Predominantly white institutions (PWIs) are experiencing a racial history crisis. This crisis is occurring partially in response to current events including the multiple deaths of Black men and women at the hands of White police officers: Michael Brown in 2014, Breonna Taylor in 2020, and George Floyd also in 2020. Additionally, there has been a resurgence of investigation and national debate around building names and statues on college campuses memorializing people who supported slavery or were members of hate groups. These events coupled with the lack of truth-telling around the roles of Black and African American people and other minoritized communities within the development and prosperity of colleges and universities has centered history as focal point in the diversity, equity, and inclusion spaces. Nearly all colleges and universities include diversity, equity, and inclusion as a center piece of their mission statements, but few address their racialized history. Often, the university's history is told from an ahistorical perspective which places whiteness at the center of the history narrative. With a conceptual framework incorporating both critical race theory and white institutional presence, the study interrogated how universities are telling the stories of their histories regarding African American people. The sample selected for the study included 16 universities designated as leaders in the field of diversity, equity and inclusion. The selected universities received the designation of Diversity Champion from Insight Into Diversity magazine. The history narratives, typically found on the About page of the universities' website, were examined for instances of white institutional presence and counternarratives. Findings were filtered through a critical whiteness framework resulting in four types of categories. Exemplar institutions were countering white institutional presence and whiteness through multiple instances of counternarratives, centering Black and African American history, and confronting racist ideologies within their institutional history narratives. The remaining three categories of institutions were discussed for these instances as well. Overall, the findings concluded that some universities have made progress in the area of historical truth telling, most universities have not fully engaged in this work. The study offered implications for further research in the areas of critical whiteness, white institutional presence, and diverse learning environments. Incorporating the findings of the exemplar university cases, the study also discussed implications for policy and practice for institutions interested in or working on investigating their histories as related to minoritized communities, but specifically histories involving African American people. / Doctor of Philosophy / Predominantly white institutions (PWIs) are experiencing a racial history crisis. This crisis is occurring partially in response to current events including the multiple deaths of Black men and women at the hands of White police officers: Michael Brown in 2014, Breonna Taylor in 2020, and George Floyd also in 2020. Additionally, there has been a resurgence of investigation and national debate around building names and statues on college campuses memorializing people who supported slavery or were members of hate groups. These events coupled with the lack of truth-telling around the roles of Black and African American people and other minoritized communities within the development and prosperity of colleges and universities has centered history as focal point in the diversity, equity, and inclusion spaces. Nearly all colleges and universities include diversity, equity, and inclusion as a center piece of their mission statements, but few address their racialized history. Often, the university's history is told from an ahistorical perspective which places whiteness at the center of the history narrative. With a conceptual framework incorporating both critical race theory and white institutional presence, the study interrogated how universities are telling the stories of their histories regarding African American people. The sample selected for the study included 16 universities designated as leaders in the field of diversity, equity and inclusion.

Yes / Brand champions are responsible for encouraging employee commitment to the corporate brand strategy. They strongly believe in and identify with the brand concept—the company’s selected brand meaning, which underpins corporate brand strategy implementation. We conducted research to explore why and how brand champion behaviour operates within companies implementing a new corporate brand strategy. Against a backdrop of growing interest in brand champion behaviour in corporate branding research, we grounded our study in social identity theory and rhetorical theory from change management literature. Our findings show that articulating a compelling brand vision, taking responsibility, and getting the right people involved are the most widely used strategies by brand champions. We uncover how rhetorical strategies within brand champion behaviour generate employee commitment to a new corporate brand strategy. The dimension of brand champion behaviour that is effective depends on the type of brand evolution, involving shifts in the brand concept. We make suggestions for further studies underpinned by social identity theory and rhetorical theory to investigate brand champion behaviour processes within companies introducing a new corporate brand strategy.

Le musée des Antiquités nationales (MAN) a été créé sous l'impulsion de l'Empereur Napoléon III en 1862. Avec le projet de création du musée s'est imposée la nécessité de le doter d'ateliers de moulage et de restauration. Abel Maitre, sculpteur de formation, est le premier chef d'atelier de 1866 à la fin du 19e siècle. Rouage Indispensable du MAN, Il s'est avéré être un véritable précurseur de la restauration des objets archéologiques telle qu'on la conçoit de nos jours. Son successeur, Benoit-Claude Champion, dirige les ateliers durant toute la première moitié du 20e siècle et œuvre à la professionnalisation de cette discipline, à une période où la question de la formation des restaurateurs est au centre des débats. A travers l'exemple concret des ateliers du MAN, cette recherche se propose de montrer comment a émergé la spécialité archéologie dans l'univers très artistique de la restauration, et comment le développement de cette activité en discipline est Intimement lié à la politique Internationale de sauvegarde du patrimoine, qui prend toute son ampleur après la première guerre mondiale. / The National Museum of Antiquities (MAN) was created at the instigation of Emperor Napoleon Ill in 1862. With the proposed creation of the museum has become the need to equip the workshops of molding and restoration. Abel Maître, a sculptor by training, is the first leader of workshop in the late 19th century. Indispensable part of the MAN, Il proved to be a !rue precursor of the restoration of archaeological objects as it conceives today. His successor, Benoit-Claude Champion, leads workshops throughout the first half of the 20th century and works to professionalize the discipline, at a time when the Issue of training for restorers is central to the debate. Through concrete example of MAN workshops, this research alms to show how archeology has emerged as a specialty in the highly artistic restoration, and how the development of this discipline is closely linked to International politics Heritage Preservation, which comes into its own after World war 1.

Aim - The purpose of this thesis is to examine the possibilities for feedback and learning in the construction sector. In addition, it is also examining the possibilities of how to get employees involved into new solutions in a more flexible way.  Theory - Innovation as a science field within construction bases much of its theories on Rogers, Schillings, Slaughters and Tatum’s work on innovation models and how they affect the implementation of the innovation. The theories also regard innovation diffusion and its focus on different actors and how they adapt to an innovation over time and about different key individuals such as Champions and Gatekeepers and their role in spreading the innovation.  Method - This thesis is a qualitative study with an inductive approach which was conducted as a case study on a consultant company in Uppsala, Sweden which is active in the construction industry. 10 interviews were conducted with different project managers and two more interviews with individuals with connection to their work. In addition, an observation study was also carried out. Findings - The results showed that the innovation process is not prioritized due to time requirements and that it is not the main task of the consultant to be innovative. They should rather focus on delivering a stable product for its customers. However, the co-workers do overall want to be more innovative but the current way of spreading and delivering new solutions might not be the best suitable way based on the time it requires for them to engage in the innovation.  Conclusion - The conclusion is that key individuals could be implemented and reduce other colleagues’ workload in the innovation work by absorbing ideas and new innovations. And summarize and visualize its benefits to the entire team.

本論文共分為六章，十九節，茲分別列述如下：第一章，「導論」。設置四節，分別就研究緣起、研究範圍與限制、研究架構、名詞界定等四個方向進行說明。第二章，「中共體育政策的緣起與沿革」。設置三節，探討中共建政之前的體育推展觀點、中共政權下的體育推展工作、中共體育政策的領導與推展機構。本章設置的目的。在於嘗試以歷史敘述和宏觀角度交互運用，研究中共在體育政策的主要發展方向與演變，同時說明其體育行政組織的架構，俾使對於中共體育政策的開展規劃有所認識。第三章，「中共賦予體育事業的定位與任務」。設置三節，分別就體育和民族體質的提昇、體育的政治性功能（體育與統戰、體育與外交）、體育與「兩個文明建設」等三個方向，探究中共對於體育事業所下達指令和期望，同時也可以暸解體育在中共意識型態架構下所扮演的配合角色為何。第四章，「中共推展體育活動的成效」。設置四節，以群眾體育興辦、體育場管與設施、參與國際體競塞的成就、和亞運會的主辦以及奧運會的申辦等作為研究標的。本章希望探索中共體育政策的實際效應，檢證中共所宣揚的體育推廣成效是否屬實，同時論述體育事業的成就對中共所產生的正面功能意義。第五章，「中共體育政策發展面臨的難題」。設置三節，整體制度的失調、體育人才外流的嚴重、國際視聽對於中共的反制，將是本章所涉略的層面。中共雖然一直宣稱體育政策的成功推行，作是有待改進和苦思無解的課題，卻是林林總總，不勝枚舉。筆者擬於此章中舉述中共體育環境所遭遇的迫切窘況，反證中共推展體育的負面局勢。第六章，「結論」。設置兩節，首先是海峽兩岸體育交流的回顧與展望，其次是針對全文總結，表達筆者認為中共對於體育事業應有的正確認知。

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This thesis defines and analyzes the existing rules of procedure and legislation to protect competition in the principle of de lege lata in the Czech Republic with regard to the operation of national champions and marginally in terms of policy, national champions in Europe, analyze the status of the principle of national champions and classified in the context of existing conditions with global effects in the field, arguments concerning the existence and status of national champions in the competition (de lege lata versus de lege ferenda) in terms of various aspects of their responsibilities. With regard to the objective of work was dealing with the issue of regulation of irregular acquisition of electric power in the context of the possible advantage of champion and the emergence of any injury to other competitors or consumers as a result of this advantage. The aim of this work is to describe the regulation of de lege lata in the Czech Republic on irregular acquisition of electric power and showing a solution and to answer the question of whether the change de lege ferenda may remove any harm other competitors or consumers.

Midst contextual themes of new technologies and globalisation, South African organisations are challenged to attract, develop and retain suitable skills in a labour market that will continue to suffer shortages. The HR function of today is required to partner with organisations at a strategic level in response to this challenge. Successful organisations understand that transforming the HR function require regular in-depth analyses of its effectiveness. The study aimed to assess the effectiveness of an HR function operating in a public utility, against current trends in HR transition. Different evaluation methodologies are explored to develop a theoretical evaluation model for the effectiveness of a HR function. The results confirmed that the HR function is not effective in its role as strategic partner, and highlights significant differences in perception between the stakeholders and the HR function regarding its effectiveness. Recommendations were made on future transformation actions for the specific HR function. / Industrial & Organisational Psychology / M.A. (Industrial Psychology)

「隱形冠軍」是全球各行業冠軍企業，其有許多成功關鍵因子，惟本研究欲針對「深耕顧客關係管理」著手，透過蒐集、鑽研、整理及分析其成功關鍵因素，以作為歸納分析整理之依循。 而經選拔出來的卓越「中堅企業」則是台灣優秀的中小企業，一樣有其優秀的成功特質，算是國內的隱形冠軍企業，相對於輔導「中堅企業」來說，其為政府重點輔導使其更具國際競爭力的施政經濟方針，經由分析專注本業且深耕顧客關係管理的「中堅企業」，也能產生出個案公司建議之方策。 但是「深耕顧客關係管理」是否果真適合一般企業借鏡效法？或是部分借鏡？或是全部效法？這部分須經過個案公司本身的體質檢查，須經過效益評估，才是企業能委身經營努力的目標，這就是尋求「企業營運價值（效益）最大化」，策略上的合理經營，採取最優的營運政策，使企業總價值達到最大化。 投資營運管理目標應與企業多個利益集團有關，從長期發展來看，不能只強調某一利益，而置其他利益於不顧，經過效益評估後才是企業經營管理的最優目標，因此本研究透過歸納分析，縝密的效益評估，終而產出最有利個案公司的具體建議。