<p>The UN Convention on the Rights of Persons with Disabilities (CRPD) is the latest human rights treaty at the UN level. The process leading to the adoption called attention to the plight of persons with disabilities, and redefined approaches to issues of disability. Fundamentally, the CRPD embodies a paradigm shift in thinking about disability. It embraces the social model of disability, in terms of which disability is a function of the interaction between a person with impairment and his or her environment as opposed to an inherent limitation of functioning. The social model is, in turn, anchored in a human rights approach to disability. No doubt, the adoption of the CRPD triggered immense optimism for the realization of the rights of persons with disabilities. One of the rights recognised under the CRPD is the right to education. Article 24(1) of the CRPD recognises the right of persons with disabilities to education and sets out the aims of such education. Article 24(2) sets out a number of principles to guide the implementation of the right. These include: non-exclusion from the general education system including non-exclusion of children with disabilities from free and compulsory primary education / access to inclusive quality and free primary education on an equal basis with other children in the communities in which children with disabilities live / reasonable accommodation of a student&rsquo / s needs / provision of support necessary to facilitate effective education / and provision of individualised support measures in environments that maximise academic and social development of the students with disabilities. It is generally accepted that the right to education is one of the most essential rights, particularly in light of its empowerment function that helps to facilitate the exercise of other rights. The primary level of education has particularly attained global recognition and priority in resource allocation and implementation. Primary education contributes significantly to the maximum development of the full human potential of children. There are therefore differentiated obligations for the right to primary education in international human rights. Nevertheless, there are still significant barriers to access to primary education, particularly in the African region. While children with disabilities have been excluded from education for a long time the world over, their exclusion in the African context is particularly endemic. The core purpose of this thesis is to determine how article 24(2) of the CRPD affects or is likely to affect primary education of children with disabilities, particularly in the context of developing countries. The focus of the enquiry is mainly the law and policy in this regard. The subject spans three main spheres of rights: children&rsquo / s rights, socioeconomic rights (particularly the right to education), and finally disability rights. Children&rsquo / s rights, especially since the adoption of the Convention on the Rights of the Child (CRC), are generally accepted. The right to education also has a long standing history, and whereas debate regarding the appropriate approaches to its implementation still abides, there is apparent normative and jurisprudential consensus on some aspects thereof, particularly at the primary education level. It is essential to determine the relational framework of these spheres with the disability rights established under the CRPD. The thesis finds that the CRPD does in fact redefine the parameters of the right to education as previously understood in international human rights instruments. Particularly, the expanded aims of education under article 24 call for education systems that recognise non-academic learning, such as the development of the talents or creativity of the learner. This provision is particularly significant to the child with disabilities. Also, while not establishing an entirely new right, the principles under article 24(2) establish actionable sub-entitlements that enhance the justiciability right to education for children with disabilities. However, it is apparent from the comparative studies that it is the implementation of these provisions that presents the greatest challenge for the realisation of primary education for children with disabilities. This suggests that whereas norm creation as under the CRPD may have the value of triggering and sustaining discourse on appropriate responses in the context of the education of children with disabilities, it is the translation of these norms into practical action points that is the determining factor for realization of the right.</p>

The South African hospitality industry, and more specifically the accommodation sector, is a booming industry within South African Tourism. Annually thousands of tourists, nationally and internationally, come to stay in accommodation establishments which offer a variety of services to guests (South Africa, 2009:499). What differentiates one accommodation establishment from another is the type and quality of service offered to guests. This service offered to guests can only be generated by manual labour, namely by employees. Front Office Employees in particular have direct and continual interaction with guests; Front Office Employees deliver the services required by guests and ultimately determine the satisfaction experienced by guests. A well–known saying goes "Happy workers make happy customers". The core of this saying is therefore that Front Office Employees, who experience a Quality of Work Life, will ultimately deliver exceptional service and lead the accommodation establishment to be more productive and more profitable. Quality of Work Life comprises a variety of life domains which need to be satisfied and fulfilled to result in an employer being happy. These life domains include Health and safety, Economic and family issues, Social issues, Esteem issues, Actualisation issues, Knowledge issues, Creativity and aesthetic issues, Feelings about the establishment, Management and Leisure issues. Satisfaction with these various life domains will therefore lead to a good Quality of Work Life and overall good Quality of Life being experienced. However, few studies have been conducted on the Quality of Work Life experienced within accommodation establishments and more specifically that of Front Office Employees. When employees experience a good Quality of Work Life, the accommodation establishment can expect various long–term advantages, such as higher employee productivity, lower turnover and absenteeism, increased loyalty and commitment towards the establishment and increased overall profitability. Hence in order to ensure accommodation establishments deliver excellent quality service to their guests and fulfil their needs entirely, it is essential to better understand the Front Office Employees who directly deal with the guests. This understanding can be gained by obtaining a clearer understanding of how Front Office Employees experience Quality of Work Life and the various life domains they are not satisfied with. By developing an in–depth knowledge of the Front Office Employee and how satisfied they are with their Quality of Work Life, greater satisfaction can be ensured, which will ultimately lead to the accommodation establishment being more productive and more profitable. The main goal of this study was to determine whether Front Office Employees are satisfied with their overall Quality of Work Life. In order to achieve this goal, the study comprises two articles. The research underpinning both of the articles was conducted at a specific South African resort group in June 2009 and a specific hotel group of South Africa in March 2010. A self–administrated questionnaire was distributed to the various units, according to an availability sampling method which focuses on respondents available and willing to fill in the questionnaire. A total of two hundred and ninety two (292) questionnaires were completed during the survey. From these questionnaires, data were obtained and results analysed. The first article was titled "Quality of Work Life: a comparative study of a resort group and hotel group Front Office Employees". The main purpose of this article was to determine whether Front Office Employees in the hotel group experience the same degree of Quality of Work Life as the resort group Front Office Employees. This article highlighted the importance of Front Office Employees, since they are the first and continual contact guests have with an accommodation establishment. These Front Office Employees therefore determine the type of service experienced by guests and the satisfaction they derive from it. In order for Front Office Employees to deliver quality service, the Front Office Employees should experience a Quality of Work Life. To achieve the objectives of this article, a Confirmatory Factor Analysis was first done to confirm the various life domains of Quality of Work Life as well as the various mean readings for each life domain. In addition to this, an independent t–test was performed to compare the Front Office Employees of the hotel group, with the resort group Front Office Employees with regard to how they experience their Quality of Work Life. The practical significance of the various life domains was determined in practice, by looking at the Cohen d–value. By means of the Confirmatory Factor Analysis it was determined that each life domain consisted of certain factors, ultimately leading to the concept of Quality of Work Life. With the comparison drawn between the hotel group Front Office Employees and the resort group Front Office Employees can it be accepted that the hotel group Front Office Employees are more satisfied with their Quality of Work Life than is the case with the resort group Front Office Employees. The life domains identified as having a practical visible difference effect in practice were determined. These results can therefore be utilized by human resource managers in accommodation establishments as areas on which to focus in order to improve the Quality of Work Life offered to Front Office Employees and thus the quality of service rendered to guests, which would then inevitably have an impact on the profitability of the establishment. The second article was titled "The effect of leisure life of hotel group Front Office Employees on their Quality of Work Life." The main purpose of this article was to determine the overall effect of leisure life, which is classified as one of the life domains of Quality of Work Life, on the various other life domains of Quality of Work Life. The life domain Leisure life had two factors which were identified by a confirmatory factor analysis. Once the factors had been confirmed, the relationship between Leisure life and the various other life domains were determined. The results of this research revealed that there is a relationship between leisure life and the other various life domains constituting Quality of Work Life. Hence the results are imperative for human resource managers of accommodation establishments, as the importance of leisure in Front Office Employees' lives as well as the various other life domains on which it has an impact have been indicated. Overall, the research revealed that Front Office Employees of the hotel group are more satisfied with their Quality of Work Life than is the case with the Front Office Employees of the resort group. Furthermore, the importance of Front Office Employees' leisure life was indicated by the relationship it has with the various other life domains, ultimately leading to a Quality of Work Life. This newly obtained knowledge of Front Office Employees of accommodation establishments can be applied by human resource managers in an effort to ensure that these employees experience a good Quality of Work Life which will lead the accommodation establishment to be more productive, efficient and profitable due to happier employees. / Thesis (M.A. (Tourism))--North-West University, Potchefstroom Campus, 2011.

The Canadian population is aging, as is the Canadian workforce. Today, four generations find themselves cohabiting in the workforce together. This may have an impact on workplace collaboration and communication, as both of these processes are influenced by group perceptions. Academic research has focused upon workplace interactions mainly from a younger worker’s perspective; hence, the older worker’s voice has been overlooked. The objective of this study is thereby from an older worker’s perspective, to understand how generations perceive each other in the workplace, and further, understand how these perceptions influence intergenerational communication and collaboration. To do so, we have relied upon Communication Accommodation Theory and Social Identity Theory, and have conducted a survey to measure the influence of ageist stereotypes on communication and its accommodation, in addition to such influences on knowledge transfer. Theoretical and practical implications are discussed.

The South African hospitality industry, and more specifically the accommodation sector, is a booming industry within South African Tourism. Annually thousands of tourists, nationally and internationally, come to stay in accommodation establishments which offer a variety of services to guests (South Africa, 2009:499). What differentiates one accommodation establishment from another is the type and quality of service offered to guests. This service offered to guests can only be generated by manual labour, namely by employees. Front Office Employees in particular have direct and continual interaction with guests; Front Office Employees deliver the services required by guests and ultimately determine the satisfaction experienced by guests. A well–known saying goes "Happy workers make happy customers". The core of this saying is therefore that Front Office Employees, who experience a Quality of Work Life, will ultimately deliver exceptional service and lead the accommodation establishment to be more productive and more profitable. Quality of Work Life comprises a variety of life domains which need to be satisfied and fulfilled to result in an employer being happy. These life domains include Health and safety, Economic and family issues, Social issues, Esteem issues, Actualisation issues, Knowledge issues, Creativity and aesthetic issues, Feelings about the establishment, Management and Leisure issues. Satisfaction with these various life domains will therefore lead to a good Quality of Work Life and overall good Quality of Life being experienced. However, few studies have been conducted on the Quality of Work Life experienced within accommodation establishments and more specifically that of Front Office Employees. When employees experience a good Quality of Work Life, the accommodation establishment can expect various long–term advantages, such as higher employee productivity, lower turnover and absenteeism, increased loyalty and commitment towards the establishment and increased overall profitability. Hence in order to ensure accommodation establishments deliver excellent quality service to their guests and fulfil their needs entirely, it is essential to better understand the Front Office Employees who directly deal with the guests. This understanding can be gained by obtaining a clearer understanding of how Front Office Employees experience Quality of Work Life and the various life domains they are not satisfied with. By developing an in–depth knowledge of the Front Office Employee and how satisfied they are with their Quality of Work Life, greater satisfaction can be ensured, which will ultimately lead to the accommodation establishment being more productive and more profitable. The main goal of this study was to determine whether Front Office Employees are satisfied with their overall Quality of Work Life. In order to achieve this goal, the study comprises two articles. The research underpinning both of the articles was conducted at a specific South African resort group in June 2009 and a specific hotel group of South Africa in March 2010. A self–administrated questionnaire was distributed to the various units, according to an availability sampling method which focuses on respondents available and willing to fill in the questionnaire. A total of two hundred and ninety two (292) questionnaires were completed during the survey. From these questionnaires, data were obtained and results analysed. The first article was titled "Quality of Work Life: a comparative study of a resort group and hotel group Front Office Employees". The main purpose of this article was to determine whether Front Office Employees in the hotel group experience the same degree of Quality of Work Life as the resort group Front Office Employees. This article highlighted the importance of Front Office Employees, since they are the first and continual contact guests have with an accommodation establishment. These Front Office Employees therefore determine the type of service experienced by guests and the satisfaction they derive from it. In order for Front Office Employees to deliver quality service, the Front Office Employees should experience a Quality of Work Life. To achieve the objectives of this article, a Confirmatory Factor Analysis was first done to confirm the various life domains of Quality of Work Life as well as the various mean readings for each life domain. In addition to this, an independent t–test was performed to compare the Front Office Employees of the hotel group, with the resort group Front Office Employees with regard to how they experience their Quality of Work Life. The practical significance of the various life domains was determined in practice, by looking at the Cohen d–value. By means of the Confirmatory Factor Analysis it was determined that each life domain consisted of certain factors, ultimately leading to the concept of Quality of Work Life. With the comparison drawn between the hotel group Front Office Employees and the resort group Front Office Employees can it be accepted that the hotel group Front Office Employees are more satisfied with their Quality of Work Life than is the case with the resort group Front Office Employees. The life domains identified as having a practical visible difference effect in practice were determined. These results can therefore be utilized by human resource managers in accommodation establishments as areas on which to focus in order to improve the Quality of Work Life offered to Front Office Employees and thus the quality of service rendered to guests, which would then inevitably have an impact on the profitability of the establishment. The second article was titled "The effect of leisure life of hotel group Front Office Employees on their Quality of Work Life." The main purpose of this article was to determine the overall effect of leisure life, which is classified as one of the life domains of Quality of Work Life, on the various other life domains of Quality of Work Life. The life domain Leisure life had two factors which were identified by a confirmatory factor analysis. Once the factors had been confirmed, the relationship between Leisure life and the various other life domains were determined. The results of this research revealed that there is a relationship between leisure life and the other various life domains constituting Quality of Work Life. Hence the results are imperative for human resource managers of accommodation establishments, as the importance of leisure in Front Office Employees' lives as well as the various other life domains on which it has an impact have been indicated. Overall, the research revealed that Front Office Employees of the hotel group are more satisfied with their Quality of Work Life than is the case with the Front Office Employees of the resort group. Furthermore, the importance of Front Office Employees' leisure life was indicated by the relationship it has with the various other life domains, ultimately leading to a Quality of Work Life. This newly obtained knowledge of Front Office Employees of accommodation establishments can be applied by human resource managers in an effort to ensure that these employees experience a good Quality of Work Life which will lead the accommodation establishment to be more productive, efficient and profitable due to happier employees. / Thesis (M.A. (Tourism))--North-West University, Potchefstroom Campus, 2011.

Bakgrunn og hensikt: Studien setter fokus på miljørettet helseverns tilsynsrolle rettet mot psykososiale forhold i norske asylmottak med langtidsopphold. Hensikten var å belyse hvordan de profesjonelle tilsynsutøvere i kommunene ser på dagens tilsynspraksis og i hvilken grad de mener at den er i tråd med lovgivningens intensjoner. Studien søker dessuten å avdekke om tilgjengelige ressurser, lovverk, veiledere og rammebetingelser er tilstrekkelige, og hvilken betydning dette har for kvaliteten på tilsynet. Metode: Tversnittsstudie med strukturerte telefonintervjuer av 82 personer motsvarende 48,8% avdet mulige antallet fagpersoner fra norske kommuner, basert på et spørreskjema med 28 spørsmål med oppsatte svaralternativer og to åpne spørsmål. Data ble analysert med deskriptiv statistikk ogkvalitativ innholdsanalyse. Resultater: Ansatte som driver tilsyn etter forskrift for Miljørettet helsevern i dag opplever at de i for stor grad utøver et skjønnsbasert tilsyn, og etterlyser bedre retningslinjer og tydeligere krav i lover og veiledere. Videre etterlyses mer kunnskap direkte rettet mot psykososiale forhold i mottak, kurs og opplæring og bedre rammer for å kunne gjennomføre et forsvarlig tilsyn. Tettere og mer tverrfaglig samarbeid med helsefaglig personell og UDI, samt interkommunal organisering, sees på som en styrke for å bedre kvaliteten på tilsynene. Konklusjon: Dårlige boforhold (enkel standard), lang oppholdstid og lediggang/passifisering synes å være de største utfordringene for det psykososiale miljøet i mottakene. De viktigste tiltakene for å bedre kvaliteten på tilsynet synes å være økt kunnskap på feltet spesielt rettet inn mot psykososialeforhold, tydeligere krav og retningslinjer i lover og forskrift, og større grad av samarbeid på tvers avfagområder for å imøtekomme behovene til en utsatt gruppe mennesker/beboere i mottak. / Background and objectives: This study focuses on the supervision of environmental andpsychosocial conditions in Norwegian accommodation centers for asylum seekers with long-term residence. We aimed to examine how professionals from the communities view current practice andto what extent they consider it compliant with legislative intentions. We further aimed to explore the sufficiency of available resources, guidelines, and conditions, and to determine their effect on the quality of the supervision. Methods: This cross-sectional study used structured telephone interviews with 82 persons, a number that corresponds to 48.8% of the total number of professionals in Norwegian communities, based ona questionnaire comprising 28 closed and 2 open questions. Data was analyzed using descriptive statistics and qualitative content analysis. Results: Employees who currently oversee regulations for environmental health reported too muchdiscretion-based supervision. They called for better policies and clearer requirements in laws an dsupervisors, respectively. Furthermore they announced more knowledge directly aimed at psychosocial factors in reception, and more focus from central government on courses and trainingand better facilities to carry out a proper inspection. Respondents viewed closer and more interdisciplinary collaboration with health professionals and immigration authorities, as well as intermunicipal organizations, as a force for improving the quality of inspections. Conclusions: Evidence suggests that poor housing conditions, long-term residence, andidleness/pacification comprise the largest challenges for the psychosocial environment in asylum centers. The most important measures for improving the quality of supervision likely requireincreased knowledge in the field, especially regarding psychosocial factors; clearer requirements;legal and regulatory guidelines; and greater cross-discipline collaboration to fulfill the needs of a vulnerable group of people/residents in reception / <p>ISBN 978-91-982282-9-8</p>

No description available.

Against the background of the global demographic shift towards an aging workforce and its impacts on the labour market and the economy in industrialized societies, this dissertation pinpoints six salient challenges for future litigation and policy-making in the area of labour and employment discrimination law. These include the global tendency towards abolishing mandatory retirement and increasing the eligibility age for pension benefits; legislative age-based distinctions; cost as a justification for age discrimination; performance appraisals of senior workers; and the duty to accommodate senior workers. At the core of each challenge lies a normative question regarding our conception of senior workers’ right to age equality, its importance and relative weight compared with other rights and interests. The aim of this dissertation is therefore to critically review the current understanding of this right and its moral and economic underpinning. Most notably, the dissertation contends that the prevailing conception of equality assessment (the Complete Lives Approach to equality), according to which equality should be assessed based on a comparison of the total share of resources obtained by individuals over a lifetime, has substantial implications for age discrimination discourse. As it uncovers the numerous difficulties with the complete lives approach, the dissertation develops an alternative: the Dignified Lives Approach to equality, according to which an individual should be treated with equal concern and respect, at any particular time and regardless of any comparison. The dissertation then articulates five essential principles founded in Dworkin’s notion of equal concern and respect: the principle of individual assessment, the principle of equal influence, the principle of sufficiency, the principle of social inclusion, and the principle of autonomy. When one of these principles is not respected at any particular time, a wrong is done, and the right to equality is violated. Next, the dissertation elucidates when and why unequal treatment of senior workers based on age does not respect each of these five principles and therefore constitutes unjust age discrimination. It demonstrates that senior workers’ right to age equality is a fundamental human right. Finally, it examines the above-mentioned challenges through the lens of the new Dignified Lives approach.

Against the background of the global demographic shift towards an aging workforce and its impacts on the labour market and the economy in industrialized societies, this dissertation pinpoints six salient challenges for future litigation and policy-making in the area of labour and employment discrimination law. These include the global tendency towards abolishing mandatory retirement and increasing the eligibility age for pension benefits; legislative age-based distinctions; cost as a justification for age discrimination; performance appraisals of senior workers; and the duty to accommodate senior workers. At the core of each challenge lies a normative question regarding our conception of senior workers’ right to age equality, its importance and relative weight compared with other rights and interests. The aim of this dissertation is therefore to critically review the current understanding of this right and its moral and economic underpinning. Most notably, the dissertation contends that the prevailing conception of equality assessment (the Complete Lives Approach to equality), according to which equality should be assessed based on a comparison of the total share of resources obtained by individuals over a lifetime, has substantial implications for age discrimination discourse. As it uncovers the numerous difficulties with the complete lives approach, the dissertation develops an alternative: the Dignified Lives Approach to equality, according to which an individual should be treated with equal concern and respect, at any particular time and regardless of any comparison. The dissertation then articulates five essential principles founded in Dworkin’s notion of equal concern and respect: the principle of individual assessment, the principle of equal influence, the principle of sufficiency, the principle of social inclusion, and the principle of autonomy. When one of these principles is not respected at any particular time, a wrong is done, and the right to equality is violated. Next, the dissertation elucidates when and why unequal treatment of senior workers based on age does not respect each of these five principles and therefore constitutes unjust age discrimination. It demonstrates that senior workers’ right to age equality is a fundamental human right. Finally, it examines the above-mentioned challenges through the lens of the new Dignified Lives approach.

In this dissertation, I deal with the problem of presupposition projection. I mostly focus on compound sentences composed of two clauses and conditional sentences in which the second clause carries a presupposition. The central claim is that the presupposition carried by the second clause projects by default, with the exception of cases in which the presupposition entails the first clause (or, in disjunctive sentences, the negation of the first clause). In the latter cases, the presupposition should not project, since it is logically stronger than the first clause (or its negation). Thus, in conjunctions, if the presupposition projected, the speaker’s assertion of the first clause would be uninformative. As for conditionals and disjunctions, if the presupposition projected, the speaker would show inconsistency in his/her beliefs by showing uncertainty about the truth value of the first clause (or its negation). I argue that, in conditionals, this uncertainty is conversationally implicated whereas, in disjunctions, it results from the context’s compatibility with the first disjunct. I maintain that, in cases where projection is blocked, the presupposition is conditionalized to the first clause (or its negation). I demonstrate that the conditionalization is motivated in a straightforward way by the pragmatic constraints on projection just described and that, contrary to what is defended by the so-called ‘satisfaction theory’, presupposition conditionalization is a phenomenon independent from local satisfaction. / En esta tesis, trato el problema de la proyección de presuposiciones. Me centro mayoritariamente en oraciones compuestas de dos cláusulas y en oraciones condicionales cuya segunda cláusula contiene una presuposición. El argumento central es que la presuposición contenida en la segunda cláusula proyecta por defecto, con la excepción de casos en los que la presuposición entraña la primera cláusula (o, en las oraciones disyuntivas, la negación de la primera cláusula). En estos últimos casos, la presuposición no debería proyectar, puesto que es lógicamente más fuerte que la primera cláusula (o su negación). Por tanto, en las oraciones conjuntivas, si la presuposición proyectase, la aseveración de la primera cláusula por parte del hablante no sería informativa. En cuanto a las oraciones condicionales y disyuntivas, si la presuposición projectase, el hablante mostraría inconsistencia en sus creencias al mostrar incertidumbre acerca del valor de verdad de la primera cláusula (o su negación). Sostengo que, en oraciones condicionales, esta incertidumbre es implicada conversacionalmente mientras que, en las oraciones disyuntivas, resulta de la compatibilidad contextual de la primera cláusula. Mantengo que, en casos en los que la proyección es bloqueada, la presuposición es condicionalizada a la primera cláusula (o su negación). Demuestro que la condicionalización es motivada de manera directa por las restricciones de tipo pragmático descritas arriba y que, contrariamente a la idea defendida por la así llamada ‘teoría de la satisfacción’, la condicionalización de la presuposición es un fenómeno independiente de la satisfacción local de la misma.

The work presented in the thesis concerns the design and development of a novel thruster fault diagnosis and accommodation system (PDAS) for overactuated, open-frame underwater vehicles. The remotely operated vehicles (ROVs) considered in this thesis have four thrusters for motion in the horizontal plane with three controllable degrees of freedom (DoF). Due to the redundancy resulting from this configuration, for the case of a partial fault or a total fault in a single thruster it is possible to reallocate control among operable thrusters in order that the ROV pilot is able to maintain control of the faulty ROV and to continue with missions. The proposed PDAS consists of two subsystems: a fault diagnosis subsystem (FDS) and a fault accommodation subsystem (FAS). The FDS uses fault detector units to monitor thruster states. Robust and reliable interrogation of thruster states, and subsequent identification of faults, is accomplished using methods based on the integration of selforganising maps and fuzzy logic clustering. The FAS uses information provided by the FDS to perform an appropriate redistribution of thruster demands in order to accommodate faults. The FAS uses a hybrid approach for control allocation, which integrates the pseudoinverse method and the fixed-point iterations method. A control energy cost function is used as the optimisation criteria. In fault-free and faulty cases the FAS finds the optimal solution, which minimises this criteria. The concept of feasible region is developed in order to visualise thruster velocity saturation bounds. The PDAS provides a dynamic update of saturation bounds using a complex three-dimensional visualisation of the feasible region (attainable command set), such that the ROV pilot is informed with the effects of thruster fault accommodation, incorporated in the new shape of the attainable command set. In this way the ROV pilot can easy adapt to newly created changes and continue the mission in the presence of a fault. The prototype of the PDAS was developed in the MATLAB environment as a Simulink model, which includes a nonlinear model of an ROV with 6 DOF, propulsion system and a hand control unit. The hand control unit was simulated in hardware using a joystick as input device to generate command signals. Different fault conditions are simulated in order to investigate the performance of the PDAS. A virtual underwater world was developed, which enabled tuning, testing and evaluation of the PDAS using simulations of two underwater vehicles (FALCON, Seaeye Marine Ltd. and URIS, University of Girona) in a 'realistic' underwater environment. The performance of the PDAS was demonstrated and evaluated via tank trials of the FALCON ROV in QinetiQ Ocean Basin Tank at Haslar, where the existing control software was enhanced with the PDAS algorithm. The results of real-world experiments confirmed the effectiveness of the PDAS in maintaining vehicle manoeuvrability and in preserving the vehicle mission in the presence of thruster faults.