<p><strong>Title:</strong> Kreativ reklam. En bra idé? (Creative advertising. A good idea?)</p><p><strong>Author:</strong> Evelina Karlsson</p><p><strong>Tutor:</strong> Larsåke Larsson</p><p><strong>Course:</strong> Bachelor Thesis: Media and Communication</p><p><strong>Purpose:</strong> The purpose of this study is to, through qualitative studies inquire creative prized advertise in Sweden to see which influence creativity have on both creative director and the audience. The questions are:</p><p>* Which influence does creativity have on advertising?</p><p>* What are differences between prized advertisements and those that have not won any prizes?</p><p>* What opinion does the public have on creative advertising?</p><p><strong>Theory and previous research:</strong> The theoretical foundation of this essay is based on American studies of creative advertising. Theories regarding the public opinion on advertise is also included in the theoretical framework.</p><p><strong>Material and method:</strong> The method of the study is qualitative interview. Four personal interviews with creative directors and two focus-group interview have been done with students of mixed age and gender. The material consists of five creative adverts, prized during the twenty-first century in "Guldägget" ("the golden eggs"), a Swedish advertising competition.</p><p><strong>Result: </strong>Despite of the fact that the previous studies are critical; this study shows a constructive attitude to creative advertising by making it easier and funnier to absorb. The conditions are that creativity has to be rightful proportioned and not too poetical, otherwise it can prevent the recipient from getting the message.</p><p><strong>Keywords:</strong> Advertising agencies, Award winner, Creative ability, Audience attitude.</p>

One of the most significant rewards in science is peer recognition, often bestowed in the form of awards. However, little is known about what sets apart award-winning contributions, how award committees determine prize-worthy contributions, and why some scientists are more likely to be recognized than others, particularly in the field of computer science. Using a mixed method approach that includes qualitative and quantitative techniques, this study investigates the characteristics of award-winning contributions, and the education and career factors associated with recipients of the Turing Award, a Nobel equivalent award in computer science, and compares them to those of a matched group of non-winning scientists. In regard to award-winning contributions, the study finds that the Turing Committee was just as likely to recognize contributions related to practice ("applied research") as to theory ("basic research"). In regard to education and career factors, the study reveals that neither scientific productivity nor the quality of contributions differentiated winning from non-winning scientists and their contributions. However, early advantages, visibility to the awarding association, prior eminence, and affiliation with a top computer science department distinguished award winners. These findings suggest that excellence in computer science is a quality that has not been defined, explained, or communicated by the award committee to the computing community or to the public. The findings call attention to the limitations of peer reviews and the importance of improving the design of nomination, evaluation, and selection procedures as well as citations accompanying the Turing Award and other computer science awards.

Whether or not the employees have demonstrated all their abilities, or whether the separation is rising. These are all questions that the manager will have to confront.A high separation is a lost of company. Document research showed that employees who have higher performance evaluation have a lower turnover intension to resign. This research discussed the variables that affected organizational commitment. It surveyed Chinese and Taiwanese employees in Taiwanese-owned companies in evaluation (three branches: result evaluation, award evaluation, and improvement valuation) as independent variables to regression analysis Taiwanese business¡¦s performance management and its effects on Chinese employees¡¦ turnover intension. Most of the specialists of organization behavior put personal values and personal character as one of the variables that affect turnover intension. Thus, this research set personal values and personal character as the adjusting factors. The results were that some personal values and personal character interacted with each other and lower the employees¡¦ turnover intension.The interaction between promotional, salary justice, and adjusting factors were most explicit, and had the lower effect on employees¡¦ turnover intension.

In the process of economic developments in Taiwan, small and medium enterprises are always the main stable force and have made remarkable contributions. Based on this fact, The National Award of Small and Medium Enterprises was set up for upgrading and rewarding outstanding small and medium enterprises. To apply for the award firms need to pass substantially high qualifications. Therefore, if an enterprise won the award, they were recognized as successful. However, according to recent newspapers and magazines, some winners are now facing restructuring, the failure of the public offerings, or even bankruptcy. What happened to these enterprises that used to be good at the beginning? Why can¡¦t they sustain original advantages and remain successful? The subject of this research focuses on ¡§main reasons for business failure¡¨ and picks up the winners of the National Award of Small and Medium Enterprises for examples. Hopefully through the research, we can conclude the main reason for business failure. By gathering and analyzing the second informations, we have eight findings¡G Finding 1¡BThe ¡§business cycle¡¨ is often an important reason for the business failure. Small and medium businesses are most easily affected by the variation of outside environment. Finding 2¡BThe deviating personality of the managers determines whether the enterprise enjoys excellent operations or collapses in a twinkling. Finding 3¡BMost enterprises make use of "the backdoor listing"," the cross holdings" to steer high financial leverage and to collect a great deal of short-term capital which leads to financial crisis. Finding 4¡BThe operation of the corporation is not efficient, neglecting the real market demand, as a result being eliminated in the competition. Finding 5¡BThe most common feature of the corporations going down in the 70¡¦s is high quoted loans among IPO companies. Their debt ratio overweighs, and the core business occurs severe loss in business. Finding 6¡BThe strong stockholder combines the outside power to create soaring stock price. In the end it leads to misfortune. Finding 7¡BIf managers don't know how to handle their assets suitably, the more they have, the easier they squander. Finding 8¡BThe development of the industry faces the bottleneck and knows not where to go.

Presently, the competitions between enterprises and cooperation are very intense. Being able to ensure and exploit human resources is one of the main promises to success. However, the question of how to ensure human resources is also one of the hardest problems faced by cooperation. Whether or not the employees have demonstrated all their abilities, or whether the separation is rising. These are all questions that the manager will have to confront. A high separation is a lost of the company. Document research showed that employees who have higher organizational commitment have a lower tendency to resign. This research discussed the variables that affected organizational commitment. It surveyed Chinese and Taiwanese employees in Taiwanese-owned companies in Guang-Dong Province. Using promotional justice, salary justice, and performance evaluation (three branches: result evaluation, award evaluation, and improvement evaluation) as independent variables to regression analysis Taiwanese business¡¦s performance management and its effects on Chinese employees¡¦ organizational commitment. Most of the specialists of organizational behavior put personal values and personal character as one of the variables that affect organizational commitment. Thus, this research set personal values and personal character as the adjusting factors. The results were that some personal values and personal character interacted with each other and raised the employees¡¦ organizational commitment. The interactions between promotional justice, salary justice, and adjusting factors were most explicit, and had the greatest effect on employees¡¦ organizational commitment.

This study was an attempt to add to existing research by estimating the ability of third-party examiners to assess whether or not an organization successfully implemented strategies based on the criteria of the Texas Award for Performance Excellence (TAPE). The TAPE is given each year by the Quality Texas Foundation and recognizes organizations that demonstrate superior performance as it is defined by customer satisfaction and continuous improvement. The TAPE is a state-level award for quality that uses the same criteria as the Malcolm Baldrige National Quality Award for Performance Excellence. This research was an analysis of the TAPE process at the level of examiners, also known as the Board of Examiners. The Board is made up of approximately 150 experienced professionals from several types of business sectors and is responsible for evaluating organizational self-assessments. In this quantitative study, data were converted from the Quality Texas Foundation into a database. Because the set of the TAPE applicants included in the study consisted of the entire population of TAPE applicants selected from 2001 to 2004, descriptive statistics were appropriate for producing informative data that could be analyzed for variation and stability in the scoring process. Exploration of patterns in descriptive statistics and multivariate analysis of variance were the primary tools used in this particular study along with Cronbach’s Alpha as an indicator of reliability. Since scoring for the TAPE is based on an individual examiner’s best subjective assessment, it was impossible to have one objective score against which all the other scores could be measured. The team consensus score was therefore used as the true score for measurement. Establishing reliability of examiners’ scores was a problem due to the fact that organizations and teams did not repeat. Results from the study led to the conclusion that there was insufficient evidence to make a determination on what influences examiners’ scoring consistency. More data will need to be collected in such a way so as to make it possible to identify that impact consistency of examiner scores.

The inflation that Taiwan encountered in the 80ies made it difficult for many Taiwan companies to gain profit from their production or make a break-trough in production technology. In addition, due to the increase of labor cost and environmental cost, as well as new policies and issues regarding global trading and custom, many of them have reduced or cut their production lines when the production conditions have become worse and worse. In search of better utilization of existing production resource, facilities and lower labor cost, some of the Taiwan companies have moved their factories to Vietnam. And that brings up two issues that managers have to deal with, which is whether or not the local workforce can work efficiently and whether the turnover rate is too high. A high separation is a lost of company. Document research showed that employees who have higher performance evaluation have a lower turnover intension to resign. This research discussed the variables that affected organizational commitment. It surveyed Vietnamese and Taiwanese employees in Taiwanese-owned companies in Vietnam¡]Ho Chi Minh City¡^. Using promotional justice, salary justice, and management justice (three branches: result evaluation, award evaluation, and improvement valuation) as independent variables to regression analysis Taiwanese business¡¦s management justice and its effects on Chinese employees turnover intension. Most of the specialists of organization behavior put personal values and personal character as one of the variables that affect turnover intension. Thus, this research set personal values and personal character as the adjusting factors. The results were that some personal values and personal character interacted with each other and lower the employees¡¦ turnover intension.

Thesis (LL.M.)--Victoria University of Wellington, 2009. / Includes bibliographical references.

Thesis (D. Ed.)--University of Texas at Austin, 2001. / Vita. Includes bibliographical references. Available also from UMI/Dissertation Abstracts International.

Thesis (Ph. D.)--University of North Texas, Aug., 2009. / Title from title page display. Includes bibliographical references.