Philosophiae Doctor - PhD / This thesis seeks to explore how the life histories and the voices of the contract labourers from the Kavango contribute to our understanding of the contract labour system in Namibia. In particular, it seek to ask what light do they shed on migration and on new living and working experiences, their experiences with recruiting organizations and local recruiting agents and the effect of the contract labour system on them? Is it possible to view the migration of the Kavango . workers as a progressive step or does the paradigm of exploitation and suppression remains dominant? Oral interviews were carried out among the former contract labourers and their narratives were used empirically for information about their experiences. Yet this thesis also pays attention to analyzing these narratives for meaning. Archival sources further provided insight into the colonial views about contract labourers and the operation of the system itself. This thesis points to the slow inclusion of the Kavango in the contract labour system. It also draws attention to how there is a silencing of the Kavango in the contract labour system due to the colonial counting of contract labourers earlier where they were often included under the 'Ovambo' label. During the South African colonial rule, traditional chiefs sided with South Africa for continued survival and they supported the colonialists in labour recruitment. Although contract labourers made their own decision to leave home to get recruited they did so because of the compelling social and economic hardships that resulted from the activities of the colonial officials. Labour narratives point to many journeys both within and outside Namibia. Contract labourers aimed to purchase clothing which they lacked locally, as a result of the stringent colonial laws. The 1923 Kavango workers' protest against being sent to the diamond mines in the south, where they heard workers were dying in high numbers, played a role in shaping their labour recruitment and distribution to the copper mines such as Tsumeb, Otavi, and Grootfontein according to their wishes. From the perspective of workers, the contract labour system was nothing but slavery. They felt treated like property to be sold. The naming of employers became a way to deal emotionally with this mistreatment. The memory of the 'missus' lingers on centrally because workers related to their home experience of the submissive role of women and, therefore, they could have found it traumatizing to be shouted at by a woman. The labourers adapted to new colonial times and a new rhythm of labour such as bells and whistles. They developed good inter-ethnic relations among them. Contrary to the literature, the workers' relation with the location residents was not always bad. The impact of the labour system was that there were but small benefits and these were not long lasting and necessitated a return to contract. The thesis points to this cycle of entrapment which led to the mobilizing of workers. The workers' mobilization extended to the Kavango and resulted in rebelliousness against SWANLA and its institutions. While this thesis hopes to contribute to ending silences about the Kavango's engagement within the contract labour system, it points also to the need for future research highlighting women's narratives about life in the Kavango as well as postcolonial labour migration to the charcoal and grape farms which, as narratives of the former Kavango contract labourers show, continues.

This thesis studies how decision-making might work in an organization without a predetermined formal decision-maker. By studying three selected areas in organizational decision making at a flat organization, the way decisions are made without a formal decision-maker is presented. The study includes an analysis of what factors drive decisions and possible effects of the flat organizational approach. This thesis focuses on decisions regarding wage-setting, recruitment, and the setting of long-term goals. The study finds several relevant conditions which contribute to making a flat organization's decision-making system possible, including organizational culture and transparency. The study indicates that cultural fit is an important aspect in maintaining a flat structure at an organization. To access data, in order to examine the principles of decisions, study at Menlo Innovations has been performed. The core of the study relies on semi-structured interviews with the employees, a virtual tour of the organization, a pre-recorded interview with Menlo representatives, and additional articles and documents. This data has helped the thesis answer how decision-making in the areas of wage-setting, recruitment, and the setting of long-term goals, might work in an organization without a predetermined formal decision-maker.

explains the reasons behind Boko Haram's unconventional tactic of kidnapping uses abductees as 'human bombs' Boko Haram's unconventional Kidnapping for at Boko Haram's martyrdom concept must have failed Overall, this dissertation concludes that Boko Haram's Kidnapping

京都大学 / 0048 / 新制・課程博士 / 博士(工学) / 甲第19746号 / 工博第4201号 / 新制||工||1648(附属図書館) / 32782 / 京都大学大学院工学研究科高分子化学専攻 / (主査)教授 田畑 泰彦, 教授 秋吉 一成, 教授 木村 俊作 / 学位規則第4条第1項該当 / Doctor of Philosophy (Engineering) / Kyoto University / DGAM

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Student Number : 0513998G - MA research report - School of Social Sciences - Faculty of Humanities / This study aimed to investigate how specific needs of the Rwandan child combatants who fought in the Great Lakes Region are being addressed in the disarmament, demobilisation and reintegration (DDR) processes. Data collected by the use of semistructured interviews of demobilised child combatants and key informants revealed that many children were recruited after being orphaned, separated from parents, or because of their search for physical and psychological security which was threatened by war and its immediate effects. Further, it was found that child combatants experienced harsh living conditions in the bush due to both the nature of their work as combatants and their physical and mental immaturity. As far as the DDR processes are concerned, the study revealed many weaknesses in addressing the specific needs of child combatants at least until January 2004. However, there has been a significant positive shift in dealing with the same needs since then. The absence of female child combatants in the DDR process was noted. This research concludes with a number of recommendations for both future interventions and further research.

Northern pike (Esox lucius L) populations have been declining along the east coast of Sweden, including the Gävleborg coast. This negative trend is believed to be caused by factors related to pike recruitment including loss of suitable spawning habitats. The purpose of this study is to gain a deeper understanding for the recruitment process of pike by investigating their preferences when selecting spawning habitats. Data from a rod fishing inventory targeting adult pike was used to estimate pike densities in 20 assumed spawning bays along the coast of Gävleborg. By using the number of pike caught per hour as a measure of pike density I examined how the morphological characteristics of bays and fish communities influenced pike densities during the spawning period in the studied bays. The results suggest that the density of pike (# caught per hour) tend to increase in bays with deeper average depths, larger surface area, and higher densities of sticklebacks. These results contradict the hypothesis in the study and somewhat previous research. Possible explanations for these unexpected findings are discussed, and one theory suggest that the rod fishing method used may have influenced the results. Probably improvements can be made to make the density estimates from the fishing inventory more accurately, especially when comparing bays of varying sizes. Suggestions for enhancing density estimation include adjusting the fishing duration based on bay size or using a specific number of throws per casting rod and defined surface area and then move to next surface area.

Knowing which candidate is the perfect fit for your workplace is not as easy as it seems. Recruitment assessments are becoming more and more complex as organisations evolve and require more flexibility. A qualitative content analysis has been carried out with the aim of investigating which perception and experience recruiters in a decision-making role have during new employment and explore if the recruiter considers aspects in order to create a well-functioning workgroup. A total of seven in-depth interviews were conducted. The distribution consisted of four men and three women between the ages of 45 years to 57 years. Four of the participants worked in the public sector and three worked in the private sector. Twelve categories were identified; Formal frameworks for the recruitment process to take into account, The right formal competence of the candidate is important, Influence of work and knowledge tests, Right personality for the job is important, The impact of similarity-attraction effect, Important that day form does not affect decisions, Objective assessment is important, Other people's input and coherence in decisions is important, Important to create the right group dynamics, The gut feeling is important, Clicking is not necessary and Weighting between personality and formal competence. Finally, it can be stated that participants were keen that the recruitment decision result in the right person being in the right place both with regards to tasks as well as the workgroup. / Att kunna avgöra vilken kandidat som passar bäst in på en arbetsplats är ingen självklarhet. Bedömningarna kring rekrytering blir mer och mer komplicerade i takt med att organisationer utvecklas och kräver mer flexibilitet. En kvalitativ innehållsanalys har gjorts med syfte att undersöka vilka uppfattningar och erfarenheter rekryterare i beslutsfattande roll har vid rekrytering, samt undersöka hur rekryteraren beaktar aspekter i samband med rekrytering för att skapa en välfungerande arbetsgrupp. Totalt har sju djupintervjuer med beslutsfattare vid rekryteringsbeslut utförts. Fördelningen av deltagare utgjordes av fyra män och tre kvinnor mellan åldrarna 45 år till 57 år. Fyra deltagare arbetade inom offentlig sektor och tre deltagare inom privat sektor. Genom analysen identifierades tolv kategorier; Formella ramar för rekryteringsprocessen att ta hänsyn till, Rätt formell kompetens hos kandidaten är viktigt, Test och arbetsprov påverkar, Rätt personlighet för jobbet är viktigt, Likhetseffekten påverkar, Viktigt att dagsform inte påverkar beslut, Objektiv bedömning är viktigt, Andras input och samstämmighet i beslut är viktigt, Viktigt att skapa rätt gruppdynamik, Magkänslan är viktig, Att klicka är inte nödvändigt och Väga mellan personlighet och formell kompetens. Slutligen kan det konstateras att deltagarna är måna om att rekryteringsbeslutet utmynnar i att rätt person är på rätt plats både med avseende på arbetsuppgifter och arbetsgruppen.

This bachelor’s thesis was made from April 2022 to June 2022 during our Semester in Linköping University (LiU), Sweden. The aim of the thesis was to explore and gather information on a subject of our choice following either Management or Marketing areas. We decided to focus on how the use of artificial intelligence influences decision making in the recruiting process with respect to gender. Therefore, this thesis came to fruitruition thanks to the following people that have brought help to the authors. First, we would like to thank the respondents of all our interviews especially for their time but also for the quality of their responses while sharing their knowledge. All these provided us with information that enabled us to create our qualitative study. As promised, all of our interviewees will appear under different names to remain anonymous and are therefore not mentioned by their real name nor the name of their company. Secondly, we want to thank all the respondents of our survey who made our quantitative study unique and of great contribution to our empirical chapter and analysis. Last but not least, we would also like to send our thankfulness to our supervisor at Linköping University who helped with her feedback and her own experience along with all the people who contributed to their academic knowledge to make this thesis possible. Finally, we want to send good luck to all of our opponents and colleagues on this thesis who brought feedback, their point of view and their process of writing their own thesis.