This thesis describes a decision and minimization procedure for modal logic. The decision procedure answers the question of whether there exists a satisfying pointed model for a formula which obeys user-specified first-order conditions on the underlying frame. Then the minimization procedure produces a minimal model with respect to the number of worlds that satisfies the desired formula while obeying the requisite conditions on the underlying frame. A proof of correctness for the decision and minimization procedures is supplied, as well as a description of an implementation built upon the Enfragmo model expansion solver. / Graduate / 0984 / 0318 / wbkboyer@gmail.com

L’évaluation des performances individuelles est une pratique managériale qui s’est largement diffusée ces dernières années et qui tend à se généraliser dans le secteur public. Paradoxalement, elle est aussi l’une des pratiques de GRH les plus contestées. L'objectif de cette étude est de comprendre pourquoi malgré les critiques, certaines entreprises notamment les entreprises du secteur public au Cameroun ont adopté un système formel d’évaluation des performances individuelles et les formes que prennent les pratiques d'évaluation à l’intérieur de ces entreprises. Pour cela, nous avons mené une étude qualitative basée sur des études de cas et une étude quantitative à l'aide d'un questionnaire administré auprès de 200 salariés dans 10 entreprises du secteur public au Cameroun. Les résultats de l'étude montrent qu’un système formel d'évaluation des performances individuelles est adopté parce que les entreprises sont motivées par un réel souci de performance en particulier le souci d'améliorer la qualité des produits ou des services, la GRH et la productivité des salariés. Mais au-delà de cette logique de performance, il y'a aussi une quête de légitimité se traduisant par la conformité aux pressions exercées par le gouvernement, la professionnalisation des managers et l'effet de mode ou imitation. Cette quête de légitimité ayant conduit les entreprises publiques à adopter un modèle d’évaluation classique et convergent, dérivé du secteur privé et de la culture nord-américaine. Mais dans les pratiques, ce modèle classique d’évaluation est transformé, les entreprises adoptent différentes stratégies d’adaptation qui contribuent à une variation des pratiques dans le secteur public / Performance appraisal is a managerial practice that has been widely diffused in recent years and which tends to become widespread in public sector in Cameroon. Paradoxically, it is also one of the most contested HRM practices. The aim of this study is to understand why, despite the criticisms, public enterprises in Cameroon have adopted a formal system of individual performances evaluation and the forms that the practices of evaluation within the companies use. To this end, we carried out a qualitative study on the case studies and a quantitative study through a questionnaire administered to 200 employees in 10 companies of public sector in Cameroon. The results of the study show that a formal system of individual performances evaluation has been adopted because companies are motivated by a real concern for performance, in particular the concern to improve the quality of products or services, HRM and productivity of employees. Nevertheless, beyond this logic of performance, there is also a quest for legitimacy resulting in compliance with the pressures exerted by the government, the professionalization of managers and the effect of fashion. This quest for legitimacy has led public enterprises to adopt a classic and convergent evaluation model, derived from the private sector and North American culture. But in practice, this classic evaluation model is transformed, companies adopt different coping strategies that contribute to a variation of practices in the public sector

When working from the systems psychodynamic stance, consultants experience that they become part of the group dynamics through projection, projective identification, transference and counter-transference. This research was undertaken to explore the impact on consultants doing systems psychodynamic consultation in their own formal system within a large financial institution in South Africa. Findings were that primary (race, gender and age), and secondary (social identity, language and skills, or level of expertise in this consulting stance) diversity factors strongly impact on them. Consultants play a strong containment role. Consultants experienced the effect at all levels of their lives, including intellectual (struggling to function and think clearly), physical (insomnia, eating disorders, usual exercise not helping), emotional (crying and anger) and social (their work not being understood by friends and family, growing apart from loved ones). For all of them the positive spin-off was the personal growth on the journey that they embarked on. / Industrial and Organisational Psychology / M. Comm. (Industrial and Organisational Psychology)

When working from the systems psychodynamic stance, consultants experience that they become part of the group dynamics through projection, projective identification, transference and counter-transference. This research was undertaken to explore the impact on consultants doing systems psychodynamic consultation in their own formal system within a large financial institution in South Africa. Findings were that primary (race, gender and age), and secondary (social identity, language and skills, or level of expertise in this consulting stance) diversity factors strongly impact on them. Consultants play a strong containment role. Consultants experienced the effect at all levels of their lives, including intellectual (struggling to function and think clearly), physical (insomnia, eating disorders, usual exercise not helping), emotional (crying and anger) and social (their work not being understood by friends and family, growing apart from loved ones). For all of them the positive spin-off was the personal growth on the journey that they embarked on. / Industrial and Organisational Psychology / M. Comm. (Industrial and Organisational Psychology)

This study investigates the possibility of applying Hatten’s theory of musical gesture to a formal system of musical analysis. Using historical antecedents and established musicological practice as a guide, a range of musical parameters in a motive length span of music are incorporated into a single gesture. This gesture forms the basic semantic unit upon which an analytical tableau structure is built, and a syntax is developed to allow derivations of new gestures; a large scale structure displaying fractal-like self-similarity is then proposed. The completed system is applied to the analysis of the ‘Adagio’ of Mozart’s Flute Quartet K.285 to test whether it can consistently be implemented and whether it produces falsifiable results while maintaining predictive power. It is found that these requirements are indeed met and that a set of inference rules can be derived suggesting that the proposed system has ample scope for further development. / Art History, Visual Arts & Musicology / M. Mus.

This study investigates the possibility of applying Hatten’s theory of musical gesture to a formal system of musical analysis. Using historical antecedents and established musicological practice as a guide, a range of musical parameters in a motive length span of music are incorporated into a single gesture. This gesture forms the basic semantic unit upon which an analytical tableau structure is built, and a syntax is developed to allow derivations of new gestures; a large scale structure displaying fractal-like self-similarity is then proposed. The completed system is applied to the analysis of the ‘Adagio’ of Mozart’s Flute Quartet K.285 to test whether it can consistently be implemented and whether it produces falsifiable results while maintaining predictive power. It is found that these requirements are indeed met and that a set of inference rules can be derived suggesting that the proposed system has ample scope for further development. / Art History, Visual Arts and Musicology / M. Mus.