Thesis (M. S. - Natural Resources)--University of Arizona, 2005. / Includes bibliographical references (leaves 196-204).

Thesis (M.S.) -- University of Montana, 2008. / Title from author supplied metadata. Description based on contents viewed on June 20, 2009. ETD number: etd-12232008-084030. Includes bibliographical references.

Thesis (Ph.D.) - James Cook University, 2005. / Typescript (photocopy). Bibliography: leaves 167-179.

Thesis (Ph. D.)--George Mason University, 2008. / Vita: p. 179. Thesis director: Lee M. Talbot. Submitted in partial fulfillment of the requirements for the degree of Doctor of Philosophy in Environmental Science and Public Policy. Title from PDF t.p. (viewed July 18, 2008). Includes bibliographical references (p. 148-149). Also issued in print.

Thesis (MIT)(School of Information Technology))--University of Pretoria, 2009. / Includes bibliographical references.

Established service firms acknowledge that successful radical innovations are critical to create substantial customer value by satisfying unmet needs, enhance long-term growth and the flows of idiosyncratic asset stocks that create sustainable competitive advantage. Despite these invaluable advantages, the failure rate of these costly and complex innovation initiatives is high and incremental innovation and imitation behaviour dominates most service industries, especially the financial service industry. Given the importance of services and the low performance records of these projects, it was expected that radical service innovation would be considered as a high research priority. Unfortunately, it was not the case. The central objective of the current research project is to develop a multi-layer (dynamic or evolutionary) conceptual framework for the key capabilities and competences of radical innovation success in the context of the Egyptian banking sector. An analytical, multi-layer conceptual framework was proposed before approaching the empirical study to guide the process of data collection and analysis. This conceptual framework elaborated on the major principles of the competence-based view of the firm. A (retrospective) longitudinal, multi-method, qualitative case study research was designed. Three data collection techniques were used: interviews; documents, and observations. A common framework of data analysis was employed: process narrative strategy; and synthetic strategy. The findings show that key to the success of radical service innovation is a complex set of capabilities and competences. These are: entrepreneurial (resource building) capability, theoretical (second-order) construct; core radical innovation competence, superordinate (third-order) construct; incubation capability, theoretical (third-order) construct; and acceleration capability, theoretical (third order) construct. Moreover, the success/performance of radical innovation is assessed through four categories of constructs. The first category is temporary competitive advantage (TCA), which may be: effectiveness advantage; or efficiency advantage. The second category is sustainable competitive advantage (SCA). The third category is a set of imitation barriers. The fourth category is the superior long-term financial performance. The findings show that the entrepreneurial (resource building) capability is causally linked to the core radical innovation competence, which is causally linked to both the incubation and acceleration capabilities. The findings also show that the incubation capability is causally linked to acceleration capability. The acceleration capability, on the other hand, is causally linked to TCA. The findings also show that the TCA-SCA relationship is contingent, and moderated by imitation barriers. Moreover, the SCA is causally linked to the superior long-term financial performance. Finally, the superior long-term financial performance is causally linked to core radical innovation competence. The current research project contributes to several streams of the literature in four main ways. First, it develops a process model for a radical service innovation project, from its inception to introduction. This model is developed based on a radical innovation at the national level: the National Program for Vehicle Replacement (NPVR), which is seen as success story in a developing country. Several national and international banks have played key roles in the incubation and acceleration phases of this program. Second, it delivers a set of original theoretical constructs (manifested by a consistent and comprehensive set of 72 first-order latent factors), and the propositions linking these theoretical constructs. Third, it identifies 13 criticisms for one of the most widely adopted theory within the (entrepreneurship, innovation, and strategic management) literature, the resource-based view (RBV) of the firm. Finally, it reinforces one of the least employed research methodologies, longitudinal qualitative research based on process data.

This research study is focused on the field of Talent Management (TM) as part of the Portsmouth DBA programme. The study aims to help address existing gaps in the academic and practitioner knowledge around TM. TM is one of the most important areas for Human Resources Management and is also one of the key challenges for organisation and management (Thunnissen, Boselie, & Fruytier, 2013). For the practitioner the study adds the perspectives of the senior executive, line managers, and HR practitioners. From an academic perspective the study looks at emotions, feelings, and understanding of a number of key individuals, with the intent to build a broader focus for TM that has more than a process or outcome focus. The study also looked at the roles and skills of the key stakeholders – senior executives, line managers, and HR practitioners. The study uses a case study method to analyse the VT Group, a multinational corporation and explore the introduction of a TM programme in the Group between 2006 and 2009. The VT Group was also transforming at the time from shipbuilding to a services organisation. The approach was to use VT Group as a case study and utilise semi-structured interviews and Interpretative Phenomenological Analysis (IPA) to analyse the interview data. The aim was to gain insights into how the different individuals and stakeholder groups saw the introduction and implementation of TM. Little is known about the perspective of the stakeholder groups in terms of their perception and understanding of TM. In addition the study looked at the role and skills required of the different stakeholder groups to implement TM. It was also important to understand TM in relation to strategic human resource management as many organisations have shifted their HR functions towards the “Ulrich” model (Ulrich, 1997), and how this related to the HR function in the case study organisation. The findings of the study were that the concept of TM was ambiguous in its introduction and implementation and that there were multiple understandings of what Talent is, and TM was aiming to achieve. The findings were mirrored in the literature review around TM. In addition the findings pointed to the challenge of managing emotions in the organisation and the need for Emotional Intelligence skills when implementing TM and also the importance of aligning TM to the organisation strategy. It was also found that the different stakeholder groups also had very different views of TM between themselves, and that the HR function especially had broad differences in their views of TM and its implementation. From a roles and skills perspective the different stakeholder identified broad strategic role and strategic skills required and also soft skills like coaching, communication, and facilitating as well as process and project management skills. The results of the study highlights opportunities for further research into leadership and Emotional Intelligence required in implementing TM; closer alignment of TM and business strategy; and also improved understanding of the roles and skills required of the stakeholder groups. There is an opportunity for further research in these areas.

This thesis addressed the bystander intervention gap in the workplace bullying literature. Bystanders are employees, other than the bully or target, who are present when bullying occurs. They are well placed to intervene but often they do not. Previous research suggested that increased bystander intervention may lead to a reduction in workplace bullying. Although suggestions for bystander intervention in workplace bullying were found in the literature none had been implemented or measured. As field research this thesis addressed a real-world problem. The participating employees were from a large, mainland UK organisation where workplace verbal bullying had been identified as a problem. Therefore a strategy for bystander intervention in workplace verbal bullying was designed, implemented and measured. The new Responsible Intervention Decision Strategy (RIDS)model combined existing theories on the bystanders' decision process and responsibility to support bystander intervention. This quantitative study developed and validated a new 15 item Responsible Bystander Intervention in Verbal Bullying (RBI-VB) metric. The concise metric was incorporated into a practical, single-page survey to test the RIDS model in the field. Shop-floor employees participated in pre and post-intervention surveys (N = 1501) and one of four conditions. The RBI-VB metric demonstrated that responsible bystander intervention was positively correlated to bystander willingness to intervene in workplace verbal bullying. This could be increased with RIDS-based training or the in-house campaign; and was positively correlated to self-reported bystander intervention. The study is limited as it took place within a single UK organisation. However, the findings demonstrated the efficacy of the RIDS model and the practical application of the RBI-VB metric for baseline measurements, monitoring and to assess bystander intervention programmes. Willingness to intervene can be increased and this relates to actual intervention but most bystander intervention was carried out by previous targets of workplace verbal bullying. The implications are discussed.

<p> This study assessed the effect of an application of mycorrhizal fungi to stormwater filter media on urban bioswale soil and stormwater in an infiltration-based bioswale aged 20 years with established vegetation. The study tested the use of commercially available general purpose biotic soil blend PermaMatrix^&reg; BSP Foundation as a treatment to enhance Earthlite&trade; stormwater filter media amelioration of zinc, copper, and phosphorus in an ecologically engineered structure designed to collect and infiltrate urban stormwater runoff before it entered the nearby Willamette River.</p><p> These results show that the application of PermaMatrix^&reg; BSP Foundation biotic soil amendment to Earthlite&trade; stormwater filter media contributed to the reduction of extractable zinc in bioswale soil (-24% and -26%), as compared to the control, which received a treatment of Earthlite&trade; stormwater filter media only, and experienced an increase in extractable zinc levels (23% and 39%). The results presented also show evidence that after establishment mycorrhizal treatment demonstrated lowered levels of phosphorus in bioswale soil (-41%) and stormwater (-100%), in contrast to the control, which had increased phosphorus levels. The treatment contributed to reductions between 67% and 100% in every metric detected in stormwater after an establishment period of 17 weeks, while the bioswale with no mycorrhizal treatment had increases between 50% and 117%. Treatment also appeared to enhance the reduction of ammonium and nitrates, while contributing to a greater increase in soil pH. </p>

<p> Water quality has evolved legislatively from protection of navigation routes and quantity of sources to more emphasis on impairments on water quality for surface and groundwater sources. Nonpoint or diffuse sources of impairments represents a major challenge for management due to the complexity of its sources and difficulty in tracking.</p><p> The most cited sections on public policy analysis focuses on the overall process agencies employ to understand the results the program yields. Often overlooked are finer details and mechanisms, such as decision-making and priority setting, which have a great impact on the overall process. To investigate these factors, we need to analyze the decision-making process used by managers.</p><p> This study focuses on using information from those with direct involvement in the establishment and implementation of the Total Maximum Daily Load program for the state of Florida. This study used decision-making analysis models from Rational-Decision-Making and Multi-Criteria Decision Analysis concepts to construct questionnaires that looks to develop priorities as seen by managers&rsquo; preferences for several presented options. This methodology allowed us to structure the viewpoints and processes water quality managers use to breakdown decisions.</p><p> The analyzed results show water quality managers prefer strong management options, involvement from stakeholders with scientific knowledge, and data collected from the source or point of impact. Interestingly, opinions in the group show that urban best management practices are considered more effective than their agriculture counterparts with a disfavor for volunteer derived data.</p><p> Ultimately, the survey highlights the need for more robust enforcement and reliable measurement of non-point source of impairments. Continued public outreach and education, especially through workshops, are denoted as important tasks to completing successful TMDLs and should be expanded and strengthened by both the Florida Department of Environmental Protection and its boundary programs.</p>