<p>The essay investigates the film adaptation <em>The Remains of the Day</em>. The novel and film are used to give examples of ways the story of a novel can change when it is adapted for film. The theoretical framework is based on Linda Hutcheon's concept of orginality and fidelity.</p>

As the number one cause of sick absenteeism and disability pension, musculoskeletal pain is considered a major health problem in Sweden and many other industrialized countries. Medical findings are often insufficient to explain the pain’s intensity or duration, and psychological factors are known to be important in understanding the aetiology and maintenance of pain. The current thesis examines the relationship between non-specific chronic musculoskeletal pain and cognitions, emotions and behaviours. In Study I, chronic pain patients were interviewed about pain experiences and the results indicated that some patients use psychological defences to deal with chronic pain. Study II was an experimental approach set up to study the association between chronic pain and selective memory. In a pictorial memory game, no differences were found between patients and controls in the neutral game. In the pain-related game patients decreased – and controls improved – their performance, a finding discussed in terms of cognitive avoidance. Study III used questionnaire and register data to examine the predictive value of psychosocial variables on sustained pain-related sick absenteeism and the results showed sense of mastery and recovery beliefs to be especially important. The studies are discussed in terms of emotional and defensive coping and it is suggested that defences can be related to excessive activity, which may increase the risk of future relapses. It was suggested that an increased acceptance of pain, at both an individual and a societal level – would favour rehabilitation and return-to-work for those suffering from persistent pain.

The essay investigates the film adaptation The Remains of the Day. The novel and film are used to give examples of ways the story of a novel can change when it is adapted for film. The theoretical framework is based on Linda Hutcheon's concept of orginality and fidelity.

No description available.

Thesis (M.A.)--Southern Illinois University Carbondale, 2008. / "Department of Anthropology." Includes bibliographical references (p. 58-66). Also available online.

Thesis (M.S.)--University of Wisconsin--Madison, 1934. / Typescript. eContent provider-neutral record in process. Description based on print version record. Includes bibliographical references (leaves 110-111).

Thesis (M.A.)--University of Wisconsin--Madison, 1952. / Typescript. eContent provider-neutral record in process. Description based on print version record. Includes bibliographical references (leaves 78-80).

Thesis (M.S.) -- University of Tennessee, Knoxville, 2005. / Title from title page screen (viewed on Sept. 1, 2005). Thesis advisor: Candace White. Document formatted into pages (vi, 109 p.). Vita. Includes bibliographical references (p. 81-89).

No description available.

Magister Commercii (Industrial Psychology) - MCom(IPS) / Since the early 2000‟s there has been a wave of global downsizing of employees in many organisations. A question can be posed, to what extent have organisations focused to adopt a downsizing policy framework for ensuring a balance of procedural and efficiency imperatives (Chew & Howitz, 2002). Organisational downsizing has recently become an increasingly important issue that needs to be addressed to ensure fair employment practices. Companies worldwide have used downsizing to improve employee competitiveness, profitability, organisational effectiveness, efficiency as well as to reduce the size of their workforce. Downsizing has ramifications for everyone in the organisation, regardless if employees are remaining in the organisation or those. As a result of restructuring, employees might be suspicious about the future direction of the organisation and their role in it. Trust is especially important in knowledge-based organisations because it is known to support knowledge-creation processes and related interactions (Blomqvist 2002; Tyler 2003). Employees are often sceptical about change, as new work roles assigned may cause them anxiety and previous interpersonal relationships may be lost; however companies regard downsizing positively. The reaction of those who survive the downsizing determines the future success of the organisation (Hopkins & Weathington, 2006). An organisation, in a dominant market, share position due to downsizing and restructuring its strategic business units, thus is more complex and emotionally draining than being the leader during periods of growth. Different organisations, at present, have joined the military march of the global epidemic infected with layoffs that is redefining effective leadership and employee motivation, loyalty and commitment (Noer, 2010). Downsizing essentially involves the reduction in the number of workforce within the organisation, which can be achieved through several techniques including, retrenchments, early retirements or casualisation of staff (Hellgren, Nȁswell, & Sverke, 2005). Robbins (as cited in Ndlovu & Parumasur, 2005, p. 14) intensifies the above by defining downsizing as a practice of reducing the organisations size through extensive layoffs, whereby whole layers of the organisation are eradicated and management is done with fewer people. On the other hand, as outlined by Chew and Horwitz (2002), downsizing may not necessarily result in the loss of jobs where employees are retrained and re-deployed, or where other measures such as non-replacement of staff that leave occur.