Based on ethnographic fieldwork in the povoados of Nvava and Nangaze, in the district of Lugela, Zambézia Province, central Mozambique, consisted of field visits that started in June 2016 and ended in April 2018, this thesis is an ethnography of the relationships between people, spirits, animals and landscapes. It examines the cultural, scientific, ethical, and economic stakes of local modes of relating to Mount Mabo, the River Múgue and Mount Muriba that both abide by and surpass the exclusionary forms of science, nature conservation and governance that dominate environmentalism in Mozambique. Focusing on narratives and practices, the study explores concepts such as person, nature and time as mobilized by the state, conservationists and local residents, and describe the respective emerging worlds and their messy interconnections, namely, the conservationists' "Google Forest" premised on techno-science and modernist ideals and seeking to enact a divide between nature and society, the "Neo-extractive" version of landscapes promoted by the Frelimo-run state in its attempt to generate wealth and alleviate poverty also premised on techno-science and modernist ideals that construct nature as a natural resource and "public good" to be owned through DUATs (land use rights certificates) that only the state can grant or revoke; and finally, the "Secret Mount Mabo" as experienced and expressed by local residents whereby landscapes emerge as relational entities demanding ori'a (respect) from the humans with whom they engage in a relation of mutual belonging. In this world, the amwene emerge as the ones who control access to the mountain and forest through their ritual and spiritual power. The study finds that reframing of colonial and neoliberal notions of property, nature, labour and citizenry by conservationists and the state, underlies their technoscientific approaches seeking to protect nature from devastation and impose and their respective versions of nature, human and time—worlds—on local residents. That approach renders dialogues across ontologies extremely difficult. Working with local residents' concepts and practices the study proposes that Mount Mabo conservation efforts are at odds with local ontologies. While these are central to local residents and their practices of world-making, such ontologies occupy a marginal role in conservation project planning, design, and implementation, amid conservationists' attempts to mobilize local residents' alliance in nature protection. These observations draw from and reinterpret contemporary scholarship on political ecology, political ontology, Africanist thought, and decolonial theory, in that they account for different ecological practices and concepts that are linked to practices of wealth redistribution, recognition of other non-modernist ontologies and their colonial legacies. The study proposes that understanding and accounting for these differences and the ways they are made to endure or resisted could help in finding alternatives conducive to ensuring both ecological and local residents' wellbeing in ways that advance decoloniality in Mozambique.

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<p> Since the women&rsquo;s liberation movement in the 1970s, the number of women in the American workforce has increased dramatically; however, the percentage of women in the C-Suite&mdash;those who reach the status of chief officer&mdash;remains below 10 percent nationally (Soares et al., 2013). This disparity, sometimes called the &ldquo;glass ceiling,&rdquo; remains, even though many companies have adopted important initiatives to promote women&rsquo;s advancement. Although research has identified a complex set of factors involved in women&rsquo;s achievement of the highest levels of success in contemporary corporate settings, including measurable achievements, such as education, experience, and technical proficiency and intangibles, such as emotional intelligence, leadership styles, and communication skill, a significance difference in women&rsquo;s ability to break through the glass ceiling has still not been made. </p><p> Aimed at bridging that gap, this qualitative study gathers, through personal interviews, the experiences and perspectives of seventeen individuals, both men and women, of different races, cultures, and backgrounds, all of whom have reached the level of chief officer. Respondents were queried about their perception of the factors necessary to reach the C-Suite, as well as any factors required especially for women to arrive at that destination. The data gathered in the interviews included the subjects&rsquo; experiences from the process of their own advancement to the C-Suite and their observations of others&rsquo; experiences. The data were coded and analyzed according to recurring themes and patterns in the interviewees&rsquo; answers. The results point to a complex, nuanced, dynamic set of factors in the life of an otherwise qualified individual. Namely, four (4) such factors play a primary role in propelling aspiring women into the C-Suite: 1) executive traits; 2) preparation; 3) networking; and 4) engaging organizational culture. The findings offer an empowering promise that women can not only identify and gain the tools they need to accomplish their C-Suite goals, but also actively pursue and cultivate these assets in a way that offers success in both life and career. </p>

<p> This study investigated relationships between gender, mentoring, and leader self-efficacy in a sample of n = 188 managers working in the United States. Differences in self-reports of leader efficacy were examined based on manager gender, the presence of a mentor, mentor gender, mentor organizational level, type of mentoring (formal vs. informal), mentoring function (career support, psychosocial support, role modeling), the quality of the mentoring relationship, and the gender composition of the mentoring dyad. Counter to earlier research, women in the sample reported higher levels of leader self-efficacy when compared to men, though all but one of these mean differences were non-significant. Among managers with mentors at the top levels of the organization, women reported significantly higher levels of leader self-efficacy than men did. Mentored managers reported slightly higher, but non-significant, differences in mean leader self-efficacy compared to non-mentored managers. Among mentored managers significant differences in mean leader self-efficacy were found based on the organizational level of the mentor, primary mentoring function, and the quality of the mentoring relationship. A hierarchical multiple regression to predict leader self-efficacy from mentoring function was significant and predicted 34% of the variance in scores on leader self-efficacy. A hierarchical multiple regression to predict leader self-efficacy from mentoring function, mentor organizational level, type of mentoring, and the gender composition of the mentoring dyad, was significant and predicted 45% of the variance in scores of leader self-efficacy. Career support mentoring and mentor organizational level were the most significant predictors in the model.</p>

<p>Denna studie handlar om icke-heterosexuella* ungdomars upplevelser av mobbning i skolan p.g.a. deras sexuella läggning och ungdomarnas upplevelser om vad som görs av lärarna för att motverka denna mobbning. Studien genomfördes i två delar: förstudie och huvudstudie. I förstudien studerades lärarestuderandes åsikter om utbildningen som de får om mobbningen av icke-heterosexuella elever i skolan på lärareprogrammet. I förstudie medverkade 11 lärarestuderande, alla var kvinnor. I huvudstudien studerades erfarenheter och åsikter av icke-heterosexuella ungdomar som mobbas eller mobbades i skolan. Där studerades elevernas upplevelser av mobbning och elevernas förståelse av hur lärarna hjälper dem med mobbningsproblemet. Eleverna angav även en del förslag på hur situationen kan förbättras. I huvudstudien medverkade 12 ungdomar, 5 tjejer och 7 killar med olika sexuell läggning som läser i gymnasieskolan i Karlstad. En del av dessa ungdomar ingår i Karlstads RFSL- ungdom och en del ingår inte i den. Studien visade att (1) alla de icke-heterosexuella ungdomarna upplevde sig vara mobbad i skolan p.g.a. sin sexuella läggning, (2) alla ungdomar som medverkade i intervju anser att lärarna i skolan inte gör tillräckligt mycket eller inte gör något alls för att motverka mobbningen av icke-heterosexuella elever i skolan. Vad det beror på, ur ungdomarnas perspektiv, står det mer om i resultatdelen av denna studie och (3) ungdomarna har sina egna förslag på problemlösning.</p><p>(*Icke-heterosexuella kallas också ibland för HBT-folket, d.v.s. homo-, bi- eller transsexuella folket).</p> / <p>This study is about non-heterosexual* youths experiences of being harassed in the school because of their sexual disposition and the youths experiences of what their teachers do to counteract this harassment. The study was carried out in two parts: pre study and main study. In the pre study, the students in the teacher program were asked for their opinion about the education they receive on dealing with harassments of non-heterosexual pupils. In the pre study, 11 students in the teacher program were contributing, all of them were women. In the main study, experiences and opinions from non-heterosexual youths who are or have been harassed in the school were studied. The pupil’s experiences of harassment and their understanding of how their teachers are helping them with the harassment problem were studied. The pupils also gave some suggestions of how the situation can be improved. In the main study 12 youths, 5 girls and 7 boys with different sexual disposition who studies in intermediate level up to upper secondary school in Karlstad contributed. Some of these youths are members in RFSL- ungdom and some are not. The study shows that (1) all the non-heterosexual youths has experience of harassment in school because of their sexual disposition, (2) all the contributing youths consider that the teachers is not making enough or nothing to counteract the harassment of non-heterosexual pupils. What it depends on, from the perspective of the youths, can be read in the result part of this study and (3) the youths have their own suggestions of the solution of the problem.</p><p>(*Non-heterosexual is sometime also called HBT-people, i.e. homo-, bi- or transsexual people)</p>

<p>Ämnet för den här uppsatsen är mäns föräldraledighet. Det övergripande syftet med denna studie har varit att studera hur män förhåller sig till sina dubbla roller som småbarnsföräldrar och förvärvsarbetare. Specifikt har jag undersökt om mina informanter, fyra män vilka varit föräldralediga, påverkats av deras arbetsgivares, Statoils, småbarnsföräldrapolicy i de val de gjort angående sin föräldraledighet. Genomförandet av studien har skett genom kvalitativ intervjumetod. Informanterna har alla uttryckt att småbarnsföräldrapolicyn gett dem stöd i de val de gjort angående sin föräldraledighet, dock har den inte haft avgörande betydelse. Småbarnsföräldrapolicyn har ett stort symboliskt värde, genom att den finns ges signalen till alla anställda att det är okej att vara föräldraledig oavsett kön.</p>

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<p>Our theatre tradition has a long history where men have written most of the plays. If we want that the theatre should be a place, which should be built as much around womens experience as mens experiences, how can we relate to the canon? This is a study based on questions around our theatre tradition. Three women dramatists have been asked questions like: What do you think about the classics? About the women roles? Do the classics inspire you, in your writing? Is there a difference in being a female dramatist than being a male dramatist? Femi-nist theatre- theories have been used to guide us through the canon. Through the answers and reflection I have found that women writers still feel locked up in their sex, they always have to deal with the fact of being first of all women. The study has also given some answers about their relation to the classics and the women roles in them. We shall also see that it is a possi-ble connection between the canon and some patriarchal conservative theatre institutions.</p>