No description available.

Thèse--Fribourg. / Bibliography: p. [143]-152.

Thesis (Ph. D.)--University of Wisconsin--Madison, 1966. / Typescript. Vita. eContent provider-neutral record in process. Description based on print version record. Includes bibliographical references.

Thesis (M.S.)--University of Wisconsin--Madison, 1970. / eContent provider-neutral record in process. Description based on print version record. Includes bibliographical references.

Text in Afrikaans / A national databank of skills for the South African labour market becomes a necessity when manpower management acquires a strategic perspective. It provides a base from which an enterprise can determine necessary training and development of human resources to achieve its strategy. The necessity for a national training and development strategy is addressed; and a proposed strategy is recommended. To develope a databank of skills existing manpower needs for achieving national goals and existing manpower supply will have to be ascertained. This will indicate what skills must be acquired through the manpower management function. From the inquiry into construction and industrial industries, it appears that the need exists for a national skills databank. The need for general guidance in the field of manpower planning is also clearly visible. Strategic manpower management and planning also appears to be a very real item in the present business and political arena. / 'n Nasionale databank van vaardighede vir die Suid-Afrikaanse arbeidsmark word 'n noodsaaklikheid wanneer mannekragbestuur 'n strategiese perspektief kry. Dit verskaf 'n basis waarvandaan ondernemings kan bepaal watter opleiding en ontwikkeling vir mens like hulpbronne vereis word ten einde die ondernemingstrategie te kan bereik. Die noodsaaklikheid van 'n nasionale opleidings- en ontwikkelingstrategie is aangespreek, asook 'n voorstel vir 'n strategie gemotiveer. Deur 'n databank van vaardighede te ontwikkel, sal bepaal moet word watter mannekragbehoeftes bestaan om nasionale doelwitte te bereik asook watter mannekragaanbod bestaan. Di t sal aandui watter vaardighede verkry moet word deur middel van die mannekragbestuursfunksie. Uit die ondersoek waarin konstruksie en nywerheidsondernemings deelgeneem het, blyk di t dat 'n behoefte aan 'n nasionale databank van vaardighede bestaan. 'n Behoefte na algemene leiding op mannekragbeplanningsgebied kom oak duidelik na vore. Strategiese mannekragbestuur en -beplanning blyk oak 'n baie aktuele onderwerp in die huidige sake en politieke arena te wees. / M.Com (Business Economics)

Commentary on skilled trades occupations in Canada has been framed by two main paradigms: The dominant policy discourse has applied human capital theory to the dynamics of the skilled labour supply, often concentrating on intractable “problems” such as low apprenticeship participation and completion rates and an extreme gender imbalance in the trades. Sociological research has portrayed trades occupations as positions of structurally reproduced social disadvantage. This study adopts an alternate, neo-Weberian framework centred on the theory of economic social action. Social structure is treated in strictly nominalistic terms, and social action is rooted in the interest-oriented behaviour of socially embedded individuals. The study, undertaken in a large public-sector shipyard, involved both a pen-and-paper survey (N=509) of skilled trades workers and ten focus group interviews with 49 respondents from labour and management. The research questions addressed indicators of structural (dis)advantage and reproduction, as well as the specific mechanisms of social action operating within the study environment. The population shows a very distinct profile in terms of gender, ethnicity, and educational investment. Data on earnings, job security, and working conditions dispel any suspicion of economic disadvantage. Although a high proportion of incumbents have family connections to the skilled trades, an analysis of their siblings’ occupations refutes the supposition of structural determinism through the family. Instead, it is argued that both the social profile of the workforce and the high density of family and network connections reflect the use of “bridging” and “bonding” social capital strategies by study population members. The operative mechanisms include formal elements of the organization’s hiring practices, as well as institutionalized group norms and workplace culture. Through a “separatist” discourse that invokes notions of both “trade stigma” and “trade pride,” incumbents ascribe a particular set of cognitive and moral attributes to trades workers, which also contribute to defining the formal and informal membership requirements for their occupations. By approaching occupations as sites of economic social action, this research concludes that some of the intractable “problems” in Canada’s apprenticeable trades reflect individual behaviours that are enabled and incited by institutional features integral to the present skilled trades system. / Education, Faculty of / Graduate

Purpose: The purpose of this project is to decrease the likelihood of receiving unwanted treatment at the end of life. The project is conducted in a skilled nursing facility where only approximately 40% of the residents have an Advance Directive (AD) despite experiencing multiple comorbidities and nearing the end of life. Aims: Implementing a quality improvement project, creating a system that addresses AD completion at admission with the outcome of increased recognition of residents’ end of life choices. Process: Residents and their families are presented with a tool to help guide the conversation about AD at the admission care plan meeting. AD will be readdressed at all subsequent care plan meetings, occurring every 45 days, and as needed. Results: Project is still in process and the expected completion date is April 8th, 2022. We anticipate improvement in AD completion rates in this facility. Limitations: This project is limited by the reluctance of some residents and families to discuss issues related to death and dying, which may affect the completion rate. Another limiting factor is the staff turnover and need to reeducate new staff members about the project. Conclusions: Residents in skilled nursing facilities are likely to receive unwanted treatment because families are unsure what their wishes and are left feeling obligated to do everything necessary to sustain life. The implementation of this project may increase the AD completion rates, while recognizing and carrying out residents’ end of life choices.

Orientation – The researcher, under the supervision of Dr Mark Bussin sought to explore and understand the factors that influence skilled professionals to accept expatriate assignments. Research purpose – identify predominant factors that motivate skilled professional to accept or decline expatriate offers and understand the impact that age has on the priority of these factors. Motivation for the study – There is little research that has been done thus far that identifies the factors that motivate skilled professionals to accept expatriate assignments and the impact that age may have on the priority of these factors. Research design, approach and method – The researcher used an exploratory qualitative research approach and, more specifically, semi structured interviews. Main findings – Career, family and geographic location appear to be key motivational factors for skilled professionals to accept expatriate assignments. There is also an increasing importance being given to the presence of a comprehensive company policy with regard to expatriate assignments which gives the skilled professional a sense of comfort when making the decision. In addition age does not appear to influence the factors that motivate skilled professionals to accept an expatriate assignment however importance to various factors may change dependent on age and position in career at the time of making the decision. Practical/managerial implications – As a result of globalisation which is currently a very prevalent influence on the economic environment, there is an increased need for skilled professionals to accept expatriate assignments in multi-national companies. It is therefore important for employers to understand what motivates skilled professionals to accept these expatriate assignments. Contribution/value-add – Although this study is explorative and descriptive, it suggests that if management at multi-national companies are aware of the factors that motivate skilled professionals to accept expatriate assignments, they stand a better chance of being able to fill positions appropriately if they are able to meet the needs of the skilled professionals. / Dissertation (MBA)--University of Pretoria, 2014. / lmgibs2015 / Gordon Institute of Business Science (GIBS) / MBA / Unrestricted

The aim of our study is to investigate the effect of immigrants on wages for natives with divergent skill level within one country. Skill level is measured as education level and the purpose is to focus on the level where it according to us is a lack in research, namely the effect on high skilled native-born worker wages. Further, our contribution to the already existing studies may be considered to be a complement. Using panel data, collected from the time period 2000-2008 for the 290 municipalities in Sweden to get regional variation, we investigate and interpret the estimated outcome of how wages for native-born workers in the Swedish labor market respond to immigration into Sweden. The main findings, when controlling for age, unemployment, and differences between year and municipalities in this study are on the short run, in line with the theory. The closer to a substitute the native-born and foreign-born workers are, the greater are the adverse effect on the wage for native-born, given that we assume immigrants as low skilled. The effect on wage for high skilled native workers in short run, when assuming immigrants and natives as complement, is positive, i.e. the wage for high skilled natives increases as the share of immigrants increases. The effect on high skilled native-born wages is positive even in mid-long run and adverse for the low and medium skilled native-workers. This is not an expected outcome since we according to theory predict the wage to be unaffected in mid-long run. This may be the result of errors in the assumption that immigrants are low skilled, or that five years is a too short time to see the expected effect in the long run; the Swedish labor market may need more time to adjust to what we predict the outcome to be.

Thesis (MBus) -- University of South Australia, 1994