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The research topic for this thesis is the transfer of best practice from a MNC to a subsidiary during the pre-implementation phase of an ERP system. A lot is written about best practice transfer but there is a call for more research on how the implementation is perceived from a subsidiary perspective. This study wishes to contribute to the literature in the intersection between knowledge transfer and legitimacy within MNCs. In order to do so, this thesis was conducted through a qualitative case study and data was mainly collected through semi-structured interviews. Based on the literature review five factors were identified that can affect the best practice transfer Furthermore, the potential effect of legitimacy related to the knowledge transfer was investigated. The thesis resulted in the classification of indirect and direct factors that affect the transfer of best practices in an MNC and their impact on knowledge implementation and the increase of internal legitimacy for a subsidiary. Moreover, a relationship between knowledge and legitimacy was observed. An interesting finding that calls for more research was the facilitating effects of internal audits on the knowledge transfer.

In a global environment, growing business corporations have recognized the role diversity plays in business development. However, the human resource development (HRD) profession charged with the responsibility for developing any organization's human resources, has not defined what cultural competence is and its role in improving the performance of HRD professionals. This study sought to define cultural competence and determine how it could be developed and assessed. The theoretical framework used was an intercultural perspective of intercultural competence, studies in HRD that focus on a training-culture context fit, and professional definitions of cultural competence. A mixed research method utilizing survey and personal interviews was employed to study Best Practice Learning and Diversity companies. Thirty-nine companies credited as American Society for Training and Development (ASTD) Best Award winners for workplace learning and performance were surveyed. The sample represented various sectors in the corporate industry such as information technology, financial services, manufacturing and retail. Due to a low response rate, eight senior global diversity officials from companies credited as Best Diversity companies by DiversityInc. were interviewed. Five of the companies studied were among the leading Top 10 global diversity companies. The other three ranked highly among the Top 50 diversity companies. The data collected was analyzed using grounded theory. Using this theory, the study identified attributes that describe cultural competence, and various approaches that are used to develop and assess it. Based on the study results, an HRD theory of cultural competence was developed. This theory includes: (a) a definition of cultural competence; (b) a cultural competence framework that provides performance indicators for HRD professionals; organizations, its leaders and employees; and (c) an assessment guide that provides a cultural competence inventory for HRD professionals. To ensure study validity, the survey instrument used in the study was pilot-tested among business scholars. In addition, the study addressed the issues of theoretical sensitivity such as the role of the literature reviewed, the researcher's biases, and the analytical process that was used for theory development. This study has implications for higher education and professional practice. The cultural competence framework developed in this study contributes to the standardization of HRD practices such as education, training and non-training HRD programs. The assessment guide provides a cultural competence inventory for HRD professionals. The results of this study would also be useful for companies that regularly benchmark their operations against best practices. In this way, the study contributes to the effort of aligning HRD practices to theory developed through HRD cross-cultural research

Orientador: Charbel José Chiappetta Jabbour / Banca: Rosani de Castro / Banca: Jorge Henrique Caldeira de Oliveira / Resumo: O objetivo desta pesquisa é identificar e verificar como as melhores práticas de gestão de recursos humanos estão sendo desenvolvidas nas universidades estaduais de São Paulo junto aos funcionários técnicos administrativos. Para realização deste estudo, adotou-se a abordagem qualitativa, por meio da estratégia de estudo de caso, onde foram analisada as práticas, a nível macro, da Universidade Estadual de Campinas (UNICAMP), Universidade Estadual Paulista "Júlio de Mesquita Filho" (UNESP) e da Universidade de São Paulo (USP). Para definir as melhores práticas, realizou-se uma análise teórico-empírica, além da triangulação das práticas entre os três casos, o que permitiu identificar práticas que: (a) aumentam a eficiência do processo de recrutamento e seleção, como a realização dos concursos por uma organização especializada na UNESP e o "processo seletivo sumário" na UNICAMP; (b) permitem maior rapidez na socialização e integração do novo funcionário na UNICAMP; (c) buscam aprimorar o conhecimento, as competências e promover o desenvolvimento, como o "Programa de Desenvolvimento Gerencial" e diversos outros programas da Agência de Formação Profissional (AFPU), o "Programa Institucional de Apoio ao Servidor/Estudante" do Grupo Gestor de Benefícios Sociais (GGBS), órgãos da UNICAMP, a "bolsa complemento educacional" e a promoção por escolaridade na UNESP, bem como palestras realizadas pelos professores da própria USP nas atividades de treinamento; (d) contribuem para a tomada de decisão quanto à treinamentos, carreira e remuneração, como o instrumento de avaliação de desempenho totalmente informatizado, com metodologia que visa atingir os objetivos organizacionais por meio do desenvolvimento das pessoas, através do planejamento, acompanhamento e avaliação, sustentado pela interação entre avaliador e avaliado na UNESP, bem como a existência... (Resumo completo, clicar acesso eletrônico abaixo) / Abstract: The objective of this research is to identify and determine how best practices in human resource management are being developed at the universities in the São Paulo state universities with the technical administrative staff. For this study, we adopet a qualitative approach, the strategy of case study, which analyzed the practices at the macro level, the State University of Campinas (UNICAMP), São Paulo State University "Júlio de Mesquita Filho" (UNESP) and the University of São Paulo (USP). To determine best practice, there was a theoretical and empirical analysis, and tringulation of practice between the three cases, which allowed the identification of practices that: (a) increase the efficiency of the recruitment and selection, as invitations to tender by a specialized organization at UNESP and the "selection process summary" at UNICAMP; (b) allows for greater speed in the socialization and integration of new staff at UNICAMP; (c) seek to improve the knowledge, skills and foster the development, as the " Program Management Development" and various other programs of the Agency for Vocational Training (AFPU), the "Institutional Program Support Server/Student" Group Benefits Manager (GGBS), UNICAMP bodies, the "complement educational scholarship" and the promotion for education at UNESP, and lectures given by professors from USP own training activities; (d) contribute to decision making regarding training, career and remuneration as a tool for performance evaluation is fully computerized, using a methodology that aims achieving organizational objectives through the development of people through planning, monitoring and evaluation, supported by the interaction between evaluator and evaluated at UNESP, and the existence of a committee coordinating the process of evaluation units and acts as mediator between the manager and employee at the USP, and the team to evaluate the employee... (Complete abstract click electronic access below) / Mestre

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Genom samhällets utveckling från industrisamhälle till tjänstesamhälle har det blivit allt tydligare att medarbetare är den viktigaste resursen i organisationer. För att organisationer ska klara sig på dagens konkurrenskraftiga marknad är det därmed viktigt att lägga fokus på och utveckla denna resurs. Ledarens utmaning ligger i att behålla sina medarbetare och få dem att prestera. För att möjliggöra detta krävs det att organisationen har välmående medarbetare. Syftet med denna studie är därmed att undersöka hur ledare kan arbeta för att påverka medarbetares välmående i syfte att främja deras arbetsrelaterade utveckling. Studien undersöker även hur medarbetarna uppfattar ledarens insatser för att påverka deras välmående och utvecklingsmöjligheter. För att besvara frågeställningarna har två ledare och två medarbetare inom privat sektor intervjuats. Resultatet visade att det finns en mängd olika åtgärder ledare kan nyttja för att främja välmående och utveckling. Respondenternas redogörelser visade att sociala relationer och utmanande arbetsuppgifter är de mest framträdande faktorerna.

Magister Curationis - MCur / Literature shows that cataracts are the leading cause of blindness globally and nationally. Retinal detachment has also been a substantial problem both globally and nationally. Both of these conditions are prevalent in patients of 50 years and older. The treatment for both conditions is for surgery to be performed. In the Western Cape the three leading hospitals do not have ophthalmic pre-operative and post-operative protocols.Review question:What are the best practices to manage pre-operative and post-operative nursing care in patients waiting for cataract and retinal detachment surgery? bjectives:1. To determine the best practice in pre-operative and post-operative care in patients who have undergone cataract and/or retinal detachment surgery regarding: health education offered by nurses, counselling to prevent psychological effects, and positioning to prevent physical complications. 2. To develop a framework based on systematic reviews for pre-operative and post-operative ophthalmic nursing care in South Africa. Methodology: A systematic review using the guide by the Centre for Reviews and Dissemination was done, and studies were identified by searching various electronic databases and visually scanning reference lists from the relevant studies. Studies that were included were evidence-based. All study types were considered and the studies were selected based on the title and, where available, the abstract. These were then assessed against the inclusion criteria. A narrative synthesis was used. Finally the evidence was summarised and a framework was drawn up, focusing on pre-operative and post-operative nursing care for cataract and retinal detachment surgery

Les recommandations de bonne pratique, issues de la médecine des preuves, s’insèrent dans un processus ancien visant à asseoir la légitimité médicale sur la science et se sont déployées en tant qu’instrument politique de rationalisation des pratiques.Comment rencontrent-elles les valeurs professionnelles et l’exercice de la médecine ?La question est traitée dans le cadre de la médecine générale et de l’hypertension artérielle (HTA) dont la mise en recommandations est exemplaire de la construction d’un risque en santé publique.La première partie s’intéresse à l’origine de la médecine des preuves et en quoi ce mouvement est porteur de continuité et de modification dans les relations entre Médecine et État, au sein de la profession, entre médecin et patient.La seconde partie, centrée sur une microsociologie des consultations de patients hypertendus, montre que les recommandations constituent un appui pour le travail médical de prise de conscience par le patient de la réalité pathologique de l’HTA et des risques cardiovasculaires associés. Mais le généraliste inscrit son action dans la durée et, sous influence du patient, négocie et fait des compromis voire déroge aux « bonnes pratiques », considérant que ce qui n’est pas réalisable aujourd’hui le sera demain.Les recommandations sont intégrées dans les pratiques sous forme d’un modèle hybride associant la référence aux données scientifiques et l’adaptation à la singularité de la situation. La figure du patient statistique porté par la médecine des preuves est confrontée à la réalité sociale de l’individu plus ou moins doté d’autonomie et de ressources dont il s’agit pour le médecin d’acquérir la confiance et de la conserver. / Best practice recommendations, stemming from evidence based medicine, are part of a well versed process aiming to claim medical legitimacy based on science and are used as policy tools in practice. How do they relate to professional values, and to the practice of medicine?This question is examined within the framework of recommendations regarding the treatment, control and prevention of arterial hypertension (AH) in general practice which can be said to exemplify the construction of a public health risk.The first part of this work is centred on the origins of evidence based medicine, and the way in which it brings continuity as well as change to the relationships between: medical professionals; the institution of medicine and the state; doctors and patients.The second part, a microsociological study of GP consultations with hypertensive patients, shows that recommendations are used to reinforce the doctor’s efforts to increase patients’ awareness of AH and the ensuing cardiovascular risks. However, GPs use their influence over a long time period and, influenced by their patients, they negotiate, compromise and even disregard some of the best practice recommendations, considering that what may not be achievable in the present, may be achievable in the long term. Recommendations are therefore used in practice in hybrid form, where science is merged with an adaptation to each unique situation. The ‘average patient’ as the basic unit of evidence based medicine is opposed with the social reality of an individual with a certain level of autonomy and resources whose trust the doctor needs to gain and maintain.

The project was aimed at describing the mixing phenomena relevant for both safety analysis, particularly in steam line break and boron dilution scenarios, and mixing phenomena of interest for economical operation and the structural integrity. Measurement data from a set of mixing experiments, gained by using advanced measurement techniques with enhanced resolution in time and space help to improve the basic understanding of turbulent mixing and to provide data for Computational Fluid Dynamics (CFD) code validation. Slug mixing tests simulating the start-up of the first main circulation pump are performed with two 1:5 scaled facilities: The Rossendorf coolant mixing model ROCOM and the VATTENFALL test facility, modelling a German Konvoi type and a Westinghouse type three-loop PWR, respectively. Additional data on slug mixing in a VVER-1000 type reactor gained at a 1:5 scaled metal mock-up at EDO Gidropress are provided. Experimental results on mixing of fluids with density differences obtained at ROCOM and the FORTUM PTS test facility are made available. Concerning mixing phenomena of interest for operational issues and thermal fatigue, flow distribution data available from commissioning tests (Sizewell-B for PWRs, Loviisa and Paks for VVERs) are used together with the data from the ROCOM facility as a basis for the flow distribution studies. The test matrix on flow distribution and steady state mixing performed at ROCOM comprises experiments with various combinations of running pumps and various mass flow rates in the working loops. Computational fluid dynamics calculations are accomplished for selected experiments with two different CFD codes (CFX-5, FLUENT). Best practice guidelines (BPG) are applied in all CFD work when choosing computational grid, time step, turbulence models, modelling of internal geometry, boundary conditions, numerical schemes and convergence criteria. The BPG contain a set of systematic procedures for quantifying and reducing numerical errors. The knowledge of these numerical errors is a prerequisite for the proper judgement of model errors. The strategy of code validation based on the BPG and a matrix of CFD code validation calculations have been elaborated. Besides of the benchmark cases, additional experiments were calculated by new partners and observers, joining the project later. Based on the "best practice solutions", conclusions on the applicability of CFD for turbulent mixing problems in PWR were drawn and recommendations on CFD modelling were given. The high importance of proper grid generation was outlined. In general, second order discretization schemes should be used to minimise numerical diffusion. First order schemes can provide physically wrong results. With optimised "production meshes" reasonable results were obtained, but due to the complex geometry of the flow domains, no fully grid independent solutions were achieved. Therefore, with respect to turbulence models, no final conclusions can be given. However, first order turbulence models like K-e or SST K-w are suitable for momentum driven slug mixing. For buoyancy driven mixing (PTS scenarios), Reynolds stress models provide better results.

This contribution addresses a music editorial youth project in the context of extracurricular music education: Where and in which manner does musical education take place, particularly regarding music journalism? Opportunities for music journalism do not so much arise in schools or music schools but rather in actively used leisure time. The present study examines the motivation of participants in relation to their peers, host organisations, and project tutors. The concept of serious leisure perspective (Robert A. Stebbins) delivers the frame to discuss the results of the study.