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La mobilité géographique des chefs et des cuisiniers est l'un des moteurs de la mondialisation de Ia gastronomie française. L'internationalisation des écoles françaises de cuisine amplifie ce processus qui est également facilité par l'institutionnalisation des professions des arts culinaires. Cette thèse s'appuie sur une enquête auprès des étudiants Taïwanais venus en France faire l'apprentissage de la cuisine française. Grâce à une enquête ethnographique multi-site en France, à Taïwan et en Chine avec les acteurs variés dans Ie domaine de la restauration, nous mettons en évidence le processus de transmission des savoirs et de savoir-faire de la gastronomie française par des analyses à différentes échelles (globale, régionale et locale Nous revenons aussi sur l'évolution des professions de la cuisine à Taïwan même. À leur retour à Taïwan, par la création d'établissements, restaurants ou pâtisseries, ces acteurs importent des connaissances et de techniques. D'une part ils contribuent au renouvellement de la consommation alimentaire des Taïwanais d'autre part, ils hybrident la gastronomie française en l'adaptant aux habitudes alimentaires locale participant à un processus d'invention. Ces acteurs taïwanais ne sont pas que des récepteurs car ils contribuent aussi à la diffusion de la gastronomie occidentale/française sur le continent chinois. Cela atteste Ie rôle d'intermédiaires des Taïwanais en Asie de l'Est dans la transmission des aliments occidentaux. / The mobility of chefs and cooks is one of the reasons of globalization of French gastronomy. The internationalization of French culinary schools enhances such a process, because they facilitate the institutionalization of the professional of the culinary arts. This thesis is based on a qualitative study Taiwanese students who came to France to learn the French cuisine. Based on interviews conducted in France, Taiwan and China with the various actors in the sector of catering, I find out the processes transmission of knowledge and the know-how of French gastronomy by a geographical analysis at different scales (global, regional and local). I also study the evolution of culinary profession in Taiwan. After these students came back to Taiwan, because of the creation of their own restaurants or pastries, they became the important actors in importing the knowledge and the techniques. On the other hand, they do not contribute to the transformation of the food consumption, but also to the hybridization of French gastronomy through the adaptation of the local eating habits. These Taiwanese actors are not only recipients of French gastronomy, in the sense that they play the role on dissemination of Western/French gastronomy to China. M, study shows thus that Taiwanese are mediators in transferring Western food in East Asia.

M.Com. (Industrial Psychology) / During the past decade the number of women in professional and managerial jobs increased dramatically. This tendency inevitably lead to greater interaction between men and women in the work situation. Organizations however spend little time and money on programmes addressing the unique career and support needs of the respective genders. Studies of successful women in managerial and professional jobs indicated that "good" mentors were perceived as a valuable asset in their upward mobility. The studies, however, also indicated that specific problems were being experienced in cross-gender mentor relationships. Hence the purpose ofthe study was to deduce the mentorship needs and problems experienced by women from a literature study with the aim to develop suitable instruments by means of which the extent of such needs and problems could be assessed. On the basis of the literature survey, two questionnaires were compiled which on face value respectively addressed the mentorship needs and cross-gender problems experienced in mentor relationships. The questionnaires were administered to 122 female Eskom employees in their early career phase. In the statistical analysis of the data obtained, the NP50-programme was mainly used. Both factor analysis as well as item analysis were conducted. The main results of the analysis are as follows: • Both scales (questionnaires) showed reliability coefficients higher than 0,9 for joint item analysis. • Three factors were identified for the mentorship needs questionnaire (scale 1) being the need for opportunities, the need for protection and the need for sponsorship and support. Factor 1 relates to the psycho social functions of mentorship whereas factors 2 and 3 relate to career functions of mentorship. • The questionnaire (scale 1) can be administered with or without consideration of the respective factors identified.

According to projections in Workforce 2000, the majority of new entrants into the labor force will be women and minorities. Although women are currently major participants in the workplace, when compared with men, they have not experienced equal opportunities for upward mobility nor have they had salaries which reflect equity. Mentoring is one strategy that can promote the career development of women. The purpose of this study was to provide an in-depth analysis of the characteristics of female mentors and their activities and mentoring styles with male and female proteges. The study was specifically designed to explore the following questions: 1. What are the personal characteristics of female mentors? 2. What functions (career or psychosocial) are provided in female mentor relationships? 3. How does gender affect the mentor relationship? 4. What effect does the organization have on the mentor activities of women? The sample for this study was six female mentors who were employed with Roanoke County Government and who were in a mentor relationship within the past year. Data were gathered through qualitative methodologies, including in-depth interviews with the mentors, a review of descriptive written documents about the organization's policy and procedures, and interviews with the mentor's protege and co-workers. The interview guide used to collect information about the mentors consisted of questions in the following areas: career information, history of the mentor relationship, functions of the mentor relationship, gender-related issues, mentoring in the organization, and personal characteristics. The interviews were transcribed verbatim, then coded and categorized. The data from all sources were then compared and contrasted to identify emergent themes. The findings were described through the use of verbatim quotations. Based on the findings, recommendations for action were suggested to include the following: (a) training should be conducted to increase greater self-awareness and understanding of relationships in a work context; (b) organizations should recognize the positive benefits of mentor relationships; (c) formalized mentor programs should be a viable option for employers; (d) training should be available to help women recognize their importance and potential influence on others and the organization. Recommendations for further research included examination of (a) whether a larger sample or sample from a different organizational setting or locality would constitute similar findings; (b) progress of proteges mentored by females; (c) mentor relationships in formalized programs; (d) longitudinal data from female mentors and their proteges; (e) differences in the way males and females mentor; (f) similarities in mentoring at different levels of management; and (g) the frequency of female mentor relationships. / Ed. D.

Charcot-Marie-Tooth disease (CMT) is a peripheral neuropathy presenting with distal weakness and sensory loss. This thesis examines the role that proximal activity plays in compensating for distal weakness to maintain functional walking. Comparative 3D gait analysis showed reduced range of ankle motion kinetics in people with CMT. Additionally, swing phase hip flexion increased, moments and power around the knee altered during preswing and trunk motion increased. These changes were related to the degree of distal weakness. Proximal adaptations were also observed in healthy control subjects following isolated bilateral fatigue of the plantarflexors but did not resemble those of people with CMT. The role the hip flexors play in compensating for plantarflexor weakness to maintain walking was examined in two studies. When walking on a treadmill people with CMT took an average of 48 minutes to reach level 17 on the Borg perceived exertion scale whereas matched control subjects reached level 8 while walking at the same speed and cadence. After prolonged walking the maximum voluntary contraction of the hip flexors reduced by 20% in the CMT group. Additionally, hip flexor velocity reduced during swing phase and trunk motion increased. A separate study specifically fatigued the hip flexors by 20% resulting in similar kinematic changes to the first study, plus a reduction in walking time to reach Borg level 17 in people with CMT. The effect of ankle foot orthoses (AFO) was investigated in people with CMT. A variation in the stiffness of the three splints was observed when worn with footwear. During walking all AFOs reduced footdrop during swing phase but did not reduce hip flexion. One of the more rigid devices also reduced the total ankle power generation during preswing. These studies suggest that proximal compensations are present, they maintain functional walking and may be influenced by orthotics intervention.

The words 'competence' and 'capability' are used independently by the human resource managment and the strategy communities who relate the terms to people and organisations respectively. However, the linkage between the individual and organisational level is not well documented. A better understanding of this link is important in being able to understand how organisational and individual performance may be improved but also why things sometimes go wrong. This research based case study is to identify the linkage between individual and organisation capability through an examination of patient care provided by dcotors in St George's Hospital, Tooting, London using the perspective of the resource based view of the firm. The research showed that patient care is achieved through the emergent skilful exploitation by doctors of their own capabilities, interaction with others, an their use of artefacts representing technical systems, processes, and structural influences within which the doctor operates. The role of artefacts is particularly important because continuity of patient care is dependent on information provided via artefacts rather than doctors' individual knowledge of particular patients. Doctors need not only medical knowledge but also an understanding of 'how to work the organisation'. that is how to get the organisation to do what the doctor needs for the patient. Competent action of the hospital is dependent on a series of inter-relating and inter-locking activity systems, from the doctor carrying out direct actions for a patient through the operation of departmental support systems to the overall hospital level patient care systems. Contradictions or non-copetence occurred when there was a breakdown within or between the systems. A conceptual model and diagnostic is developed that will be of use in analysing these dimensions of organisational capability.

The purpose of this thesis is to identify and evaluate factors that affect retention and promotion of mid-grade officers in the U.S. Marine Corps. The analysis includes evaluation of survival patterns to ten-years of commissioned service and promotion patterns to O-4 and O-5. The primary goal is to explain the effect of an officersâ primary military occupational specialty (PMOS) on retention and promotion. The Marine Corps Commissioned Officer Accession Career (MCCOAC) data file contains cohort information from FY 1980 through FY 1999 and includes 27,659 observations. Using data from the MCCOAC data file, logistic regression and Cox Proportional Hazard models are used to estimate the effects of an officerâ s PMOS on survival and promotion patterns of Marine Corps officers. The findings indicate that an officers PMOS is significantly associated with whether an officer stays until 10 YCS or is promoted to O-4 or O-5. Logistic regression results show that pilot PMOSs are positively correlated with surviving until 10 YCS, but are negatively correlated with promotion to O-4, when compared to Infantry. The results also find that the remaining PMOSs are negatively correlated with whether and officer survives until 10 YCS, when compared to Infantry. In addition, only three PMOSs (0402, 7202, and 7523) are positively correlated with whether an officer is promoted to O-4 or O-5. Finally, the Cox Proportional Hazard results show the effect of having a particular PMOS or occupational field on the hazards of separation and promotion.

The present research introduces a framework for multiplex developmental partnerships. First, using a qualitative case study methodology, I found that developmental partnerships are dyadic multiplex relationships involving flexible and permeable intra-relational role boundaries, comprised of interdependent dyad partners. I integrated role theory and social interdependence theory to help understand the affective, behavioral, and cognitive interdependence dimensions present in developmental partnerships. Analysis of interviews revealed that each dimension of interdependence is associated with a specific intra-relational role: companion, collaborator, and balanced developer. Second, I created a measure, the Developmental Partnerships Inventory. Results indicate the new measure demonstrates adequately reliability and validity (e.g., construct, convergent, and discriminant validity. This research proposed a theoretical process model of potential antecedents and outcomes of developmental partnerships. I proposed that partners’ trustworthiness, propensity to trust others, and individual authenticity shape the approach dyad members will take towards the relationship. The model also examined the potential for developmental partnerships to influence performance through positive psychological capital and thriving. Finally, I offer a discussion of the contributions of the process model presented in moving research on developmental relationships forward, and potential directions for future research. / Includes bibliography. / Dissertation (Ph.D.)--Florida Atlantic University, 2014. / FAU Electronic Theses and Dissertations Collection

Older people resident in care homes are amongst the most vulnerable and dependent in any society. This study aimed to explore perspectives on decision making in a care home in the United Kingdom (UK), considering the appropriateness of who made the decisions, how and under what authority. It used grounded theory methodology in a case study framework, in a single care home. Field work was conducted between December 2009 and January 2011 in an inner metropolitan area. Participants were twenty one residents, eight relatives, five registered nurses and six care workers. Data were collected using; interviews; informal conversations; observation and examination of documentation. Participants' perspectives were considered through a values based lens with emphasis on autonomy and dignity as the most dominant in policy, ethical discourse, professional and empirical literature. Findings were constructed from systemic analysis of the data. Two central phenomena were identified, resident as decision maker and others decide for resident. Decisions were categorised into three types, everyday, infrequent and advance decisions. Each group of participants viewed different decision types as most important. Staff appeared to have little knowledge of policy and law and notably, they appeared not to consider mental capacity in relation to decision making, nor did they demonstrate recognition of the ethical dilemmas they faced. All participants found it difficult to articulate values underpinning decision making. Despite staff accepting that residents were able to make decisions and had a right to do so, residents' preferences were not always respected. There was a tension between staff's desire to offer choice, the need to minimise risk and provide good care within the constraints of the organisation with a finite number of staff. If operationalised, the value of solidarity could help relieve the tension and potential dissonance experienced by actors in the care home under study and similar care home environments. Solidarity promised mutuality and reciprocity which would allow all actors to be recognised and valued, ultimately benefiting the residents' quality of life.

Volunteer mentoring (befriending and peer support) is provided across a wide range of services for people with varying health conditions. Despite such services for carers of people with dementia increasing in number, there is little evidence for the benefits they may offer. Using a pragmatic approach, this thesis investigated the impact of volunteer mentoring on carers. It also explored the processes by which volunteer mentoring works and the experiences of volunteers delivering the interventions, many of whom are former carers. A systematic review and survey of volunteer mentoring services highlighted conflicting findings surrounding the impact of the services, the perceived importance of experiential similarity of volunteers and matching carers and volunteers. However, reported outcomes from the systematic review and survey were more consistent, namely reducing emotional distress, loneliness and social isolation of carers. To explore these issues in greater depth, a sequential explanatory mixed methods design was adopted. Data were collected from carers using validated rating scales (HADS, MSPSS and the UCLA Loneliness Scale) and semi-structured interviews. Data collection from volunteers was by semi-structured interviews only. No statistically significant changes were found after the six month study period for anxiety, depression or loneliness for carers. However, significant differences in perceived social support scores were found (p = 0.042). Post-hoc analysis showed this to be between baseline and three months follow-up (p = 0.015). Of the three subscales of the MSPSS, only support from a ‘significant other’ was shown to be statistically significant between baseline and three months (p = 0.013). Qualitative findings showed volunteer mentoring to be an important source of emotional and social support for carers, which was facilitated by the volunteers’ experiential similarity. Similarly to carers, volunteers reported the importance of experiential similarity in developing bonds with carers. They discussed the importance of developing mutually beneficial relationships which leads to a two-way flow of support. Volunteers also reported satisfaction and enjoyment from their roles. Data integration showed volunteer mentoring can be a source of social support for carers. The statistically significant difference in perceived social support from a ‘significant other’ between baseline, three months follow up, was confirmed by carers taking part in the qualitative phase. They perceived that volunteer mentoring can help them be networked into other services and help them to cope better with their caring role. It is argued that volunteer mentoring is an important source of support for some carers and that the development of these types of services should be considered alongside other forms of social support. This was one of the first studies of its kind to investigate both the process of volunteer mentoring and its impact specifically on carers of people with dementia. It is concluded that without experiential similarity, carers and volunteers may not develop the level of trust necessary to form mutually beneficial relationships.