Submitted in compliance with the requirement for Degree of Doctor of Technology: Radiography, Durban University of Technology, 2013. / The shortage of radiologists in Zambia has persistently made the provision of equitable access to optimum radiological services unattainable in the current radiological service delivery system, while equity in distribution of cost-effective and quality healthcare service as closer to the community as possible is at the core of Zambia’s vision in the National Health Strategic Plan. This vision is maintained in Zambia’s Sixth National Development Plan, for the period 2011 to 2015. The number of radiologists as low as three radiologists, for a population of thirteen million people, makes the possibility of ever providing optimum radiological services equitably accessible to the community unattainable, without launching and upholding a precise remedial intervention. The purpose of the study was to develop a framework for sustainable radiographic human capital developmental guidelines embracing advanced radiographic practice and optimum radiological services, with special focus on hospitals without radiologists. The objectives were to: a) analyse the existing radiographic services and/or practices in rural Zambian hospitals without radiologists; b) examine the views of radiographers, physicians, and patients in hospitals without radiologists, regarding adequacy of radiological service delivery; (c) determine desirable competencies for frontline radiographers in comprehensive radiological service delivery, as well as the benefits of such competencies to the community and the health service facilities; d) analyse the healthcare managements’ expectations regarding frontline radiographers’ capabilities in rendering comprehensive radiological services in healthcare settings without the radiologists, e) formulate, implement, and evaluate a training programme for radiographers for comprehensive radiological services; with specific references to client (physician and patient) satisfaction and radiographic competencies; and (f) develop a framework for human capital development for frontline radiographers in providing comprehensive radiological services. The Accenture Human Capital Development Framework (AHCDF) was employed as the theoretical framework to link all key aspects of the inquiry (Thomas, Cheese and Benton, 2003). An Action Research design was used involving multidisciplinary participation, including patients, in the five cyclical phases of the Action Research design; diagnosing, planning, acting, evaluating, and specifying learning. The route of knowledge generation and application was guided by retroductive or abductive cyclical logical process. The interviews, document analysis, and questionnaires were applied to obtain data, whereas a designed training programme for frontline radiographers was piloted and evaluated within this study. The study’s data management and analysis were largely by qualitative methods, though quantitative aspects involving percentages as in descriptive statistics were also involved where appropriate. The discussion, integrates the research findings under appropriate themes of the theoretical framework. An investment perspective in AHCDF is linked to ways of investing in radiographers’ education and training towards extended roles is discussed. The radiographers’ extended roles are seen as a catalyst to desirable radiological technology, radiological service designs, and corresponding radiological service outcome. The benefit of this proposed investment is seen as promoting equitable access to radiological services, with averted or reduced costs ascribed to referrals of patients among hospitals. Consequently, incomes of households and healthcare institutions would be preserved for poverty reduction by reduced referral-related costs. The researcher-devised frontline radiographic human capital developmental (FRHCD) conceptual framework is developed and a way forward recommended. / African Doctoral Dissertation Research Fellowship International Development Research Center (IDRC) Ford Foundation

This thesis consists of an introductory part and the following four self-contained papers: In Paper [I] we analyze the implications of social identity and self-categorization for optimal redistributive income taxation. A two-type model is supplemented by an assumption that individuals select themselves into social categories, in which norms are formed and education effort choices partly depend on these norms. The results show, among other things, that externality correction by a welfarist government leads to an element of tax progression that serves to reduce the discrepancy between the effort norm and the actual effort chosen by low-productivity individuals in the high-effort group. Furthermore, if the preference for social identity is sufficiently strong, increased wage-inequality leads to higher social welfare through a relaxation of the selection constraint. It may thus be desirable to use publicly provided education to induce more wage-inequality, even if higher wage-inequality increases the intrinsic utility of a potential mimicker. In Paper [II] I employ high quality register data to present new facts about income mobility in Sweden. The focus of the paper is regional differences in mobility, using a novel approach based on a multilevel model. This method is well-suited when regions differ greatly in population size as is the case in Sweden. The maximum likelihood estimates are substantially more precise than those obtained by running separate OLS regressions. I find small regional differences in income mobility when measured in relative terms. Regional differences are large when adopting an absolute measure and focusing on children with below-median parent income. On the national level I find that the association between parent and child income ranks has decreased over time, implying increased mobility. In Paper [III] I study the long term effects of inter-municipal moving during childhood on income using Swedish register data. Due to the richness of the data I am able to control for important sources of selection into moving, such as parent separation, parents' unemployment, education, long run income, and immigration background. I find that children's long run incomes are significantly negatively affected by moving during childhood, and the effect is larger for those who move more often. For children who move once, I also estimate the effect of the timing and the quality of the move. I measure the quality of each neighborhood based on the adult outcomes for individuals who never move. The quality of a move is defined as the difference in quality between the origin and the destination. Given that a family moves, I find that the negative effect of childhood moving on adult income is increasing in age at move. Children benefit economically from the quality of the region they move to only if they move before age 12 (sons) and age 16 (daughters). In Paper [IV] I study the bias of IGE estimates for different missing-data scenarios based on simulated income processes. Using an income process from the income dynamics and risks literature to generate two linked generations’ complete income histories, I use Monte Carlo methods to study the relationship between available data patterns and the bias of the IGE. I find that the traditional approach using the average of the typically available log income observations leads to IGE estimates that are around 40 percent too small. Moreover, I show that the attenuation bias is not reduced by averaging over many father income observations. Using just one income observation for each generation at the optimal age (as discussed in the paper) or using weighted instead of unweighted averages can reduce the bias. In addition, the rank-rank slope is found to be clearly less sensitive to missing data.

Thesis (MPA)--University of Stellenbosch, 2003. / ENGLISH ABSTRACT: The post-apartheid era in South Africa has been marked by a whole range of important changes. At local government, these changes have been manifested by, among other things, the change in strategy from regulatory to developmental local government. Interms of the open systems approach to organisational change, changes in one part of an organisation need to be complemented by matching changes in other parts of the organisation. This is the premise that forms the basis of this study. It is argued particularly that the success of developmental local government hinges, to a large extent, on complementary changes being made in other departments of a municipality. The study focuses on one of these departments, namely the human resources (HR.) department of a municipality. It investigates Endumeni Municipality, and researches whether it has the necessary HR capacity to cope with the new strategy of developmental local government. This is subsequently followed by recommendations derived from the findings. HR capacity is defined as the combination of the following key variables: strategic partnership between the HR function and other functions of a municipality; integration of HR policies, systems and competencies with the developmental mission of a municipality; coherence among the different components of the HR strategy; flexibility of the HR strategy; and Alignment of the culture of a municipality with its developmental mission. The study is descriptive in character. It makes use of a combination of qualitative and quantitative methods of investigation. The qualitative method comprises interviews with key informants and an analysis of official documents. The quantitative method, on the other hand, consists of a questionnaire that is administered to the Councillors of the municipality. The study came to a conclusion that Endumeni Municipality lacks the HR capacity to carry out its developmental functions. To remedy this situation, the following recommendations have been suggested: (i) The current role of the HR section has to be reviewed with the view to elevate it to the level of a strategic partner. (ii) The HR competencies, policies and practices of the municipality are still embedded in the outdated system of regulatory local government. These must also come up for review so that they can be re-aligned with developmental local government. (iii) There is generally lack of co-ordination among the various components of HR strategy. These must be re-aligned so that they can complement each other. (iv) The municipality is currently finding it difficult to discard the old HR strategies, a point which suggests rigidity on the part of these strategies. Inorder to cope with the changing environmental conditions, the municipality needs to have some flexibility in its HR strategies. (v) Finally, the prevailing culture still shows elements, which support the old system. This has to be addressed in order to create a new culture that is consistent with developmental local government. / AFRIKAANSE OPSOMMING: Die post-apartheid era in Suid-Afrika word gekenmerk deur 'n reeks baie belangrike veranderinge. Op plaaslike regeringsvlak word hierdie veranderinge, onder andere gekenmerk deur die verandering in strategie van regulerende na ontwikkelende plaaslike regering. Volgens die oopstelselbehadering tot organisatoriese verandering moet veranderinge in een afdeling van 'n organisasie aangevul te word deur soortgelyke veranderinge in ander afdelings van die organisasie. Hierdie stelling vorm die basis van hierdie studie. Daar word geargumenteer dat die sukses van ontwikkelende plaaslike regering in "n groot mate rus op aanvullende veranderinge wat gemaak word in ander afdelings van die munisipaliteit. Hierdie studie fokus op een van hierdie afdelings, naamlik Menslike Hulpbronne (MH). "n Studie word gedoen om te bepaal of Endumeni Munisipaliteit oor die nodige MR beskik om die nuwe strategie van ontwikkelende plaaslike regering te ondersteun. Dit word gevolg deur aanbevelings wat spruit uit die bevindings. MH - kapasiteit word gedefinieer as "n kombinasie van die volgende sleutelveranderlikes: n strategiese venootskap tussen die MR-funksie en ander funksies van "n munisipaliteit; inskakeling van MH-beleide, stelsel en - vaardighede met die ontwikkelingsmissie van' n munisipaliteit; samehorigheid tussen die verskillende komponente van die MR - strategie; aanpasbaarheid van die MR - strategie; en gerigtheid van die kultuur van' n munisipaliteit op sy ontwikkelingsmissie. Die studie is beskrywend van aard. Dit maak gebruik: van "n kombinasie van kwalitatiewe en kwantitatiewe metodes van ondersoek. Die kwalitatiewe metode behels onderhoude met belangrike informante en ontleding van amptelike dokumente. Die kwantitatiewe metode, aan die ander kant, behels "n vraelys wat versprei word onder ampsdraers van die munisipaliteit. Die studie kom tot die gevolgtrekking dat Endumeni Munisipaliteit nie oordie MHkapasiteit beskik om sy ontwikkelingsfunksie uit te voer nie. Die volgende aanbevelings word gedoen, om hierdie probleem op te los: (i) Die huidige rol van die MH - seksie moet hersien word om dit uit te lig na die vlak van "n strategiese vennoot. (ii) Die MR - vaardighede, beleide en praktyke van die munisipaliteit verteenwoordig steeds "n uitgediende stelsel van regulerende plaaslike bestuur. Dit moet hiersien word en in lyn gebring word met die ontwikkelende plaaslike regering. (iii) In die algemeen is daar min samewerking tussen die verskeie komponente van die MR - strategie. Hulle moet in lyn gebring word sodat hulle mekaar kan komplimenteer. (iv) Die munisipaliteit vind dit moeilik om ontslae te raak van die ou MH - strategie, "n punt wat die onbuigsaamheid van hierdie strategieë bewys. Om by te bly met die veranderende omgewingstoestande, moet die munisipaliteit buigsaamheid in sy MR - strategie hê. (v)- Ten slote, die huidige kultuur toon steeds elemente wat die ou stelsel steun. Dit moet aangespreek word om "n nuwe kultuur te ontwikkel wat in ooreenstemming . is met ontwikkelende plaaslike regering.

Thesis (MBA)--Stellenbosch University, 2014. / Human resource management is a widely researched field. However, the research done in terms of small to medium-sized enterprises, is extremely limited, especially in South Africa. The aim of this research was to investigate human resource management practices in one such a company, and to develop a feasible action plan to improve on these practices. The chosen company, Task Applied Science (Pty) Ltd, is a medical research company based in Cape Town, South Africa. The data for the study was obtained through a literature review and interviews. The data from the literature review identified best practices and frameworks. This was combined with interviewing company employees as well as HRM practitioners in the medical field to not only identify problems, but to also suggest possible solutions. These solutions were compiled in a comprehensive action plan. As such, the results offer a workable solution for Task Applied Science, and can serve as example for all small to medium-sized enterprises. The literature review further showed that smaller companies tend to ignore the importance of human resource management due to the time and costs involved and the fact that they are focussed on the external environment rather than the internal. This cannot simply be remedied by implementing practices developed in large companies. Best practices need to be customised to fit the needs of the specific company. The findings showed that only certain human resource management practices were implemented in reaction to crises, or as needs arose. This, combined with the rapid growth and lack of structure, caused a breakdown in communication, transparency, and trust. Staff loyalty decreased because they felt that they were left in the dark. Both the company strategy and values became vague, and thus staff could not be aligned to it. Noteworthy was that the increase in policies and documentation did not cause employees to feel restricted, but rather that it created a feeling of security. The study made it abundantly clear that the human resources department needs to be treated as a strategic partner in the planning and execution of the company strategy; especially in terms of efficient change management. Their role is to communicate the strategic direction, while at the same time acting as an activist for the staff, voicing their needs and capabilities. The proposed action plan focused mainly on the company culture and the alignment of staff with the company’s business strategy. This was done by addressing issues such as company culture, communication, company values, and staff development. The plan offers practical solutions within each of these categories. Furthermore, it suggests solutions in terms of efficient staff recruitment and knowledge management. By implementing this plan the company will be able to increase the synergy between the business units within the company, eradicating silos, and establishing the staff as a competitive advantage. In addition to this, it will establish the human resources department as a credible partner for the staff in developing both their personal and professional lives.

Flera rapporter visar på att hälsofrämjande insatser inom organisationer kan leda till positiva resultat på hälsa, effektivitet och kvalitet. Arbetsgivare ses som centrala aktörer i att förebygga hälsa genom hälsofrämjande åtgärder. Tidigare studier har pekat på att åtgärderna bör innefatta såväl individen som organisationen samt att både medarbetare och ledare måste vara delaktiga. Därmed är det aktuellt att undersöka vilka förutsättningar som är viktiga för att uppnå en hälsofrämjande arbetsplats. Syftet med studien var att bidra med kunskap om hur den hälsofrämjande arbetsplatsen uppfattas och fungerar, både utifrån medarbetare och ledares perspektiv. På så sätt avsåg studien bidra till organisationer som vill arbeta för att skapa effektiva och hållbara arbetsplatser. En kvalitativ fallstudie har genomförts där semistrukturerade intervjuer har utförts för att samla in empirisk data om deltagarnas uppfattningar. Dessutom har viss sekundärdata samlats in i form av information om den studerade organisationen. Vidare har en litteratursökning genomförts för att undersöka tidigare forskning inom ämnesområdet. Där framkom att en investering i en hälsofrämjande arbetsplats skapar förutsättningar för ökad produktivitet och effektivitet. Tidigare forskning har även fokuserat mycket på ledarskapet då det anses vara en viktig faktor. Resultatet av denna studie visade på att den hälsofrämjande arbetsplatsen handlar om många olika delar inom både hälsa och arbetsmiljö. Både medarbetarna och ledarna menade att insatserna gynnade både individen och organisationen på flera nivåer. Att integrera det hälsofrämjande arbetet i organisationens befintliga system ansågs som en viktig faktor. Vidare poängterades att tid, resurser, positivt ledarskap samt delaktighet från hela organisationen var de viktigaste förutsättningarna för att uppnå en hälsofrämjande arbetsplats. Studiens resultat analyserades och visade på att en investering i humankapital i form av hälsofrämjande åtgärder skapar förutsättningar för en positiv resultatkedja inom organisationen, vilken slutligen bör resultera i en effektiv och hållbar arbetsplats. Vidare analyserades att ledarna har en viktig roll i att förebygga riskfaktorer och främja friskfaktorer, vilket också Arbetsmiljöverket tydliggjort i och med den nya föreskriften om organisatorisk och social arbetsmiljö. / Several reports show that health promotion efforts within organizations can lead to positive results in health, efficiency and quality. Employers are seen as key players in the prevention of health through health promotion. Previous research has indicated that the activities should include both the individuals and the organization, and both employees and managers need to be involved. This shows that it is relevant to examine which conditions that are essential to achieve a workplace health promotion. The purpose of the study was to contribute to the knowledge about how the workplace health promotion is perceived and how it works, both from employees and leaders' perspective. Thereby, the study aimed to contribute to organizations that want to create effective and sustainable workplaces. A qualitative case study was conducted and semi-structured interviews were carried out to collect empirical data on participants' perceptions. Additionally, some secondary data was collected in the form of information about the studied organization. Furthermore, a literature research was conducted to examine previous research in the field. It showed that an investment in a workplace health promotion creates conditions for increased productivity and efficiency. Previous research has also focused a lot on leadership as it is considered as an important factor. The results of this study showed that workplace health promotion involves many different elements within both health and working environment. Both the employees and the leaders argued that efforts benefited both the individual and the organization on several levels. Integrating the workplace health promotion in the organization's existing systems was considered an important factor. It was further argued that time, resources, positive leadership and involvement of the whole organization was the most important conditions for achieving a workplace health promotion. The study's results were analyzed and showed that an investment in human capital in the form of health promotion creates the conditions for a positive chain of results within the organization, which in the end finally should result in an effective and sustainable workplace. Further analysis showed that the leaders have an important role in preventing risk factors and promoting health factors, which the Swedish Work Environment Authority also made clear in the new provisions about organizational and social work environment.

This paper uses historical and economic references to evaluate the economic value of learning English in Spain. Seeing that English is the lingua franca in politics, business, and technology, it is a necessary skill for Spanish citizens to possess in order to efficiently interact in foreign relations of all kinds. Due to Franco’s harsh language policies, and Spain’s ineffective education system, Spain has lacked the same linguistic exposure to foreign languages—especially English—than the rest of Europe. By referencing the previous literature written about the relationship between language and earnings, this paper seeks to find the economic incentive for Spaniards to learn English. The six issues introduced by language economist, Francois Grin, provide an economic, cultural, and social compass to evaluate the overall impact English language learning would have on the Spanish labor market and national economy. The six issues analyze the relevance language has on economic processes, human capital, social investments, policies, wage distribution, and the general market. With tourism as Spain’s most lucrative business sector, better skills in English communication would only add to its economic success. While the Spanish government has named English as one of the seven basic skills within the labor market, effective teaching programs still have to be developed.

企業為求成長與永續經營變革乃必須的歷程，而徵諸許多變革歷程的資料，人力資源管理所扮演的角色與功能已經日益突顯，從以往執行者角色，逐漸蛻化成推動變革者，策略夥伴的角色。 　　而全球化、新科技、人力市場結構的急速變遷以及市場回應速度，更使得人力資源管理在變革中所承擔的功能越趨複雜，實有必要深入探討。 1) 將變革人資與六標準差一並做研究，恐會備多力分，宜更加緊約，俾 能更邏輯。 2) 部分資料引用係次級資料宜加以改進。 3) 資料求證上因受到限制，致未能完全達到測試期求結果。 4) 應在財務成效外繼續研討組織變革與策略在變革上做更進一步研究。 5) 較偏重訓練對變革的影響，宜擴及至其他人資功能在變革過程角色 的研究。 / For the rapid growth and sustainable management purposes， Change has become an inevitable process in many businesses， however， the role of Human Resource to participate in managing change now is more prominent than ever from time to time， from the implementer in the earlier stage， gradually becomes the change facilitator and even now the partner during the strategic decision stage. Globalization， new technology， the fast changing of human market infrastructure， and the need of quick response for market situation， enable the function and role of Human Resource to be more complicated， and this is main purpose for this study， to study the role and function of Human Resource on managing change. 1) It was rather difficult to integrate change ，sigma and Human Resource together to complete this thesis， and more logic process should be address. 2) Some data and literature are from sub level， should be improved. 3) It was a little regret due to the condition and limitation during the survey process， the accuracy of some result are below the expectation， should be improved then as we make the similar study. 4) Most result are based on financial performance， should be expanded to the organizational development and strategy. 5) Too much emphasized and focus on the impact of training，and some other HR functions like performance management，moral and motivation should be further studied.

隨著知識經濟時代來臨，知識在組織經營中扮演日益重要的角色，知識擁有者對於組織而言即為人力資本。組織應瞭解知識擁有者能為組織創造多少效益，從而進行人力資源管理，以求長期競爭優勢。因此人力資本在組織中益顯重要，故本研究擬探討人力資本對組織市場價值與財務績效之影響情況。 本研究以我國上市及上櫃公司為研究對象，包含資訊電子（光電、半導體、資訊通訊服務、資訊家電）、生物科技、食品、化學材料、紡織等產業進行探討。研究期間為2001年至2003年，以複迴歸方式從事實證模型分析。 本研究主要探討議題共分為兩部分： 一、人力資本對組織市場價值之影響：本研究以市場價值及M/B Ratio當為應變數，研發人數、員工向心力為自變數。 二、人力資本對組織財務績效之影響：以每人營業收入、每人營業毛利、每人稅前營業利益為應變數，自變數為：研發人數、員工向心力等。 本研究之實證結果發現：研發人數對組織市場價值與組織財務績效有正向影響，而員工向心力對組織M/B Ratio也有正向影響。另外，智慧資本的投資通常會為企業帶來數年的效益，人力資本也不例外，因此本研究另外針對遞延一期之組織市值及財務績效進行分析，實證結果研究也發現：研發人數對組織財務績效具有部分遞延效益。 根據實證結果，本研究建議組織應加強對人力資本之重視，俾提升其市場價值及財務績效。另外，對於後續研究者而言，由於人力資本之指標因各文獻採用不一，故未來學者應再針對不同指標進行探討，並加以彙整，或許對組織市場價值與財務績效影響因子可能會有更深入及明確之瞭解。 / With the coming of the age of knowledge economy, knowledge plays a very important role in organizations. Knowledge-owners are regarded as “Human Capital” in organizations. Managers should understand how many benefits the knowledge-owners will bring to the organizations, and use their Human Resource Management (HRM) policies effectively to retain the long-term competition advantages. Human capital becomes more and more important, so this study is intent to examine the effect of human capital upon the market value and financial performance of the organizations. The two main themes of this study are: 1. The effect of human capital on market value of the organizations. The dependent variable are: market value and M/B Ratio; and the independent variable are: number of R&D workers and employee loyalty. 2. The effect of human capital on financial performance of the organizations. The dependent variable are: revenue per employee, gross profit per employee, and operating income per employee; and the independent variable are: number of R&D workers and employee loyalty. The results show that “R&D workers” has both positive effect on market value and financial performance of the organizations; “employee loyalty” has positive effect on M/B Ratio, too. In addition, human capital has partial lagged effects. According to the results, this study suggests that the organizations should pay more attention to their human capital to promote their market value and financial performance. Moreover, for future researchers, they could examine different human capital indexes. It may allow us to have a thorough understanding about the influence of human capital on market value and financial performance of the organizations.

<p><strong>Abstract </strong></p><p><strong>Purpose </strong>The purpose of this study is to investigate the methods used for valuating private limited knowledge based companies and if a new approach is required, create or modify a foundation that will constitute as a base within the valuation process.</p><p><strong>Method </strong>This is a qualitative study using interviews to obtain primary data. People working in the valuation industry were contacted and we got eight respondents. The questions were designed to answer our purpose and research questions. Telephone interviews were chosen due to the fact that we believed the response would be higher.      <strong></strong></p><p><strong> </strong></p><p><strong>Frame of References </strong>The theories used in this section is divided into three parts; the financial analysis including traditional valuating methods such as the Discounted Cash Flow model and relative valuating and multiples. The non-financial analysis focus on the underlying analysis consistent of structural- and intellectual capital and also value drivers that are creating value for the firm. In the end other theories concerning the analysis are presented, such as the risk-return trade-off, risk rating systems and analytical hierarchy process.            <strong> </strong></p><p><strong> </strong></p><p><strong>Empirical Findings </strong>In this section the presentations of the respondents’ answers and</p><p><strong>and Analysis </strong>a brief analysis related to each question. After this an extended analysis is presented focusing on the subject and our risk scheme and guidelines we created/modified. The extended analysis is connected to the respondents’ answers. The purpose of this section is to have a better understanding about the risk of transient intellectual capital and give recommendations how to handle it. Also, guidelines of how to weight different value driver are discussed.</p><p><strong>Conclusion </strong>We concluded that all valuations utilize more than one approach in order to estimate the most accurate value for the company. For knowledge based companies the biggest risk with a M&A transaction is the probability of diminishing the intellectual capital. We constructed a model that will manage this risk based on our interviews and established theories.</p><p> </p>

The Pueblo of Laguna in New Mexico maintains a tribal scholarship program to assist students in their pursuit of higher education. This research was initiated to assess from the graduates' perspective how effectively the tribe utilized its subsidized academic capital. The purpose of the study was to identify obstacles, incentives, distractions, or alternative opportunities that Laguna college graduates encountered on their academic paths that influenced their perceptions about working for the tribe. Several challenges were identified that if addressed could profoundly benefit the tribe by increasing the retention of tribal graduates for the professional roles for which they were academically trained. A mixed methods research design was employed to examine why graduates educated with considerable assistance from their tribe were not working for their tribe in the capacity for which they earned degrees. Within this study, both quantitative and qualitative approaches were used to gather, report, and interpret the data. The combined use of a survey as the quantitative method and interviews as the qualitative method provided a balanced view of the perceptions of the Laguna graduates. An analysis of both sets of data indicated that several significant rifts existed between the arenas of tribal professional employment opportunities, college level academic attainment, and the existing secondary school system. Conversely, notions of tribal student loyalty and an intense desire to contribute to community were confirmed. Based on the findings, it was recommended that several critical decisions regarding the future of the Pueblo's higher education priorities be made. Further, it was recommended that the tribe increase their efforts to capitalize on the intrinsic community connectedness demonstrated by the Laguna graduates.