Thesis (M. Sc.)--University of Alberta, 2009. / Title from PDF file main screen (viewed on Oct. 2, 2009). "A thesis submitted to the Faculty of Graduate Studies and Research in partial fulfillment of the requirements for the degree of Master of Science in Communications, Department of Electrical and Computer Engineering, University of Alberta." Includes bibliographical references.

Diss. phil. I Zürich (Austausch beschränkt). / Im Buchh.: München etc. : R. Hampp. Literaturverz.

<p>The importance of human capital is rising tremendously since the last few decades. Human capital is now rewarded as the most important factor in an organization on the way to success. Nowadays in the Netherlands talents need to be able to show employers that they possess certain qualities and employers need to be able to show that they offer something worthwhile for talents. The match is:</p><p>You can employ men and hire hands to work for you, but you must win their hearts to have them work with you. —Tiorio</p><p>This research project is primarily about the initial screening within the matching process, where both parties (employer & talent) need to express themselves to each other without having live contact. The strategic question throughout this research is: How can we explain problems between employer and talent during the initial screening phase in the matching process, in terms of measuring, explicating and expressing qualities?</p><p>Within this question perspectives of both parties are included: to understand the position, requirements and expectations of qualities. The objective of this research is to explore, get insight in and elaborate on the process taking place in the initial meeting. This is researched through qualitative research in the form of a mix of interviews, experiments and text analyses.</p><p>The result of this research conducts of several tips based on the analyses of this research. The tips are for talents as well as employers. Even though the results of this research were very diverse from the talent‘s perspective, some patterns could be seen. From the employers’ perspective the answers were less diverse and more clear patterns emerged. Altogether many interesting aspects are highlighted in this research.</p>

Undergraduate honors paper--Mount Holyoke College, 2007. Dept. of Computer Science. / Includes bibliographical references (leaves 136-139).

<p> Dignity is "an internal state of peace that comes with the recognition and acceptance of the value and vulnerability of all living things" (Hicks, 2011, p. 1). Dignity is a crucial element in effective governance arrangements. This study applies dignity theory, and related theories of natural resource governance and environmental communication, to understand and overcome barriers to effective governance of common pool resources in rural communities. Chapter 1 reviews relevant literature on natural resource governance and develops a theoretical framework for dignity. Chapter 2 applies dignity theory to a contentious comprehensive planning process in a small Maine town in order to understand dignity is constructed and experienced in a collective governance process. Meeting minutes and newspaper articles were coded for themes related to conflict and decision-making. Results showed parts of the planning process ignored dignity considerations. Newspaper articles reported negative or exclusionary events twice as often as positive or inclusive events. Chapter 3 outlines literature relevant to improving capacity of rural communities to adapt to climate change. It then relates a case study from rural Maine in which best practices gleaned from the literature were implemented in creating climate vulnerability assessments and interactive, web-based storm surge mapping tools for use in adaptation planning. Results suggest best practices can enable proactive adaptation without sparking debate over climate science. The survey study described in Chapter 4 examined patterns of beliefs related to climate change and its impacts among people involved in municipal government in a rural Maine county. Results indicate that one-third of respondents were doubtful or unsure about the reality of climate change, but 87% reported observing phenomena related to the warming climate. The web-based survey presented in Chapter 5 examined involvement (perceived relevance and priority) in climate change and other issues affecting rural communities, as well as perceived self- and community efficacy for addressing local problems. Results indicate climate change, per se, is not a high priority, but some climate-related issues do rank highly, suggesting areas for initiating adaptation efforts. Chapter 6 concludes by placing the results of the preceding studies within the context of the dignity framework and presents recommendations for future research. </p>

The objective of this research is to compare public and private organizations with regard to work related attitudes, work satisfaction and organizational commitment. The long-standing debate as to whether or not public administration must rely upon business administration assumptions has strengthened the need for more research analyzing the similarities and differences between public and private organizations. The public-private comparison is relevant to understand the context in which the transferability of management techniques occurs and be aware of the differences between public and private employees' needs and perceptions. Therefore, this study attempts to explore if the factors that influence work satisfaction and organizational commitment differ for public and private employees. Data from a survey of 925 employees in the public sector and 339 employees in the private sector were collected in order to explore the antecedents of satisfaction and commitment. Multiple regression analysis was employed to test the proposed hypotheses.

Ambulanssjukvården blir allt viktigare i den moderna akutsjukvården då avancerad akutsjukvård kan utföras i prehospital miljö. World Health Organization menar att bristande kommunikation är orsaken till upp emot 70 procent av alla händelseavvikelser. Kommunikation i teamet har stor betydelse för samarbetet kring den skadade/sjuka patienten. Syftet var att undersöka kommunikation hos ambulansteamet vid simulerade prehospitala patientfall under utbildning i Crew Resource Management (CRM). Urvalet bestod av tolv deltagare där samtliga arbetade inom ambulanssjukvård. Datainsamlingen skedde i samband med ett utbildningsprojekt i ett ambulansdistrikt i södra Sverige och bestod av 12 stycken filmer. Dessa analyserades med hjälp av kvalitativ innehållsanalys med deduktiv ansats. I resultatet framkom tre kategorier utifrån befintliga nyckelord i CRM, adressering, readback och teamsummering. Analysen visar att de flesta fallen blir strukturerade genom kroppsspråk, ögonkontakt, att tala högt, även vid ickeadressering, icke-readback eller icke-teamsummering. Icke-verbal kommunikation såsom kroppsspråk spelar stor roll vid kommunikation i teamet. Ytterligare forskning behövs inom området för att förstå vilka effekter kommunikationen har kopplat till patientsäkerhet i det akuta prehospitala patientomhändertagandet. / Ambulance services are becoming more important in modern emergency medical care as advanced emergency medical care can be carried out in the prehospital environment. According to World Health Organization poor communication causes as much as 70% of all healthcare errors. Communication in the team is of great importance for the teamwork when working with an injured/ill patient. The aim was to study communication in the ambulance team at simulated prehospital cases during an education in Crew Resource Management (CRM). The data selection consisted of twelve participants, all of whom worked in ambulance care. The data collection took place in connection with a training project in an ambulance district in southern Sweden and consisted of 12 films. These were analyzed by means of qualitative content analysis with deductive approach. The results presented three main categories based on existing keywords in CRM, addressing, readback, and team summary. The analysis show that most cases are structured through body language, eye contact, talking loudly, even at non-addressing, non-readback or non-teamsummering. Non-verbal communication like body language plays an important role in communication with the team. Further research is needed in this area to understand what effects the communication is linked to patient safety in the emergency pre-hospital patient care.

The purpose of this thesis was to explore how knowledge gained during taught Masters in Human Resource Management (MSc HRM) programmes was transferred into working organisations, whether knowledge gained from academic study could be transferred if individuals were motivated to transfer and if organisations had a culture that was receptive to transfer. The term knowledge transfer was defined as sharing of information between one individual and another individual or group. This study looked at the perceived value of Human Resource (HR) knowledge within organisational contexts, with a focus on how knowledge flowed and what facilitated or blocked that flow. A ‘two-tailed’ case study approach was taken using a social construction methodology and was applied across three University Centres, utilising students studying on MSc HRM programmes and their respective work organisations, plus Operational Managers within the same geographical boundaries. Data was gathered using qualitative methods and analysed thematically. A key finding of this study was that knowledge gained from MSc HRM programmes is valued within organisational contexts. HR professionals effectively transferred knowledge into their organisational functions and amongst workplace communities and via wider networks, in a homogenous manner. However, the study also found that transfer of knowledge across work boundaries, via heterogeneous workplace communities, was less effective. Individual willingness to transfer knowledge was found, but issues linked to organisational culture such as politics, power and structure was found to influence the extent of knowledge transfer activities. It was evident that in order for knowledge transfer to be effective an organisational culture based on mutual support and understanding was required. If an organisation had a culture focused on Key Performance Indicators (KPI) that reinforce knowledge transfer across team boundaries then heterogeneous workplace communities emerged. Organisations that deliberately focused on knowledge transfer evidenced a greater ability to transfer knowledge across organisational functions; this strategy was beneficial to organisational growth. This study concluded that building on workplace communities and managing a deliberate introduction of heterogeneous workplace communities enabled MSc HRM acquired-knowledge to be transferred cross organisationally. Although this study focused on the transfer of knowledge from MSc HRM programmes the concept behind using workplace communities to transfer and build knowledge could potentially be transferable to other disciplines. Two further areas of research were identified: firstly, action research within University Centres to ascertain the benefit of cross-discipline teaching, secondly, analysis of an organisation with a heterogeneous community design.

The planning and scheduling of appropriate resources is essential in engineering design for delivering quality products on time, within cost and at acceptable risk. There is an inherent complexity in deciding what resources should perform which tasks taking into account their effectiveness towards completing the task, whilst adjusting to their availabilities. The right resources must be applied to the right tasks in the correct order. In this context, process modelling and simulation could aid in resource management decision making. However, most approaches define resources as elements needed to perform the activities without defining their characteristics, or use a single classification such as human designers. Other resources such as computational and testing resources, amongst others have been overlooked during process planning stages. In order to achieve this, literature and empirical investigations were conducted. Firstly, literature investigations focused on what elements have been considered design resources by current modelling approaches. Secondly, empirical studies characterised key design resources, which included designers, computational, testing and prototyping resources. The findings advocated for an approach that allows allocation flexibility to balance different resource instances within the process. In addition, capabilities to diagnose the impact of attaining specific performance to search for a preferred resource allocation were also required. Therefore, the thesis presents a new method to model different resource types with their attributes and studies the impact of using different instances of those resources by simulating the model and analysing the results. The method, which extends a task network model, Applied Signposting Model (ASM), with Bayesian Networks (BN), allows testing the influence of using different resources combinations on process performance. The model uses BN within each task to model different instances of resources that carries out the design activities (computational, designers and testing) along with its configurable attributes (time, risk, learning curve etc.), and tasks requirements. The model was embedded in an approach and was evaluated by applying it to two aerospace case studies. The results identified insights to improve process performance such as the best performing resource combinations, resource utilisation, resource sensitive activities, the impact of different variables, and the probability of reaching set performance targets by the different resource instances.

The purpose of this study is to examine howthe intellectual, social/emotional and managerial competencies of a project managers are valued by the line manager and project manager to provide a framework for categorizing the competencies which can be used for HR purposes. Previous research has developed a framework of 15 competencies connected to intellectual, emotional and managerial intelligence. Studies have linked the competencies of a project manager to project success. Research emphasizes the need of integrating and involving the project manager to have an active role in competence management. However, the competence management of the project manager is not as widely discussed. With this background, it is therefore interesting to study how the employees involved ina project value the competencies of a project manager and to further discuss the HRM practices for a project manager. Six interviews were held with one line manager and five project managers working at a Swedish energy company. Inline with previous research, this study found that the 15 competencies of a project manager are valued important by the line manager and the project managers. Based on the empirical findings the 15 competencies were categorized into four categories; perceptive competencies, strategic competencies, interpersonal competencies and elemental competencies. Furthermore, the empirical data show a difference in what competencies the line manager hopes for the project manager to have, and what competencies the project managers hope to achieve. Both the theoretical and the practical contribution are a framework based on the categorization of the 15 competencies of a project manager. The suggested use of the framework is as part of competency -based human resource management, and more specifically as part of performance management. Further, the study presents a behavior-anchored rating scale for evaluating of the 15 competencies of a project manager.