A junior high teacher and artist altered the curriculum of his Art Foundations II course and his own artistic practice in response to complexity thinking. This teacher-artist-researcher uses the arts-based methodology a/r/tography to make meaning of the relationship between his art and pedagogy. The a/r/tographer explains the impact of complexity on the philosophy of education, a/r/tography as a methodology, and the meaning making that occurred are included. Evolution was used as a methodology for art making and as constraint for developing artworks in the classroom and in the author's own art. The teacher-artist-researcher conceptualizes art as an emergent complex cultural practice that evolves over time. He argues that artists, teachers, consumers, and students are implicated in the evolution of art.

L’allongement de la vie professionnelle est l’une des dispositions prise par les politiques afin de faire face au vieillissement démographique. Dans cette perspective, les salariés entrent dans un processus de vieillissement au travail. Le travail, lui-même, a fortement évolué au cours des dernières décennies. Il est marqué par de nombreux changements techniques et organisationnels qui ont pour effet de reconfigurer les pratiques et compétences des salariés (Caroli, 2001 ; Greenan, 2003 ; Vendramin & Valenduc, 2002). Les salariés vieillissent et devront vieillir dans des environnements de plus en plus médiatisés par les TIC. Or, les difficultés des salariés les plus âgés à s’adapter aux changements techniques et technologiques sont connues et démontrées (Czaja et Sharit, 1993 ; Greenan, Narcy & Volkoff, 2012) aux dépens des ressources mobilisées par ces salariés de façon à ce qu’ils continuent à « bien faire » leur travail. Dès lors, notre thèse vise à interroger (a) les effets des nouvelles technologies sur l’activité des salariés âgés ainsi que (b) les conditions sociotechniques qui permettent l’acceptation des TIC par ces salariés âgés. Nous postulons que les TIC n’ont pas nécessairement un effet délétère sur l’activité des salariés âgés dès lors que l’environnement sociotechnique rend possible le développement de l’activité de ces derniers.Dans la perspective d’une approche tout à la fois systémique, située et développementale, nous avons déployé une démarche de recueil procédant par double triangulation : méthodologique et des points de vue. A cet effet, des entretiens semi-directifs ont été réalisés à la fois avec des représentants syndicaux, médecins du travail, demandeurs d’emploi seniors et salariés âgés. L’objectif est d’appréhender les relations entre vieillissement et travail de différents points de vue. Des observations et techniques de verbalisations ont également été mobilisées afin d’appréhender l’activité des salariés âgés in situ. Enfin, des entretiens d’explicitations ont été menés sur la base des observations précédemment citées afin de cerner ce qui, dans l’expérience vécue de chaque salarié âgé, orientait ses actions, tout en permettant, ou non, le développement de son activité. Nos résultats confirment que les relations vieillissement, travail et TIC sont complexes. En effet, une multitude d’éléments rentrent en jeu dans leur configuration et dans leur articulation. Néanmoins, certains d’entre eux apparaissent prépondérants : le niveau de formation initiale, l’existence et l’appartenance à un collectif de travail, la possibilité de mobiliser le métier dans sa dimension transpersonnelle (outils de travail, ficelles du métier), la latitude organisationnelle ou encore que le caractère « plastique » et ajustable des TIC aux exigences de l’activité. Ces éléments sont tout autant de moyens qui permettent aux salariés âgés de développer les compétences nécessaires à l’usage des TIC en situation pour ainsi les intégrer à leurs pratiques de travail. / The lengthening of working life has been one of the policy measures taken in order to deal with demographic ageing, and this has led workers to enter the ageing process as they are still working. Work itself has much evolved over the last few decades, as many technical and organizational changes have reconfigured the practices and skills of workers (Caroli, 2001, Greenan, 2003, Vendramin & Valenduc, 2002). Workers age, and will continue to age, in environments ever more shaped by information and communication technologies (ICT). The difficulties that the oldest workers face in adapting to technical and technological change has been well known (Czaja and Sharit, 1993; Greenan, Narcy & Volkoff, 2012) and demonstrated by the resources they mobilize so as to keep on doing “good work.” Our thesis seeks to investigate (a) the effects new technologies have on the activity of older workers as well as (b) the sociotechnical conditions that enable them to accept ICTs. We posit that ICTs are not necessarily detrimental to the activity of older workers as long as the sociotechnical environment enables its development.Using an approach that is at once systemic, situated and developmental, we have collected data by double triangulation – methodologically, as well as by gathering points of view. We have achieved this through semi-directive interviews held with union representatives, occupational health doctors, elderly job seekers and older workers. The aim is to gain better insight into the relation between work and ageing, from different points of view. Observations and verbalization techniques have also been performed to understand the activity of older workers in situ. Finally, clarifying interviews have been held following observations in order to discern which aspects in the experience of each older worker oriented their actions while enabling, or not, the development of their activity.Our findings confirm that the relations between ageing, work and ITCs are complex, as many factors come into play in their configuration and articulation. There appear however to be a certain number of overriding factors: level of initial education; existence of, and belonging to, a work collective; ability to engage in the transpersonal dimension of one’s progression (working tools and “tricks of the trade”); organizational latitude; or the “plasticity” or adaptability of ICTs to the demands of the activity. All these are means for older workers to develop the necessary skills to use ICTs situationally so as to integrate them in their professional practice.

[Abstract]: Since the 1990s, the discourse of security has undergone profound change. Rather than merely pertaining to a more traditional, narrow interpretation of security primarily focusing on nation-states instead of people, a human dimension, known as human security has been added. While such discussions on human security have attempted to encompass threats to humanity as a whole, interpretations of such threats have largely failed to recognise the exceptional threats faced by women. Although threats found in analytical discussions of human security do relate to women, it is imperative that a sharper focus be placed on the additional threats women face in terms of their security; ones that might become blurred in general discourse, such as economic, educational and employment disparities, gender discrimination, substandard healthcare, restricted access to healthcare facilities, human trafficking and male violence.This dissertation seeks to provide a gendered analysis of human security, using women in China as its focus. To provide a focused examination, it takes a global source of human insecurity, HIV/AIDS, and examines why women in China are increasingly at risk from HIV/AIDS. In addition to assessing the impact that this pandemic poses for their security, it also attempts to investigate the social impacts HIV/AIDS is having on women in China and what measures the government has put in place to halt the spread of HIV/AIDS. The extent and nature of the role played by intergovernmental organisations (IGOs), non-governmental organisations (NGOs) and international non-governmental organisations (INGOs) in China’s HIV/AIDS epidemic is also explored. This research was prompted by the limited nature of a gendered analysis in the mainstream human security literature, and the need to identify the unique threats to human security faced by women. The realisation that the ‘disempowered status’ of women increases their vulnerability to HIV/AIDS, and that HIV/AIDS is becoming a major source of insecurity for many women around the world (and in China in particular), provides a relevant focus for such an investigation.

Engineering Consultants is a kind of knowledge-intensive services, needed to establish knowledge management mechanism in order to pile personal and company¡¦s property, increase employee¡¦s knowledge development and lift up everyone¡¦s ability to use knowledge property. Finally, providing the owner satisfy service and reach company¡¦s goal. At present, only a few of projects need foreign engineering consultants to guide the planning in Taiwan. Engineering consultancy services can be seen in the past few decades of human resource and technology training, and indeed hard work over the years. This study used depth-interview method, through observation and interviewed staff¡¦s experience, to explore the case company¡¦s current knowledge management structure, and we could understood knowledge acquisition, creation, accumulation and diffusion of the actual situation. List the following five recommendations for improvement, including 1.Organizational culture of mutual trust: implementation of knowledge-sharing needs the guidance of enterprise culture. 2.Emphasis on leadership: the establishment of a specialized management positions is very necessary, This position is called CKO in the West. 3.Perfect information systems: establish a sound information network is to achieve knowledge sharing knowledge management platform. 4.Human resource development: enterprises are to achieve knowledge sharing, must establish a contract similar to the market economy mechanism. 5.The right strategy: knowledge sharing is the premise and foundation of knowledge management.

Reviewing the whole development history of management and the era background, we can find that the theories and practices of management are always continuing changing and improving. In addition, each industry starts to promote and apply the theories and practices of management to the operation of its individual industry with the changes or evolvements of the all industries in the outside environment. With the coming of knowledge economy in the 21st century, here comes the birth of ¡§knowledge management,¡¨ and it also becomes the focus of the active implementation in each industry and business enterprise. First, knowledge management is actively implemented in business enterprises, bringing great effects and positive influences just like what Peter Drucker said in 1965¡X¡§knowledge¡¨ is going to replace tangible assets such as machines, facilities, capital, materials, and labors, and becomes the most important key element of production in business enterprises. Besides, ¡§knowledge workers¡¨ will also replace the traditional labors and become the most efficient instrument which brings great benefits to business enterprises. Likewise, a hospital itself is an organization, too. In fact, the medical staffs in hospitals such as physicians and nurses are right the knowledge workers who are able to drive knowledge management. Moreover, the implementation of knowledge management in healthcare organizations or hospitals is still in the beginning phase. For this reason, the study will explore the realization and practice of knowledge management between middle level managers and basic level nurses. With regard to the implementation of knowledge management, the study is going to explore the practices and comparisons between the middle level managers and the basic level nurses in terms of knowledge acquisition, knowledge creation, knowledge storage, knowledge spread, and knowledge application, and to explore the outcomes of the implementation of knowledge management between these two levels under the enabling factors of knowledge management. Through the analyses and comparisons of the interview cases, here are the results and findings of the study: 1. The knowledge that the middle level managers and basic level nurses mainly value is the professional knowledge and skills of nursing. Then the concepts of services and the access environment and safety of patients are also concerned. 2. With regard to the implementation of knowledge management, the middle level managers and the basic level nurses both think that there is no specific or fixed one person who is responsible for the implementation of knowledge management but all people who work together to implement knowledge management according to their individual responsibility and accountability; that is, knowledge management is achieved by the division of labor. 3. As to the process and enabling factors of knowledge management exerted by the middle level managers and the basic level nurses, here are the outcomes: (a) In terms of knowledge acquisition, for the basic level nurses in the units, the most sources of collected knowledge are from books, periodicals, magazines, and rarely theses; for the middle level managers, almost the same as the basic level nurses. However, there are still some differences. For example, the vice director in charge of academic affairs thinks e-mails are also one of the sources of collected knowledge; the other vice director in charge of clinical practices, the head nurses in the units are also one of the sources of collected knowledge. (b) In terms of knowledge creation, both the middle level managers and the basic level nurses think that there is the mechanism of rewards in the hospital, such as the points of reward money and the reward money for new ideas. Furthermore, there are the competition reward money for QCC projects and the reward money for research proposals as well. Nevertheless, there is no cooperation in research between the nursing units in the hospital and other outside institutes or organizations, but there is cooperation relationship between the hospital and the nursing schools. For instance, the hospital is open for the nursing practicum of nursing students. (c) In terms of knowledge storage, both the middle level managers and the basic level nurses think the knowledge stored in the nursing department and units is paper-oriented and documentation-oriented. The paper documentation is usually keyed in and saved in the Word files of computers. However, part of knowledge is possibly not presented through the paper documentation and not saved in so-called ¡§knowledge base¡¨ but then stored in personal brain through the oral sharing. (d) In terms of knowledge spread, there is one difference in the priority of the same ways frequently used to spread knowledge between the middle level managers and the basic level nurses. For example, the basic level nurses think the priority of the frequent ways used to spread knowledge in the units is informally oral dialogs, ward-checking, ward or morning meetings, and educational on-the-job training; the middle level managers, the priority of the frequent ways used to spread knowledge is educational on-the-job training, ward or morning meetings, seminars or studying clubs, and ward-checking. The best mechanism of knowledge spread in the units, both the middle level managers and the basic level nurses think, is educational on-the-job training. Meanwhile, there are also the small library rooms as the mechanism of knowledge spread in the units, but the effect of the library rooms is not that ideal in the viewpoints of the basic level nurses. (e) In terms of knowledge application, both the middle level managers and the basic level nurses think that they can effectively use the knowledge base composed of documentation and paper to find the information they need in short time, and the QCC projects are conducive to the quality improvement. In addition, both of them also think the knowledge and skills learned from the on-the-job training for the whole hospital employees and for the unit nurses can be applied to daily work. (f) In terms of the enabling factors of knowledge management, both the middle level managers and the basic level nurses think that the nursing department and the units encourage knowledge sharing and mutual discussion among employees. More than half of the basic level nurses think that the head nurses in the units offer them enough encouragement and support; the two vice directors as the middle level managers, their director offers them enough encouragement and support. Meanwhile, the majority of the basic level nurses think the ideal environment of knowledge development and the ideal welfare system of compensation management will make them be more delighted to share their knowledge and skills. However, the middle level managers think the support from the director, good leadership and positive approvals will make them be more delighted to share knowledge and skills. Moreover, most of the basic level nurses agree that the head nurses in the units will consider offering different courses of training to different employees according to their needs. The two vice directors as the middle level managers also think that the nursing department will also considering offering different courses of training to different employees according to their needs. Finally, the study proposes four suggestions to the case hospital, such as (1) improving the installation and application of knowledge flat-top building, (2) reinforcing the motivation and incentive of the mechanism of rewards, (3) opening the training courses of upgrading information ability for the nurses, and (4) adding one specific worker who is only responsible for knowledge management.

Aspects are units of aspect oriented programming developed for influencing the software behavior. In order to use an aspect confidently in any software, first it should be verified. For verification of an aspect, the mock classes for the original software should be prepared. These mock classes are a model of the aspect environment which the aspect is woven. In this study, considering that there are not enough tools for supporting the aspect oriented programming developers, we have developed a tool for enabling aspect verification and unit testing. The tool enables verification by generating the general environment of the aspect. By this tool the users are ensured to focus on the verification of aspects isolated from woven software.

Needs that are shared by members of an organization can trigger an organizational learning process. To a large extent, needs are implicitly anchored in organizations and people can hardly articulate them. In this article, we present Bewextra, a method that allows for identifying hidden needs in organizations. Thereby, we trigger a knowledge conversion process, which is similar to Nonaka's SECI-spiral. In two case studies, we present how our Bewextra-process is applied to projects in educational contexts in Austria. In a first case study, we show that a combination of learning from past and future experiences extend the scope of the overall outcome. Since learning from future experiences requires a distinct environment (enabling spaces), we present a second case study. Here, we conducted a Bewextra-process with a large number of participants (n > 170), focusing on learning from future experiences.

Esta pesquisa tem por base a apresentação de uma estratégia proposta para viabilização de uma unidade industrial de porcelana de mesa instalada no sul do Brasil. Tem por objetivo apresentar o plano de negócios como ferramenta de gestão a ser utilizada para planejamento, acompanhamento e mensuração dos resultados esperados, face a implementação da estratégia traçada. O enfoque metodológico foi a pesquisa qualitativa e quantitativa, sendo a empresa objeto do estudo o foco para construção do plano de negócios. As etapas envolvidas na elaboração deste trabalho foi a exploratória. A problemática envolvida é representada pelos sucessivos prejuízos verificados na empresa industrial objeto do estudo. A partir da montagem do plano de negócios, discute as causas dos prejuízos, formula e testa hipóteses, apresenta uma proposta de solução e compõe o cenário de mudança dessa realidade. O conteúdo e os resultados obtidos puderam apresentar o conhecimento teórico e um modelo de aplicação prática do plano de negócios como instrumento de gestão, estabelecendo uma nova perspectiva da operação empresarial, que identifica e explora o diferencial competitivo e compreende a empresa como um elo da cadeia de valores. / This research is based on the introduction of a strategy suggested for enabling a plant of porcelain table ware in southern Brazil. The aim is to provide a business plan as a managing tool for planning, attending and appraising the expected results. The methodological focus has been a qualitative and quantitative research, with the company as the object of study for building the business plan. The problematic is represented by recurrent failing in the company under discussion. From the business plan, we discuss reasons for the failing, pose and test hypotheses, suggest a solution and set the scene for the change of reality. The content and results have provided the theoretical knowledge and a model for applying the business plan as managing tool, creating a an alternative perspective the managing work, identifying and exploring the competitive difference and sees the company as a link in chain of values.

Esta pesquisa tem por base a apresentação de uma estratégia proposta para viabilização de uma unidade industrial de porcelana de mesa instalada no sul do Brasil. Tem por objetivo apresentar o plano de negócios como ferramenta de gestão a ser utilizada para planejamento, acompanhamento e mensuração dos resultados esperados, face a implementação da estratégia traçada. O enfoque metodológico foi a pesquisa qualitativa e quantitativa, sendo a empresa objeto do estudo o foco para construção do plano de negócios. As etapas envolvidas na elaboração deste trabalho foi a exploratória. A problemática envolvida é representada pelos sucessivos prejuízos verificados na empresa industrial objeto do estudo. A partir da montagem do plano de negócios, discute as causas dos prejuízos, formula e testa hipóteses, apresenta uma proposta de solução e compõe o cenário de mudança dessa realidade. O conteúdo e os resultados obtidos puderam apresentar o conhecimento teórico e um modelo de aplicação prática do plano de negócios como instrumento de gestão, estabelecendo uma nova perspectiva da operação empresarial, que identifica e explora o diferencial competitivo e compreende a empresa como um elo da cadeia de valores. / This research is based on the introduction of a strategy suggested for enabling a plant of porcelain table ware in southern Brazil. The aim is to provide a business plan as a managing tool for planning, attending and appraising the expected results. The methodological focus has been a qualitative and quantitative research, with the company as the object of study for building the business plan. The problematic is represented by recurrent failing in the company under discussion. From the business plan, we discuss reasons for the failing, pose and test hypotheses, suggest a solution and set the scene for the change of reality. The content and results have provided the theoretical knowledge and a model for applying the business plan as managing tool, creating a an alternative perspective the managing work, identifying and exploring the competitive difference and sees the company as a link in chain of values.

Esta pesquisa tem por base a apresentação de uma estratégia proposta para viabilização de uma unidade industrial de porcelana de mesa instalada no sul do Brasil. Tem por objetivo apresentar o plano de negócios como ferramenta de gestão a ser utilizada para planejamento, acompanhamento e mensuração dos resultados esperados, face a implementação da estratégia traçada. O enfoque metodológico foi a pesquisa qualitativa e quantitativa, sendo a empresa objeto do estudo o foco para construção do plano de negócios. As etapas envolvidas na elaboração deste trabalho foi a exploratória. A problemática envolvida é representada pelos sucessivos prejuízos verificados na empresa industrial objeto do estudo. A partir da montagem do plano de negócios, discute as causas dos prejuízos, formula e testa hipóteses, apresenta uma proposta de solução e compõe o cenário de mudança dessa realidade. O conteúdo e os resultados obtidos puderam apresentar o conhecimento teórico e um modelo de aplicação prática do plano de negócios como instrumento de gestão, estabelecendo uma nova perspectiva da operação empresarial, que identifica e explora o diferencial competitivo e compreende a empresa como um elo da cadeia de valores. / This research is based on the introduction of a strategy suggested for enabling a plant of porcelain table ware in southern Brazil. The aim is to provide a business plan as a managing tool for planning, attending and appraising the expected results. The methodological focus has been a qualitative and quantitative research, with the company as the object of study for building the business plan. The problematic is represented by recurrent failing in the company under discussion. From the business plan, we discuss reasons for the failing, pose and test hypotheses, suggest a solution and set the scene for the change of reality. The content and results have provided the theoretical knowledge and a model for applying the business plan as managing tool, creating a an alternative perspective the managing work, identifying and exploring the competitive difference and sees the company as a link in chain of values.