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A research report submitted to the Faculty of Management, University of the Witwatersrand, Johannesburg, in partial fulfilment of the requirements for the degree of Master of Management. Johannesburg, January 1994. / The purpose of this study was to identify the factorS involved in the process of Human Resource policy formulation and implementation as well as to determine who the stakeholders are and to what extent they are consulted in the process. A further objective of this exploratory research was to gather empirical date that would serve as the basis for the development of a generic human resource policy formUlation and implementation model. [Abbreviated Abstract. Open document to view full version] / AC2017

A research report submitted to the Faculty of Commerce, Law and Management, University of the Witwatersrand, in partial fulfilment of the requirements for the degree of Master of Management in Entrepreneurship and New Venture Creation. Johannesburg, 2017 / The Broad-Based Black Economic Empowerment’s (BBBEE’s) enterprise development practice is one of the tools employed by the South African government in an attempt to redress the country’s past economic injustices that are a result of apartheid’s discriminatory economic segregationist policies. This research undertook to study the perceptual impact of BBBEE’s enterprise development in mining communities, by focusing on black entrepreneurs and the support they receive from mining companies – or lack thereof – according to the BBBEE’s codes of good conduct. The support that mining companies provide to mining community entrepreneurs could have come in the form of, inter alia,business funding, business incubation, granting guarantees for business loans and business coaching. The study took apositivist approach with data collected using aquestionnaire. The research findings indicate that mining community entrepreneurs do not feel that mining companies provide business support, therefore leading to the conclusion that BBBEE’s enterprise development does not fulfil its objective of redressing South Africa’s past economic injustices by supporting black entrepreneurs. The research took a positivist paradigm in that data collection was quantitative. A positivist approach is viewed as a scientific, rational and empirical way of gathering data that is in turn used in knowledge construction (Ryan, 2006). The research design was cross-sectional because the researcher intended to study the perceptual impact of enterprise development on mining communities over a long time without having to make observations over many years. A cross-sectional study is the observation of subjects at one stage of an external intervention process to determine the impact of, for example, intervention by a third party or exposure to a third party. The population involved in this study was made up of black male and female entrepreneurs 18 years old or older, from three mining towns situated in following three provinces: Mpumalanga, Gauteng and the North West province. The research instrument was research questionnaire in the form of a five-point Likert scale. The limitation in this study was the limited population sample of 127 respondents from only three provinces, as they can’t be representative of the entire South African mining communities’ population. / MT2017

[pt] O objetivo desta tese de doutorado é analisar, nas construções discursivas dos docentes do CEFET/RJ, como o estigma de cotista é criado, negociado ou desafiado pelos integrantes da instituição. Para dar conta da articulação entre os conceitos propostos na pesquisa e o objetivo principal, esta proposta geral se desdobrou em questões específicas sobre: quais recursos lexicogramaticais e discursivos, nas narrativas docentes, se relacionam ao estigma das cotas e os negociam; a quais sistemas de coerência os docentes se afiliam; e quais estratégias retóricas os docentes utilizam para criação, manipulação, manutenção, resistência, subversão, etc. dos sistemas de coerência sobre cotas. Para tanto, a arquitetura teórica desta tese foi baseada na noção de estigma (GOFFMAN, 1988), que orienta esta pesquisa de maneira geral, e apoiada discursivamente na análise de narrativa (LABOV, 1972) combinada à análise crítica do discurso, pelo viés das estratégias retóricas descritas por Ruth Wodak e colaboradores (2009). Ao realizar as análises, foi utilizado o suporte instrumental da Linguística Sistêmico-Funcional (HALLIDAY, 1985) por meio da noção de multifuncionalidade, (REZENDE e RAMALHO, 2006) e do Sistema de Avaliatividade (MARTIN; WHITE, 2005; NÓBREGA, 2009; WHITE, 2004), de modo que as estratégias de Wodak e colaboradores. fossem entrelaçadas, para o embasamento das descrições, aos itens lexicogramaticais de avaliação identificados nas narrativas. Ao final das análises, foi possível identificar o sistema de coerência da meritocracia, representado especificamente nas metáforas de esforço individual, de escada para o sucesso e posse das vagas públicas a determinado setor da sociedade, no qual não se encontram os próprios cotistas. Esse sistema apareceu por intermédio dos itens lexicogramaticais de avaliação, que são índices textuais de uma série de expectativas, pressuposições e preconceitos que instanciam os estigmas para os alunos que acessam o CEFET/RJ pela política de cotas. Entender como esses estigmas são criados é relevante não só para a instituição estudada em si, mas para a sociedade em geral. O Discurso presente nas narrativas sobre cotas deslegitima a política de cotas como um todo no Brasil, mitigando a força e a importância das políticas afirmativas brasileiras, especialmente no cenário político atual. Por esse motivo, os resultados desta tese são fundamentais para se repensar o engajamento no caminho das cotas no Brasil. / [en] The objective of this doctoral thesis is to analyze, in the discursive constructions of CEFET / RJ professors, how the stigma of quota holder is created, negotiated or challenged by the members of the institution. In order to accomplish the articulation between the concepts proposed in the research and the main objective, this general proposal unfolded in specific questions about which grammatical and linguistic lexical resources, in the teaching narratives, are related to the stigmas of quotas and negotiate them; to which systems of coherence the teachers are affiliated to; and what rhetorical strategies teachers use for creation, manipulation, maintenance, resistance, subversion, etc. of quota coherence systems. To this end, the theoretical architecture of this thesis is based on the notion of stigma (GOFFMAN, 1988), that guides this research in a general manner, and discursively supported in the narrative analysis (LABOV, 1972) combined with critical discourse analysis, through the rhetorical strategy bias described by Wodak et al. (2009). When performing the analyses, the instrumental support of Systemic Functional Linguistics (HALLIDAY, 1985) was used, through the notion of multifunctionality (REZENDE e RAMALHO, 2006), and the Evaluative System (MARTIN; WHITE, 2005; WHITE, 2004; NÓBREGA, 2009) so that the strategies of Wodak et al. (2009) were intertwined, to build the basis of the descriptions, with the lexicogrammatical evaluation items identified in the narratives. At the end of the analyses, it was possible to identify the meritocracy coherence system, specifically the aspect that brings metaphors of individual effort, climbing the ladder to success and possession of public vacancies to a certain sector of society other than where the quota students themselves are. This system appeared through lexicogrammatical evaluation items that are textual indices of a series of expectations, assumptions and prejudices that instantiate the stigmas for students who access CEFET/RJ using quota policy. To comprehend how these stigmas are created is relevant not only to the institution in question, but to the society in general. The Discourse present in the narratives about quotas delegitimizes the whole quota policy in Brazil, mitigating the strength and the importance of Brazilian affirmative policies, especially in the current political scenario. For this reason, the results of this thesis are fundamental to rethink the engagement on the path of quotas in Brazil.

Since the early 20th century, Jews promoted civil rights for Black Americans in law, society, and employment. The Jewish hand of friendship developed into a natural alliance of African-American and Jewish leaders committed to racial equality that blossomed in the 1950s and 1960s and culminated with the passage of the Civil Rights Act and the Voting Rights Act. Despite their long term mutual efforts towards racial equality, the Black-Jewish Alliance faltered after Jews and Blacks cooperated to achieve these victories, and their alliance lay in ruins by the late 1960s and early 1970s. The Black-Jewish Alliance began to wane as government institutionalized racial preferences in education and employment. While observers argue affirmative action ended these communities' cooperation, government-mandated racial preferences merely highlighted the underlying cause of the disintegration of Black-Jewish Alliance: the transformation of Jewish American identity from racial minority to "white ethnic." The Jewish racial transformation-a gradual shift in their association with ethnic communities-augmented racial disputes between Blacks and Jews. As Jewish identity shifted from perceived racial minority to American white ethnicity, the Black-Jewish racial fault line shook along the fronts of Black Nationalism and neoconservatism. These racial cleavages-spurred by the fluidity of Jewish ethnic identity-highlighted divergent Black and Jewish conceptions of the meaning and purpose of civil rights. The chasm separating Black and Jewish conceptions of civil rights manifested itself in the 1970s when the champions of racial equality advocated competing sides of a still contentious philosophical war fought on the battlefields of the U.S. Supreme Court in University of California Regents v. Bakke (1978) and DeFunis v. Odegaard (1974).

[pt] O objetivo deste trabalho é analisar a trajetória das ex-alunas do Pré-Vestibular Comunitário São Luiz Rei de França (PVCSLR) a partir do momento em que ocorreu a formação dessas em um curso de nível superior, e de que forma o Pré-vestibular Comunitário contribuiu para que ocorresse, não somente o ingresso no espaço universitário, mas também mudanças efetivas na vida dessas mulheres. Partiu-se do pressuposto, de que o (PVCSLRF) foi de extrema importância para que houvesse uma real transformação na vida das ex-alunas, levando em consideração que todas elas são oriundas das favelas localizadas no bairro de Costa Barros (Morro da Pedreira, Morro do Lagartixa, Morro do Chapadão, dentre outros), que é uma localidade com alto índice de violência, pobreza e desigualdade social. O PVCSLRF também tem como base a Igreja Católica, sendo seus fundadores e Coordenadores todos membros ativos da Paróquia São Luiz Rei de França, situada em Costa Barros, bairro do subúrbio do Rio de janeiro, durante seu período de exercício, que ocorreu entre os anos de 2005 a 2010. Para alcançar o objetivo proposto por esse estudo - e com base na pesquisa de campo - optou-se como metodologia a utilização da pesquisa qualitativa. Para coleta de dados, optou-se pela aplicação de entrevista junto as ex-alunas, isto é, sete (7) mulheres que participaram das aulas do PVCSLRF, durante os anos em que o mesmo esteve ativo. Com base no momento em que estamos vivendo, devido à pandemia do novo Coronavírus, optamos fazer contato com as ex-alunas por meio de telefone e internet e realizar todas as entrevistas por chamada de vídeo. A partir disso, foram localizadas dez (10) ex-alunas, tendo retorno de sete (7), assim, prosseguimos com as entrevistas, coleta e análise de dados. Concomitante a análise dos dados, foi realizada também a revisão bibliográfica, assim pudemos chegar nos objetivos traçados no início dessa pesquisa. Ao final do estudo, percebeu-se pela da fala das entrevistadas, que o PVCSLRF foi de extrema importância na trajetória dessas mulheres, não apenas para o ingresso nas universidades, mas, também, durante a experiência no espaço universitário e também após sua formação de nível superior, todas falaram de maneira muito positiva sobre suas experiências nas aulas, o quanto o curso foi importante para a disseminação de informações, visto que no início dos anos 2000, não havia acesso à informação e à internet como há nos dias atuais. Concluiu-se também que ter um equipamento que possibilitou a inserção no ensino superior de uma população que vivia no cerne das desigualdades sociais foi um ponto extremamente positivo para a população local, visto que, naquele período, não se tinha muito incentivo para o ingresso da classe trabalhadora no espaço universitário e este era, de certa maneira, restrito a pessoas oriundas de classes privilegiadas, tornando um lugar de difícil acesso para os demais. / [en] The objective of this work is to analyze the trajectory of the ex-students of the São Luiz Rei de França Community Pre-University Entrance Examination (PVCSLR) from the moment that they formed in a higher education course, and in what way the Preuniversity entrance exam Communitarian contributed to the occurrence, not only of entering the university space, but also effective changes in the lives of these women. It was assumed that (PVCSLRF) was extremely important for there to be a real transformation in the lives of the former students, taking into account that they all come from the slums located in the neighborhood of Costa Barros (Morro da Pedreira, Morro do Lagartixa, Morro do Chapadão, among others), which is a location with a high rate of violence, poverty and social inequality. The PVCSLRF is also based on the Catholic Church, its founders and Coordinators being all active members of the Parish of São Luiz Rei de França, located in Costa Barros, a suburb of the suburb of Rio de Janeiro, during its period of exercise, which occurred between the years from 2005 to 2010. In order to achieve the objective proposed by this study - and based on the field research - the use of qualitative research was chosen as a methodology. For data collection, it was decided to apply an interview with the former students, that is, seven (7) women who participated in the PVCSLRF classes, during the years in which it was active. Based on the moment we are living in, due to the pandemic of the new Coronavirus, we chose to make contact with the alumni through telephone and internet and carry out all interviews by video call. From that, ten (10) former students were located, with a return of seven (7), so we proceeded with the interviews, data collection and analysis. Concomitant with the analysis of the data, a bibliographic review was also carried out, so that we could reach the objectives outlined at the beginning of this research. At the end of the study, it was clear from the interviewees speech that the PVCSLRF was extremely important in the trajectory of these women, not only for entering universities, but also during their experience in the university space and also after their formation. university level, all spoke in a very positive way about their experiences in class, how important the course was for the dissemination of information, since in the early 2000s, there was no access to information and the internet as there is today. It was also concluded that having equipment that enabled the insertion in higher education of a population that lived at the heart of social inequalities was an extremely positive point for the local population, since, at that time, there was not much incentive for the entry of the population. working class in the university space and this was, in a way, restricted to people from privileged classes, making it a place of difficult access for others.

Conflict between managers and employees is inevitable in any organization, whether public or private. Often, the source of the conflict is employee non-compliance. Managers are responsible for disciplining those employees whose performance or conduct is sub-standard or inappropriate. Therefore, the ability to effectively address employee non-compliance is an essential skill for all managers. Most employee discipline systems fall into one of three categories: traditional, progressive, and affirmative. Traditional systems were prevalent in the late-nineteenth and early twentieth centuries. An autocratic, demanding manager would mete out punishment to non-compliant employees both as an action against the employee and as a warning to other employees. Employees were often terminated for their first offense. With the advent of labor unionism and fair labor practices in the first half of the twentieth century, organizational leaders were required to develop more progressive employee discipline systems which protected employee "due process" and which allowed time and opportunity for improvement by the non-compliant employee. Progressive employee discipline systems are the most prevalent discipline systems in America's workforce today. These systems entail three or four steps, with each successive step usually resulting in more severe penalties for the same offense or more severe offenses. Progressive employee discipline allows the employee an opportunity to respond to non-compliance issues and to try to improve it to the extent required to maintain their position. A new employee discipline system, affirmative discipline, has gained adherents in the private sector primarily. Affirmative employee discipline systems do not use punishment to correct employee non-compliance but instead, ask managers to "coach" and "counsel" the non-compliant employee to better behavior and performance. Rehabilitating the employee's non-compliance is the primary goal of affirmative systems. The emphasis is not only upon the non-compliant employee, but on rehabilitating the "marriage" of non-compliant employee and direct supervisor. Little evidence exists to determine the extent to which progressive and affirmative employee discipline systems are being utilized in the modern organization. No evidence exists that indicates the prevalence of these systems in Florida's healthcare institutions. A survey-based analysis of the use of progressive and affirmative employee discipline systems in Florida's hospitals resulted in respondents indicating frequent utilization of formal progressive employee discipline systems. Designed in three or four steps, these progressive systems allow the employee to improve his/her behavior. Two common tools in progressive systems, the verbal warning and the performance counseling statement, are utilized frequently based upon those respondents surveyed. The use of affirmative employee discipline systems, on the other hand, is relatively rare. The use of written behavior contracts to elicit improved employee compliance is also quite rare. The vast majority of respondents appear to be unfamiliar with the use of written behavior contracts to elicit improved employee compliance.

Mémoire numérisé par la Direction des bibliothèques de l'Université de Montréal.

Sjuksköterskors upplevelser av att vårda patienter med komplexa smärttillståndABSTRAKTBakgrund: Cancer är en sjukdom som snabbt ökar och det är en av de vanligaste dödsorsakerna i Sverige. Hälften av alla patienter med cancer drabbas någon gång under sin sjukdomstid av smärta som kräver insatser från sjukvården. Nya läkemedel mot smärta har utvecklats de senaste åren, men många patienter med cancer med måttlig till svår smärta förblir underbehandlade.  Motiv: Att uppmärksamma sjuksköterskornas upplevelser vid vård av patienter med komplexa smärttillstånd är betydelsefullt. Denna studie kan belysa olika områden där eventuella stöd- och utbildningsinsatser behöver genomföras för att lära sig hantera eventuella utmaningar och för att kunna ge patienten en tryggare omvårdnad vid alla typer av smärttillstånd. Syfte: Syftet med denna studie är att beskriva sjuksköterskors upplevelser av att vårda patienter med cancer och komplex smärta som vårdas på en vårdavdelning specialiserad på onkologi Metod: Kvalitativ intervjustudie. Åtta individuella intervjuer utfördes med sjuksköterskor på en onkologiavdelning i norra Sverige.  Resultat: Analysen resulterade i fyra kategorier, utmaningar vid smärtlindring, omvårdnadens betydelse för patienter med smärta, sjuksköterskans känslomässiga motgång och vinster samt teamets betydelse för smärtlindring Konklusion: Arbetslivserfarenhet är viktigt för att kunna utföra en tillfredställande smärtbedömning, men även att besitta en ödmjukhet inför patienternas svåra situation. För att kunna stärka patienternas egna resurser och för att främja deras trygghet bör relationen mellan sjuksköterskor och patienter prioriteras. Sjuksköterskor behöver stödjas i sin professionella utveckling för att kunna anpassa och förbättra omvårdnaden och öka möjligheterna till god smärtlindring. / Nurses’ experiences of caring for patients with complex pain   ABSTRACT Background: Cancer is a disease that is rapidly increasing, and it is one of the most common causes of death in Sweden. Half of all patients with cancer experience pain at some point during their illness that requires interventions from the healthcare system. New drugs for pain have been developed in recent years, but many patients with cancer suffering moderate to severe pain continue to receive inadequate pain relief.  Motive: To study nurses’ experiences when caring for patients with complex pain is significant. This can shed light on various areas where possible support and training need to be implemented to learn to deal with possible challenges and to be able to provide the patient with safer care for all types of pain conditions.  Aim: The aim of this study is to describe nurses’ experiences of caring for patients with cancer and complex pain in a specialized oncology ward. Method: Qualitative interview study. Eight individual interviews were conducted with nurses in an oncology ward in northern Sweden.  Results: The analysis resulted in four categories, challenges in pain relief, The importance of care for the patient in pain, Nurse's emotional setbacks and gains, and the team's importance in pain relief. Conclusion: Having past work experiences is important to be able to correctly perform a pain assessment, but also having a humility in the face of the patients' difficult situation. In order to be able to strengthen the patients' own resources and to promote their feeling of saftey, the relationship between nurses and patients should be prioritized. Nurses need to be supported in their professional development to be able to adapt and improve nursing and increase the possibilities for good pain relief.   Keywords: affirmative nursing, cancer-related pain, challenges, nurses, experiences.

The objective of this study is to empirically investigate the differences in human capital profile of new appointed female directors to corporate boards as a result of mandatory quotas and voluntary targets. By exploring differences in age, and human capital differences in board tenure, executive experience (CEO, CFO), number of qualifications, and the number of directorships held by these women, this study contributes to the important and current international public policy decision debate on relevance and wisdom of adopting a mandatory gender quota or introducing voluntary targets. The study uses human capital theory to evaluate the profiles of 41 new female directors appointed through a mandatory quota in Norway and 397 new female directors appointed through voluntary targets in Australia and extends the current corporate governance literature on board gender regulation by exploring whether female directors differ in human capital as a result of the two types of regulations. The results of this study show that new female directors hired through a quota are on average younger than new female directors hired through a target; new female directors hired through a quota are less likely to have more years of board experience than new female directors hired through a target; new female directors hired through a quota are likely to have more years of executive experience than new female directors hired through a target; and new female directors hired through a quota have lower number of qualifications than new female directors hired through a target. These results, albeit contrary to the hypotheses developed in this study, propose several important implications from an academic, management, and policy point of view while at the same time have limitations that present opportunities for future research.