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The purpose of this study was to explore the experiences of older working nurses and the reason they were still in the workforce while the majority of their cohort had exited from active nursing. New Zealand's legislative changes in the Human Rights Act, 1993 and the Employment Relations Act, 2000 makes it unlawful to discriminate on the grounds of age. In effect, this means the abolishment of mandatory retirement as the individual is now able to exit from the workforce by choice. For nurses the choice for exiting the workforce occurs noticeably in the 50-54 age group with further declines in subsequent years. This research study revealed a group of older nurses who valued autonomy in their nursing practice and valued the contribution they made as experienced practitioners in a variety of health sectors in the Waikato. As the demographic shift in New Zealand's population is towards older age groups and likely to require future nursing care, it becomes essential to retain experienced nurses in the workforce. This small scale qualitative study interviewed ten registered nurses over the age of 60 to discover how social life was constructed as they aged.

This study performed a literature review of five crossfields (economic, educational, medical, political, and socio-cultural) utilizing human resource development (HRD) models, tools, definitions, and theories to understand how the findings of HIV and AIDS impacts on Uganda can be managed with HRD importance to improve the workforce and decrease HIV and AIDS incidence and prevalence. The study concerns Uganda’s (1) HIV and AIDS history, (2) workforce demographics, (3) decentralized government for diffusion capabilities, (4) AIDS fundings, international nongovernmental organizations (INGOs), and their effectiveness, and (5) utilization of change agents to overcoming socio-cultural barriers in the prevention and treatment of HIV and AIDS. Human Resource Development (HRD) theories examined are Lewin Field Theory involving leadership identification characteristics as they interact with the group dynamics in force fields, Nadler’s Hierarchal Order for Training and Development, and Organizational Development in Systems, Swanson’s Systems Ringland, and Shoemaker’s Performance Improvement Performance Needs Model, Swanson and Holton’s Basic Human Resource Development Model, Kuhn’s use of paradigms, Dubin’s Theory Building Model, and The Body of Knowledge Model. Findings indicate ten major areas where the workforce could be improved and decreases in HIV and AIDS incidence and prevalence could occur. These areas are: (1) overcoming socio-cultural stigmas, (2) increased verifiable HIV testing and treatment, (3) HRD instructions, strategies, tools, and skills for training and development, organizational development, and cultural sensitivity for Westerners; (4) evaluation tools for measuring INGO activities: accountability needed, (5) implementation of the ABC Program transnationally, (6) advocacy for maintaining philanthropy, (7) building of infrastructures and schools - increasing teachers, managers, and engineers and apprenticeships, 8) empowering women and orphans with skills and education, (9) partnering resources and decision making amongst stakeholders and (10) outlining areas for further research.

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The purpose of this study was to conduct an analysis on ex post facto data of the federal grant supported Homeless Veterans Reintegration Program (HVRP) administered at Goodwill Industries of Lower South Carolina. Pre-existing data on variables such as performance goals, training activities, support services, and demographics from program years 2006-2008 were used as data sources for the study. A descriptive statistics method of program analysis was employed and results were used to determine if performance outcomes met initial performance goals. The results from the study revealed that in order to successfully reintegrate into the workforce, HVRP participants required basic employability and entry-level technical skills training, and access to support systems that would allow them to meet the needs of their families while they concentrated on gaining new competencies.

This dissertation proposes that Dr. Mary C. Gentilel's (1998) descriptive Reframing Diversity model provides for the development of a public sector diversity program. The Reframing Diversity model does not suggest that diversity programs conform to a "one-size-fits all" design. The dissertation applied the lenses (motivation, mindset, method, and measure) of Gentile's Reframing Diversity model to the Federal Deposit Insurance Corporation (FDIC) diversity program. The lenses of Gentile's model offer questions that are straightforward, easy to understand, and organizationally specific. Additionally, the project utilized the generally accepted approach for qualitative inquiry supported by Rubin and Rubin (1995) to develop an interview protocol for selected FDIC employees. The most salient characteristic of Gentile's model, the lenses, apply to any program regardless of the target audience. The lenses of Gentile's model are the architecture upon which a public sector organization could build a successful diversity program. The model's descriptive nature allows public organizations to develop diversity programs that are voluntary in nature; inclusive of its total employee population; and incorporated into its day-to-day activities. / Ph. D.