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Esta investigación aborda la necesidad de proteger las cuentas sueldo respecto a la compensación bancaria por incumplimiento de obligaciones. Con ella se busca analizar cómo deben proceder las entidades financieras para lograr el cobro efectivo de la deuda sin afectar la naturaleza de la remuneración debido a que los funcionarios bancarios, en determinadas operaciones, procedieron de forma errónea ocasionando una afectación a los usuarios por decisiones tomadas en las que no se tuvieron en cuenta sus preferencias u opiniones. Respecto a la metodología utilizada, esta fue analítica resultando producto de los conocimientos adquiridos y la recopilación de información sobre el problema abordado, estableciéndose así dos objetivos específicos a alcanzar. El primero es analizar la afectación de las cuentas sueldo por incumplimiento de obligaciones, y el segundo es proponer fundamentos sólidos para establecer la necesidad de una protección legal adecuada para las cuentas de sueldo en el contexto de la compensación bancaria por incumplimiento de obligaciones. Por lo tanto, una vez que se haya determinado si es necesario establecer una protección jurídica para las cuentas sueldo en base a los fundamentos brindados, podremos equilibrar los intereses de las entidades financieras y la de los usuarios titulares de esas cuentas. De esta forma, se debe brindar un marco regulatorio que garantice la seguridad jurídica y asegure un sistema financiero más justo y equitativo para todos los involucrados. / This research addresses the need to protect salary accounts concerning bank compensation for failure of obligations. In this sense, it seeks to analyze how financial entities should act to achieve the effective collection of the debt without affecting the nature of the remuneration. Bank officials, in certain operations, acted erroneously, causing harm to users due to decisions made without considering their preferences or opinions. Regarding the methodology used, it was analytical, resulting from acquired knowledge and the collection of information on the addressed issue. Thus, two specific objectives were established. The first is to analyze the affectation of salary accounts due to breach of obligations, and the second is to propose solid foundations to establish the need for adequate legal protection for salary accounts in the context of bank compensation. Therefore, once it has been determined whether it is necessary to establish legal protection for salary accounts based on the provided foundations, we can balance the interests of the financial institutions and those of the users holding these accounts. In this way, a regulatory framework must be provided that ensures legal security and ensures a fair and equitable financial system for all parties involved.

The Swedish Armed Forces are in the middle of a crisis when 30% of professional officers retire in the next few years. It is difficult to recruit and retain personnel with the required skills and experience for Military Region Groups within the Home Guard Combat Force. The prupose of this study is to deepen the author´s understanding of what attracts professional officers to apply for employment in a military region group, and what is required to retain them. The study is based on a hermeneutic paradigm with an inductive approach and qualitative method. The method included four workshops with personell within and outside military regions and four interviews with representatives from the HR function in the Armed Forces. The result is reported as Grounded Theory. The results revealed four themes: instrinsic motivation, extrinsic motivation, the conditions of the organization and the mission, and working relationships that highlight what attracts and retain professional officers in a military region group. The study describes four conclusions: Professional officers fromn all three generations in the study are attracted to meaningful work tasks. Certain nuances between the generations´motivational factors occur and need to be taken into account in recrutiment, Professional officers from all three generations in the study cite both internal and external motivational factors as reasons for staying. Intrinsic motivation inludes geographical location and family siutation, extrinsic motivation inludes relevant salary development, The Home Guard Combat Force lacks a functioning personell supply system and cannot ensure that the vacancies within each military region are filled to a sufficient extent,  The Home Guard Combat Force needs to work more activelu with internal marketing within the Swedish Armed Forces.

Summary in Afrikaans and English / Hierdie verhandeling omvat 'n beskrywing van die ontstaan en ontwikkeling van die onderwysersvereniging wat vanaf 1893 onder meer as die Vereeniging vir Onderwijzers en Onderwijzeressen in de Z.A.R. (VVOOZA), die Vereeniging van Onderwijzers en Onderwijzeressen in Zuid-Afrika (VVOOZA) vanaf 1903 en sedert 1923 as die Transvaalse Onderwysersvereniging (TO) bekend gestaan het. Die klem val op uitsprake van TO-voorsitters en aktiwiteite wat deur die TO van stapel gestuur is ter bevordering van die professionaliteit en professionele status van onderwysers en onderwyseresse. Die verhandeling sluit ook 'n ontleding van en kritiese besinning oor die kenmerke van professionaliteit in. In die verband word gefokus op die verhouding van die TO met enkele onderwysbelanghebbendes, die bevordering van die professionele beeId van onderwysers/onderwysersesse en die beginsels wat die TO tydens salarisonderhandelinge gehandhaaf het. 'n Belangrike gevolgtrekking waartoe gekom word, is dat die TO vir meer as 100 jaar nie net professionaliteit in onderwysverband bevorder het nie, maar dat sy uitsprake en aktiwiteite op sigself getuig van 'n professionele ingesteldheid. / This thesis comprises an account of the origin and development of the teachers' association known from 1893 as the Vereeniging vir Onderwijzers en Onderwijzeressen in de Z.A.R. (VVOOZA), as the Vereeniging van Onderwijzers en Onderwijzeressen in Zuid-Afrika (VVOOZA) from 1903, and since 1923 as the Transvaalse Onderwysersvereniging (TO). The accent is on pronouncements of TO chairpersons and activities initiated by the TO to promote professional qualities among teachers and to secure professional status for them. The thesis also includes an analysis and critical consideration of the criteria of professionalism, with special reference to the relationship between the TO and roleplayers with an interest in education, the promotion of the professional image of teachers, and the principles upheld by the TO in salary negotiations. An important conclusion drawn is that for more than 100 years of its existence, the TO not only promoted professional qualities in the educational context, but epitomises professionalism in its pronouncements and activities. / Educational Studies / M.Ed. (Historiese Opvoedkunde)

Summary in Afrikaans and English / Hierdie verhandeling omvat 'n beskrywing van die ontstaan en ontwikkeling van die onderwysersvereniging wat vanaf 1893 onder meer as die Vereeniging vir Onderwijzers en Onderwijzeressen in de Z.A.R. (VVOOZA), die Vereeniging van Onderwijzers en Onderwijzeressen in Zuid-Afrika (VVOOZA) vanaf 1903 en sedert 1923 as die Transvaalse Onderwysersvereniging (TO) bekend gestaan het. Die klem val op uitsprake van TO-voorsitters en aktiwiteite wat deur die TO van stapel gestuur is ter bevordering van die professionaliteit en professionele status van onderwysers en onderwyseresse. Die verhandeling sluit ook 'n ontleding van en kritiese besinning oor die kenmerke van professionaliteit in. In die verband word gefokus op die verhouding van die TO met enkele onderwysbelanghebbendes, die bevordering van die professionele beeId van onderwysers/onderwysersesse en die beginsels wat die TO tydens salarisonderhandelinge gehandhaaf het. 'n Belangrike gevolgtrekking waartoe gekom word, is dat die TO vir meer as 100 jaar nie net professionaliteit in onderwysverband bevorder het nie, maar dat sy uitsprake en aktiwiteite op sigself getuig van 'n professionele ingesteldheid. / This thesis comprises an account of the origin and development of the teachers' association known from 1893 as the Vereeniging vir Onderwijzers en Onderwijzeressen in de Z.A.R. (VVOOZA), as the Vereeniging van Onderwijzers en Onderwijzeressen in Zuid-Afrika (VVOOZA) from 1903, and since 1923 as the Transvaalse Onderwysersvereniging (TO). The accent is on pronouncements of TO chairpersons and activities initiated by the TO to promote professional qualities among teachers and to secure professional status for them. The thesis also includes an analysis and critical consideration of the criteria of professionalism, with special reference to the relationship between the TO and roleplayers with an interest in education, the promotion of the professional image of teachers, and the principles upheld by the TO in salary negotiations. An important conclusion drawn is that for more than 100 years of its existence, the TO not only promoted professional qualities in the educational context, but epitomises professionalism in its pronouncements and activities. / Educational Studies / M.Ed. (Historiese Opvoedkunde)

Private security forms part of a key strategy component in South Africa in terms of the alignment of the safety and security sector. Both private and public sector businesses in South Africa depend on private security systems to safeguard their assets. Although the growth in the private security sector has not provided for outstanding qualities and high levels of qualification criteria for employment in the sector, this quiet transformation of South Africa’s every day security landscape has potentially wide-ranging concerns. It raises important questions about the accountability and responsibility of security companies in providing their clients with disciplined security officers. There are reasons for concerns at Eskom because of the disciplinary problems experienced by security officers. These disciplinary problems create an environment of instability and uncertainty, which impacts on the core purpose of Eskom which is to provide sustainable electricity solutions to grow the economy and improve the quality of life of people in South Africa. Accordingly, the main purpose for the deployment of security officers to Eskom centres is to create a safer environment for Eskom and to safeguard its assets. Currently, disciplinary problems in the workplace constitute one of the most basic problems facing employers in both the public and private sectors. Therefore, developing and maintaining a disciplined security workforce is a priority that should be on the agenda of all private security companies. The objectives of this research included the following:  Examine which factors contribute to disciplinary problems;  Determine what the causes of these factors are that contribute to disciplinary problems; and  Identify what solutions can be used to address the factors contributing to disciplinary problems. A qualitative research approach was used in this study, in that verbal non-numerical data was collected from people in their natural environments who experience xiv everyday situations in the workplace in order to gain a more complete understanding of the problem area. The main method of data collection was by means of face-to-face interviews between the researcher and the interviewees which took place according to a standardised interview schedule. Thirty (30) respondents drawn by means of probability and non-probability sampling processes and were individually interviewed by the interviewer. Accordingly, this study has examined issues as to why security officers do not reliably uphold the discipline that is required of them in the provision of security services at the Eskom centres. The problem of poor discipline at Eskom centres compromises security, which impacts negatively on profitability when a site experiences losses and theft because security officers do not adhere to Eskom’s security requirements while they are deployed at Eskom centres. It is important for any institution to first examine and identify the disciplinary problems experienced by its employees before those problems can be addressed successfully. Accordingly, the nature and extent of disciplinary problems by security officers were examined within this study to assess the effectiveness of security management practices within the private security companies supplying a security service to Eskom. This study, therefore, examined disciplinary problems at Eskom centres (on the north coast of KwaZulu-Natal) to identify the specific problems which the security officers have been experiencing and to indicate how effective their company management systems were in dealing with those problems. The study also assisted with formulating adequate recommendations with regard to managing the disciplinary problems at Eskom centres. / Criminology and Security Science / M. Tech. (Security Management)

This study aimed at exploring the level of job satisfaction among academic staff members in Ethiopian public universities. For this purpose, a conceptual framework incorporating group of constructs, namely university policies and support, working conditions, student achievement, and demographic factors was developed based on the literature reviewed in the study. A descriptive survey research design was employed in the study to collect and analyse quantitative data obtained from participants. Clustered and systematic random sampling techniques were used in the study to choose 400 academic staff members from eight public universities. A questionnaire comprising closed- and open-ended questions, and Likert scale items was adapted in order to gather data from the participants. Descriptive and inferential statistical procedures were used to analyse the relationships between all the study constructs with the help of IBM SPSS, version 25. The study revealed that there were significant differences among different demographic groups, and positive relationships between job satisfaction and its defining constructs. The study also found that most of the academic staff members were dissatisfied with their jobs. Female academic staff members were more significantly dissatisfied with students‟ discipline policy, university governance and support, their salary, workload, communication, and students‟ achievement than male academic staff members. Male academic staff members were, however, more significantly satisfied with the promotion policy and more significantly dissatisfied with reward than the female academic staff members. The study revealed that academic staff members significantly differed in the level of job satisfaction corresponding to their age and qualification. The study also indicated that academic staff members significantly differed in the level of job satisfaction corresponding to their work experience and academic rank. Significant correlations between the eight constructs and job satisfaction of academic staff members were also found in the study. Finally, the study recommended directions for policy amendment and implications for practice and future research relevant to the issue under study. / Educational Studies / D. Phil. (Education)

Dans cette enquête ethno-sociologique sur la solidarité internationale au Maroc auprès de 24 ONG (de nationalités française, espagnole, italienne, canadienne et marocaine), nous avons pris le parti de focaliser notre recherche sur les expatriés et le personnel national (de 9 nationalités différentes) en tenant compte du sens que donnent les acteurs à cet engagement et ces pratiques de solidarité internationale tout en restituant les parcours et les conditions sociales de l’entrée dans la solidarité internationale.La première partie sera consacrée à la description du cadre d’intervention des ONG internationales au Maroc et les catégories objectives du personnel humanitaire : volontaire, stagiaire, bénévole et salarié. Puis, nous présenterons les processus de recrutement et les activités menées dans les ONG internationales tels qu’ils sont décrits par les acteurs. En définitive, nous questionnerons la tension entre travail et engagement, l’enchantement et le désenchantement.Dans un deuxième temps, nous nous attacherons à décrire les caractéristiques sociologiques des 68 acteurs humanitaires rencontrés en mettant en exergue les déterminants objectifs et subjectifs de l’engagement et du travail dans ce domaine d’activité. Nous finirons par établir une typologie des pratiques de la solidarité internationale donnant à voir un éthos commun d’une communauté partageant des affinités et des expériences culturelles d’autre part nous envisagerons les acteurs de la solidarité internationale comme un groupe professionnel.Enfin, la troisième section sera consacrée à questionner d’une part la pratique migratoire que constitue la mission de solidarité internationale et d’autre part les capitaux et pré-dispositions nécessaires pour la concrétiser. Nous montrerons que l’analyse du travail et de l’engagement via le cosmopolitisme permet de comprendre le sens à la fois objectif et subjectif que revêt ce type d’activité expatriée. Finalement, le travail en ONG est un moyen pour se réaliser et s’émanciper entre filiation et désaffiliation. Alors que cette action transnationale, orientée en valeurs et vers les autres, suppose une rencontre cosmopolite réussie, nous examinerons, à l’aune de la vie quotidienne, les décalages entre la rencontre attendue et la rencontre réalisée. / This dissertation contributes to the work of international solidarity NGOs in Morocco through examining the motivations and commitments of their personals. The research focuses on expatriates and national staff, by analysing their career paths and social background, as well as taking into account the sense given to their personal commitments and professional practices while involving in the international solidarity work. The first part devoted to describe the intervention framework of international NGOs in Morocco and the objective of different categories of their humanitarian personals: trainee, volunteer and employee. It examines the processes of recruitment and activities / projects implemented by these international NGOs. Hence, it sought to understand the tensions between job requirements and personal commitments that produced both enchantment and disenchantment among the international solidarity staff. The second part intended to study the sociological characteristics of 68 humanitarian personals that are interviewed from French, Canadian, Spanish, Italian and Moroccan organizations. It highlights the objective and subjective factors that determine their personal commitments and professional performance in this field of work. Therefore, a typology of practices for international solidarity work was set to identify the common ethos within a shared community of different affinities and cultural backgrounds. In addition, it considered the international solidarity actors as professional group. The third part was questioning the migratory practice of the international solidarity mission on the one hand and the financial and pre-arrangements necessary to realize it on the other hand. Furthermore, cosmopolitanism analysis of job requirements and personal commitments was conducted in order to understand the meaning of both objective and subjective in this type of work for the expatriates. Finally, working with international solidarity NGOs becomes a way of achieving and emancipating between affiliation and disaffiliation. While this transnational action is based on values toward others and supposed to develop a successful cosmopolitan encounter, findings from this study reveal the gaps between the expectations and the achievements. / En esta investigación etno-sociológica sobre la solidaridad en Marruecos (24 ONG de nacionalidad francesa, española, italiana, marroquí, canadiense), hemos centrado el estudio sobre los empleados expatriados y locales (de 9 nacionalidades diferentes) considerando a la vez el significado que los actores dan a este compromiso y a las prácticas de solidaridad restituyendo las carreras y las condiciones sociales de la entrada en la ONG. La primera parte está dedicada a la descripción del marco de intervención de las ONG internacionales en Marruecos y las categorías objetivas de los empleados humanitarios: voluntarios, asalariados, voluntarios no retribuidos y pasantes. Después, expondremos los procedimientos de selección y las actividades cumplidas. Finalmente, preguntaremos la tensión entre el trabajo y el compromiso, el encanto y el desencanto que produce el trabajo humanitario. Luego en la segunda parte, realizaremos la descripción de las características sociales de los 68 empleados destacando los determinantes objetivos y subjetivos del compromiso y del trabajo en este sector profesional. Acabaremos estableciendo una tipología de las prácticas de la solidaridad internacional dando a ver un ethos común de una comunidad compartiendo experiencias culturales considerándola como un grupo profesional. Por fin, la tercera parte será centrada por una vez preguntando la práctica migratoria que constituye la misión de solidaridad internacional y por otra vez las predisposiciones necesarias para su realización. Vamos a demostrar que el análisis del compromiso y del trabajo humanitario vía el cosmopolitismo permite entender el sentido objetivo y subjetivo que lleva este tipo de actividad. Finalmente, el trabajo humanitario es un medio para realizarse y emanciparse entre filiación y desafiliación. Mientras esta actividad internacional de valor y dirigida hacia los otros, supone un encuentro cosmopolita exitoso, examinaremos la vida cotidiana de los actores para destacar las disparidades entre un encuentro tan esperado y el encuentro cumplido. / In questa inchiesta etnico-sociologica sulla solidarietà internazionale in Marocco – che prende in esame 24 ONG (di nazionalità francese, spagnola, italiana, canadese e marocchina) – abbiamo scelto di focalizzare la nostra ricerca sugli espatriati e sul personale nazionale (di 9 nazionalità diverse) tenendo conto del senso che gli agenti hanno dato a questo impegno e a queste pratiche di solidarietà internazionale e ricostruendo i percorsi e le condizioni sociali dalla loro entrata nella solidarietà internazionale. La prima parte sarà dedicata alla descrizione dell’intervento delle ONG internazionali in Marocco e alle categorie oggettive del personale umanitario: volontari, stagisti, impiegati. Successivamente, presenteremo in cosa consiste il processo di selezione e assunzione del personale e parleremo delle attività svolte nelle ONG internazionali, esattamente come vengono descritte dagli agenti stessi. In ultima analisi, ci interrogheremo sulla tensione tra lavoro e impegno, ciò a cui aspiriamo e ciò che effettivamente realizziamo. In un secondo momento, descriveremo le caratteristiche sociologiche dei 68 agenti umanitari che abbiamo incontrato, valorizzando le caratteristiche oggettive e soggettive dell’impegno e del lavoro in questo campo di attività. Finiremo per stabilire l’esistenza di un modello di pratica di solidarietà internazionale, mostrando che esiste un ethos comune in una comunità che condivide delle affinità e delle esperienze culturali simili, e dall’altra parte prenderemo in considerazione gli agenti della solidarietà internazionale come gruppo professionale. Infine, la terza sezione sarà dedicata ad approfondire da una parte la pratica migratoria che la missione di solidarietà internazionale costituisce e dall’altra parte i capitali e le predisposizioni necessari per concretizzarla. Mostreremo, poi, che l’analisi del lavoro e dell’impegno permette di comprendere, attraverso il cosmopolitismo, il senso alla volta oggettivo e soggettivo che questo tipo di attività riveste. In ultimo possiamo dire che il lavoro in un’ONG è un mezzo per realizzarsi ed emanciparsi al di là dell’affiliazione e della disaffiliazione alle società. Poiché questa azione trans-nazionale, orientata ne dare valore agli altri, presuppone un incontro cosmopolita funzionante, esamineremo nella vita quotidiana, la differenza tra l’incontro atteso e quello che effettivamente abbiamo realizzato. / تعالج هذه الأطروحة القضايا المتصلة بالتضامن الدولي في المغ رب، وقد تم التركيز فيه على المغتربين والموظفينالوطنيين أخذا بعين الاعتبار المعنى الذي يعطوه هؤلاء الفاعلون لهذا الالتزام ولممارسات التضامن الدولي، مع استحضارالمسارات والشروط الاجتماعية التي أدت إلى دخولهم هذا العالم.وقد خصص الجزء الأول من هذه الأطروحة ل وصف إطار عمل المنظمات غير الحكومية الدولية في المغرب وأنواع أهدافهذه الفئة من الموظفين المشتغلين في المجال الإنساني: المتطوع وذا العالمن والمتدربون والموظفون. وكذا وصف مسلسلات انتقاءالمتعاقد معهم في كل واحدة من هذه الفئات والأنشطة التي تنظمها المنظمات غير الحكومية الدولية كما جاء وصفها علىلسان الفاعلين أنفسهم. حيث درسنا التوترات القائمة بين العمل المهني والالتزام الجمعوي، بين الرغبة الجامحة والإحباط.وقمنا في مرحلة ثانية بوصف الخاصيات والسمات الاجتماعية للفاعلين 68 الذين تم اللقاء بهم بمناسبة إعداد الأطر وحة،وكذا إماطة اللثام عن المحددات الموضوعية والذاتية للالتزام والعمل في هذا المجال. حيث انتهى بنا المطاف بتحديد نوعيةممارسات التضامن الدولي، القائمة على فكر مشترك تتقاسمه مجموعة لها قواسم وتجارب ثقافية مشتركة، على اعتبار العاملينفي هذا المجال مجموعة مهنية قائمة الذات.وعالج الجزء الثالث من الأطروحة ممارسة الهجرة المرتبطة بمهام التضامن الدولي وكذا الرساميل والمؤهلات المستبقة الضروريةلتجسيدها. وسنظهر أن تحليل هذه الجهود وهذا الالتزام عبر منظور الكونية كفيل بتوضيح الصورة وفهم المعاني الموضوعيةوالذاتية المتصلة بهذا النشاط. هذا ويعتبر العمل داخل المنظمات غير الحكومية أخيرا وسيلة لتحقيق الذات والتحرر ما بينالارتباط وفك الارتباط. حيث يقتضي هذا العمل العابر للحدود الوطنية، الموجه من حيث القيم والمستهدف للآخرين،نجاح اللقاء الكوني، وهو ما قمنا بفحصه انطلاقا من الحياة اليومية والتفاوت بين اللقاء المنتظر واللقاء الحقيقي.

This item contains the agenda, minutes, and attachments for the Faculty Senate meeting on this date. There may be additional materials from the meeting available at the Faculty Center.

No description available.