M.Ing. / Engineering is both an art and a science. Although engineering demands a lot in the way of energy, imagination and creativeness, it offers one of the most satisfying careers with a sense of adequacy and balance that may be lacking in many other occupations. To stay marketable, engineers should promote their problem solving, interpersonal, technical, financial, and communication skills. Most of these factors, however, are not necessarily part of an engineer's formal education Motivated employees with the necessary competencies and skills are generally recognized as the key to successful organizations. In order to effectively and efficiently manage technical employees, managers should gain insight into their attitudes by understanding their personality traits and core beliefs, and fostering longterm and well-conceived employee development plans. Because people are unique in their needs, values, and systems of motivation, it is practically impossible to tailor jobs and organizational objectives to individual workers. Management education is often a combination of training and experience. The optimal strategy is often not clear. It is the engineering manager's responsibility, then, to optimize the fit between factors of production and worker motivation in order to maximize the performance and productivity of the manager's department or organization. The literature indicates that turnover and motivation of engineers is the product of complex linkages among role stressors, task characteristics, job involvement, job satisfaction, career satisfaction and organizational commitment, to name but a few factors. A problem with having to deal with motivation is that there are no universal solutions. What motivates one person will not necessarily motivate another. Also, much of a person's motivation comes from within him or herself Although the perception.may exist amongst engineers that society in general has little appreciation for them and their accomplishments, engineers themselves feel positive about themselves and their careers. In general, engineers appear to be more involved, more satisfied with their jobs, and more committed to their orgmizations than the non-technical employee. It remains the responsibility of the engineers themselves to change society's preoccupation with glamorous, high-paying jobs, in order for them to be recognized for their contribution to society's standard of living and general well-being. A case study on young engineers is presented to highlight some of the above mentioned issues.

Magister Commercii - MCom / During the amalgamation of the seven substructures within the City of Cape Town specific problems arose around employment equity issues and consequently the City of Cape Town has introduced an Employment Equity Plan. This study investigated the perceptions held by managers regarding the barriers that can mitigate againsst the successful implementation of the Employment Equity Plan. / South Africa

Magister Artium - MA / Background: Persons with physical disabilities experience unfavorable conditions in health care, education, employment infrastructure and recreational facilities. Persons with physical disabilities have encountered challenges in accessing health services, accessing the inbuilt environment. Likewise they have also faced economic exclusion, religious exclusion and social/moral exclusion. Laws have been enacted globally, in Africa and in Kenya and the latest universal law being the United Nations Convention on Rights of Person with Disabilities. Aim of the study: To determine factors inhibiting equalization of opportunities with regards to the services in health, education, employment and to explore the factors inhibiting equalization of opportunities with regards to infrastructure and recreational facilities, to persons with physical disability in Uasin Gishu County, Kenya. Study area: Research was conducted at Moi Teaching and Referral Hospital and APDK Mobile Outreach Centers for Persons with disability. Research Design: Mixed method approach (concurrent) was used where the researcher integrated information at the final interpretation of the results. The study was done in quantitative and qualitative phases. Research Instruments: A self-administered questionnaire was used to collect quantitative data. The questionnaire that was in four sections was administered to 375 participants and it sought to determine the factors inhibiting equalization of opportunities to persons with physical disabilities with regards to health, education and employment. The reliability and validity of the research instrument was tested before use. Six focus group discussions using the nomination rule was conducted and it comprised of 6-8 participants. Structured interviews with four key informants were also held to explore the factors inhibiting equalization of opportunities to persons with physical disabilities in recreational facilities and infrastructure in Uasin Gishu County Kenya. Data analysis: Version 22 of the Statistical Package for Social Sciences (SPSS) was used to pinpoint the quantitative data. Descriptive statistics was used and the findings were presented in the form of frequencies and percentages. To test the relationship between the different categories of variables inferential statistics (chi-square) was used, (p<0.05). For the qualitative data, the tape recorded interviews were transcribed verbatim, field notes typed, categorizing and ordering data was done and themes were produced. To obtain themes thematic content analysis was used. Ethics: The participants were made aware of the aim of the study, confidentiality and their freedom to withdraw from the study. Approval was obtained from the University of the Western Cape Senate Research Grants and Study Leave Committee before the study commenced. Ethical clearance was also obtained from the Institutional Research and Ethics Committee of MTRH and Moi University. Informed approval was also obtained before the survey and the FGD. Results: There were statistially significant relationship between nature of disability and workplace policies (p=0.001) to employment, distance from residence (p=0.001) to health facility and attitude of health workers on access to health. There was also a significant relationship between school policies (p=0.001) and help from family members (p=0.001) in access to education. The emerging themes in the FGD were the presence of sidewalks, zebra crossing, car parks, traffic control lights, benches and rest areas, transport adaptation, building adaptation, toilets and ramps/ lifts. The discussions in the emerging themes in the FGDs showed that persons with physical disabilities are yet to fully access infrastructure and recreational facilities. Conclusion: These results therefore showed that PWDs are yet to attain equalization of opportunities with regards to health, employment, education and recreation compared to their non-disabled counterparts and is therefore recommended that the legislations/policies in place be fully implemented in line with UN convention 2006 and persons with disabilities Act 2003 (Kenya).

The government identified the small business sector as an important variable in sustainable economic growth and employment creation. The purpose of this study is to determine the impact of minimum wage regulation and employment protection policies on the unemployment statistics of South Africa. Unemployment is an aspect that needs attention to assist with long-term sustainability of growth. The questionnaire was distributed to approximately 20 000 small business owners in South Africa and 1239 responded. Of the 1239 responses, 900 could be used. The research propositions were that employment protection legislation relates to a decrease in job creation and minimum wages relates to higher unemployment. The third proposition is an assumption made in the event that the first two propositions were proved correct. These propositions were proved incorrect. / Dissertation (MBA)--University of Pretoria, 2010. / Gordon Institute of Business Science (GIBS) / unrestricted

Over the last two decades our courts have become inundated with cases relating to sexual harassment in the workplace. Sexual harassment has become a major problem in the workplace hence the decision by parliament and our courts to implement policies in the workplace to try and curb the problem. The effects of sexual harassment on a victims’ job and career can be profound. It has been proven that many employees simply decide to leave their jobs or to request a transfer than to endure the harassment until they are psychologically destroyed by the embarrassing situation.The Employment Equity Act explicitly in section 6 prohibits unfair discrimination in very specific terms. It states that no person may unfairly discriminate directly or indirectly against an employee in an employment policy or practice on one or more of the grounds listed in section 6. Section 6(3) further states that harassment of an employee is a form of discrimination where the harassment is based on any one or more of the grounds listed in section 6 (1) which includes sexual harassment. Section 60 deals with the liability of employees for the conduct of their employees committed whilst the employees are at work, where such conduct contravenes the provisions of the EEA. If the conduct is brought to the attention of the employer he or she is obliged to take the necessary steps to eliminate the alleged conduct and to comply with the provisions of the EEA. Section 60(3) renders an employee vicariously liable for the conduct of an employee who contravenes the provisions of the EEA. An employee who cannot prove that reasonable steps were taken to ensure that the provisions of the EEA are not contravened will be held liable for the actions or their employees. An employer who can prove that reasonable steps were taken will not be held liable for the actions of the employee.The provisions of the EEA were applied in the case of Ntsabo v Real Security wherein an employee had been sexually harassed over a period of six months by a fellow employee. The employee had reported the incidents of sexual harassment to the corporation she was employed with which failed to take action against the senior employee. Instead of taking action the corporation moved her to a different work station and placed her on night shift. This gave her the impression that she was being punished for the deed of the senior employee which resulted in her resigning from the corporation and instituting a claim for constructive dismissal and damages for sexual harassment. The court found that she had been constructively dismissed and that the senior employee had contravened section 6(3) of the EEA. The court further held that the employer (corporation) was also liable for the conduct of the senior employee in contravening the Act. In terms of the doctrine of vicarious liability on the other an employer may be held vicariously liable for the actions of its employees committed during the course and scope of their employment. The test for vicarious liability is therefore whether at the time of the alleged act of sexual harassment the employee was acting within the course and scope of his employment. The doctrine came before the court in the case of Grobler v Naspers. In this case Grobler who was employed at Naspers alleged that has had been sexually harassed by her immediate supervisor Mr Samuels. Samuels acted as trainee manager for seven months. Grobler suffered a mental breakdown as a result of the harassment and contented that she was no longer fit to work. She approached the High court for relief and alleged that Naspers (employer) was vicariously liable for the actions of Mr Samuels and the damages she suffered. In Naspers the court had to decide whether Samuels was indeed responsible for Grobler’s condition and if so whether Naspers were vicariously liable for his actions. In coming to its decision various cases were cited by the court as authority that recognised underlying policy considerations of vicarious liability. This included considerations that the employer is in a better position to pay compensation than the employee and to render the employer liable, serves as a deterrent against similar conduct in the future. The court also remarked that the common law courts acknowledge that the evolution of the doctrine continues to be guided by policy. The court ruled that policy considerations justified the finding that Naspers was vicariously liable for the sexual harassment of Grobler. It held further that both Naspers and Samuels were jointly and severally liable for the compensation to be paid. The Code of Good Practice on the Handling of Sexual Harassment Cases which was published as an annexure to the Labour Relations Act was implemented in an attempt to eliminate sexual harassment in the workplace, to provide appropriate procedures to deal with the problem and to prevent its occurrence and to promote and to encourage the development and implementation of policies and procedures which will assist in creating workplaces free from sexual harassment. The cases quoted above demonstrate the different approaches adopted by the courts in seeking to grant relief to victims of sexual harassment. It is clear that policies and procedures should be in place in the workplace that will ensure that employers are not held liable for the actions of their employees committed during the course and scope of employment. The same can however not be said when there are no policies and procedures in place in the workplace.

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My sincerest appreciation must be expressed to the people who provided support and encouragement while this paper was being prepared. J. A. W. (Warner) Woodley, Industrial Relations Manager of Allan Potash Mines was more than generous with his time and intellectual capacity. Doctors, N. A. Hall and V. F. Mitchell of the faculty of Commerce and Business Administration at the University of British Columbia, gave up much of their valuable time for consultations. To these people as well as the participating owners of Allan Potash Mines, my sincerest thanks. / Business, Sauder School of / Graduate

Employment trends for women in British Columbia were examined for the 1953 to 1965 period. A time series study showing the effects of secular, seasonal, cyclical and higher educational variables on participation rates was undertaken. Primary source data, necessary for studying the higher educational variable, was obtained from a questionnaire which was constructed and mailed to 1,000 randomly selected married women who were University of British Columbia Graduates from 1922 to 1965 inclusive. The time series analysis indicated that a composite of the variables examined influenced in varying degrees the Female Participation Rates in British Columbia during the 1953 to 1965 period. The economic and educational implications of this analysis have been discussed. Evidence has been given that an underlying, dominant secular trend exists of steadily increasing British Columbia Female Participation Rates. Married Women Graduate Participation Rates have been shown to exhibit a similar rising pattern. Correlation between the two is +.88. Although the secular trend appears to dominate, women are also shown to be affected by both seasonal and cyclical variations. There would seem to be in British Columbia a supply of women who tend to enter the Labour Force when employment opportunities are high and who leave when economic conditions are depressed. Of importance for educational and occupational counselling is the knowledge obtained that the Participation Rates for all British Columbia women have risen steadily from twenty-three to thirty-one per cent over a twelve year period and that the Participation Rates for Married Women Graduates have risen from one and a half to two and a half per cent over the same period. This knowledge implies that some form of vocational training is of vital importance to all girls. Another finding with direct application to the counselling of adolescent and adult women is the strong evidence of the practical value of a university degree. The research showed that economic cycles in British Columbia had approximately only one fourth as much effect on the employment of the Married Women University Graduates as upon the British Columbia Female Labour Force. / Education, Faculty of / Graduate

A recurring demand in the field of public assistance is the request that recipients should be expected to work for their allowances. A project based on this principle was operated by a municipality in the Lower Fraser Valley during the winter of 1961-62. This study attempts to evaluate the results achieved. The historical background of work-for-relief has been reviewed -particularly the experience of the United States and Canada. It is usually found that attempts to meet unemployment with a policy of work-relief are soon abandoned because available funds are quickly exhausted and it is never possible to provide work for all who apply for it. Direct relief is resorted to because it is less costly. When large numbers of persons become dependent upon public assistance the belief persists that many do so because they are unwilling to work. Policies are subsequently advocated which urge that recipients should be put to work to earn their allowances. Experience during the depression of the thirties indicated that, in fact, people wanted nothing so much as a job. The project under study was based on the assumption that the persons assigned were "chronic recipients of social assistance". The project operated from November, 1961 to May, 1962. A study carried out in the following August, 1962 indicated that anumber had not returned to social assistance rolls by that date. The inference was made that their work-for-relief assignment had contributed to a lessening of dependency. This study suggests that the lessening of dependency had actually begun five months prior to the operation of the project and was probably due to improved economic conditions. It was suggested that the primary causes of dependency were poor physical and mental health as well as adverse employment conditions. The study emphasized the need for adequately trained professional personnel in administering public assistance. / Arts, Faculty of / Social Work, School of / Graduate

Class of 2006 Abstract / Objectives: To gain insight into current trends in pharmacy employment directly after graduation in the areas of community, hospital, pharmacy practice residencies and to relate those findings to environmental factors within the field. Methods: An exit survey was distributed to fourth-year students at The University of Arizona College of Pharmacy (UACOP) in the spring prior to graduation during the years 1993 to 2005. Among other items, the survey inquired about each student’s initial job selection. Group I consisted of data from the graduates of 1993-1995, Group II contained graduates from 1996-2000, and Group III included data from students during the years 2001-2005. The groups were compared using the chi-square method. Results: Data were collected from a total of 688 graduating students over the thirteen year period. Groups were assigned based upon the year of graduation. The largest reported difference between the groups was the percentage of students pursuing community practice, increasing from 25% to 51.8% between the groups, respectively (p <0.0001). Additionally, a significant reduction in percentage of students pursuing residency training was also noted, decreasing between Group I (36.2%) and Group III (23.7%), with p = 0.006. There were no significant changes in the percentage of students taking hospital positions throughout the study duration. Conclusions: Over the last 13 years, the percentage of students from The University of Arizona College of Pharmacy that choose community pharmacy as their initial employment is increasing. The percentage of students starting out in hospital pharmacy has remained relatively stable, while the fraction of students choosing to pursue residency training is declining. This trend may be influenced by a variety of factors, including increased salaries in community pharmacy, more openings in the retail practice area, and increased competition for residency positions.