n/a

<p>This study was about disability organisations opinion concerning ICF: s importance in their work to receive the same recognition and human rights for their members as citizens. The aim has been to elucidate disability organisations awareness about and use/non use of ICF and to increase the understanding of ICF: s importance for recognition and redistribution. Three different methods have been used: literature study, questionnaire survey, both on counties' (27) - and national (26) level and interviews (5) on national level. There is also a distinct difference between the disability organisations that represents people with visible impairments, who don’t think that ICF is so useful and they that represent people with invisible impairments, who thinks that ICF is a useful tool. This difference exists both in the use of ICF and the classifications importance for recognition but not ICF: s importance for redistribution. The main conclusion of the study is that awareness about and education around ICF is needed among disability organisations. A restructuring of ICF is also needed, the language should be simplified and the codes should be faded down so that the focus will be on ICF: s intention and the mind map that the classification offers. This is also necessary so that ICF becomes accessible for everybody.</p>

This study was about disability organisations opinion concerning ICF: s importance in their work to receive the same recognition and human rights for their members as citizens. The aim has been to elucidate disability organisations awareness about and use/non use of ICF and to increase the understanding of ICF: s importance for recognition and redistribution. Three different methods have been used: literature study, questionnaire survey, both on counties' (27) - and national (26) level and interviews (5) on national level. There is also a distinct difference between the disability organisations that represents people with visible impairments, who don’t think that ICF is so useful and they that represent people with invisible impairments, who thinks that ICF is a useful tool. This difference exists both in the use of ICF and the classifications importance for recognition but not ICF: s importance for redistribution. The main conclusion of the study is that awareness about and education around ICF is needed among disability organisations. A restructuring of ICF is also needed, the language should be simplified and the codes should be faded down so that the focus will be on ICF: s intention and the mind map that the classification offers. This is also necessary so that ICF becomes accessible for everybody.

The purpose of this study is to compare how two non-governmental organizations (NGO‟ s) with different backgrounds and value systems can function when it comes to mobilization of work with orphaned HIV positive children The ambition with the study has been to find out whether the value bases reflect how the organizations view HIV/AIDS and work with children, and how they thereby mobilize the daily practical work with and around the children. This study is of descriptive characteristic with a qualitative approach in which six interviews has been carried out at two different organizations, and in which the format of the interview questions have been semi structured. The overall result of the study shows that the differences in backgrounds and value systems do not considerably affect the respective organizations‟ mobilization and work with HIV positive children. Also, the results show that there are certain common themes and strategies for the organizations‟ mobilization work. The difference that has been discerned is that the organization that is secular on paper criticizes the South African government more strongly than the organization with a pronounced Catholic value basis. With the help of the theory of social mobilization, we have shown how the organizations mobilize their work with HIV positive children. We show how the two organizations cooperate with various parties and engage in different networks with the aim of strengthening the children and their next of kin. An important aspect from the results is how two non-governmental organizations can contribute with valuable knowledge, and engage people in the work with e.g. preventing the spread on the devastating HIV/AIDS pandemic in South Africa.

Texte remanié de: Thèse de doctorat--Sciences de l'éducation--Strasbourg--Université Louis Pasteur, 2003. Texte remanié de: Ph. D.--Andragogie--Montréal, 2003. / Bibliogr. p. 293-327. Index.

Texte remanié de: Tesis doctoral--Sociología--Universidad Complutense de Madrid, 2000. / Bibliogr. p. 337-360.

Thèse,Linköping : Univ., 1999.

Reproduction de : Thèse de doctorat : Droit public : Reims : 2008. / Titre provenant de l'écran-titre. Bibliogr. p. 512-526.

This thesis examines the perception of gender equality in a Norwegian company in Brazil. It explores the possibility of double-standards regarding gender equality values in global organizations. Norway and Brazil have very distant positions in the gender inequality indexes, with Brazil demonstrating much higher inequality. This study compares rights and legislation for workers in both countries, and seeks to understand the perception of the workers of the headquarters in Brazil on the issue in their environment. It  uses a combination of quantitative and qualitative analysis, through the use of a questionnaire and an analysis of the company’s public material, to determine both employees’ perceptions on gender equality in the company and the choices of the company in its communication (images and language). The findings are then analysed using the theory of Inequality Regimes, developed by Joan Acker, as well as studies of masculinities, harassment and tokenism. The thesis concludes with a reflection upon the impact of the lack of gender competence on the part of leaders, and of a lack of awareness of discrimination on the part of employees as a whole, demonstrating a clear difference in perceptions between male and female employees.

Essentially this study is founded upon the culture-specific thesis that organisational processes are influenced to a large extent by the cultural settings in which they operate. Hence management processes such as the management of innovations in organisations; ought to be culturally relative. The main objectives of this study are: i to identify, the major cultural values of the Sarawak Malays of relevance to the facilitation or inhibition of "innovatogenic" behaviour in an organisational context ii to identify, assess and evaluate active strategies used to nurture "innovatogenic" behaviour in some Malay organisations in response to these cultural influences, with due attention being paid to both thoses trategies which exploit any positive influence and those which aim to overcome any negative influence of such cultural values iii to highlight issues worthy of consideration in developing 'culturally' appropriate' strategies to nurture 'innovatogenic' behaviour (In particular, the study aims to demonstrate that (i) the innovation process is culture specific and (ii) any strategies employed must take a holistic approach and ensure that the both the structural aspects and ideational aspects of such strategies are congruent with each other). A qualitative research involving two phases of fieldwork was employed: Phase 1 . The Key Informant Interview. Unstructured interviews were conducted with twenty senior managers. These managers were purposely selected for their vast experience in managing Malay workers, both at managerial and operative levels. These interviews focused on two aspects: (a) their views and perspectives regarding Malay cultural values and beliefs and whether these values and beliefs had any impact on their 'innovation producing' behaviour. (b) The strategies used to incorporate these values and beliefs into their managerial philosophies and practices. Phase 2. Case studies of three selected organisations. A month was spent in each of three organisations; collecting information on eight key aspects of the organisations: strategic focus, management/leadership style; management attitude/orientation- . infrastructure, task structure, ideas management, performance management and orgarlisational climate. Both interview and survey methods of data collection were employed. The Ekvall's Creative Climate Questionnairew as then used to assesst he creative climate of the organisations. Data analysis was guided by a conceptual framework that linked the capability. means, and motivation of individuals to behave' innovatogenrically' with the structural and ideational features of the organisation. The main findings of the study indicate that (i) Malays are very concerned with maintaining harmonious relationship with superiors and peers. A tendency for collective behaviour, a need for personalised relationships, deference to leaders, loyalty to group and leader, and a focus on social benefit of an action to group and self were key features of this realtionship orientation Consequently, Malay organisations seem to be characterised by socially determined form of work relationship and priorities that are not conducive to the generation and exploitation of ideas. ii Organisational behaviour is culture specific: the social beliefs , values and customs of a society and the concomitant impact of these on organisational behaviour is significant and cannot be ignored. Subjective interpretations of strategies, procedures and practices by members of an organisation shapes their behaviour in relation to them. As such, an organisation cannot be made innovative through the introduction ( or imposition) of new strategies or mechanismws ithout due considerationsto the dominanti deationalm oder elating to theses trategiesa nd mechanism.