Predator harassment is an anti-predator behaviour that may increase a harasser’s risk of predation but decrease the potential for predation for other members of a group. The Cape ground squirrel (Xerus inauris) is a facultative cooperative breeder from southern Africa that harasses venomous snakes. The objective of my study was to examine predator harassment to determine: 1) whether predator harassment was part of alloparental care by comparing harassment behaviour among age and sex classes; 2) how individuals adjusted their behaviour against different snake species; 3) whether olfaction was used in discrimination of snakes; and 4) if individuals possessed venom resistance against venomous snakes. I found that females with juvenile offspring harass snakes longer and more intensely than other individuals, suggesting that predator harassment was a maternal behaviour. Squirrels increased harassment, inspection and vigilant behaviours with risk when exposed to both live snakes and snake odours suggesting they can use olfaction to discriminate snake predators. I also found no venom resistance in Cape ground squirrels concluding the cost of envenomation was significant.

Bakgrund: Barns och ungas psykiska hälsa har försämrats sedan 1990-talet. Förekomsten av mobbning ligger på samma nivå sedan samma tid. Mobbning och kränkningar har negativa effekter på barns psykiska hälsa. Skolsköterskor har en central roll vad gäller att främja skolbarns hälsa. Syfte: Syftet med denna studie är att beskriva hur skolsköterskor ser på sin roll i arbetet mot mobbning och kränkningar i skolan.  Metod: Kvalitativ metod med induktiv ansats. Elva  e-postintervjuer har analyserats med kvalitativ innehållsanalys. Resultat: Resultatet presenteras i fyra teman. Resultatet visar att skolsköterskor vill, men har inte tillräckligt med tid att arbeta mot mobbning. att hen identifierar och bemöter elever som är utsatta för mobbning, att hen samarbetar med andra professioner på skolan samt att hen även arbetar preventivt i arbetet mot mobbning.  Konklusion: Skolsköterskorna såg sig inte som framträdande i arbetet mot mobbning och kränkningar. Deras syn på sin roll var främst att identifiera och bemömta utsatta elever och hälsosamtalet var deras främsta redskap. Samarbete med andra professioner ansågs vara viktigt för att kunna möta elevens behov. / Background: Mental disorders among children and adolescents has increased since the 90´s. The presence of bullying has not changed. Bullying leads to negative psychological health effects. The school nurse has an important role in the health promoting work in schools. Purpose: The aim of this study is to describe school nurses perceptions of their role in the work towards bullying in schools. Methodology: A qualitative method with eleven interviews made via e-mail. The interviews were analyzed with an inductive qualitative content analysis.  Result: The result is presented in four themes. The result shows that the school nurse wants to but don´t have enough time to work towards bullying, the scholl nurse identify and encounter students involved in bullyin, cooperate with other professionals at school and also work preventively towards bullying. Conclusion: The school nurses didn´t perceive themselves as the most prominent person in the anti-bullying work in schools. Their perceptions of their role was to discover and to encounter children involved in bullying and the health dialogue is their main tool.

Equality of opportunity and treatment in the workplace forms one of the critical components of an individual's ability to obtain and remain in employment and occupation. In a world where qualifications, experience and individual merit can be easily by-passed owing to diverse workplace discriminations, the ability of employees to enjoy their right to work cannot be fully achieved if the workplace is marred with inequalities. Sexual harassment has been characterised as one of the workplace hazards that impinges on the achievement and enjoyment of the right to equality of opportunity and treatment in the workplace and defeats the right of employees to decent work. Notwithstanding the acknowledgement of its existence and prevalence, sexual harassment is still treated as an unmentionable concept in Botswana in legal and academic circles. The labour legislative framework has been less emphatic when it comes to recognising and setting out the proper sanctions for sexual harassment in the workplace. At present, only public servants are assured of a legal remedy should they experience such harassment. The legal framework does not openly extend protection to employees in the private sector, leaving them uncertain of the proper forums to approach. There is not even the assurance that sexual harassment is prohibited and punishable at law. Since it is rarely discussed in academics and not prohibited outright, it is safe to assume that most incidents of sexual harassment are shrouded in secrecy owing to employees' lack of knowledge of their rights. In contradistinction, South Africa presents a legal framework conscious of the reality of sexual harassment in the workplace. It employs the use of equal opportunity laws to give authority to a Code of Good Practice that outlaws sexual harassment. The South African Courts have also played a pro-active role in ensuring compliance with legislative provisions and developing common law principles on sexual harassment in the workplace. In addition, legislation that outlaws harassment in a general sense has been enacted to add to laws prohibiting sexual harassment. Whereas the mere existence of laws is not an end in itself, it is submitted that sexual harassment laws may serve to deter this conduct, but most significantly, to inform employees that their rights in the workplace are not limited to, amongst others, a guarantee from unfair dismissals and withholding of wages. The argument is that sexual harassment should be seen as a violation of employees' human rights, as opposed to a mere misconduct. With that realisation in mind, the need to progress from sole reliance on Codes of Good Practice to unequivocal and binding laws reflects the concern that the government of the day has for the protection of the human rights of employees and the consonance of national labour laws with the international standard. This contribution presents an examination of the two legal frameworks in so far as sexual harassment in the workplace is concerned. The aim is to determine the shortcomings of Botswana's framework and outline lessons that may be learnt from the South African legal framework. The position of international law is also considered to ensure that the lessons to be learnt from South Africa are in consonance with the international standard. / LLM (Labour Law), North-West University, Potchefstroom Campus, 2014

Att svenska medier hotas blir allt vanligare. Denna undersökning syftar till att diskutera omfattningen av hot mot journalister och beskriva hotens karaktär genom att lyssna till journalisternas egna erfarenheter. Undersökningen är kvalitativ och bygger på semistrukturerade intervjuer med sex verksamma journalister, varav tre har redaktionellt ansvar. Vi har besökt ett antal redaktioner som har erfarenhet av hot och vänt oss till vissa nyckelpersoner. Utifrån syftet har vi formulerat följande frågeställningar: Vilka uttryck tar sig hoten mot lokaltidningsredaktioner och enskilda medarbetare? Finns det en handlingsplan på redaktionerna när medarbetare hotas? Hur ser den i så fall ut? Vad anser de enskilda journalisterna att hot får för konsekvenser för det journalistiska arbetssättet och – i förlängningen – även demokratin? Vår forskningsfråga blir således: om, och i så fall varför, journalister på lokaltidningar uppfattar att olika typ av direkta hot mot dem ökat och vilka konsekvenser journalisterna anser att detta kan ha för deras yrkesutövning. Resultatet av studien visar att alla respondenter har fått hot och trakasserier riktade mot sig och/eller redaktionen. Samtliga upplever att hoten mot journalister har ökat de senaste åren och att hoten i dag tar sig andra uttryck. Till exempel har det blivit vanligare att representanter från den organiserade brottsligheten försöker påverka vad som publiceras och inte. På alla redaktioner vi besökt finns handlingsplaner och riktlinjer för hur man ska gå till väga när en journalist eller redaktion utsätts för hot. Samtliga lokaltidningsredaktioner har också varit tvungna att ta till säkerhetsåtgärder som en direkt konsekvens av att de upplever en ökad hotbild. Majoriteten av respondenterna berättar om hur man i ett tidigt skede har ändrat i artiklar på grund av rädsla för att utsättas för hot.

The South African mining industry has been a male dominated environment for a very long time. With changes in government policy and legislation, discriminatory laws forbidding women to work underground have been repealed and the mining industry have since been trying to accommodate women. Unfortunately there is an imbalance to this general trend of increase shown by the consistently low numbers of female employees within the mining industry. It was far-fetched for management to perceive that women can ever play a role in the underground mining industry. Unfortunately the perceptions of management is having an enormous impact on the attitudes of the rest of the employees in this industry. This leads to discrimination in the mining industry that will make it difficult for the women seeking financial stability. The whole mining industry should learn to adapt to this idea of women in mining. Employing women in the mine is a challenge of the mindset of viewing mining as a men's world. The objective of this research was to determine the experience of women in the platinum mining industry in South Africa as well as the impact that women entering the mining industry could have on the mines in terms of the working conditions, harassment, physiological aspects, ergonomics, physical strength, discrimination etc. The research method for this article consists of a brief literature review and an empirical study. A qualitative design has been used on an availability sample (N = 14) females in the platinum mining industry. The qualitative research makes it possible to determine the subjective experience of women working in the platinum mining industry. The literature focused on previous research on the experience of women entering the mining industry as an employee. vii The outcome of this research was that the male worker attitude and discrimination have an enormous impact on women that are entering the mining industry. One of the more difficult hurdles to overcome is the harassment that women need to deal with The women are also facing a huge challenge in terms of their physical strength not being adequate in order to perform up to a minimum of eight hours per day in the harsh working conditions including the ergonomics of the mining industry. Most of the women are entering the mining industry for financial reasons in order to survive in the South f i c a n Economic environment of today. After a hard day performing these physical activities they need to face their responsibilities at home in order to manage a work-home life balance. Management need to start seeking solutions to make the mining industry a more women free environment for example focussing on facilities for women. The fact that women were appointed into the mining environment covering traditionally male sectors, also speaks to a commitment to changing the face of the mining industry. Recommendations for future research were made. / Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2005.

Predator harassment is an anti-predator behaviour that may increase a harasser’s risk of predation but decrease the potential for predation for other members of a group. The Cape ground squirrel (Xerus inauris) is a facultative cooperative breeder from southern Africa that harasses venomous snakes. The objective of my study was to examine predator harassment to determine: 1) whether predator harassment was part of alloparental care by comparing harassment behaviour among age and sex classes; 2) how individuals adjusted their behaviour against different snake species; 3) whether olfaction was used in discrimination of snakes; and 4) if individuals possessed venom resistance against venomous snakes. I found that females with juvenile offspring harass snakes longer and more intensely than other individuals, suggesting that predator harassment was a maternal behaviour. Squirrels increased harassment, inspection and vigilant behaviours with risk when exposed to both live snakes and snake odours suggesting they can use olfaction to discriminate snake predators. I also found no venom resistance in Cape ground squirrels concluding the cost of envenomation was significant.

Previous studies have established that for some people a typical day at work starts with immense feelings of distress, anxiety and irritability caused by workplace bullying. Not only does bullying behaviour in the workplace have a negative impact on a person’s professional life, but it is also detrimental to the effectiveness of the organisation. A survey focussing on the perceived exposure to bullying and victimisation in the workplace was administered to a sample of 159 employees employed by a mine in Mpumalanga. The results uncovered that more than a quarter of the participants reported that they had experienced workplace bullying. The study also discovered that line managers experienced more negative acts than senior managers. While those who only experience a brief spell of bullying behaviour at work survive their experience relatively unscathed, previous studies have also indicated that others are affected in a significant physical and psychological way. In conclusion this study determined that workplace bullying is an actual occurrence, not only internationally but also in South Africa. Employees and employers can therefore only benefit from understanding this unique workplace phenomenon. This article provides the opportunity for employed people to recognise the nature and prevalence of workplace bullying in order to prevent it from becoming a silent epidemic. Researchers generally accept that bullying is behaviour that is aggressive or negative and carried out repeatedly. Previous research established that bullying can occur in any context where people interact. This article open by synthesising a conceptual framework of negative acts as an interactive form of organisational behaviour from the available literature. Empirical research was done in order to investigate the prevalence of negative acts. The study found that more than a quarter of the participants had experienced bullying at some stage during their career with managers and supervisors predominantly reported as the perpetrators. The study also found that behaviour that tends to isolate individuals was generally reported as the most frequently experienced form of negative acts. By understanding workplace bullying both employers will be able to implement influence strategies aimed at dealing with this workplace phenomenon at levels of protection, intervention and dispute resolution. In conclusion it has been established that workplace bullying is not only a real problem in international workplaces, but also in South Africa. This means that employers not only have to cope with the consequences of employees performing badly but also behaving badly. This article presents an opportunity to understand negative behaviour in the workplace. / Thesis (M.Com. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2012

Typescript. / Bibliography: leaves 175-180. / Photocopy. / Microfilm. / xii, 180 leaves, bound ill. 29 cm

The aim of this study is to further the theoretical understanding of gender harassment. I suggest an approach and a theoretical model that answers the question of how to understand and describe gender harassment both in terms of specific actions taken against an individual because of gender and the combined actions that constitute a gender harassment process. Due to the fact that gender harassment takes place in a structure and that the perpetrator needs structural support to be able to harass, the model considers existing power relationships at the workplace, i.e. how gender harassment reflects the distribution of power and structural behaviour of men and women. As my empirical material indicate aggressive behaviour and fear it is crucial to raise the issue of violence and to consider to what extent gender harassment is expressed av violence in the workplace. The empirical material contains broad-based and in-depth narratives about a kind of situation that is not well defined in the extant literature or elsewhere. It is essentially unknown whether gender harassment takes place to the same extent as sexual harassment. Even though quite a few narratives about daily working life bear witness of such situations they have remained largely undefined and little understood. In the present study, a combination of feministic organization theory about powerstructures at the workplace and violence theory is used to broaden the picture and to develop an instrument for understanding narratives about gender harassment. The results from the analysis, drawing upon material from practical gender equality work at a university and four in-depth interviews with victims of gender harassment, suggest that a combination of feministic organization theory and violence theory is fruitful for understanding the phenomenon of gender harassment. It is suggested that the proposed theoretical model offers a first but important step towards identifying and preventing gender harassment at the workplace.

Thesis (M.A.)--University of Toronto, 2005.