O fato de megaeventos esportivos serem realizados no Brasil reflete o novo posicionamento brasileiro no cenário mundial; e as problemáticas envolvendo a necessidade de profissionalização das práticas de gestão no esporte tornam-se emergentes. Somando-se este fato a crescente internacionalização do futebol brasileiro e o aumento da circulação de nossos talentos esportivos para os mais diversos países emerge a demanda de estudos que contribuam para a compreensão dos modelos de gestão dos clubes e das problemáticas envolvendo os jogadores cada vez mais inseridos em um cenário global. Torna-se ao mesmo tempo fundamental compreender os processos de empresarização e sua importância para o crescimento das instituições esportivas, contudo deve-se pensar na profissionalização e no desenvolvimento de políticas e práticas de gestão que levem em consideração os aspectos culturais e sociais do esporte. Este trabalho situa-se no campo da gestão de pessoas internacional e gestão do esporte, trata do tema da expatriação e repatriação de jogadores de futebol brasileiros. O objetivo desta pesquisa é identificar e analisar como os processos de expatriação e repatriação de jogadores são estruturados em um clube de futebol gaúcho e como esses processos são percebidos e conduzidos frente à atual realidade da gestão esportiva brasileira. O método utilizado foi estudo de caso sob abordagem qualitativa, em que 22 entrevistas com roteiro semiestruturado foram realizadas, mais especificamente, dez com profissionais de futebol, seis com empresários de futebol e seis com gestores de um clube de futebol gaúcho. A análise categorial temática foi utilizada como método de análise de conteúdo para interpretação das entrevistas realizadas. Os principais resultados encontrados na pesquisa foram: (i) A partir da compreensão sobre as mudanças na gestão dos clubes e do cenário de saída e retorno de jogadores de maneira sistêmica e longitudinal, abre a possibilidade para o surgimento de novas formas de condução dos processos de transferências internacionais de jogadores, e das próprias formas de se pensar a participação dos clubes na gestão dos seus talentos esportivos; (ii) a gestão das organizações esportivas pode estar alinhada ao planejamento e gestão da carreira do jogador, mesmo em uma lógica de lucro, desde que se leve em consideração uma visão estratégica da gestão de pessoas no esporte e se realize a gestão de um talento esportivo e não de um simples produto a ser comercializado. (iii) Parece haver grandes possibilidades de se pensar as políticas e práticas de gestão estratégica de pessoas no esporte levando em consideração o novo cenário constituído, mesmo com os desafios evidentes. Acredita-se em um ganho substancial para clubes e jogadores, ampliando as possibilidades de retorno financeiro e atuação, amenizando a possibilidade de insucessos na condução dos processos de expatriação e repatriação. / The fact that mega sporting events are held in Brazil reflects the new Brazilian position in the world scene; and the problems regarding the need of professionalization of management practices in sports became emergent. Summing this fact to the growing internationalization of Brazilian soccer and the increase in circulation of our sports talents for different countries emerges the demand of studies contributing to the understanding of management models of clubs and problems involving players increasingly inserted in a global scene. It becomes at the same time fundamental understanding the enterprisation processes and their importance to the growth of sports institutions, nevertheless it should be thought in the professionalization and development of management policies and practices that consider the cultural aspects of sports. This study lies in the fields of international people management and sports management, deals the expatriation and repatriation of Brazilian soccer players. The aim of this research is to identify and analyse how the expatriation and repatriation processes of players are structured in a soccer club from Rio Grande do Sul and how these processes are perceived and conducted in front of the current reality of Brazilian sports management. Methodology used consisted of a qualitative case of study, in which 22 semi-structured interviews were conducted, specifically, ten with soccer professionals, six with soccer entrepreneurs and six with managers of a soccer club from Rio Grande do Sul. The thematic categorical analysis was used as a content analysis method to interpret the interviews conducted. The main results in this research were: (i) From the understanding of the changes in the clubs management and the leaving and returning of players scene in a systematic and longitudinal manner, there is a possibility of arising new conducting ways of international transference of players processes and the own ways of thinking the clubs participation in the management of their sports talents; (ii) Sports organization management may be aligned to the player‟s career planning and management, even in a profit logic, if it takes in consideration a strategic view of human resource management in sports and performs the management of a sports talent and not of a simple product to be commercialized; (iii) There seems to be great opportunities to think policies and practices of people strategic management in sports taking into consideration the new scene made, even with the evident challenges. It is believed in a substantial gain for clubs and players, enhancing the possibilities of financial and performance return, mitigating the possibilities of failure in the conduct of expatriation and repatriation processes.

In the wake of the recent and prolonged economic crisis, corporate governance in large corporations has come under increasing scrutiny. Employment is said to be precarious, and some commentators talk of how the social contract is being shredded. Against this backdrop, more nurturing approaches to employment and human resource management have an intrinsic appeal. With its stakeholder capitalism, Japan provides one such model. This thesis examines that model through the prism of a qualitative study of business repatriates and their careers. Using six career stories, it gives us a window on to contemporary Japanese HRM practices as they impact ‘core’ employees working with the assumption of lifetime employment at large Japanese companies. As a result, we learn about the ongoing strengths and weaknesses of Japanese HRM, and see how practices may change. The study’s longitudinal research design allows these career stories to unfold dynamically as the participants reflect reiteratively on their experiences and hopes, while interviews with two other repatriates, four HR managers, one mid-career job-changer, and a European administrator with long experience in multinationals add further depth and perspective. The repatriates express support for the HR systems in their companies, while also reporting frustration related to issues such as the opacity of the job assignment system. Their time abroad has changed how they think about their work and their employers, yet they are less vectors for change and more an internationalised old guard. Overall, this study gives us a detailed and nuanced picture of how Japanese repatriates experience their careers and think about their futures. It shows the value of an in-depth grounded approach to understanding contemporary attitudes in Japan related to the ongoing debate about HRM practices. The narratives of these Japanese business people, who have been exposed to what is alleged to be better practice overseas, demonstrate the importance of the continuity and stability of the Japanese employment model. Moreover, the traditional model emerges as logical and effective, suggesting that the considerable criticism of that model over the past two decades is misplaced. In addition, interpretation of the data suggests future avenues of research into how we understand change and continuity in Japanese HRM practices.

Rapa Nui (Easter Island) is an island in the Pacific Ocean which has been colonised over a long period of time. Colonisers have exploited the island through looting and trading Rapanui (the Indigenous people) human skeletal remains. Around ninety percent of the stolen Rapanui human skeletal remains have been located at museums and collections around the world on Rapanui initiative. Through the Rapa Nui Ka Haka Hoki Mi Ate Mana Tupuna Repatriation Program the Rapanui are now working on the return of the alienated human skeletal remains to the Island. This thesis is an analysis of semi structured interviews with inhabitants on Rapa Nui involved in repatriation and ethics of human skeletal remains. It has been carried out through a qualitative method using semi-structured interviews together with participant observation. The thesis is part of Martinsson-Wallin´s STINT-project ‘Sustainable Visits in Rapa Nui – Glocal Perspectives’. Based on the interviews, the analysis and results are divided into five themes: I) treatment of human skeletal remains, II) what laws exists in treating human skeletal remains, III) the possibility to narrow laws and concretize ethical perspectives before and during a repatriation, IV) theories in post-colonialism and V) recurrent issues between the law of the Indigenous peoples and the national law. Comparison with other cases of repatriation such as Sámi follows in Chapter 7. The results of the analysis show that according to the Rapanui, archaeological artefacts and human skeletal remains should be repatriated. Today the involved parties, the Rapanui and the institutions that are keeping collections from Indigenous cultures, are more willing to redress previous events. Such as, colonialization, violence, and social inequality but there is still a lot of respect and understanding that must be developed within several actors.

Die Arbeit von Herrn Döppler und Herrn Zühlke thematisiert die Wiedereingliederung von Rückkehrern aus dem Ausland. Dabei wurden Wiedereingliederungssysteme für "Repatriats" sowohl privatwirtschaftlicher Unternehmen als auch des öffentlichen Dienstes (hier am Beispiel der Bundeswehr) betrachtet. Sowohl in der Literatur als auch in der Praxis wird dem "Entsenden" von Mitarbeitern sehr viel Bedeutung beigemessen. Hingegen ist der Rückführung und Wiedereingliederung ein stiefmütterliches Dasein beschert. Ziel dieser Publikation ist es in diesem Themenbereich Abhilfe zu leisten. Dazu werden die theoretischen Grundlagen von Rückführungsmodellen dargelegt. Darauf aufbauend die in der Praxis vorhandenen Anwendungen gezeigt. Dies geschieht am Beispiel eines mittelständischen Untenehmens, eines multinationalen Großkonzerns und der Bundeswehr. Der Erfolg oder Misserfolg dieser Maßnahmen wurde durch teilstrukturierte, narrative Interviews ermittelt. Aus den Interviewergebnissen und den daraus ermittelten Schwachstellen, leiteten die beiden Autoren Maßnahmen, jeweils für die öffentliche und private Hand, ab.

In October 2019, thousands of migrants, refugees and asylum-seekers took the streets in Cape Town and Pretoria to publicly express their dissatisfaction with their living and protection conditions in South Africa. The protests erupted one month after a series of xenophobic incidents in several urban areas. While Pretoria protests dissolved quickly, the Cape Town sit-in protests were only cleared in early 2020. In both cities, protesters claimed that poor living conditions, a lack of access to services and a constant fear of xenophobic violence and harassment had made it unbearable for them to sustain their lives in South Africa. Refugees and asylum-seekers therefore demanded improved protection and the resettlement to a safer third country. Third country resettlement forms one of the three durable solutions for refugee situation as defined by the UNHCR, besides local integration and voluntary repatriation. The South African government and the UNHCR, however, made it clear that third country resettlement could not be considered a solution for a majority of South Africa's refugees and asylum-seekers. With local integration equally failing the forced migrants in South Africa, voluntary repatriation may by default be their only option left. This study aims to explore the relation between xenophobia and voluntary refugee repatriation in a South African context. The fear of xenophobic violence that was expressed by the 2019 protesters raises doubt about South Africa's ability to meet the UNHCR's standards of refugee protection. At the same time, it compromises the protection measure of temporary local integration as outlined in the South African 1998 Refugee Act. This study will therefore explore he connection between conditions of asylum in South Africa and the decision-making process on repatriation by refugees and asylum-seekers. This study aims to contribute to better the understanding of conditions and dynamics that lead to spontaneous voluntary repatriation in refugee situations.

In the current globalisation of the planet, Indigenous peoples are attempting to reclaim their lands from extraction and natural disruptions due to new sustainable energy projects and dam constructions. This study is exploring how choreography and dance are addressing the issue of exploitation of land and bodies, directly weaving together ideas of ancestry and indigeneity through gathered testimonies from three Indigenous choreographers. The work allows for activist ideas to shift the perspective on humans’ relationship to soil and its emancipation from coloniality by acknowledging the ancestral body as an intrinsic, lived experience within the Indigenous choreographer. Positioning the study in relation to critical artistic practice, the text is proposing an opportunity for the reader to explore the link between bodily rights, minority politics and soil, thus revealing how the reconstruction of ancestral memories and movement can remind us how to repatriate our dismantled and dislocated history. By finding ways of connecting choreography to agency over body and indigeneity, this work is exploring how dance can constitute Indigenous connectedness and how testimonies by these choreographers are passed on through their embodied experiences of indigeneity, ritual, repatriation and recognition of the Indigenous body. / <p>Presentationerna av examensarbetet 31 Maj 2021 skedde på Zoom, online på grund av covid-19</p>

No description available.

The first part of this study examines how Sámi as a social construction was shaped by the outside world from 98 CE to the mid-19th century. Ancient texts, medieval letters and literature that indicate change in discourse are used as primary sources in a historico-critical analysis. The sources are discussed with the help of secondary literature based on a constructionist approach, where language and discourse are at the core of shaping our objective reality and knowledge. The analysis of the historical sources helps us to understand our philosophical a priori, the unconscious imprint that is our worldview, our conceptual world, our boundaries, and our colonial heritage. The second part of the study analyses how the construction appears in the contemporary issue of the repatriation of Sámi remains in Swedish news articles between 1999 and 2022. The approach used in the second part is critical discourse analysis, a desktop method suitable for studying existing texts from the outside without disturbing the indigenous population. The contemporary article texts can be used to highlight the discourse and its intertextuality with the earliest writings on the Sámi. Together they can illustrate the hidden oppression of the Sámi.

This thesis is an attempt to find a sustainable solution for the Palestinian refugee problem. It analyzes the Palestinian refugee case and how different actors in the Palestine-Israeli conflict view it. The Palestinian refugees issue is one of the most complicated matters in the peace negotiations between the two parties and without solving it there will be no permanent and sustainable peace in the Middle East region. There is a need for compromise from both the Israelis as well as the Palestinians to find a sustainable solution for the Palestinian refugee problem. The international community in general and those who have the political, military as well as economic power in particular must play an important role in the final settlement of the issue by providing economic incentives to repatriate and compensate the Palestinian refugees. The Right of Return should be respected in any case. While some Palestinian refugees might go back to their historic home land in what nowadays is called Israel, others might have no choice but to be permanently settled in their current host countries provided that they are given full citizenship rights in their host country as well as in the promised Palestinian State.

<p>Syftet med denna uppsats är att beskriva hur AstraZenecas expatriater stationerade i Mölndalupplevt repatriationen. För att illustrera hur repatriationen upplevts har de fem variablerna:förväntningar, karriärplanering, stöd och kontakt med hemorganisationen, tydlighet iprocessen samt omvänd kulturchock valts. Studien genomfördes genom intervjuer med sexrepatriater anställda på AstraZenecas kontor i Mölndal. Denna studie visar att repatriaternasupplevelser till stor del överensstämmer med tidigare forskning. Processen var tydlig gällandehemkomstens praktiska detaljer. Gällande planeringen kring karriären fann vi attrespondenterna själva tog ansvar för sin utveckling och kommunikation med företaget.Förväntningarna fann vi ha stor påverkan på hur repatriationen upplevts. En majoritet avrepatriaterna upplevde en kulturchock vid återkomsten till Sverige, något som är i linje medtidigare forskning.SammanfattningSyftet med denna uppsats är att beskriva hur AstraZenecas expatriater stationerade i Mölndalupplevt repatriationen. För att illustrera hur repatriationen upplevts har de fem variablerna:förväntningar, karriärplanering, stöd och kontakt med hemorganisationen, tydlighet iprocessen samt omvänd kulturchock valts. Studien genomfördes genom intervjuer med sexrepatriater anställda på AstraZenecas kontor i Mölndal. Denna studie visar att repatriaternasupplevelser till stor del överensstämmer med tidigare forskning. Processen var tydlig gällandehemkomstens praktiska detaljer. Gällande planeringen kring karriären fann vi attrespondenterna själva tog ansvar för sin utveckling och kommunikation med företaget.Förväntningarna fann vi ha stor påverkan på hur repatriationen upplevts. En majoritet avrepatriaterna upplevde en kulturchock vid återkomsten till Sverige, något som är i linje medtidigare forskning.</p> / <p>The purpose of this study is to describe how repatriates at AstraZeneca in Mölndal haveperceived the repatriation process. To illustrate how the repatriation has been perceived fivefactors have been chosen: Expectations, career planning, support and contact with theorganization, clarity in the repatriation process and reverse culture shock. The study wasconducted through interviews with six repatriates employed at AstraZeneca in Mölndal. Ourstudy shows that the repatriate’s perceptions mainly concur with previous research. The returnhome was clear regarding practical details; however regarding career planning we found thatthe repatriates themselves felt that they were responsible for their career development andcontact with the home office. Furthermore we found that expectations had great impact on theperception of the repatriation. A majority of the repatriates experienced a reverse cultureshock upon re-entry, something that is in line with previous studies.The purpose of this study is to describe how repatriates at AstraZeneca in Mölndal haveperceived the repatriation process. To illustrate how the repatriation has been perceived fivefactors have been chosen: Expectations, career planning, support and contact with theorganization, clarity in the repatriation process and reverse culture shock. The study wasconducted through interviews with six repatriates employed at AstraZeneca in Mölndal. Ourstudy shows that the repatriate’s perceptions mainly concur with previous research. The returnhome was clear regarding practical details; however regarding career planning we found thatthe repatriates themselves felt that they were responsible for their career development andcontact with the home office. Furthermore we found that expectations had great impact on theperception of the repatriation. A majority of the repatriates experienced a reverse cultureshock upon re-entry, something that is in line with previous studies.</p>