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Übersichtlich und kompakt stellen sich die Stadtverwaltung Markkleeberg, der Landkreis Leipzig und weitere Institutionen vor - inklusive einer Vielzahl an Tipps und Kontaktdaten.

Der Flyer gibt eine Übersicht der Anschriften, Telefonnummern und E-Mail-Adressen der Ansprechpartner an den verschiedenen Verwaltungsstandorten des Landratsamtes Erzgebirgskreis.

Arbeitsübersetzung aus dem Russischen: Kommentar des Außenministeriums der Russischen Föderation im Zusammenhang mit der Veröffentlichung des Jahresberichts des US-Außenministeriums über die Einhaltung der Abkommen auf dem Gebiet der Rüstungskontrolle und Nichtverbreitung durch die Staaten, Dokument Nr. 892 vom 29. April 2017.:1. Probleme der Raketenabwehr. 2. Verpflichtungen aus INF-Vertrag, (1987). 3. Verpflichtungen aus Nichtverbreitung-Vertrag (NVV, 1968). 4. Abkehr der USA von der Ratifizierung des CTBT (1996). 5. Abkommen über die Verwertung von Plutonium (2000). 6. Probleme mit dem Verbot biolog. und chem. Waffen (BWÜ 1975, CWÜ 1993). 7. Verpflichtungen der USA zum Verbot chemischer Waffen (1993). 8. Einhaltung des Wiener Dokumentes (WD, 2011). 9.. Probleme des Vertrages über konventionelle Streitkräfte in Europa (1990). 10. Verpflichtungen der USA aus dem Offenen Himmel Vertrag (1992). 11. Einfrieren des freiwilligen russischen Finanzbeitrages für die Internationalе Atomеnergie-Organisation (IAEA) durch die amerikanische Seite.

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Following a series of imposed redundancies in the Royal Navy (RN) there was a need to understand the career desires of remaining personnel and how these interact with important organisational behaviours and turnover. Taking a social psychology perspective, this thesis addresses criticisms over the high use of non-working populations in research and provides the first empirical evidence for the utility, applicability and relevance of specific psychological theories to the RN. Chapter 2 explores the relationship between career anchors and psychological contract violation, organisational commitment and turnover. Evidence was found for the applicability and potential generalisability of civilian-based research to the RN. RN career anchor preferences were similar to some non-military organisations, and these preferences differentially influenced the variables explored. Chapter 3 presents an intervention developed to support newly appointed Career Managers to increase awareness of human resource issues, representing the first exploration of induction on later attitudes of ‘experienced newcomers’ in the RN. The induction did not influence attitudes; although time did, indicating the importance of role clarity. Chapter 4 provides a critical literature review of work-family conflict (WFC) and its influence on turnover intentions of military personnel and effects on military spouses. The expected negative relationship between WFC and turnover was found, although not consistently; types of satisfaction mediated this relationship, and WFC was linked to stress. Chapter 5 provides new empirical understanding of the interactions between ethos, organisational identity, and engagement on career motivation, perceived future opportunities and intentions to stay. Differences in these constructs were also explored between discrete RN groupings. The relationship between identity and ethos, and engagement, identity and ethos were explored to advance theoretical understanding of these constructs, finishing with an extension to Chapter 2 through revisiting career anchors. In conclusion, this thesis provides new contextual insights, interactions and relationships for academic knowledge, psychological theory and addresses a practical organisational issue within a highly regarded and inaccessible organisation. The outcomes provide the first empirical evidence of career-related behaviours within the RN, and more generally indicate the applicability of civilian based psychological theories to a military population, in particular, career anchors, ethos and focus on opportunities and their importance for people strategy decisions supporting evidence-based decision making within the workplace.

This thesis is a philosophical study of New Public Management (NPM). NPM is a theme used within the mainstream public management literature to explain and critically evaluate the changes that occurred within the public sector since the 1990s. In this study, I aim to develop the argument that there is a crisis in the public sector that results from the NPM regime. To develop this argument, I draw upon the Aristotelian philosophy of Alasdair MacIntyre and identify two distinct spheres of the public sector: practices and institutions. I then argue that NPM generates a certain type of conflict between these two spheres of the public sector. This is a conflict that is related, first, to different and rival presuppositions of practices and institutions, regarding the good of human beings, and then, to the power relationships that are introduced to the public sector through new management methods of NPM. These new management methods assert power over the practices through redefining the meaning of quality and good performance in a way that is contrary to the meanings attached to them by the practitioners. Practitioners in turn resist to this process and conflict with the institutions. The conflict turns into a crisis because the conflict can only be resolved, if either the NPM is removed from the public sector or practices cease to exist in the way that MacIntyre understands them.

Luiz C. Bahiana. / "May 29, 1959." Based on a thesis, M.I.T. Dept. of Electrical Engineering, January 20, 1958. / Bibliography: p. 47. / Army Signal Corps Contract DA36-039-sc-78108. Dept. of the Army Task 3-99-20-001 and Project 3-99-00-000.