Thesis (Th. M.)--Westminster Theological Seminary, Philadelphia, 1995. / Includes bibliographical references (leaves 107-119).

Thesis (Ph.D)--Rijksuniversiteit te Utrecht, 1985. / Summary in Dutch and English. Vita. Stellingen inserted. Includes bibliographical references (p. 140-145).

Thesis (M.A.)--Liberty University, 2010. / Includes bibliographical references.

Thesis--Wisconsin. / Vita. Includes bibliographical references (leaves 167-172).

Thesis, PlanB (M.S.)--University of Wisconsin--Stout, 2005. / Field problem. Includes bibliographical references.

Thesis (M.S.)--Ohio University, November, 2004. / Title from PDF t.p. Includes bibliographical references (p. 135-144)

Thesis (Th. M.)--Regent College, 2004. / Abstract and vita. Includes bibliographical references (leaves 217-228).

Ho, an under-documented North Munda language of India, is known for its complex verb forms. This dissertation focuses on analysis of several features of those complex verbs, using data from original fieldwork undertaken by the author. By way of background, an analysis of the phonetics, phonology and morphophonology of Ho is first presented. Ho has vowel harmony based on height, and like other Munda languages, the phonological word is restricted to two moras. There has been a long-standing debate over whether Ho and the other North Munda languages have word classes, including verbs as distinct from nouns. Looking at the distribution of object, property and action concepts, this study argues that Ho does, in fact, have word classes, including a small class of adjectives. Several new morphological analyses are given; for example, what has previously been called 'passive' is here analyzed as 'middle'. The uses of the middle -oʔ in Ho overlap with uses documented for other middle-marking languages, suggesting that this is a better label than 'passive'. Ho traditionally marks aspect in the verb rather than tense, especially for transitive verb constructions. Several aspect suffixes follow the verb root. Ho is developing a periphrastic past tense construction with the past tense copula form taikena. Also, the combination of perfect(ive) aspect suffixes and the transitivity suffix -ɖ always gives a past tense interpretation, to the extent that -ɖ may be re- grammaticalizing to past tense. Three types of complex clauses are discussed in the dissertation: complement clauses; relative clauses and serial verb constructions. Like many South Asian languages, Ho has productive serial verbs and several serialized verbs are grammaticalizing to become more like auxiliary verb constructions.

The lack of information about the relationship between homicide and violence was identified as a gap in knowledge almost 30 years ago. Despite this, little research has been conducted worldwide regarding this relationship on a national level since then, and the results of that research have been very contradictory. This lack of research includes Scotland, despite its unenviable reputation of being the most violent country in the Western world. Even so, many studies make unsupported assumptions regarding the relationship between the trends in homicide and wider violence. In order to fill this gap in research, the aim of the thesis is therefore to examine the changing characteristics and patterns of homicide in Scotland and to determine the extent to which changes in homicide reflect the changing characteristics and patterns in wider violence. Overall, both homicide and violence have more than halved over the past twenty years in Scotland. But this is not just a numbers game. Due to the heterogenous nature of these crimes, although the overall picture is one of decline, there might be certain types of homicide and violence that have remained stable, or even increased over this time. In order to examine the relationship between homicide and violence in Scotland, subtypes of both homicide and violence were identified and compared over time. Two datasets were used in the current study; a homicide dataset gathered from the Scottish Homicide Database, spanning from 1990-2015, and a violence dataset gathered from pooled survey sweeps of the Scottish Crime and Justice Survey, spanning from 2008- 09 to 2014-15. Multilevel latent class analysis was used to identify subtypes of both homicide and violence using classifying variables relating to the victim, offender and to the incident of lethal and non-lethal violence. This study presents the first use of this type of multilevel latent class analysis in all criminological research. The results identified four main types of homicide (Stabbing homicides, No Weapon-bludgeoning homicides, Rivalry homicides and Femicides) and four main types of violence (Domestic, Public No Weapon, Public Weapon, and Work-related). When the homicide typology and the violence typology were compared over time it was found that although there are some differences in the subtypes identified, the overall trends in these two crimes seem to follow a similar pattern over time. A key finding from this study is that the general decrease in both homicide and violence was driven by a reduction in the same type of violence, namely violence committed by young men in public places and involving the use of sharp instruments. However, this general decrease in violence masks a hidden relative increase in both lethal and non-lethal forms of domestic violence over time. This thesis will argue that the trends in homicide and violence indeed do follow a similar pattern over time, but that an overall picture of decline does not mean that all types of violence or homicide are decreasing equally. This has vital implications for violence policy. Improved and specific prevention strategies are needed for certain types of lethal and non-lethal violence, such as domestic violence, in order to ensure that all types of violence are prevented equally. This study will also make important theoretical contributions, in that all theories making assumptions about the trends in homicide and violence should examine disaggregated subtypes of these crimes in order to provide a holistic explanation of the changes in these crimes. Limitations of the study are discussed as well as future implications of these findings for policy and theory.

Thesis (DTech (Human Resources Management))--Cape Peninsula University of Technology, 2007.Includes bibliographical references (leaves 220-233). / Reputable organisational gurus agree that workplace competency can be measured by the skills, knowledge and attitude of the employees. Skill and knowledge are the minimum that is expected from employers but attitude, which includes the construct of emotional intelligence, is more difficult to measure. It has often been said that people in organisations are hired for their skills and knowledge but fired for their poor attitude or behaviour. Changing adult behaviour is considered by many human resource practitioners to be nigh impossible. Human beings are creatures of habit and by the age of six years old their personalities are virtually formed. (Baldwin, 2001). If the six year old further experiences poor parenting or any other traumatic experiences, it may transpire that the adult who enters the workplace presents as a dysfunctional person. This person can rely only on skills and knowledge and will do his best to project an acceptable behavioural front to the organisation.The premise of this research suggests that improved self-awareness can allow people in the workplace to recognise their own ‘blind spots’ and choose to deal differently with others when faced with conflict. It may be unrealistic to expect employees to demonstrate high levels of emotional intelligence, when they have never been given the opportunities to learn these skills. However, ignoring the behaviours that lead to dysfunctional conflict may come at a high cost for organisations. The researcher alludes to the cost of industrial disputes in South Africa, which are reaching unacceptable levels for both the private and the government institutions. It is also an alarming trend that many government institutions ignore the cost of lengthy individual labour disputes and outsource their responsibility to lawyers and forensic investigators, rather than adopting sound conflict resolution practices to resolve these matters. The effect of these strategies is to protect politicians and to blame the officials in administrative positions and furthermore to prosecute them via legal channels, a process that costs both ratepayers and taxpayers millions of rands in unnecessarily wasted revenue.The primary research objective was to determine the most effective approaches to utilise the Enneagram as a tool to resolve subliminal conflict in the workplace. The researcher argues that increased self-awareness leads to individuals being more emotionally intelligent. In order to grow self-awareness an intervention or tool is needed to ‘wake the person up’ from his automatic responses to situations. The Enneagram is a modern tool with ancient roots, which can be used to give people clarity on their automatic behavioural responses. It is not intended to put people in ‘boxes’, but rather to help them recognise what their fixations are and then to give them options and pointers on where they could progress in their development. Hudson and Riso (1993, 1995, 1996, 2000 and 2002) have authored five books and are recognised as being two of the most credible researchers and authors of the Enneagram. They identified three social styles based on the research of Karen Horney. The researcher investigated the relationship between the Hornevian social styles and a Conflict Assessment questionnaire. Secondary objectives were thus as follows:• Conducting a pilot study in the design of Conflict Assessment Style questionnaires. • Investigating the relationship between the Conflict Assessment Style questionnaires and the Hornevian social styles and to applying the consequent information during conflict training workshops. • Facilitating the Mastering Conflict workshops. • Designing Enneagram typing cards. • Holding coaching sessions with each of the nine personality types in order to resolve a subliminal conflict issue. Ontological coaching was suggested as an additional intervention over and above the conflict workshops to enable employees to deal effectively with conflict in the workplace. This way of coaching encourages people to become self-generating and self-correcting. This coaching methodology deals with people in a holistic manner and is based on phenomenological principles. Qualified coaches, either internal or external to the organisation, are able to hold a mirror to employees faced with dysfunctional conflict work situations to find solutions that lead to personal growth for those employees. When the lessons learned from coaching enable the individual to adapt or change, the organisation benefits too, in that the lessons learned are often passed on to others in that organisation. Sustained conflict resolving mechanisms have further advantages: employees who are parents or hold leadership positions in their communities are able to apply these behaviours in those spheres too, thus creating a systemic positive change. The researcher demonstrated how the Enneagram could be used as a model to help coaches understand their clients’ subliminal reactions to conflict situations. The intention of these coaching conversations was to assist employees in dealing with potentially dysfunctional conflict situations in a process that is both time efficient and creates lasting problem solving. The researcher proposes that organisations that are serious about creating environments where people want to work, grow and succeed must adopt strategies where people are able to become more self-aware and to deal more effectively with conflict that does not enhance creativity. It is incumbent on the organisation to create learning forums for employees and to provide coaching dialogue as ways to explore meaningful and sustained remedies to dealing with dysfunctional conflict in the workplace. The researcher did not propose that the Enneagram is the only model that could be used in personal development interventions, but found it to be robust as a model to help “unstick” employees from their false perceptions of conflict situations, thus creating a way forward that offers lasting change and personal growth.