Populärmusik från film är något var person känner till och ibland lyssnar på dagligen. Men anledningarna till varför den sagda musiken blir vald står ofta obesvarat. Vilka funktioner har musiken, kallad licensierad musik, i film? För att analysera och förstå musikens funktioner bör en tackla frågorna runt ämnet ur en music supervisors perspektiv. Denna uppsats är en fallstudie som med en innehållsanalys analyserar den licensierade musiken i thrillern The Guest. Resultaten visar att musiken fyllde narrativa funktioner både som enskild låt för enskilda scener men även övergripande funktioner som etablerar plats, epok och karaktärers drag och utveckling.

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Ingeniero Civil Eléctrico / En cualquier sistema eléctrico de potencia, sea éste complejo o no, existen perturbaciones o contingencias que pueden causar inestabilidad angular, de frecuencia y/o de tensión. El no poder recuperar el estado de equilibrio inicial se puede traducir en una segregación del sistema en dos o más partes, masivas pérdidas de suministro eléctrico o, lo que es peor aún, un apagón total. En los últimos años los sistemas de medición dinámica han experimentado un importante avance gracias a mediciones sincronizadas, éstas permiten adquirir varias muestras por segundo y proveer información coherente entre los ángulos de las medidas, haciéndolas comparables entre sí. Estas medidas otorgan información suficiente para evitar inestabilidades luego de ocurrida una perturbación, realizando acciones correctivas de protección sistémica tales como desprendimientos de carga, desprendimientos de generación y segregación en islas eléctricas de forma controlada. Considerando que esta tecnología puede ser aplicada en Chile, y particularmente en el sector sur del Sistema Interconectado Central (SIC), este trabajo propone un esquema de detección de inestabilidad para operación en isla eléctrica utilizando mediciones sincrofasoriales, con el objetivo de mantener el suministro eléctrico en la Isla Grande de Chiloé cuando el colapso del sistema es inminente luego de ocurrida una contingencia. El esquema verifica que tanto la diferencia angular, la primera y segunda derivada entre dos puntos del sistema permanezcan en una región estable o controlable. En caso de que alguna variable presente valores fuera de los límites establecidos se determina que el colapso del sistema es posible y que la segregación del sector seleccionado del resto de la red permitiría mantener el suministro eléctrico. Para la construcción de este esquema se simulan, en el software DIgSILENT y con la base del Centro de Despacho Económico de Carga (CDEC) del SIC actualizada a la fecha, tres contingencias reales y seis contingencias extremas para cuatro escenarios de operación. El esquema logra tener una exactitud de 88,9% y una sensibilidad de un 66,7% por otro lado, la operación en isla eléctrica sería posible en solo un escenario de operación, siendo necesaria la implementación de Esquemas de Desconexión de Carga y de Generación para que sea posible en otros dos.

Orientation: Currently there is much debate whether modifying traditional reward packages to focus on the preferences of multi-generations would be essential in attracting, motivating and retaining talent. Total Reward factors, Perceived Organisational Support and Perceived Supervisor Support are distinct but related concepts, and all of them appear to influence an employee’s decision to stay at an organisation. Research purpose: The objective of this study was to identify the different total reward components which multi-generations prefer as most important for retention. In essence, the study aims to establish possible relationships between multi-generations’ Total Reward components, Perceived Organisational Support (POS), and Perceived Supervisor Support (PSS). Motivation for the study: This study is useful as it conducts a contemporary retention exploration that considers both the emerging demographic workforce shift and the new paradigm shift towards talent management. An enriched understanding of retention preferences that influences organisational commitment may benefit the organisation who wants to retain their valuable talent. Research Methodology: A quantitative, cross-sectional research design with convenience sampling was used. Data were gathered from employees (N = 303) at different industry sectors in South African organisations, using the Total Reward Scale (based on WorldatWork’s total reward model) and the Perceived Organisational Support Scale (SPOS), and the Perceived Supervisor Support Scale (SoPSS). Main findings: The results showed that performance management and remuneration are considered to be the most important retention factors among multi-generation groups. The study revealed Cronbach Alpha’s of 0.82, 0.92 and 0.95 for the total reward scale, SPOS and SoPSs respectively. Differences between total reward preferences and demographical variables which include age, gender, race, industry and job level, were found. Moreover, differences between total reward preferences, Perceived Organisational Support (POS) and Perceived Supervisor Support (PSS) and demographical variables which included race, industry, job level were found. The findings of the study indicates a strong practically significant positive correlation (r (df=237, p> 0.001) = 0.298, medium effect) between Total Reward components and POS. A strong practical significant positive relationship (r (DF=233, p>0.001) = 0.250, medium effect) was found between Total Reward and PSS. The study confirmed a strong practically significant positive correlation (r (df= 230, p> 0.001= 0.662, large effect) between POS and PSS in this study. This indicates that an increased perception of organisational support can be associated with an increased perception of Supervisor Support. Multiple regression confirmed that only race groups and job level groups mediate/moderate the relationship between Total Reward and POS as well as Total Reward and PSS. Practical/managerial implications: Managers or HR practitioners should design their reward packages by taking employees preferences into account. More specifically, HR practitioners should focus on remuneration, performance management and development opportunities in order to retain scarce skills. Contribution/value additions: The study on retention preferences of different demographic groups within the South African context adds considerably to the existing body of literature. The results of the study can assist managers and HR practitioners to design effective retention strategies, while also providing crucial information for the retention and motivation of employees. / Dissertation (MCom)--University of Pretoria, 2014. / gm2014 / Human Resource Management / unrestricted

This investigation was designed to delineate the role of the university supervisor and to develop guidelines and procedures for evaluating the effectiveness of the university supervisor of student teachers. The specific purposes of the study were to compose a generic role description of the university supervisor, to define general guidelines that may be utilized to develop procedures for the evaluation of the university supervisor, and to define specific procedures that may be utilized at North Texas State University, Denton, Texas for the evaluation of the university supervisor.

Magister Artium (Psychology) - MA(Psych) / Literature suggests that novice supervisors are not adequately trained or equipped with the skills required in research supervision or to become productive researchers, and recommend that intervention strategies aimed specifically at enhancing supervision capacity, be prioritized. Primary texts report positive effects on student output and timely completion in a range of intervention strategies aimed at enhancing supervision capacity including supervisor training. However, it is difficult to compare these individual reports without a systematic attempt at filtration in which studies are evaluated for methodological rigour. The aim of this study was to consolidate the body of literature reporting on strategies aimed at enhancing supervision capacity which satisfies a threshold of methodological quality. The present study was a systematic review evaluating published literature from 2003 to 2013 that report on strategies aimed at enhancing supervision capacity. Only full-text, English articles within the UWC library databases were considered for inclusion provided that they report on the specified target group and focus of the study. Identified articles were evaluated on three levels: titles, abstract, and full text. Four instruments were used to facilitate data extraction and quality assessment including a Title summary sheet, abstract summary sheet, critical appraisal tool, and data extraction sheet. Meta-synthesis of included texts was conducted. Ethics: Permission to conduct the study was obtained from the appropriate committees at the University of the Western Cape (Registration number: 14/5/18). The information sources used in this study were all previously published and are in the public domain; therefore no additional permission for access was required. The study formed part of a larger NRF funded parent study. Thus the distinction between collaboration and plagiarism was carefully monitored given the collaboration between the present study and the larger parent study.

The purpose of this study was to gain a better understanding of the factors that constitute a positive and negative supervisor-supervisee relationship as perceived by speech-language pathology graduate students. Clinical practicum experiences were analyzed using qualitative methods via recorded in-depth participant interviews. After the data were collected and transcribed, the narratives were analyzed to draw useful inferences and discover underlying themes using a phenomenological methodology approach. Two overlaying themes, ASHA’s Task 1 of Supervision and Anderson’s Continuum Model of Supervision, were identified from the participants’ interviews and were used to categorize the data. Results indicate the most likely factors attributed to a positive clinical experience included constructive feedback, respect, positive praise, clear expectations and structured clinical guidance while the factors that were most likely attributed to a negative experience were lack of constructive feedback, lack of perceived respect, negative criticism, unclear expectations, and minimal clinical guidance.

Communication Apprehension (CA) pertains to levels of fear or anxiety people experience in relation to real or anticipated communication with other people. Decades of research on CA has focused on college students. This research explored levels of oral CA in an organizational environment. The purpose of this research was threefold. First, this study examined the communication apprehension profiles of native-language (English) and second-language (non-English) employees in a midsized South Florida service organization to understand if the levels of communication anxiety differ between the two groups as well as if demographic variables played a part in managing levels of communication anxiety. Second, this study examined the difference of perception credibility in supervisors between same-language and opposite-language employees to examine and analyze the relationship between the two groups and their supervisors in order to identify if communication problems exist that could affect an amicable working relationship or constructive feedback. Third, this study compared organizational personality types of upward mobile and indifferent to levels of communication apprehension in native-language (English) and second-language (non-English) employees in a sample of culturally diverse office personnel in two separate corporate locations in a midsized management organization located in South Florida. The findings were found not to be statistically significant; however, it was learned that CA levels do exist and that anxiety levels vary between respondents. Further investigation into the effects of CA on workplace production remains a challenge. Additional studies using randomly selected populations from similarly diverse organizations more representative of the diversity of the region rather than a convenience sample is recommended.

A supportive work climate is critical for successful transfer of learning. Influences in the work environment affect the trainee's ability to apply new skills to the job. The supervisor can be a significant figure in the trainee's perception of a supportive transfer climate. Little is known of the effect of supervisor participation in the training on transfer climate. The purpose of this study was to identify differences in trainee and supervisor self-perceptions of the factors affecting transfer climate. Additionally, this study examined the effects of supervisor participation in the training program on perceptions of transfer climate. The participants in this study were trainees in a union-sponsored instructor training program and their supervisors. The study found perception gaps between the overall perception of transfer climate and supervisor support. The level of supervisor participation in the training program was not to be a factor in the differences between the trainee and supervisor perceptions. No statistically significant difference exists in the perception of other transfer climate factors: supervisor sanctions, peer support, resistance/openness to change, and feedback/performance coaching. In addition, the study found that supervisor participation in the training made little difference in the perceptions of transfer climate by supervisors and trainees. Studies comparing trainee and supervisor perceptions of transfer climate and the effect of supervisor participation in the training on these perceptions are needed from other organizations before extensive generalizations can be made.

El presente trabajo tuvo como finalidad desarrollar una consultoría para identificar los puestos altamente críticos y sus posibles sucesores en una entidad pública –el Organismo Supervisor de la Inversión en Energía y Minería (Osinergmin)– que permita asegurar la continuidad de su operación, sobretodo tratándose de una institución reguladora de un servicio público con gran incidencia en la calidad de la vida de los ciudadanos. Osinergmin es la única institución dedicada a la regulación de temas energéticos en Perú; por ello, que cuenta con puestos altamente especializados y únicos que no son fáciles de conseguir en el mercado o resultan muy caros. En este contexto, se hace necesario contar con sucesores que puedan ser un reemplazo ante situaciones de retiro, transferencias, ascensos, despidos, entre otras circunstancias, para lo cual se debe desplegar una estrategia que permita desarrollar a los trabajadores con alto potencial. Para el desarrollo de esta consultoría, se identificaron los modelos existentes para determinar los puestos altamente críticos, así como una metodología para identificar qué personas tienen alto potencial en la organización, que se aplicó en un área piloto. Luego, se procedió a comparar el perfil requerido de dichos puestos con la información de las personas a fin de hallar los posibles sucesores. Durante este proceso se detectó que existen varias personas próximas a jubilarse, lo que podría afectar la elaboración de un plan de sucesión y reemplazos en el corto plazo. La presente propuesta permitirá fortalecer los procesos de gestión humana y posicionar al área de Recursos Humanos como un socio estratégico que vela por la continuidad de las operaciones de la institución. Asimismo, esto generará un precedente de buenas prácticas en la gestión de servidores públicos, lo que demostrará que la innovación y la mejora continua se pueden instaurar en la institución pública.