Thesis (Th. M.)--Talbot School of Theology, Biola University, 1987. / Includes bibliographical references (leaves 156-170).

Tidigare teorier och studier på området motivation och talent management visar att det är mycket viktigt för organisationer att arbeta med sina talanger. Detta eftersom talangers kreativitet och höga intellektuella förmåga skapar konkurrensfördelar på den globala marknaden. För att behålla talangerna i organisationen är det viktigt att motivera dem till att stanna kvar och därmed minska talangernas intention att gå över till en konkurrent. Studiens syfte har varit att öka kunskapen kring vad talanger anger är centralt för deras upplevda motivation. Data samlades in genom semistrukturerade intervjuer med elva talanger från läkemedelsföretaget AstraZeneca och materialet bearbetades med hjälp av kvalitativ tematisk analys. Resultatet av studien visade att motivationen påverkades av tre huvudfaktorer. Den första av dessa var graden av möjlighet att påverka, både sitt eget arbete och utrymmet att göra sin röst hörd i organisationen. Den andra faktorn var hur väl ledarskapet fungerade gällande klara riktlinjer samt gemensamma mål och den tredje faktorn var möjligheterna till utveckling på arbetsplatsen. Mer stöd från organisationens talent managers gällande utveckling, ett bättre synliggörande av karriärmöjligheter och krav på genombrott visade sig vara faktorer som AstraZeneca borde beakta och åtgärda för att öka talangernas motivation till att vilja stanna kvar.

Title: Komparácia fyziologických a motorických determinantov mladých elitných hráčov futbalu s cieľom ich predikcie do reprezentačného výberu ČR Objectives: Comparative analysis of physiological and motive determints of young elite soccer players with regard to predicton to top elite CR representation Methods: The monitored group of young football players, who play at the top league level and in the youth national team of the Czech Republic, may have met the pre-determined criteria. Laboratory testing is performed in the Laboratories of Sports Motor Motors (LSM) of the Faculty of Physical Education and Sport, Charles University (FTVS UK), always in the morning from 8:00 - 12:00. The field reduction was at least allowed by 10ř C due to the objectification of the measured data and always took place in the afternoon 14:00 - 16:00 on artificial grass 4th generation. Based on body composition, we used the bioelectric impedance TANITA MC-980. Footscan (Rsscan International, Belgium). For the purpose of the explosion of the force of the lower limbs, we used KISTLER 8611 force plates (Kistler, Switzerland), on which the frequency was set to 1000 Hz. Cybex Humac Norma (Cybex NORM®, Humac, CA, USA). For field testing, we used the following tests: Sprint at 5 and 10 meters, Flying 20 meters sprint, Agility...

Ce travail a pour finalité d'analyser l'évolution de la GRH au sein des entreprises marocaines vers l'avènement d'une nouvelle tendance « Talents », en prenant le cas du secteur bancaire. Ce secteur connaît actuellement un contexte concurrentiel rude, notamment en présence d'une conjoncture économique difficile, une crise financière internationale, et un turn-over important. Nous avons choisi une méthodologie qualitative qui fait appel à des échanges, des entretiens en face à face, et aussi téléphoniques, réalisés sur le terrain. Cette thèse vise à comprendre l'approche « Talents » non seulement du point de vue de l'entreprise, mais également de la discerner telle que nous pouvons l'apercevoir chez le salarié. En effet, l'évolution actuelle de la mondialisation peut être repérée dans plusieurs domaines, et principalement dans les marchés financiers. Cela entraine certes des changements dans le fonctionnement de ce secteur. D'où l'apparition des nouvelles pratiques RH. L'objectif principal de la présente recherche est de voir si la gestion des talents peut s'imposer au sein des entreprises marocaines comme une nouvelle pratique de la GRH. Pour ce faire, nous allons tout d'abord déterminer la politique actuelle mise en place par les banques en termes de GRH, puis nous allons essayer de discerner la place de la nouvelle tendance « Talents » au sein de celles-ci, et enfin, nous allons analyser les résultats obtenus, et confirmer ou infirmer les hypothèses formulées à la lumière de notre étude empirique. Les résultats de ce travail peuvent faire l'objet de recommandations pratiques aux banques marocaines, afin de revoir leur politique RH, et de faire face aux enjeux actuels. / The purpose of this work is to analyze the evolution of HRM in the Moroccan companies to the advent of a new trend "Talents", taking the case of the banking sector. This sector is currently experiencing a severe competitive environment, particularly in the presence of a difficult economic environment, international financial crisis, and high turnover. We chose a qualitative methodology that involves exchanges, face-to-face discussion or phone interview. This thesis aims to understand the "Talents" not only in terms of business approach, but also to discern it as we can perceive it from the employee. Indeed, the current evolution of globalization can be spotted in several areas, especially in the financial markets. This certainly leads to changes in the functioning of this sector. Hence the appearance of new HR practices. The main objective of this research is to see if the talent management may be required in Moroccan companies as a new practice of HRM. To do this, we will first determine the current policy implemented by banks in terms of HRM, then we will try to discern the place of the new trend "Talents" in them, and finally, we will analyze the results and confirm or refute the hypotheses that have been mad of our empirical study. The results of this work may be of practical recommendations to Moroccan banks to review their HR policies, and cope the current issues.

Mémoire numérisé par la Division de la gestion de documents et des archives de l'Université de Montréal.

Mémoire numérisé par la Division de la gestion de documents et des archives de l'Université de Montréal

An organisation’s survival is dependent on the support of a number of stakeholders. However, professional service firms tend to lose the support of their most important stakeholders, which are their well-educated employees, also referred to as their ‘talents’. This study has used Harrison and Wicks’ (2013) framework of stakeholder value creation as its point of departure, which consists of four value aspects: goods and services, organisational justice, organisational affiliation, and opportunity cost. The framework states that managerial actions, related to these four aspects, are likely to create value for stakeholders by increasing their happiness. “Happy” stakeholders are further considered to keep supporting their organisation, which generated the principal research question of this study: How can professional service firms increase the happiness of their talents? Moreover, the study was limited to neo and classic-professional service firms, which include: consultancy, advertising, accountancy, architecture, and law firms. In order to explore what managerial actions increase talents’ happiness, a case study was conducted at a British law firm. Nine solicitors of three different levels of seniority were interviewed and the firm was observed for two days. This study not only confirms the validity of Harrison and Wicks’ (2013) framework but also extends it by identifying additional managerial actions, categories for analysing ‘talent happiness’ as well as a fifth value aspect: ‘job characteristics’. In a broader perspective, this study contributes to stakeholder theory by providing an empirical and micro-level illustration of the theory.

O estágio maturação biológica é um fator importante que influencia o processo de seleção e promoção de talentos esportivos. Vários autores têm demonstrado que diferentes aspectos morfofuncionais, como por exemplo, o tamanho corporal, a velocidade e a força, possuem um ritmo de desenvolvimento individual durante o período da puberdade, sendo altamente dependente do estágio de maturação biológica. Diante dessa influência da maturação biológica sobre o processo de seleção de jovens atletas, outro fenômeno vem sendo observado durante esse processo, o Efeito da Idade Relativa (EIR). O EIR refere-se à influência que os meses de nascimento (idade cronológica) podem provocar na aprendizagem e no desempenho de jovens em uma determinada tarefa e/ou processo ensino-aprendizagem. Portanto, seguindo o pressuposto do EIR, os sujeitos nascidos nos primeiros trimestres do ano poderiam apresentar vantagens biológicas (ex. hormônios), físicas (ex. estatura, peso, força, etc.), cognitivas, psicológicas e de aprendizagem sobre sujeitos de mesma idade cronológica nascidos nos últimos meses do ano. Essas variações poderiam afetar o desempenho, provocando a superestimação dos resultados observados no momento da avaliação. Desta forma, o objetivo do presente estudo foi analisar a maturação biológica e o EIR entre os jovens atletas selecionados para programas de treinamento em longo prazo no futebol. Para tanto, em um primeiro momento foram avaliados jovens atletas de futebol, participantes do processo de seleção de talentos para ingresso na categoria sub-14 de um clube de futebol com destaque nacional e internacional. No segundo momento foram coletadas as mesmas variáveis apenas no grupo de jovens selecionados para compor a equipe sub-14 do referido clube. Os parâmetros avaliados foram: mês de nascimento, nível de maturação sexual, concentração de testosterona, composição corporal e força geral (preensão palmar). De maneira geral, os resultados permitiram concluir que há uma forte presença do EIR na amostra investigada de jogadores de futebol apresentando diferentes datas de nascimento entre iniciantes/titulares e excluídos, com maior participação de jogadores nascidos no primeiro trimestre no grupo de iniciantes/titulares (75%) quando comparados ao grupo selecionado (50%). Também foi detectada uma concentração de testosterona mais elevada para os jogadores selecionados (172,0 ± 43,1 nmol.L-1) em comparação com os jogadores excluídos (130,3 ± 28,3 nmol.L-1). Portanto, os achados atuais sugerem uma forte influência do EIR e da maturação biológica no processo de seleção de jovens jogadores de futebol / The biological maturation status is an important factor that influences the talent identification process and development of sports talent. Several authors have shown that different morphological and functional aspects, such as body size, speed and strength have an individual rate of development during puberty, being highly dependent on the stage of sexual maturation. Given this influence of biological maturation on the talent identification process of young athletes, another phenomenon has been observed during this process, the Relative Age Effect (RAE). The RAE refers to the influence that the months of birth (chronological age) can result in learning and performance of a given task in young people. Therefore, following the assumption of the RAE, subjects born in the first quarters of the year could provide biological advantages (eg. hormones), physical (eg. height, weight, strength, etc.), cognitive, psychological and learning about the same subject chronological age born in the last months of the year. These variations could affect performance, causing overestimation of the results observed during the talent identification process. Thus, the objective of this study is to analyze the biological maturation and RAE between young athletes selected for training programs in football long term. Therefore, in the first instance will be assessed youth soccer players participating in the talent selection process for entry into the under-14 category of a football club, with national and international prominence. In the second phase will be collected the same variables in the group of young people selected to make the under-14 team of the club. The parameters are: month of birth, level of sexual maturity, testosterone, body composition, and overall strength (grip hand). In general, the results allowed to conclude that there is a strong presence of EIR in the sample investigated of soccer players showing a different birth date distribution was observed between starters and dismissed players with a greater participation of players born in the first trimester in the starters group (75%) when compared to the selected group (50%). Also a higher testosterone concentration was detected for starters players (172.0 + 43.1 nmol.L-1) as compared to dismissed players (130.3 + 28.3 nmol.L-1). Therefore, current findings suggest a strong influence of EIR and biological maturation on the selection process of young soccer players

Este trabalho tem por finalidade pesquisar a criatividade na identificacao e selecao de criancas e adolescentes portadores de altas habilidades, com carencia socioeconomica, em uma amostra de dez jovens. A superdotacao ou altas habilidades tem sido objeto de estudo sobretudo quanto aos aspectos cognitivos e necessidades educacionais. Existem dois tipos de superdotacao: uma academica ou escolar e outra criativo-produtiva ou talentosa. A superdotacao academica e representada por altos niveis de desempenho escolar, boa memoria, grande atividade intelectual, processamento de informacoes complexas, pensamento analitico, critico e logico. Por outro lado, a superdotacao criativo-produtiva estaria mais ligada a curiosidade, resolucao de problemas e caracteristicas do pensamento criativo como originalidade, fluencia e flexibilidade. O conceito de um individuo superdotado e associado a tres conjuntos de tracos: habilidade acima da media em alguma area do conhecimento; envolvimento com a tarefa (motivacao, perseveranca, concentracao) e criatividade (ideias diferentes, novos significados), podendo se destacar nas seguintes areas: academica, criatividade, lideranca, artistica, psicomotora e motivacao. O nao preenchimento das vagas ofertadas para bolsistas no Projeto legitima o questionamento se a causa e a valorizacao apenas do tipo de superdotacao academica em detrimento da criativo-produtiva; ao pesquisar a forma como a criatividade e abordada no processo de selecao e a importancia atribuida aos aspectos criativos demonstrados pelos candidatos, espera-se obter a explicacao para uma oferta de vagas maior do que o numero de selecionados, ainda que mil novecentos e noventa e sete candidatos tenham se candidatado ao processo.Os dados para a pesquisa sao coletados por intermedio do trabalho de uma equipe de psicologas que prestam servicos para uma Instituicao sem fins lucrativos com o proposito de selecionar individuos com altas habilidades. Analisar-se-a de que forma a consideracao do aspecto criativo desses jovens e avaliado no processo seletivo, tendo como parametros teoricos os conceitos para a criatividade de Winnicott, bem como autores que tratam da criatividade especificamente na superdotacao, como Renzulli e Reis. A maior parte das caracteristicas de individuos criativos, tais como autoconfianca e independencia, nao-conformismo, senso de humor, interesses esteticos, impulso para realizacao, desejo de descoberta e ordenacao, estao ligadas ao conceito de self verdadeiro e do seu gesto espontaneo, bem como ao desenvolvimento da area da transicionalidade, aquela que nao pertence a realidade objetiva nem a subjetiva. Apesar da criatividade ser avaliada como uma das competencias que definem o desempenho do candidato e, portanto, determinam seu ingresso no projeto, nao se prioriza na selecao desses jovens o aspecto criativo / This work has the objective of researching creativity to indentify and select gifted children and teenagers with social and financial needs, within a ten individuals sample. Giftedness, or high abilities, has been object of study specially regarding the cognitive and educational needs aspects. There are two kinds of giftedness: one is academic or scholar and the other one is creative-productive or talented.The academic Giftedness is represented by the high level of school performance, good memory, great intellectual activity, processing of complex information, analytic thought, critic and logical. On the other hand, the creative-productive giftedness would be more related to curiosity, solving problems and characteristics of creative thought such as originality, fluency and flexibility. The concept of a gifted individual is associated to three sets of traces: ability higher than the average in any field of knowledge, task involvement (motivation, perseverance, concentration) and creativity (different ideas, new meanings), standing out on the following areas: academic, creativity, leadership, artistic, psychomotor and motivation. When scholarships are not fully distributed within the Project it legitimates questioning if the reason is the valorization of only the academic gifted individual letting aside thecreative-productive; while researching how creativity is addressed in the selection process and the importance given to the creative aspects demonstrated by the candidates, it´s expected to obtain the explanation for an offer of scholarships higher than the number of selected students, even thought one thousand and ninety seven candidates have applied to the selection process. The research data is collected by a team of psychologists through volunteer work to a Nonprofit Organization with the purpose of selecting such gifted individuals. It will be analyzed in what way the consideration of the creative aspect of these young individuals is evaluated within the selection process, having as theory parameters Winnicott´s creativity concepts, as well as authors also dealing with creativity especially when the subject is giftedness, such as Renzulli and Reis. Mostly the characteristics of creative individuals, such as self-confidence and independency, non-conformism, sense of humor, aesthetic interests, desire of discovery and to maintain order, are related to the true self concept and to its spontaneous gesture, as well as to the development in the transitional area, the area not belonging to the objective reality neither to the subjective. Even though creativity is being evaluated as one of the subjects defining a candidates performance and, therefore, determines his or her ingress into the project, the creative aspect it´s not prioritized in the selection of these young people

Because of the potential power and rapid economic development, China currently not only has been one of the world’s top exporters, but also endeavors to attract a lot of foreign investments and talents. Beside, currently more and more Taiwanese have jobs in China. Under these circumstances, what I want to research is to explore how China government attracts foreign talents for assisting its economic development. Compared with other seven countries, the issue of attracting foreign talents for China would be new so that I decided to choose several represent countries from North America, Europe, and Asia regions for having further exploration on how different countries attract foreign talents to assist their countries’ economic development. The study found the contribution of most foreign talents in China would focus on the main five industries—electronic information, biomedicine, advanced manufacturing, new materials’ field, resource and environment, and emerging saving and new energies. Rapid economic development has caused the urgent talents’ need in China. In this regard, both of China central and local governments have been triggered on developing and coordinating more comprehensive policies of attracting foreign talents than before. Due to national economic development goals, especially in high-skilled and high-end industries, to attract international student and to relax immigration regulation have been the important tools of attracting and retaining foreign talents. However, what suggestion the study would like to give is that the government should notice the unbalanced incentives provided between foreign and domestic talents. Otherwise, the government may play as a role of forcing domestic talents creating their careers overseas.