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The O*NET was built to replace the Dictionary of Occupational Titles (DOT) and form a highly accessible, on-line (through the World Wide Web), common language occupational information center (Dye & Silver, 1999). This study tested the relevance of the self-rating choice and unconventional BARS format to be used by the O*NET system for occupational ratings. In addition, a new rating scale format named NBADS, was tested for improved ratings. Fifty three Incumbent raters in two occupations (Graduate teaching assistants and Secretaries) and 87 laypeople raters who have never worked in these occupations, rated 21 item-pairs (Importance and Level type questions) picked randomly from the 52 items on the original O*NET Ability questionnaire. Participants rated each of the 21 item-pairs three times, with the Level question being presented in the O*NET BARS, a Likert GRS and the NBADS formats; The importance type question was always rated using a 1-5 Likert scale. Hypothesis 1a was supported, showing a significant leniency bias across formats for self-ratings. Hypothesis 1b was mostly supported, failing to show significant leniency, elevation error or interrater agreement improvement over laypeople ratings; only the overall-error measure showed a significant improvement for incumbent raters. Hypothesis 2 was not supported, failing to show that the GRS format had any improvement on leniency, accuracy or interrater agreement over the O*NET BARS format. Hypothesis 3a was supported, showing significant leniency reduction, accuracy error reduction and higher interrater agreement using the NBADS format over the GRS format. In a similar sense, hypothesis 3b was partially supported, showing reduction in leniency effect and higher agreement using the NBADS format over the O*NET BARS format. Finally, hypothesis 4 was mostly supported, showing hardly any significant differences in the ratings of the Importance type question across the three format sessions, strengthening the idea that no other interfering variables have caused the format sessions' differences. Implications of the results are discussed. / Master of Science

Yes / The remarkable evolution in the twentieth century has been a result of a new perspective in understanding the importance of investing in individuals and organizational human resources, and the implementation of capacity building strategies in various organizations and in societies. This paper explores the case of ICO, an international consultancy organization, based in the Middle East, specialized in architecture, engineering, planning, environment and economics. This qualitative study, using thirteen selected semi-structured interviews, observations, and secondary data, has been conducted in the Beirut design office of the organization. The paper aims to examine major human resource related capacity building themes in ICO which include employee involvement and motivation, recruitment and selection, in addition to performance appraisal and reward management.

Limited transaction and unit attribute information curtail the diffusion potential of green homes and create significant valuation and underwriting problems for the housing debt capital markets, more specifically mortgage originators (lenders) and appraisers. Put into the context of the technology adoption life cycle this missing information prevents green homes from crossing the chasm into the mainstream market. As lenders and appraisers are the gatekeepers of the mainstream mortgage markets, they will be key stakeholders in any strategy for green homes to cross this chasm. The missing transaction and attribute data creates two opportunities for scholarship. The first opportunity is to create and provide preliminary evidence of the chasm in the green housing market place. The second opportunity is to analyze, in the context of this chasm, what information and tools appraisers are using, at present, to estimate the value of high performance homes. / Ph. D.

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