Chapter 1 Low-skilled Migration and Altruism: Population ageing has become a common concern among welfare states, including Canada and most of the OECD countries. Immigration has been identified as a solution to help sustain labour-force growth in industrialized countries, and as the factor most able to mitigate dire predictions of future fiscal imbalances. This chapter examines the impact of low-skilled immigration in a host country where households are altruists with a pay-as-you-go pension system to support the elderly. It demonstrates that low-skilled immigration does not harm the welfare of the domestic population. We use an overlapping-generations model similar to the work of Razin and Sadka (2000) but introduce paternalistic altruism into the life-cycle framework. Within this context of inter-generational altruism and pay-as-you-go pension systems, the initial negative fiscal impact of low-skilled migrants is compensated, thus, all income groups (high and low) and all age groups (young and old) benefit from migration. // Chapter 2 Growth and Sustainability: In light of the major environmental issues experienced by several countries in the last decades, several papers have advocated the rethinking of the role of governments in environmental preservation. This chapter develops an overlapping-generations model of environmental quality and production and investigates the potential role of governmental participation in the preservation of the quality of the environment so as to achieve both economic growth and environmental sustainability. The analysis suggests that long term economic growth and environment sustainability can be maintained with tax-funded environmental programs in a context of a negative production externality on the quality of the environment. // Chapter 3 The Incidence of Geography on Canada’s Services Trade: We estimate geographic barriers to export trade in nine service categories for Canada's provinces from 1997 to 2007 using the structural gravity model. Constructed Home, Domestic and Foreign Bias indexes capture the direct plus indirect effect of services trade costs on intra-provincial, inter-provincial and international trade relative to their frictionless benchmarks. Barriers to services international trade are huge relative to inter-provincial trade and large relative to goods international trade. A novel test confirms the fit of structural gravity with services trade data.

Responsible procurement has become a real challenge for companies following the current trends of Corporate Social Responsibility (CSR) and more and more ethic-oriented customers. Differing from the concept of green procurement this concept of responsible procurement supports the willingness of companies to have ethic and sustainable supplies. The usual criteria in procurement such as price performances innovation terms and time of payment have increasingly been coupled with more ethic-oriented ones. These criteria related to ethics combine both social and environmental responsibilities of suppliers and stakeholders such as energetic savings and the possession of a particular certification. Currently many call for tenders set ecological requirements for suppliers or subcontractors even in non-strategic procurement activities. The goal of this thesis is about comparing this approach to responsible procurement between buyers from the X and Y generation: do they share the same ideas and priorities concerning responsible procurement? For both of these generations are the advantages and drawbacks of responsible procurement similar?

The main theme of the research was to investigate associations between levels of job satisfaction in virtual and face-to-face to teams for multiple generations. Using quantitative techniques to test hypotheses, the study found that there are no significant differences between how multiple generations feel about job satisfaction. In addition, there was no evidence to suggest that there is a significant difference in levels of job satisfaction for multiple generations in different work teams. The level of utilisation of technology does not influence the levels of job satisfaction differently for multiple generations. / Dissertation (MBA)--University of Pretoria, 2012. / Gordon Institute of Business Science (GIBS) / unrestricted

Orientador: Fábio Kazuo Ocada / Banca: Fátima Aparecida Cabral / Banca: Valquíria Padilha / Resumo: A pesquisa compara duas diferentes gerações de trabalhadores bancários: os antigos bancários - mais de 50 anos de idade, oriundos do centro-oeste paulista, aposentados ou demitidos, sem curso superior - e os jovens bancários - menos de 30 anos de idade, nascidos no meio urbano, com curso superior. As duas gerações foram escolhidas por representarem dois diferentes contextos do modo de produção capitalista, assim sendo, dois diferentes contextos no interior do Banco, o que possibilita investigar as transformações que aconteceram no mundo do trabalho nos últimos trinta anos que além de aumentar o número de trabalhadores bancários adoecidos alterou a forma de ser do trabalhador para atender as novas demandas do capital. Parte-se de duas hipóteses: que há uma causalidade entre o adoecimento desses trabalhadores e um conflito de gerações no interior do banco; esse conflito é alimentado pelos gestores do banco que nele investe através da técnica de dominação definida como assédio moral. Há uma proposta diferenciada de enxergar os antigos bancários e os jovens bancários, alterando a forma de compreensão das categorias: flexível e rígido; qualificado e não-qualificado. / Abstract: The research compares two different generations of banking employees: Banking old - over 50 years old, coming from the center-west of São Paulo, retired or dismissed, without a college degree - and the young bank - less than 30 years old born in urban areas, most college graduates. The two families were chosen because they represent two different contexts of the capitalist mode of production, therefore, two different contexts of Banco, which allows to investigate the changes that have happened in the world of work over the last thirty years, in addition to increasing the number of workers diseased banking has changed the way of being of the worker to meet the new demands of capital. Start from two assumptions: that there is a causal link between the disease and these workers a generation gap within the bank; this conflict is fueled by bank managers who invest in it through the technique of domination defined as bullying. Propose a different way of seeing the old and the young bank, changing the way of understanding the categories: flexible and rigid; qualified and non-qualified. / Mestre

Diplomová práce se zabývá pohledem čtyř skautských generací na ideje skautského hnutí po roce 1945 v Československu. Výzkum je zaměřen na 18. středisko Kruh v Praze. Práce se zaměřuje na proměny skautských idejí, ale i na proměny vedení a skautského programu. Výzkum je veden metodou orální historie, přičemž narátoři jsou vybíráni z řad 18. střediska Kruh. Cílem práce není podrobně zmapovat vývoj a historii vybraného střediska, ale spíše obecně nastínit, jakým způsobem se skauti museli ideově přizpůsobit politické a společenské situaci. Dále práce zkoumá způsob, jakým se ve skautském oddíle předává tradice a jak na sebe jednotlivé generace navazují. Klíčová slova: skauting, generace, hodnoty, vedení, význam

This interview study was conceived from the idea about how students who are second generations immigrants, have experience with the Swedish history lessons and how it relates to their identity building. Six different students were selected for the interview, and they all shared backgrounds but had different ethnicity. The study showed that several of the students felt that there was a disconnection with the Swedish history lessons and with their identity. The most common complaint was that the student felt that they could not voice their opinion or that the Swedish history lesson was too Eurocentric in their education plan. Some students also felt that they could not discuss certain topics, because of fear from the teacher. The study did however show that some of the students was more lenient and accepting of the Swedish history study and felt that their teacher knew what they were talking about, and that some certain topic was highlighted and that they could relate to their identity.

A dissertation submitted for the degree: Master of Arts in the Department of Psychology University of Zululand, 2002. / The present research was motivated by the researcher's observation of an increase in the rate of juvenile delinquency (especially among those children who are from 12 years to 18 years) in the Kwa-Dlangezwa location of Kwa-Zulu Natal. Examples of anti-social behaviour that adolescents participate in are car hijacking, drug addiction, cigarette smoking, house breaking or burglary, shoplifting, robbery, murder, sexual immorality and school dropout or truancy. The aims of the study were to identify the causes of adolescent problems that could be addressed by parents and health professionals, empower individual parents by developing effective parenting skills in workshops, improve adolescents' positive perception of communication with parents, evaluate workshops with regard to parents' perceptions of their improved parenting skills, and to evaluate adolescents' perceptions of their parents' improved skills. It was hypothesized that parent-effectiveness program would help to identify the causes of adolescent problems, the program would significantly empower parents by improving parent-adolescent communication and the program would result in effecting parenting and decreased adolescents' negative behaviour. Improvements in parent skills and parent adolescent communication were assessed over two assessments i.e. pre-test and post-test. A survey was used to determine the causes of adolescents' problems and the communication or relationship between parents and adolescents. The following psychological measures were used: biographic inventory for parents, program evaluated interview guide, need analysis questionnaire and parenting skills-rating scale. The program consisted of meetings with the group of parents and adolescents at weekly intervals over a period of six weeks. The group was comprised of educated and professional parents. The parent effectiveness program improved parent-adolescent relationships. Parents also explored ways to express warmth and love towards their adolescents. Parents of adolescents evaluated the program helpful for their adolescent children. They all wished that the program could continue. Limitations of the study were that the sample size for both survey and parent effectiveness group was small and biased in terms of female representation. A longer follow up would have helped determine program sustainability.

The military faces unprecedented limitation of resources due to fiscal cuts through all branches of service. The purpose of this qualitative case study was to explore succession planning (SP) strategies used by Air National Guard leaders to retain skilled workers. The target population consisted of 5 leaders of the Washington Air National Guard (ANG) with a minimum of 5 years of experience in the ANG. The five tenured candidates were selected given proven leadership performance, ability to influence the organization, and they provided institutional knowledge and corporate insight of SP efforts spanning nearly a century. Additionally, these leaders had direct first-hand experience with local selective retention process and successful force management practices. The conceptual framework included organizational leadership theory, succession theory, and employee retention. Semistructured interviews were conducted and relevant documents collected. All interpretations from the data were subjected to member checking to ensure trustworthiness of findings. Coding, clustering, and thematic analysis were methods used for data analysis. Prominent ideas and actions taken were coded, common codes were clustered and themes evolved. Based on the methodological triangulation of data, 5 themes surfaced: (a) skills focus verses strategic, (b) informal verses formal SP, (c) individual verses organizational, (d) priority for retention verses recruitment, and (e) limited skill leads to mission gaps. The application of the findings from the study may contribute to social change by inspiring military leadership to adopt more strategic succession planning and ensure business sustainability by changing existing SP from a recruitment-based technique to culture of retention.

Workplace bullying has become increasingly prevalent in the workplace, and as such has led to instances of job dissatisfaction, and in extreme cases, workplace violence. It is important to understand workplace bullying as an organization, a manager, and particularly in the role of human resources in order to best address such situations. Current studies have evaluated the effects of workplace bullying, along with possible suggested causes – however with the vast differences in the four generations now working together in the workplace – this is an area that also needs to be addressed as the problem of workplace bullying continues to grow. The quantitative study of workplace bullying and the effect of multiple generations will be conducted using a survey, where respondents can disclose their experiences with workplace bullying anonymously. The data will be collected and analyzed using SPSS to determine any correlations between different generations and bullying in the workplace. Current theories such as social exchange theory (SET), social cognitive theory (SCT) and affective events theory (AET) will be used to support the current research. Upon reviewing the results of the study, the conclusions that can be made will help provide further research in the field, for both human resource professionals and organizations.

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