Thesis (M.A.)--City University of Hong Kong, 2005. / "A dissertation submitted in partial fulfillment of the requirements for the degree of Master of arts in arbitration and dispute resolution." Title from title screen (viewed on Sept. 20, 2006) Includes bibliographical references.

Thesis (M.A.)--City University of Hong Kong, 2005. / "Master of arts in arbitration and dispute resolution" Title from title screen (viewed on Mar. 27, 2006) Includes bibliographical references.

Thesis--Freiburg (Breisgau), Universität, 2004. / Includes bibliographical references (p. [212]-230) and index.

Thesis (M.A.)--City University of Hong Kong, 2007. / Title from PDF t.p. (viewed on Sept. 7, 2007) "Master of Arts-arbitration and dispute resolution, dissertation" Includes bibliographical references.

Thesis (MML (Law)) - Rhodes University, 2007.

Thesis (Ph. D.)--University of Washington, 1986. / Vita. Bibliography: leaves [607]-630.

Thesis (M.A.)--City University of Hong Kong, 2006. / "Master of Arts in arbitration and dispute resolution, LW6409 Research project" Title from PDF t.p. (viewed on May 22, 2007) Includes bibliographical references.

Thesis (M.A.)--City University of Hong Kong, 2006. / "Master of Arts in arbitration and dispute resolution (MAArbDR), LW6409 dissertation" Title from PDF t.p. (viewed on May 23, 2007) Includes bibliographical references.

Women make up 52% of the population in South Africa, and yet are significantly underrepresented in top corporate leadership positions, constituting only 21.4% of all executive managers and 17.1% of all directors in the country (Businesswomen’s Association of South Africa Census, 2012). The purpose of this research was to identify the response strategies organisations implement to remove the career advancement barriers that exist for women managers, and to determine if these response strategies are beneficial or detrimental to women’s career advancement. The research also aimed at determining why certain response strategies are successful or detrimental to women’s advancement. The research design chosen was a mixed-method design, and included a quantitative descriptive study and an explanatory study. The data was collected from women at middle and senior management level by means of a questionnaire. The questionnaire was completed by 101 female respondents. The highest ranked career advancement barriers were found to be work-life balance, lack of networking, and excessive modesty. In response, the research results indicated that organisations mostly implement fair performance review processes, flexible working, and equal pay in an attempt to remove career advancement barriers. Appointing women in leadership positions with profit-and-loss responsibility, equal pay, and transparent review processes were found to be the most successful strategies to remove career advancement barriers. Based on the questionnaire results in response to why certain response strategies are more successful than others, a framework was built, classifying the response strategies into different archetypes and creating a framework for companies to understand the landscape of women’s advancement response strategies. / Dissertation (MBA)--University of Pretoria, 2013. / zkgibs2014 / Gordon Institute of Business Science (GIBS) / MBA / Unrestricted

My research considers whether deposits made into banking accounts by bank customers are protected in the event of a bank failure through common law as well as existing and proposed legislative frameworks. The contractual relationship between a bank and its customer is assessed as well as the impact of a bank failure on that relationship. It is submitted that a bank failure could be construed as a breach of contract with suitable remedies to protect depositors and stabilize the financial sector during financial distress. / Mini Dissertation (LLM)--University of Pretoria, 2019. / Mercantile Law / LLM / Unrestricted