The manufacturing industry has reported gender equality issues, both in relation to the underrepresentation of female employees within the industry as a whole and in managerial positions as well as the abindant existence of gendered roles and stereotypes. As a result of gender inequalities, women employees face difficulties advancing in their career. The aim of this study is to seek an understanding of how organizarional culture creates gendered career by studying both barriers and enablers. The findings show that the organizational culture is influenced by a masculine ideal disfavoring women and thereby women's ability to have certain working roles and maintain a sustainable work life balance. Further, it is argued that the organizational culture puts pressure on women to conform to the existing culture that hinders women's  careers advancement and continues to promote the masculine ideal. Contributions are made by applying existing theories to a new case within the field attempting to contribute with new empirical data within the research field of gender equality and women's career advancement. / Tillverkningsindustrin har rapporterat om ej jämställda förhållanden mellan men och kvinnor, både när det kommer till underrepresentation av kvinnliga anställda inom industrin i sin helhet men även i chefspositioner samt förekomsten av stereotyper och könsroller. Detta resulterar i att kvinnliga anställda mäter svårigheter och utmaningar när det kommer till att avancera i karriären. Syftet med studien är att förstå hur organisationskultur skapar könad karriär genom att studera både barriärer och möjligheter. Resultaten visar att organisationskulturen är influerad av maskulinitetsideal och starkt könskodade roller och positioner vilket hindrar kvinnors möjlighet att ta sig an särskilda arbetstoller samt upprätthålla balans mellan arbetslivet och privatlivet. Vidare påvisar studien att organisationskulturen sätter press på kvinnor att anpassa sig till kulturen på arbetsplatsen vilket hindrar kvinnors karriärutveckling och fortsätter främja ett manligt ideal. Studien bidrar till tidigare forskning genom att tillämpa existerande teorier på ett nytt unikt fall samt bidtat den med nytt empiriskt material till forskningsområdet inom jämställdhet och kvinnors karriärvägar.

The purpose of this qualitative research study was to investigate the motivational factors that lead to faculty giving to their employing institutions. Giving practices in relation to the life experiences and independent influences of faculty members who were employed at Historically Black Colleges and Universities (HBCU) were examined. In addition this study contributes to the limited amount of literature provided on HBCUs institutional advancement offices as well as the effectiveness of their solicitation efforts as perceived by faculty members employed at the colleges and universities. Three research questions were considered in this study. First, what life experiences contribute to the predisposition of faculty donors in giving to their institutions? Second, what intrinsic motivational elements influence faculty donors to give to their employing institutions? Third, how are the strategies used to solicit funding from faculty related to giving? Basic interpretive qualitative methodology was used to analyze the data gathered from the research participants. In-depth interviews were conducted with seven faculty members employed at HBCUs in the southern region of the United States. It was determined that faculty members attribute their giving practices to many of their life experiences. Religious involvement, childhood experiences, and family history, were all discussed by faculty members as being instrumental to their giving habits. Participants also discussed the sense of community that is established at HBCUs as being inspirational in determining whether or not they gave of their time, talent, or financial resources. Responses to open-ended questions about the effectiveness of institutional advancement offices provided additional qualitative data that could be used by HBCUs to increase the amount of annual giving to the university.

Because philanthropic support from alumni and their families is an important source of revenue for American colleges and universities, identifying ways to connect with Chinese students and cultivate philanthropic support from their parents is an essential component of fundraising efforts. In this study, I explored how American university advancement officers could employ guanxi to cultivate relationships with Chinese parent donors in order to increase U.S. higher education philanthropy efforts. The concept of guanxi, an important aspect of building and sustaining relationships in China, served as the focus for understanding Chinese parents’ connections with their children’s American universities. I employed a qualitative collective case study design using purposeful criterion sampling and conducted research with seven participants. The research findings inform the practice of American university fundraising. The researcher generated specific strategies for American university development officers to build and cultivate guanxi with Chinese parents in order to receive more donations from them. Recommendations for further research are also provided.

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Objectives: To compare optical values in the osteotomy gap created after a Tibial Tuberosity Advancement (TTA) treated with autogenous cancellous bone graft (ACBG), extracorporeal shock wave therapy (ESWT), a combination of ACBG and ESWT, and absence of both ACBG and ESWT using densitometry. Methods: Dogs presenting for surgical repair of a cranial cruciate ligament rupture were randomly assigned to one of four groups; TTA with ACBG (TTA-G), TTA with ACBG and ESWT (TTA-GS), TTA with ESWT (TTA-S), and TTA with no additional therapy (TTA-O). Mediolateral radiographs at 0, 4 and 8 weeks after surgery were evaluated to compare healing of the osteotomy gap via densitometry. An analysis of variance (ANOVA) statistical analysis was used to compare the densitometric values between groups. Results: At 4 weeks after surgery, a significant difference in osteotomy gap density was noted between TTA-GS (8.4 millimeters of Aluminum equivalent [mmAleq]) and TTA-S (6.1mmAleq), and between TTA-GS (8.4 mmAleq) and TTA-O (6.4 mmAleq). There were no significant differences noted between groups at the 8 week recheck. Clinical Significance: There were no significant differences in the osteotomy gap density at 8 weeks after surgery regardless of the treatment modality used. The combination of ACBG and ESWT may lead to increased density of the osteotomy gap in the first 4 weeks after surgery. Densitometry using an aluminum step wedge is a feasible method for comparison of bone healing after TTA in dogs. / Master of Science

No / This chapter proposes the application of the people, context, deal and opportunities (PCDO) model to support entrepreneurship advancement in Africa. This proposal recognises patterns of conflicts and crises fuelled by both internal and external forces in some African countries, and that this pattern inhibits entrepreneurship advancement. However, undaunted by the seemingly unfavourable conditions, in 2013, African leaders set Africa on a 50-year journey towards an integrated, peaceful, progressive and prosperous Africa of the future in what is known as Agenda 2063. The proposal is anchored by Aspirations 4 and 6 of Agenda 2063, which propose that people, peaceful and secured environment are necessary for the achievement of the ‘Africa we want’, which arguably, will in turn promote entrepreneurship advancement in Africa. The chapter argues that reforms in the legal and institutional framework of the Africa Union (AU) should consider the application of the PCDO model to maximise opportunities for entrepreneurship development in Africa.