The objective of conducting primary research for the Summit Place Apartment Homes is to create a profile of people that are presently living in Summit Place. When dealing with apartment properties, marketing plans are definitely a necessity, as well as a good crisis plan. The residents' main concerns were safety and better customer service.

Lo scopo della ricerca è stato comprendere il ruolo dei coordinatori nei Servizi Tutela Minori lombardi. Questi middle managers sono il primo riferimento organizzativo e metodologico per gli assistenti sociali, ma allo stesso tempo hanno una responsabilità nei confronti del top management e delle comunità rispetto al buon andamento di questi Servizi. Attualmente la conoscenza scientifica prodotta sul ruolo è scarsa e sembra che esso abbia preso forma prevalentemente nella pratica. Lo studio ha avuto una duplice finalità, sia descrittiva che esplorativa: la prima parte della ricerca ha infatti indagato le caratteristiche socio-demografiche, la qualifica e la carriera dei managers, mentre la seconda ha esplorato la loro opinione sul loro ruolo in termini di competenze richieste, bisogni e risorse. La ricerca ha previsto un'indagine preliminare sui Servizi Tutela Minori lombardi, un questionario on-line indirizzato a tutti i coordinatori attivi in Lombardia, nonchè interviste semistrutturate indirizzate ad un campione di questi managers (18). Due approcci teorici hanno fatto da cornice agli approfondimenti, ovvero gli studi culturali delle organizzazioni e del management (Alvesson e Berg, 1993; Mintzberg, 1980, 2010; Gagliardi e Monaci, 2011) e il Relational Social Work (Folgheraiter, 1998, 2011, 2017). L’integrazione tra queste teorie e i dati raccolti dai managers hanno permesso di delineare le caratteristiche specifiche che il ruolo di coordinatore tutela minori assume nel sistema di Child Protection lombardo e di far emergere la prospettiva dei coordinatori sul proprio lavoro. / The aim of this study was to understand better the role of middle managers in lombard Child Protection services. This managers are the first organizational and methodological reference for social workers, but at the same time they have a responsability towards top management (and communities) in terms of a good service trend. There isn’t so much knowledge about their work and it seems that they have built their role in practice. The study explored the current characterization of managers that are active in lombard Child Protection system and collected their opinions about the role. The study consisted in a preliminary investigation about Child Protection services in Lombardy After this first investigation, the first step was a survey on-line addressed to all the managers that actually works in Lombardy; the second step consisted in semistructured interviews addressed to a sample of these managers (18). The aim of the first part of the research was descriptive (socio-demographic characteristics, qualification and career of the managers) while that of the second part was exploratory (managers opinion about their role in terms of competences requested, needs and resources). The research has combined two theoretical approaches, cultural studies of organizations/management (Alvesson e Berg, 1993; Mintzberg, 1980, 2010; Gagliardi e Monaci, 2011) and Relational Social Work (Folgheraiter, 1998, 2011, 2017): the integration of them allowed the identification of specific characteristics of child protection middle managers and their point of view about their job.

The diploma thesis focuses on risk management in retirement homes and the effects of the COVID-19 pandemic on the risk management in retirement homes. The aim of this thesis is to describe how risks are managed in retirement homes. The first sub-objective is to identify similarities and differences in risk management in different organizations and the second sub- objective is to examine whether and how the COVID-19 pandemic has affected risk management in the organizations. In the theoretical part, we describe the role of retirement homes in the context of social services. We also focus on the COVID-19 and the course of COVID-19 pandemic in the Czech republic and in the retirement homes. In the last chapter of this part we present risk management and its role in organization. Three organizations participated in the qualitative research. Through in-depth interviews with managers and documentation analysis, the risk management practices in these organizations are described. Based on the statements of managers, recommendations were formulated for managers in retirement homes on how to improve the organisational risk management.

The thesis sought to answer the question whether the principles and values of Christian management have some clearly defined characteristics that distinguish them from the general principles and management values. In the practical part, the qualitative research exploring the views and experiences of workers, as applied in the management of Christian healthcare institutions in the Zlin region. KeyWords: Christian management, Corporate Social Responsibility, Social teaching of the Church, Values, Church healtcare institutions.

Diversity, Equity, and Inclusion (DEI) has received increasing attention among organizations and in research as the world becomes increasingly globalized and internationalized. However, there is still limited research on how diversity management is performed in organizations and a neglected focus on social sustainability linked to DEI, which underlines the need to further study implemented practices to promote DEI in organizations. Thus, the aim of this study is to broaden the knowledge of how diversity management is performed in organizations. The research questions are (1) What strategies and practices are implemented by diversity and HR managers to integrate DEI in organizations? and (2) How are the results of DEI strategies and practices measured in organizations?  A case study of DEI as a phenomenon was conducted to explore the strategies, practices, and measurements used in organizations to increase DEI in the recruitment, retention, and promotion of employees. A qualitative research method based on semi-structured interviews was used to examine DEI from the perspective of diversity and HR managers in nine organizations. The theoretical framework was based on practice theory.  The empirical findings show that organizations use various strategies and practices to integrate DEI in the recruitment, retention, and promotion of employees. Organizations focus mainly on gender and ethnicity in the context of DEI and the most common practices are awareness training on DEI, bias, harassment, and discrimination. Furthermore, the findings show that most organizations do not use DEI measurements or targets systematically, making it difficult to measure the progress and outcomes of DEI practices. Moreover, there is a need for specific targets covering DEI parameters besides gender and ethnicity, to include other minorities and discriminated groups. This thus requires structured efforts to create measurement tools for DEI practices to facilitate the monitoring and evaluation of progress and outcomes of DEI practices.

The purpose of this study was to increase the knowledge of how social workers who work with support in daily living (SIDL) view their professional role, their work assignments and the obstacles and possibilities in their work. This study aims to answer what social workers within SIDL do in their work and how they view their role, what obstacles and possibilities they face, what the organizational conditions look like as well as how they experience SIDL has changed over time. Data was collected through 6 semi-structured interviews with social workers who work with SIDL. The interviews were inductively analyzed. New Public management (NPM) was later applied as a theoretical framework to better understand the results. Five themes have been identified: the shell of SIDL, the core of SIDL, a catch-all service, work environment and top-down management within the organization. The result of this study shows that pedagogy and flexibility are some of the core elements in SIDL, and that NPM is not compatible with these core elements. The results also indicate a stronger presence of NPM as governing logic over time.

The present research proposes a general model of Transnational Teams (TNTs) to investigate how value placed on cultural diversity, cultural adaptation, communication quality, and trust affect the performance of TNTs and their interaction to each other. TNTs contribute to decisions about a firm's total portfolio of transnational interests, global brands and products, organizational configuration, and global sourcing strategy. Qualitative and quantitative methods are applied in this study of thirty members of TNTs from diverse teams. Based on the qualitative and quantitative analysis, relationships between theory and practice are examined. The analysis shows that there is a strong relationship between trust and performance of TNTs.

This dissertation uses a Sociological approach to analyse the risks associated with the practice of securities lending. Risks are those factors that inhibit the development of trust, and trust is essential for people to participate in financial transactions like securities lending. In this dissertation we show that, although there are a number of risks, individual and systemic, that are associated with securities lending, practitioners have, over time, developed an array of risk management procedures and practices to keep these risks at acceptable levels. Securities lending is however not practiced in a vacuum and the relevance of these risk management procedures is largely determined by the cultural environment in which it is practised. Values, norms and sanctions are crucial as social controls over behaviour that transpires in social structures. The presence of structural conditions necessary for the development of a culture of extreme opportunism is shown as arguably the greatest source of risk facing those who participate in financial transactions like securities lending. / Sociology / M.A.

Thesis (MBA)--Stellenbosch University, 2007. / ENGLISH ABSTRACT: Purpose. This study investigates how foreign-born Chinese managers in the Cape Town area perceive their own leadership in a cross-cultural business situation, and compares these perceptions with how the local South African Xhosa-speaking employees perceive the styles of their foreign managers. The study is important because of the growing private investment in Africa by people from China. Approach. Ten small businesses owned and managed by Chinese nationals were studied: five retail, two wholesale, one restaurant and two Chinese supermarkets. A Likert-type questiormaire was created by operationalising 10 of the 19 aspects of cross-cultural leadership identified by Suutari and Riusala (2001). These ten aspects are: decision participation, autonomy-delegation, consideration, rewarding, informing, conflict management, production emphasis, criticizing, goal setting, and inspiration. Each aspect had four questions associated with it. The questiormaire was given individually to the ten managers and to 20 of their Xhosa-speaking employees, two per business. It was followed by an open interview based mainly on the questiormaire content. The questionnaire responses were analysed statistically, first to test for the sameness of responses of the employees as well as the sameness of responses of the managers, using the Sign Test. Responses of the two groups were compared for each aspect. Interview responses were used to help interpret the numbers and formulate findings. Findings. There are clear, statistically significant differences between the perceptions of the managers' leadership style by the two groups on all ten of the aspects. The Chinese managers show a similar leadership approach when interacting with their employees. The Xhosa-speaking employees have perceptions similar to one another about their managers' leadership style. Thus a disjunction is shown between the two culturally different groups. The responses of the Chinese managers were analysed in light of the literature on Chinese culture, and in most ways they were seen to be managing using a traditional Chinese-based style. In general, they make the decisions and do the planning, do not delegate much, withhold infonnation, do not reward good performance, and are not inspirational. However, they do tend to be kind. Research limitations. The study compared only those two ethnic groups in a small geographic area, with small sample sizes. It also studied reported perceptions. Further research could tty to isolate just cultural differences, and focus more on leadership behaviours. Practical implications. Acknowledgement of the local culture and perhaps use of a more inclusive, less authoritarian management-leadership style seem important for existing and future Chinese managers. Culturally-based management training can be offered for them and for potential investors, to support future small business investors in South Africa and beyond. / AFRIKAANSE OPSOMMING: Doel. Hierdie studie behels 'n ondersoek na hoe buitelands-gebore Sjinese bestuurders in Kaapstad hulle eie leierskap beoordeel in 'n kruis-kulturele sake omgewing. Hierdie sienings word dan vergelyk met die persepsies van hoe plaaslike Suid-Afrikaanse Xhosa-sprekende werknemers die bestuurstyl van hulle buitelandse werkgewers beoordeel. Hierdie studie is belangrik vanweë die toenemende private belegging in Afrika deur Sjinese burgers. Benadering. Tien klein sake-ondememings wat deur Sjinese burgers besit en bestuur word, is ondersoek: vyf in die kleinhandel, twee in die groothandel, een restaurant en twee Sjinese supermarkte. 'n Likert-tipe vraelys is saamgestel deur die operasionalisering van 10 van die 19 aspekte van kruis-kulturele leierskap s00s deur Suutari en Riusala (2001) geïdentifiseer. Hierdie tien aspekte is: besluit-deelneming, outonomie-delegasie, konsiderasie, beloning, inkennisstelling, konflik-bestuur, produksie-beklemtoning, kritisering, doelsteIling-bepaling, en inspirasie. Elke aspek is aan vier vrae gekoppel. Die vraelys is aan elkeen van die tien Sjinese bestuurders gegee, en aan 20 van hulle Xhosa-sprekende werknemers, twee per sake-ondememing. Dit is opgevolg deur 'n oop onderhoud wat hoofsaaklik op die inhoud van die vraelys gebaseer was. Die antwoorde op die vraelys is statisties ontIeed, eerstens vir die ooreenstemming van die antwoorde van die werknemers, sowel as die ooreenstemming van die antwoorde van die bestuurders deur middle van die "Sign" toets. Die antwoorde van die twee groepe is met mekaar vergelyk vir elke aspek. Die terugvoering vanaf die onderhoude is gebruik om die getalle te interpreter en om resultate te help formuleer. Bevindings. Daar is helder, statistiese beduidende verskille tussen die beoordeling van die bestuurders se leierskapstyl deur beide groepe wat betref al tien die aspekte. Die Sjinese bestuurders toon 'n soortgelyke leierskap benadering wanneer hulle met hul werknemers omgaan. Die Xhosa-sprekende wer1cnemers het onderling soortgelyke persepsies betreffende hul bestuurders se leierskapstyl. Dus bestaan daar 'n uiteenlopende siening tussen die twee kulturele groepe. Die beoordeling van die Sjinese bestuurders is ontleed in die lig van literatuur oor Sjinese kultuur, en dit het geblyk dat hulle 'n tradisionele Sjinese bestuurstyl navolg. In die algemeen is daar bevind dat hulle die besluite neem en die beplanning doen, dat hulle nie veel delegeer nie, dat hulle inligting weerhou, dat hulle nie goeie werkverrigting beloon nie, en dat hulle nie werkers aanmoedig nie. Desniteenstaande is hulle goedhartig. Navorsingsbeperkings. In hierdie studie is slegs twee etniese groepe in 'n klein geografiese gebied, met klein steekproewe, ondersoek. Persepsies waaroor verslag gedoen is, is ondersoek. In verdere navorsing kan daar probeer word om kulturele verskille te isoleer, en om op leierskapsgedrag te fokus. Praktiese implikasies. Erkenning van die plaaslike kultuur en miskien 'n meer insluitende, minder outoritêre bestuurstyl blyk belangrik te wees vir bestaande en toekomstige Sjinese bestuurders. Kultuur-gebaseerde bestuursopleiding kan vir hulle en voornemende beleggers aangebied word om toekomstige klein sake-beleggers in Suid-Afrika en elders te ondersteun.

The concept of biodiversity – the phenotypic and genotypic variation among organisms – is central to conservation biology. There is growing recognition that biodiversity does not exist in isolation, but rather is intrinsically and evolutionarily linked to cultural diversity and indigenous knowledge systems. In Canada, caribou (Rangifer tarandus) occupy a central place in the livelihoods and identities of indigenous people and display substantial variation across their distribution. However, quantifying caribou intraspecific variation has proven challenging. Interdisciplinary approaches are necessary to produce effective species characterizations and conservation strategies that acknowledge the interdependent relationships between people and nature in complex social-ecological systems. In this dissertation I use multiple disciplinary traditions to develop comprehensive and united representations of caribou variation through an exploration of population genetics, phylogenetics, traditional knowledge, language, and visual approaches in the Sahtú region of the Northwest Territories, Canada. First, I examine caribou variation through analysis of population genetics and the relationships Dene and Métis people establish with animals within bioculturally diverse systems. Next, I focus on how the Pleistocene glacial-interglacial cycles have shaped the current patterns of caribou phylogeographic lineage diversification. Finally, I explore how art can be used to facilitate cross-cultural collaboration and externalize the unique heterogeneity of biocultural diversity. The results demonstrate a broad scale understanding of the distribution, spatial organization, and the degree of differentiation of caribou populations in the region. I found evidence for caribou population differentiation that corresponds to the caribou types recognized by Dene people: tǫdzı “boreal woodland caribou,” ɂekwę́ “barren-ground caribou,” and shúhta ɂepę́ “mountain caribou.” Phylogenetic results reveal that in their northern margin the boreal ecotype of woodland caribou evolved independently from the northern Beringian lineage in contrast with southern boreal caribou which belong to the sub-Laurentide refugia lineage. In addition, I demonstrate how art can be used improve communication, participation, and knowledge production among interdisciplinary research collaborations and across language and knowledge systems. A collaborative process of research that facilitates łeghágots'enetę “learning together” has the potential to produce sustainable conservation solutions, develop efficient and effective wildlife management policies, and ensure caribou remain an important part of the landscape. / February 2017