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The purpose of the study is to better understand the extent to which dual credit contributes to increased access and participation in college. As an initiative to facilitate the transition from high school to college for many students, dual credit has grown in scale and popularity in Ontario in recent years. By giving participating students credit towards both secondary school and college, dual credit is seen as a particularly effective mechanism in assisting disengaged students and groups under-represented in postsecondary education achieve success in high school and college. Still at an early stage of implementation in Ontario, little formal research has been conducted to explore the elements contributing to the program’s success and the benefits and outcomes for participants. Through the use of mixed methods of research, the study explores from a case study perspective the experience of dual credit at a single Ontario college in collaboration with its local partner school boards. Research methods include examination of student grades, policy and program documentation; student and parent surveys; and interviews with staff involved in planning and delivery. The analysis is informed by conceptual frameworks of student change allowing for consideration of a broad range of variables. Results of the study revealed that dual credit was deemed to be a success by students, parents and staff involved with the programs. Dual credit was viewed as particularly effective in terms of academic benefits and creating a greater awareness of college, contributing to student confidence and leading to increased likelihood of college participation. Dual credit participants were found to be primarily middle achievers academically, tended to perform better in dual credit courses than in high school, and obtained slightly higher grades than college peers in the same courses. Given the program delivery models studied, it was concluded that middle achievers were likely to benefit most. The study also concluded that student characteristics including pre-existing confidence and motivation should be considered an important element of success along with program elements and institutional factors. As an innovative program demonstrating positive results, more research should be done to assist in developing dual credit further.

Titel: Transfer of training – en studie av överföringsprocessen av säljträning med avseende på motivation och målsättning. Författare: Therése Eriksson & Lovisa Söderlund Uppsatsnivå: Examensarbete i Företagsekonomi för kandidatexamen, 180 hp VT-14 Handledare: Lars-Johan Åge, Jonas Molin & Jens Eklinder Frick Datum: 2014-05 Syfte: Vi vill undersöka om och hur säljares målsättningar påverkar säljare att ta till sig säljträning och omsätta den i praktiken. Metod: Med syftet som utgångspunkt har en kvalitativ metod använts i undersökningen där empirisk data erhölls genom att utföra 12 semi-strukturerade intervjuer med respondenter från fem telefoni- och elektronikföretag i Gävle. En strukturerad, abduktiv analysmetod som gör det möjligt att analysera kvalitativ data användes för att analysera och identifiera mönster i materialet.  Resultat: Studien visar att motivation är av stor betydelse när det kommer till säljträning och huruvida säljare väljer att använda sig av träningen. Det som motiverar säljare att använda sig av säljträning är huruvida det kommer leda till ett ökat försäljningsresultat. Vi ser också att motivationen till överföringen är beroende av säljarnas personliga mål eftersom målen har med deras egna värderingar att göra och det är dessa mål som främst driver säljarna. Studien har visat att för att säljare ska känna motivation till att överföra träningen måste de uppfatta att träningen är relevant till deras personliga mål. När säljarna har satt upp sina personliga mål och uppfattar att träningen kommer öka deras chans att uppfylla dessa, blir de motiverade att utföra träningen, ta till sig den och sedan överföra materialet till praktiken. Förslag till vidare forskning: För vidare forskning rekommenderar vi att motivationens roll i överföringsprocessen utifrån andra faktorer än målsättning studeras, för att stärka beviskedjan och generaliserbarheten. Vi tror att det är viktigt att öka förståelse av hur överföring av säljträning kan hjälpa företag att effektivisera försäljningen. Bidrag: Denna studie belyser hur en ökad förståelse kan nås om vad som motiverar säljare att överföra träningsmaterial till praktiska situationer. Vårt bidrag blir att bygga på den forskning som handlar om just målsättningens roll i hur framförallt personliga mål påverkar motivationen och i sin tur överföringen. Flera begrepp, däribland målsättning och motivation har vi lånat från psykologiforskningen för att ge bidrag till forskningsfältet företagsekonomi. Nyckelord: Transfer of training, Motivation to transfer, Goal-setting.

Globally, workplace bullying is a growing phenomenon which affects millions of employees. It is characterised by frequency of incidence, duration and reaction on the side of both the perpetrator and victim, ultimately caused by power struggles in ineffective working environments. The impact on both the Company and employee is significant and there is a negative impact on the employment relationship. It may lead to reduced performance and productivity, individual health problems, impact on job satisfaction and foster intentions to quit. The primary objective of this research was to determine the prevalence of workplace bullying in a South African Information Technology (IT) company, and determine the impact of this construct on job satisfaction and intention to quit. A cross-sectional survey design was used. The constructs were measured by means of a biographical questionnaire, the Negative Acts Questionnaire Revised, a Job Satisfaction Questionnaire and an Intention to Quit Questionnaire. Cronbach’s Alpha coefficients were used to assess the validity and reliability of the measuring instruments. The phi-coefficient was used to determine effect size and power of the chi-square tests for independence (Aron, Elliot, & Aaron, 2011). The research method for the articles consisted of a literature review and an empirical study. The statistical analysis was carried out using the SPSS 20.0 programme (SPSS 2012). Article 1 focuses on the prevalence and measurement of workplace bullying in an IT company. Descriptive statistics (frequencies) and cross tabulations were used to describe the data. Significant relations were found in constructs within the negative acts, and also between the negative acts and biographical information. Article 2 focuses on the relation between workplace bullying, job satisfaction and the intention to quit in an IT company. Descriptive statistics (frequencies, means, standard deviations, skewness and kurtosis) were determined to describe the data, principal component analysis was used and an Oblimin rotation was performed to determine the constructs for analysis. Pearson’s correlation coefficients and multiple regression analysis were used to determine the relationship between these constructs. Significant relations and difference are found between the various individual constructs and the scores of the negatives acts, job satisfaction and intention to quit. Conclusions are made for the current research, limitations discussed and recommendations for future research are put forward. / Thesis (MCom (Labour relations management))--North-West University, Vaal Triangle Campus, 2013

Due to globalisation and resulting work mobility, organisations are forced to compete for talented people. As a result organisations are starting to realise the importance of their human capital, human capital is viewed as the greatest contributor to organisational success. This is evident through the war for talent throughout the world. All organisations are fighting to have the best people as it is believed that talented people add value to the bottom line of the business and give the business a competitive edge. In an attempt to retain talented people, the needs and expectations of these people must be taken seriously. The main research objective of the study was to investigate leadership expectations (what employees expect from their leaders), to what extent their expectations are met and the impact of these leadership expectations on work engagement and intention to leave. In the study, both qualitative and quantitative research methods were utilised to achieve the objectives. Focus groups in each department of the factory were utilised to gather information on what employees expect from their leaders. Employees were interviewed and open ended questions were utilised to give employees an opportunity to express themselves. The information gathered from the focus groups was utilised to design a new leadership expectations checklist. The aim of this checklist is to measure leadership expectations and the extent to which those expectations are met. A total sample of 156 (n =156) employees took part in the research. The result of the study indicated that employees consider the following expectations as important: Relationship with supervisor (ranked as first); Appreciation of good work and Regular feedback (both ranked second); Support from supervisor (ranked third); 2 Communication (ranked fourth) ; Studying further (ranked fifth) ; Independence (ranked sixth); and Coaching (ranked seventh). Results further indicate that leadership expectation met does predict engagement, the more the leadership expectations are met the more the engaged the employees become. Regarding turnover there was a negative relationship between leadership expectation and turnover. Recommendation to the organisation and for future research were made. / MA, Industrial Psychology, North-West University, Vaal Triangle Campus, 2011

This thesis explores some of the different ways in which people anticipate their dying in the U.K. Through an ethnographic exploration of an arts initiative, a social movement, a legal case, and a new law, this thesis asks the question: how do people seek to gain recognition for their dying in the 21st Century? It is argued here that this recognition is deemed important because it is the last opportunity for people’s unique identity, as they perceive it, to be reflected back at them in the faces of those who witness their dying and who stand alongside them. This witnessing is often performed in public spaces, for example: a hospice day centre; in the media spotlight; at a right-to-die conference; or in a court of law, and it is in these places where people hope that their individualised dying self will be authenticated. This thesis focuses on what happens in these public spaces and asks whether recognition is always possible. It concludes by suggesting that there are some things which are perhaps too private, too particular, and too uncertain to be recognised or authenticated in the way in which people might wish. Section One of this thesis focuses on the activities of an arts charity which works in hospices in the U.K. and tries to elicit testimony from dying patients. Section Two focuses on the right-to-die movement: its history, politics, and the activists which bring it to life. Section Three focuses on the legal regulation of death through careful examination of a legal challenge and a new law which both involve people making anticipatory decisions about how they wish to die. As this thesis shows, people’s dying testimony can take many different forms (artistic, legal, bureaucratic), and it can be represented in terms of suffering or transcendence. But the overwhelming desire of the people who feature in this thesis is to have the particularity of their lives, which is mirrored in the particularity of their deaths, publicly recognised.