<p>This dissertation focuses on the challenges that arise when the SMEs enter into an international market (Internationalization) and adopting international product strategy to survive in foreign market. To be able to gain better understanding of the subject, research questions concerning the challenges faced during internationalization by SMEs from product adaptation and standardization perspective. Challenges in internationalization have been categorized into internal and external challenges. Internal challenges deals with firm specific while external challenges arise from country and industry specific factors. At the same time international product strategy counting product adaptation and standardization has been discussed. The empirical data includes case study of one Swedish company manufacturing assistive listening devices (hearing equipment for hearing impaired people) situated in Halmstad, Sweden. </p><p>Findings shows that the main challenges in internationalization are socio cultural differences and inadequate knowledge about the foreign market while laws and regulations regarding frequency standards issues are most challenging in international product strategy.</p>

This dissertation focuses on the challenges that arise when the SMEs enter into an international market (Internationalization) and adopting international product strategy to survive in foreign market. To be able to gain better understanding of the subject, research questions concerning the challenges faced during internationalization by SMEs from product adaptation and standardization perspective. Challenges in internationalization have been categorized into internal and external challenges. Internal challenges deals with firm specific while external challenges arise from country and industry specific factors. At the same time international product strategy counting product adaptation and standardization has been discussed. The empirical data includes case study of one Swedish company manufacturing assistive listening devices (hearing equipment for hearing impaired people) situated in Halmstad, Sweden. Findings shows that the main challenges in internationalization are socio cultural differences and inadequate knowledge about the foreign market while laws and regulations regarding frequency standards issues are most challenging in international product strategy.

Throughout history various discriminatory inequalities have appeared which are based on traditional beliefs and stereotype principles. As with many other social structures, this has brought with it the challenge of overcoming these inequalities in order to empower those afflicted by unfair treatment and to eradicate both the social and economic effects it has had on society at large. Of the many different groups that have been discriminated against, often for reasons of race and belief, one of the most discriminated against is women. This is clear when one takes into account the numerous struggles over the course of time women faced for the right to take part in the very basic roles of society. The right to vote, the right to freedom of speech and even the simple freedom for women not to have their attire prescribed by what their culture deems socially acceptable. When taking this into account, it comes as no surprise that women have to overcome enormous obstacles when competing for fair employment. Even today the challenges persist in our well-developed and socially advanced labour market. The employment of women in the mining industry serves as the ideal example of current inequalities that need to be overcome if we are to reap both the social and economic rewards of the equal employment of women. The objective of this study is to identify and discuss these challenges, identify how to overcome them, the benefits of doing so and the disadvantages and repercussions of not addressing them. The findings from the empirical study, based on the sample size of 65 women currently employed in the mining sector (n=65), which have been subdivided into various categories, enabled the researcher to draw conclusions and make recommendations. The challenges that were mainly identified included health and safety, recruitment and training, retention strategy and change management. Health and safety challenges refer to women‟s perceived vulnerability in a physically demanding environment. The recruitment and training of women and the challenges that organisations face when recruiting from small skills pools require organisations to develop women‟s skills for the mutual benefit of both women and the organisation. These challenges may be proliferate due to the additional challenges that organisations face when attempting to retain the skills they have developed and the investment they have made. The resistance to change that exists within large mining organisations when women are introduced into environments previously reserved for men needs to be strategically managed. In conclusion, it was found that involving the Human Resource to implement various strategies from the recruitment of women in mining, to the development, retention and the placement of women in senior positions as well as the monitoring and constant evaluation of the progress of these strategies, the current challenges as set out above can be overcome. Furthermore, it has been concluded that it greatly depends on the top and core management of companies in the mining sector to assist in the implementation of various strategies to have these feats succeed. / MBA, North-West University, Potchefstroom Campus, 2015

Throughout history various discriminatory inequalities have appeared which are based on traditional beliefs and stereotype principles. As with many other social structures, this has brought with it the challenge of overcoming these inequalities in order to empower those afflicted by unfair treatment and to eradicate both the social and economic effects it has had on society at large. Of the many different groups that have been discriminated against, often for reasons of race and belief, one of the most discriminated against is women. This is clear when one takes into account the numerous struggles over the course of time women faced for the right to take part in the very basic roles of society. The right to vote, the right to freedom of speech and even the simple freedom for women not to have their attire prescribed by what their culture deems socially acceptable. When taking this into account, it comes as no surprise that women have to overcome enormous obstacles when competing for fair employment. Even today the challenges persist in our well-developed and socially advanced labour market. The employment of women in the mining industry serves as the ideal example of current inequalities that need to be overcome if we are to reap both the social and economic rewards of the equal employment of women. The objective of this study is to identify and discuss these challenges, identify how to overcome them, the benefits of doing so and the disadvantages and repercussions of not addressing them. The findings from the empirical study, based on the sample size of 65 women currently employed in the mining sector (n=65), which have been subdivided into various categories, enabled the researcher to draw conclusions and make recommendations. The challenges that were mainly identified included health and safety, recruitment and training, retention strategy and change management. Health and safety challenges refer to women‟s perceived vulnerability in a physically demanding environment. The recruitment and training of women and the challenges that organisations face when recruiting from small skills pools require organisations to develop women‟s skills for the mutual benefit of both women and the organisation. These challenges may be proliferate due to the additional challenges that organisations face when attempting to retain the skills they have developed and the investment they have made. The resistance to change that exists within large mining organisations when women are introduced into environments previously reserved for men needs to be strategically managed. In conclusion, it was found that involving the Human Resource to implement various strategies from the recruitment of women in mining, to the development, retention and the placement of women in senior positions as well as the monitoring and constant evaluation of the progress of these strategies, the current challenges as set out above can be overcome. Furthermore, it has been concluded that it greatly depends on the top and core management of companies in the mining sector to assist in the implementation of various strategies to have these feats succeed. / MBA, North-West University, Potchefstroom Campus, 2015

This study involves an exploration of the perceptions of four overseas Kenyan students about their educational experiences at La Trobe University. A related aim of this research is to find out how these four students� previous learning in Kenya affects their learning and living experiences in Australia, for instance, in terms of demands associated with differences in learning and teaching styles, cultural expectations and proficiencies in English. A non-positivist, qualitative methodology is adopted for this research which employs an interview-based case study approach. Qualitative research demands that the world be approached with the assumption that nothing is trivial and that everything has the potential of being a clue which might unlock more comprehensive understanding of what is being researched. While the findings of this study confirm current understandings of the issues that international students commonly face, they also provide a more complex and individualized picture of the needs and aspirations of overseas Kenyan students. As the case studies demonstrate, the academic and related challenges four Kenyan students have encountered at La Trobe University are best understood in relation to several contexts. The difficulties these international students have experienced in the context of transition or border crossing � between two countries, cultures and educational systems � were exacerbated by inadequate pre-departure preparation and orientation on arrival. Incongruities between two educational systems � in particular between their prior teacher-centred schooling in Kenya and the unfamiliar student-centred university education in Australia � colour the academic and related challenges such students struggle to address, at least in their initial year at University. The broader, global context of the commodification and marketization of higher education � along with increasing strains of an under-resourced university sector in Australia � also impinge upon the lives of these four La Trobe students, in a variety of ways.

Many industries have gone through changes in the last decades, everyone involved have been affected but few have encountered the same amount of changes as the middle managers. Being in the centre of the organisation, torn between wills, middle managers have struggled during the last years to redefine their job. There exists research describing their workdays, what they do and how they spend their time, but we have not found any study that has tried to investigate what challenges the middle managers face. The purpose of this study is to identify the challenges faced by internally-promoted middle managers. This thesis uses an inductive approach to fulfil the purpose; the main motivation for the chosen approach is the authors’ reluctance to let any existing theories guide the process. Instead, it is now believed to capture what middle managers actually find challenging and not reject or confirm the work of others which are not directly aimed at the same problem area. The empirical material has been gathered by using qualitative semi-structured interviews with eight middle managers in the auditing industry. We consider the greatest challenges faced by middle managers to be prioritising in situations of limited time. Since the middle managers tend to leave internal issue to be handled later and instead put their primary focus on customers; relational related issues are found very challenging. Among these; finding a proper level for criticism, handling conflicting expectations and lead personnel in general were emphasized. Administrative related issues was also found challenging, but not to the same extent as relational related challenges. Among the administrative issues: fulfilling goals, scheduling and planning, implementing unsupported decisions, and filter information were stressed as most challenging.

<p>This study analyses the challenges faced by adult educators in reducing illiteracy among adult above twenty years of age in the Eastern Cape. The focal point is on ascertaining why there is an increase in the percentage of illiteracy in the province despite a slight decrease in other provinces. Most importantly is the determination of the significant role played by adult educators. A qualitative approach is employed to pursue the aims of the study. Data is collected using semi-structured interviews. The study has shown that lack of monitoring and supervision by ABET administrators, lack of resources for skills development and language of instruction, all contribute to the increase in illiteracy rate in the Province. For administrators of adult learning programmes it is suggested that they become more familiar with operations at Adult Learning Centres and provide training including technical where appropriate. Designers of curriculum should select curriculum resources appropriate to adult learners. Providers of direct support to adult learners should ensure that training is provided on an ongoing basis. This training should focus on teaching methods and learning approaches (pedagogy) as well as the effective use of ABET learning and teaching guides.</p>

<p>Many industries have gone through changes in the last decades, everyone involved have been affected but few have encountered the same amount of changes as the middle managers. Being in the centre of the organisation, torn between wills, middle managers have struggled during the last years to redefine their job. There exists research describing their workdays, what they do and how they spend their time, but we have not found any study that has tried to investigate what challenges the middle managers face.</p><p>The purpose of this study is to identify the challenges faced by internally-promoted middle managers.</p><p>This thesis uses an inductive approach to fulfil the purpose; the main motivation for the chosen approach is the authors’ reluctance to let any existing theories guide the process. Instead, it is now believed to capture what middle managers actually find challenging and not reject or confirm the work of others which are not directly aimed at the same problem area. The empirical material has been gathered by using qualitative semi-structured interviews with eight middle managers in the auditing industry.</p><p>We consider the greatest challenges faced by middle managers to be prioritising in situations of limited time. Since the middle managers tend to leave internal issue to be handled later and instead put their primary focus on customers; relational related issues are found very challenging. Among these; finding a proper level for criticism, handling conflicting expectations and lead personnel in general were emphasized. Administrative related issues was also found challenging, but not to the same extent as relational related challenges. Among the administrative issues: fulfilling goals, scheduling and planning, implementing unsupported decisions, and filter information were stressed as most challenging.</p>

After the success of shale gas development in the United States, countries around the world are looking within their own territories for the possibility of replicating the U.S successes in order to achieve financial and/or energy security objectives. Such enterprise has shown to be not as easy as it might have been perceived to be. Some countries like Argentina, China and Poland, where large reserves of shale resources have been identified, have struggled to obtain beneficial results from their shale operations, with the result that even the more optimistic operators are now showing more caution and are reviewing everything before making any commitments to operate in countries with identified shale resources. Colombia, a country with strong oil and gas roots in its economic history, is actively attempting to attract operators to explore and produce their shale resources. If successful, these efforts have the potential to bring increased foreign investment to the country, while also improving Colombia’s oil and gas reserves, which have been declining over the last five years. This thesis, will address the challenges and opportunities of the development of shale resources in Colombia that operators will face by reviewing several critical aspects of the process. This thesis begins with a discussion of the geology of shale resources in Colombia, followed, first, by a review and analysis of the fiscal and contractual regime established in Colombia for the oil and gas industry, then, second, a risk analysis of possible Colombian shale operations, then third, a financial analysis of a possible shale project and, finally, ends with a summary of the challenges and opportunities an operator could face based on the analysis of the previous topics. / text

<p>This study analyses the challenges faced by adult educators in reducing illiteracy among adult above twenty years of age in the Eastern Cape. The focal point is on ascertaining why there is an increase in the percentage of illiteracy in the province despite a slight decrease in other provinces. Most importantly is the determination of the significant role played by adult educators. A qualitative approach is employed to pursue the aims of the study. Data is collected using semi-structured interviews. The study has shown that lack of monitoring and supervision by ABET administrators, lack of resources for skills development and language of instruction, all contribute to the increase in illiteracy rate in the Province. For administrators of adult learning programmes it is suggested that they become more familiar with operations at Adult Learning Centres and provide training including technical where appropriate. Designers of curriculum should select curriculum resources appropriate to adult learners. Providers of direct support to adult learners should ensure that training is provided on an ongoing basis. This training should focus on teaching methods and learning approaches (pedagogy) as well as the effective use of ABET learning and teaching guides.</p>