Thesis (Ph. D.)--University of Texas at Austin, 2000. / Vita. Includes bibliographical references (leaves 142-154). Available also in a digital version from Dissertation Abstracts.

This thesis examines the perception of gender equality in a Norwegian company in Brazil. It explores the possibility of double-standards regarding gender equality values in global organizations. Norway and Brazil have very distant positions in the gender inequality indexes, with Brazil demonstrating much higher inequality. This study compares rights and legislation for workers in both countries, and seeks to understand the perception of the workers of the headquarters in Brazil on the issue in their environment. It  uses a combination of quantitative and qualitative analysis, through the use of a questionnaire and an analysis of the company’s public material, to determine both employees’ perceptions on gender equality in the company and the choices of the company in its communication (images and language). The findings are then analysed using the theory of Inequality Regimes, developed by Joan Acker, as well as studies of masculinities, harassment and tokenism. The thesis concludes with a reflection upon the impact of the lack of gender competence on the part of leaders, and of a lack of awareness of discrimination on the part of employees as a whole, demonstrating a clear difference in perceptions between male and female employees.

In what follows, I engage in a wide-ranging discussion that captures the components of a metric of egalitarian justice (that is, the nature of the principles that specify what we aim to distribute equally) best designed to promote a minimally just state of affairs for not only, but principally, people with disabilities. First, I examine precisely what it is we mean when we refer to “disability”. I do this to ensure we have adequately deliberated over, and subsequently identified, the particular group of individuals for whom we aim to promote justice. I conclude this section by endorsing the so-called ‘interactional model’ of disability, and denying the accuracy of the ‘social model’. Second, I argue that while a focus on the capabilities approach can help provide us with an answer to the currency question that most closely approximates justice for the disabled, a minimally just state of affairs would nevertheless, fail to materialize should we opt to endorse such a conception of egalitarian justice. I point to the inability of the capabilities approach to: i) accurately identify and calculate degrees of need or injustice; ii) be adequately sensitive to the diverse natural endowments when assessing need; iii) acknowledge the special moral importance of health as well as various other functionings. Finally, I conclude that a focus on first and foremost, condition, rather than opportunity, can better weather the challenges I present against a capabilities framework. More specifically, I suspect that a focus on both material conditions, and substantive freedoms or opportunities, is necessary to provide an adequate minimal conception of justice. I will argue that there are a set of material conditions that are lexically prior to a group of opportunities that must also be afforded within a conception of justice, and that merely providing the opportunities for these conditions is inadequate. In other words, I suggest that there are indeed, some functionings that must be assured within a minimal conception of justice, regardless of the choices exercised surrounding the securing of those functionings. / Thesis (Ph.D, Philosophy) -- Queen's University, 2012-03-14 12:43:02.176

Festinger (1954) postulated people desire social comparison to assess their abilities. Performance satisfaction was predicted to vary directly with the size of the comparison group since the accuracy of the appraisal would increase. Recently, Brickman and Bulman (1976) postulated that a drive exists for people to avoid social comparison. This is due to negative consequences arising from such encounters. To assess these two viewpoints 90 male and 90 female subjects were randomly assigned to either a positive skew, negative skew or equal score distribution based on false feedback from various perceptual-motor exercises. Each subject also was randomly assigned to an expected future comparison situation with a large group, a small group or the experimenter. Subjects desired social comparison to a greater extent in the small group situation than in the large group setting and least when meeting only with the experimenter. It appears that a curvilinear relationship exists between the desire for social comparison and the number of others being compared against. The desire for comparison reaches an apex in small group situations but decreases with larger numbers of others and in situations where there are no others for comparison.

No description available.

My thesis is an account of the 'Women's Corps movement': the efforts to organise women's non-industrial employment, which led to the establishment of women's military services in Britain during the First World War. I survey the background to their introduction both before and during the First World War, and consider the development of pre-war women's organisations in the context of official thinking about defence. The outbreak of war prompted the formation of numerous women's voluntary organisations, and a number of women worked to extend women's role, but it was the continuing manpower crisis which, in 1916, persuaded defence ministers and others seriously to consider forming corps of women to substitute for men in the Army. The recommendations of both the Manpower Distribution Board and a military report advocating substitution of women in certain jobs, together with the desire of senior War Office staff to gain control over women's voluntary groups working for the Army, combined to secure the formation early in 1917 of the first of the three women's military corps, the Women's Army Auxiliary Corps. This was followed soon after by the Women's Royal Naval Service and the Women's Royal Air Force, and I review some of the problems which inevitably accompanied this innovation, such as the spreading of rumours of immorality in the corps, and the manner in which a lack of formal status created difficulties for the women in command. I examine the decision that the Corps should cease to exist after the First World War; the attempts during the 1930s to reorganise a women's corps to work for the armed forces; the formal bestowal of 'military status' upon members of the Auxiliary Territorial Service and Women's Auxiliary Air Force in 1941, and, finally, with the Army and Air Force (Women's Services) Act in 1948, the inclusion of women's services in Britain's peacetime defence organisation.

Thesis (M.A.)--Johnson Bible College, 2006. / Includes bibliographical references (leaves 86-94).

Thesis (LL. M.)--Judge Advocate General's School, U.S. Army, 1974. / "April 1974." Typescript. Includes bibliographical references (leaf 99). Also issued in microfiche.

Thesis (LL. M.)--University of Toronto, 2004. / Adviser: Denise Reaume.

Thesis (M.A.) in Psychology--University of Maine, 2008. / Includes vita. Includes bibliographical references (leaves 37-40).