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Refugee youth are identified as a high risk group due to the likelihood of exposure to trauma (UNICEF, 1996) and frequent reports of anxiety, depression and Post Traumatic Stress Disorder(PTSD)(Ellis, MacDonald, Lincoln, & Cabral, 2008). However they tend to underutilize mental health services(Fenta, Hyman, & Noh, 2006). This study explored the ways in which educational cultural brokers support the psychological well-being of refugee youth. Using a qualitative case study (Merriam, 2009), four cultural brokers and three mental health practitioners were interviewed and data was analyzed thematically. Two broad themes were identified encompassing informal supports and formal supports. Sub-themes that represented informal supports were: (1) Facilitating cultural integration and sense of belonging, (2) Bridging to settlement services, and (3) Providing supportive counselling. Sub-themes describing formal supports were: (1) Facilitating referrals, (2) Educating, (3) Providing contextual information, and (4) Providing cultural interpretation. The practice implications of this research are discussed. / Counselling Psychology

Master-Arbeit Univ. St. Gallen, 2009.

Master-Arbeit Univ. St. Gallen, 2009.

Le « Cloud brokering » est un paradigme de service qui fournit interopérabilité et portabilité des applications à travers plusieurs fournisseurs de Cloud. Les nouveaux services et capacités étendues qui améliorent ou complètent celles déjà offertes par les fournisseurs de Cloud sont la caractéristique principale des « Cloud brokers ». Actuellement, d’un point de vue de l’infrastructure Cloud, les Cloud brokers jouent un rôle d’agents intermédiaires entre les utilisateurs et les fournisseurs, agissant ainsi comme un point commun pour la consommation des services Cloud. Parmi les avantages les plus notables liés à ce point d’accès commun on trouve : l’augmentation de la résilience en allouant l’infrastructure chez de multiples fournisseurs ; la délivrance d’une facturation unifiée ; la simplification des processus de gouvernance ; l’approvisionnement et le règlement à travers de multiples fournisseurs. Dans le futur, les Cloud brokers fourniront des services avancés de valeur ajoutée et vendront des services Cloud en utilisant d’attractives politiques de prix. Le but de cette thèse est de proposer deux services avancés de valeur ajoutée et une politique de prix pour les Cloud brokers / Cloud brokering is a service paradigm that provides interoperability and portability of applications across multiple Cloud providers. The attractiveness of Cloud brokering relies on the new services and extended computing facilities that enhance or complement those already offered by isolated Cloud providers. These services provide new value to Small and Medium-sized Businesses (SMBs) and large enterprises and make Cloud providers more competitive. Nowadays, at the infrastructure level, Cloud brokers act as an intermediary between the end-users and the Cloud providers. A Cloud broker provides a single point for service consumption in order to avoid vendor lock-in, increase application resilience, provide a unified billing, and simplify governance, procurement and settlement processes across multiple Cloud providers. In the future, Cloud brokers will provide advanced valueadded services and will use attractive pricing models to capture potential Cloud consumers. The aim of this thesis is to propose advanced value-added services and a pricing model for Cloud brokers.

Zugl.: Mainz, Universiẗat, Diss., 2000.

Background Temporary work agencies have been around for several decades. An emerging outgrowth from these has been expanding in the industry, known as master vendor arrangements. Furthermore, much research has been devoted to the usage of temporary working agencies but less attention has been devoted to the master vendor arrangements and the consequences from using such an arrangement. Purpose The purpose of this study is to explore the strategic decision of implementing a master vendor arrangement offered by a consultant brokerage firm and the impact of such a decision on the company. Method This study is using an inductive approach, where the empirical findings are gathered through semi-structured interviews as well as corporate documents. The empirical findings are collected trough an interview study and analysed through a template analysis. The theoretical framework helped us build our constructs from which we have structured the overall themes in our semi-structured interviews. Conclusions An implementation of a master vendor arrangement is complex and can generate several consequences. In this study we identify six major consequences that end clients have experienced. By considering these factors a greater understanding of how to look upon a master vendor arrangement can be formed.

Alors que les avantages de l'innovation ouverte ont été largement soulignés dans la littérature, le recours à des intermédiaires pour innover nécessite encore de la clarté dans les articles académiques et dans la pratique. Nous avons donc passé en revue les différentes formes d'intermédiaires. Les ‘broker’, agents intermédiaire, permettent la connexion entre deux partiesdistinctes, l’entreprise initiatrice du challenge et les innovateurs. Impliquer le ‘broker’ dans les processus d'innovation ouverte peut être une stratégie efficace à mettre en place afin d'améliorer la capacité d'absorption de l’entreprise en déjouant les collaborations inadéquates et chronophages (Brown, 1991). Au centre de cette collaboration, le ‘broker’ est l'intermédiaire etl'acteur central permettant la connexion entre ces deux acteurs. Cette thèse met en avant la façon dont l’entreprise orchestre son ouverture à des innovateurs externes. Nous expliquons comment est géré le processus du point de vue de l’entreprise initiatrice à travers une étude de cas de l’entreprise Electrolux, son département d'innovation ouvert très avancé. Nous avons également souligné l’importance du ‘broker’ au travers de notre deuxième étude sur la conception et le contenu des plateformes d'innovation. Notre objectif final était d'expliquer clairement comment ensemble ces deux premiers acteurs peuvent assurer une innovation réussie en se concentrant sur les facteurs qui garantissent la qualité des contributions des innovateurs. Nous avons adopté une approche qualitative, nous avons analysé les données partagées par Electrolux (seeker) et ces ‘broker’. Nous avons également analysé les expériences d'innovation ouverte des acteurs en réalisant des entretiens semi-structurés. La thèse a mis en lumière plusieurs questions non étudiées ou que partiellement et nous apportons des réponses sur la façon dont les entreprises peuvent gérer leur ouverture, comment les ‘broker’ devraient concevoir leurs plateformes pourrépondre aux attentes des utilisateurs (initiateur et innovateur). Ainsi que la façon dont les initiateurs de challenge et les ‘broker’ peuvent mener ensemble des challenges d'innovation ouvertes réussis impliquant des innovateurs du monde entier. Nos résultats ont mis en évidence plusieurs lignes directrices pour les acteurs de l'écosystème de l'innovation ouverte impliquant un ‘broker’. Cependant, des études quantitatives seraient nécessaires pour mesurer quantitativement le succès de cette approche étudiée. / While open innovation advantages has been widely emphasized in the literature. Intermediation under its different forms still requires clarity in academic articles and in practice. We therefore reviewed the different forms of intermediation and we attempt to advance the uncovered field of the brokering form. Brokers act as bridge between two sided parties involved, seeker and solver. Involving broker in open innovation processes can be an effective strategy to put in place in order to enhance absorptive capacity by lowering inadequate and time consuming collaborations (Brown 1991). In the literature, actors initiator of the open challenges are called – seeker, and participants to the open innovation contest are called - solvers. In the middle, brokers are the intermediary and central actor connecting them together. They manage and provide appropriate network from same or different domain of application than the seeker firm. We aim to shed light on how seeker orchestrate or may orchestrate his openness. We explain the management of the process in the seekers’ side through a case study on Electrolux, well-advanced open innovation department. We also highlighted the brokers integration by fully concentrating our study on their innovation platforms design and content. Our final objective was to clearly explain how both seeker and broker may together ensure successful innovation focusing on factors that may ensure quality of the solver’s contributions. Our approach was totally qualitative, we analyze data available from Electrolux (seeker) and brokers. We also interpret participant’s experiences of open innovation with brokers by conducting semi-structured interviews. Our thesis shed light on several uncovered or partially covered questions. We bring answers on how seekers may manage their openness, how brokers should design their platforms to meet users (seeker and solver) attempts. As well as how seeker and broker together may conduct successful open innovation contests involving solvers worldwide. Our findings highlighted several guidelines for the actors of the brokering innovation ecosystem, however, quantitative studies are required to measure quantitatively the success of this approach.

Magister Philosophiae - MPhil / In the South African employment context, temporary employment service (hereinafter referred as TES), also known as labour broking, is regulated by the Labour Relations Act.1 Under the previous LRA (prior 2014 legislative amendments), employees of TES have been challenged in respect of exercising their labour law rights and that subjected them to exploitation. Such exploitation called for the government of South Africa to effect some amendments on the LRA with a view to protect TES employees. This was done through Labour Relations amendment Act no 06 of 2014, which came into force in August 2014. The relationship in TES involved three parties, such as, client, labour broker and an employee. A labour broker entered into a commercial contract with a client, in terms of which the former would provide employees to the client. An employment contract will then be entered into between labour broker and an employee. The duration of employment contract would mostly be determined by as long as the client requires services of a placed employee. No employment contract was entered into between an employee and the client. This is despite the fact that a client had directly enjoyed services of the employee.

According to the well-known human resource service provider, Internet¡¦s 104¡¥s surveys indicate that the most popular job vacancy with freshmen whom enterprises want to recruit is that of salesperson. Salespeople have long working hours and high performance pressure, resulting in a high turnover rate, which is the reason why enterprises constantly need more salespeople. Besides this, according to reviews of the real estate industry, half of real estate brokers quit their job after having worked for a mere six months. Why do so many brokers quit their job? And, what¡¦s the difference between the broker who is still in the industry and the one out of it? What skills do the brokers need to prosper in the industry? This research uses narrative analysis to explore the views of real estate brokers on work, the difference between the incumbent brokers and the quit-forever brokers, the reasons why real estate brokers quit their job, and the skills the incumbent brokers need to live on in this industry. The results of this research are as follows: First, the views of real estate brokers on work. Second, although the incumbent brokers and the quit-forever brokers have the same views on the work, but they have different attitudes towards their work. Third, the reason they quit their job is usually related to ethics. Forth, the skills of the incumbent brokers appear to be inadequate. Fifth, incumbent brokers develop their skills through learning from experience. (learning on the job).