Multisystemic Therapy (MST) provides intensive short-term interventions for young people with antisocial behaviour and the systems that surround them. A wealth of research over the past 30 years has demonstrated the efficacy of MST. Its success has led to it being transported to many countries and this prompted investigations into the need for cultural adaptation. Despite these investigations highlighting the importance of tailoring MST to new countries, when MST was transported to England in 2001, it did not undergo a formal process of cultural tailoring. This study employed a qualitative approach using a Grounded Theory methodology to explore the assumption that all transported programmes require a level of adaptation and aimed to identify the processes and rationale behind informal ‘cultural tailoring' undertaken by therapists. It aimed to explore areas in MST that might benefit from ‘cultural tailoring' to improve the effectiveness of its implementation in England. Eight MST therapists from across three MST teams in England participated in semi-structured interviews. Analysis of the data generated a theoretical model of adherence: the Post Implementation Model of Adherence (PIMA). The PIMA model seeks to explain how therapists in England experience and manage adhering to MST. It proposes that MST therapists strive to adhere to all aspects of the MST model whilst ensuring that it is acceptable and workable for the families and systems they work with. The PIMA model comprised four theoretical codes: Facilitators to therapists staying faithful to the MST model; barriers to therapists implementing MST, overcoming barriers to implementing MST; and the therapist holding the tension. The findings highlight important cultural adjustments to improve MST's ‘fit' in England. Findings also extend Schoenwald's (2008) recommendations for successful transportation of MST, by drawing attention to how a lack of cultural tailoring can be overcome or experienced as stressful by therapists.

A medium size manufacturing company spends about half of their revenues on purchases. This has recently contributed to that procurement gained a more significant role as it is important to minimize cost in order to remain a profitable and competitive company. Time is of great importance in order to gain competitive advantages in today's market. Lead time should be short and businesses have to be able to respond to customers' requests and needs at the right time. For a company to deliver to their clients’ needs on-time, reliable suppliers are of the highest importance.If a selected supplier does not deliver on time to the company. It could come to affect the company's end customers by delays and possibly lead to large costs for the company. Delays in return could lead to dissatisfied customers. Delivery service should be measured in a supply chain. The supply chain contains of six key areas which are delivery time, delivery reliability, delivery precision, service, information and flexibility. One of the most common indicators to measure delivery service is delivery precision. Delivery precision is defined as a measure of the delivery if an order takes place on the agreed date of delivery. It is also important that the correct quantity is delivered.The purpose of this study is to identify the reasons for shortcomings in delivery service and provide suggestions for improving the measurement methods of the incoming delivery service. In order to improve delivery service the current situation should be mapped with measuring points. This is to determine where the problem in the inbound logistics can occur and where the biggest problems are today. A case study has been conducted on Alimak Hek to examine how companies generally can deal with different problems and different ways of measuring delivery service.Data collection in form of interviews, observations and data collection the business system have been conducted from different measuring points at Alimak Hek and its suppliers to create an understanding of where problem areas in the inbound logistics can be, and how delivery service can occur measured. To identify different ways to measure delivery service and to increase the understanding of the subject recent literature, journals and articles have been studied. Thirty four suppliers to Alimak Hek have been the basis for the study.Results from the study show that Alimak Hek had a number of different reasons for late deliveries from suppliers, reasons such as: unconfirmed delivery date, intake of transport, the order is not executed in accordance with the lead time, transport time varies, receiving and transport time is included in delivery performance measurement. Some of the reasons have been measured quantitatively in order to find out how much they have influenced the delivery service, while others only can be carried out in a qualitative way. Regarding delivery service the suppliers should be measured with regard to its terms of delivery, goods receipt is to be measured by its own performance measurement. The recommended measurement of the delivery service is made by measuring delivery precision, flexibility and quality. / <p>Validerat; 20160826 (global_studentproject_submitter)</p>

Validerat; 20101217 (root)

Validerat; 20101217 (root)

LKAB uses personality tests in the recruitment process in order to predict how candidates will act in given situations in their future work as a production manager. The company uses the Temperament and Character Inventory (TCI) and is dissatisfied with it, since the candidates personality characteristics is experienced differently in the job interview from what the test shows. On behalf of LKAB different personality tests is analyzed and compared to LKAB's requirements for production managers. Data was collected by interviews with HR- advisors at LKAB for production manager personality characteristics, the recruitment process, and the problem area. Based on the company's specifications for production managers the personality tests Gordon Personal Profile Inventory, NEO Personality Inventory-Revised, Hogan Personality Inventory, Sixteen Personality Factor and the Temperament and Character Inventory have been compared through a literature study.The results show that Gordon Personal Profile Inventory and NEO Personality Inventory-Revised were relevant to identify and predict candidates’ suitability as a production manager. Keywords: TCI test, personality test, leader recruitment, recruitment process / Validerat; 20121119 (global_studentproject_submitter)

Validerat; 20111020 (anonymous)

Validerat; 20101217 (root)

Validerat; 20101217 (root)

MSc, Faculty of Science, University of the Witwatersrand, 1969

<p>Validerat; 20101217 (root)</p>