This study investigated relationships between learning style, as measured by the Kolb Learning-Style Inventory, and brain hemisphere dominance, as measured by the Herrmann Participant Survey. The possible influence of either or both of these factors on organizational role selection as a supervisor, subordinate or work project group member was also studied. Subjects were 134 graduate management students. Pearson product moment correlations at p <.01 (n = 125) were found between the following dimensions: Concrete Experience and right brain hemisphere dominance, r = .41; Concrete Experience and the Right Limbic, r = .42; Abstract Conceptualization and left brain hemisphere dominance, r = .23; Abstract Conceptualization and the Overall Cerebral, r = .49; Abstract Conceptualization and the Left Cerebral, r = .42. Although some results regarding organizational role selection based on learning style or brain hemisphere dominance were significant at p <.05 using chi square analysis, strong evidence was not found to support the concept that individuals would prefer working with others like themselves. There was some evidence, however, that the longevity of the acquaintance may influence students to select right brain hemisphere dominant students in some situations. The bipolarity of the factors measured by both instruments was assessed. Using a level of p <.01, Concrete Experience and Abstract Conceptualization were correlated at -.46 (n = 133), whereas Reflective Observation and Active Experiementation were correlated at -.52 (n = 133) on the Kolb instrument. On the Herrmann instrument, Overall Left and Overall Right measures were correlated at -.84 (n = 126), whereas Overall Cerebral and Overall Limbic measures correlated at -.73 (n = 126). Split-half correlations on the Kofb factors yielded reliabilities of .85 to .90 (n = 133) for the four factors measured. Test-retest correlations for the Herrmann ranged from .67 to .81 (n=30) for the subscales. Suggestions for future research using these instruments were made.

The aim of the diploma thesis is a comprehensive analysis of the concept of collective dominance, in particular with reference to the evaluation of its applicability and utility in practice. The first chapter deals with the main features of the oligopoly market and Czech and European legal provisions on the abuse of a dominant position and mergers within which it has evolved. On base of the analysis of Court of Justice and General Court judgements the second chapter explains the notion of the collective dominance and examines the obligatory conditions of the collective dominance, as well as the factors which influence these conditions. The third chapter concerns the concept of collective dominance with regard to competition law taxonomy. It compares not only the test of collective dominance applied pursuant to the article 102 TFEU with the test applied according to the Council Regulation (EC) No 139/2004 on the control of concentrations between undertakings, but also the concept of collective dominance with the agreements pursuant to the article 101 TFEU. It also deals with abusive practices typical for oligopolies. Beside the explanation of the UK legislation the last two chapters illustrate decisions of competition authorities in the Czech Republic and in the United Kingdom and analyse and compare them. The diploma thesis is concluded by the analysis of main shortcomings of the concept of collective dominance and the evaluation of actual state of the examined topic with the aim to abstractly summarize knowledge gained through the thesis.

I consider how the nature and meaning of space shape middle-class women's topophobia in the new town of Secunda (with a particular focus on symbolic violence). In Lefebvre's 'terrorist societies' fear becomes latent as citizens seek to maintain status quos which maintain systems of privilege. I demonstrate that one such system is white privilege. Secunda assists in maintaining these systems as its design draws heavily on Eurocentric values and new town 'best practices'. As a company town developed in reaction to international sanctions during apartheid, its design also resulted in the preservation of certain privileged groups. I argue that white privilege is a white problem and thus base my study on the (white) middle-class as a dominant group. I show that the identities of women (although traditionally viewed as passive and fearful) are diverse, falling both victim to and inflicting symbolic violence and topophobia. I focus on topophobia, or spatial fear, as fear affects us all and influences our shaping of urban space. The mutually reinforcing nature (abstract representations of the ideologies of planners) and meaning (infused through emotions, identities and power relations) of space are explored. I dispute the bias against emotion-based research that exists within planning, arguing that this has debilitating consequences for transformation. I suggest the use of intersecting emotion-spectra rather than the dichotomous approach conventionally taken by emotion research. A feminist ethnography is used with an iterative inductive research process engaging a variety of techniques, including digital/social media. My own multiple insider identities (of middle-class, white, English-Afrikaans woman, and planner) are used to critique systems of dominance. Findings highlight various forms of symbolic violence (in addition to white privilege) including codes of 'respectability' and 'purity', consumerism, fat talk, and persistent gender roles. Further, possible influences of dominant systems on space (particularly in reinforcing persistent social segregation in Secunda) are demonstrated. Symbolic violence can be used to deflect accountability, but this research shows that topophobia is a planning problem, worthy of consideration.

L'essor des travaux en informatique affective voit la naissance de diverses questions de recherches pour étudier les interactions agents /humains. Parmi elles, se pose la question de l'impact des relations interpersonnelles sur les stratégies de communications. Les interactions entre un agent conversation et un utilisateur humain prennent généralement place dans des environnements collaboratifs où les interlocuteurs partagent des buts communs. La relation interpersonnelle que les individus créent durant leurs interactions affecte leurs stratégies de communications. Par ailleurs, des individus qui collaborent pour atteindre un but commun sont généralement amenés à négocier. Ce type de négociation permet aux négociateurs d'échanger des informations afin de mieux collaborer. L'objectif cette thèse est d'étudier l'impact de la relation interpersonnelle de dominance sur les stratégies de négociation collaborative entre un agent et un humain. Ce travail se base sur des études en psychologie sociale qui ont défini les comportements liés à la manifestation de la dominance dans une négociation. Nous proposons un modèle de négociation collaborative dont le modèle décisionnel est régi par la relation de dominance. En effet, en fonction de sa position dans le spectre de dominance, l'agent est capable d'exprimer une stratégie de négociation spécifique. En parallèle, l'agent simule une relation interpersonnelle de dominance avec son interlocuteur. Pour ce faire, nous avons doté l'agent d'un modèle de théorie de l'esprit qui permet à l'agent de raisonner sur les comportements de son interlocuteur afin de prédire sa position dans le spectre de dominance. Ensuite, il adapte sa stratégie de négociation vers une stratégie complémentaire à celle détectée chez son interlocuteur. Nos résultats ont montré que les comportements de dominance exprimés par notre agent sont correctement perçus. Par ailleurs, le modèle de la théorie de l'esprit est capable de faire de bonnes prédictions avec seulement une représentation partielle de l'état mental de l'interlocuteur. Enfin, la simulation de la relation interpersonnelle de dominance a un impact positif sur la négociation: les négociateurs atteignent de bon taux de gains communs. De plus, la relation de dominance augmente le sentiment d'appréciation entre les négociateurs et la négociation est perçue comme confortable. / The rise of work in affective computing sees the emergence of various research questions to study agent / human interactions. Among them raises the question of the impact of interpersonal relations on the strategies of communication. Human/agent interactions usually take place in collaborative environments in which the agent and the user share common goals. The interpersonal relations which individuals create during their interactions affects their communications strategies. Moreover, individuals who collaborate to achieve a common goal are usually brought to negotiate. This type of negotiation allows the negotiators to efficiently exchange information and their respective expertise in order to better collaborate. The objective of this thesis is to study the impact of the interpersonal relationship of dominance on collaborative negotiation strategies between an agent and a human. This work is based on studies from social psychology to define the behaviours related to the manifestation of dominance in a negotiation. We propose a collaborative negotiation model whose decision model is governed by the interpersonal relation of dominance. Depending on its position in the dominance spectrum, the agent is able to express a specific negotiation strategy. In parallel, the agent simulates an interpersonal relationship of dominance with his interlocutor. To this aim, we provided the agent with a model of theory of mind that allows him to reason about the behaviour of his interlocutor in order to predict his position in the dominance spectrum. Afterwards, the agent adapts his negotiation strategy to complement the negotiation strategy detected in the interlocutor. Our results showed that the dominance behaviours expressed by our agent are correctly perceived by human participants. Furthermore, our model of theory of mind is able de make accurate predictions of the interlocutor behaviours of dominance with only a partial representation of the other's mental state. Finally, the simulation of the interpersonal relation of dominance has a positive impact on the negotiation: the negotiators reach a good rate of common gains and the negotiation is perceived comfortable which increases the liking between the negotiators.

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Moral courage captures one's ability to do 'what is right' for 'the greater good' in situations where doing so involves personal danger, risks, or difficulties (Detert & Bruno, 2017; Rate, 2010). Recognizing the organizational and social benefits of moral courage, management researchers and practitioners alike encourage business students and employees to engage in morally courageous behaviours (Comer & Sekerka, 2018; Sekerka & Godwin, 2010). However, we lack the understanding of how others perceive and react to organizational members' acts of moral courage (Detert & Bruno, 2017). This dissertation examines how individuals react to displays of workplace moral courage. I argue that although by and large people do respond favourably towards employees who engage in workplace moral courage, the extent to which such responses are (un)favourable is dependent on characteristics of both the actor (i.e., gender) and the observer (i.e., social dominance orientation). I conduct three pilot studies and three hypotheses testing studies as part of my dissertation. The hypotheses testing studies include two experimental designs and one field-survey design and examine both peer- and supervisor responses to employees' acts of moral courage. While the effects of actor's gender and observers' social dominance orientation on observers' reactions towards workplace moral courage did not fully replicate across all three studies, the pattern of the findings was generally consistent.

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