No abstract available. / Thesis (LL.M.)-University of KwaZulu-Natal, Durban, 2013.

Climate change is a global problem that will have local impacts on regions and municipalities. Many parts of Canada are already experiencing severe weather events such as extreme levels of rainfall, severe flooding, and increased frequency of storms. Local planning officials have the capacity to respond to climate change through mitigation and adaptation strategies, but before asking the question of whether any action is being taken on the local level, there needs to be an understanding of how local planning officials view climate change and whether the issue reaches policy attention. For the general public, literature tells us that most people perceive climate change to be a temporally and geographically distant issue. This absence of personal relevance renders that people fail to take responsive action. Some authors have also noted that there is an absence of municipal action on climate change because it is also not viewed as a local concern. At the same time, climate change is but one of the many issues that municipal councils must consider and address on a daily basis, often leaving the matter to be pushed aside, in place of other more pressing issues. The main objectives of this thesis were to understand how local planning officials view climate change, assess whether climate change is recognized as an issue requiring policy attention, and perform a policy review to assess the current state of local action in the Regional Municipality of Waterloo. In total, 21 professionals working in the Region took part in the study, and came from a diverse range of backgrounds including planning, environment, emergency management, public health and economic development, among others. With respect to the main research question, ???what is the relationship between climate change risk perceptions and implementation of climate-related policies???, this study found there to be four guiding frameworks. These were 1) the need for collaboration: perceptions indicated a need, while policy demonstrated feasibility; 2) the need for leadership: perceptions suggested that leadership is critical, but somewhat limited in practice, while policy suggested it already exists; 3) the need for integration of climate change in the planning context and other planning issues: perceptions suggested disconnect, while policy also suggested disconnect; and 4) the need for presenting climate change as a local issue: perceptions demonstrated a need, while policy can provide the supporting document.

Studien handlar om unga vuxnas skuldsättning. Med unga vuxna menas individer mellan 20 – 30 år. Syftet har varit att undersöka myndighets- och verksamhetshandläggares upplevelser av skuldsatta unga vuxnas inställning till sin ekonomi samt hur dessa verksamheter arbetar för att hjälpa dem. Studiens empiri bygger på data från sex semistrukurerade intervjuer som har analyserats och tolkats med hjälp av tematisk analys. De teoretiska ansatserna är Bourdieus klassteori och Julian Rotters teori om locus of control. Resultatet visar att unga vuxna hamnar i skuldsättning på grund av att de saknar förmåga och kunskap om ekonomi. Unga behöver mer kunskap om ekonomi för att förstå konsekvenserna. Konsekvenserna som kan uppstå vid skuldsättning är att de hamnar i Kronofogdens register och det finns en risk att Kronofogden tar kontrollen över den unga vuxnas ekonomi. Det visar sig även att handläggarna arbetar för att motivera och förebygga problemen med skuldsättning. Handläggarnas arbete är således viktigt för de unga vuxnas väg tillbaka mot ett skuldfritt liv. Ämnet bör uppmärksammas i det sociala arbetet eftersom konsumtionen ökar och skuldsättning upptäcks oftast när det redan är för sent. / The study is about young adults in deep debt. With young adults the study refers to individuals between 20-30 years. The aim has been to investigate officials experiences of young adults in debt’s attitude towards their finances and how the officials work to help them. The study is based on empirical data from six semi-structured interviews that have been analyzed and interpreted using thematic analysis. The theoretical approaches are Bourdieu's class theory and Julian Rotters theory of locus of control. The results show that young adults often lack ability and knowledge of the economy and thus end up in debt. The consequences that may occur when the person finds him/herself in debt is that they end up in the Enforcement Authority's records for the rest of their lives, and the risk that the task handler takes control of the young adults' finances. It also shows that the officials are working to motivate and prevent problems of debt. The officials work is also important for young adults heading back towards a debt-free life. The subject should be considered as consumption increases and debt mostly noticed when it is already too late.

Work and family constitutes the dominant life roles for most adults in contemporary society. In that, work may be interrupted by family and family may be interrupted by work. Work often generates ambivalent feelings; it can create both positive feelings (e.g. gives energy, enables development) and negative feelings (e.g. lack of freedom). Therefore, most people accept the overall life experiences including the various dimensions or domains that play a role in work-personal life interaction, such as, time spent on one domain, pressures experienced, responsibilities carried, sense of loyalty with work and family, as common and conflicting aspects. Recent developments in boundary theory highlighted the fact that integrating, or rather interaction means bordering between the two domains of work and personal life is permeable. The main objective of this study was to investigate work-personal life interaction (WPLI) experiences of Setswana speaking police officials. This study also concentrated on the existence of work-personal life interaction, aspects involved, consequences thereof and coping mechanisms employed by the police officers. A non-probability purposive voluntary sample (n = 12) was taken of Setswana speaking police officials from the Mafikeng area in the North West Province. Data collection was done through a phenomenological method of semi-structured in-depth interviews. Content analysis was used to analyse, quantify and interpret the research data systematically and objectively. Results from the content analysis based on the experiences were recorded as reported. The results indicated that there was a definite interaction between work and personal life. However, some police officials experienced interaction more than others. Furthermore, they also experienced the interaction to be more negative than positive due to organisational stressors and the management style of the organisation. Consequently the participants experienced high levels of strain and difficulty when managing their time and dealing with the interaction between their work and personal lives. The time and strain difficulties induced a lot of conflict in their homes as well as their social lives. However, there were some police officials who experienced positive aspects in their lives regardless of the difficulties of being a police official. In addition, it was identified that they made use of coping mechanisms that acted as a buffer against negative experiences of WPLI. Recommendations were made for both the organisation and for future practice. / Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2008.

本研究的目的在於探討駐外僑務人員角色衝突的性質、實際情形以及不同背景之駐外僑務人員角色衝突程度上的差異，最後根據研究結果提出建議，以作為相關單位及未來研究之參考。 本研究發現駐外僑務人員扮演多重角色，因不同的角色期待造成角色衝突。而駐外僑務人員每天花在工作的時間太多，亦是導致角色間衝突的主因之一，另外駐外僑務人員服務不同立場、理念的僑團，也是產生衝突的來源。 依據本研究的結果，提出下列建議： 一、對僑務委員會方面 （一）釐清僑務組織之任務定位，賦予僑務人員專業形象及使命感。 （二）明確政策方向，加強駐外僑務人員的角色認知與期望。 （三）合理調整各館處僑務人員額編制，以減輕工作負荷。 （四）宜多關注已婚而子女尚年幼之駐外僑務人員，以舒緩其角色衝突 二、對駐外僑務人員方面 （一）駐外僑務人員宜確認核心任務，集中推動。 （二）駐外僑務人員應主動尋求互動機會，增進溝通協調能力，以拓展人際關係。 （三）駐外僑務人員宜藉教育途徑，自我充實學識與知能，以提升駐外人員素質。 （四）有家庭之駐外人員應重視家庭功能，並尋求各種人際資源協助，形成支援網絡。 / The purpose of this study is to explore the nature and the actual situation of the overseas officials’ role conflicts. Besides, the differences in the degree of role conflict of different backgrounds overseas officials are investigated. According to the research results, conclusions and suggestions are given to relevant authorities and future researches as a reference. It was found that overseas officials need to play multiple roles, the role conflicts result from the different expectations for their roles. Spending too much time working is the main cause of the role conflicts for overseas officials. Besides, helping overseas compatriots with different positions and viewpoints is one of the sources of the role conflicts. According to the results of this study, the following recommendations: First, for Overseas Chinese Affairs Council a)Clarify the tasks of Overseas Organization, and give professional image and sense of mission to overseas officials. b)Offer definite policy to enhance the awareness and expectations of the role of overseas officials. c)Reasonably adjust the amount of staff to reduce the work load of overseas officials. d)Pay more attention to married overseas officials with young children to alleviate the role conflicts. Second, for the overseas officials a)Overseas officials should confirm the core tasks and promote them. b)Overseas officials should actively seek the opportunities for interaction; enhance communication and coordination skills to develop interpersonal relationships. c)Overseas officials should receive more educational training to enrich their own knowledge and skills in order to improve the quality of the overseas officials. d)Married overseas officials should be more concerned about their family, and seek a variety of human resources to construct the networks of support.

<p>Perceptions of performance management in the South African Public Sector was characterised by high levels of unfairness owing to a bias in favour of those individuals that can write essays well. The essays would provide the evaluation team with an indication of the achievement of the individual as its relates to job performance, knowledge, insight, interpersonal relations and leadership qualities. Although the Performance Management system has changed from what was called the Performance Appraisal System to the Personnel Performance Management System that involves both supervisor and employee inputs, fairness perceptions remain unchanged. This study aimed to ascertain perceptions of fairness toward performance appraisals amongst public service raters and ratees on Level 1 to 12 who are subject to use the Personnel Performance Management System in the office of a public service organisation: National Department of Land Affairs Chief Directorate : Surveys and Mapping.</p>

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No description available.

Dissertation (Ph. D.)--University of Akron, Dept. of Public Administration and Urban Studies, 2007. / "May, 2007." Title from electronic dissertation title page (viewed 05/02/2008) Advisor, Raymond W. Cox, III; Committee members, Ralph P. Hummel, Julia Beckett, Jesse F. Marquette, Jennifer Alexander; Department Chair, Sonia A. Alemagno; Dean of the College, Robert F. Levant; Dean of the Graduate School, George R. Newkome. Includes bibliographical references.

Thesis (M.P.A.)--Kutztown University. / Source: Masters Abstracts International, Volume: 45-06, page: 2957. Typescript. Includes bibliographical references (leaves 62-64).