This study aims to explore the experiences of traditional healers who work in a hospital environment in a different capacity. A secondary aim of this inquiry is to look at how participants' perceptions of the interface between traditional and modern medicine in a hospital context influences their practices as both traditional healers and hospital employees. A snowball sampling strategy was employed and five suitable participants were identified through referral and post-interview selection. Participants were selected from a sample of South African-born women who have experienced an ancestral calling and initiation into African traditional healing, have been initiated as an Inyanga/iSangoma (diviner), and are presently working in a different vocational capacity in a hospital environment. All participants work and reside in Gauteng. Data was collected through two semi-structured interviews per participant. Interviews were based on an interview guide. In looking at participants' experience as traditional healers who work in a hospital and how their perceptions on the interface between traditional and modern medicine influence their traditional healing practices, four research questions have been identified: 1. How do participants perceive themselves as a traditional healer? 2. How do participants perceive and experience their work in the hospital? 3. How do participants perceive the interface between traditional and modern approaches to healing in a hospital context? 4. How do participants experience the perceptions of others at work? A qualitative approach was adopted in order to gain an in-depth understanding of participants' experiences. Data analysis was guided by narrative and thematic approaches. Thus results are presented in accordance with principles of narrative and thematic content analysis. Interpretation of data focused on the ways in which these women relate to their role as traditional healer in a different vocational capacity and how their perceptions reflect a broader dialogue on the relationship between traditional and modern healing modalities in a modern health care context. Participants felt empowered by some colleagues who consulted them on traditional healing skills and applied them to patients without constraint upon their working duties. All felt they needed their jobs to support a decent living as full-time work as traditional healers would not provide for all their needs. Implications for future research and collaboration between western and traditional healing systems are considered.

Student Number : 9307680N - MA research report - School of Philosophy - Faculty of Humanities / Many individuals working in South Africa earn extremely low wages. I briefly discuss these low wages, and examine their implications for the shareholders (owners and controllers of businesses) in South Africa. I argue that shareholders, in particular, have a moral duty to increase the absolute level of the wages of their lowest paid workers. In this essay I choose to develop this position in the context of Kantian distributive justice. I seek to join distributive justice and Kantianism together to evaluate the moral status of the lowest paid workers. I propose a just means of allocating the benefits of wages according to the work performed that shows respect for workers’ autonomy. Current South African stakeholder theory includes ‘equity’ claims arising from compensatory justice issues. However, based on the arguments in this essay, I believe we can see that there is also a definite independent moral duty in distributive justice for shareholders to increase the amounts that they spend on their worst-off employees. This spend is not necessarily only the wage costs for these employees, but is also on self-empowerment tools such as education and community services with which employees can build their life plans.

M.P.H., Faculty of Health Sciences, University of the Witwatersrand, 2008. / The purpose of the study is to ascertain the knowledge, attitudes and practices of hospital management at the Johannesburg Hospital regarding disaster preparedness. Objectives: The study is to assess the current status of awareness of the management regarding disaster preparedness; to determine whether there are hospital specific plans; knowledge of whether the plans are regularly updated or not; to determine attitudes towards disaster management plans and drills and to determine current practices with regards to disaster preparedness . Study design: The study design was a cross sectional survey. The study population included the hospital administrators, head of clinical units, head of casualties, the chief porter, the chief clerk, the theatre matron, senior sisters and doctors in the casualty department, head of security, head of transport and the chief pharmacist The study was conducted utilizing a self administered questionnaire with structured and open ended questions. In case where management were not available, the person acting in that capacity was requested to complete the questionnaire. Twenty five out of the thirty five managers selected completed a self administered questionnaire. The response rate was 71,4%. Findings: The management at the Johannesburg Hospital was aware of the disaster preparedness of the hospital and its plans, and disaster management preparedness. Their attitudes to the plans and drill were largely positive. However, the practices were deficient and work still needs to be done in regard to ongoing training, performance of drills and the frequency of regular updating of the plans.

An overview of the role of the volunteer in the field of social work through the past, during the present, and looking to the future. The following observations may be made: 1. The volunteer--the citizen participant--was and is the main power behind the social welfare movement from the earliest days of recorded history to the present 20th century. 2. The role of the volunteer has always been one of service to his fellow man. 3. The volunteer when given an opportunity can turn in a fine piece of work; he is anxious and willing to work and cooperate. 4. The social agencies, whatever kind, case work, group work, community organization, public or private, large and small can benefit from intelligent and planned use of volunteers. 5. Planning, treatment and supervision are the tools by which an agency can best use volunteer services. 6. The volunteer because of his place in the community is a powerful source of interpretation for an agency, working both ways--interpreting the work by the agency to the community and interpreting the needs of the community to the agency. / Typescript. / "June 1950." / "Submitted to the Graduate Council of Florida State University in partial fulfillment of the requirements for the degree of Master of Arts under Plan II." / Advisor: Margaret C. Bristol, Professor Directing Paper. / Includes bibliographical references (leaves 27-28).

'Would training in how to observe young children improve the child care student's ability to make objective observations? Would training improve their ability to identify the areas of development as exemplified in their observations? Could a practical and usable slide set be developed for the teaching of observational techniques to the high school child care student? How could the improvement in observational techniques of the child care services student be evaluated? These questions were the bases for planning this study. Therefore, it was the purpose of this study to develop and test a teacher-made slide set, depicting children's behavior, to be used in training high school child care services students to objectively observe and record children's behavior, and to classify the children's behavior as to the area of development exemplified"--Introduction. / Typescript. / "March, 1976." / "Submitted to the Department of Home Economics Education in partial fulfillment of the requirements for the degree of Master of Science." / Advisor: Mary Lee Hurt, Professor Directing Paper. / Includes bibliographical references (leaf 44).

O absenteísmo tem se tornado problema crucial tanto para as organizações como para os administradores. Suas causas estão ligadas a múltiplos fatores, tornando-o complexo e de difícil gerenciamento. Absenteísmo é a ausência do trabalhador ao serviço, quando se esperava que ele estivesse presente. Na enfermagem, esse fenômeno vem preocupando os gerentes, uma vez que faltas freqüentes ao trabalho repercutem no quantitativo de recursos humanos, refletindo na qualidade da assistência prestada à clientela. Além disso, o absenteísmo constitui-se variável relevante quando se trata de dimensionar quadro de pessoal para os serviços. Este estudo foi desenvolvido com base no quadro conceitual desenvolvido por Gaidzinski (1998), no qual as ausências são classificadas em previstas e não previstas. Ausências previstas são aquelas de direito do trabalhador, podendo ser planejadas com antecedência como férias, folgas e feriados. As ausências não previstas são as que efetivamente caracterizam o absenteísmo, pelo seu caráter imprevisível, entre elas: faltas abonadas e injustificadas; licenças médicas; maternidade; paternidade; acidente de trabalho; outras licenças amparadas por lei e/ou de direito do servidor (nojo, gala, congresso). Trata-se de um estudo retrospectivo, exploratório e descritivo, com abordagem quantitativa cujos objetivos foram: mensurar o absenteísmo dos trabalhadores de enfermagem em uma Unidade Básica e Distrital de Saúde (UBDS) de um município de grande porte no interior paulista, no período de agosto de 1998 a julho de 2002; descrever a distribuição dos tipos de ausências não previstas desses trabalhadores. A população constituiu-se dos trabalhadores de enfermagem (enfermeiros, técnicos e auxiliares de enfermagem) que, no período estudado, encontravam-se alocados na UBDS selecionada para a investigação. Os dados relativos ao número de dias de ausências não previstas foram coletados junto à Divisão de Gerenciamento de Pessoal da Secretaria Municipal de Saúde e transcritos para uma planilha. Para o cálculo do Índice de Absenteísmo (IA), adotou-se equação proposta por Pavani (2000). O índice geral de absenteísmo encontrado foi de 6,61%, o que significa que do tempo total de trabalho esperado da equipe de enfermagem nos quatro anos, aproximadamente, 7% ficou comprometido devido às ausências não previstas. Em relação às categorias de trabalhadores, obteve-se 5,37% de absenteísmo para enfermeiros, 8,06% para técnicos e 6,82% para auxiliares de enfermagem.O tipo de ausência não prevista predominante foi a licença para tratamento de saúde com um percentual geral de 46,94%; sendo de 54,43%, 41,52% e 45,75% para enfermeiros, técnicos e auxiliares de enfermagem, respectivamente. Partindo da premissa de que é através do trabalho desenvolvido pelas pessoas que se alcançam os resultados propostos pela organização, neste caso, atender às necessidades de saúde da população, entende-se que o absenteísmo é essencialmente um problema de gestão e, neste sentido, cabe à gerência o acompanhamento e monitoramento da assiduidade de seus trabalhadores. / The absenteeism is becoming a crucial problem for organizations as well for managers. Its causes are linked to multiple factors and that is why it is so complex and difficult to manage. Absenteeism is the absence of workers, when they were expected to be present. In Nursing, this phenomenon is a concern for managers as the frequent absences affect the quantitative human resources, reflecting in the quality of the care provided to patients. In addition, absenteeism is a relevant variable in order to dimension the staff. This study was developed based on the Gaidzinski (1998) framework, in which the absences are classified as expected and non expected. The expected absences are the ones that can be planed before, such as leaves, vacations and holidays. The non expected absences are the ones that effectively characterize the absenteeism due to its non expected character, among them: non justified absences, medical leaves, family leaves, occupational accidents and other leaves that are included among the workers´ rights. This is a retrospective, exploratory and descriptive study based on a quantitative approach with the aims of: measuring the absenteeism among the nursing workers at a District Basic Health Unit of a large municipality in the state of São Paulo from August, 1998 to July, 2002; describing the types distribution of non-expected absences among these workers. The population was formed by nursing workers (nurses, nursing technicians and auxiliaries) that worked at the Unit in the above mentioned time period. Data related to the number of non expected absences were collected at the Human Resources Division of the Municipal Health Department and transcribed in a worksheet. To calculate the rate of absenteeism, the author adopted the equation proposed by Pavani (2000). The general rate of absenteeism was of 6.61%, meaning that from the total nursing team expected work in four years, approximately, 7% was impaired due to non expected absences. With respect to the categories of workers, 5.37% was the rate of absenteeism for nurses, 8.06% the rate for technicians and 6.83% for nursing auxiliaries. The predominant type of non expected absenteeism was the medical leave, representing 46.94% of the total; considering this leave, 54.43% was the rate for nurses, 41.42% for nursing technicians and 45.75% for nursing auxiliaries. Based on the idea that the organization achieves its goals through the work developed, in this case, to meet the population care needs, the absenteeism must be understood as a managerial problem and therefore, the managers must follow and monitor the diligence of their workers.

梁廣就 = A study of the turnover behavior in Hong Kong with special emphasis on female workers in the garment and electronics industries / Leung Kwong-chau. / 據手稿本複印. / 論文(社會學部碩士)--香港中文大學硏究院, 1984. / 參考文獻: leaves 260-266. / Liang Guangjiu = A study of the turnover behavior in Hong Kong with special emphasis on female workers in the garment and electronics industries / Leung Kwong-chau. / 鳴謝 --- p.I / 圖表目錄 --- p.III / Chapter 第一部份 --- 理論与方法 --- p.1 / Chapter 第一章 --- 導言：香港轉業行為的研究 --- p.3 / Chapter 第二章 --- 文獻參攷 --- p.11 / Chapter （一） --- 引言 --- p.11 / Chapter （二） --- 分析範圍 --- p.17 / Chapter （三） --- 有關女工的文献 --- p.34 / Chapter （四） --- 香港工人的轉業行為的文献 --- p.38 / Chapter （五） --- 小結 --- p.49 / Chapter 第三章 --- 香港製衣業和電子業的特點 --- p.51 / Chapter (一) --- 香港經濟結構的特點 --- p.51 / Chapter （二） --- 香港製衣業的特點 --- p.59 / Chapter （三） --- 香港電子業的特點 --- p.60 / Chapter （四） --- 小結 --- p.63 / Chapter 第四章 --- 研究方法 --- p.65 / Chapter （一） --- 引言 --- p.65 / Chapter (二) --- 訪問對象的選擇 --- p.69 / Chapter （三） --- 訪問過程 --- p.74 / Chapter （四） --- 小結 --- p.79 / Chapter 第五章 --- 訪問對象的特點簡介 --- p.82 / Chapter （一） --- 選擇製衣業和電子業女工的因由 --- p.82 / Chapter （二） --- 訪問對象的基本特點 --- p.84 / Chapter （三） --- 小結 --- p.95 / Chapter 第六章 --- 名詞界定 --- p.99 / Chapter （一） --- 轉業行為 --- p.99 / Chapter （二） --- 薪酬 --- p.101 / Chapter （三） --- 其他職業空缺的選擇機会 --- p.102 / Chapter 第二部份 --- 研究結果 --- p.105 / Chapter 第七章 --- 薪酬制度 --- p.107 / Chapter （一） --- 製衣業的薪酬制度 --- p.108 / Chapter （二） --- 電子業的薪酬制度 --- p.116 / Chapter （三） --- 製衣業工人与電子業工入的比較 --- p.124 / Chapter （四） --- 小結 --- p.146 / Chapter 第八章 --- 管理制度 / Chapter （一） --- 製衣業的管理制度 --- p.149 / Chapter (二) --- 電子業的管理制度 --- p.161 / Chapter （三） --- 小結 --- p.167 / Chapter 第九章 --- 家庭責任 / Chapter （一） --- 子女排行次序与家庭責任 --- p.170 / Chapter （二） --- 給家用的模式 --- p.170 / Chapter （三） --- 小結 --- p.203 / Chapter 第十章 --- 友儕群体及其他因素 --- p.205 / Chapter (一) --- 友儕群体 --- p.205 / Chapter （二） --- 可供選擇的外間職位空缺 --- p.212 / Chapter （三） --- 家庭与工廠的距離 --- p.215 / Chapter （四） --- 晉升 --- p.219 / Chapter （五） --- 半轉業 --- p.222 / Chapter （六） --- 短暫停工 --- p.226 / Chapter （七） --- 解僱 --- p.229 / Chapter 第十一章 --- 結論：香港轉業行為的成因 --- p.231 / Chapter （一） --- 研究結果撮要 --- p.231 / Chapter （二） --- 轉業行為的分析 --- p.237 / Chapter （三） --- 結論 --- p.244 / Chapter 附錄一 --- 訪問對象的一般資料 --- p.97 / Chapter 附錄二 --- 香港女工之轉業（問卷） --- p.249 / Chapter 附錄三 --- 問題大綱 --- p.253 / 參改書目 --- p.260

by Lam Shun, Tai Yuk-po. / Summary in Chinese. / Thesis (M.B.A.)--Chinese University of Hong Kong, 1980. / Bibliography: l. 94-95.

Ngai Sek Yum, Steven. / Thesis (Ph.D.)--Chinese University of Hong Kong, 1999. / Includes bibliographical references (p. 306-314). / Electronic reproduction. Hong Kong : Chinese University of Hong Kong, [2012] System requirements: Adobe Acrobat Reader. Available via World Wide Web. / Mode of access: World Wide Web. / Abstracts in English and Chinese.

In the media, rural migrants are often seen as a homogeneous social group, displaced from hometowns, economically marginalized, and deprived of urban citizenship. Anything but freedom characterizes their subjectivities. In recent years, however, migrant workers have played a leading role in urbanizing small towns and cities. My two-year ethnographic research closely documents the phenomenon of “double dwelling,” in which rural migrants settle into the rental housing of Beijing’s urban villages, on the one hand, but own empty houses in rural villages and counties, on the other. I employ the idea of dwelling to conceptualize the interrelationship between identity and place as well as existence and space. Rather than being static, floating, or unfinished, double dwelling is dynamic, restricted by the household registration (hukou) division but also continually remaking the rural-urban divide. It is rooted in various sites, neither here nor there but always here and there. Migrant workers create and search for the nature of dwelling. To doubly dwell is to build and rebuild identities and existence. The dissertation engages with the study of class politics by reconsidering the role of housing in class formation. On the one hand, home-making practices bring new opportunities to migrant workers. While in Beijing, the housing conditions of migrant workers suggest a common ground on which a new social class of migrant tenants may form. Also, “self-help urbanization” from below is marked by significant migrant homeownership. Thus, holding an urban hukou is not the only criterion for becoming urban. On the other hand, the dynamics of bottom-up urbanization and state-led urban policies reconstruct double dwelling. The government-directed urbanization programs imply a specific imaginary of urban lives that conflicts with migrants’ claim to the city. Urban policies may hold the process of proletarianization back. Lastly, I examine how the divergent even seemingly contradictory developments of class politics and urbanization are embodied in the freedom and resignation of migrant workers. A dialectical relationship between freedom and resignation, I argue, mirrors the tension between strong economic growth and tightening political control in China. I explore this relationship in migrants’ extended identities in the space of suspension, in their endeavor to build a community on bandit land, in the furnished but empty houses, in the reconciliation between migrant desire and the institutional barriers, and, lastly, in migrant aspirations for living at the center of the country yet in conflict with the state’s population control. Becoming urban is a process in which migrant workers come to terms with the bitter reality of society through strength and freedom.