The possible impacts of the level of formal education on different aspects of disaster management, prevention, alarm, emergency, or postdisaster activities, were studied in a comparative perspective for three countries with a comparable exposure to hurricane hazards but different capacities for preventing harm. The study focused on the role of formal education in reducing vulnerability operating through a long-term learning process and put particular emphasis on the education of women. The comparative statistical analysis of the three countries was complemented through qualitative studies in Cuba and the Dominican Republic collected in 2010-2011. We also analyzed to what degree targeted efforts to reduce vulnerability were interconnected with other policy domains, including education and science, health, national defense, regional development, and cultural factors. We found that better education in the population had clear short-term effects on reducing vulnerability through awareness about crucial information, faster and more efficient responses to alerts, and better postdisaster recuperation. However, there were also important longer term effects of educational efforts to reduce social vulnerability through the empowerment of women, its effect on the quality of institutions and social networks for mutual assistance creating a general culture of safety and preparedness. Not surprisingly, on all three accounts Cuba clearly did the best; whereas Haiti was worst, and the Dominican Republic took an intermediate position. (authors' abstract)

This thesis analyses theories of practical reason. In particular I compare desire theories of reasons with value theories of reasons. Desire theories of reasons, as I define them, claim that it is a necessary condition of A having a reason to ф that A’s reason depend on A’s antecedent desires. In contrast, I define value theories of reasons as those theories that claim that it is a necessary condition of A having a reason to ф that A’s ф-ing be valuable. In this thesis my main concern lies with those value theorists who accept the motivational requirement: the claim that if an agent is to have a reason to ф, then it must be possible for the agent to ф on the basis of this reason. In particular, I concentrate on those value theorists who claim that A has a reason to ф iff a) A’s ф-ing is valuable; b) it is possible for A to ф on the basis of this reason. I reject desire theories of reasons on the basis of several criticisms. I claim that our desires are normatively arbitrary, and that according to desire theories of reasons, some of our desires ought to be eradicated. I argue instead for a value theory of reasons that adopts a particular interpretation of the motivational requirement. I distinguish three different interpretations of the motivational requirement, each offering a connection between reasons and motivations that differs in strength. The first, strongest requirement claims that in order for A to have a normative reason to ф, it must be possible for A to ф on the basis of this reason given certain qualities that A possesses (where I take the sense of ‘possible’ relevant to these interpretations to be one that reflects an agent’s capacities). The second and weakest requirement claims that in order for A to have a normative reason to ф, it must be possible for A to ф on the basis of this reason if A possessed certain qualities. The last and moderate requirement claims that in order for A to have a normative reason to ф, it must be possible for A to ф on the basis of this reason if A possessed certain qualities and A either has these qualities, or it is possible for her to get herself into a state where she has them. I argue for a value theory of reasons that employs this last, moderate motivational requirement. I argue that a value theory that adopts the moderate motivational requirement is best, as it allows the theory to be practically useful; reasons on this account have a role in deterrence, encouragement and praise- and blame-worthiness. The theory also aligns with a plausible account of eligible candidates for reasons. While the employment of the moderate motivational requirement in a value theory of reasons likens the theory, in some respects, to a desire theory, it avoids the objections raised against desire theories of reasons. In this way, a value theory of reasons that employs the moderate motivational requirement combines the attractive features of a desire theory and a value theory. Specifically, it generates reasons that are both dependent on an individual’s qualities, and also aligned with an account of value. / Thesis (Ph.D.) - University of Adelaide, School of Humanities, 2008

This thesis analyses theories of practical reason. In particular I compare desire theories of reasons with value theories of reasons. Desire theories of reasons, as I define them, claim that it is a necessary condition of A having a reason to ф that A’s reason depend on A’s antecedent desires. In contrast, I define value theories of reasons as those theories that claim that it is a necessary condition of A having a reason to ф that A’s ф-ing be valuable. In this thesis my main concern lies with those value theorists who accept the motivational requirement: the claim that if an agent is to have a reason to ф, then it must be possible for the agent to ф on the basis of this reason. In particular, I concentrate on those value theorists who claim that A has a reason to ф iff a) A’s ф-ing is valuable; b) it is possible for A to ф on the basis of this reason. I reject desire theories of reasons on the basis of several criticisms. I claim that our desires are normatively arbitrary, and that according to desire theories of reasons, some of our desires ought to be eradicated. I argue instead for a value theory of reasons that adopts a particular interpretation of the motivational requirement. I distinguish three different interpretations of the motivational requirement, each offering a connection between reasons and motivations that differs in strength. The first, strongest requirement claims that in order for A to have a normative reason to ф, it must be possible for A to ф on the basis of this reason given certain qualities that A possesses (where I take the sense of ‘possible’ relevant to these interpretations to be one that reflects an agent’s capacities). The second and weakest requirement claims that in order for A to have a normative reason to ф, it must be possible for A to ф on the basis of this reason if A possessed certain qualities. The last and moderate requirement claims that in order for A to have a normative reason to ф, it must be possible for A to ф on the basis of this reason if A possessed certain qualities and A either has these qualities, or it is possible for her to get herself into a state where she has them. I argue for a value theory of reasons that employs this last, moderate motivational requirement. I argue that a value theory that adopts the moderate motivational requirement is best, as it allows the theory to be practically useful; reasons on this account have a role in deterrence, encouragement and praise- and blame-worthiness. The theory also aligns with a plausible account of eligible candidates for reasons. While the employment of the moderate motivational requirement in a value theory of reasons likens the theory, in some respects, to a desire theory, it avoids the objections raised against desire theories of reasons. In this way, a value theory of reasons that employs the moderate motivational requirement combines the attractive features of a desire theory and a value theory. Specifically, it generates reasons that are both dependent on an individual’s qualities, and also aligned with an account of value. / Thesis (Ph.D.) - University of Adelaide, School of Humanities, 2008

Psychopaths have traditionally been excluded from the moral realm and have regularly been used as a paradigm case for explaining why emotions, or emotional knowledge, is necessary for the acquisition of moral knowledge. Psychopaths possess an affective deficit that results in an almost total lack of empathy. Emotionists argue that emotions (specifically empathy) are central to moral understanding, and that, since the psychopaths possess this affective deficit, they lack the capacity to acquire moral knowledge which is necessary to be morally responsible. Given recent neurological findings regarding psychopaths, I ague that Emotionists cannot use the psychopath as a case example supporting their argument that emotions are necessary for moral knowledge. I argue that despite psychopaths’ affective disorder, they possess three of the capacities (via cognitive mechanisms) considered by many to be necessary for moral responsibility. Those three capacities are the capacity to acquire moral knowledge, the capacity to be reason-responsive to moral demands, and the capacity to control one’s actions in light of moral demands and reasons. The upshot of my analysis is a rethinking of what it means to possess the right kind of emotional knowledge and a rethinking of the capabilities of psychopaths in relation to the moral realm. / Thesis / Doctor of Philosophy (PhD) / The commonly held view in philosophy is that psychopaths are not morally responsible. Psychopaths amount to about 1% of the current population and up to 25% of male criminal offenders. While these numbers seem rather small in comparison to the total population, philosophers, psychologists and behavioural psychologists regularly point to psychopaths for insight into the moral realm. The main aim of this dissertation is to block the Emotionist argument that emotions are necessary for moral knowledge and argue that psychopaths, despite their affective disorder, possess three of the capacities considered by many to be necessary for moral responsibility. The three capacities are the capacity to acquire moral knowledge, the capacity to be reason-responsive to moral demands, and the capacity to control one’s actions in light of moral demands and reasons. I conclude by arguing that psychopaths are capable of moral responsibility from a cognitive standpoint and that the Emotionist argument must seek another route to establish its conclusion that emotions are necessary for moral knowledge.

In the landscape of the 21st century, where competition in the financial sector is growing even more intense, the future will belong to those organisations that harness the power and potential of their human capital. It is the one huge reservoir left largely untapped, and those organisations which do this the best will be the business winners of this century. It makes sense then that different ways on how best to utilise and develop human capital for use as leverage in the competitive arena of the workplace should be investigated. Consequently, as an alternative to getting hindered by the swirling negativity and challenges, it was proposed that a positive approach is needed. It is believed that building positive psychological capacities within organisational contexts will be a powerful means of assisting South African organisations and employees to meet their new paradigm challenges. This will aid he successful transformation and augmentation and contribute to a truly ideal "Rainbow Nation" for South Africa. The researcher believes that this can be done by drawing from the positive psychology movement, where specifically selecting and developing certain positive psychological capacities may lead to desirable performance outcomes. The objective of the research was to determine if there was a relationship between positive psychological capacities (hope, optimism, resilience, self-efficacy), psychological empowerment and job performance of employees in a financial organisation. A correlational survey design was used. The study population (n = 155) consisted of call centre employees in a financial environment in Gauteng. The State Hope Scale, Life Orientation Inventory -Revised, Resilience Scale, Self-Efficacy Scale, Measuring Empowerment Questionnaire and a biographical questionnaire were used as measuring instruments. Cronbach alpha coefficients, factor analysis, Pearson product moment correlation coefficients and stepwise multiple regression analysis were used to evaluate the data. It was found that the research group was experiencing above average levels of hope and average/moderate levels of optimism. The study also revealed that high levels of resilience and self-efficacy, as well as above average levels of psychological empowerment were being experienced by the respondents. Correlation analyses reveal a statistical and practically significant positive relationship between hope and job performance. A statistically significant relationship was found between optimism and job performance and self-efficacy and job performance. However, no statistical or practically significant relationship was found to exist between resilience and job performance and between psychological empowerment and job performance. With regards to the relationships between the constructs, correlation analyses yielded a statistical and practically significant relationship between hope and optimism, hope and resilience, hope and self-efficacy, and hope and psychological empowerment. There is also a practical and statistically significant relationship between optimism and resilience; self-efficacy and resilience and between optimism and self-efficacy. However, no practically significant relationship was found between resilience and psychological empowerment and between self-efficacy and psychological empowerment. This study also investigated if the positive psychological capacities of hope, optimism, resilience and self-efficacy and psychological empowerment, could be used to predict job performance. It was found that hope, optimism and self-efficacy can be used to predict job performance. Resilience however was found not to be a predictor of job performance. Finally this study investigated if psychological empowerment could be used to predict job performance and it was found that psychological empowerment was unfortunately found not to be predictor of job performance. Finally, recommendations were made for the organisation under study, as well as for future research purposes. / Thesis (M.A. (Industrial Psychology))--North-West University, Vaal Triangle Campus, 2008

This study was concerned with determining the effectiveness of play therapy as measured by behavioral changes in interpersonal relationships, mature behavior patterns, and more adequate use of intellectual capacities. Client-centered play therapy appears to have grown out of the concept that it is the relationship between the therapist and the child that brings about change and growth. Rather than diagnostic or as preliminary to therapy, the relationship itself is seen as therapy. Problems are seen not in terms of their historical past, but rather as they exist in the immediate present and in terms of the child's own means of expression. The relationship offers to the child the opportunity to experience growth under the most favorable conditions. Like its adult counterpart, client-centered counseling, client-centered play therapy is based upon the hypotheses that the individual has within himself the capacity for growth and self-direction, and that these growth impulses are released within the therapeutic relationship established between the therapist and the child. This study was conducted to investigate changes in behavior which occur as a result of play therapy and to determine that such changes do not occur in the absence of play therapy. It was a direct outgrowth of an ongoing program developed at the Pupil Appraisal Center of North Texas.

ABSTRACT WOULD NOT LOAD ON DSpace.

Thesis (M.A. (Industrial Psychology))--North-West University, Vaal Triangle Campus, 2008.

Tyrimuose dalyvavo 22 Lietuvos Olimpinio Sporto Centro ( LOSC) 16-17 metų futbolininkai. Buvo atlikti trys vienodi tyrimai per metus. Fiziniam išsivyvstymui nustatyti, fiziniui, bei funkciniui pajėgumui nustatyti – atlikti laboratoryjoje, bei futbolo technikos tyrimai – atlikti dirbtinos dangos futbolo aikštėje. Tyrimų rezultatai fizinio išsivystymo, fzinių ir funkcinių galių su kiekvienu tyrimu gerėjo, tai leidžia daryti prielaida, kad treniruočių procesas yra veiksmingas. Įvairiapusiškai gerėja jaunųjų futbolininkų meistriškumas futbolo srityje. LOSC jaunųjų futbolininkų fizinis išsivystymas kinta, tai turi įtakos jauno organizmo augimas, bei fizinis krūvis. Futbolininkų ūgis rodikliai jau pasiekė aukščiausios lygos futbolininkų ūgio rodiklius. Tačiau dydžiausias skirtumas yra kūno masės ir raumenų masė, bei ir raumenų jėgos. LOSC jaunųjų futbolininkų fizinis pajėgumas, o tiksliau anaerobinis alaktatinis – glikolitinis galingumas su kiekvienu tyrimu ženkliai augo nuo 8,44 ± 0,09 W/kg iki 9,21 ± 0,21 W/kg. LOSC jaunųjų futbolininkų kraujotakos ir kvėpavimo sistemos funkcinio pajėgumo būklė yra gera pas daugumą, jie nestokoja aerobines ištvermės. RI indeksas buvo 3,8 ± 0,6 II tyrime funkcinis pajėgumas buvo RI – 5,4 ± 0,7, bei III tyrime kraujotakos ir kvėpavimo sistemos funkcinis pajėgumas ženkliai pagerėjo iki 3 ± 0,6. LOSC jaunųjų futbolininkų techninikos rezultatai mažai kito, statistiškai patikimi rezultatai buvo kamuolio smūgiavimo nuo 16m ( p<0,01 ; p<0,05) ir... [toliau žr. visą tekstą] / Changeover of Physical and Functional Capacities of LOSC Young Football Players of 16-17 Years Old within the Yearly Period of Trainings.

In the landscape of the 21st century, where competition in the financial sector is growing even more intense, the future will belong to those organisations that harness the power and potential of their human capital. It is the one huge reservoir left largely untapped, and those organisations which do this the best will be the business winners of this century. It makes sense then that different ways on how best to utilise and develop human capital for use as leverage in the competitive arena of the workplace should be investigated. Consequently, as an alternative to getting hindered by the swirling negativity and challenges, it was proposed that a positive approach is needed. It is believed that building positive psychological capacities within organisational contexts will be a powerful means of assisting South African organisations and employees to meet their new paradigm challenges. This will aid he successful transformation and augmentation and contribute to a truly ideal "Rainbow Nation" for South Africa. The researcher believes that this can be done by drawing from the positive psychology movement, where specifically selecting and developing certain positive psychological capacities may lead to desirable performance outcomes. The objective of the research was to determine if there was a relationship between positive psychological capacities (hope, optimism, resilience, self-efficacy), psychological empowerment and job performance of employees in a financial organisation. A correlational survey design was used. The study population (n = 155) consisted of call centre employees in a financial environment in Gauteng. The State Hope Scale, Life Orientation Inventory -Revised, Resilience Scale, Self-Efficacy Scale, Measuring Empowerment Questionnaire and a biographical questionnaire were used as measuring instruments. Cronbach alpha coefficients, factor analysis, Pearson product moment correlation coefficients and stepwise multiple regression analysis were used to evaluate the data. It was found that the research group was experiencing above average levels of hope and average/moderate levels of optimism. The study also revealed that high levels of resilience and self-efficacy, as well as above average levels of psychological empowerment were being experienced by the respondents. Correlation analyses reveal a statistical and practically significant positive relationship between hope and job performance. A statistically significant relationship was found between optimism and job performance and self-efficacy and job performance. However, no statistical or practically significant relationship was found to exist between resilience and job performance and between psychological empowerment and job performance. With regards to the relationships between the constructs, correlation analyses yielded a statistical and practically significant relationship between hope and optimism, hope and resilience, hope and self-efficacy, and hope and psychological empowerment. There is also a practical and statistically significant relationship between optimism and resilience; self-efficacy and resilience and between optimism and self-efficacy. However, no practically significant relationship was found between resilience and psychological empowerment and between self-efficacy and psychological empowerment. This study also investigated if the positive psychological capacities of hope, optimism, resilience and self-efficacy and psychological empowerment, could be used to predict job performance. It was found that hope, optimism and self-efficacy can be used to predict job performance. Resilience however was found not to be a predictor of job performance. Finally this study investigated if psychological empowerment could be used to predict job performance and it was found that psychological empowerment was unfortunately found not to be predictor of job performance. Finally, recommendations were made for the organisation under study, as well as for future research purposes. / Thesis (M.A. (Industrial Psychology))--North-West University, Vaal Triangle Campus, 2008