[pt] O mercado de capitais das grandes economias mundiais já incorporou o conceito de rating, ou seja, a classificação de risco de crédito, utilizada amplamente nos Estados Unidos há muitos anos. A existência de agências de rating capazes de fornecer classificações de risco de crédito totalmente independentes é uma condição imprescindível para o desenvolvimento de qualquer mercado de dívida. Este estudo tem como objetivo avaliar se as variáveis definidas no contrato de um bônus corporativo afetam o rating determinado por estas instituições para determinada emissão. Foram analisadas as variáveis cupom, preço de emissão, volume de emissão, maturidade e a presença de garantia. Além disso, analisou-se também a influência do risco país representado pelo EMBI +. Quanto ao método de análise, optou-se por comparar o método dos mínimos quadrados ordinários (MQO) com o probit ordenado. Os resultados mostram que não houve diferença de desempenho entre os dois modelos. E quanto às variáveis analisadas, apenas o cupom demonstrou exercer influência sobre o rating da emissão. / [en] The financial markets in the largest economies of the world often utilize rating agencies as a tool for credit risk classification, following the concept introduced in the USA a long time ago. The existence of independent institutions capable of classifying credit risk is a vital condition for the development of debt market. This study aims at analysing whether the variables defined in the indenture of the bond issue affect the rating assigned by rating agencies. The following variables were investigated: coupon, price, issued amount, maturity and the existence of collateral. Furthermore, it was analysed if the country risk, represented by the EMBI+ index, also affected the bond rating. Regarding the methodology, the ordinary least square (OLS) and ordered probit were chosen as the method of analysis. A comparative study was performed and the results indicated no major differences between both models. Concerning the variables analysed, only the coupon has shown some influence on the bond rating.

The research problem of this study was to assess the extent to which the appraisal system for junior and middle level managers in the South African National Defence Force (SANDF) met the requirements and guidelines for performance appraisal as stipulated in the literature. To achieve this objective, the following procedure was followed: · A survey of existing literature, related to performance appraisal, was conducted. The literature study focused on the requirements for an effective performance appraisal system, appraisal methods and appraisal errors. Attention was also focused on who should take responsibility for performance appraisal and the importance of regularly evaluating the performance appraisal system to meet the demands of a changing environment. The second part of the literature study dealt with the guidelines for establishing an effective appraisal system as well as performance management processes and cycles that are critical for the effectiveness of an appraisal system. The theoretical study formed the basis for the development of a survey questionnaire to establish the extent to which junior and middle level managers in the SANDF agreed with the theoretical guidelines. The survey was administered to a randomly selected group of junior and middle level managers who were representative of the South African Army, Airforce and Medical Services. The empirical results indicated that there was concurrence with many of the guidelines in the literature, but that there were areas that could be improved. It became evident that many respondents felt that the current system was not entirely fair and was not adapted to meet the needs of the integrated SANDF. Specifically, results indicated that the system should be re-evaluated to eliminate bias and to enhance the development of clear standards, both on a quantitative and qualitative level. It became clear that training and communication were important to the successful development and utilisation of a performance appraisal system. An effective performance appraisal system that is integrated with the overall performance management system of an organisation will enhance productivity, satisfaction and the attainment of goals.

Autistic symptoms appear to change during adolescence. This study replicates an earlier one (McCallon, 1985) which attempted to validate the use of the Childhood Autism Rating Scale (CARS) with adolescents. The standard observation method of administration was used. Additionally, information obtained in structured parent interviews was used to score a CARS. Subjects were nine autistic and nine nonautistic retarded adolescents from 13 to 21 years of age. Results suggested that the CARS, administered either way, validity discriminates between retarded adolescents who are diagnosed as autistic and those with other handicaps. Methodological limitations of the present study are discussed.

This thesis deals with globalisation of markets. It focuses on examining the economic crisis of 2008 and 2010 and on how individual countries can cope with deteriorating of macroeconomic values, especially with financial implications of this situation. The thesis also examines credit rating agencies as indicators of financial soundness of investment instruments, to which is often reffered as to culprits of the crisis for their reaction to the development of the mortgage market. The thesis defines the rating in the concept of sovereign states and describes the market of credit rating agencies. It further evaluates individual rating agencies and practices in the context of the crisis, bringing a comprehensive picture of the role they played at the beginning of the crisis. It also attempts to outline more points of view on the previously unilaterally and predominantly negatively perceived issue of reputation of credit rating agencies.

Lors d’une conversation téléphonique entre deux personnes, le niveau sonore perçu (i.e. la sonie) doit être réglé pour être confortable à l’écoute. Depuis plus de trente ans, nous utilisons un indicateur appelé « loudness Rating (LR) » pour régler la sonie dans cette zone de confort. Cet indicateur a été développé pour la téléphonie filaire classique. Cependant, avec les avancées récentes en télécommunication, l’utilisation actuelle du LR montre certaines limitations. Ainsi, le but de cette thèse est d’étudier la possibilité de remplacer l’indicateur LR par un modèle de sonie plus sophistiqué issu de l’état de l’art, basé sur le modèle de Zwicker. Nous avons sélectionné puis évalué le comportement des quatre modèles de sonie les plus répandus. Dans ce but, nous avons conçu une nouvelle méthode de mesure de sonie appelée : « Mesure Indirecte du Niveau d’Isosonie (MINI) ». La conclusion de cette évaluation est que ces modèles de sonie peuvent être utilisés pour remplacer le LR en mode mains-libres. Cependant, leur utilisation en mode combiné nécessite des études complémentaires afin d’améliorer leurs prédictions. / During a telephone conversation between two people, the perceived sound level (i.e. loudness) must be comfortable for the listening. For over thirty years, we have been using a measure called « Loudness Rating (LR) » to adjust the loudness in this comfort zone. This indicator was developed for the landline telephony. However, with recent advances in telecommunications, the current use of LR exhibits some limitations. Thus, the aim of this PhD thesis is to study the possibility of replacing the LR indicator by a more sophisticated state-of-art loudness model based on Zwicker’s model. We selected and evaluated the behavior of the four most common loudness models. For that purpose, we designed a new method of loudness assessment called « Mesure Indirecte du Niveau d’Isosonie (MINI) ». The conclusion of this evaluation is that these loudness models can be used to replace the LR in hands-free mode. However, their use in handset mode requires additional studies to improve their predictions.

The study aims to identify which performance appraisal system is currently used in The Cold Chain, how this system compare with the fundamental requirements of a successful appraisal system and what requirements can be adopted to make the way in which Team Leaders are appraised more effective. An introduction into The Cold Chain, the identification of the problem and the relevance of the study is followed by a literature overview of performance management, the role of performance appraisals and the requirements for a successful performance appraisal system. Various appraisal systems, problems associated with performance appraisals and a framework for the development of an efficient system is discussed. Research conducted using a questionnaire sent to Team Leaders in The Cold Chain, delivered results which were analysed and discussed in Chapter four. In addition to biographical information, the function, effectiveness, evaluator involvement, objectives and criteria, requirements for performance appraisals, organisational alignment and evaluator faults were discussed. It was found that the current performance appraisal system in use at Mercor is a trait scale system. A trait scale method of performance appraisals does not reflect measurement against clearly defined job criteria and is difficult to legally defend. The essential elements for successful appraisal systems such as reliability, relevance, sensitivity, uncontaminated information, acceptability, practicality and legality will be present in a 360-degree approach and the implementation of such a system in Mecor was recommended.

The thesis deals with the rating agencies as the significant and influential subjects on the financial markets. The main aim of the thesis is a description of rating, especially sovereign rating and its impact in international investment environment. The thesis also focuses on individual approaches of agencies in the rating process as well as distinctive legislative framework and efforts to change the regulation of agencies since 2007. The thesis is divided into four chapters. The first chapter deals with the definition and specification of rating and its alternatives. The second chapter deals with the rating agencies as the specific entities, their oligopolistic market position and criteria for awarding rating marks. The third chapter specifies the legislative measures relating to credit rating agencies and the major post-crisis changes. Lastly, the fourth chapter analyzes sovereign rating and its importance in the process of international investment.

The main focus of this is the use of credit rating by public sector entities and especially by so called sub-soverign entities, i.e. those that are below the central government. Author is primarily trying to understand to what extent credit rating is used by public sector entities globally, what role it plays in their activities, what motivates these entities to seek services of credit rating agencies and ultimately what benefits, if any, credit rating bring to them.

Thesis (M.A. (Social Work)) --University of Limpopo, 2016 / The overall aim of the study was to evaluate how Social Work Supervision affects job performance in the Department of Social Development, Polokwane Sub-District. The objectives of the study were to explore how supervision is rendered in the Department of Social Development in the Polokwane sub-district; to investigate the impact of supervision on Social Workers’ job performance and to make recommendations from the findings to the Department of Social Development in the Polokwane sub-district regarding how supervision can be improved to enhance service delivery. The study was qualitative research and researcher used descriptive research design. The data was collected through semi-structured face-to-face interview from six (6) cluster supervisors and twelve (12) Social Workers who are employed by the Department of Social Development, Polokwane Sub-District. The sample consisted of cluster supervisors who had more than three months experience of providing supervision in the Department of Social Development, Polokwane Sub-District and no acting cluster supervisor was selected to participate in the study. The Social Workers had more than three months of working experience at Department of Social Development, Polokwane Sub-District. These Social Workers were not on internship programme. The researcher used thematic data analysis. The findings of this study confirmed that supervision which is rendered in the Department of Social Development, Polokwane Sub-District is conducted by supervisors who did not receive training during their academic years and after being qualified Social Workers; supervisors conduct this critical role because of their years of experience as Social Workers. Secondly Supervision sessions which are conducted by effective supervisors who have good supervisory skills have a positive impact on the job performance of Social Workers, as compare to ineffective supervisors without good supervisory skills and thirdly none adherence to structured supervision under poor working conditions without resources with high caseloads and unfair remuneration leads to burnout, and consequently contributing towards Social Workers having the intention to leave the Department of Social Development. Key words: Cluster supervisors, Social Workers, Job performance and supervision

MPH / Department of Public Health / See the attached abstract below