Housing shortage is an on-going challenge young Swedes face when moving from home trying to get their own accommodation. The vast majority of municipalities have reported a housing shortage in last years housing market survey carried out by Boverket. This study seeks to find out how the housing supply for students in Umeå have developed during the last five years. To achieve this literature studies and statistics from mainly SCB (Statistics Sweden) have been used. Additionally, interviews with the municipality and companies on the housing market have been held to understand their point of view and how they work with the matter. The study shows that the mutual opinion from all parties is that the conditions for students housing supply is better today then five years ago. One of the reasons being the growth of the housing supply while the students themselves have remained at almost the same amount. Although the study suggests a better situation for the students it reveals another present challenge, how todays housing stock might be a mismatch with what students needs and wishes for in their dwellings.

Job dissatisfaction among nursing faculty could have a significant impact on nursing faculty retention and student enrollment in nursing programs. The purpose of this qualitative instrumental case study was to gain insight into the perspectives of faculty members who teach nursing education in a university program. This study used Herzberg, Mausner, and Snyderman's motivation-hygiene theory to explore employee satisfaction and dissatisfaction in the workplace. The research question focused on the perspectives of nursing educators and challenges they face. Data were collected through individualized interviews with 15 nurse educators, using open-ended questions and reviewing relevant documents. The data were analyzed by sorting and highlighting the participants' responses and using codes to categorize and develop themes. Six overarching themes (expectations, motivations, benefits, job fulfillment, challenges, and job dissatisfaction) and 3 subthemes (remuneration, excessive workload, and funding for advancing education, recruitment, and mentoring) emerged. These themes and subthemes identified critical aspects of job satisfaction that may help nursing faculty and nursing administrators strengthen the positive and diminish the negative aspects of the job for greater faculty satisfaction. Nursing leaders and health care administrators can use these findings to bring awareness to the nursing education community by creating realistic goals that address job satisfaction, retention, and recruitment of nursing faculty. These changes will improve student enrollment and increase the number of nurses available to provide quality care throughout the nurses' respective communities.

Throughout the 20th century, millions of people immigrated to California in search of sunny weather, economic opportunity, and affordable housing. However, since the 1970s, Californians’ economic mobility has dissipated under a persistent affordable housing shortage. This thesis examines the affordable housing crisis and the political and economic incentives underpinning it. In surveying the historical evolution of state and local land use planning since the early 20th century, this thesis analyzes the effects of policy changes on housing supply in the Bay Area and Greater Los Angeles. It argues that California’s land use planning framework limits housing supply by prioritizing homeowner interests, and concludes with policy recommendations to align this framework with regional and state housing goals.

The nursing profession is facing a potentially devastating shortage of nurses by the year 2020. Contributing to the shortage is the retirement of experienced nurses who are over the age of 45, and an aging baby boomer population. The loss will place a considerable strain on the overloaded health systems. As a result, it is important to identify successful strategies for addressing the problem of experienced nurse retention. Therefore, the purpose of this project was to conduct a systematic review of literature to answer the question of what retention strategies have been used to prevent the loss of the experienced nurse who is approaching retirement age. The systematic review, guided by Benner's theory of novice to expert and Kanter's empowerment theory, included quantitative, qualitative and mixed methods studies published between 2007 and 2017. Studies published in the United States and Canada were 8studies selected for detailed review, were graded using the Joanna Briggs Institute grading criteria. The themes identified in this study included five key indicators: nurse autonomy and empowerment (75%), stress and burnout (62%), workplace engagement (68%), leadership commitment (56%), and training/career development action plans (56%). The key indicators may provide the basis for recommendations for managers and leaders in promoting experienced nurse retention in their work settings. Positive social change is possible when management takes into consideration the value of the key indicators above in experienced nurse retention efforts. By retaining experienced nurses, the nursing profession can promote positive patient outcomes and a mentoring plan for nurses approaching retirement age.

Thesis (M.Dev.) --University of Limpopo, 2011 / Water shortage is a global problem. While other people in some parts of the world maybe enjoying enough supply of water others are faced with water shortage. South Africa is not an exception in this regard because some do not have access to water but rely on distance conveyance. Government is under constitutional obligation to supply this basic social and economic service. This study, therefore, aimed at investigating the causes of water shortage and the impact thereof on the household of Ga-Kgapane Township in Limpopo Province. This township falls under Greater Letaba Municipality in Modjadjiskloof. The data collected from four sections/localities of this Township showed that the area has a serious problem of water shortage. The lack of water according to the findings negatively affects the livelihoods and development of the people of Ga-Kgapane Township.

The nursing workforce has experienced considerable change during the previous decade, resulting in a chronic shortage of nurses. Issues such as economic rationalism, increased workloads, changes in nursing education and the advancing age of the current nursing workforce are the chief contributors to this shortage (Australian Institute of Health & Welfare, 2005b; Buerhaus, Staiger, & Auerbach, 2000b). Operating room (OR) nursing is a primary specialty area that has been especially affected by rising nurse attrition and a reduction in nurse recruitment (Australian College of Operating Room Nurses, 2003; Australian Health Workforce Advisory Committee, 2002). Accordingly, the loss of skilled nurses from the OR specialty compounds the negative effects on morale for those who remain in the environment, as they struggle to provide safe patient care while concomitantly being responsible for the clinical development of neophyte and inexperienced nurses (Australian Health Workforce Advisory Committee, 2002; Arndt, 1998). In the midst of working in the OR environs where the nature of the associated stressors is unique, resilient qualities may assist nurses to meet and overcome these challenges. If there is to be a continued nursing presence in the OR, it is essential that nurses be given the opportunity to develop resilience. At this time when nurse retention rates are continuing to decline steadily, there is a compelling need to identify and describe the relationship between resilience and its predictors in the context of the OR. To date, little is known about predictors of resilience and their potential to ameliorate the effects of workplace stress in the OR. The overall purpose of this study was to identify and describe the predictors of resilience in OR nurses. A literature review and concept analysis of resilience was initially conducted. Hope, self-efficacy, coping and personal characteristics were identified as defining characteristics of resilience. Next, the research was conducted as a mixed method phased study that was underpinned by the pragmatist paradigm, and employed a sequenced combination of qualitative followed by quantitative inquiry (Morgan, 1998). The first phase used a mini-ethnography to identify and describe the components of workplace culture in an OR in relation to their potential impact on nurses’ ability to adapt in this culture. A triangulated approach was used involving participant observation, a reflective journal, field notes and interviews. This phase revealed that competence, knowledge, collaboration, peer support and the ability to manage challenges were central components of OR workplace culture. From these categories, three themes were abstracted and subsequently developed into constructs that were measured and validated in the larger second phase. The second phase used a predictive correlation survey to describe empirically the relationship between resilience and its hypothesised predictors in a systematic random national sample of nurses who were members of the Australian College of Operating Room Nurses (ACORN), and a combined sample of hospital nurses purposively drawn from two similar hospital sites. The survey included scales measuring perceived competence, collaboration, managing stress, self-efficacy, hope, coping, and resilience, as well as gathering information about the demographic characteristics of nurse respondents. Out of a total potential sample of 1,730 OR nurses, the overall response rate was 51.7% (n = 896). Differences between the ACORN and hospital samples were found in age, years of experience, education and years of employment; therefore, the national and hospital samples’ findings were analysed separately. Five independent variables – hope, self-efficacy, coping, managing stress and competence – predicted resilience in the larger sample of ACORN respondents (n = 772). For the substantially smaller sample of hospital respondents (n = 124), hope, self-efficacy and managing stress predicted resilience. Given that the smaller hospital sample resulted in a similar model, this consistency lends strength and weight to the revised resilience model. Over 60% of the variance in resilience was explained by the independent variables in each model. Given the dearth of literature describing the efficacy of resilience in ameliorating stress in OR contexts, the results of this study have extended the theoretical application of the resilience concept to include a nursing context. There is a need to implement resilience-building strategies that address the culture of the OR, both at the departmental and organisational levels. Strategies that provide a supportive workplace environment in relation to goal-orientation, the provision of stress management and education programs, and strategies that facilitate cultural assimilation may improve resilience, and hence retention and recruitment rates in the OR. The findings of this study support the need for further research not only to test the stability of the proposed model among other groups of nurses but also to explore further predictors of resilience in the OR setting.

The global nursing shortage created opportunities for registered nurses from less developed countries to improve their working and living conditions through migration to more progressive and affluent nations. In the Philippines, this phenomenon left the country devoid of the much needed health care professionals. In this research study, I described the lived experiences of eleven indigenous Filipino nurses who migrated to the United States. Through the phenomenology approach, I was able to probe into the meaning of the migration as the participants lived through it, approaching it from a humanist perspective and using Abraham Maslow's theory on the hierarchy of needs as the framework. The study was intended to illustrate how the economic, social, and political characteristics of both countries impacted the Filipino nurses' behavior and thought processes while in pursuit of personal goals. Ultimately, this study could be used as a guide in the development of employment and health care policies that are more responsive to the current state of the nursing profession.

Economic, environmental, and social components form the structure of sustainable development and characterize the positive or negative trends in sustainability, which are a unique sustainable index. The Kuwait water system is considered a case study in this research to develop a methodology for identifying sustainable water systems, especially in terms of the high water demand per capita and high supply of desalinated water. This research provides certain answers to the following issues: 1) the sustainable water system path for Kuwait is unknown; 2) the low price of water for consumers is a reason for the wastefulness in water consumption in Kuwait; 3) there is no sustainable model for the water infrastructure in Kuwait to control and maintain its system; and 4) building a new desalination plant will put pressure on reducing the oil products' revenues that are export to global market. Sustainable water supply systems must be designed and operated so as to accomplish the following: minimize energy use, maximize efficient use of water as a resource, and limit (or even decrease) the associated environmental impacts of water usage. Increasing the production of water and the associated infrastructure are not necessarily sustainable solutions to the challenges of population growth. Consequently, this research provides the following solutions to work together in parallel: 1) Model Urban City (MUC); 2) Sustainable Water System and Infrastructure of Kuwait (SWSIK); 3) Sustainable Kuwait Index (SKI); and 4) reform the current water price policy in Kuwait. This research is dependent on three foundation--MUC, SWSIK, and SKI--to characterize sustainability in Kuwait and to analyze the environmental and economic impacts under three different water price scenarios during the period of 2013-2017. Numerical modeling, Infowater application, is used to connect the data with Arc GIS software to monitor the progress toward sustainability for 78 areas in the country. The Sustainable Water System and Infrastructure of Kuwait (SWSIK) tool is developed in this study and provides a comprehensive tool that analyzes water consumption due to water price policies to determine the energy needed from fossil fuels, the energy costs, and the environmental impacts. The Sustainable Kuwait Index (SKI) is a unique numeric value of 16 indicators. The sustainability indicators for the Kuwait water system are classified into two main categories: environmental and socio-economic, in which the resources, infrastructure, and capacity are components in the environmental category. SKI is determined for urban areas in Kuwait between 2008 and 2012, characterizing the state of sustainability. Population growth and new urban development push decision makers to find alternative solutions--such as reforming water price policies--to reduce wasteful water consumption in both normal and critical times. Two water price policy scenarios were proposed to be implemented, instead of the current water price policy (0.624 per m³). The first scenario involves a constant price charged for water consumption at $1 per m³. The second scenario involves a different structure to schedule water price: free allowance (150 L/C/day) followed by a constant price charged for water consumption over 150 L at $1.6 per m³. The time frame to test both proposal scenarios is between 2013 and 2017. In order to get water for free, the second proposal scenario encourages consumers to consume water wisely. This proposal scenario is acceptable for both consumers and policymakers, and it provides economic and environment benefits for both sides. The second scenario will postpone the need for new desalination plants until 2023. SKI scores are determined for the three water price scenarios during the proposal time (2013-2017) for 78 urban areas in Kuwait. By applying the first scenario ($1.0 per m³), the Kuwait government will save almost 5 million barrels per year from oil products (crude oil, gas oil, and HFO) and reduce natural gas usage by 31% per year. On the other hand, the second scenario can reduce the usage of oil products and natural gas in desalination plants by 26% per year. CO2, SO2, and NO2 emissions under the first and second scenarios were reduced in the range between 26% and 33% per year. Overall, a shortage will occur in 2014 if the Kuwait government does not change the water price structure. The current water price ($0.624 per m³) gives zero economic value to consumers. As a consequence, water bills were not collected effectively due to the low cost. The first scenario, which charges $1 per m³, might be unacceptable for consumers due to the stigma associated with increasing prices. The second scenario, however, satisfies the sustainability conditions, which are: 1) to save the environment; 2) to reduce costs; 3) to be acceptable to society; and 4) to achieve policymakers' goals. The results obtained in this research are intended to promote water system management and provide sustainable indicators to evaluate the development of a sustainable of water infrastructure in Kuwait. / text

South Africa currently finds itself in a constrained environment. In order to alleviate this constraint, Eskom, the dominant (and state-owned) electricity supplier in South Africa has embarked on an electricity capacity expansion programme. One of the constraints on the capacity expansion programme, as identified by Eskom, is the shortage of skills including that of engineering skills. Firstly, an understanding of the background to the shortage of engineering skills in South Africa and Eskom was gained through literature review. Thereafter, a list of contributors was identified in terms of the skills shortage in South Africa and Eskom. In addition to this local view of the engineering skills shortage issue, the author of this dissertation supplemented this with a review of international literature. The issue was then documented using systems thinking diagramming techniques which eventually culminated in the development of a draft systems dynamics model of the shortage of engineering skills in Eskom for the capacity expansion effort. Once the draft system dynamics model was developed, the author of this dissertation conducted one-on-one interviews with staff members who represented the stakeholders in the engineering skills shortage issue for Eskom's capacity expansion programme. This enabled the author of this dissertation to share his understanding of the problem with the interviewees and to gain an improved understanding of the issue by listening to the interviewees. Thereafter, this improved understanding was utilised to update the systems dynamics model. Finally, this updated model was utilised to perform an analysis to determine the leverage points to alleviate the engineering skills shortage problem in Eskom's capacity expansion programme. The literature survey suggested that mentorship, retention of current engineering skills and improving the image of engineering (in general) should be pursued to alleviate the shortage of engineering skills in the electricity industry. Furthermore, the use of interviews and systems dynamics modelling suggested that there needs to be a core focus on mentorship. In addition, effort should be allocated to attracting more of the under-represented groups into engineering i.e. women and black males. Furthermore, effort needs to be placed on specifying the capacity expansion resource requirements adequately i.e. plans in terms of numbers of people, qualifications and skill level are required. Finally, the interview process highlighted the view (not supported by systems dynamics modelling) that outsourcing of engineering work and importing of engineering skills should be pursued as a last resort. KEYWORDS Eskom, Engineering Skills Shortage, Capacity Expansion Programme. / Thesis (M.Com.)-University of KwaZulu-Natal, 2008.

In South Africa there is a shortage of systems engineers which is being addressed by a systems engineering (SE) development program. The purpose of this research was to design a selection method that could be used to select candidate systems engineers with potential thus increasing the probability of successful development of SE competencies. Based on literature and practical considerations, the following research question was formulated: Can a candidate’s SE competence potential can be predicted from personality preferences, cognition, and values (the SE Profile)? Design science research was used as the research methodology. The 15 Factor Questionnaire Plus was used to assess personality, the Cognitive Process Profile for cognition, and the Value Orientations to assess values. The 21 SE competencies were assessed using the INCOSE Systems Engineering Competencies framework. Specific values (high or low) on a combination of psychological measures are useful for predicting high competence and these vary between SE competencies. Thus psychological measures for SE as a whole cannot be identified as has been done in the literature. The number of engineers with high SE competence is inversely proportional to the number of SE competencies. Cognition measures seem more useful in identifying risk, but do not strongly predict SE competence for the given sample. From this research, no evidence was found that values have been considered previously in the SE selection literature, but values are useful for predicting high competence on at least 11 SE competencies. Because the various SE competencies require different profiles, there are few “super systems engineers”. SE competence required for the project can be achieved through a team rather than a single systems engineer. Assessment can be used as a tool for SE development by detecting anomalies and selecting candidates which have the potential for faster successful development. / Thesis (PhD (Development and Management Engineering))--North-West University, Potchefstroom Campus, 2013.