The research area of recruitment utility analysis (RUA) models has been somewhat unexplored for decades, and has earlier been reduced to simplified mathematic formulas measuring only dollar term value. The need for more dynamic models and theories surrounding the area has been voiced numerous times, yet little has been done. The purpose of this study was to highlight this need to encourage to further research, and to examine the managerial perspective on RUA from a semi explorative perspective. Eight interviews were conducted where the managers received questions concerning the recruitment process and the method used to conduct RUA. The results of this study indicate somewhat unimpressed attitudes toward the added value of conducting RUA. The reasons for not conducting RUA were found to be due to time constraint, lack of skills and managerial support. The majority of the RUA was found to be reactive and based on gut feeling implying a need for proactive RUA hence ensuring the value of the recruitment process.

Much has been said about rationalization and redeployment in socio-economic and political circles in South Africa, with many of the associated problems inherited from the apartheid government. These problems included, but were not limited to, the following: lack of learner support materials (textbooks, desks), insufficient and overcrowded classrooms, libraries and laboratories and human resources (insufficient trained teachers, especially in mathematics and science in townships and rural schools of South Africa). These problems have proved detrimental to effective teaching and learning and have created almost impossible working conditions for the majority of teachers. In order to comply with the Constitution of the country and the culture of human rights, the achievement of equity in the education sector of South Africa became a central component of attempts to restructure education in post- apartheid South Africa. It remains one of the most pressing issues in the politics of educational reform. To address years of imbalance in education, a number of policies were created and implemented. One such policy was the rationalization and redeployment of teachers from advantaged schools to previously disadvantaged schools. This policy was the principal mechanism for achieving equity, both between and within provinces. The pupil- toteacher ratio is one of the key indices of unequal per capita expenditure in schools in different communities as well as an important determinant of quality in South African education. It is a good policy on paper, but the implementation thereof has not been easy. Many obstacles have been encountered in the process of implementation. These include: (i) lack of a comprehensive teacher database which clearly indicates the number of teachers to be redeployed, (ii) lack of clear and concise information for the general public - absence of effective channels of information distribution and communication, (iii) lack of motivation to co-operate for those who would be directly affected, (iv) lack of decentralised decision making- processes, (v) the financial constraints experienced by the provinces of South Africa during the process of implementation. Regardless of the support policies enjoy from authorities, many policies do not receive the support of the public, especially if they require unpopular action - a situation that applies to the redeployment of teachers in South Africa. The involvement in and acceptance of the policy by all stakeholders is crucial. Research instruments such as face-to-face interviews were used to gather the data presented in this research. Interviews were conducted to gain insight into the perceptions of teachers of the rationalization and redeployment policy in selected schools in the Port Shepstone/ Harding district. The research explored the contradictions and consequences that underpinned the rationalization and redeployment of teachers in KwaZulu- Natal. / Thesis (M.Soc.Sc.) - University of KwaZulu-Natal, Pietermaritzburg, 2005.

This paper describes and analyzes how individuals and organizations that operate in careers in communications and marketing deal with the search for employees / employers, and how recruiting managers and recruitment consultants are working to create a match between the parties. The study was conducted on behalf of a recruitment agency that offers services in recruiting and staffing for organizations in communication and marketing. The empirical material consists of ten qualitative interviews from three different perspectives on the labor market, recruitment consultants, managers and employees. The interviews were analyzed from sociological and social psychological theories of organizations and individuals opportunities and strategies in today's western labor market. Conclusions that emerged are that organizations need for decreased amount of tied assets provides increased need for temporary employments. To plan and manage the strategic HR operation in the flexible organizations, with more temporary employments and decentralized structures, it has become important to increase factors of control. This generally applies to the entire recruitment process but also for potential employees. Employees increasingly aim to move on to new jobs in new organizations require that organizations develop strong employer brands. Unless employees have incentive to stay in the organization it is a risk of competence losses and the loss of control over HR work. Also people who are looking for jobs use strategies such as marketing to get a job. The study indicates a shift in responsibility for the search from organization to job applicant. A further trend is that today's leaders are looking for new employees with the "right" personality. Job applicant adjusts their self-presentation to their perception of what the employer considers to be a suitable personality in general, but also towards the specific job and organization and thus makes it matchable.

Osteocytes (resident bone cells) are believed to sense loading-induced interstitial fluid flow in bone and transduce the signals to osteoclasts (bone resorption cells) and osteoblasts (bone formation cells) to regulate bone remodeling. Recent studies have shown that bone disuse causes osteocyte apoptosis, which precedes osteoclast activity at the local remodeling site. Although osteoclast precursors are known to travel via the circulation, the specific mechanism by which they are transported to the remodeling site is unclear. We hypothesized that lack of fluid flow induces osteocyte apoptosis. Furthermore, we hypothesized that osteocyte populations containing apoptotic osteocytes secrete cytokines that: 1) promote angiogenesis, and 2) activate the endothelium to promote osteoclast precursor adhesion to the endothelium such that osteoclast precursors can be delivered closer and directly to the remodeling site. In our in vitro studies, we found that lack of oscillatory fluid flow (mimicking mechanical disuse) promotes osteocyte apoptosis. In addition, osteocyte populations containing apoptotic cells promote endothelial cell proliferation, migration, and tubule formation. Inhibition of the potent angiogenic cytokine, vascular endothelial growth factor (VEGF), abrogated osteocyte apoptosis-mediated angiogenesis. Furthermore, we found that osteocyte populations containing apoptotic cells secrete cytokines that promoted osteoclast precursor adhesion. Upon further investigation, we found that apoptotic osteocytes secreted elevated levels of inflammatory cytokine interleukin 6 (IL-6), and its soluble receptor, sIL-6R. We demonstrated that both IL-6 and sIL-6R are required to activate the endothelium to express ICAM-1. Inhibition of ICAM-1 and IL-6 by blocking antibodies abolished apoptotic osteocyte-mediated osteoclast precursor adhesion. Our findings suggest for the first time that osteocytes communicate to endothelial cells directly to mediate angiogenesis and osteoclast precursor adhesion. Results from this study may assist in a better understanding of osteoclast precursor recruitment at the initial onset of bone resorption.

No description available.

No description available.

Much has been said about rationalization and redeployment in socio-economic and political circles in South Africa, with many of the associated problems inherited from the apartheid government. These problems included, but were not limited to, the following: lack of learner support materials (textbooks, desks), insufficient and overcrowded classrooms, libraries and laboratories and human resources (insufficient trained teachers, especially in mathematics and science in townships and rural schools of South Africa). These problems have proved detrimental to effective teaching and learning and have created almost impossible working conditions for the majority of teachers. In order to comply with the Constitution of the country and the culture of human rights, the achievement of equity in the education sector of South Africa became a central component of attempts to restructure education in post- apartheid South Africa. It remains one of the most pressing issues in the politics of educational reform. To address years of imbalance in education, a number of policies were created and implemented. One such policy was the rationalization and redeployment of teachers from advantaged schools to previously disadvantaged schools. This policy was the principal mechanism for achieving equity, both between and within provinces. The pupil- to teacher ratio is one of the key indices of unequal per capita expenditure in schools in different communities as well as an important determinant of quality in South African education. It is a good policy on paper, but the implementation thereof has not been easy. Many obstacles have been encountered in the process of implementation. These include: (i) lack of a comprehensive teacher database which clearly indicates the number of teachers to be redeployed, (ii) lack of clear and concise information for the general public - absence of effective channels of information distribution and communication, (iii) lack of motivation to co-operate for those who would be directly affected, (iv) lack of decentralised decision making- processes, (v) the financial constraints experienced by the provinces of South Africa during the process of implementation. Regardless of the support policies enjoy from authorities, many policies do not receive the support of the public, especially if they require unpopular action - a situation that applies to the redeployment of teachers in South Africa. The involvement in and acceptance of the policy by all stakeholders is crucial. Research instruments such as face-to-face interviews were used to gather the data presented in this research. Interviews were conducted to gain insight into the perceptions of teachers of the rationalization and redeployment policy in selected schools in the Port Shepstone/ Harding district. The research explored the contradictions and consequences that underpinned the rationalization and redeployment of teachers in KwaZulu- Natal. / Thesis (M.Soc.Sc.)-University of KwaZulu-Natal, Pietermaritzburg, 2005.

A case study of the experiences of six African American male teachers in a southern K-12 school district is presented in this study. The purpose of this study was: 1) to hear the voices of African American male teachers in a selected urban school district; 2) to identify the factors that contribute to their job acceptance decisions; 3) to gain an in-depth understanding of why teachers chose teaching as a profession; 4) to determine and understand the nature of the professional lives of these teachers; and finally, 5) to advance our existing knowledge base in attracting African American males to our nation's classrooms. The data collection process consisted of one-on-one, open-ended interview questions with six highly qualified African American male public school teachers in a K-12 school district in the Southern region of the United States. The key themes which emerged through data analysis include: (1) nobility associated with the teaching profession; (2) compassion associated with the teaching profession; (3) stability associated with the teaching profession; (4) family and community influences; (5) life experiences and (6) I was not recruited: I chose this district. Ethic of Care and Critical Race theoretical frameworks were the foundation for the study.

Tumors are composed not only of malignant cells, but also of various types of normal cells, including vascular cells and infiltrating immune cells, which drive tumor development and progression. The tumor vasculature is abnormal and dysfunctional due to sustained tumor angiogenesis driven by high levels of pro-angiogenic factors. Proteins differentially expressed in tumor vessels affect vascular function and the tumor microenvironment and may serve as targets for therapy. The tumor is also a site of sustained chronic inflammation. The recruitment and activation of inflammatory cells significantly influence tumor progression and regression. Targeting molecules regulating tumor angiogenesis and inflammation in the tumor microenvironment is therefore a promising strategy for the treatment of cancer. This thesis is aiming to understand and investigate the molecular regulation of these two processes in tumors. αB-crystallin is a heat shock protein previously proposed as a target for cancer therapy due to its role in increasing survival of tumor cells and enhancing tumor angiogenesis. In this thesis, we demonstrate a novel role of αB-crystallin in limiting expansion of CD11b+Gr1+ immature myeloid cells in pathological conditions, including tumor development. In addition, we show that αB-crystallin regulates leukocyte recruitment by promoting expression of adhesion molecules ICAM-1, VCAM-1 and E-selectin during TNF-α-induced endothelial activation. Therefore, targeting of αB-crystallin may influence tumor inflammation by regulating immature myeloid cell expansion and leukocyte recruitment. Abnormal, dysfunctional vessels are characteristic of glioblastomas, which are aggressive malignant brain tumors. We have identified the orphan G-protein coupled receptor ELTD1 as highly expressed in glioblastoma vessel and investigated its role in tumor angiogenesis. Interestingly, deficiency of ELTD1 was associated with increased growth of orthotopic GL261 glioma and T241 fibrosarcoma, but did not affect vessel density in any model. Further investigation is warranted to evaluate whether ELTD1 serves a suitable vascular target for glioblastoma treatment. Anti-angiogenic drugs targeting VEGF signaling is widely used in the clinic for various types of cancer. However, the influences of anti-angiogenic treatment on tumor inflammation have not been thoroughly investigated. We demonstrate that VEGF inhibits TNF-α-induced endothelial activation by repressing NF-κB activation and expression of chemokines involved in T-cell recruitment. Sunitinib, a small molecule kinase inhibitor targeting VEGF/VEGFR2 signaling increased expression of chemokines CXCL10, CXCL11, and enhanced T-lymphocyte infiltration into tumors. Our study suggests that anti-angiogenic therapy may improve immunotherapy by enhancing endothelial activation and facilitating immune cell infiltration into tumors.

This study is concentrated in recruitment strategies and finding the right competence for firms establishing in transition economies. The study is conducted with six Swedish companies operating in Russia and the Baltic States. Thus, this is a qualitative study in order to identify the different strategies used by the companies and why or why not they have been successful. Furthermore this study is based on in-depth interviews that give us the dimensions we need to solve the issue of recruitment in transition economies.  In conclusion the study shows us that major companies have issues when recruiting personnel in Russia and also a guidance what should be done in order to be as successful as possible in process of recruitment.