According to global statistics more than half of all people living with HIV are women, the majority of whom live in sub-Saharan Africa. South Africa adapted the WHO guidelines on PMTCT to the local situation. In South Africa the prevalence of HIV amongst pregnant women attending public antenatal care is high, although new infections are declining. Studies on missed opportunities in PMTCT have been conducted in other areas of South Africa, but none in the North West Province. Three health institutions deemed to have more patient attendance were chosen for the study from a particular sub-district. The purpose of this study was to identify and describe the missed opportunities in the PMTCT programme in a sub-district of the North West Province, the results of which may assist in the improvement of PMTCT services. A descriptive study design was used to identify and describe the missed opportunities in the PMTCT programme during pregnancy, labour and postnatal period. The sample consisted of 125 the records of pregnant women whose babies were born in January 2010. Entry to the health care facilities was gained through written permissions from the Department of Health and the facilities. Missed opportunities identified were that 0.8% (1/125) of pregnant women whose records were audited, was not tested for HIV infections and 9.6% (12/125) had no information on testing. Of the 35 women who were found to be HIV positive, only 74.3% (26/35) had confirmatory test done while it was not done in 2.9% (1/35). Furthermore, only 57.1% (20/35) had their blood for CD4 cell count taken, for 2.9% (1/35) no blood was taken for CD4 cell count and there was no information for the remaining 40.0% (14/35). Only 2.9% (1/35) HIV positive pregnant women continued with HAART during labour, 62.9% (22/35) received ARVs for PMTCT and for 34.2% (12/35) there was no information recorded. Prophylaxis for prolonged rupture of membranes was not given in 5.7% (2/35) of these women during labour. There were no records of any TB screening for such women and infant feeding counselling were never carried out. Lack of recording was the major problem identified in this study. / MCur, North-West University, Potchefstroom Campus, 2014

This article reports on the results of the identification of potential business opportunities for Non Governmental Organizations as an extra income to face the present funding challenge. Few research studies have been done on business opportunities as sources of income for NGO's. The aim of this study was to explore potential business opportunities as sources of income and it focused on the research of different possibilities. In this exploratory research study a qualitative approach was followed through interviews with business people and a focusgoup discussion to investigate potential business opportunities. Respondents were selected through purposive sampling techniques, eleven business men and a focusgroup consisting of five business men and six personnel of The Dutch Reformed Ministry or Caring. The eleven business men were recruited from the congregations of the Highveld Sinod. Data were collected through interviews with the business men and the focusgroup interview. Data were analysed according to themes. The following eight potential business opportunities were identified: government contracts, donations, improved marketing, fundraising strategies, buying of a business or shareholding in a business, partnerships, selling of therapeutic services and additional information and proposals. This offers business opportunities for NGO's to use as sources of income to sustain them and ensure that they can continue with their service delivery. The recommendation from the focus group was for more donations, an improved marketing strategy, the requirement or government contracts and selling of therapeutic services as potential opportunities. / Thesis (M.A. (MW))--North-West University, Potchefstroom Campus, 2007.

Chinese language is the only ideographic language remaining in the world (Osaka, 1976). It conveys affluent Chinese culture and has great influences on the East Asian countries (Miyake, 2013). In the economic globalization of the world, China's economy and international influence are expanding. For these reasons and many more the Chinese language is widely accepted as one of the major world languages. It makes sense then Chinese language classes are experiencing popularity and growth with United States undergraduates. Despite this growth, however, the enrollment of African American students is constantly low in college Chinese language classrooms (Li, Wen, & Xie, 2014). This call to action argues that this low representation of African American students lies on a course promotion system that denies African American students a preliminary learning opportunity that systematically limits their representation in Chinese language classrooms from the beginning.<br> This call for action examines systematic avenues for creating early opportunities. First the study explores the utility of offering African American students an informational workshop introducing the features of the language and the potential benefits of learning it. Next the study examines the leverage that could be gained by providing direct feedback and assessing student interest to explore whether students are more inclined to enroll in Chinese language courses following the information workshop. Such a process could lead to suggested policy changes that might close the enrollment gap between the African American students and their peers. This call for action considers the reality that even a well-designed action plan may not always produce positive consequences. Therefore, an impact evaluation is explored along with suggested instruments and uses. Finally possible outcomes of an impact evaluation are described.<br> To ground this call for action, a set of foundational theories are employed that mainly include networked improvement communities, leadership and teamwork, and critical theories. The call for action strongly suggests the iterative cycle of Plan, Design, Study, and Act (PDSA) of the NIC improvement science (Bryk, Gomez, & Grunow, 2011) in the change process beginning with the examination of a local four-year university Chinese Studies Program. / School of Education; / Professional Doctorate in Educational Leadership (ProDEL) / EdD; / Dissertation;

Revisionsbranschen karaktäriseras av en hierarkisk organisation med tydliga karriärsteg för medarbetare att följa. För att nå den högsta positionen, partner, är en betydande faktor att medarbetare har en viss storlek på sin kundstock och därmed kan generera intäkter till byrån. Traditionellt har revisionsyrket dominerats av män, men de senaste decennierna har allt fler kvinnor etablerat sig i branschen vilket resulterat i en jämn könsfördelning. På de högre positionerna, såsom partner, dominerar trots det fortfarande männen. Jämställdhet är ett omdebatterat område och förändringar sker kontinuerligt. Syftet med studien är därför att skapa en djupare förståelse för orsakerna till kvinnors underrepresentation på partnernivå inom revisionsbranschen. Vidare kommer det undersökas om det finns skillnader mellan storstads- och småstadskontor som påverkar kvinnors möjlighet att göra karriär inom revisionsbranschen. Den teoretiska referensramen består dels av en grundläggande beskrivning av revisonsyrket och dess organisation, dels av genusteorier som kan förklara varför kvinnor inte återses i samma utsträckning som män på toppbefattningar i arbetslivet. Genom intervjuer med kvinnliga auktoriserade revisorer från småstads- respektive storstadskontor framkommer det att det finns goda möjligheter, oavsett kön, att avancera i karriären. Vår studie tyder på att flera av de teorier som förklarar kvinnors underrepresentation på högre positioner, såsom glastak och homosocialitet, inte upplevs förekomma i någon större omfattning i praktiken, istället är det till stor del är en tidsfråga innan även toppositionerna inom revisionsbranschen är könsbalanserade. Den främsta förklaringen till att kvinnor hamnar efter män i karriären tycks ändå vara att de är föräldralediga längre samt att deras karriärsambitioner förändras i samband med bildandet av familj. Den tydligaste skillnaden som framgår mellan storstads- och småstadskontor är att kvinnor på småstadskontor har begränsad tillgång till kvinnliga förebilder och kvinnliga mentorer vilket kan ha en negativ påverkan på deras karriär. / The audit industry is characterized by a hierarchical organization with clear career steps for employees to follow. In order to reach the highest position, partner, it is important that the employee has a certain number of clients and thereby can generate revenues for the agency. Traditionally, the audit profession has been dominated by men, but in recent decades an increasing number of women have started to work in the industry, which has resulted in a balanced gender distribution. Although, in the higher positions, such as partner, men still dominate. Gender equality is a debated issue and changes occur continuously. The aim of this study is therefore to gain a deeper understanding of the causes of women’s underrepresentation at the partner level in the audit industry. Furthermore, it will be examined if there are any differences between small city offices and large city offices that affect women's career opportunities in the audit industry. The theoretical framework consists partly of a basic description about the audit profession and its organization, and partly by gender theories that can explain why women are not seen at the top positions of the organizations in the same extent as men. Through interviews with female authorized public accountants from small city offices as well as large city offices, it is found that there are good opportunities, regardless of gender, to advance in the career. Our study indicates that several of the theories that explain women's underrepresentation in higher positions, such as glass ceiling and homosociality, are not perceived as something that occurs to a significant extent in practice, instead it is largely a matter of time before the top positions in the audit industry are gender balanced as well. Still, the main reason for women ending up beneath men in their careers seems to be that they are on parental leave longer and that their ambitions for career advancement changes when they have children. The most obvious difference between small city offices and large city offices is that women in small town offices have limited access to female role models and female mentors, which may adversely affect their careers.

Auch nach Jahren stetiger Förderung sind digitale Lernangebote an deutschen Hochschulen noch immer nicht so etabliert wie klassische Formate der Hochschullehre. Während die Bedeutung bspw. von Didaktik oder institutioneller Verankerung für die Akzeptanz dieser Angebote häufig diskutiert wird, wird der Gebrauchstauglichkeit bisher kaum Aufmerksamkeit geschenkt. Der Beitrag untersucht deshalb die Usability und den wahrgenommenen Nutzen eines modulbegleitenden Onlinekurses aus Sicht der Studierenden und stellt hierbei einen bedeutsamen Zusammenhang fest.

According to the General Theory of Crime, lower self-control individuals with sufficient opportunities are most likely to engage in crime or analogous acts. This study tested three hypotheses drawn from the General Theory of Crime. Specifically, this study tested the low selfcontrol to rule-breaking behavior association, self-selection and tested restricted or enhanced opportunities as moderators of the low self-control and rule-breaking link. Early adolescents reported their self-control, unsupervised time, parental solicitation, rules, affiliation with antisocial peers and rule-breaking behavior. Parents reported their perceptions of adolescents' rule-breaking. Lower self-control was associated with more adolescent- but not parent-reported rule-breaking. Lower self-control was linked to more rule-breaking behavior indirectly through unsupervised time, parental solicitation and antisocial peers. Lower self-control was more strongly associated with rule-breaking at higher, as compared to lower, levels of opportunities. Results clarify and extend understanding of the role of restricted or enhanced opportunities in the General Theory of Crime.

This thesis employs the most recent and best available data on human trafficking, the United Nations Office on Drugs and Crime’s Trafficking in Persons Global Report 2006, as well as nine independent variables to determine what their effects are on countries’ volumes of human trafficking outflows. By completing a cross-sectional analysis via an OLS regression, I found statistically significant support for three factors that I hypothesize lead to greater outflows of human trafficking. My findings suggest that countries that are less corrupt, have more seats in parliament held by women, and score higher on Cho, Dreher, and Neumayer’s Anti-Trafficking Policy Index are less likely to experience high outflows of human trafficking. Additionally, while they narrowly avoid statistical significance, this study also suggests that states that have a legal stance on prostitution and have fewer women employed in the non-agricultural sector experience less human trafficking outflows.

People with foreign backgrounds are underrepresented in senior positions throughout the Swedish labor market. It is argued that in order to successfully achieve higher positions in organizations you should have Swedish-born parents. There have also been studies showing that minority groups in a society or within an organization are at high risk of facing career obstacles. The uneven distribution of labor is especially apparent in the Swedish auditing profession where the percentage of certified public auditors with a foreign background is approximately 3%. This aroused the interest to investigate how the auditor assistants, who are in the beginning of their career, perceive that ethnicity affects the opportunities for career development.  The survey was based on a number of theories and concepts to get an underlying understanding of the studied area. The concepts underlying the study include diversity, ethnicity and identity. Based on these concepts the empirical material has been collected through a qualitative approach in the form of semi-structured interviews. The study shows that most auditors assistants do not believe that ethnicity has an impact on career opportunities. Instead the own ambitions and driving force are lifted as crucial to how far you succeed in the industry. It is however implied, in different ways, that obstacles may occur because of the ethnic background. By categorizing to "we" and "the others", by putting obstacles for oneself and by the expectations that customers have of a certain type of auditor barriers for the ethnic minority are formed. / Personer med utländsk bakgrund är underrepresenterade på ledande positioner på hela den svenska arbetsmarknaden. Det hävdas att för att lyckas uppnå högre befattningar i organisationer ska man ha svenskfödda föräldrar. Det har även gjorts studier som visar på att minoritetsgrupper i ett samhälle eller inom en organisation löper stor risk att drabbas av karriärhinder. Snedfördelningen av arbetskraften syns inte minst i den svenska revisionsbranschen där andelen auktoriserade revisorer med utländsk bakgrund uppgår till cirka 3 %. Detta väckte intresset av att undersöka hur revisorsassistenter, som befinner sig i första karriärsteget, uppfattar att etniciteten påverkar möjligheterna till karriärutveckling.   Undersökningen har grundats på ett antal teorier och begrepp för att få en bakomliggande förståelse till det studerade området. De begrepp som legat till grund för studien är bland annat mångfald, etnicitet och identitet. Med utgångspunkt i dessa begrepp har det empiriska materialet samlats in via en kvalitativ metod i form av semistrukturerade intervjuer.   Studien visar att de flesta revisorsassistenter inte anser att etniciteten har en påverkan på karriärmöjligheterna. Istället lyfts de egna ambitionerna och den egna drivkraften fram som avgörande för hur långt du lyckas i branschen. Det antyds dock på olika sätt att hinder kan förekomma på grund av den etniska bakgrunden. Genom att kategorisera sig till ”vi” och ”de andra”, genom att sätta hinder för sig själv samt genom de förväntningar som kunderna har om en viss typ av revisor bildas barriärer för den etniska minoriteten.

The diploma thesis deals with the status of women and opportunities for women in the labour market. The thesis focuses on harmonization of work and family life for women in terms of promoting the use of two concepts in the European labour market: (1) the concept of flexicurity and (2) the concept of CSR (Corporate Social Responsibility, also: CSR). The thesis aims to explore the possibility of harmonizing family and work life in the Czech Republic in terms of these two concepts and their degree of usage and their potential future use and enforcement. The situation of women in the labour market and the possibility of reconciling work and family life are a statistical examination of data on the Czech Republic and my own research, which are set in a European context.

Main goal of diploma thesis is to show what motivates women in their career, where they see the barriers. It also gives a look at the specific organizations, institutions and documents which focus on equal opportunities.