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Dissertations / Theses on the topic 'Age management and workforce'

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Published: 4 June 2021
Last updated: 1 February 2022

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1

Lasten, Yamil W. "Strategies for managing an age-diverse workforce in Curacao." Thesis, Walden University, 2016. http://pqdtopen.proquest.com/#viewpdf?dispub=10244700.

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<p>Some business leaders find it challenging to manage individuals from different age groups; this is an issue, as organizations in many developed countries become more age-diverse. The purpose of this single case study was to provide business leaders with information about strategies top-level business executives and team leaders at a large company in Curacao (a developed island nation in the Caribbean) use for enhancing productivity of an age-diverse workforce. The conceptual framework of this study consisted of generational theory of Mannheim. A key tenet of the generational theory includes
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Lasten, Yamil Walid. "Strategies for Managing an Age-Diverse Workforce in Curaçao." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/3043.

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Some business leaders find it challenging to manage individuals from different age groups; this is an issue, as organizations in many developed countries become more age-diverse. The purpose of this single case study was to provide business leaders with information about strategies top-level business executives and team leaders at a large company in Curaçao (a developed island nation in the Caribbean) use for enhancing productivity of an age-diverse workforce. The conceptual framework of this study consisted of generational theory of Mannheim. A key tenet of the generational theory includes th
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3

Schröder, Heike Simone, Michael Müller-Camen, and Mathew Flynn. "The management of an ageing workforce: organisational policies in Germany and Britain." Wiley, 2014. http://dx.doi.org/10.1111/1748-8583.12043.

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Demographic change as well as pressure from the European Union and national government are forcing organisations to change age-discriminatory Human Resource Management (HRM) approaches. Based on a qualitative analysis of eight British and German organisations, we found that commitment, scope, coverage and implementation of age management differ due to country-specific institutions, particularly government, in nudging employers and unions to preferred age practices. This confirms the path-dependency concept suggested by institutional theory. Nevertheless, we also found that industry-specific fa
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4

Krutrök, Malin. "Hur förlänger vi arbetslivet? : En kvalitativ studie om äldre arbetskraft inom Luleå kommuns gymnasieskolor." Thesis, Umeå universitet, Pedagogiska institutionen, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-128537.

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Luleå kommun står inför en stor generationsväxling kommande år, där efterfrågan på arbetskraft kommer vara större än utbudet. En allt äldre befolkning gör att de som arbetar måste försörja fler. Om äldre arbetskraft arbetar längre skulle det ge stora effekter på den framtida sysselsättningen och försörjningsbördan. Studiens syfte har därför varit att undersöka pensionspreferenserna hos äldre gymnasielärare inom Luleå kommun och identifiera de olika bakgrundsfaktorer som påverkar deras önskemål gällande ålder för ålderspensionering. Målsättningen med studien har varit att skapa en förståelse kr
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5

Berndtson, Caroline, Louise Kjellin, and Anna Melin. "Age Management -Nyckeln till ett längrearbetsliv? : En studie om ett hållbart arbetsliv och potentiellaeffekter till följd av en höjd pensionsålder." Thesis, Linköpings universitet, Företagsekonomi, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-151032.

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Bakgrund: Människor lever idag allt längre. Jämfört med medellivslängden i Sverige som varit ständigt tilltagande över tid har pensionsåldern hållit sig relativt konstant vilket innebär att en pension som tjänats ihop under samma arbetslivslängd nu måste räcka till försörjning av fler levnadsår. Därav blir införandet av en höjd pensionsålder aktuellt för att behålla välståndet i Sverige. Enligt Statens offentliga utredningar (2012:28) finns god grund för antagandet att arbetstagare kommer kunna stanna kvar längre i arbetslivet. Emellertid menar Arbetsmiljöverket (2016) att vissa fysiskt krävan
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6

Milligan, Rodney S. "Conflict and Diversity Associated with Four Generations in the Workforce." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/2222.

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Four generations of workers share the workforce for the first time in history. Business leaders' failure to address generational conflict may lead to low productivity, high turnover rates, employee frustration, and reduced profits. The purpose of this phenomenological study was to explore the experiences of business leaders, managers, and supervisors in leading a multigenerational workforce within their companies. The conceptual framework was based on McClelland's theory, identifying key motivators that drive characteristics of people, including affiliation. A purposive sample of 20 local empl
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7

Korff, Jörg Verfasser], Sven [Akademischer Betreuer] [Voelpel, Roßnagel Christian [Akademischer Betreuer] Stamov, Torsten [Akademischer Betreuer] Biermann, and Jürgen [Akademischer Betreuer] Deller. "Human Resource Management Systems and Workforce Age - The Macro Leverage of Micro Phenomena / Jörg Korff. Betreuer: Sven Voelpel. Gutachter: Sven Voelpel ; Christian Stamov Roßnagel ; Torsten Biermann ; Jürgen Deller." Bremen : IRC-Library, Information Resource Center der Jacobs University Bremen, 2011. http://d-nb.info/1087305268/34.

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8

Schreiber, Sven [Verfasser], and Christiane [Akademischer Betreuer] Schwieren. "Leadership and aging workforces: Effects of leader's relative Age on team's and leader's effectiveness / Sven Schreiber ; Betreuer: Christiane Schwieren." Heidelberg : Universitätsbibliothek Heidelberg, 2015. http://d-nb.info/1180608593/34.

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9

Arvidsson, Emma-Maria. "Energizing the aging workforce effective leadership of an age heterogeneous workforce /." St. Gallen, 2008. http://www.biblio.unisg.ch/org/biblio/edoc.nsf/wwwDisplayIdentifier/01648328002/$FILE/01648328002.pdf.

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10

Giliberti, Lorenzo. "Workforce Optimization for a Facility Management Company." Master's thesis, Alma Mater Studiorum - Università di Bologna, 2018.

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This master thesis deals with an internship experience held in DecisionBrain, a software company based in Paris. During the 6-months experience, the candidate has been involved in the project team managing a dedicated software system, specifically tailored on a Facility Management company requirement. The tool, later called WFO, aims to supply a strategic planning support to analyze workforce requirement in a site, hence it helps to better manage facility services provision. The thesis is divided in three parts. The first chapter aims to provide a complete picture on the recently recognized Fa
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11

Valeva, Silviya Dimitrova. "Workforce and inventory management under uncertain demand." Diss., University of Iowa, 2017. https://ir.uiowa.edu/etd/5667.

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This thesis studies the problem of production and inventory planning for an organization facing uncertainty in demand. Specifically, we examine the problem of assigning workers to tasks, seeking to maximize profits, while taking in consideration learning through experience and stochasticity in demand. As quantitative descriptions of human learning are nonlinear, we employ a reformulation technique that uses binary and continuous variables and linear constraints. Similarly, as demand is not assumed to be known with certainty, we embed this mixed integer representation of how experience translat
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12

De, Silva Maduwage. "Dental workforce planning in Sri Lanka." Thesis, University of Southampton, 2012. https://eprints.soton.ac.uk/354407/.

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Sri Lanka is a developing South Asian country which provides free education and healthcare for all its citizens. This thesis presents a policy-oriented study, partly empirical and partly modelling, whose aim was to understand dental care provision and workforce planning, at a time where Sri Lanka‟s dental health policies appear to have failed to achieve their intended results, leading to a mismatch between supply and demand, i.e. “underemployment and unemployment” of trained dental surgeons, despite an increasing need for dental care within the population. The first section of this thesis desc
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13

Suazo, Kïrsten N. "Effectively managing a virtual workforce." [Denver, Colo.] : Regis University, 2006. http://165.236.235.140/lib/KSuazoPartI2006.pdf.

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14

Desmond, Helen J. "Workforce reduction, older workers and public policy." Thesis, University of Warwick, 2002. http://wrap.warwick.ac.uk/105608/.

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This thesis explores the hypothesis that the existing statutory and regulatory framework relating to redundancy and pensions relating to redundancy and pensions encourage employers to adopt workforce reduction strategies that discriminate against older workers. In testing this thesis primary data were collected utilising a case study approach, studies being carried out at three of the Big Four high street banks to identify their workforce reduction strategies and the factors shaping them. It is argued that three main factors encourage employers to adopt workforce reduction strategies that have
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15

Hladišová, Lenka. "Age management." Master's thesis, Česká zemědělská univerzita v Praze, 2016. http://www.nusl.cz/ntk/nusl-257442.

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The concept of age management as a management with regard to the age of employees is due to demographic changes increasingly important topic. Therefore it is necessary the organizations should take care about age management to get by competitive fight and to avoid loosing experienced, qualified and loyal employees. Age management is gaining prominence due to delay founding families, an aging population and the lack of labor force. The basic threatened groups of age management are mainly workers 50+, graduates and ultimately mothers with small children. All these groups of workers require atten
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Jirásková, Barbora. "Age management." Master's thesis, Česká zemědělská univerzita v Praze, 2016. http://www.nusl.cz/ntk/nusl-261472.

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This thesis processes the concept of the human resources management with respect to the age structure of employees in the intentions of the Czech Republic. In the theoretical part, there is outlined the history of the application of the principle of age management, focusing on current demographic trends, forecasts of population age structure, the aging workforce and the need to preserve the ability to work into old age. Points to the need to adapt corporate strategy, personnel management trend of an aging population. It presents ideas for the main underlying programs and legislative measures w
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17

Barwell, Richard David. "Unemployment and changes in the age composition of the workforce in Britain." Thesis, London School of Economics and Political Science (University of London), 2004. http://etheses.lse.ac.uk/1748/.

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This thesis considers the linkages between the age composition of the population and the incidence of unemployment. The first two chapters investigate the macro implications of demographic change, the second two focus on the age-variation in experience of unemployment at the micro level. It is well known both that the probability of being unemployed varies with age and that, thanks to large fluctuations in the birth rate over the last half century, the age composition of the labour force has undergone profound change. We employ a shift-share analysis to identify the role played by shifts in th
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18

Cornelius, Avon Donnell. "Strategies for Motivating a Multigenerational Workforce." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5314.

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The multigenerational workforce creates leadership challenges for business managers, and the members of each generational group have different factors that motivate them. Failure to motivate a multigenerational workforce can lead to decreased productivity, increased absenteeism, high turnover rates, and reduced profits. The purpose of this single case study was to explore the strategies that marketing managers in a Maryland-based marketing firm use to motivate a multigenerational workforce using Maslow's hierarchy of needs theory. The study comprised 7 marketing managers who have experience mo
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19

Pinker, Edieal Jacob. "Model of flexible workforce management in uncertain environments." Thesis, Massachusetts Institute of Technology, 1996. http://hdl.handle.net/1721.1/10594.

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20

Desir, Johanna E. "A Phenomenological Study of Nurse Administrators: Leading the Multigenerational Workforce of Registered Nurses." Thesis, NSUWorks, 2017. https://nsuworks.nova.edu/fse_etd/122.

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Nurse shortages and nurse turnover are major issues in the health care industry. As 4 generations of nurses are working side by side for the first time in history in the health care industry, nurse leaders need to understand the generational differences in order to bridge the gap on retaining the nurses in the workforce. The primary focus of this applied dissertation study was to explore and obtain the lived experiences of leading the nursing intergenerational cohorts, as well as the strategies that nurse leaders or nurse managers can utilize to meritoriously attract, retain, and motivate the
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21

Al-Junaibi, Talal. "Management of the diverse workforce : job satisfaction among culturally diverse workforce in the United Arab Emirates." Thesis, Northumbria University, 2001. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.342840.

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22

Mundschenk, Martin [Verfasser]. "Strategic planning of a heterogenous workforce / Martin Mundschenk." Kiel : Universitätsbibliothek Kiel, 2010. http://d-nb.info/1019951451/34.

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23

Jones, Laurita M. "Strategies for Retaining a Multigenerational Workforce." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/3789.

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As organizations become more age diverse, some business leaders face challenges managing a multigenerational workforce. The purpose of this single case study was to explore strategies that leaders at a university in Northwest Florida implemented to retain their age-diverse workforce. The targeted population was higher education business managers who had success with retaining an age-diverse staff. The conceptual framework of the study was Herzberg's 2-factor theory of motivation. A significant tenet of this theory is that employees explain satisfying and dissatisfying experiences based on intr
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24

Castro, Carim. "Knowledge management and the retirement workforce in theme parks." Thesis, Pepperdine University, 2013. http://pqdtopen.proquest.com/#viewpdf?dispub=3557737.

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<p>Companies are seeing valuable knowledge leave the organization as older workers eventually retire taking with them all their knowledge gained, however few companies have begun to focus on knowledge transfer from older to younger workers. Due to the economic downturn, many Baby Boomers are remaining in the workforce longer than planned. Therefore, the time is critical for organizations to act now. </p><p> The purpose of this study was to understand what theme parks can do to leverage the knowledge base of its retirement workforce before they leave the company, which factors prevent or infl
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25

Barrios, Rita M., and Michael R. Lehrfeld. "Mobile Device Management: Policies for a Secured Mobile Workforce." Digital Commons @ East Tennessee State University, 2012. https://dc.etsu.edu/etsu-works/3045.

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26

Sipe, Deborah Margaret. "Communication Issues in the Management of a Multicultural Workforce." PDXScholar, 1992. https://pdxscholar.library.pdx.edu/open_access_etds/4645.

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The purpose of this thesis is to examine communication issues which are most frequently identified as the concerns of u.s. managers who work with culturally and ethnically diverse workforces, and skills which are identified as useful in dealing with those issues. This thesis used a qualitative method of data collection. Information was generated through a review of literature in the fields of communication, management, and organizational behavior to determine frequently occurring themes concerning intercultural communication issues in the workplace. Following the review, three case study inter
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Beasley, Grace Elizabeth. "Strategies to Improve Productivity of a Multigenerational Workforce." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/3588.

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The U.S. Bureau of Labor Statistics reports that millennials will soon represent 46% of the workforce. The anticipated changes in the workforce are of great concern to business leaders who may manage individuals from different generations. The purpose of this multiple case study was to explore the strategies that administrative leaders in an advisory group of community-based organizations and educational institutions used to improve the productivity of a multigenerational workforce. The conceptual frameworks that grounded this study were the social constructivist perspective and generational t
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Thompson, Cynthia A. "Leading a Multigenerational Workforce in the Public Sector." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/3923.

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One of the demographic changes in the workplace is the presence of multiple generations working together. Some managers may find leading a multigenerational workforce a challenge, because the generational cohorts may have different work values and approaches to work. The purpose of this qualitative case study was to explore how generational characteristics manifest in the workplace, how managers perceive a multigenerational workforce, and whether macro-level descriptions of generations creates stereotypes or recognizable indicators of behavior in the workplace. Mannheim's theory of generations
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29

Johnson, Ronald M. "Follow Me! Followership, Leadership and the Multigenerational Workforce." NSUWorks, 2014. http://nsuworks.nova.edu/hsbe_etd/3.

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This research was designed to develop an understanding of today's multigenerational workforce with respect to a preferred styles or characteristics of followership and leadership. Specifically this research sought to determine if there was a relationship between an individual's generational cohort and the preferred styles of leadership and followership, as measured by implicit theories of leadership and followership. Therefore, this study draws upon generational theory (Mannheim, 1952), implicit theories of leadership (Epitropaki & Martin, 2004) and implicit theories of followership (Sy, 2010)
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30

Ellerbrock, Gabrielle. "Intergenerational Ontology & Leadership| Uniting the Multigenerational Workforce." Thesis, Pepperdine University, 2017. http://pqdtopen.proquest.com/#viewpdf?dispub=10607807.

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<p> The multigenerational workforce offers a wide landscape of knowledge and successful practices that can propel organizational success. Currently, however, only 20% of organizations have a formal, strategic program in place for fostering intergenerational interaction. By overlooking intergenerational strategies, organizations are not experiencing the tangible results derived from harnessing the strengths offered by each generation and across the generational spectrum. This dissertation focuses on building what can be termed the interactional bandwidth of cross-generational relationships thro
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31

Bridges, Jaqueline. "Workforce matters : exploring a new flexible role in health care." Thesis, City University London, 2004. http://eprints.soton.ac.uk/360701/.

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This thesis describes an action research study that took place in the context of increasing intervention by UK central government in the shaping and delivery of health services, and broadening expectations about who could deliver services. The study was aimed at exploring the issues arising from the development of the interprofessional care co-ordinator (IPCC) role in an acute in-patient setting. The role was new, introduced with an inherent flexibility that enabled IPCCs to speed patients through their in-patient stays as fast as clinically possible. None of the four IPCCs appointed held a re
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32

Iden, Ronald Lee. "Strategies for Managing a Multigenerational Workforce." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/2087.

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The multigenerational workforce presents a critical challenge for business managers, and each generation has different expectations. A human resource management study of organizations with more than 500 employees reported 58% of the managers experiencing conflict between younger and older workers. The purpose of this single case study was to explore the multigenerational strategies used by 3 managers from a Franklin County, Ohio manufacturing facility with a population size of 6 participants. The conceptual framework for this study was built upon generational theory and cohort group theory. Th
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33

Marin, Mario. "A Framework For Workforce Management An Agent Based Simulation Approach." Doctoral diss., University of Central Florida, 2014. http://digital.library.ucf.edu/cdm/ref/collection/ETD/id/6316.

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In today's advanced technology world, enterprises are in a constant state of competition. As the intensity of competition increases the need to continuously improve organizational performance has never been greater. Managers at all levels must be on a constant quest for finding ways to maximize their enterprises' strategic resources. Enterprises can develop sustained competitiveness only if their activities create value in unique ways. There should be an emphasis to transfer this competitiveness to the resources it has on hand and the resources it can develop to be used in this environment. Th
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34

Bright, Jennifer A. "A study in workforce diversity for both management and employees." Click here to access this electronic resource. Access available to Kutztown University faculty, staff, and students only. Instructions for remote access, 1999. http://www.kutztown.edu/library/services/remote_access.asp.

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35

Eriksson, Sara. "Optimal Multi-Skilled Workforce Scheduling for Contact Centers Using Mixed Integer Linear Programming : A Method to Automatize Workforce Management." Thesis, KTH, Optimeringslära och systemteori, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-272833.

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This master thesis in optimization and systems theory is a development of two different optimization models formulated to schedule multi-skilled agents for contact centers depending on the forecasted demand, assigned by Teleopti. Four mixed integer linear programming models are created with the optimization programming language GAMS and solved by the internet based solver NEOS. Two of the models are formulated to perform an optimal scheduling that matches a forecasted demand per skill and day and the remaining two models are formulated to perform an optimal scheduling that matches a forecasted
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Ene, Gloria Unoma. "A learning 'learning' model for optimised construction workforce development." Thesis, University of Central Lancashire, 2017. http://clok.uclan.ac.uk/20919/.

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Integrating learning and work has become important for several reasons. The recognition that the key resources for wealth creation, knowledge and ideas are embedded in human capital. Furthermore, fast-paced advances in knowledge, technology, and access to information ensure that capabilities rapidly become obsolete. Continuous learning and workplace learning have therefore become essential. These developments have highlighted the pivotal role of learning in individual career development and organisational performance and the construction industry needs to address these issues. The construction
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37

Stark, Christoph [Verfasser]. "A Branch-and-Price Framework for Workforce Scheduling Problems / Christoph Stark." Aachen : Shaker, 2007. http://d-nb.info/1170528120/34.

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38

Koobair, Leesha. "Management competencies to enhance employee engagement of a new generation workforce." Diss., University of Pretoria, 2018. http://hdl.handle.net/2263/68865.

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The rapid rise of Millennial workers has created complexity for leaders managing the younger cohort. However, there is a lack of academic literature to date that considers the new generation workforce within the context of evolving management competencies for promoting engagement in 21st century organisations. The purpose of this study is to expand the sparse empirical literature on employee engagement within the sphere of generational differences at work by examining (1) the behaviours line managers need to show in order to enhance employee engagement of Millennials, and (2) highlight both ef
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Mitchell, Lorianne D. "The Essentials of Organizational Behavior and Management for the Modern Workforce." Digital Commons @ East Tennessee State University, 2016. https://dc.etsu.edu/etsu_books/204.

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Erdönmez, Mukader. "Cultural diversity management as core competence : an integrated model for managing workforce diversity /." [S.l. : s.n.], 2004. http://www.gbv.de/dms/zbw/47079576X.pdf.

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Jackson-Martin, Jeannette. "Strategies for Catalyzing Workforce Engagement in Warehouse Operations." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/3787.

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In 2014, approximately 30% of the global workers viewed experiences in the workplace as positive and fulfilling, which results in increased productivity in the workplace. The purpose of this multiple case study was to explore strategies that some warehouse service center managers used to engage employees to higher levels of productivity. The population comprised of 7 warehouse service center managers in 2 companies located in the Riverport area in Louisville, KY. The conceptual framework for this study encompassed Kahn's employee engagement theory. Data were collected through semistructured in
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42

Al-Sheikh, Abdulaziz M. A. "Evaluation of the applicability of selected human resources management concepts within the context of Saudi Arabia." Thesis, Bucks New University, 2001. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.369383.

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43

Müller, David [Verfasser], and Dominik [Gutachter] Kreß. "Scheduling flexible job shops under workforce constraints / David Müller ; Gutachter: Dominik Kreß." Siegen : Universitätsbibliothek der Universität Siegen, 2021. http://d-nb.info/1238353525/34.

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44

Xiong, Lina. "Employee brand internalization: The central route to a brand aligned workforce." Diss., Temple University Libraries, 2014. http://cdm16002.contentdm.oclc.org/cdm/ref/collection/p245801coll10/id/278838.

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Tourism and Sport<br>Ph.D.<br>To achieve brand success and develop a competitive advantage through consistently delivering brand experiences to customers, the roles of employees in service organizations are critical. Specifically, it is necessary that service employees are capable and motivated to transform a brand promise into brand reality. Although service organizations have widely adopted internal branding initiatives to engender employees' pro-brand attitude and behavior, how employees perceive such organizational effort to inform their brand-consistent attitude and behavioral outcomes ha
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Schulz, Charlene J. "Genetic Counselor Workforce Trends in the United States| 2002 To 2016." Thesis, State University of New York at Albany, 2017. http://pqdtopen.proquest.com/#viewpdf?dispub=10272174.

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<p> The purpose of this study was to identify and measure trends in genetic counselor (GC) workforce supply in the United States from 2002 to 2016. Using data collected biennially from the National Society of Genetic Counselors&rsquo; Professional Status Survey (PSS), I calculated overall percent change in GC employment across specific work settings over the past 14 years. I also measured change in the relative percentage of GCs who provide direct patient counseling (i.e. clinical GCs) to determine if the percentage of clinical GCs decreased over time. Analyses were performed to determine if a
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Doel-Hammond, Deborah. "U.S. STEM Workforce Views of Outstanding Leadership| A Correlational Study." Thesis, Pepperdine University, 2018. http://pqdtopen.proquest.com/#viewpdf?dispub=10813873.

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<p> <i>Objective:</i> This study explored views of outstanding leadership among the science, technology, engineering, and mathematics (STEM) professionals working in the United States within the business and industry sector. U.S. STEM occupations are projected to experience 11.1% growth between 2016 and 2026, higher than the projected 7.4% growth for all occupations (U.S. Department of Labor, Bureau of Labor Statistics, 2017a). The U.S. has undertaken aggressive STEM educational reform and recruiting, to ensure the nation&rsquo;s continued prosperity and national security (National Science Boa
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Al-Rashdy, Rabie'e Kayid S. "Role of human resources management practices in the localisation of nursing workforce in Oman." Thesis, Edinburgh Napier University, 2007. http://researchrepository.napier.ac.uk/Output/3857.

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48

Jin, Huan. "Workforce planning in manufacturing and healthcare systems." Diss., University of Iowa, 2016. https://ir.uiowa.edu/etd/5784.

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This dissertation explores workforce planning in manufacturing and healthcare systems. In manufacturing systems, the existing workforce planning models often lack fidelity with respect to the mechanism of learning. Learning refers to that employees’ productivity increases as they gain more experience. Workforce scheduling in the short term has a longer term impact on organizations’ capacity. The mathematical representations of learning are usually nonlinear. This nonlinearity complicates the planning models and provides opportunities to develop solution methodologies for realistically-sized in
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Ward, Brian Keith. "A Phenomenological Study of the Transition of Veterans into the Civilian Workforce." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/6700.

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Abstract:
Military veterans face various challenges during their transition into the civilian workforce, including mental health problems. Veterans experience challenges like emotional trauma and physical distress while transitioning into the civilian workforce. The challenges result from the nature of the civilian work. The purpose of this phenomenological study was to explore the challenges among veterans in California and Michigan while transitioning into the civilian life. The study participants included 30 veterans from California and Michigan who had retired and those who were expecting to retire
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Hienz, Nadine, and Lukas Engelhart. "Management of a Cross Cultural Workforce : Case Study at Luleå Tekniska Universitet." Thesis, Luleå tekniska universitet, Institutionen för ekonomi, teknik och samhälle, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:ltu:diva-70577.

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Nowadays, organizations have to deal more and more with cultural diversity concerning their workforce due to globalization. The challenge for these organizations is to manage the cross cultural workforce in an effective way. Therefore, they have to have skills and the necessary knowledge in order to conduct cross cultural management. For this reason, the purpose of this study was to investigate how a cross cultural workforce could be managed effectively. In order to get insights into what differences exist between employees of different cultures, what kind of problems can arise out of these di
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