Rozprawy doktorskie: „Department of Women Affairs”

1

Sedibelwana, Maria Valerie. "Challenges and opportunities: an evaluation of the implementation of gender mainstreaming in South African government departments, with specific reference to the department of justice and constitutional development (DoJ&CD) and the department of foreign affairs (DFA)". Thesis, Nelson Mandela Metropolitan University, 2008. http://hdl.handle.net/10948/757.

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The aim of this research project is to conduct an evaluation on the implementation of gender mainstreaming in South African government departments, with specific reference to the Department of Justice and Constitutional Development (DoJ&CD) and the Department of Foreign Affairs (DFA). The research project is based on the hypothesis that despite the existence of a National Gender Machinery, Gender Focal Points (GFPs) face numerous challenges in implementing gender mainstreaming, due to various internal and external factors. Based on the two case studies, the research project concludes that despite a strong commitment from government, GFPs still face challenges in effectively implementing gender mainstreaming. This is due to a lack of accountability, an understanding of the concept of gender mainstreaming, as well as a lack of resources. Furthermore, systemic weaknesses within the National Gender Machinery are exacerbating the challenges faced GFP

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Mooketsane, Keneilwe. "An analysis of state-civil society relationships in Botswana : a case of the Women's Affairs Department and women non-governmental organisations". Master's thesis, University of Cape Town, 2011. http://hdl.handle.net/11427/11074.

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Interactions between the state and Non-governmental Organisations have been heightened globally. This has led to states engaging civil society more than ever before. However, tendencies to control NGOs by the state seem common in African countries. This dissertation seeks to examine relations between the state and NGOs in Botswana. Botswana is a democratic country, which has been hailed as stable and a strong state, however, civil society in Botswana remains weak. This creates a problem of a dominant state and weak civil society. The dissertation employs Najam's theoretical framework in trying to understand the extent of state dominance in the relationship between the state and NGOs in Botswana.

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Stalmach, Adele Carleton University Dissertation Art History. ""Native women and work; changing representations in photographs from the collections of the National Film Board and of the Department of Indian Affairs and Northern Development."". Ottawa, 1995.

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Affairs, Department of Economic. "Department of Economic Affairs and RDP". Department of Economic Affairs, 1997. http://hdl.handle.net/10962/72490.

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Local Economic Development (LED) is one of the primary building blocks in terms of the economic growth and development equation for the Province. The primary challenges LED has the potential to address include the following: Job creation, the building of an enabling environment that will encourage economic engagement by a larger number of local entrepreneurs, drawing together a number of critical partners and mobilising their energies and resources towards local economic growth and development, facilitating access to finance, markets, capacity building and business support services, creating the environment which will effect economic viability of local communities and their Local Authorities, linking local product development to provincial, national and international markets. There are many other fundamental challenges. The key issue though is whether people in their communities, especially rural and peripheral environments, are benefiting in real terms regarding the quality of their lives. The LED programme will also give effect to the “Growth, Employment and Redistribution: A Macro Economic Strategy” framework that outlines the strategy for rebuilding and restructuring the South African economy. The document confirms Government’s commitment: “It is Government’s conviction that we have to mobilise all our energy in a new burst of economic activity. This will need to break current constraints and catapult the economy to higher levels of growth, development and employment needed to provide a better life for all South Africans.” (1996:2)

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Mahlungulu, Zimkitha. "Challenges to service delivery in the Department of Home Affairs". Thesis, Nelson Mandela Metropolitan University, 2015. http://hdl.handle.net/10948/6573.

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The South African public sector is important for the sustainable growth and development of the country. One of its major responsibilities is to ensure that all citizens have access to and receive services. Achieving a high degree of productivity is an important objective of public service organisations across the world, given the pressure to deliver quality public goods and services within the limits of ever-increasing resource constraints. The South African public service is no exception to this global phenomenon. The challenge of the public service is therefore to continuously improve performance in order to meet citizens’ needs. The focus of this study is the challenges facing service delivery in the Department of Home Affairs. The aim of this study is to explore and describe the challenges that hinder full transformation and maximum customer/client satisfaction in regards to service delivery offered by the Department of Home Affairs. The objectives are: to identify the challenges experienced by staff offering services to clients at the Department of Home Affairs and to identify the problems experienced by clients who receive services at Home Affairs. The study employs a qualitative research methodology and uses observation and individual interviews as data collections tools. The findings from both sources indicate that the clients were not happy with the quality of service they receive at the ID section. Amongst other things, they complained about lack of information, lack of guidance, unprofessional staff, and technical problems that they had experienced. However, the staff also encountered a number of challenges, including being short staffed, lack of resources, and system problems as the system is new to them and they have not received enough training before it was implemented.

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Stephenson, Elise M. "The face of Australia: Women in international affairs". Thesis, Griffith University, 2020. http://hdl.handle.net/10072/397586.

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Australia’s foreign service is undergoing fundamental and rapid gendered change. Women form the majority of the Australian Public Service (APS) and a growing proportion of representation in international affairs agencies. Coinciding with an increasingly feminist and women-informed foreign policy across Australia, women verge on parity in diplomatic leadership for the first time in history. Yet, beyond high-profile appointments and shifting demographic profiles across agencies, gendered (and racialised, heteronormative, and classed) power structures continue to impact on whom is given the opportunity to represent Australia internationally. Women remain under-represented in senior leadership and international representation, and experience greater challenges in international affairs agencies than domestic government service. Therefore, this thesis uses a comparative case study approach to analyse women’s under-representation in four of Australia’s premier international affairs agencies: the Department of Foreign Affairs and Trade (DFAT); Defence (inclusive of the Department of Defence (DoD) and the Australian Defence Force (ADF)); the Department of Home Affairs (Home Affairs); and the Australian Federal Police (AFP). The research applies Feminist Institutionalist (FI) theory to explore institutional history and change, as well as analyse the demographics and experiences of women in executive level (EL) and senior executive service (SES) in order to answer the research question of why do women remain under-represented in Australian international affairs? Data is triangulated through a mixed methods research design, involving 57 in-depth qualitative interviews, observation in the field, and quantitative data analysis from the past 34 years. The research finds that gendered challenges pervade Australian international affairs. It is a field teeming with complex and multifaceted rules that challenge women at every turn, where gendered institutions endure through fluidity and adaptation. Gendered institutions have resulted in the under-representation of women in leadership and international representation. This is due to: (1) historical legacies that maintain male-domination and masculine supremacy in the field; (2) contemporary layering and duplication of regressive gendered institutions across individual, agency, diplomatic field, and society contexts; and (3) the compounding effect of challenges at different stages of women’s posting cycles, careers and lives. The thesis makes four core significant and original contributions. Firstly, it represents the largest and most comprehensive Australian study of gender in international affairs to date, and a significant contemporary global case study. Secondly, it develops a new FI framework for understanding gendered institutions in international affairs, applicable to researchers of gender and diplomacy and other international fields. Thirdly, it offers five original empirical findings, including that women were most proportionally represented in leadership and international representation in more militaristic agency structures, inverting conventional theory on militaries as the most male-dominated and patriarchal spheres of the state. Fourthly, this thesis contributes an FI mixed methods approach to understanding “hidden” informal institutions across contexts deeply layered, complex and cross-cultural. Overall, it is clear that as long as gendered challenges continue to impede women’s inclusion in international affairs, this damages states’ abilities to accurately determine and maintain state sovereignty, as well as represent and decide on matters of national interest. Leaders at this level act as the filter through which all international decisions are communicated, assessed, implemented, and evaluated. In essence, who leads, matters.
Thesis (PhD Doctorate)
Doctor of Philosophy (PhD)
School of Govt & Int Relations
Griffith Business School
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7

Cominsky, Cynthia. "The Retention of Registered Nurses at the Department of Veterans Affairs". University of Cincinnati / OhioLINK, 2016. http://rave.ohiolink.edu/etdc/view?acc_num=ucin1479815554733328.

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Duffy, Brianne Michelle. "Identification of stressors related to emergency department employment". Honors in the Major Thesis, University of Central Florida, 2003. http://digital.library.ucf.edu/cdm/ref/collection/ETH/id/315.

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This item is only available in print in the UCF Libraries. If this is your Honors Thesis, you can help us make it available online for use by researchers around the world by following the instructions on the distribution consent form at http://library.ucf.edu/Systems/DigitalInitiatives/DigitalCollections/InternetDistributionConsentAgreementForm.pdf You may also contact the project coordinator, Kerri Bottorff, at kerri.bottorff@ucf.edu for more information.
Bachelors
Health and Public Affairs
Nursing

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Baxter, Sara Jean. "Tin Roof Affairs". Miami University / OhioLINK, 2021. http://rave.ohiolink.edu/etdc/view?acc_num=miami1620087813972206.

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Scott, Tamekia M. "Life histories of African American women senior student affairs officers". Thesis, Northern Illinois University, 2016. http://pqdtopen.proquest.com/#viewpdf?dispub=10158967.

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The purpose of this qualitative research, guided by Black Feminist Thought, was to examine the experiences of African American women senior student affairs officers to understand the strategies they utilized to advance their careers. Participants included six vice presidents/chancellors for student affairs (reporting directly to the president of the institution) and one dean of students reporting to the vice president for student affairs. The participants’ recounted raced and gendered experiences during their journey to becoming a senior student affairs officer into their journey of being a senior student affairs officer. Their shared experiences were based on tokenism, hyperawareness of systemic racism and sexism, and perceptions of leadership styles verses angry Black woman. They also reported support systems such as mentors, sponsors, spirituality, and family that influence their thoughts, decisions, and motivation to continue in the field of student affairs and ultimately in higher education. The implications of the study encourages and challenges African American women and other women of color who are administrators to share their professional experiences to continue to enlighten scholarship and practice while encouraging institutions to provide funding, personnel resources, and training for all employees.

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Johnson, Earl E. "Determinants of Department of Veterans Affairs Hearing Aid Brand Dispensing by Individual Audiologists". Digital Commons @ East Tennessee State University, 2011. https://dc.etsu.edu/etsu-works/1699.

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Department of Veterans Affairs (VA) audiologists were surveyed regarding their perceptions and evaluations of hearing aid (HA) brands on seven factors previously published in peer-reviewed research as important to the HA brand preference decision of audiologists. One of the seven factors formed a distinct dimension of brand differentiation based on Contract Pricing (dimension 1). Brand perceptions for the other six factors were highly correlated with one another; this dimension of correlated perceptions was labeled Propensity to Dispense Based on a Gestalt Percept (dimension 2). That is, a direct relation exists between the collective perception of HA brand and its likelihood of being dispensed. These two dimensions accounted for 93.1% of the variance in the perceived differences among the HA brands surveyed. Joint-space mapping was used to model the effect of altering perceptions on VA HA brand dispensing. Results indicate that few VA audiologists (7.7%) dispense HA brands in majority association with contract pricing. Instead, the vast majority (77%) form brand preferences in majority association with their individualized perceptions.

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Lau, Wing-cheuk, i 劉榮卓. "A study of the recruitment of liaison officers II in the home affairs department". Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1996. http://hub.hku.hk/bib/B30433198.

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Lee, James F. (James Francis) Carleton University Dissertation Political Science. "The reorganization of the Canadian Department of External Affairs 1980-1983; a case study". Ottawa, 1987.

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Lau, Wing-cheuk. "A study of the recruitment of liaison officers II in the home affairs department /". Hong Kong : University of Hong Kong, 1996. http://sunzi.lib.hku.hk/hkuto/record.jsp?B17508575.

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Collins, Kathleen M. "Those Who Just Said “NO!”: Career-Life Decisions of Middle Management Women in Student Affairs Administration". Bowling Green State University / OhioLINK, 2009. http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1245115505.

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Canty, Jayme Nicole. "From mother to daughter: an analysis of intergenerational activism among African-American women from 1960 to 1961". DigitalCommons@Robert W. Woodruff Library, Atlanta University Center, 2011. http://digitalcommons.auctr.edu/dissertations/245.

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This study examines whether or not the political behaviors of black women maternal figures in traditional or nontraditional political means, influence their daughter’s future political activities. This research stems from the problem regarding the limited analysis of black mother-daughter relationships, the scholarship’s lack of analysis of how this relationship explains the origin of black women’s activism, and the limited definition of political activity, engagement, and efficacy for African-American women. Data for this research was gathered by utilizing the qualitative method of case studies and narrative analysis. Based on the data collected, the researcher found that while black women activists idolized their maternal figures, it varied whether they defined their maternal figures as activists. However, all of the participants highlighted certain tenants of black womanhood that were utilized for their physical survival as well as their survival as activists. While their maternal figures were an influence to their activism, their childhood experiences in a geographic location led to their participation in the movement more than their maternal figures. Furthermore, African-American women engage in activism and politics through collective participation, grassroots organization, nonviolent protest, and community advocacy. The conclusion drawn from this research is whether maternal figures are essential for black women’s activism. Based on this research, these maternal figures are partly influential to black women’s activism by providing them an example of black womanhood as well as the tools necessary to facilitate their activism.

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Sandborn, Spiess Frances Ann. "How do women differ from men in recovery from coronary artery bypass surgery". Honors in the Major Thesis, University of Central Florida, 1998. http://digital.library.ucf.edu/cdm/ref/collection/ETH/id/53.

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This item is only available in print in the UCF Libraries. If this is your Honors Thesis, you can help us make it available online for use by researchers around the world by following the instructions on the distribution consent form at http://library.ucf.edu/Systems/DigitalInitiatives/DigitalCollections/InternetDistributionConsentAgreementForm.pdf You may also contact the project coordinator, Kerri Bottorff, at kerri.bottorff@ucf.edu for more information.
Bachelors
Health and Public Affairs
Nursing

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18

Ashley, Evelyn LaVette. "The Gendered Nature of Student Affairs: Issues of Gender Equity in Student Affairs Professional Associations". Bowling Green State University / OhioLINK, 2010. http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1288502916.

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Mosola, Sehlotsa Innocentia. "Implementating employment equity in the Department of Home Affairs, Transport and Education, Eastern Cape Province". Thesis, University of Fort Hare, 2009. http://hdl.handle.net/10353/218.

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This research was undertaken to investigate the challenges faced by employees at the Home Affairs Department, the transport Department and the Department of Education at King Williams Town in the Eastern Cape Province. A quantitative approach was used in this research. The sample consisted of 100 respondents of whom 98 returned completed questionnaires. The answers of the respondents were the data of this study and these were analyzed and interpreted in respect of the hypotheses of the research. The research involved the collection of detailed career, personal and structural perceptions of 98 employees. The data was used to establish the disparity among employees, from lower management to top management. It was found that even though there was a problem of discrimination in the olden days there has been a change in the sense that employment equity, affirmative action and diversity management have been introduced since 1994.

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Mthimunye, Mokgadi Rosinah. "The perceptions of supervisors about employee assistance programme referrals within the Department of Foreign Affairs". Diss., Pretoria : [s.n.], 2007. http://upetd.up.ac.za/thesis/available/etd-07292008-161238.

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Fiedel, Ethan R. "Identifying and analyzing the hiring process for the Department of Veterans Affairs, Veterans Health Administration". Thesis, Massachusetts Institute of Technology, 2010. http://hdl.handle.net/1721.1/67552.

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Thesis (S.M. in Engineering and Management)--Massachusetts Institute of Technology, Engineering Systems Division, System Design and Management Program, June 2011.
Cataloged from PDF version of thesis.
Includes bibliographical references (p. 93-94).
This thesis utilizes ideas taken from different Systems Engineering modeling tools to model the hiring process for the U.S. Department of Veterans Affairs (VA), Veterans Health Administration (VHA). This model is a guide for understanding the current state of the process and shows that inadequate Position Descriptions (PD) are not the primary reason why the VA cannot meet the 80 day window set forth by U.S. Office of Personnel Management (OPM). Additionally, the model can assist in identifying potential areas for reducing the overall process timeline and be used as a training tool to illustrate how the hiring process progresses. Existing models only show major steps in the process which can mask sources of delay, communication issues, and confusion. The developed model delves deeper into those major steps, showing individual sub-steps, accountability, timelines, and data flows. Data for the model was obtained by direct observations, interviews, analysis from data collected by the VHA, and documents released by the VA and OPM. When fully developed, the model allowed for the conduction of case studies on three different positions within VHA; these case studies illustrate that the inability to meet the hiring process timeline is only partially due to issues with the PD and that other factors (namely internal reviews and classification delays) have a significantly greater effect in the resulting timeline. The model itself and recommendations provided, such as establishing priorities, targeting specific areas of time delays, improving communication, and generating and providing access to knowledge can help the VHA to achieve a streamlined and compressed timeline.
by Ethan R. Fiedel.
S.M.in Engineering and Management

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De, Klerk Jeanne Louise. "Cartographic GIS standards adopted by the Department of Water Affairs and Forestry : a case study". Master's thesis, University of Cape Town, 1996. http://hdl.handle.net/11427/17480.

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Includes bibliographies.
The Department of Water Affairs and Forestry (DWAF) acquired a Geographic Information System (GIS) in 1987. The purpose of acquiring such a system was to aid the department in implementing their water resource management strategy of that time. On acquiring this system it was well recognised that the GIS would need to communicate geo-referenced information, generated by analysis and modelling to decision makers by means of graphic representations or maps (Olivier et al., 1990: 14 73). Towards the end of 1990 it became apparent that the department needed to standardise cartographic output of this system. Maps on the same theme, which were produced at different sites were not comparable and graphic communication was not effective. A consultant was appointed, who, in conjunction with the departmental digital cartographer, established criteria and standards which were flexible enough to accommodate mapping on a wide variety of themes. These standards were implemented, to a limited extent in July 1994. Standards were set for map encoding, map content and map composition. This report investigates how effective these standards have been. The effectiveness of these standards have been measured in terms of the five recognised cartographic design principles that have been identified by Robinson et al. (1984), Wood (1992) and Dent (1990). These include the clarity and legibility of maps, the distinction between figure and ground, the hierarchical organisation of mapped information, the visual contrast of marks on maps and the visual balance or layout of the finished map. A sample of maps made after the implementation of cartographic standards at the department was compared to a sample of comparable maps made prior to the implementation of these standards. In a large organisation like the department the success of such standards do not depend on the standards alone but also on their implementation. Implementation related problems were identified by comparing standardised maps with the standards. The outcome of the investigation proved that the effectiveness of graphic communication had indeed improved albeit to a varying degree. In most cases the standards were adequate and the main problems actually lay with their implementation. Recommendations on the implementation and the few aspects of the standards that require amendment have been included in this report.

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Landry, Monica. "Women at work in an American retail department store". Thesis, California State University, Long Beach, 2015. http://pqdtopen.proquest.com/#viewpdf?dispub=1591603.

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The rapid growth of the retail economy has created an abundance of low wage work. The retail sector often employs black and Latina women in low middle management and part-time positions while, white men and women hold top managerial and human resource positions. Consequently, a distinctive pattern of inequality emerges for women of color in retail work. Utilizing data from 20 in-depth interviews, I find black and Latina women's raises and promotions are stifled by the surveillance and bodily control they encounter on the retail floor. This study explores the simultaneous ways race, gender, class and body type intersect to place women of color in subordinate positions within the workforce. Moreover, this research provides insight into how the "white racial frame" is used to exploit women of color by both white management and the self-surveillance women of color conduct onto their own bodies.

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Knowles, Christina. "Factors Associated with Eating Disorders in Women". Honors in the Major Thesis, University of Central Florida, 2007. http://digital.library.ucf.edu/cdm/ref/collection/ETH/id/1177.

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This item is only available in print in the UCF Libraries. If this is your Honors Thesis, you can help us make it available online for use by researchers around the world by following the instructions on the distribution consent form at http://library.ucf.edu/Systems/DigitalInitiatives/DigitalCollections/InternetDistributionConsentAgreementForm.pdf You may also contact the project coordinator, Kerri Bottorff, at kerri.bottorff@ucf.edu for more information.
Bachelors
Nursing
Nursing

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25

Moleki, Mathews Tibane. "Leave management for promoting organisational efficiency in the Department of Correctional Services and the Department of Home Affairs : Pretoria region / Mathews Tibane Moleki". Thesis, North West University, 2014. http://hdl.handle.net/10394/13489.

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The framework of this study is based on the reforms of human resource leave management in the field of public administration for the South African public sector. The researcher’s interest lies in the increasing complexity of leave management development pertaining to policy-making, administrative processes and efficiency in the South African public sector. This study aimed to assess leave management at the Department of Correctional Services (DCS) and the Department of Home Affairs (DHA). The DCS and DHA form part of the seven departments in the Justice, Crime Prevention and Security Cluster. The study aimed to assess the coping strategies of the two departments especially with the services rendered in a tight schedule and constraints. Furthermore, this study was also influenced by the findings of the investigations led by the Public Service Commission (PSC) which aimed to determine effectiveness of leave management in the South African Public Service. The objectives of this study were realised by means of a literature review and research instruments. The literature review was consulted to understand the context of leave management. This study applied the qualitative technique for reporting data. The interviews were used to ascertain the processes of managing leave whereby two sets of questionnaires were developed. The interviews posed the questions to the management of the DCS and DHA and the employees of the two departments. The management of annual leave entitlements is important to maintain the wellbeing of the employees, an organisation’s productivity and to help minimise associated financial implications incurred. The study found that the accrual of leave by public servants is a practice with significant financial implications for the state as employer. If leave is not managed and controlled effectively it can result in substantial losses in terms of unwarranted expenditure. The financial and other implications of leave prompted an investigation by the P S C aimed at determining how effective leave is managed in the Public Service. The study also found that reasonable measures were put in place for managing leave in the public sector. The office of the Health Risk Manager was developed to manage the process for approving the leave of absence as it relates to temporary incapacity leave, permanent incapacity leave and the occupational diseases. The empirical surveys conducted indicated that the two departments are well equipped for managing leave as they are required by labour law. The practices of planning, communication, control measures were also proven to be utilised in the two departments. The two departments render their services in a constrained manner, however the management has attempted to ensure that service delivery is not compromised when some of the members are on leave. Leave entitlements forms part of the accountability framework for the public sector especially when leave is attached to financial resources which are part of public money. In conclusion this study concludes that the public sector must consider the employee assisted systems for applying for leave. Such practices could also enhance the administrative backlogs encountered when recording leaves. Application of leave through such systems may also improve the productivity of the leave officers and reduce the cost of administrative resources.
M Development and Management (Public Management and Governance), North-West University, Vaal Triangle Campus, 2014

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Clauschee, Susan F., i Matt Turley. "Comparison of Critical Drug-Drug Interactions from the Department of Veteran Affairs to the Standard Reference Compendia". The University of Arizona, 2008. http://hdl.handle.net/10150/624281.

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Class of 2008 Abstract
Objectives: The purpose of this study is to compare the critical drug-drug interaction alerting software at the Department of Veteran Affairs with Hansten and Horn's drug analysis and management (DIAM) and Micromedex®. Methods: The Department of Veterans Affairs supplied a list of drug-drug interacting (DDI) pairs. Each pair was labled as significant or critical. The critical interactions were included in the study (n=1018). Two researchers inputed the interactions into Micromedex and looked up the interactions in Hansten and Horn's drug interactions analysis and management (DIAM). A Kappa statistic was used to calculate the agreement between the 2 researchers. Results: The researchers differed in the number of interactions found to be "contraindicated" or "major" in Micromedex and "avoid" or "usually aviod" in DIAM (researcher 1= 683, 330, respectively; researcher 2= 672,176, respectively) with a Kappa of 0.9 for Micromedex and 0.57 for DIAM. Conclusions: Our study suggests that there is a difference between the VA drug interaction alerting system, Micromedex ® and DIAM in regards to the way they list interactions and their method of rating the level of severity of the interactions. Also, there may be a difference in the way each researcher interprets the information.

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Uka, Rowland Chike. "The potential impact of collective bargaining: a case study of the City of Atlanta Police Department". DigitalCommons@Robert W. Woodruff Library, Atlanta University Center, 1989. http://digitalcommons.auctr.edu/dissertations/1343.

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Police unionism in Atlanta has received considerable editorial attention by Atlanta local news media. The need for collective bargaining rights has been uppermost in the minds of the police union members and other labor activists. However, opposition to such demands has been an ongoing trend, making it necessary for the writer to evaluate the percep tions of selected individuals of the Atlanta city government on the potential impact of collective bargaining in Atlanta Police Department. Regardless of the law prohibiting strikes by public safety employees, strikes do occur. As a result, the writer notes that collective bargaining should not be synonymous with strikes. The writer also learned that there is an absence of a statutory provision authorising collective bargaining in Atlanta Police Department. The significance of this study lies in its attempt through research, to devise a harmonious working relationship between the police, the city government and the local residents. The study concludes that the benefits of police collective bargaining in Atlanta outweigh whatever may be potential negative impacts. This study, therefore, advises the City of Atlanta to enact an ordinance allowing collective bargaining in its police department. Information obtained from interviews formed the primary data source, while literature review obtained from relevant labor journals and books formed the secondary data source.

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Dale, Dianna Cocuzza Haslam Elizabeth L. "Women student affairs leaders advancing and succeeding in higher education senior leadership teams /". Philadelphia, Pa. : Drexel University, 2007. http://hdl.handle.net/1860/1761.

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Snyder, Kacee Ferrell. "A Study of Motherhood and Perceived Career Satisfaction of Women in Student Affairs". Bowling Green State University / OhioLINK, 2011. http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1319997539.

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Wilson, Maureen Elizabeth. "Thriving in relationship : an exploration of close friendships of women student affairs professionals". The Ohio State University, 1998. http://rave.ohiolink.edu/etdc/view?acc_num=osu1241272369.

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Wilson, Maureen E. "Thriving in relationship : an exploration of close friendships of women student affairs professionals /". The Ohio State University, 1998. http://rave.ohiolink.edu/etdc/view?acc_num=osu1487951214938624.

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32

Chen, Shu Ying. "Chinese multinational corporations' impact on Chinese foreign affairs". Thesis, University of Macau, 2011. http://umaclib3.umac.mo/record=b2554616.

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De, Villiers Louise. "An architecture of meaning : the design of the headquarters for the National Department of Home Affairs". Diss., University of Pretoria, 2010. http://hdl.handle.net/2263/25490.

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The project explores the expression of meaning in architecture against the backdrop of the City of Tshwane Metropolitan Municipality as post-apartheid capital city. The architectural aim of the project is the consolidation of the National Department of Home Affairs and the design of the headquarters of this department. The project starts with a brief exploration of the context of a post-colonial and post-apartheid city, and the aims and identity linked to an African democracy in the context of multiple cultural identities. The search for a national identity is linked to the existential question of ‘being’, which is related to an experiential understanding of physical surroundings. Case studies include recent public buildings that form part of an era of searching for identity and contribute to the discovery of an underdeveloped element of multi-sensory experience in recent architectural projects related to the new democratic government.
Dissertation (MArch(Prof))--University of Pretoria, 2010.
Architecture
unrestricted

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34

Malatji, Masadiki Violet. "A situational analysis of pool car management : the Department of Water Affairs and Forestry, Limpopo Province". Thesis, University of Limpopo (Turfloop Campus), 2008. http://hdl.handle.net/10386/851.

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Thesis (MBA) --University of Limpopo, 2008
Despite crucial strategic value of fleets, most organizations have relegated the management of their vehicles as being very low on their list of priorities. Consequently, they are entrusting unsuitable people with management of their fleet. Without proper management, huge amounts of money are wasted through fuel fraud and with repairs being done too late or not at all, leaving expensive vehicles idle for months (Barrow 1999).It has been observed that managing fleets with the emphasis on bookkeeping and finance, rather than operational realities, leads to huge and unnecessary costs and massive fraud (Barrow 1998). Efficiency in fleet management is about having a fleet that works directly to support the organizational goals. It is imperative that a study was conducted to analyze the situation of pool cars in the Department of Water Affairs and Forestry (DWAF) in the Limpopo Province to ensure the efficiency in its fleet management

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35

Lloydlangston, Amber. ""Seminal women": Women in science in the Canadian federal Department of Agriculture, 1884 to 1921". Thesis, University of Ottawa (Canada), 2002. http://hdl.handle.net/10393/6259.

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As historian Marianne Ainley maintains in the introduction to Despite the Odds: Essays on Canadian Women in Science, the way in which science is practised and institutionalized has an impact upon the careers of men and women. The purpose of this thesis then is to determine the type of science, and the ways of practising it, employed within the Canadian federal Department of Agriculture. What conscious and subconscious factors influenced the scientific and methodological choices of the leaders of the Department? How did this, in turn, influence the opportunities of women to become involved in science in the years 1884 to 1921? The thesis argues that the professionalization and bureaucratization of science in the Department of Agriculture created distinct opportunities for such involvement, but it also confined them to specific jobs deemed appropriate for their sex. Because the science that was first undertaken in the Department beginning in 1884 emerged from the natural history tradition, women first contributed as unpaid "amateur" observers, collectors, and correspondents. As science professionalized and bureaucratized in the late nineteenth and early twentieth centuries, however, the contributions of unpaid "amateurs" were no longer desired or needed. At this juncture, women were employed as paid assistants and members of the support staff As civil servants, women entered an organization that was undergoing a process of reform and bureaucratizing. As a result, women were subjected to hierarchical and lateral segregation. Women's employment in science in the federal Department of Agriculture followed this pattern. Employed to undertake technical work in seed analysis and scientific work in botany, chemistry, and librarianship in the Department, women were confined to 'women's work' in science. They performed tasks which were undervalued, underpaid, and offered little or no opportunity for advancement, and were, therefore, rejected by men. Over the almost forty year period covered in this thesis, in both peace and war, the work of women followed this pattern. Satisfying the demands generated by the professionalization and bureaucratization of science as well as the reform and bureaucratization of the federal civil service, women were a pivotal part of the scientific workforce of the Canadian federal Department of Agriculture from 1884 to 1921.

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36

Iorio, Cristina. "Detecting and referring battered women : an emergency department case study". Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1998. http://www.collectionscanada.ca/obj/s4/f2/dsk1/tape11/PQDD_0024/MQ50699.pdf.

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Bautista, Claire L. "Selected factors associated with non-compliance in HIV prevention in african american women". Honors in the Major Thesis, University of Central Florida, 2000. http://digital.library.ucf.edu/cdm/ref/collection/ETH/id/181.

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This item is only available in print in the UCF Libraries. If this is your Honors Thesis, you can help us make it available online for use by researchers around the world by following the instructions on the distribution consent form at http://library.ucf.edu/Systems/DigitalInitiatives/DigitalCollections/InternetDistributionConsentAgreementForm.pdf You may also contact the project coordinator, Kerri Bottorff, at kerri.bottorff@ucf.edu for more information.
Bachelors
Health and Public Affairs
Nursing

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38

Lachman, Macey W. "A Problematic Yet Necessary Effort| White Women in Student Affairs and Anti-Racist Allyship". Thesis, California State University, Long Beach, 2018. http://pqdtopen.proquest.com/#viewpdf?dispub=10749935.

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As overt acts of racism are becoming increasingly visible and publicized on college campuses, institutions may be tasked with addressing issues around hate speech or racist marches. Meanwhile, white supremacy covertly impacts institutions through biased policies and practices. In this context, student affairs professionals can either perpetuate or combat racism. This study examined how 10 white women working as mid-level student affairs professionals in highly diverse institutions in Southern California made meaning and engaged in anti-racist allyship. The findings were organized along four themes: perceptions of campus climate at diverse institutions, developing white racial consciousness, efforts toward anti-racist allyship, and complexities of white allyship. Participants noticed the impact of historical and geographical contexts, and they identified aspects of climate specific to their institutions. They described the process of developing racial consciousness in a cyclical way, and they understood anti-racist allyship as advocacy. The complexities of white allyship included role confusion, difficulty identifying racism, white privilege, and the consequences of allyship. Emerging from this theme, a conceptual model of white anti-racist identity development is proposed. Recommendations for policy and practice include revision of the ACPA and NASPA (2015) social justice and inclusion competency, increased professional development opportunities around racial justice, and the inclusion of research on racial identity development and disrupting white supremacy in graduate degree programs. Recommendations for future research are also provided.

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Bales, Vera K. "A qualitative study of the leadership practices of eight women in student affairs administration". Virtual Press, 2000. http://liblink.bsu.edu/uhtbin/catkey/1177982.

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The purpose of this research was to describe how eight selected women administrators employed in student affairs at Ball State University utilized five leadership practices of challenging the process, inspiring a shared vision, enabling others to act, modeling the way, and encouraging the heart. There is an abundance of research on leadership, however very few studies have identified the leadership actions of women in student affairs administration in higher education.A case study methodology was used for this current research. Eight informants were purposively selected from a population of 26 women administrators employed in student affairs at Ball State University. Three interviews were conducted with each of the eight informants. Retrospective, structured, and semi-structured interviews, as described by Fraenkel and Wallen (1996) were utilized. There was not an available interview guide for use in this study, therefore one was constructed.Four conclusions were drawn from the results of this study. These included the following:1. There were a number of themes found that indicated these eight informants are relational leaders.2. The evidence collected suggested that leadership is situational, contextual, and influenced by the people involved.3. Experience was identified most often as a way these eight informants tested their own leadership skills, the skills of others, and helped others learn leadership skills.4. Learning from mentors was an important way these informants developed their leadership skills.Results of this study were not generalized beyond these eight informants. However, this study contributed new information to the field of leadership studies by describing the leadership practices of eight women administrators employed in student affairs. This study provided insights on the actions and behaviors that these informants used when exercising leadership.
Department of Educational Leadership

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40

Schott, Nancy L. "Mentoring and its association with leadership self-efficacy for women senior student affairs officers". The Ohio State University, 2004. http://rave.ohiolink.edu/etdc/view?acc_num=osu1085665285.

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anderson, Melinda R. Jones. "Living, learning, and leading from the middle: African American women administrators in student affairs". W&M ScholarWorks, 2014. https://scholarworks.wm.edu/etd/1539618621.

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This qualitative study examined the career progression of African American women mid-level administrators in student affairs. A conceptual framework that integrated Career Advancement Factors (Coleman, 2002) and Black Feminist Thought (Collins, 2000) was used analyze the narratives of nine participants. The major findings of this study are that African American women mid-level administrators in student affairs are negotiating their careers by developing mentoring relationships, developing a professional skill set, earning a doctoral degree and navigating institutional politics. They believe their career progression has been impacted by their race and gender albeit in varying degrees. Race was perceived to be a factor by all women whereas gender was perceived to be more of a factor based on their student affairs area. Not all women were actively trying to move up to a senior-level administrative role and were content with their current position. There was a notable difference between the new mid-level administrators (5-10 years in student affairs) and the seasoned mid-level administrators (11 years or more). Seasoned mid-level administrators had a greater level of self-awareness that was used to make important decisions about the future of their career. These findings have implications for practice and for considerations for future research.

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42

Biyase, Sibongiseni Nobert. "An analysis of change and transformation strategies: the Department of Home Affairs, Province of the Eastern Cape". Thesis, Nelson Mandela Metropolitan University, 2014. http://hdl.handle.net/10948/d1020373.

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The South African public sector is important for the sustainable growth and development of the country. One of its major responsibilities is to ensure that all citizens have access to and receive the services they need. The manner in which public sector institutions are structured has an impact on the delivery of effective and efficient services to citizens.Achieving a high degree of productivity is an important objective of public service organisations across the world given the pressure to deliver quality public goods and services within the limits of ever-increasing resource constraints. The South African Public Service is no exception to this global phenomenon. The focus on the public service is therefore continuously to improve performance to meet citizens’ needs. Where as performance is directed at measuring outputs achieved, productivity goes an important step further by measuring the relationship between the resources used to achieve outputs. The focus of this study is the analysis of change and transformation strategies in the Department of Home Affairs, Province of the Eastern Cape. The primary purpose was to assess the current state of service delivery in the Department of Home Affairs and to ascertain how continuous monitoring and evaluation could be factored in to enhance the delivery of services. The target population was the employees and clients of the Department of Home Affairs. Employees were selected randomly and asked to participate in the study. The sample was a convenient-purposive sampling and a quantitative research questionnaire was used.

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Koto, Isaac Semathane. "The influence of job requirements on the personal lives of planners in the Department of Land Affairs". Diss., University of Pretoria, 2009. http://hdl.handle.net/2263/24023.

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Work is a central activity in human lives and we cannot afford to talk about work and exclude employees, especially on how their personal lives are being influenced by the job requirements on daily basis. The work environments are ever changing due to a number of internal and external pressures. These changes result in adjustments of job requirements which in turn influence employees’ personal lives which constitute of the emotional, physical, psychological, social and spiritual dimensions. The nature and extent of the actual influence is depended of a number of factors like employee demographics, the business process of each job, employee perceptions about the requirements of their jobs and the actual job requirements demands. The goal of this study was to explore and describe the influence of the job-requirements on the personal lives of the Planners in the Department of Land Affairs. The objectives of this study were:

To conceptualise theoretically the influence of job requirements on the personal lives of employees.
To undertake an empirical study to investigate the influence of the specific job requirements on the personal lives of Planners in the Department of Land Affairs.
To draw conclusions and make recommendations to the Department of Land Affairs on how to address the needs of Planners and to formulate guidelines to enhance the Planners’ quality of life.

In the context of quantitative research, the researcher utilised applied research since this study was designed to offer practical solutions to problems experienced by the Department of Land Affairs on improving quality of life for Planners thus enhancing productivity. Group administered questionnaires were utilised as a data collection method and it was pilot tested with three employees at the National Office of the Department of Land Affairs who did not form part of the actual study. The population of the study was 51 and all of them completed the questionnaire. The results of the study showed that employees who were employed as Planners by the Department of Land Affairs at the Mpumalanga Regional Land Claims Commission, were exposed to job requirements which to a larger extent had a negative influence on certain dimensions of their personal lives. The goal of the study was achieved in that the researcher did not only manage to explore and describe the influence of the job requirements on the personal lives of the Planners in the Department of Land Affairs but also managed to give recommendations to the Department of Land Affairs on how to enhance quality of life of Planners. Copyright
Dissertation (MSW)--University of Pretoria, 2010.
Social Work and Criminology
unrestricted

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Springer, Kathy L. "An examination of salary compression in the department administrative services of the City of Atlanta: Implications for public personnel management". DigitalCommons@Robert W. Woodruff Library, Atlanta University Center, 1985. http://digitalcommons.auctr.edu/dissertations/1739.

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This degree paper examines salary compression in the Department of Administrative Services of the City of Atlanta. The primary intent of this paper is to determine whether salary compression is greatest in the relationship between the hourly subordin ates and the salaried supervisors. It is also the intent of this paper to examine the impact of compression on morale, productivity, and turnover. Survey research was employed in the analysis of the problem. Additional data were obtained through the Department of Administrative Services-Bureau of Personnel and Human Resources in the form of book lets, pamplets, and computer print-outs. Also a wide variety of sup portive materials (e.g., books, periodicals, and magazines) was used. The findings of this study suggest that salary compression in the Department of Administrative Services is a problem that is most severe in the relationship between the salaried subordinates and the salaried supervisors. This study also revealed that salary compression lowered morale, decreased productivity, and increased turnover in the organiza tion.

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Findlay, Racquel. "Changing behaviors : HIV prevention issues with African American women ages 19 to 27". Honors in the Major Thesis, University of Central Florida, 2003. http://digital.library.ucf.edu/cdm/ref/collection/ETH/id/316.

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This item is only available in print in the UCF Libraries. If this is your Honors Thesis, you can help us make it available online for use by researchers around the world by following the instructions on the distribution consent form at http://library.ucf.edu/Systems/DigitalInitiatives/DigitalCollections/InternetDistributionConsentAgreementForm.pdf You may also contact the project coordinator, Kerri Bottorff, at kerri.bottorff@ucf.edu for more information.
Bachelors
Health and Public Affairs
Social Work

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46

Ralston, Nicole Caridad. "Navigating the Intersections of Identity: The Shared Experiences of Women of Color Chief Student Affairs Officers". ScholarWorks@UNO, 2019. https://scholarworks.uno.edu/td/2635.

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There is a lack of equitable representation of women of color in upper-leadership roles on college campuses. The purpose of this dissertation was to explore how women of color who serve as Chief Student Affairs Officers (CSAO), navigated both their racial and gender identities in their professional role, how they were prepared for this identity navigation throughout their career, and how they mentor younger professional women of color. Women of color CSAOs only make up about 4% of the population, so it was important to learn from their experiences in order to improve as a field. A qualitative study using a phenomenological approach, and Intersectionality as the theoretical framework, was conducted amongst women of color who serve as CSAOs at predominantly white, four-year colleges or universities. The theoretical framework was applied to illuminate the structural, political, and representational aspects of intersectionality that were experienced by the participants. The findings from this study illuminated the practices in the higher education and student affairs workplace that impact the racial and gendered experiences of women of color who serve as CSAOs. The results can and should be utilized to create more equitable workplace practices and policies for institutions of higher education. Overall, this study sought to add to the small body of research on women of color Chief Student Affairs Officers by continuing the much-needed conversation about the intersection of navigating both race and gender in a white and male dominated workplace.

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47

Mettler, Heinrich. "An evaluation of the recruitment and selection policy and practice in the Department of Water Affairs and Forestry". Thesis, Port Elizabeth Technikon, 2004. http://hdl.handle.net/10948/232.

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The objective of this study was to evaluate the current recruitment and selection policy of the Department of Water Affairs and Forestry (DWAF) and to determine whether the recruitment and selection practices comply therewith. To establish whether the policy enhances DWAF’s objective to improve its service delivery, a content analysis of the recruitment and selection policy was executed. To determine whether the recruitment and selection practices comply with the written and accepted policy a questionnaire was designed based on the provisions of the policy and best practices. The questionnaire was personally delivered to 50 potential respondents, of which 35 completed it. The completed questionnaires were processed and analysed using Microsoft Excel 2000. The policy was found to be well researched, comprehensive and efficient to DWAF’s missions and objectives. It however showed signs that indicate the danger of being applied inconsistently. Clarity in terms of procedural sequence and conditions for use eluded some policy provisions, making it acceptable to assume and base decisions on the users discretion. Trained human resource managers guide recruitment and selection practices. The study concluded that the policy was being implemented: the recruitment and selection practices within DWAF complied with its accepted policy. There are standardisation on advertising as recruitment method, and interviewing as selection method. The recruitment and selection activities that are not mentioned within the recruitment and selection policy are done at the line manager and human resource manager’s discretion - this is found to be inconsistent and potentially dangerous to the process. DWAF employs recruitment and selection as tool to enhance performance management and effective service delivery. Recommendations are made to assist DWAF in its quest to achieve maximum return on investment from its human capital.

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Mann, Mary. "Experiences of Violence in the Lives of the Female Participants in an Abuse Prevention Program". Honors in the Major Thesis, University of Central Florida, 2003. http://digital.library.ucf.edu/cdm/ref/collection/ETH/id/413.

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This item is only available in print in the UCF Libraries. If this is your Honors Thesis, you can help us make it available online for use by researchers around the world by following the instructions on the distribution consent form at http://library.ucf
Bachelors
Health and Public Affairs
Social Work

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49

Graham, Daria-Yvonne J. "Intersectional Leadership: A Critical Narrative Analysis of Servant Leadership by Black Women in Student Affairs". University of Dayton / OhioLINK, 2018. http://rave.ohiolink.edu/etdc/view?acc_num=dayton1523721754342058.

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Reeves, Leah. "Separate but equal? : the experiences of African American female graduate students in a college student affairs program /". View online, 2010. http://repository.eiu.edu/theses/docs/32211131524381.pdf.

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