Bioeconomy strategies in high income societies focus at replacing finite, fossil resources by renewable, biological resources to reconcile macro-economic concerns with climate constraints. However, the current bioeconomy is associated with critical levels of environmental degradation. As a potential increase in biological resource use may further threaten the capacity of ecosystems to fulfil human needs, it remains unclear whether bioeconomy transitions in high income countries are sustainable. In order to fill a gap in bioeconomy sustainability assessments, we apply an ontological lens of coupled social-ecological systems to explore critical mechanisms in relation to bioeconomy activities in the global resource system. This contributes to a social-ecological systems (SES)-based understanding of sustainability from a high income country perspective: the capacity of humans to satisfy their needs with strategies that reduce current levels of pressures and impacts on ecosystems. Building on this notion of agency, we develop a framework prototype that captures the systemic relation between individual human needs and collective social outcomes on the one hand (microlevel) and social-ecological impacts in the global resource system on the other hand (macro-level). The BIO-SES framework emphasizes the role of responsible consumption (for physical health), responsible production (to reduce stressors on the environment), and the role of autonomy and selforganisation (to protect the reproduction capacity of social-ecological systems). In particular, the BIO-SES framework can support (1) individual and collective agency in high income country contexts to reduce global resource use and related ecosystem impacts with a bioeconomy strategy, (2) aligning social outcomes, monitoring efforts and governance structures with place-based efforts to achieve the SDGs, as well as (3), advancing the evidence base and social-ecological theory on responsible bioeconomy transitions in the limited biosphere.

<p>The purpose of this paper is to understand why education is a human right. I will look at works by the late Paulo Freire, a Brazilian educator. Paulo Freire worked for many years on developing a pedagogy to promote humanity. His goal was to demonstrate that a literate person will ultimately live a better life because she will be free from oppression and domination.</p><p>I chose to study Paulo Freire as a tool in proving why education is a human right because throughout his work he demonstrated the need for people to be literate in order for them to be considered “truly human”. I will address this term further in my argument.</p><p>This thesis is a work in progress. My goal is to include chapters illustrating Amartya Sen’s theory and ideology, and compare them to those of Freire’s. I would also like to include a chapter specifically dedicated to women and education, since it is common practice for women in many countries to sacrifice their right to education so the males in their families can attend school.</p>

Recreational running is an activity increasing in popularity (Running USA, 2012). The current study sought to gain an ‘insiders’ perspective into the ‘lived experiences’ and social world of distance running so to explore the meaning, value and significance of the activity to the lives of ‘highly committed’ runners in Toronto (Canada). Ethnography of running club participants was used to inform the research. Findings suggest that commitment to distance running was effective for fulfilling a number of human ‘needs’, including for health, fitness, acceptance, belonging, self-esteem, autonomy, competence, relatedness and perhaps self-actualization as proposed by Maslow (1954) and Deci and Ryan (2000). Running was further conceptualized as a “serious leisure” (Stebbins, 1982) which helps explain the process of adaptively incorporating physical activity into one’s life and committing long-term. This research highlights some oft ignored psychological and social benefits of physical activity adherence which may contribute to improved overall health and well-being.

The purpose of this paper is to understand why education is a human right. I will look at works by the late Paulo Freire, a Brazilian educator. Paulo Freire worked for many years on developing a pedagogy to promote humanity. His goal was to demonstrate that a literate person will ultimately live a better life because she will be free from oppression and domination. I chose to study Paulo Freire as a tool in proving why education is a human right because throughout his work he demonstrated the need for people to be literate in order for them to be considered “truly human”. I will address this term further in my argument. This thesis is a work in progress. My goal is to include chapters illustrating Amartya Sen’s theory and ideology, and compare them to those of Freire’s. I would also like to include a chapter specifically dedicated to women and education, since it is common practice for women in many countries to sacrifice their right to education so the males in their families can attend school.

Recreational running is an activity increasing in popularity (Running USA, 2012). The current study sought to gain an ‘insiders’ perspective into the ‘lived experiences’ and social world of distance running so to explore the meaning, value and significance of the activity to the lives of ‘highly committed’ runners in Toronto (Canada). Ethnography of running club participants was used to inform the research. Findings suggest that commitment to distance running was effective for fulfilling a number of human ‘needs’, including for health, fitness, acceptance, belonging, self-esteem, autonomy, competence, relatedness and perhaps self-actualization as proposed by Maslow (1954) and Deci and Ryan (2000). Running was further conceptualized as a “serious leisure” (Stebbins, 1982) which helps explain the process of adaptively incorporating physical activity into one’s life and committing long-term. This research highlights some oft ignored psychological and social benefits of physical activity adherence which may contribute to improved overall health and well-being.

The Casamance conflict for decades has been unable to produce a sustained peace settlement. This project utilised among others, the relative deprivation and basic human needs satisfaction theories respectively and concludes that the conflict is underpinned by relative deprivation, strongly felt and driven by the elite group. Both the current phase as well as in the past, the conflict has been driven and to an extent manipulated by these elite, motivated by self-empowerment. Masked under the struggle of a relatively deprived masses into collective violence, seeded in a classic social conflict of a type rooted in stereotyping, marginalisation and underdevelopment, primarily driven by basic human needs dissatisfaction expressed in terms of the levels of poverty.   These stemmed in part from the colonial pass which set into motion the continuous suppression and segregation of the Casamance region. In particular, of the Diola ethnic identity thus, the conflict’s ethno nationalists dimension. This research presents a deprivation approach strategy to peace making, which among other factors includes addressing the socioeconomic and political causes of the conflict and also one that underscores the relevance of a credible third party involvement to resolving the dispute between a fractured MFDC and a reluctant Government of Senegal.

<p>The purpose of this thesis is to achieve a greater understanding of the contemporary situation in Kosovo. This understanding is to be made concrete by viewing the international community’s and the domestic actor’s view of the root causes to the contemporary situation. First, the historical background and the contemporary political-, economical- and societal situation of the province are presented. Secondly follows the International Community’s- and the domestic actors stated view that is analyzed using the theories of Political Culture, Relative Deprivation and Human Needs.</p><p>The method that I have chosen is the qualitative together with Semi Structured Interviews that took place in Kosovo during spring 2007.</p><p>I find in my analysis that the view of the International Community and the domestic actors differ. The international community judge the root causes to be foremost the economy, historical legacy and unresolved status and that these have an Interest need based feature. The Kosovo Albanian elite deems that the economy, dual administration, living in a post-communist society and the unresolved status are the most important root causes. The Kosovo Serbs judge them to be lack of political stability and security, and the unresolved status. These needs are Value- and Human Need based to a greater extent than the International Community’s stated ones.</p><p>Keywords: Kosovo, International and Domestic Perspective, Relative Deprivation, Human Needs</p>

Tidigare undersökningar av motivationen att utöva friluftsliv har identifierat motiv som social samvaro, fysisk aktivitet, naturupplevelser och avkoppling, dock har området mest berörts i samband med planering och förvaltning av naturområden. Den här studien har undersökt motiv bakom människans friluftslivsutövande i syfte att förstå dessa drivkrafter i relation till mänskliga behov. Studien bestod av 31 deltagare från olika delar av Sverige, i åldrarna 22-75 med varierande sysselsättning, friluftslivs-utbildning, civilstatus och nationalitet, varav 16 kvinnor. Data samlades in genom att deltagarna fick skriva berättelser om sin motivation. Det insamlade materialet meningskoncentrerades och analysen resulterade i att tre abstrakta motiv kunde urskiljas: (1) att komma bort från något, samt (2) att få inre och (3) yttre stimulans. Utövandet har visat sig tillfredsställa flertalet behov och främjar på så vis välmående. Vidare bidrar studien till kunskap om vad den friluftsaktiva individen upplever att hon behöver. Resultaten stämmer väl överens med tidigare forskning.

With recognition of turnover as a financial issue increasing, companies are searching for strategies to confront the problem in ways that generate a good return on investment. Successfully managing turnover is a matter of understanding its costs, causes and cures. In service–oriented industries such as banking, people are considered among the most important assets of a firm. Forward–thinking banks are looking for ways to leverage people, along with processes and technology, to achieve their objectives. Employee expectations are changing, too, forcing organisations to place a greater emphasis on talent management strategies and practices. Employees rarely quit on the spot. Generally, an employee becomes dissatisfied and stays disengaged for quite a while before leaving. However, from the moment of disengagement, most employees are no longer as dedicated or productive as they once were. Nearly all the real reasons why employees quit, fall into four basic categories of human needs: the need for trust, the need for hope, the need to feel competent, and the need to feel valued and trustworthy (Branham, 2005). Thirteen possible reasons for resignations were identified within the banking sector, namely: desire to take on a new challenge, bad relationship with management, bad relationship with colleagues, lack of opportunity for advancement, lack of appreciation (perception of recognition), better compensation and benefits elsewhere, long working hours, lack of control over work or working environment, travelling distance to work, personal satiation at home, lack of training and support to reach potential, the department is conducive to black advancement, the bank embraces diversity for all. Most of the employees that resigned voluntary did so because of lack of opportunity for advancement, a desire to take on a new challenge and a lack of appreciation. The statistical analysis revealed that amongst position title, there is a statistical significance for the bank embraces diversity for all as a reason for resignation and that the effect between junior managers and team leaders has a large effect. Analysis by gender differences shows that there is a statistical significance for personal situation at home as a reason for resignation and that females feels stronger about this than males. When looked at the difference between ethnic group, there are two reasons that are statistical significant namely, better compensation elsewhere and long working hours. Africans, coloureds and white‘s size effect is large, meaning that Africans and coloureds feel stronger about leaving for better compensation elseware than whites. / Thesis (M.B.A.)--North-West University, Potchefstroom Campus, 2012.

With recognition of turnover as a financial issue increasing, companies are searching for strategies to confront the problem in ways that generate a good return on investment. Successfully managing turnover is a matter of understanding its costs, causes and cures. In service–oriented industries such as banking, people are considered among the most important assets of a firm. Forward–thinking banks are looking for ways to leverage people, along with processes and technology, to achieve their objectives. Employee expectations are changing, too, forcing organisations to place a greater emphasis on talent management strategies and practices. Employees rarely quit on the spot. Generally, an employee becomes dissatisfied and stays disengaged for quite a while before leaving. However, from the moment of disengagement, most employees are no longer as dedicated or productive as they once were. Nearly all the real reasons why employees quit, fall into four basic categories of human needs: the need for trust, the need for hope, the need to feel competent, and the need to feel valued and trustworthy (Branham, 2005). Thirteen possible reasons for resignations were identified within the banking sector, namely: desire to take on a new challenge, bad relationship with management, bad relationship with colleagues, lack of opportunity for advancement, lack of appreciation (perception of recognition), better compensation and benefits elsewhere, long working hours, lack of control over work or working environment, travelling distance to work, personal satiation at home, lack of training and support to reach potential, the department is conducive to black advancement, the bank embraces diversity for all. Most of the employees that resigned voluntary did so because of lack of opportunity for advancement, a desire to take on a new challenge and a lack of appreciation. The statistical analysis revealed that amongst position title, there is a statistical significance for the bank embraces diversity for all as a reason for resignation and that the effect between junior managers and team leaders has a large effect. Analysis by gender differences shows that there is a statistical significance for personal situation at home as a reason for resignation and that females feels stronger about this than males. When looked at the difference between ethnic group, there are two reasons that are statistical significant namely, better compensation elsewhere and long working hours. Africans, coloureds and white‘s size effect is large, meaning that Africans and coloureds feel stronger about leaving for better compensation elseware than whites. / Thesis (M.B.A.)--North-West University, Potchefstroom Campus, 2012.