The purpose of this study was to evaluate the effectiveness of the committee of preliminary inquiry (in the context of professional conduct committees) of the Health Professions Council of South Africa, with specific reference to maxillo-facial and oral surgery. An evaluation was done of cases that were referred by the committee for preliminary inquiry to this specific professional conduct committee of the Medical and Dental Professions Board. Where necessary, these cases were supplemented by relevant cases from other professional conduct committees. In order to achieve this goal, a comprehensive literature study was conducted on the broad concept of medical and dental misconduct and negligence. Specific attention was paid to the issues of expert testimony and witnesses and consent. Furthermore, a study was conducted to determine the legal framework in which these committees are supposed to function. In the cases where inquiries into the complaints against the registered practitioners followed, a detailed evaluation of the so-called legal process was done, as well as the findings in each case (in the context of the professional conduct committees). The results of this study have shown that the investigative system of the committee for preliminary inquiry preceding professional conduct inquiries into complaints against registered practitioners has certain shortcomings, especially in the more complex cases. The following proposals have been made (in order of most importance): 1. Both the committee for preliminary inquiry and professional conduct committee must abide by the rules of natural justice, as pertained in the Constitution of the Republic of South Africa. 2. Establishment of a Forum of Expert Witnesses that will evaluate all cases of alleged professional misconduct and negligence pertaining to the field of maxillo-facial and oral surgery, after it was evaluated and referred by the Ombudsman. 3. Appointment of a maxillo-facial and oral surgeon as Ombudsman to evaluate all cases brought before the committee for preliminary inquiry pertaining to the field of maxillo-facial and oral surgery. 4. Acceptance of the proposed test of medical negligence, i.e. the ‘reasonable person’s test’, subjected to that of the ‘reasonable specialist’ as standard for evaluation of cases of alleged negligence in maxillo-facial and oral surgery. 5. The proposed patient’s consent form serves as an example of a legitimate patient consent form. It follows that the legal requirements, especially in cases of extensions and deviations of medical interventions, must be adhered to. 6. It is advisable to belong to an organisation providing indemnity cover (such as Medical/Dental Protection Society) in order to receive proper assistance in the handling of these cases of alleged unprofessional/disgraceful conduct. The recommendations consequential to this study would provide a more streamlined, cost- and time effective investigative system to investigate claims of unprofessional conduct for possible further disciplinary action. / Thesis (PhD (Dentistry))--University of Pretoria, 2006. / Maxillo-Facial and Oral Surgery / unrestricted

Family businesses are major contributors to economies around the world. It is also recognised that family businesses are critical to entrepreneurship, socio- economic development and industrialisation around the world. Women in family business are major contributors to the success of the family business around the world. Limited research is available on the role of women in family business. The research conducted yielded similar results for South Africa. The impact of family business on entrepreneurship and the economy, with respect to socio- economic development, has placed great interest in family business studies in South Africa. This study focused on the role of women in black family business in South Africa. This research found that women in black family business focus on bringing softer skills to the business which are beneficial for people management. In their capacity as managers in the family business, women tend to take on a supportive role to the spouse; they tend to focus on ensuring a harmonious and peaceful culture in the work place. Women in family business have a dual role of ensuring business success and quality family life. They prefer to work in the shadow of their male counterparts. Challenges faced by women in black family business have been identified as the lack of inclusion in strategic decision- making, lack of decision-making career opportunities and the lack of consideration for succession within the business, a lack of business mentorship and ambiguity of roles in the business and in the family. It has been found that the role of women in black family business may be enhanced going forward. This may be done through educational programmes or workshops for management skills for women, networking opportunities and support groups, counselling on work/family management strategies, and spousal sharing of responsibilities in the work- family management relationship. A suggested area for future research is the impact of culture in family business in South Africa.

The profession of public relations has suffered negative associations and connotations as far as its role and practice are concerned. Alongside these, there are theories put forward within the field suggesting ways that could be used to assist public relations practitioners to become more successful in serving their organisations, marketing their organisation’s corporate image as well as reversing public relations’ negative legacy which has long existed as suggested by Steyn and Puth. This treatise argues that the real situation of the practice of public relations, its roles and the successes of PR practitioners in marketing the corporate image of their organisation might differ from what theories proposed. Thus this study seeks and intends to correlate what has been theorized with current practice in the profession. In addition, this study reflects and corroborates public relations practitioners’ roles in marketing the corporate image of organisations within the proposed new strategic role and through the existing traditional roles as compared to theory. Finally, this study also helps establish required changes to the traditional roles of the practitioners with the aim of reflecting the current situations in the existing selected organisations. In order to achieve the objectives of this study, the views and perceptions of public relations practitioners and managers of selected organisations were examined through a survey by questionnaire. This data was then analysed to determine their roles in marketing the corporate image of organisations in terms of the new strategic role and through the existing traditional roles as compared to theory. The sample included public relations practitioners and chief executive officers of Goodyear Tyre and Rubber Holdings (Pty) Ltd , Nelson Mandela Bay Municipality and Transnet National Ports Authority. The findings seem to support the hypotheses of the study in concluding that: The strategic roles identified in theory such as the solution around the myth and allegory of success in the practice and profession of public relations might not be realised in current practice, and Public relations practitioners’ effectiveness in marketing the corporate image of their organisations is affected by the way their roles are perceived within organisations. It is the hope of the researcher that, the findings of this investigation will set foundations for further research on the assessment and estimation of the practice of the public relations practitioners in marketing the corporate image of organisations.

There have been suggestions in recent times that the traditional criteria for defining professions is outmoded and inappropriate particularly in relation to the new professions, such as Human Resource Management (HRM). Evans (2008b) has suggested that a more appropriate evaluation is in terms of a commitment to professional development and has identified that this commitment be referred to as ‘developmentalism’. There are a number of ways in which professional development can occur and while traditionally this involved almost exclusively, formal experiences, such as courses, current thinking is now moving towards utilising more accessible, practice based, non-formal mechanisms. The research presented in this thesis investigates how non-formal learning is used to contribute to a climate of developmentalism by Human Resource (HR) practitioners. For this purpose, 17 in-depth semi-structured-interviews with a purposively selected sample of HR practitioners were conducted. The transcripts were analysed based on the four step process of phenomenographic analysis suggested by Marton (1994) cited by Schroder et al (2005) and Soon and Barnard (2002), to discover the qualitatively different ways in which HR practitioners describe, experience, understand and analyse their professional development and the use of non-formal learning in that development. What emerged from the analysis were two sets of categories of description; one for each of the phenomena namely professional development and non-formal learning. In addition, an outcome space for each of the phenomena emerged, illustrating the hierarchical relationship within each set of categories of description as well as the dimensions of variation relating to the phenomena. Also emerging from the analysis was a conceptualised model for professional development comprising non-formal learning using a heutagogical approach in conjunction with the empirically developed HR professionality continuum as a record of achievement. This model is offered as a means of encouraging HR practitioners to participate in professional development. Several recommendations arose from this research, and it is anticipated that these recommendations will be of interest to HR practitioners, their employers, HR educators, and the Chartered Institute of Personnel and Development (CIPD).

Homosociality, the societal norm toward same-gender social bonding, has been hypothesized as an important explanatory variable in the maintenance of occupational segregation by gender and the low status of women in traditionally male-dominated occupations (Lipman-Blumen, 1976; Reagan & Blaxall, 1976). In this investigation of homosociality in the workplace, 257 women and 197 men employed in managerial, supervisory, professional, and technical positions in seven organizations completed a questionnaire regarding their career development and interpersonal relationships in their current organization. Predictions derived from homosociality theory and the literature and research on mentoring, friendship, and organizational networks were tested. Of the 17 hypotheses associated with five research questions, 8 were fully or partially supported, 6 were not supported, and 3 could not be tested because factor analysis did not support the variable of interest (lifetime attachment). Alpha was apportioned using the Bonferroni inequality procedure; probability levels ranged from .025 to .0025 depending on the number of significance tests conducted for each question. Analysis of variance (Gender x Gender Composition of Network) and simple main effects analysis performed on mentoring and relationship provisions (intimacy, similarity, defiance of convention, respect for differences) scores indicated one significant main effect for gender: women's same-gender networks provided more intimacy than men's. Significant main effects for gender composition were: (a) men's same-gender networks provided more mentoring than their cross-gender networks; (b) women's same-gender networks provided more intimacy than their cross-gender networks; and (c) for both genders, same-gender networks provided higher levels of similarity and defiance of convention than cross-gender networks. Correlational analyses indicated: (a) for women, but generally not for men, homosocial attitudes were significantly related to the size and activities of same- and cross-gender networks; (b) for both genders, same- and cross-gender mentoring and primarily same-gender relationship provisions were positively and significantly related to career- and job-related outcomes. Homosociality was evident in attitudes, network activities, and outcomes. Results also indicated signs of organizational gender integration. Implications for theory and counselling, and suggestions for future research, are discussed. / Education, Faculty of / Educational and Counselling Psychology, and Special Education (ECPS), Department of / Graduate

The thesis is about professional liability insurance, focused primarily on legal professions. The first part describes general liability insurance, then the thesis is focused on characteristics and specific features of professional liability insurance. The thesis also analyzes legal requirements for insurance of selected professions and significance of professional associations in professional liability insurance. In conclusion, it examines availability of professional liability insurance products on the Czech insurance market.

This paper contributes to the discussion about reforming the legislation governing real estate marketing in British Columbia. In March 2003, the government announced its proposals to amend the existing Real Estate Act with the objective of protecting the public and preserving its confidence in the real estate sector by providing a "least cost" regime, promoting competition among participants, and providing a flexible, accountable regulatory framework. Interested parties were invited to comment on a proposed direction for reform. A recent public opinion survey conducted by the British Columbia Real Estate Association indicated significant concern about realtors acting for both a purchaser and a vendor of the same property. Those with concerns feared possible conflicts of interest between realtors and their clients. Despite these results, the real estate industry did not address these concerns. Instead, the industry endorsed dual agency - the practice of acting for both a purchaser and a vendor in a single transaction - and claimed that to ensure professionalism for realtors, the industry had to be self-regulating. In May 2004, the government passed the Real Estate Services Act granting self-regulation to the industry. This paper questions the appropriateness of the government's grant of self-regulation to the industry. It reviews the literature on professionalism and the conditions under which it is appropriate to grant self-regulation to an occupational group. It discusses how the real estate industry has attempted to gain recognition as a profession and the problems that the practice of dual agency poses to consumers i f the industry is to be self-regulating. This paper concludes that the paramount purpose of occupational regulation should be to protect the public from harm, not to benefit or to reward practitioners. Self-regulation should only be granted to an occupational group with a genuine and demonstrated willingness to act in the public interest. Recommendations are offered to the government to reconsider its actions and to consider abolishing the practice of dual agency and adopting reforms that favour consumer interests in residential real estate transactions. / Law, Peter A. Allard School of / Graduate

Gender disparities are still prevalent universally, and are often expressly and tacitly condoned, even in highly developed societies. In South Africa, women make up 52% of the population yet, only 44% of working South Africans are women (BWASA, 2012). However, recent trends show that a significant enough number of women do make it to all levels of positions in organisations, and that women generally have a great desire to lead. Conversely, very few women think or believe that their organisations provide them with the necessary and adequate support, in order to be able do so. Thus, in spite of the active efforts and commitments made by many South African organisations to influence women’s career advancement, it is still unfortunately not clear if the initiatives and programmes that are implemented are a core strategic imperative, or whether they are merely part of a peripheral agenda. As a result, this study takes a contingency approach to examine whether the career advancement of women is indeed a core strategic initiative, or whether it is peripheral in South African organisations. The good news is that some organisations are excelling in their commitment to empowering female roles and role-models in the workplace, and this study aims to understand why these organisations are doing exceptionally well, and why others are lagging behind. A qualitative method, which is exploratory in nature, was adopted to collect and analyse the data for this study. Fifteen individuals, who constitute a sample, were interviewed; and the scope was limited to the Chief Executive Officers (CEOs), Human Resource executives or any other executives responsible for diversity in the respective organisation. The main findings in this research were as follows: Firstly, the agenda that is most likely to be framing women’s career advancement in the organisations is one that is underscored by moral or ethical imperatives, and this is done in order to attempt to ensure that all forms of inequalities that existed are eradicated, so as to respond to the social pressure for ethical and moral transparency. Secondly, the organisations do understand the critical issues of women’s career advancement, but they fail to recognize the significant rewards of real women empowerment. Thirdly, some organisations seem to be doing exceptionally well, while others are sadly lagging behind. Finally, most organisations do not have clear measurement and monitoring frameworks to track their progress and impact in women career advancement initiatives. / Dissertation (MBA)--University of Pretoria, 2014. / lmgibs2015 / Gordon Institute of Business Science (GIBS) / MBA / Unrestricted

Samverkansuppdraget och fritidshemmets kompletterande uppdrag är två skilda uppdrag under en gemensam skoldag, där samarbetet är huvudfokus. Syftet med studien är att utveckla kunskap om samverkansuppdraget och fritidshemmets kompletterande uppdrag ur ett grund- och fritidslärarperspektiv inom skolans organisatoriska verksamhet. För att kunna svara på syftet ställdes frågan: “Vilken förståelse har grund- och fritidslärare av samverkansuppdraget och fritidshemmets kompletterande uppdrag”. Utifrån frågeställningen utformades en enkätundersökning med kvantitativ och kvalitativ metod i bearbetning och analys av svaren. Enkäten publicerades online. Därefter mejlades den till yrkesverksamma fritids- och grundskollärare i två kommuner i Mellansverige. Med hjälp av medlemsregister från den fackliga organisationen Lärarförbundet i respektive kommun blev det totala antalet informanter för studien 34. Utifrån policy enactment teorin och professionsteorin har informanternas förståelse synliggjorts gällande yrkesgruppernas relation och samband, samt deras yrkesprofession i relation till läroplansuppdragen i verksamheterna. Utifrån det kvantitativa resultatet synliggörs att informanterna anser att fritidslärare samverkar i högre grad mellan verksamheterna till skillnad från grundskollärarna. Ytterligare visar resultatet att yrkesgruppernas inblick i respektive verksamhet är mer jämbördig till skillnad från informanternas ställningstaganden om verksamheternas samverkan. I det kvalitativa resultatet lyfts vikten av att delta i varandras verksamheter då det skapar möjligheter för samverkan under den gemensamma skoldagen. Dessutom visas att informanterna uppfattar varandras verksamheter utifrån de olika praktiska och teoretiska arbetssätt de tillämpar. Slutligen lyfts ett eftersträvansvärt helhetsperspektiv som gynnar elevernas lärande och utveckling utifrån läroplansuppdragen. Slutsatsen visar att yrkesgrupperna inte alltid arbetar utifrån läroplanens mål om samverkansuppdraget och fritidshemmets kompletterande uppdrag, däremot kan det innebära att de har förståelse för vikten av det.

En un siècle environ, la Faculté de médecine de l’Université Libre de Bruxelles a été l’acteur et le témoin d’une triple transition :passage d’un enseignement essentiellement fondé sur la transmission de « manières de faire » à une pédagogie nourrie par les laboratoires de recherche ;disparition d’une pratique médicale portée par les conceptions humorales et émergence d’une médecine spécialisée rompue à la recherche clinique et à la méthode expérimentale ;transformation, enfin, d’un espace investi par un corps académique autodidacte ou formé à l’expérience des champs de bataille à un groupe d’élite répondant à des critères de qualité à l’échelle internationale. Cette thèse constitue une tentative d’explorer ce chemin, d’en suivre les bifurcations soudaines comme les lignes de continuité le plus souvent invisibles. / Doctorat en Histoire, histoire de l'art et archéologie / info:eu-repo/semantics/nonPublished