail, Andrea. "Panoramic Sham." VCU Scholars Compass, 2014. http://scholarscompass.vcu.edu/etd/3390.
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Panoramic Sham is sunset and sunrise, a walk through a field of wildflowers or a day in the forest. It is that moment when a light breeze tousles your hair and chirping birds reaffirm vitality. Panoramic Sham is also a heap of outdated home goods that once transformed our living rooms into artificial habitats. I reimagine decommissioned domestic goods as a way to confront trends of mass-production, habits of consumption and to explore systems of artifice, authenticity, and the consumer haze perpetuated by contemporary American society. Comprised of synthetic materials and manufactured to impersonate nature, these 20th century cast-offs provide an abundant cycle of cultural and generational refuse.
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Parks, Tomas A. Jr. "A Theoretical and Empirical Study of Global Talent Management: Three Operationalizations of GTM and their Impact on Firm Performance." Cleveland State University / OhioLINK, 2017. http://rave.ohiolink.edu/etdc/view?acc_num=csu1497030365830023.
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Ross, Peter, and n/a. "Organisational and Workforce Restructuring in a Deregulated Environment: A Comparative Study of The Telecom Corporation of New Zealand (TCNZ) and Telstra." Griffith University. Graduate School of Management, 2003. http://www4.gu.edu.au:8080/adt-root/public/adt-QGU20030930.155125.
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In the late 1980s, governments in New Zealand and Australia began to deregulate their telecommunications markets. This process included the corporatisation and privatisation of former state owned telecommunications monopolies and the introduction of competition. The Telecom Corporation of New Zealand (TCNZ) was corporatised in 1987 and privatised in 1990. Its Australian counterpart, Telstra, was corporatised in 1989 and partially privatised in 1997. This thesis examines and compares TCNZ and Telstra's changing organisational and workforce restructuring strategies, as they responded to these changes. It further examines how these strategies influenced the firms' employment relations (ER) policies. Strategic human resource management (SHRM) and transaction costs economics (TCE) theories assist in this analyse. TCE links organisational restructuring to the make/buy decisions of firms and the asset-specificity of their employees. It suggests that firms will retain workers that have developed a high degree of firm-specific skills, and outsource more generic and semi-skilled work. Firm strategies are also influenced by national, contextual, factors. From a TCE perspective, these external factors alter relative transaction costs. Hence, different ownership structures, ER legislation and union power help to explain differences in TCNZ and Telstra's organisational restructuring and ER strategies. During the decade from 1990 to 2000, TCNZ and Telstra cut labour costs through large-scale downsizing programs. Job cuts were supported by outsourcing, work intensification and the introduction of new technologies. These initial downsizing programs were carried out through voluntary redundancies, across most sections of the firms. In many instances workers simply self-selected themselves for redundancies. TCNZ and Telstra's downsizing strategies then became more strategic, as they targeted generic and semi-skilled work for outsourcing. These strategies accorded with a TCE analysis. But TCNZ and Telstra engaged in other practices that did not accord with a TCE analysis. For example, both firms outsourced higher skilled technical work. TCNZ and Telstra's continued market domination and the emphasis that modern markets place on short term profits, provided possible reasons for these latter strategies. This thesis suggests, therefore, that while TCE may help to predict broad trends in 'rational organisations', it may be less effective in predicting the behaviour of more politically and ideologically driven organisations aiming for short term profit maximisation. Some TCNZ and Telstra workers were shifted to subsidiaries and strategic alliances, which now assumed responsibility for work that had previously been performed in-house. Many of these external firms re-employed these workers under more 'flexible' employment conditions. TCNZ and Telstra shifted to more unitarist ER strategies with their core workers and reduced union influence in the workplace. Unions at Telstra were relatively more successful in retaining members than their counterparts at TCNZ. By 2002, TCNZ and Telstra had changed from stand-alone public sector organisations, into 'leaner' commercially driven firms, linked to subsidiaries, subcontractors and strategic alliances.
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Ross, Peter. "Organisational and Workforce Restructuring in a Deregulated Environment: A Comparative Study of The Telecom Corporation of New Zealand (TCNZ) and Telstra." Thesis, Griffith University, 2003. http://hdl.handle.net/10072/367438.
Full textAbstract:
In the late 1980s, governments in New Zealand and Australia began to deregulate their telecommunications markets. This process included the corporatisation and privatisation of former state owned telecommunications monopolies and the introduction of competition. The Telecom Corporation of New Zealand (TCNZ) was corporatised in 1987 and privatised in 1990. Its Australian counterpart, Telstra, was corporatised in 1989 and partially privatised in 1997. This thesis examines and compares TCNZ and Telstra's changing organisational and workforce restructuring strategies, as they responded to these changes. It further examines how these strategies influenced the firms' employment relations (ER) policies. Strategic human resource management (SHRM) and transaction costs economics (TCE) theories assist in this analyse. TCE links organisational restructuring to the make/buy decisions of firms and the asset-specificity of their employees. It suggests that firms will retain workers that have developed a high degree of firm-specific skills, and outsource more generic and semi-skilled work. Firm strategies are also influenced by national, contextual, factors. From a TCE perspective, these external factors alter relative transaction costs. Hence, different ownership structures, ER legislation and union power help to explain differences in TCNZ and Telstra's organisational restructuring and ER strategies. During the decade from 1990 to 2000, TCNZ and Telstra cut labour costs through large-scale downsizing programs. Job cuts were supported by outsourcing, work intensification and the introduction of new technologies. These initial downsizing programs were carried out through voluntary redundancies, across most sections of the firms. In many instances workers simply self-selected themselves for redundancies. TCNZ and Telstra's downsizing strategies then became more strategic, as they targeted generic and semi-skilled work for outsourcing. These strategies accorded with a TCE analysis. But TCNZ and Telstra engaged in other practices that did not accord with a TCE analysis. For example, both firms outsourced higher skilled technical work. TCNZ and Telstra's continued market domination and the emphasis that modern markets place on short term profits, provided possible reasons for these latter strategies. This thesis suggests, therefore, that while TCE may help to predict broad trends in 'rational organisations', it may be less effective in predicting the behaviour of more politically and ideologically driven organisations aiming for short term profit maximisation. Some TCNZ and Telstra workers were shifted to subsidiaries and strategic alliances, which now assumed responsibility for work that had previously been performed in-house. Many of these external firms re-employed these workers under more 'flexible' employment conditions. TCNZ and Telstra shifted to more unitarist ER strategies with their core workers and reduced union influence in the workplace. Unions at Telstra were relatively more successful in retaining members than their counterparts at TCNZ. By 2002, TCNZ and Telstra had changed from stand-alone public sector organisations, into 'leaner' commercially driven firms, linked to subsidiaries, subcontractors and strategic alliances.Thesis (PhD Doctorate)
Doctor of Philosophy (PhD)
Graduate School of Management
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Yan, Ching-hung, and 殷正雄. "Sham Shui Po Civic Complex." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1997. http://hub.hku.hk/bib/B31984290.
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Yan, Ching-hung. "Sham Shui Po Civic Complex." Hong Kong : University of Hong Kong, 1997. http://sunzi.lib.hku.hk/hkuto/record.jsp?B25956085.
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Lo, Kwok-wai David, and 盧國威. "Community complex in Sham Shui Po." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2001. http://hub.hku.hk/bib/B31985944.
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Teale, Andrew M. "Exchange representations in Kohn-Sham theory." Thesis, Durham University, 2006. http://etheses.dur.ac.uk/2653/.
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Kohn-Sham density functional theory (DFT) is the most widely used method in quantum chemistry. It has the potential to provide accurate results at low computational cost. The quality of a DFT calculation is determined by the exchange-correlation energy functional. Hybrid functionals, which contain a fraction of exact orbital exchange, are extensively used due to their accuracy in a variety of applications. However, as commonly implemented, these functionals are outside the Kohn-Sham scheme, since the exchange operator is not a local multiplicative potential. In order to handle orbital dependent functionals correctly, schemes which determine a local multiplicative potential must be employed. The implementation and application of several such methods is the focus of this thesis. In Chapter 1 we outline the Hartree-Fock scheme, which defines the exchange energy, and overview wavefunction based procedures that recover correlation energy. Alternative theories based on the electron density are then considered and the foundations of modern DFT are reviewed. The formalism of the optimized effective potential (OEP) method is introduced, which is the rigorous way to handle orbital dependent functionals. A number of approximations to the exchange only OEP method are outlined in Chapter 2 and their implementation is described. The methods are applied to the calculation of NMR shielding constants, highlighting differences between the approximations; their use in the construction of multiplicative hybrid functionals is also considered. In Chapter 3 these approximations are further investigated in the calculation of excited states and structural perturbations. In Chapter 4, the theory and implementation of a direct optimization procedure to determine OEPs is outlined, along with an implementation of the constrained search procedure, which allows the determination of the Kohn-Sham exchange-correlation potential from any input density. Chapter 5 compares the performance of the approximate exchange potentials with those of OEP, highlighting the presence of correlated character in some of the approximate methods. The OEP implementation is extended to include hybrid exchange-correlation functionals in Chapter 6. The performance of these methods for the calculation of NMR shielding constants, rotational g tensors and transition metal NMR chemical shifts is investigated. In all cases, substantial improvements over conventional results are obtained. In Chapter 7 DFT is used to investigate an interaction of relevance in organic chemistry. Concluding remarks are given in Chapter 8.
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Lo, Kwok-wai David. "Community complex in Sham Shui Po." Hong Kong : University of Hong Kong, 2001. http://sunzi.lib.hku.hk/hkuto/record.jsp?B25946286.
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Chang, Young-Shim. "Reading Handel a textual and musical language of Acis and Galatea (1708, 1718) /." connect to online resource. Access restricted to the University of North Texas campus, 2005. http://www.unt.edu/all/Aug2005/chang%5Fyoung-shim/index.htm.
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Lavachery, Philippe. "De la pierre au métal: archéologie des dépôts holocènes de l'abri de Shum Laka (Cameroun)." Doctoral thesis, Universite Libre de Bruxelles, 1997. http://hdl.handle.net/2013/ULB-DIPOT:oai:dipot.ulb.ac.be:2013/212115.
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Bickhart, Ryan W. "Transparent TCP-to-SCTP translation shim layer." Access to citation, abstract and download form provided by ProQuest Information and Learning Company; downloadable PDF file 0.44 Mb, 82 p, 2005. http://wwwlib.umi.com/dissertations/fullcit/1428177.
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Shim, Ji Won [Verfasser], and Kurt [Akademischer Betreuer] Bayertz. ""Enhancement" / Ji Won Shim. Betreuer: Kurt Bayertz." Münster : Universitäts- und Landesbibliothek der Westfälischen Wilhelms-Universität, 2012. http://d-nb.info/1029743614/34.
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Harris, Corey G. (Corey Gabriel). "Design of a shim for a nanopositioner." Thesis, Massachusetts Institute of Technology, 2010. http://hdl.handle.net/1721.1/59928.
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Thesis (S.B.)--Massachusetts Institute of Technology, Dept. of Mechanical Engineering, 2010.Cataloged from PDF version of thesis.
Includes bibliographical references (p. 37).
The purpose of this thesis is to assist in the development of a low cost nanopositioner by designing a specific component - a shim that is located in the scan tip assembly of the nanopositioner. Nanopositioners must maximize precision to successfully produce features of fewer than 100 nm. The kinematic coupling used to place the tool tip is capable of producing a high level of precision across tool changes, assuming the groove mount is held in place. It is therefore very important to secure the groove mount to prevent dislocation and enhance the viability of nano-scale device fabrication. The shim developed within this thesis serves to secure the groove mount of the kinematic coupling, which was previously held in place solely with magnetic attraction. The shim secures the groove mount by applying a force to the side of the groove mount in addition to increasing the magnetic attraction between the groove mount and universal mount of the nanopositioner. It was first modeled with solid and magnetic modeling software before being manufactured and tested. With the addition of the shim, the vertical force required to displace the groove mount increased by a factor of 9.4, from 0.14 N to 1.29 N. Similarly the lateral force increased by a factor of 27.9, from 0.09 N to 2.45 N. As a result, the nanopositioner is significantly better suited to perform its function. The nanopositioner will be used to produce nano-scale devices including carbon nanotubes, molecular actuators, and transistors, with applications across several disciplines. Future work includes developing a tool to bend the shim tabs and simplify the manufacturing process.
by Corey G. Harris.
S.B.
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Monavari, Benyamin. "SHM-based structural deterioration assessment." Thesis, Queensland University of Technology, 2019. https://eprints.qut.edu.au/132660/1/Benyamin%20Monavari%20Thesis.pdf.
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This research has successfully developed an effective methodology to detect and locate deterioration as well as estimate its severity in the presence of environmental and operational (E&O) variations and high level of measurement noise. It developed a novel data normalization procedure to diminish the E&O variations and high level of noise content; and developed thirteen time-series based deterioration indicators to detect deterioration. The proposed methods were verified utilising measured data from different numerically simulated case studies and laboratory tests, and their efficiency is demonstrated using data acquired from a real-world instrumented building.
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Rohra, Stefan Bruno. "Exact exchange Kohn-Sham spin current density functional theory." [S.l.] : [s.n.], 2006. http://deposit.ddb.de/cgi-bin/dokserv?idn=98054078X.
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Ho, Chun-sing. "Redevelopment of the Golden Centre at Sham Shui Po." Click to view the E-thesis via HKUTO, 1997. http://sunzi.lib.hku.hk/hkuto/record/B31983303.
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Thesis (M.Arch.)--University of Hong Kong, 1997.Includes special report study entitled : Spatail [sic] quality for social interaction. Includes bibliographical references. Also available in print.
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Goudie, Kenneth Alexander. "The reinvention of jihād in twelfth-century al-Shām." Thesis, University of St Andrews, 2016. http://hdl.handle.net/10023/12019.
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This thesis examines the reinvention of jihād ideology in twelfth‑century al‑Shām. In modern scholarship there is a tendency to speak of a revival of jihād in the twelfth century, but discussion of this revival has been dominated by study of the practice of jihād rather than of the ideology of jihād. This thesis addresses this imbalance by studying two twelfth‑century Damascene works: the Kitāb al‑jihād (Book of Jihād) of ʿAlī b. Ṭāhir al‑Sulamī (d. 500/1106), and the al‑Arbaʿūn ḥadīthan fī al‑ḥathth ʿala al‑jihād (Forty Hadiths for Inciting Jihād) of Abū al‑Qāsim Ibn ʿAsākir (d. 571/1176). Through discussion of these texts, this thesis sheds light on twelfth‑century perceptions of jihād by asking what their authors meant when they referred to jihād, and how their perceptions of jihād related to the broader Islamic discourse on jihād. A holistic approach is taken to these works; they are discussed not only in the context of the 'master narrative' of jihād, wherein juristic sources have been privileged over other non‑legal genres and corpora, but also in the context of the Sufi discourse of jihād al‑nafs, and the earliest traditions on jihād which thrived from the eighth century onwards on the Muslim‑Byzantine frontier. This thesis argues that both al‑Sulamī and Ibn ʿAsākir integrated elements from these different traditions of jihād in order to create models of jihād suited to their own political contexts, and that it is only in the context of a more nuanced appreciation of jihād ideology that their attempts can be properly understood. At the same time, this thesis argues against the model of the 'counter‑crusade', which holds that the revival of jihād began in earnest only in the middle of the twelfth century, by stressing that there was no delay between the arrival of the Franks and attempts to modify jihād ideology.
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Ho, Chun-sing, and 何振城. "Redevelopment of the Golden Centre at Sham Shui Po." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1997. http://hub.hku.hk/bib/B31983303.
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Taef, Kamal El-Azhari. "The Saljuqs of Al-Sham 463-549/1070-1154." Thesis, University of Manchester, 1995. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.690123.
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Anjos, Pâmela Andressa Ramborger dos. "Fêmeas das linhagens SHR e SLA16." reponame:Repositório Institucional da UFSC, 2017. https://repositorio.ufsc.br/xmlui/handle/123456789/176920.
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Dissertação (mestrado) - Universidade Federal de Santa Catarina, Centro de Ciências Biológicas, Programa de Pós-Graduação em Farmacologia, Florianópolis, 2017.Made available in DSpace on 2017-07-04T04:04:43Z (GMT). No. of bitstreams: 1 346861.pdf: 1800667 bytes, checksum: e51ffc18633b25e10627ef324b01b02a (MD5) Previous issue date: 2017
Cerca de 2 bilhões de pessoas consomem algum tipo de bebida alcoólica e dentre esses 2 bilhões, as mulheres veem se destacando quanto ao seu padrão de consumo, tanto no volume como na frequência. Apesar das fortes evidências de diferenças sexuais no consumo de etanol, atualmente os modelos mais utilizados nos estudos pré-clínicos são do sexo masculino. Por isso, no presente estudo, nós propusemos um novo modelo genético para o estudo das bases biológicas do consumo de etanol, em fêmeas. Para isso, a) fêmeas das linhagens SHR e SLA16 foram submetidas a uma análise quanto à sensibilidade comportamental ao etanol, quando administradas via intraperitoneal, no teste triplo e perda do reflexo postural; b) avaliamos o consumo espontâneo de etanol e aferimos a pressão arterial das duas linhagens e c) verificamos se o consumo de etanol das fêmeas SHR e SLA16 seria modificado por um tratamento com anti-hipertensivo (losartana potássica). Os nossos resultados mostraram que: a) fêmeas SLA16 apresentaram uma maior sensibilidade em resposta ao etanol nos índices experimentais de sensibilidade comportamental em comparação às SHR no teste triplo, apesar da ausência de diferença entre linhagens na perda do reflexo postural; b) as fêmeas SHR consomem mais etanol e apresentam pressão arterial mais elevada, que as fêmeas SLA16. Por fim, c) somente o consumo de etanol das fêmeas SHR reduziu perante o tratamento com anti-hipertensivo. Assim, concluímos que as ratas SHR são menos sensíveis aos efeitos locomotores do etanol quando comparadas as ratas SLA16. Além disso, as ratas SHR consomem um volume elevado de etanol e ao serem tratadas com losartana potássica o consumo é reduzido, indicando um possível papel do sistema renina angiotensina na modulação do consumo espontâneo de etanol. Levando-se em consideração esses aspectos, podemos apontar que as fêmeas da linhagem SHR são um ótimo modelo genético para estudos futuros das bases biológicas do consumo de etanol.
Abstract : Around 2 billion people consume some type of ethanol beverages and among these women have been standing out regarding their consumption pattern, both in volume and frequency. Although there is strong evidence of biological differences in ethanol consumption between male and female, the current pre-clinical animal models are mainly male. Thus, in the present study, we propose a new genetic model for the study of the biological basis of ethanol consumption in female rats. For that purpose, the following experiments were realized in female rats of SHR and SLA16 strains: a) behavioral sensibility to a systemic (intraperitoneal) injection of ethanol in the triple test and on the loss of postural reflex; b) spontaneous ethanol consumption and blood pressure measure; c) assessment of the modulation of spontaneous ethanol consumption by the treatment with an anti-hypertensive drug (losartan potassium). Our results show that a) SLA16 strain presented higher sensibility than the SHR strain in the triple test, but no differences were seen in the loss of postural reflex; b) SHR rats drank more ethanol and have shown an elevated blood pressure when compare to SLA16 rats; and finally, c) the ethanol consumption of SHR rats was modified by the treatment with an anti-hypertensive drug. Therefore, we concluded that female rats from the SHR strain are less sensitive to the behavioral effects of ethanol than the SLA16 strain. Moreover, they also consume an elevated amount of ethanol and this pattern is reduced by the treatment with losartan potassium, indicating a role of the renin angiotensin system in the modulation of the spontaneous ethanol consumption. Considering these data, we suggested that female SHR rats are an excellent genetic model for future studies regarding the biological basis of ethanol consumption.
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Lele, Digambar. "La reussite de sri aurobindo dans sa tentative pour une humanite spiritualiste. Etude." Grenoble 3, 1991. http://www.theses.fr/1991GRE3A001.
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Kaufmann, Mirja, and Patrik Jakobsson. "Hållbar turism i charterparadiset : en studie av Sharm el Sheikh." Thesis, Södertörns högskola, Institutionen för ekonomi och företagande, 2012. http://urn.kb.se/resolve?urn=urn:nbn:se:sh:diva-16899.
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Denna studie syftar till, ur ett hållbarhetsperspektiv, att ge en djupare förståelse för hur turismen har påverkat destinationen Sharm el Sheikh i Egypten. Studiens resultat visar att destinationen Sharm el Sheikh har påverkats i stor omfattning av turismen, inom den socio- kulturella sektorn, den ekonomiska sektorn och miljösektorn, samtliga av de tre områden som enligt FN är definitionen av hållbar turism. Inom den socio- kulturella sektorn finns det flera problem; den bakomliggande orsaken till många av dessa problem är att ursprungsbefolkningen känner sig förbisedda och inte har getts möjlighet till att påverka utvecklingen av destinationen i en önskvärd omfattning. Den positiva påverkan turismen har haft på den socio- kulturella sektorn är en ökad förståelse för den lokala kulturen. Den största negativa effekten på den ekonomiska sektorn, av turismen på Sharm el Sheikh, har visat sig vara att 97 procent av intäkterna försvinner ut ur destinationen genom ett så kallat läckage. Detta beror främst på att det är utländska ägare av hotellen och all-inclusive anläggningarna. Den egyptiska staten har försökt att minska detta läckage genom att införa en lag som säger att en egyptier måste äga minst 49 procent av företaget, detta tycks dock inte ha gett önskat effekt utan istället har vissa egyptier agerat som målvakter mot en fast ersättning istället för ägandeskap i företagen. De miljömässiga problemen som turismen orsakat i Sharm el Sheikh är också flera. Slitaget på den marina miljön, vilket för många turister är en stor reseanledning till destinationen, är en ut av de största. Det har visat sig att turismen orsakar ett stort slitage på miljön genom förstörelse av korallreven, överfiske, sopor och utsläpp. För att bidra med kunskap till hur det påverkat just destinationen Sharm el Sheikh har dels fem intervjuer genomförts med människor som alla koppling till destinationen samt har litteratur och tidigare forskning använts även här.This study aims to, from a sustainable perspective; contribute to a deeper understanding of how tourism has affected the destination Sharm el Sheikh in Egypt. The result show that the destination has been affected to a large extent by tourism, within the socio cultural sector, the economic sector and the environmental sector, all within the UN’s definition of sustainable tourism. Within the socio cultural sector there are several problems; the main one behind many of which is that the indigenous people feel they have not been given the possibility to affect the destination as much as they would have wanted. The positive effect that tourism has had to the socio cultural sector is a greater understanding for the local culture. The largest affect in the economic sector, by the tourism in Sharm el Sheikh, has turned out to be that 97 percent of the income made by tourists disappears from the destination because of a so called leakage, the main reason being the foreign owners of the hotels and the all-inclusive establishments. The Egyptian government has tried to reduce this leakage by introducing a law that at least 49 percent of each company is owned by an Egyptian, although this does not appear to have given the wanted effect. Instead some Egyptians act like goalkeeper’s for a fixed fee instead of a real ownership within the companies. The environmental problems caused by tourism in Sharm el Sheikh is also several. The wear on the marine environment, which is a common reason to travel for many to the destination, is one of the largest. Tourism causes an excessive wear on the environment by destroying coral reefs, over fishing, solid waste and emissions. To contribute knowledge to how it affected the destination Sharm el Sheikh, five interviews were conducted with people who all have a connection to destination, and also literature and previous research has been used.
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Berglund, Daniel, Jessie Chen, Tobias Genborg, Andreas Gustafsson, Oskar Kugelberg, Svante Ringertz, and Lilian Zakrisson. "Praktisk tillämpning av agil programutvecklingsmetodik : Utveckling av e-handelsapplikationen Shrt." Thesis, Linköpings universitet, Institutionen för datavetenskap, 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-107391.
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Syftet med denna rapport är att beskriva arbetet kring utvecklingen av en webbapplikation för försäljning av t-shirts - Shrt - och utreda möjligheterna för att lansera varumärket på marknaden. Projektet utgick ifrån visionen ”att ge våra kunder verktygen som behövs för att uttrycka sin personlighet, genom mode som kunden själv designar, via webben”. Under projektet har utvecklingsmetodiken scrum använts tillsammans med andra verktyg som är vanliga vid agila projekt. Vid konkretisering av varumärket Shrt och dess produkt genomfördes brainwriting. För att skapa en produktbacklogg använde sig utvecklingsgruppen av arbetsmetoderna funktionsanalys, konceptdivergens, konceptutvärdering och prototyping. Funktionerna i produktbackloggen delades sedan in i kategorierna nödvändiga, önskvärda samt onödiga funktioner. Produktbackloggen låg sedan till grund för hur arbetet delades upp i tre olika sprintar med separata mål och redovisningar. Den första sprinten fokuserade på funktion, den andra på upplevelse för användaren och den tredje på underhåll samt förbättring av kod – refaktorering. Under slutet av utvecklingen genomfördes användartester utifrån Task-based scenarios där användaren får försöka utföra en uppgift utan instruktioner på hur den ska utföras. Resultatet av projektet blev en webbapplikation med all funktionalitet som klassificerades som nödvändig och önskvärd. Detta var något som utvecklingsgruppen ansåg vara ett acceptabelt resultat. Om tiden för utveckling hade varit längre är det möjligt att ytterligare funktionalitet hade kunnat implementeras. Det hade säkerligen varit positivt för varumärket Shrt, som hade kunnat ge ett mer professionellt intryck för slutanvändaren.
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Wasniak, Daniel L. "Subgrade and base variability on the Ohio SHRP test road." Ohio : Ohio University, 1999. http://www.ohiolink.edu/etd/view.cgi?ohiou1175276775.
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田頌天 and Jung-tin John Tien. "Improve pedestrian safety and access in central Sham Shui Po." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2009. http://hub.hku.hk/bib/B4293106X.
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Tien, Jung-tin John. "Improve pedestrian safety and access in central Sham Shui Po." Click to view the E-thesis via HKUTO, 2009. http://sunzi.lib.hku.hk/hkuto/record/B4293106X.
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Salfran, Lindsey. "Shim Shammin': Essentials for Teaching Jazz Dance in Higher Education." Thesis, University of Oregon, 2017. http://hdl.handle.net/1794/22711.
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The purpose of this study is to explore teaching jazz dance in higher education. I investigate three research avenues: the role of music and its effect in the studio, crucial movement and conceptual elements, and historical foundations. Using open and axial coding, I evaluate master instructor interviews and participant journals to uncover essential landmarks along the three avenues of research. I then develop and teach a university level jazz course with a balanced curriculum. The conclusion of the study outlines experiment successes proposing ways to further the humanist line of inquiry in jazz dance in higher education.
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Thandapilly, Sijo Joseph. "Effects of resveratrol on hypertension induced cardiac remodelling." Nature Publishing, 2010. http://hdl.handle.net/1993/15342.
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Background: Cardiac hypertrophy is a compensatory enlargement of the heart in response to stress such as hypertension. It is beneficial in reducing stress placed on the heart. However, when the stress is of a chronic nature, it becomes pathological and leads to cardiac dysfunction and heart failure. Current treatments for hypertension and heart failure have proven beneficial but are not highly specific and associated with side effects. Accordingly, there is an important need for alternative strategies to provide safe and effective treatment.
Methods: Ten-week-old male spontaneously hypertensive rats (SHRs) and Wistar–Kyoto (WKY) rats were treated with resveratrol (2.5mg/kg/day) for a period of 10 weeks. Systolic blood pressure, and cardiac structure and function were measured in all groups at different time points of resveratrol treatment. Oxidative stress was also determined in all groups after 10 weeks of resveratrol treatment.
Results: SHRs were characterized with high blood pressure and concentric hypertrophy from 15 weeks of age. Cardiac functional abnormalities were also evident in SHR from 15 weeks onwards. Resveratrol treatment significantly prevented the development of concentric hypertrophy, and systolic and diastolic dysfunction in SHR without lowering blood pressure. Resveratrol also significantly reduced the oxidative stress levels of cardiac tissue in SHR.
Conclusions: Resveratrol treatment was beneficial in preventing the development of concentric hypertrophy and cardiac dysfunction in SHR. The cardioprotective effect of resveratrol in SHR may be partially mediated by a reduction in oxidative stress. Thus, resveratrol may have potential in preventing cardiac impairment in patients with essential hypertension.
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Allen, Mark J. "High quality electron densities as a tool in Kohn-Sham theory." Thesis, Durham University, 2004. http://etheses.dur.ac.uk/3159/.
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In this thesis high quality electron densities are used to provide insight into density functional theory (DFT) and to improve the quality of DFT calculations. Chapter 1 provides an introduction to ab initio molecular wavefunction calculations with particular emphasis on the Hartree-Fock method. Chapter 2 outlines important concepts in density functional theory (DFT). This includes a discussion of the Zhao, Morrison and Parr (ZMP) method, which is the key to calculating DFT quantities from high quality densities. In Chapter 3, high quality densities are used to gain an understanding of dispersion interactions in the helium dimer. The investigation seeks to understand the correlation potentials associated with a density distortion that gives rise to the correct dispersion forces. Chapter 4 presents a study of response properties using orbitals and eigenvalues determined from high quality densities. Both magnetic and electric properties are considered and comparisons are made with conventional DFT functionals and wavefunction methods. Chapter 5 makes a comparison between Kohn-Sham eigenvalues and related properties, generated both by conventional functionals and from densities. The influence on NMR shielding constants is considered and two approaches to correcting LUMO eigenvalues are presented. In chapter 6, a DFT exchange-correlation functional determined from a lit to high quality densities is applied to study the gauche effect in 2-fluoroethylamine, 2-fluoroethanol and their protonated analogues. Conclusions are presented in Chapter 7.
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Vinhas, Tiago Cação. "Sham litigation: do abuso do direito de petição com efeitos anticoncorrenciais." Universidade de São Paulo, 2014. http://www.teses.usp.br/teses/disponiveis/2/2132/tde-09022015-103806/.
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A Suprema Corte dos Estados Unidos da América exige, para a configuração da sham litigation, exceção à imunidade antitruste do direito de petição prevista na doutrina Noerr-Pennington, que: (i) a ação ou petição objetivamente não tenha fundamentos, de maneira que nenhum litigante razoável possa esperar sucesso em seu mérito; e que (ii) o litigante possua motivação subjetiva que permita verificar se a ação ou petição camufla uma tentativa de interferir diretamente nas relações negociais de um concorrente. No Brasil, ao investigar e punir infrações anticoncorrenciais, o Conselho Administrativo de Defesa Econômica CADE vem aplicando tais critérios, o que, além de cientificamente inadequado, carece de fundamentação legal no ordenamento jurídico brasileiro, em possível restrição injustificada dos princípios da livre iniciativa e livre concorrência. Propõe-se, neste trabalho, que o abuso do direito de ação e/ou de petição instituto consagrado no ordenamento jurídico brasileiro , poderá ser considerado uma infração à ordem econômica passível de punição pelo CADE, se produzir ou puder produzir os efeitos previstos no caput do artigo 36 da Lei nº 12.529/2011.For the configuration of sham litigation an exception to the right of petition immunity created by the Noerr-Pennington Doctrine the Supreme Court of the United States of America established the following requirements: (i) objective baseless claim, so that no reasonable litigant might expect success on the merits; and (ii) subjective motivation of the litigant, which enables to verify whether the baseless suit conceals an attempt to interfere directly with the business relationships of a competitor. In Brazil, in order to investigate and punish antitrust infringements, the Administrative Council for Economic Defense CADE has been applying the aforementioned criteria, which is scientifically inappropriate and baseless under the Brazilian legal system, and may result in an unjustified restriction of the principles of freedom of enterprise and freedom of competition. This thesis proposes that the abuse of the rights of action and petition institutions already enshrined in the Brazilian legal system may be considered infringements of the economic order punishable by CADE, if they produce or are able to produce the effects listed in Article 36, caput, of Law No. 12.529/2011.
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Lyons, Rebecca. "Strategic Human Resource Development Impact on Organizational Performance: Does SHRD Matter?" Diss., North Dakota State University, 2016. https://hdl.handle.net/10365/28020.
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In the United States today organizational leaders are concerned with skills gaps, or the
limited availability of qualified workers to fill open positions. The reason for their concern is the
impact of skills gaps on organizational performance in a number of areas including productivity,
customer satisfaction, profitability, and the ability to expand. To address skills gaps, many
leaders choose to employ workforce training and development. Strategic Human Resource
Development (SHRD) is a growing field of research and practice that aims to integrate and align
training and development approaches with organizational strategy to improve organizational
performance. However, there is inconsistent empirical support for the claim that SHRD
positively affects organizational performance.
The current study investigates this claim using structural equation modeling with scores
from National Baldrige Award applicants. Organizations that apply to the National Baldrige
Award utilize the Baldrige Framework for Performance Excellence (Baldrige Framework). The
Baldrige Framework includes SHRD as part of a systematic approach to improving
organizational performance. As such, organizations applying for the National Baldrige Award
receive scores for the use of SHRD as well as organizational performance. The current study
uses these scores to create a structural equation model that statistically illustrates organizational
performance and SHRD’s impact upon it.
The results of the current study clearly illustrate that organizational performance is a
construct comprised of multiple types of organizational results and that SHRD positively affects
the construct of organizational performance. The results provide a causal inference between an
increase in the use of SHRD and improved organizational performance. Therefore, if
organizational performance is important, SHRD matters.
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Urioste, Samanamud Ricardo de. "Tza Yap Shum versus Perú : comentarios sobre un caso CIADI pendiente." IUS ET VERITAS, 2015. http://repositorio.pucp.edu.pe/index/handle/123456789/123643.
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