Författarna till denna uppsats har under de senaste åren kunnat följa en explosionsartad snabb utveckling av böcker och artiklar publicerade kring konceptet Talent Management. Dessa böcker och artiklar har gemensamt att de betonar vikten av att företag adopterar konceptet och de ödesdigra följderna om de låter bli. Talent Management är enligt många ett utav det största och senaste begreppen inom personaladministration. Under personaladministrationens historia har emellertid en mängd olika begrepp kommit och gått ur tiden såsom Personnel Management, Human Resource Management och Strategisk Human Resource Management och många forskare har hävdat att dessa begrepp inte skiljer sig nämnvärt åt, utan snarare kan karaktäriseras som ett kontinuerligt strävande efter legitimitet och status av personalansvariga. Det huvudsakliga temat i detta strävande har varit att ett företags personal utgör en viktig och betydande del av organisationen och därigenom kan utgöra skillnaden mellan framgångsrika och icke framgångsrika företag. Syftet med den här uppsatsen var att ta reda på de bakomliggande faktorerna och motiven till varför företag implementerar Talent Management, samt att undersöka i vilken utsträckning konceptet kan sägas karaktäriseras av ny och värdefull kunskap. Genom att jämföra teorier om HRM och personalutveckling med normativ litteratur och intervjuer kring Talent Management har författarna kommit fram till att Talent Management inte kan sägas karaktäriseras av ny och värdefull kunskap, utan snarare som ett försök att paketera om gamla idéer och tekniker under en ny etikett. Förfat-tarna till den här uppsatsen tror att konceptet kan sägas känneteckna ännu ett försök av personalansvariga att stärka sin legitimitet och status i sina respektive organisationer. / The authors of this thesis have found that, during the last years, the world has witnessed a dramatic explosion of articles and books about the concept Talent Management. These books and articles, all emphasise the urgency for companies to adopt the concept and the devastating consequences if they don’t. The concept is by many re-searchers seen to be the top issue and, the latest trend within Human Resource Management. Nevertheless, throughout the history of the personnel profession the world has witnessed several different concepts such as Personnel Management, Human Resource Management, and Strategic Human Resource Management and several researches have claimed that these concepts describes the same thing. Some researchers have argued that the different concept instead represent a continuous rhetoric struggle by HR professionals to enhance their legitimacy and status by becoming more business oriented and demonstrate that employees indeed can make a difference in distinguish-ing successful organizations from others. The purpose of this thesis was to investigate the underlying reasoning and logic to why companies adopt talent management and explore what the concept represents in terms of new knowledge. By comparing traditional theories of HRM and HR planning with normative literature and interviews on Talent Management the authors have found that the concept does not represent any new and distinctive knowledge, but rather can be considered as an effort to repackage old ideas and techniques with a new label. The authors of this thesis believe that Talent Management is another illustration of the struggle by HR professionals to enhance their legitimacy and status in their organization.

<p>Författarna till denna uppsats har under de senaste åren kunnat följa en explosionsartad snabb utveckling av böcker och artiklar publicerade kring konceptet Talent Management. Dessa böcker och artiklar har gemensamt att de betonar vikten av att företag adopterar konceptet och de ödesdigra följderna om de låter bli. Talent Management är enligt många ett utav det största och senaste begreppen inom personaladministration.</p><p>Under personaladministrationens historia har emellertid en mängd olika begrepp kommit och gått ur tiden såsom Personnel Management, Human Resource Management och Strategisk Human Resource Management och många forskare har hävdat att dessa begrepp inte skiljer sig nämnvärt åt, utan snarare kan karaktäriseras som ett kontinuerligt strävande efter legitimitet och status av personalansvariga. Det huvudsakliga temat i detta strävande har varit att ett företags personal utgör en viktig och betydande del av organisationen och därigenom kan utgöra skillnaden mellan framgångsrika och icke framgångsrika företag.</p><p>Syftet med den här uppsatsen var att ta reda på de bakomliggande faktorerna och motiven till varför företag implementerar Talent Management, samt att undersöka i vilken utsträckning konceptet kan sägas karaktäriseras av ny och värdefull kunskap.</p><p>Genom att jämföra teorier om HRM och personalutveckling med normativ litteratur och intervjuer kring Talent Management har författarna kommit fram till att Talent Management inte kan sägas karaktäriseras av ny och värdefull kunskap, utan snarare som ett försök att paketera om gamla idéer och tekniker under en ny etikett. Förfat-tarna till den här uppsatsen tror att konceptet kan sägas känneteckna ännu ett försök av personalansvariga att stärka sin legitimitet och status i sina respektive organisationer.</p> / <p>The authors of this thesis have found that, during the last years, the world has witnessed a dramatic explosion of articles and books about the concept Talent Management. These books and articles, all emphasise the urgency for companies to adopt the concept and the devastating consequences if they don’t. The concept is by many re-searchers seen to be the top issue and, the latest trend within Human Resource Management.</p><p>Nevertheless, throughout the history of the personnel profession the world has witnessed several different concepts such as Personnel Management, Human Resource Management, and Strategic Human Resource Management and several researches have claimed that these concepts describes the same thing. Some researchers have argued that the different concept instead represent a continuous rhetoric struggle by HR professionals to enhance their legitimacy and status by becoming more business oriented and demonstrate that employees indeed can make a difference in distinguish-ing successful organizations from others.</p><p>The purpose of this thesis was to investigate the underlying reasoning and logic to why companies adopt talent management and explore what the concept represents in terms of new knowledge.</p><p>By comparing traditional theories of HRM and HR planning with normative literature and interviews on Talent Management the authors have found that the concept does not represent any new and distinctive knowledge, but rather can be considered as an effort to repackage old ideas and techniques with a new label. The authors of this thesis believe that Talent Management is another illustration of the struggle by HR professionals to enhance their legitimacy and status in their organization.</p>

Popular management literature routinely presents management discourses that offer managers with strategies or 'recipes' for organisational improvement. Practitioners often uncritically accept and implement strategies prescribed within these discourses. Management discourses are constantly evolving to seemingly provide newer and better solutions to organisations' problems. The evolutionary pressures are evidenced through the limited life spans of many of the strategies proffered in the various management discourses. So short have been the life spans of some of these management strategies that the question of faddism has been raised (Birnbaum, 2001). Over recent years knowledge management has filtered from the broader management discourse into the discourse of educational administration. Knowledge management practices are said to enable individuals within an educational organisation to add value to the information and knowledge that an organisation possesses. This research used self-study to examine the effectiveness of a school administrator attempting to model explicit knowledge management principles within his professional practice. A focus of the research was the critical investigation of knowledge management as a management fad or a framework for sustainable management behaviour. Employing the living theory approach to action research allowed me to ask questions about 'how' to improve my practice and to provide evidence to support my answers. It allowed me to examine my professional practice as an educational administrator who valued knowledge, its creation and use critically. My research learnings been have presented as propositions related to the 'how' of my professional practice and its influence on the creation and management of knowledge. The propositions are as follows. * Proposition 1: As an administrator my practices when working with knowledge are a reflection of my ontology and epistemology. To consciously vary my professional practices to facilitate knowledge creation and management it is essential for me to make my ontology and epistemology explicit. * Proposition 2: My professional practices related to information sharing and knowledge creation are directly influenced by psycho-social filters. Three primary psycho-social filters are context, need and relationships. * Proposition 3: The influence of the relationship filter on my knowledge creation activities is directly linked to the relationships that exist between me and those involved in the knowledge activities. The ongoing capacity for my professional practices to influence knowledge creation is linked through relationships by my personal resilience. * Proposition 4: My knowledge influencing practices are those practices that support the provision of opportunities for information sharing and the creation of knowledge with the specific intent of applying that knowledge in an organisational context. A primary application of the created knowledge is decision making. * Proposition 5: Knowledge creation is an ongoing process and knowledge is only relevant at a point in time and applicable in a particular context. * Proposition 6: My professional practices that influence information sharing, knowledge creation and decision making are explicit iterations of my power as an administrator. * Proposition 7: Involvement in the decision making process is one of my key roles as an administrator. Decision making is a major example of the creation and use of knowledge within a school. * Proposition 8: I acknowledge that stories are a valuable way for individuals to share information and they can act as a catalyst for the creation of knowledge. * Proposition 9: Using the knowledge management discourse as a framework to support the critique of my professional practice challenges its branding as a management fad. The propositions have been developed and tested through reconnaissance and two cycles of action research. These propositions have been integrated into a model representing my capacity as an administrator to influence the creation of knowledge.

Made available in DSpace on 2016-08-03T16:34:52Z (GMT). No. of bitstreams: 1 MarciaSantana_capa_resumo_dm.pdf: 130921 bytes, checksum: 297cec40ac7c629d0bc88d5b0011b645 (MD5) Previous issue date: 2010-09-20 / Obesity is a chronic disease that has been progressively affecting a growing number of people in the world. Since it is a hard to control pathology that favors the emergence of other health conditions, there is a pressing need to undertake research that might contribute to enhance treatment, as well as improve quality of life and adaptive efficacy. Therefore, this study aims at evaluating obese people s quality of life perception (QL) and adaptive efficacy by relating the results obtained from evaluation of their QL perception with the results from adaptive efficacy, as well as the results from the Global Functioning Evaluation (AGF). For that purpose, the WHOQOL-100 Portuguese-version questionnaire was employed to evaluate their quality of life perception, and a Preventive Diagnosis Interview Functional Adaptive Diagnostic Scale (FADS) was also undertaken as regards adaptive efficacy, to evaluate thirty obese persons (Body Mass Index BMI >=30 kg/m2), with an average age of 52.33, who use the services of anambulatory care center located in the Greater ABC region, in the State of Sao Paulo. The majority of participants have degree I of obesity 46.70%, 33.30% have degree II and 20.00% degree III. The majority started to gain weight at the start of pregnancy (43.30%). The second period during which subjects started to lose control of their body weight occurred between the ages of 40 and 50 (20.00%). In overall evaluation of QL, it has been observed that domain VI Spiritual/Religious/Personal Belief Aspects had the highest average score (16.17 - DP=2.95 [equivalent to 80.83% of the maximum score that could be obtained]), when compared to the remaining evaluated domains. On the other hand, domain I Physical/Fitness provided the owest average score (11.77 - P=2.78 58.83%). All participants are under adaptive nefficacy: Group 2 Light Inefficacy (26.7%), Group 3 oderate Inefficacy (33.3%) and group 4 Severe Inefficacy (30.0%). As regards the global functioning evaluation (GFE),36.67% are observed to fall in the interval between 51-60 points; 23.33% of participants are in the interval between 31-50 points; and only 23.33% obtained a score above 70 points. By correlating the results from the evaluations, strong, positive and significant relations have been found between the evaluation on quality of life perception, adaptive efficacy and global functioning. / A obesidade é uma doença crônica que vem acometendo, progressivamente, cada vez mais pessoas no mundo. Por ser uma patologia de difícil controle que favorece a eclosão de outros agravos à saúde, é premente a necessidade de realização de pesquisas que possam contribuir para o aperfeiçoamento dos tratamentos, bem como para a melhoria da qualidade de vida e eficácia adaptativa. Sendo assim, a presente pesquisa visou avaliar a percepção da qualidade de vida (QV), a eficácia adaptativa (EDAO) e o funcionamento global (AGF) de pessoas com obesidade, relacionando os resultados obtidos na avaliação da percepção da QV com os da eficácia adaptativa, bem como aos do funcionamento global (AGF). Para tanto, utilizou-se o questionário WHOQOL-100 versão em português para avaliação da percepção de qualidade de vida, a Entrevista Diagnóstica Preventiva Escala Diagnóstica Adaptativa Operacionalizada (EDAO) para a eficácia adaptativa e a Escala de Avaliação do Funcionamento Global (AGF) para o funcionamento global. Este estudo contou com a participação de trinta mulheres obesas (Índice de Massa Corporal IMC >=30 kg/m2), com idade média de 52,33 anos, que utilizavam os serviços de um ambulatório situado na região do Grande ABC, estado de SP. A maioria das participantes se encontrava no grau I de obesidade - 46,70%, situava-se no grau II 33,30% e 20,00% no grau III. O aumento de peso da maioria teve início nas gestações (43,30%), o segundo período onde ocorreu o início do descontrole do peso corporal foi entre os 40 aos 50 anos (20,00%). Na avaliação geral da QV, observou-se que no domínio VI Aspectos Espirituais/Religião/Crenças Pessoais foi encontrado o maior escore médio (16,17 - DP=2,95 [equivalente a 80,83% do escore máximo que poderia ser obtido]), comparando-o com os demais domínios avaliados. Em oposição, o domínio I Físico foi o que apresentou o menor escore médio (11,77 - DP=2,78 - 58,83%). Todas as participantes se encontravam em ineficácia adaptativa: Grupo 2 Ineficaz Leve (26,7%), no Grupo 3 Ineficaz Moderada (33,3%) e no Grupo 4 Ineficaz Severa (30,0%). Quanto à avaliação do funcionamento global (AGF), notou-se que 36,67% se situavam no intervalo entre 51-60 pontos. 23,33% das participantes no intervalo entre 31-50 pontos. Apenas 23,33% tiveram pontuação acima de 70 pontos. Relacionando os resultados das avaliações, foram encontradas correlações fortes, positivas e significativas entre a avaliação da percepção de qualidade de vida, da eficácia adaptativa e do funcionamento Global.

Die Fetale Akinesia Deformation Sequence (FADS) umfasst ein breites klinisches Spektrum. Dieses reicht von Tot- und Fehlgeburten, fetalen Ödemen bis hin zu Kontrakturen, Pterygien und Atemschwäche. Die Ätiologie der FADS ist sehr heterogen. Der Fokus dieser Forschungsarbeit lag in der Mutationsanalyse in Genen des Acetylcholin-Rezeptor-Pathways. Bekannt war das homozygote missense und nonsense Mutationen in den Genen der fetalen Untereinheit CHRNG des Rezeptors mit dem klinischen Bild des multiple Pterygien-Syndrom (MPS) und Letalen multiplen Pterygien-Syndrom (LMPS) einhergehen. Missense Mutationen in weiteren Genen des AChR-Komplexes präsentieren sich klinisch als Congenitales Myasthenes Syndrom (CMS). Vermutet, aber nicht bewiesen war das homozygote nonsense Mutationen in diesen weiteren Genen letal verlaufen und ursächlich für das letale Pterygiensyndrom sein können. Wir konnten diese Hypothese bestätigen.:1. Einführung in das Thema 1.1. Prävalenz und Relevanz fetaler Bewegungsstörungen und angeborener Kontrakturen 1.2. Das klinische Bild 1.3. Ursachen verminderter fetaler Bewegung 1.4. Der nicotinerge Acetylcholinrezeptor 1.5. Mutationssuche in den Genen der α1-, β1- und δ-Untereinheit (CHRNA1, CHRNB1 und CHRND) sowie in dem Rezeptor assoziierten RAPSN-Gen 2. Publikation 3. Zusammenfassung der Arbeit Literaturverzeichnis Anlagen Darstellung des eigenen wissenschaftlichen Beitrags Erklärung über die eigenständige Abfassung der Arbeit

The thesis examines two interrelated topics; the perception of management theory in general, and the efficacy of the learning organisation in particular. The purpose of this thesis, therefore, is to compare the rhetoric espoused in the learning organisation literature with a survey of senior managers in large, commercial organisations. The results revealed a positive disposition towards business and management theory in general. The survey also demonstrated that leadership is considered the most important variable in the success of a company. This is facilitated through the attraction and retention of the appropriate staff and creating sufficient space for them to operate. Learning is embedded by anticipating the future, learning from the past and enabling good communication. However, the latter is balanced through change management. This is derived through legitimate authority and a reliance on planning. Finally, a strategy of experimentation is balanced by challenging industry rules. Themes involving politics, corporate alignment and corporate longevity were found to have relatively little convergent validity. The third section of the questionnaire reveals a positive disposition towards the learning organisation. The contribution of this thesis is in three areas. First, it is the only work to evaluate the anti-guru school. Second is the development of a syncretic model of learning organisation concept using structural equation modelling. Finally, it explains and examines the largely misunderstood concept of management fashions.