Orientation: The face of the workforce as we know it, is changing dramatically through globalisation and the retirement of the older generation, and organisations are confronted with the need to change. Company strategies for attraction and retention require adaption, as the ‘one-size-fits-all’ model no longer appears to be appropriate for today’s multigenerational workforce. As employers aim to attract and retain high-value youth employees, it is more important than ever to understand the total rewards expectations that will attract and retain them. Research purpose: To determine what changes and priorities organisations need to consider for their total rewards models to attract and retain qualified youths entering the workforce. Motivation for the study: The need to understand what intrinsic and extrinsic rewards are aligned with the aspirations and values of skilled youths, in an ongoing attempt to attract and retain them. Research methodology: The researcher utilised a sequential mixed-method research approach to evaluate the effectiveness of the reward categories of the WorldatWork (2015) Total Rewards Model and other reward elements identified during the literature review. Data were collected in two phases, using quantitative and qualitative methods. Phase I: The quantitative method entailed a research questionnaire, distributed to defined professional databases, tertiary institutions, private and public listed companies, as well as parastatals. The researcher distributed 450 questionnaires, of which 276 usable questionnaire responses were received — a response rate of 61.3%. Phase II: The qualitative method utilised interviews exploring the results obtained from Phase I; 11 interviews were conducted with qualified youths and human resource (HR) practitioners (HR generalists and recruitment-, remuneration-, and organisation development specialists). Their responses were captured and analysed. ABSTRACT DBL Thesis_Keshia Mohamed-Padayachee Student Number 71364684 Page 4 of 351 In both Phase I and Phase II, data were gathered while ensuring a high ethical standard and adhering to the defined research approaches. The data were analysed using appropriate statistical techniques to determine the relationship between the variables, ensuring reliability, consistency, and generalisability in Phase I, and transferability, credibility, dependability, and confirmability in Phase II, where a combination of deductive (for quantitative research) and inductive (for qualitative research) methods was applied. Main findings/results: It was evident from the results that a different approach was required for attraction and retention of the youth, and that the ‘one-size-fits-all’ approach of the past will not be effective in the future. Through the research processes, the researcher found that the reward categories of the WorldatWork (2015) model are currently effective in attracting and retaining young talent, but that more will be required in the future. A new total rewards framework was constructed, reflecting the youth’s priorities, to aid attraction and retention of this generation. Main outcomes: Attraction: Seven reward categories were found to affect the youth’s attraction to organisations. These, in order of importance, are: (1) leadership and environment — supportive management and work environment, (2) benefits — retirement fund, medical aid, and leave, (3) performance incentives — long- and short-term incentives and share options; (4) individual development, (5) a safe/secure working environment — coaching/mentoring, working in different organisations to maximise career growth, CSR, and long-term job security; (6) work‒life and resources — extended employee benefits and tools to execute one’s work; (7) performance recognition — informal recognition and non-financial rewards; and formal recognition — formal recognition and lump-sum and annual bonus payments. Retention: Seven reward categories were found to affect youths’ retention in organisations. These, in order of importance, are: (1) leadership and environment — supportive management and environment; (2) flexible and variable payment options — flexible payment options and Salary/Pay; (3) benefits — retirement fund, medical aid, and leave; (4) value-added benefits and services and individual development — employee wellness, CSR, employee discounts, formal coaching or mentoring, and extended time off; (5) recognition — informal and formal recognition ABSTRACT DBL Thesis_Keshia Mohamed-Padayachee Student Number 71364684 Page 5 of 351 and non-financial rewards; (6) career development — Career/Growth opportunities and learning and development; and (7) incentives — long- and short-term incentives and share options. Research limitations: This research was limited to skilled youths. Research implications, originality, and value: No empirical study exists that authenticates the WorldatWork (2015) Total Rewards Model and Generation Y theory. As employers strive to attract and retain high-value young employees, it is more important than ever to understand the expectations of these employees. This study contributes to the body of knowledge by identifying the reward preferences of the youth by offering a relevant rewards framework for attraction and retention of the youth. / Graduate School of Business Leadership / D.B.L.

By conducting an explorative study it is tried to determine whether a sample of film enthusiasts can produce a similar result in judging for the 87th Academy Awards for movies in 2014 like the actual Academy members or not. An online survey has been created and the votes cast by the participants have been tabulated. It can be shown that the results of the simulated awards voting in the survey are quite similar to the actual Academy decision. However, additional adjustments and further studies are recommended to ensure the results.

The aim of this research is to evaluate the process of the 2005 Excellence in Tuition Awards at the University of South Africa. To achieve this aim an investigation was undertaken into (a) the strengths and weaknesses of the 2005 Awards process and (b) possible ways to improve it for the future. The literature study sought to place the rewarding of quality teaching in the broader framework of international excellence in tuition awards, current criteria (both locally and globally) used in evaluating teaching in higher education, and principles of business process management. The qualitative investigation attempted to provide a contextual understanding of Unisa's experience of awarding excellence in tuition, through an exploration of the experiences of those who were directly involved in the 2005 Excellence in Tuition Awards process at Unisa. The findings serve as basis for guidelines for future Awards processes. / Educational Studies / M. Ed.(Open and Distance Learning)

Les dossiers de récompenses honorifiques d’instituteurs, inexploités par les historiens jusqu’à ce jour, fournissent des renseignements rares et précieux sur les meilleurs instituteurs et institutrices, non seulement de l’époque bien connue de la Troisième République, mais également des époques précédentes, relativement moins étudiées. Un échantillon de dossiers de six départements représentatifs (Creuse, Doubs, Gard, Ille-et-Vilaine, Nord, Seine-et-Oise) de 1858 jusqu’à 1902 est soumis non seulement à un traitement qualitatif mais aussi à un traitement quantitatif, dont les résultats sont figurés par 106 graphiques en 49 séries et 12 tableaux. Complétant ces dossiers de récompenses honorifiques par les dossiers de l’enquête Guizot, ainsi que par d’autres témoignages (auto)biographiques, cette étude retrace tout d’abord l’évolution des critères du « bon maître ». Ces critères, appliqués distinctement aux enseignants urbains et ruraux jusqu’au milieu du siècle, commencent à souligner, dans un contexte de concurrence, les bons résultats obtenus par une bonne organisation pédagogique à partir des années 1860. La réforme scolaire de la Troisième République précipite l’essor du système scolaire laïque et la prospérité de l’école laïque est davantage valorisée dans les deux dernières décennies du XIXe siècle. Les bons maîtres et les bonnes maîtresses de chaque génération entrent en fonction dans une situation socio-politiquement différente, mais ils contribuent, chacun à leur manière, à la consolidation de l’enseignement primaire. Dix portraits de cinq générations d’instituteurs et d’institutrices révèlent comment ils s’adaptent au changement de leur statut, du maître tenant sa propre école au fonctionnaire d’État en passant par fonctionnaire communal, et comment ils ont vécu les difficultés mais aussi les bonheurs de cette profession unique. / The files of honorary awards for primary school teachers, unexploited by historians to this day, provide rare and precious informations on the best teachers, men and women, not only on those well known of the Third Republic, but also on the teachers of previous eras, relatively less studied. A sample of records of six representative departments (Creuse, Doubs, Gard, Ille-et-Vilaine, Nord, Seine-et-Oise) from 1858 to 1902 is submitted not only to a qualitative treatment but also to a quantitative one, the results of which are represented by 106 graphics in 49 series and 12 tables. By complementing these files of honorary awards by the records of the Guizot investigation as well as by other evidences including (auto)biographys, this study firstly traces the evolution of the criteria of the "good teacher". These criteria, applied separately for urban and rural teachers until mid-century, began to emphasize the good results obtained by a good educational organization from the 1860s, in a context of opposition with congregational schools. The school reform of the Third Republic precipitates the developement of the secular school system, and the prosperity of the secular school is valued more in the last two decades of the nineteenth century. Good masters and good mistresses of each generation take office in a socio-politically different situation, but each of them contributes in her or his own way to the consolidation of primary education. Ten portraits of five generations of teachers, men and women, show how they adapt to their status changing, from the master holding his own school to the civil servant of municipality and finally to that of government, and how they have experienced the difficulties as well as the joys of this unique profession.

In the 20th century, Arbitration became one the most widely utilized form of dispute resolution in the field of international commerce. The use of Arbitration provides parties with more flexibility. This thesis examines one of the current trends in international arbitration - interim measures. Their purpose is to be able to react in situations when the proceedings are already pending or even before they actually commenced. They should significantly reduce the risk that the arbitral award may be frustrated or unenforceable. In these situations, it may be justifiable to interfere with parties' relationships. The thesis is focused particularly on the jurisdiction of an arbitral tribunal to issue interim measures and on the role of national courts in this field. In the terms of competence of arbitral tribunals, the legal basis of their jurisdiction and conditions necessary to issue interim measures are highlighted. In the case of the role of national courts, the thesis examines their ancillary function (interim measures issued by national courts) as well as their supervisory function (review of the interim measures issued by arbitral tribunals). The most important aspect is then the enforcement of interim measures. The very latest trend - emergency arbitrator proceedings - is not excluded. The thesis...

This diploma thesis researches the impact of a literary prize on the media image of the awarded book in 2012. More precisely I pursue these awards and winning titles: Jaroslav Seifert Prize (Vladimír Binar: Číňanova pěna), Jiří Orten Award (Vratislav Maňák: Šaty z igelitu), Josef Škvorecký Award (Kateřina Tučková: Žítkovské bohyně), Magnesia Litera - The Book of the Year (Michal Ajvaz: Lucemburská zahrada). First I analyse the change of the quantity (the number of references and the share within the text), then I focus on the modification of the journalistic assessment of the title (on the scale positive - neutral - negative). In first case I use a quantitative analysis of media content, in the second case I use a comparative semiotic analysis. My sample are these Czech periodicals, in alphabetical order: A2, Aktuálně.cz, Hospodářské noviny, Host, iDnes.cz, Lidové noviny, Literární noviny, Reflex, Respekt, Tvar. The main output is a discovery, how the Czech print and online written media reflect the results of the literary prizes, also I (try to) determine the media power of each award.

This work aims to investigate the possibilities of evaluation of managers with an emphasis on current and future conditions of business units and management. The focus is the marketing manager and his department. Significant attention is paid to the impact of the global economic crisis on the organization and management and the role of marketing activities when dealing with the crisis. Analysis of job offers for marketing manager on the Internet gives an opportunity to understand evaluation of marketing managers by employers. Provides an overview of the requirements for applicants for this position and conditions, which are offered by companies. Finally, the basic recommendations are formulated, which should guide anyone who wants to become a good marketing manager in future.

Concept of the arbitration agreement from a comparative perspective The theme of this doctoral thesis is a detailed analysis of the concept of the arbitration agreement under international conventions, specifically the Convention on the Recognition and Enforcement of Foreign Arbitral Awards (the "New York Convention"), the European Convention on International Commercial Arbitration (the "European Convention"), under the UNCITRAL Model Law on International Commercial Arbitration (the "Model Law") and under Czech and German Law. The thesis covers all aspects of the arbitration agreement, analysing it from the perspective of material norms. The regulation of any conflict of rules is mentioned only if it is appropriate for an analysis of the substantive norms of the elements of an arbitration agreement. The individual chapters of this thesis address the concept and elementary characteristics of the arbitration agreement and the formal and material requirements, effects, extent and ending of the arbitration agreement. Special attention is paid to arbitration agreements concluded regarding disputes arising from and in connection with agreements entered into between consumers and entrepreneurs (sellers or suppliers), because the Czech regulation of such arbitration agreements was regarded as insufficient...

Este estudo trata da crítica de arte de Geraldo Ferraz durante o período das primeiras Bienais de São Paulo. Foi dada especial atenção aos artigos sobre as IV, V e VI Bienais, publicados no jornal O Estado de São Paulo. Através da pesquisa nos arquivos da Fundação Bienal (Arquivo Histórico Wanda Svevo), do Museu de Arte Moderna de São Paulo (MAM SP), do Museu de Arte Contemporânea da Universidade de São Paulo (MAC USP), do Arquivo Edgard Leuenroth da Universidade Estadual de Campinas (AEL UNICAMP), do Centro de Documentação e Memória da Universidade Estadual de São Paulo (CEDEM UNESP) e do Arquivo do Estado de São Paulo, foram selecionados e analisados documentos em critica de arte. O crítico Geraldo Ferraz, proveniente do jornalismo e da literatura, contribuiu para difusão da crítica de arte e para o desenvolvimento do jornalismo na área da cultura. Na análise de sua trajetória como crítico, destacou-se a sua reflexão sobre a organização das Bienais e seus posicionamentos estéticos. / This paper regards the art criticism articles written by Geraldo Ferraz about the early Art Biennials in São Paulo. We focused our analysis in the articles written about the 4th, 5th and 6th Biennials, published by the newspaper O Estado de S. Paulo. We used articles, documents and other materials from the following institutions: Fundação Bienal (Historic Archive \'Wanda Svevo\'), Museum of Modern Art of São Paulo (MAM SP), Museum of Contemporary Art of São Paulo University (MAC USP), State University of Campinas\' Arquivo Edgard Leuenroth (AEL UNICAMP), Documentation and Archive Center of the State Universty of São Paulo (CEDEM UNESP) and Archives of the State of São Paulo. The art critic Geraldo Ferraz was an author and journalist, and his work contributed to the establishment of art criticism sections in Brazil\'s media, as well as the development of cultural journalism in the country. In this analysis of his career as a critic, the study highlights his reflections about the organization of the Art Biennials and its aesthetic postures.

Inducement prizes-where cash rewards are given to motivate the attainment of targets--have been long used to encourage scientific research, develop technological innovations, or stimulate individuals, groups, and communities to accomplish diverse goals. Lately, prizes have increasingly attracted the attention of policy-makers, among others, due to their potential to induce path-breaking innovations and accomplish related goals. Academic research, however, has barely investigated these prizes in spite of their long history, recent popularity, and notable potential. This research investigates prizes and the means by which they induce innovation. It uses an empirical, multiple case-study methodology, a new model of innovation applied to prizes, and multiple data sources to investigate three cases of recent aerospace technology prizes: a main case study, the Google Lunar X Prize (GLXP) for robotic Moon exploration; and two pilot cases, the Ansari X Prize (AXP) for the first private reusable manned spacecraft and the Northrop Grumman Lunar Lander Challenge (NGLLC) for flights of reusable rocket-powered vehicles. The investigation unveils the dynamics of prizes and contributes a better understanding of their potential and disadvantages in a context in which more traditional mechanisms are used to induce innovation. This research shows that prizes are a more complex mechanism and their investigation requires analyzing entrant- and context-level factors generally not considered by the literature. Prizes complement and not replace patents and other incentive mechanisms. The incentives offered by prizes attract entrants with diverse characteristics, including unconventional entrants--individuals and organizations generally not involved with the prize technologies. Entrants are generally attracted by the non-monetary benefits of participation and the potential market value of the technologies involved in competitions. Many more volunteers, collaborators, and partners also participate indirectly and support official entries as they also perceive opportunities to accomplish their personal and organizational goals. The monetary reward is important to position the competition in the media and disseminate the idea of the prize. Prizes can induce increasing R&D activities and re-direct industry projects to target diverse technological goals, yet the evolution of prize competitions and quality of the technological outputs is generally difficult to anticipate. The overall organization of prize R&D activities and their outputs depend on entrant-level factors and can only be indirectly influenced by setting specific competition rules. The most remarkable characteristic of prize R&D activities is their interaction with fundraising efforts which, in some circumstances, may constrain the activities of entrants. Prizes can also induce innovation over and above what would have occurred anyway, yet their overall effect depends significantly on the characteristics of the prize entrants and the evolution of the context of the competition. The ability of prizes to induce innovation is larger when there are larger prize incentives, more significant technology gaps implicit in the prize challenge, and open-ended challenge definitions. To successfully induce technological breakthroughs, prizes may require complementary incentives (e.g. commitments to purchase technology) or support (e.g. seed funding.) Prizes are particularly appropriate to, for example, explore new, experimental methods and technologies that imply high-risk R&D; induce technological development to break critical technological barriers; accelerate technological development to achieve higher performance standards; and, accelerate diffusion, adoption, and/or commercialization of technologies. They involve, however, higher programmatic risks than other more traditional mechanisms and their routine use, and/or challenge definitions that overlap, can weaken the incentive power of the mechanism. Successful implementation of competitions requires many parameters to be properly set.