This field study is about well-being. It examines the proposition that exercise is a pathway to well-being. Participants in two "keep fit" groups at the Australian National University Sports Union and members of Lifestyle health and fitness club in Woden, Canberra, A.C.T. provided the population for the study. A critical review of the literature on well-being suggests that a number of differing perspectives exist and that these should be clarified before commencing such a study. The existence of multidimensional indices of well-being points to the use of a holistic model of well-being but did not provide an existing methodology. Therefore an experimental method was attempted using established and open-ended questionnaires. In addition, a short participant observation study of exercise programming in the A.N.U. groups was carried out. Implications for future studies of well-being are drawn, particularly suggesting that existing tools designed for special unidimensional examinations are inherently unsuitable. The development of new research tools to evaluate the different dimensions of well-being which together form the whole are foreshadowed.

The purpose of this project is to describe a proposed model for the assessment of children with cleft palate within the framework of the ICF-CY (WHO, 2007). Suggestions for clinical application and cleft palate curricula are made, and future research needs are identified.

This paper examines the Camphill Community in Glencraig, Northern Ireland, as a casestudy for inclusive living for individuals with intellectual disabilities. This allows anin-depth understanding of the principles and practices of inclusive living, for peoplewith intellectual disabilities. The study is targeted at a four-representative sample ofindividuals working within the Camphill Community. The empirical data was analyzedusing the theoretical frameworks of the social disability model, holistic theory, and thecommunity therapeutic model. The results identified several fundamental principles andpractices that promote inclusive living, including mutual respect and recognition of eachindividual's dignity and worth, mutual support and shared responsibility, person-centredcare, social inclusion and accessibility, community life and inclusion, life-sharingpractices, meaningful work, and inclusive education for individuals with disabilities.The paper highlights specific practices within each of these categories, such asaccessibility in interior and exterior spaces, social activities and events that fosterinclusion, and the practice of meaningful work. This includes the methodologies usedby the Camphill Community. The findings of this study have important implications forimproving the lives of people with disabilities and promoting inclusive living practices.

Le branding territorial est perçu aujourd’hui comme un élément central de la stratégie de développement et de promotion des territoires, permettant de construire autour d’un nom de marque une identité et une offre singulière du territoire. Cependant, bien qu’une marque territoriale puisse paraître comme un véritable levier de différenciation et de dynamisme, la réalité a montré qu’elle n’engendre pas systématiquement une amélioration de l’attractivité ou du développement du territoire. D’ailleurs, certaines marques ont réussi alors que d’autres ont échoué. La présente thèse cherche donc à explorer en profondeur ce nouveau phénomène et concourir à la compréhension du processus de création et de gestion des marques territoriales pour aboutir in fine à des marques réussies et pérennes. Sur la base d’une revue de littérature foisonnante et des modèles existants, un nouveau cadre de branding territorial est présenté. En adoptant une approche interprétative, cette recherche combine deux postures méthodologiques : une étude qualitative a été menée auprès de 30 principaux acteurs de Casablanca pouvant avoir un rôle dans la création et la gestion de la marque de la ville, et une enquête quantitative par questionnaire a également été réalisée auprès d’un échantillon de 1016 citoyens casablancais pour évaluer leur perception et leur ressenti quant à la marque WeCasablanca. Grâce à la méthode du jeu de cartes employée dans l’étude qualitative, nous avons pu confirmer l’importance de l’ensemble des éléments identifiés dans le cadre théorique, examiner les relations d’influence entre les composants et entériner le modèle qualitativement. Aussi, l’étude quantitative a permis de valider les relations d’influence définies dans le cadre conceptuel entre les six composants retenus pour le test, et nous avons pu tester et mettre en relation les différentes variables relatives à la perception, au ressenti et à l’appropriation d’une marque territoriale par les citoyens, ainsi qu’expliquer leur formation. / Place branding is perceived today as a central element of the development and promotion strategy of places, allowing to build around a brand name an identity and a singular place offer. However, although a place brand may seem like a real lever for differentiation and dynamism, reality has shown that it does not systematically generate an improvement in the place attractiveness or development. Besides, some brands have succeeded while others have failed. Therefore, this thesis seeks to explore in depth this new phenomenon and contribute to understand the place brands creation and management process to achieve successful and sustainable brands. Based on a rich literature review and existing models, a new place branding framework is presented. By adopting an interpretative approach, this research combines two methodological postures: a qualitative study was conducted among 30 main actors of Casablanca who could have a role in the city brand creation and management, and a quantitative questionnaire survey was also realized among a sample of 1016 citizens of Casablanca to assess their perception and feelings about the WeCasablanca brand. Thanks to the card game method used in the qualitative study, we were able to confirm the importance of all the elements identified in the theoretical framework, examine the influence relationships between the components and validate the model qualitatively. The quantitative study also validated the influence relationships defined in the conceptual framework between the six components selected for the test, and we were able to test and connect the different variables relating to the place brand perception, feeling and appropriation by the citizens, and to explain their formation.

Η παρούσα διατριβή πολυπαραμετρικής ανάλυσης και αξιολόγησης των ενεργειών προαγωγής της υγείας και της ασφάλειας στις επιχειρήσεις ολοκληρώνεται με τη δόμηση ενός ολιστικού προτύπου διαχείρισης ποιότητας της εργασιακής ζωής. Στο πρώτο κεφάλαιο πραγματοποιείται επισκόπηση του πεδίου της υγιεινής και ασφάλειας (επιστημονικές μελέτες, νομοθετικό πλαίσιο, δράσεις κοινωνικών φορέων). Στο δεύτερο κεφάλαιο προσδιορίζεται το πεδίο έρευνας της διατριβής. Η προαγωγή της υγείας και της ασφάλειας αποτελεί σήμερα την αιχμή των ενεργειών πρόληψης των κινδύνων. Στο τρίτο κεφάλαιο καταγράφονται οι τεχνικές πραγματοποίησης και αναλύονται τα δεδομένα της εμπειρικής έρευνας (εξετάσεις, συμπεριφορά, οργάνωση, κοινωνικά προγράμματα, ασφάλεια και φυσικό περιβάλλον). Τέλος στο τέταρτο κεφάλαιο στοιχειοθετείται η τελική πρόταση που περιλαμβάνει τα κεντρικά αποτελέσματα της έρευνας. Δομείται ένα ολιστικό πρότυπο το οποίο απαντά στις απαιτήσεις συνολικότητας στην ποιοτική διαχείριση των επαγγελματικών κινδύνων. / The present thesis lies in the field of working health and safety promotion (WHSP) which is the enabler of all activities aiming at the prevention of occupational hazards.After an extended review of the related literature, legislation and social actions (Chapter 1), we concentrate on the role of WHSP and we develop a framework to be used in its study (Chapter 2). The 3rd chapter discusses the results of an empirical research conducted on the basis of the aforementioned framework that extends over the areas of health screening, health behaviour promotion, organizational change, social welfare and the physical environment. Finally, in the 4th Chapter, based on the results of our research and through a multi-factor analysis we arrive at a set of propositions which are integrated into an holistic model. The model can be used to provide guidelines in response to the requirements concerning occupational hazards within the framework of total quality management.

The immense changes in the economic environment caused by globalization and technology have forced organizations from around the world to transform in order to adapt, survive, and succeed in the changing world of the new millennium. These changes are not only in the external elements of the organization – its products, activities, or structures – but also in its intrinsic way of operating – its values, mind-set, even its primary purpose. Organizations must learn faster and adapt to the rapid change in the new environment or they will not survive (De Vries, 2001; Ellis&Pennington, 2004). According to Senge (1990b), learning organizations demand a new view of leadership. In a learning organization, leaders are designers, stewards, and teachers. They are responsible for the building of organizations where employees continually expand their capabilities to understand complexity, clarify vision, and improve shared mental models – that is, the leaders are responsible for learning. Leaders in learning organizations must help employees see the big picture, with its underlying trends, forces, and potential surprises. They need to think systematically and be able to foresee how internal and external factors might benefit or destroy the organization (Senge 1990b). Autocratic leadership behaviour, focused on exercising top-down control is more successful in stable environments. Transformational leadership behaviour focused on giving inspiration through the marshalling of ideas, creativity, and the initiative of its employees, is more successful in competitive, changing environments (Cockerill, Schroder&Hunt, 1998). The focus of this research has been on the measurement of leadership behaviour as part of the implementation of a holistic model and process in an organization that has to function in a competitive, changing environment. A 360° leadership assessment questionnaire has been used to conduct the research. A set of fifteen transformational leadership competencies have been identified by the organization where the research was conducted as the leadership competencies that will enable the organizations’ leaders to be effective, successful leaders in a dynamic, changing and competitive business environment. Based on the identified set of leadership competencies, a 360° Leadership Assessment Questionnaire (LAQ) was developed and validated. The LAQ was used to measure leadership behaviour in the organization under research annually over a period of three years as part of the implementation of a holistic model and process for leadership development. The objectives of this research were the following: <ul><li>To measure leadership behaviour by means of a 360° leadership assessment questionnaire as part of the implementation of a holistic model for leadership development;</li> <li>To track the overall changes in leadership behaviour over a period of three years in order to determine if the implementation of a holistic model and process had a positive impact on leadership behaviour over a extended period of time;</li> <li>To analyse and describe the trends and patterns in leadership behaviour based on the results of the 360° leadership assessment questionnaire conducted over a period of three years;</li> <li>To describe the elements and implementation of a holistic model and process for leadership development.</li></ul> The quantitative statistical analysis of the 360° leadership assessment data indicated statistically significant differences in nine of the fifteen transformational leadership competencies that were measured in the 360° Leadership Assessment Questionnaire. All the ratings showing statistically significant differences were identified, interpreted and discussed. The following trends and patterns were identified, based on the statistical analysis of the research data: <ul> <li>Top Management (M2-3) received consistently higher ratings than the other management levels;</li> <li>Middle Managers (M5-6) received significantly lower ratings than the other management levels in terms of integrity, purpose building, information capacity, conceptual ability, business acumen and empowering;</li> <li>Female leaders received significantly lower ratings than male leaders in terms of information capacity, people development and empowering. Although females were rated higher than their male counterparts by their supervisors, all the other rater groups rated female leaders lower than male leaders on these competencies;</li> <li>Leaders in the age group 25-40 years received the highest ratings on business acumen and visionary thinking;</li> <li>Leaders in the age group 41 – 50 years were rated the highest by all the rater groups on conceptual ability;</li> <li>African (Black) leaders were rated significantly higher on visionary thinking in years 1, 2 and 3 than leaders from other race groups.</li></ul> The company overall results indicated an improvement in most of the competencies, except for integrity and self-responsibility which stayed the same. Motivational capacity is the only competency where there has been an improvement in year 2 and a decline in year 3. The competencies on which leaders received the lowest ratings are motivational capacity, people development, visionary thinking and empowerment. The overall trend on the overall 360° leadership assessment results over a period of three years clearly indicates an improvement in all the competencies, except for motivational capacity, integrity and self-responsibility. These trends and patterns were utilised to determine what type of development interventions and programmes are needed in the organization to facilitate leadership development in the context of the Holistic Model for Leadership Development. The improvement in the overall 360° leadership assessment results also indicates the implementation of a holistic model and process for leadership development has led to an improvement of the overall leadership capability of the organization where the research was conducted. / Thesis (PhD (Psychology))--University of Pretoria, 2008. / Psychology / unrestricted