Thesis (doctoral)--Swedish University of Agricultural Sciences, 2007. / Includes bibliographical references. Also available on the Internet.

Title from title page of source document. Dissertation no. 3316. Includes bibliographical references (p. 159-183).

Tallgrass prairie restorations generally aim to reconstruct native plant assemblages altered by disturbance to a composition of species characteristic of undegraded communities the region. Most prairie restorations, however, lack large herbivores such as Bison bison and Cervus canadensis, therefore leaving herbivory to Odocoileus virginanus, other small mammals, and insects. Although insects are more abundant by comparison, it is hypothesized that their influence as ecological drivers is often obscured by fire, grazing, and climate. Previous study in remnant prairie has shown that insects eat very little of above net primary productivity (ANPP), however they can alter the forb:grass ratio in prairies. Nonetheless, studies have shown that younger plants (particularly forbs) are more susceptible to insect herbivory due to higher nitrogen (N) content and physical and chemical defenses not yet fully developed. This research used an experimental approach (insecticide application) to reducing insect abundance and ectophagy to determine whether insects preferentially feed on forbs, alter forb:grass ratios, and affect diversity and aboveground net primary productivity (ANPP) in young (1-2 y) and more established (7-8 y) restored prairies. Ectophagy measurements showed that forbs were preferred over C4 grasses. Reduced herbivory decreased diversity of forbs and sown grasses, decreased percent cover of forbs, and species richness of sown grasses, and increased evenness in the youngest prairie. Contrary to expectations, ANPP and forb:grass ratios were not affected by treatment. Nevertheless, interactions between year and restoration age were often significant, suggesting that climate variability between seasons and maturity of community may influence how insect herbivores affect restored prairie. There was a positive correlation between herbivore morphospecies richness and sown forb richness. Insect communities were also characterized in restored prairies to evaluate treatment success. Insects were collected by sweep-netting. I collected 10 orders, 83 families, and 150 morphospecies. The largest number of species present was from Hemiptera (suborder Auchenorrhyncha). Species richness decreased through time. Pesticide application reduced diversity of families. Ectophagous insect abundance and richness were impacted by treatment, but piercing-sucking herbivores (Hemiptera) did not respond to insect reduction treatment. Predator/parasitoid insects were also reduced by treatment, indicating a larger sensitivity at higher trophic levels. Like plant diversity, interactions between restoration age and year affected almost all insect variables, suggesting that insect populations are dynamic and sensitive to nearby land-use.

Dynamic capabilities can help a firm to interpret and respond to an environment of rapid technological change. Although there is broad research consensus that they are higher order capabilities comprising routines, their nature and how they develop remains open to debate. A view of dynamic capabilities as capacities, which can shape and reshape and configure and reconfigure ordinary capabilities so as to remain competitive, is taken to examine how dynamic capabilities develop through learning. An emerging theme in the strategy literature is that managerial cognition may be important, even central, to the development of capabilities. In line with this theme, models are proposed on how managers learn to learn and how technological and organisational sensemaking practices can facilitate cognition. In addition, characteristics of two types of learning, expert and entrepreneurial, are proposed to explain how managers learn and recognise opportunities. The distinct learning patterns relate to content-oriented and process-oriented views of strategy respectively. Further, suggestions are made on how entrepreneurial learning in particular, may be beneficial in a highly dynamic environment. A process oriented, case study is conducted of three securities custodians facing an environment of increasing dynamism, competitiveness, and interconnectedness due to information technology developments in financial markets. The findings are shown to support the claim that managerial theories on learning are required to develop and sustain dynamic capabilities. In addition, the findings provide evidence that these theories may form through two learning patterns, depending on how managers frame problems and recognise opportunities. An important contribution of this study is the analytical framework of dynamic capability learning that was developed during the case analysis. The framework enables organisational learning experiences relating to dynamic capability development to be captured. The thesis concludes with implications for both managers and scholars. / Thesis (PhD)--University of Pretoria, 2013. / pagibs2014 / Gordon Institute of Business Science (GIBS) / PhD / Unrestricted

M.Comm. / The aim of this study was, to highlight the qualitative nature of the concept of diversity, with specific emphasis, on the work environment. This is a literature study. There is no empirical research accompanying it. This study defines the concept of diversity, and attempt to correct the misleading perception on diversity management and the related concept, namely affirmative action. A diversity management process goes beyond mere numbers and seeks, to maximise the potential of every individual. It means recognising the unique qualities of people in the workplace. The study also identifies possible barriers to a diversity management process, and possible ways, in which they can be overcome. Furthermore, the study discusses and analyse a diversity management process, highlights the need for fundamental change in attitude and behaviour of all stakeholders if the process is to succeed. Data collected indicates a clear need for a well designed organisation programme designed to value and manage a diversity process. Most of the challenges facing organisations, are dynamic, interrelated and systematic in nature, that is, they are intertwined in the entire organisation. More than any other challenge, perhaps, the diveresity process affects the organisation at all levels. The scope and direction of adding value and managing diversity programs, ideally, must be developed within the context, of broad or challanges facing the organisation, as a whole. Diversity responses, in other words, need to be wellintegrated into the organisations overall strategic responses. Systematic thinking is critical to diversity issues.

The Financial Asset Services Division, or FAS, is an integral part of Standard Corporate Investment Bank’s operations. FAS offers high net-worth companies services and products that can generate extra revenues. Diversity is a new dimension that needs to be managed within South African organisations. The contemporary manager might not be equipped to deal with the new and unique set of challenges that accompany diversity related issues. This work aims to provide managers a basis to explore the concept of diversity management by investigating different management theories. This is also the basis of questionnaires put to managers and employees to determine what factors and dimensions influence leadership roles. Having identified these dimensions and factors it is also investigated what implications there are for leadership. Identified problem areas are brought to the reader’s attention as well as recommendations based on sound diversity management principles. This will provide management with a basis from which to effectively manage diversity in the workplace at FAS. / T.F.J. Oosthuizen

Master of Landscape Architecture / Department of Landscape Architecture/Regional & Community Planning / Alpa Nawre / Race tension has increased in America as contemporary issues occur. Riots and protests are becoming common once again. The research presented shows how park space can help foster diversity and in turn improve race relations in the Kansas City area. The study shows how communities in Kansas City became segregated based on historical laws, regulations, and common day practices that reinforced racial boundaries between communities. Many still feel racial tension stemming from historical events today. A focus on integration within communities can be the first step in creating harmony and healing people who have felt these negative impacts on their lives. A literature review, including historical documents from Kansas City and similarly structured racially divided cities, such as St. Louis, Missouri, Detroit, Michigan, and Chicago, Illinois, were analyzed. Research lead to focusing in on Swope Park and the surrounding community. Swope Park has a complex history of segregation and is located near Troost Avenue, which is one of the greatest racial divide lines in the United States. To the west of Troost Avenue the race is predominantly white while to the east is composed mostly of African Americans. On site observational surveys and short interviews with users of Swope Park were conducted to determine current use, users, and park qualities. Qualtrics Surveys were released to community organization to survey a larger group of people, some of whom might not currently use the park. The analyzed information gathered helped shape an innovative design suggestion and strategy to promote diversity and integration at Swope Park. This research can help shape a diverse future of racially integrated communities in the Kansas City area to promote economic stimuli, break down racial stigmas, and increase education, understanding, and celebration of diverse racial backgrounds.

The thesis concentrates on culture, its levels and characteristics, including business culture. The first part focuses on cultural diversity and management of diversity in business culture, with emphasis on the related incorrect tendencies, caused by various culturally conditioned biases. The following part considers different aspects of intercultural communication, its possible barriers and the question of intercultural training. The practical part analyses an existing multinational corporation, particularly with regards to its corporate values, practices, corporate diversity and intercultural training. Furthermore, this part is complemented with a study of the culturally conditioned difficulties within the company, the influence of existing cultural differences on employee communication and cooperation, as well as on intercultural training. The outcome of the study are recommendations, which serve as a base for potential modifications of the corresponding company processes.

No description available.

No description available.