The maintenance of the size and strength of the U.S. volunteer military heavily depends on its recruitment arm to prospect and inform potential recruits. In a country where military service is believed to offer benefits such as steady incomes and college education to disadvantaged communities while implying they are unavailable through other means the concern becomes that recruiters target these communities for recruitment. This thesis first draws on the existing literature about citizen-state interactions to derive a new theoretical perspective about predatory practices then begins to evaluate that theory through a qualitative analysis of military recruitment manuals. The findings suggest that predatory practices may be occurring at lower levels of the recruitment hierarchy and those in charge are aware and unable or unwilling to prevent it.

The biological characteristics of fisheries stocks that are assessed for management considerations are rarely homogeneous over time or space. However, stock assessment scientists largely ignore this heterogeneity in their models. This thesis addresses the effects of spatial and temporal heterogeneity on stock assessment models using Atlantic Weakfish (Cynoscion regalis) as a case study. First, spatial and temporal variation was incorporated into length-, weight-, and maturity-at-age estimates using mixed-effects models (Chapter Two). The resulting heterogeneous weight and maturity parameters then were applied to per-recruit analyses to examine the sensitivity of biological reference points to spatial and temporal variation in life history attributes (Chapter Three). Mixed-effects life history models incorporating spatial and temporal variation revealed distinct regional and annual trends that were not visible from standard homogeneous models. In several instances, the homogeneous modelling approach produced life history estimates that varied significantly from the spatial and temporal means produced by the heterogeneous models. In some cases, this difference was so great that the homogeneous means were much higher or lower than the heterogeneous means for all regions or years. Minimized AIC statistics revealed that spatially and temporally integrated mixed-effects models were more robust and descriptive of Atlantic Weakfish life history than the standard homogeneous models. Per-recruit and biological reference points derived from these life history estimates in Chapter Three were found to be highly sensitive to spatial and temporal variations in weight parameters. In several cases, reference points used as management targets were so significantly different that ignoring spatial and temporal heterogeneity in Atlantic Weakfish life history would likely cause overfishing and decline of Weakfish in certain regions and years. / Master of Science

<p>In the report "Män är IT-tekniker; kvinnor är i helpdesk", several women in different positions at a male-dominated IT company are interviewed. The company wants to be able to hire more women, and have started group meetings with the women at the company to discuss related issues.</p><p>The purpose of the interviews was to hear the women's views on the company, relating to gender equality issues. The interviews are then analysed through organisational theory and gender theory.</p><p>One of the conclutions is that the company has to question their essential views on gender to be able to see bigger changes through.</p> / <p>I utredningen Män är IT-tekniker; kvinnor är i helpdesk eller administrationen intervjuas ett antal kvinnliga anställda inom olika funktioner på att mansdominerat IT-företag. Företaget har ett uttalat mål att anställa fler kvinnor. Ett arbete kring detta har inletts med kvinnoseparatistiska möten.</p><p>Syftet med intervjuundersökningen var att få de redan anställda kvinnornas upplevelse av hur det är att arbeta på företaget. Samt att ta reda på kvinnornas och Företagets inställning till jämställdhet. Intervjuerna ses genom dels organisationsteorier och genusvetenskapliga teorier.</p><p>En av utredningens slutsatser är att om Företaget vill kunna genomföra ett mer omfattande jämställdhetsarbete på strukturomvandlingsnivå i sin organisation måste de ifrågasätta sina ibland essentialistiska tankar om män, kvinnor, kön och genus.</p>

There is a shortage of nurses leading to challenges in recruitment in Sweden and many other countries. Especially for less populated regions recruitment can be chal-lenging. Nurses often face difficulties with work-life balance (WLB). This study aims to identify the importance of WLB opportunities and support that make a work-place attractive from the perspective of nursing students studying in Dalarna. A questionnaire was distributed via email to 525 students enrolled in the nursing bach-elor program at Dalarna University. They were asked to rate the importance of 15 sub questions regarding WLB opportunities and support. These sub questions were asked in order to analyze the importance of 15 components regarding WLB oppor-tunities and support. 196 students (37 percent) answered the questionnaire. Three WLB components, working from home, childcare and rooms for breastfeeding, were found to be not important to nursing students studying in Dalarna. This was reason-able due to the profession of nursing and the WLB support provided by the Swedish government. Cultural factors, such as the organization being positive towards using WLB opportunities and support, were more important than structural factors, such as the possibility to work part-time. Moreover, to have a manager that is supportive towards using WLB opportunities and support was found to be the most important factor and having workplace practical support such as childcare was found least im-portant. Furthermore, contrary to the expected results, no statistical significance was found on the influence on the importance of all combined relevant WLB opportuni-ties and support by the sociodemographic variables; gender, semester of studies, age, having children, months of work experience and work experience in the healthcare sector. However, nine individual components were found to be influ-enced by one or more sociodemographic variables. Therefore, some recommenda-tions on how to target specific groups of individuals were made. However, the con-clusion of the study is that, regardless of the sociodemographic variables and gov-ernmental support, organizations should offer new nurses opportunities and support to gain a balance between work and life, especially in terms of cultural factors.

Bakgrund: Kamp om talanger är ett problem som kan finnas på en arbetsmarknad. Därför måste organisationer differentiera sig för att kunna tävla om talanger. Att kunna attrahera och rekrytera har blivit allt mer viktigt för organisationer. Organisationer vill kunna attrahera och rekrytera talanger då det innebär marknadsfördelar och att organisationen kan bli mer attraktiv. Därför är det viktigt att belysa varför och förstå hur organisationer kan använda Employer branding för att attrahera och rekrytera talangfull personal.  Syfte: Studiens syfte är att undersöka hur organisationer kan använda Employer branding för att attrahera och rekrytera talangfull personal liksom att förklara samband mellan studier samt näringsliv.  Metod: Till studien användes en kvalitativ metod. Det gjordes sex intervjuer med chefer från olika organisationer. Intervjuerna utfördes för att få en djupare förståelse hur Employer branding kan användas av organisationer praktiskt. Utöver intervjuer utfördes observationer på organisationernas sociala medier för att undersöka hur detta stämmer överens med vad som har sagts i intervjuerna. Respondenterna selekterades utifrån deras relevanta yrkesroll i respektive organisation som anses ha kunskap och erfarenhet inom Employer branding och rekrytering. Resultat/Slutsats: Studien har kommit fram till att de deltagande organisationerna har svårt att definiera talang, men att talang är viktigt. Organisationer kan använda Employer branding som marknadsföringsstrategi för att attrahera och rekrytera talangfulla arbetstagare till sin organisation. För att organisationer ska kunna använda Employer branding kan de arbeta med fyra olika komponenter: organisationsattribut, marknadsföring &amp; kommunikationskanaler, skapande av arbetsgivarens image och arbetsgivarattraktivitet. Studiens organisationer är positivt inställda till de olika komponenterna och använder dessa i stor utsträckning. Organisationerna använder sig av marknadsföring och kommunikationskanaler för att visa upp sitt varumärke, vilka kandidater de söker och vad som är viktigt med tjänsten. Samtliga organisationer tycker att det är viktigt med en bra image för att det visar att organisationen är attraktiv i framtiden. Organisationernas medlemmar försöker uppträda bra i organisationens intressen utanför arbetsplatsen. Därmed kan Employer branding användas som en strategi för att attrahera och rekrytera talanger på en arbetsmarknad. / Background: The struggle for talents is a problem that can exist in a labour market. Organizations must differentiate themselves to compete for talent. To attracting and recruiting has become a more important dilemma for organizations. The organization wants to attract and recruit the talents to its organization, since this means market benefits and that the organization can be more attractive. Therefore, it is important to highlight why and to understand how organizations can use Employer branding to attract and recruit talented staff. Purpose: The purpose is to investigate how organizations use Employer branding to recruit talented staff and thereby explain the connection between studies and business. Method: In order to be able to answer the purpose of the report, a qualitative study with six interviews was conducted with managers at each organization. The interviews were conducted to gain a deeper understanding of how Employer branding can be used by organizations. In addition to interviews, observations were performed on the organisation's social media to investigate how this corresponds to what has been said in the interviews. The respondents were selected based on their relevant professional role in each organization, which is considered to have knowledge and experience within Employer branding and recruitment. Result/Conclusion: The study has concluded that the organizations find it difficult to define talent. The organizations that has been interviewed to the study agreed that talent was important with talented staff. Organizations can use Employer branding as a marketing strategy to attract and recruit talented workers to their organization. To use Employer branding organizations can work with four components: organizational attributes, promotion &amp; communication channels, formation of employer image and employer attractiveness. The study organizations are positive towards the components and use them to a large extent. The organizations use marketing and communication channels to showcase their brand, which candidates they are looking for and what is important with the service. All organizations also think it is important to have a good image because it shows that organizations can be attractive in the future. The organizations members try to perform well in the organizations interests outside the workplace. Employer branding can thus be used as a strategy to reach out to talents in a labour market.

Teacher turnover is a critical issue for the public education community because it influences student performance, school climate, and employee morale. In a large urban school district in the northeastern United States, the turnover rate has been high; teacher morale is low, and teacher participation in the school community is lacking. The purpose of this study was to examine the perceptions of novice teachers about factors that influence their job satisfaction and their future employment. Guided by Maslow's theory of motivation-which is characterized by motivational needs that drive individuals to improved performance-this study examined the perceptions of novice teachers about job retention. The research questions focused on teachers' perceptions about factors that could influence their decision to continue or leave their teaching positions. A case study design was used to capture the insights of 8 participants using semistructured interviews, reflective journals, and a focus group. Eight emergent themes were identified from the data through open coding; they involved performance affirmations, administrator and resource support, and professional development. The findings were validated through triangulation and member checking. According to the results, novice teachers sought to collaborate in a professional learning community and to expand their professional development opportunities. Hence, a project was designed to engage teachers and administrators in initiating and sustaining professional learning communities. This study may promote positive social change by increasing employee morale, staff cohesiveness, teachers' effectiveness and reducing teacher attrition rates among novice teachers.

<p>In this survey I have been trying to find out which factors influence the students’ choice of instrument. I hope to, through the results, gain knowledge about how to reach interested students in my future work as a trombone educator.</p><p>I have let 15 students that have played trombone in the County Music Academy one to three years, answer my inquiry concerning their choice of instrument. The students’ parents were also asked to give an explanation to what they think made their child play the trombone and whether they tried to influence their child in the choice of instrument. The answers show clearly that these parents have not influenced their children’s choice of instrument and that the impression you and I as a teacher give during the first session seems to be of great importance.</p>

¡§Employees¡¨ are the most important factor to concern the business. However, love to go ease and hate to work hard is human¡¦s nature. If less to take care the workpeople for a long time, wasting resources, neglecting handling official papers, making excuses¡Ksuch events should be happened. It¡¦s an important issue to build up the good organize and harmonious atmosphere, make the employees willing and enthusiastic at work. On workpeople and affairs management, there are two important things ¡§trusty¡¨ and ¡§effectiveness¡¨. For examples, when you have a target practice, all of the shootings are on the bull¡¦s eye. It means good at ¡§trusty¡¨ and ¡§effectiveness¡¨¡F If all of the shootings are on one spot out of the bull¡¦s eye, it means good at ¡§trusty¡¨ but not at ¡§effectiveness¡¨. All of the bosses would hope their employees are good at ¡§trusty¡¨ and ¡§effectiveness¡¨ on their work field. Due to the competitiveness of Taiwan¡¦s industries, it is hard to avoid moving to overseas. Because of the enticements of cost down and prosper market, Mainland China is most of the industries¡¦ common investment choices. There are different politics and economic policies between two sides of straits. And the wide gap of social culture and values exist in Taiwan and Mainland China. As a result of politics and economic policies open and develop, especially industrial circles focus on pursuing achievements, it brings workpeople new thoughts. It also makes some problems at adapting to thoughts and behaviors of the workpeople. Therefore, the complexity and importance of human resources management are manifested. The passive components industries are widespread in Taiwan. To comply with the assembling factories generations alternating and products renewing, the attached business opportunities should be brought up. But Taiwan is just good at low technique production resistance and capacitance. The international main industrials use as low price to occupy the market. The materials and innovation skills are controlled by Japan, Europe and China. They become to the production center in the world year after year. The passive components industries in Taiwan must bring up the effective human resources management tactics to build up superiorly competitiveness to break through the difficult position. Otherwise the passive components industries in Taiwan will face the threat to be knocked out. This research is based on the passive components And try to find out the different and similar views on human resources management between two sides of strait. To contrast and analyze the advantage and disadvantage draft the different policies to suit different environment, to improve the satisfaction of employees. Furthermore, the passive component industrial in Taiwan should be raise on business effects and competitiveness.

In this survey I have been trying to find out which factors influence the students’ choice of instrument. I hope to, through the results, gain knowledge about how to reach interested students in my future work as a trombone educator. I have let 15 students that have played trombone in the County Music Academy one to three years, answer my inquiry concerning their choice of instrument. The students’ parents were also asked to give an explanation to what they think made their child play the trombone and whether they tried to influence their child in the choice of instrument. The answers show clearly that these parents have not influenced their children’s choice of instrument and that the impression you and I as a teacher give during the first session seems to be of great importance.

In the report "Män är IT-tekniker; kvinnor är i helpdesk", several women in different positions at a male-dominated IT company are interviewed. The company wants to be able to hire more women, and have started group meetings with the women at the company to discuss related issues. The purpose of the interviews was to hear the women's views on the company, relating to gender equality issues. The interviews are then analysed through organisational theory and gender theory. One of the conclutions is that the company has to question their essential views on gender to be able to see bigger changes through. / I utredningen Män är IT-tekniker; kvinnor är i helpdesk eller administrationen intervjuas ett antal kvinnliga anställda inom olika funktioner på att mansdominerat IT-företag. Företaget har ett uttalat mål att anställa fler kvinnor. Ett arbete kring detta har inletts med kvinnoseparatistiska möten. Syftet med intervjuundersökningen var att få de redan anställda kvinnornas upplevelse av hur det är att arbeta på företaget. Samt att ta reda på kvinnornas och Företagets inställning till jämställdhet. Intervjuerna ses genom dels organisationsteorier och genusvetenskapliga teorier. En av utredningens slutsatser är att om Företaget vill kunna genomföra ett mer omfattande jämställdhetsarbete på strukturomvandlingsnivå i sin organisation måste de ifrågasätta sina ibland essentialistiska tankar om män, kvinnor, kön och genus.