In Recent years, global supply chain management has been a popular study area due to the economic globalization. This study mainly focus on the demand planning process of demand management in global supply chain management. The purpose of this thesis is to find the key factors and obstacles in demand planning process both in theory and practice, and solutions for the obstacles. Based on many scholar researches, a brief introduction of demand management and demand planning has been made at the beginning of the theoretical framework. Key factors, key obstacles and solutions are collected and clarified from empirical study and scholar researches in the theoretical framework. Qualitative approach is adopted as basic approach. We use case study to do the research and interviews to collect data. A server manufacturer of IBM named ISTC (International System Technology Corporation) is chosen as a case for this research. The key factors, obstacles and improvements of empirical study are compared with the facts of ISTC. New factors, obstacles and their new descriptions are figured out through the comparison between theory and the fact of the case. A suggestion for improvement and solution for the demand planning process is also put forward based on the empirical study and the facts of ISTC by this method.

Small and medium-sized enterprises (SMEs) in Thailand are very important to economic growth and considerably essential to generate employment as in many other developing countries. SMEs account for 99.5% of the overall enterprises in Thailand while their contribution to the overall employment account for around 76% of all jobs. However, SMEs growth rate is still at a low level. Hence, this is qualitative study of the external and internal factors hampering the growth of SMEs in Thailand. Regarding external factors, there are a number of obstacles constraining their growth such as access to finance, competition, corruption, barriers to trade and macroeconomic factors as amongst some of the most significant issues. In terms of internal factors, there are also important constrains hindering their growth, for instance, poor management competences, lack of skilled labour, deficiencies in marketing strategies, little efforts on R&D, lack of new technology and low awareness concerning CSR are identified as some of the most important obstacles.

Cette recherche vise à mieux comprendre le vécu social, ou la triple stigmatisation (femmes, handicap, VIH-sida) de femmes ayant des limitations fonctionnelles et porteuses du VIH/sida à Dakar, au Sénégal. Nous regardons d'abord le contexte général d'élaboration des politiques sociales au Sénégal, puis nous posons la problématique de la représentation sociale négative du handicap et du VIH/sida dans la société sénégalaise. Par après, nous définissons notre cadre théorique. À partir des outils d'analyse développés dans le modèle du Processus de production du handicap (PPH) de Fougeyrollas et ses collaborateurs et le modèle écologique de Bronfenbrenner et du concept de stigmate de Goffman, ce cadre s'appuie sur une posture anticoloniale, féministe et intersectionniste. La honte, les stratégies de non-dévoilement et différentes modalités de stigmatisation constituent des limites, des obstacles importants, voire incontournables, dans le libre choix de leur projet de vie et dans leur participation et leur inclusion sociales. Dans un chapitre méthodologique subséquent, nous décrivons comment nous avons procédé pour choisir les participants, définir les modalités d'entrevues et produire nos schémas d'entrevues et nos modèles d'analyse. Le chapitre cinq présente l'analyse des données de terrain en s'appuyant sur les notions de facilitateurs et d'obstacles tirées du modèle du Processus de production du handicap, et ce, par rapport aux conditions de vie tant matérielles que symboliques du vécu des femmes. Nous analysons les situations, soit de handicap, soit de participation sociale, rencontrées par ces femmes dans les diverses situations de leur quotidienneté et examinons comment ces situations se répercutent sur elles, notamment sur le développement de leurs capacités. Tout d'abord, nous observons comment ces femmes répondent à leurs besoins primaires (nourriture, logement, habillement, médicaments, services sociaux et de santé). Ensuite, nous entrons dans la sphère relationnelle de la vie de ces femmes, à savoir le rapport qu'elles entretiennent avec elles-mêmes (rapport à soi) et leurs rapports avec autrui (vie conjugale, vie familiale, réseaux sociaux, mari, enfants, frères et soeurs, oncles et tantes, amies, etc.). Nous cherchons à comprendre la sociabilité de ces femmes stigmatisées et en situation d'handicap. Enfin, nous étudions la vie de ces femmes en ce qui a trait à leur participation dans leur vie socioprofessionnelle, communautaire, religieuse, culturelle et de loisirs. Les propos des femmes rencontrées révèlent qu'elles connaissent toutes un processus d'exclusion dans leur vie de tous les jours. Leur vécu illustre souvent une dynamique de cumuls menant à la désaffiliation, les logiques d'appauvrissement, de honte, d'étiquetage, d'épuisement et d'asservissement se conjuguant pour produire l'exclusion. Par contre, dans certaines situations, l'on observe aussi la solidarité et le combat pour rester soi-même dans sa dignité.

The study deals with the causes of unjustified differences in pay between women and men in the banking sector. The purpose of this paper has been to examine how a gender project implemented in the private banking organizations from a gender-and implementation perspective. The aim of the project examined is to even unjustified differences in pay between men and women in the banking and finance sector. The main issues are: ● How has the project been implemented and what are the real and perceived results? ● How can the opportunities and barriers to successful implementation course with emphasis on gender? The method used is a qualitative study, where the empirical material consisted of focus group interviews. The two main conclusions that we can say is : First, the organization's managers needs to take action in practice for implementation to be successful in the organization, otherwise they constitute an obstacle to the implementation of equal pay for equal work. The barrier consists of the implementation cannot be realized without active management actions. From a gender perspective, this can be understood as the prevailing gender structures maintained and thus unwarranted pay differentials. Second, long-term need for equality implementation. A long-term approach is essential , from a gender perspective to gender patterns are deeply rooted in our culture. They are so ingrained in our way of thinking about gender which can´t change in just a few years. It requires long-term and duration to correct overcoming unwarranted pay differentials. Short-term work preserves gender structures and therefore constitutes an obstacle in the implementation of equal pay for equal work by segregating them or become a side issue.

A numerical analysis is performed for the three-dimensional, turbulent flow of air in a thyristor valve hall located at the Dorsey Converter Station, owned and operated by Manitoba Hydro. The goal of this analysis was to determine the configurations that result in increased air-side cooling effectiveness in the valve hall. The governing equations are solved using the Computational Fluid Dynamics (CFD) code CFX-5. This computer code uses a finite volume method of solution and is based on a finite element approach for representing the geometry. The effects of inlet and outlet opening geometry, inlet air mass flow rate, and inlet air angle on the thermal performance for the air-side cooling of the thyristor valve hall geometry are examined.

Pour cette thèse de recherche, nous nous sommes intéressées à la perception des femmes gestionnaires des entreprises publiques dans le secteur des communications, quant à leurs conditions de travail, notamment les obstacles et les facteurs de réussite rencontrés au cours de leur progression de carrière. Au Québec et ailleurs en occident, les mouvements féministes ont lutté pour que les femmes soient reconnues au même titre que les hommes et aient les mêmes droits face à l’État. Ainsi les femmes ont eu accès, entres autres, à la contraception et aux études supérieures. Ces pionnières sont donc entrées dans des milieux traditionnellement masculins, un changement qui provoqua plusieurs réactions négatives de la part des partisans et partisanes du statu quo. Ces femmes se retrouvaient en minorité, notamment dans les hautes sphères de la gestion, niveau cadre. Aujourd’hui, les femmes cadres sont toujours en minorité, une bonne vingtaine d’années après que les premières femmes soient entrées à ces niveaux. Dans ce contexte, il est plausible de penser, avec les théories de l’identité sociale et du changement, que les femmes cadres font face à différents obstacles lors de leur progression de carrière, de même que certains facteurs favorisant leur réussite dans l’ascension de la hiérarchie. Ainsi, cette thèse aborde un sujet dans la continuité des recherches féministes qui semblent de plus en plus oubliées, alors que l’égalité entre les hommes et les femmes n’est pas atteinte. Les résultats obtenus entendent garder vivant le sujet des femmes comme groupe minoritaire, pour ne pas oublier que les obstacles qu’elles rencontrent sont bien réels mais plus sournois qu’auparavant. Quant aux facteurs de réussite, les résultats obtenus sont encourageants et apportent de l’espoir, toujours pour la quête de l’égalité entre les hommes et les femmes, ici, en milieu de travail.

Trots att allt fler kvinnor tar plats i näringslivet så domineras såväl näringslivet som de flesta chefspositioner fortfarande av män. Ständigt pågår diskussioner om vad det är som skapar denna sneda fördelning, samt hur kvinnor är i en avvikande position på grund av sin minoritet och huruvida det finns hinder som gör det svårt för kvinnor att nå upp till toppen. Oavsett hur detta stämmer eller ej är det endast individuella upplevelser av kvinnor som lyckats ta sig till toppen som närmast kan förklara hur verkligheten ser ut. Med detta som utgångspunkt ämnar studien undersöka kvinnliga VD:ar inom det svenska näringslivet för att försöka ta reda på, samt redogöra för, hur de upplever att olika möjligheter och eventuella hinder har spelat roll för deras respektive karriärer. Studien är av kvalitativ utformning, där data samlats in genom semistrukturerade intervjuer. Det sammanställda resultatet kommer därefter att analyseras ställt mot valda teorier och modeller, för att slutligen diskuteras med inslag av egna reflektioner och slutsatser. Studien visar på hur majoriteten av kvinnorna stött på fler möjligheter än hinder i sin karriär, trots att de suttit i avvikande positioner som kvinnor i mansdominerade branscher. Det framgår att utbildning och erfarenhet samt inställning och självförtroende är de kanske mest avgörande faktorerna för en framgångsrik karriär. Men även att hjälp i vardagen och uppmuntrande chefer ger betydelsefulla möjligheter i att avancera. Den synlighet som följer med en avvikande position identifieras ur en positiv aspekt sett till att bli ihågkommen, men även ur en negativ aspekt då synligheten i vissa avseenden kan innebära en ökad stressfaktor. Vilket innebär att en avvikande position kan förklaras både som en möjlighet och som ett eventuellt hinder för kvinnor i karriären. Slutligen framgår att det inte kan identifieras några allmängiltiga hinder, utan att hinder är individuella och varierar från person till person beroende på förhållanden och omständigheter. / Despite the fact that more women are taking place in the business world men are still dominating the highest positions as well as the whole industry. Discussions are constantly ongoing about what it is that creates this skewed distribution, how women are in a deviant position due to the fact of their minority and whether there are obstacles that make it harder for women to reach the top positions. Regardless if it’s true or not, it is individual experiences by women whom have reached high positions within the business world that best can explain what the reality looks like. On this basis, the study will try to examine female CEO:s within the confederation of Swedish enterprise and try to find out, and explain, how they have experienced different opportunities and how possible obstacles have played a role in their careers. The study is based on qualitative data, in terms of semi-structured interviews, which will be analyzed against chosen theories and lastly be discussed with own reflections and conclusions. The study shows how the majority of women have experienced more opportunities than obstacles through their career, despite the fact that they have been in deviant positions in industries dominated by men. It is found that education and experience as well as attitude and confidence might be the most crucial factors for a successful career. But also the help in the everyday life and encouraging managers provide significant opportunities to advance. The visibility that follows with a deviant position is identified as positive when it comes to the fact that one will be more remembered, but also from a negative point of view when the visibility in some respects can imply an increased stress. Hence, to be in a deviant position can be explained both as an opportunity and as a possible obstacle for women in their advancement to reach a top position. Lastly it appears that any universal obstacles for women couldn’t be identified, that obstacles are individual and varies from person to person depending on conditions and circumstances.

A numerical analysis is performed for the three-dimensional, turbulent flow of air in a thyristor valve hall located at the Dorsey Converter Station, owned and operated by Manitoba Hydro. The goal of this analysis was to determine the configurations that result in increased air-side cooling effectiveness in the valve hall. The governing equations are solved using the Computational Fluid Dynamics (CFD) code CFX-5. This computer code uses a finite volume method of solution and is based on a finite element approach for representing the geometry. The effects of inlet and outlet opening geometry, inlet air mass flow rate, and inlet air angle on the thermal performance for the air-side cooling of the thyristor valve hall geometry are examined.

<p>When we talk about the females employment in different organization, it is till treated in different disciplines. There are some gaps linked to it which still need to be filled in order to give equal opportunities to females as well. Although, from the last few decades it is been said and noticed that the number of females are rising to the top which is a symbol of progressive social change. However, it is also been noticed that there is still gender inequality in top management positions which leads to under presentation of females in top management position.</p><p>The society and the masculine man has developed some theories. Due to which, it is been said that female qualities do not contribute to the required management attributes. For instance, In order to have an executive role, a person must be more aggressive, competitive, more task oriented etc. but females always have the opposite qualities. For instance, interpersonal relations, emotional, collaborative etc.</p><p>This paper is an effort that shows the obstacles that woman faces in order to reach top management positions. Moreover, I also tried to describe that the traditional leadership model is linked to the masculine stereotypes. Henceforth, I tried to explain that the new organizational culture requires also the feminine stereotypes (emotions, interpersonal relations, cooperation etc). So, one could say that the leadership is not just linked to the masculine stereotypes but it also requires more of feminine qualities as well.</p><p>The empirical study involves the semi structured interviews from men and women on management positions and also general discussions with the public. Based on these interviews and discussions I tried to analyze if both male and female follow the gender stereotypes and if they have difference in leadership styles according to gender.</p><p>Hence, companies should have a more diversity in their organization in order to have more flexibility in organizational culture.</p>

Κατά τις τρεις τελευταίες δεκαετίες έχουν αναπτυχθεί σύγχρονα συστήµατα αναγνώρισης και αποφυγής εµποδίων τα οποία χρησιµοποιούνται ευρέως ως βοηθητικά συστήµατα για τυφλούς, σε αυτοµατοποιηµένες πόρτες, ηλεκτρονικά αυτοκίνητα κ.ά. Στην διπλωµατική αυτή εργασία κατασκευάσαµε ένα σύστηµα αναγνώρισης εµποδίων µε ψηφιακή επεξεργασία σήµατος µε σκοπό να χρησιµοποιηθεί ως βοηθητικό σύστηµα πλοήγησης για άτοµα µε προβλήµατα όρασης. Για την κατασκευή του συστήµατος αυτού, προγραµµατίσαµε τον µικροελεγκτή ADuC 7026. Η εργασία αυτή περιλαµβάνει 6 κεφάλαια. Πιο συγκεκριµένα, στο πρώτο κεφάλαιο περιγράφονται οι τεχνικές που έχουν αναπτυχθεί µε σκοπό τον υπολογισµό αποστάσεων καθώς και οι τεχνολογίες που εφαρµόζονται σε κάθε τεχνική. Στο δεύτερο κεφάλαιο γίνεται αναφορά στα ήδη υπάρχοντα βοηθητικά συστήµατα για τυφλούς µε έµφαση στο σύστηµα Navbelt και στον τρόπο λειτουργίας του. Στην συνέχεια, στο τρίτο κεφάλαιο παρουσιάζονται βασικές έννοιες των µικροελεγκτών και στο τέταρτο κεφάλαιο περιγράφεται αναλυτικά ο προγραµµατισµός του µικροελεγκτή ADuC 7026 τον οποίο και χρησιµοποιήσαµε. Στο πέµπτο κεφάλαιο περιγράφεται το φαινόµενο του πιεζοηλεκτρισµού και ο τρόπος λειτουργίας των αισθητήρων. Τέλος, στο κεφάλαιο 6 γίνεται λεπτοµερής επεξήγηση του κώδικα του προγράµµατος σύµφωνα µε το οποίο προγραµµατίστηκε ο ADuC 7026 µε σκοπό την κατασκευή του τελικού συστήµατος αναγνώρισης εµποδίων. Το τελικό πρόγραµµα παρατίθεται στο παράρτηµα. Ο προγραµµατσµός του µικροελεγκτή έγινε σε γλώσσα προγραµµατισµού C. / -