Individualisation has become an ambiguous feature of late modern societies. It carries a sense of liberation, yet individuals are compelled to cope with a fragmented and pluralised social order largely by themselves. While the advance of individual freedoms is taken-for-granted, the seemingly unnoticed structural imposition to individually negotiate the boundaries between systemic and normative processes is portrayed as individual freedom and social integration. This thesis explores the ambiguities underpinning individualisation as they emerge from contemporary transformations of capitalism and work. As a result of a hyper-differentiated late modern social order the interface between functional and normative processes shifts from an institutional and organisational level to an individual one. Individualisation can no longer sufficiently be described as 'institutionalised individualism', either in respect to the realisation of a rather consistent normative infrastructure, or as mere individual responses to systemic dependencies. I argue that under the contemporary conditions of marketisation individuals increasingly become the focal point for the negotiation of systemic and normative processes. Substantiated by the theoretical argument of 'corporatisation' and the analysis of interviews with managers from international corporations, I contend that various workorganisational developments transform the subtle pressures to individually negotiate the demarcations between systems and lifeworld into an organising principle. I describe the emerging ambiguities with which individuals struggle, in particular at the workplace, as 'organised individualisation'. Individuals become 'active hubs' not only for the coordination but also for the reproduction of their own systemic dependencies which are organisationally pre-defined. While the responsibility to pseudo-negotiate systemic processes is put on individuals, the lack of opportunities to publicly debate and contest society's normative underpinnings generates deficiencies in social integration.

Some form of administrative review of executive action is accepted in the common law world for the reason that it serves certain basic values and goals. This study draws on political, legal and management theory in considering the values that underlie administrative review. It is primarily concerned with the role of tribunal review. A full range of values are considered, including fairness, justice, consistency, rationality, dignity, respect, accessibility, equity, efficiency and economy. Some are seen as fundamental to the administrative review system while others have different purposes. There is general agreement on many of the values and goals of administrative review. In their practical application however, values compete, overlap and evolve in accordance with economic, social, political and legal change. There are value tensions in, for instance, the role of independent tribunals as a check on the power of the executive while they are also within the executive, in the extent of the obligation on administrative tribunals to apply government policy and in the setting of proper limits of judicial review. There is continuing tension in demands for individual dignity and rights to fair treatment on the one hand and notions of the 'public interest' on the other. This thesis argues that the provision of tribunal review of administrative decisions is increasingly ideologically driven and focussed on 'functional' or 'management' values. At times these have trumped other values in decisions about entitlements to procedural fairness, access to review, effectiveness in public administration and the achievement of the 'correct and preferable' decision in the instant case. The focus of this thesis is a case study of migration decision-making. The importance of this area of study is evident in the potentially devastating consequences that migration decisions can have for individuals and families. In the context of Australia's history of inadequate and racially based migration policies, independent administrative review provides security against arbitrariness and discrimination in decision-making. An analysis of administrative review of decisions made under the Migration Act 1958 (Cth) by the Migration Review Tribunal, and its predecessor the Immigration Review Tribunal, illustrates the claim that values, in their application, have real, practical and local importance. Issues of tribunal independence and accountability, the normative goal of review and procedural justice are considered in depth. It is argued that where compromises are made in administrative review, underlying values should be revealed so that their practical consequences may be better understood. The need to articulate and analyze these issues has never been greater. The Australian administrative review system is in a period of change analogous to that of the introduction of the 'new' administrative law in the 1970s. If tribunals are to continue to play an effective role then it is important to think clearly about how they can, in practice, embody the right mix of administrative law values.

Thesis (Ph. D.)--University of Hong Kong, 2007. / Also available online.

Thesis (Ph. D.)--University of Hong Kong, 2007. / Title proper from title frame. Also available in printed format.

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The effects of severely contaminated properties (e.g. NPL sites) on residential property values are well documented. However, most contaminated sites are not so severe to warrant placement on the NPL, and little is known about the impacts to commercial and industrial property markets. Furthermore, perceptions may be developed about different types of land-uses as a result of information made public about sites placed on lists. If perceptions matter, then properties with no known contamination may be viewed as undesirable neighbors in a way similar to listed sites. Therefore, property value impacts could be even more substantial as compared to only the impacts of known contaminated sites. The economic impacts of known and perceived environmental contamination are quantified by estimating two sets of hedonic property value models using data on commercial and industrial property sales for Fulton County, Georgia. Sites listed on the EPA’s CERCLIS and NFRAP reports and the Georgia EPD’s HSI and NonHSI reports are utilized to estimate the impacts of known environmental contamination. The impacts from perceived contamination are estimated utilizing a set of properties that are identified by an ordered probit model that computes the probability commercial and industrial properties may be contaminated. The probability of contamination model is built on factors that are assumed to be key signals to investors in forming their perceptions about the likelihood commercial and industrial properties may be contaminated. Property value losses due to known contamination were estimated at slightly over $1 billion and potential losses from perceived contamination were near $663 million. Although estimated property value impacts are not equivalent to expected gains that may result from the remediation of all contaminated sites, the magnitude of the estimated losses suggests that significant gains can be achieved if property values recover by only a fraction. Policies could be implemented that prioritize site remediation to target minority and/or economically depressed areas to help spur economic development. Potential increases in the tax base would result in greater property tax revenues for the provision of public services for the community and new economic development could help provide access to new jobs for local residents.

This study examined the extent to which character education has a place in teacher education programs in Saskatchewan. Teacher educators (faculty and sessional lecturers) from two teacher education programs in Saskatchewan and new teachers (those with five years of teaching experience or less) from two urban school divisions in Saskatchewan were surveyed. The survey explored how participants felt about three facets of character education within teacher education programs: the teaching of character education methodology, the enhancement of pre-service teachers character, and the responsibility for character education. The results showed that both teachers and teacher educators felt that character education should be taught in publicly funded schools (K-12) and that character education methodology should be taught within teacher preparation programs. Survey results showed that even though the majority of participants felt that character education should be taught in public schools and that character education methodology should be taught within teacher education programs, pre-service teachers, for the most part, were not being given instruction in character education.

Studien bygger på Implicit Leadership Theory, tidigare studiers noterade  ledaregenskaper samt egenskaper noterade i denna studie värderade från ett  medarbetarperspektiv. Implicit Leadership Theory bygger på hur ledarskap  konstrueras av medarbetaren. Deltagare var åtta medarbetare varav tre män.  Kvalitativa intervjuer utfördes. Syftet konkretiserades utav önskvärda  ledaregenskaper, studiens gemensamma egenskaper och egenskaper  överrensstämmande med tidigare studier samt teori. De upplevda egenskaperna  delades upp i kategorier som beskrev de önskvärda egenskaperna. Kategorierna  var: kommunikativ förmåga, engagemang, kompetens, social kompetens,  gruppledaregenskaper samt målinriktad. Resultat visade att ledaregenskaper som  är gemensamma för upplevelsen av ett gott ledarskap var lyhördhet, engagemang,  att vara driven och att ha en vision. Slutsatsen var att det fanns likheter och  skillnader mellan tidigare studiers egenskaper och egenskaperna i denna studie.  Skillnader mellan tidigare studiers noterade egenskaper och denna studie var:  karisma, effektivitet, etiska värderingar, autonom och prestation. Studien bidrog  med att tydliggöra önskvärda ledaregenskaper utifrån ett medarbetarperspektiv.

This study examined the extent to which character education has a place in teacher education programs in Saskatchewan. Teacher educators (faculty and sessional lecturers) from two teacher education programs in Saskatchewan and new teachers (those with five years of teaching experience or less) from two urban school divisions in Saskatchewan were surveyed. The survey explored how participants felt about three facets of character education within teacher education programs: the teaching of character education methodology, the enhancement of pre-service teachers character, and the responsibility for character education. The results showed that both teachers and teacher educators felt that character education should be taught in publicly funded schools (K-12) and that character education methodology should be taught within teacher preparation programs. Survey results showed that even though the majority of participants felt that character education should be taught in public schools and that character education methodology should be taught within teacher education programs, pre-service teachers, for the most part, were not being given instruction in character education.

Abstract Job market is one of the supply and demand system. The enterprise and the talented people wanted to find their own best choice. The adaptability of individual and organizational is an index of Job seekers¡¦ Cognition and Judgement. The more subjective judgments of job seekers close to the actual situation, the more accurate judgments of job seekers. Therefore this research is to discover the idea of practical workers that can be a reference for the recruitment and retention of an enterprise. This may discuss from two aspects. 1.Job values The job values is one of the key factors that job seekers select their job. I will try to classified as two types of the seven job values orientation here, and discuss them separately. 2.The attraction of organization characteristics What are the most important features that an enterprise can attract the talented people ? What are the most important features that an enterprise can retain employees ? I will conduct the research from the organization characteristics and the enterprise social achievements This research will find out the job values of incumbent, and then discover the relationship between Job values and organization characteristics. So we can understand what kind of incumbent will think what kind of organization characteristics are attractive. The samples of this research are Taiwanese incumbent. A total of 250 questionnaires, the return of 211 valid questionnaires, the effective return rate is 84%. This research says that the incumbent think ¡§The dignity orientation¡¨, ¡§The organization safe and the economical orientation¡¨ and ¡§Stable and avoid the anxious orientation¡¨ are more important job values than others. In the organization characteristics aspect, ¡§Based Pay on performance¡¨, ¡§Decentralized ¡¨, ¡§Treatment of women and minorities¡¨, ¡§Employee relations¡¨, ¡§Community relations¡¨ are attractive. Finally, this research suggested that the supervisor can use job values tool to find out the employees and job seekers¡¦ job values and what they are concerned. The result can be a reference for external recruitment or internal retention, and even management strategy. Key words: Job values, attraction of organization characteristics