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Tesi sul tema "Working environment"

Autore: Grafiati
Pubblicato: 4 giugno 2021
Ultima modifica: 20 febbraio 2023

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1

DeVault, Carol Aline. "Working for the environment: Pathways to environmental careers". CSUSB ScholarWorks, 2001. https://scholarworks.lib.csusb.edu/etd-project/1909.

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Fifteen professionals in a variety of environmental occupations in the United States were interviewed in a structured, open-ended format. Job profiles were developed from the interviews. The philosophy of these environmental professionals is expressed in their own words and offers insights into influences upon career choice, professional training and personal fulfillment. In addition, environmental related career activity guides were developed to help students and their parents and teachers gain an awareness of the occupations available in this field.
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2

Van, Ostrand Rita A. "A computerized working environment for retail pharmacists". Virtual Press, 1987. http://liblink.bsu.edu/uhtbin/catkey/484763.

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The purpose of this study was to investigate how well the computer hardware/software industry was meeting the needs of the retail pharmacist. The needs were determined by a survey of 1000 Indiana pharmacists. A reply rate of 22% revealed that the most important problems pharmacists were facing with their computer systems were slow access of the data, the length of backup time, no drug interaction check, and no multitasking. Hardware and software means of meeting these problems were studied. Also the currently available systems were evaluated in terms of these problems. It was found that while most systems were adequately meeting some of these problems no system was addressing all of them. Some of the systems were multitasking but were much too expensive for the small pharmacy. A system can be designed that meets all of these needs without neglecting the basic needs of pharmacists and at a very reasonable cost.
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3

Melley, Mylene. "Cooperative working in an open hypermedia environment". Thesis, University of Southampton, 1995. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.296420.

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4

Zheng, Yongjun. "Mobile collaborative working environment of product design". Thesis, Nottingham Trent University, 2009. http://irep.ntu.ac.uk/id/eprint/150/.

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In response to the arrival of new Web/Internet environments, one of the most attractive challenges in current research is to exploit wireless computing technologies in collaborative product design, and hence to build a ubiquitous mobile information system to enable the collaborative product design within a mobile environment. However, the literature review reveals that although the progress of mobile technologies on wireless networks has largely changed the way people access the Internet; little has been achieved in mobile computing for collaborative product design. The reason is that, due to the distinct features of mobile devices and wireless networks (such as small display screen, limited bandwidth, unreliability of wireless networks, etc.), the methodologies and technologies used in stationary networks are not always applicable to mobile systems. The aim of this research is to establish a Wireless Internet-based Collaborative Working Environment for product design through the combination of multiple technologies, by including: Web services, Parametric Design, the Semantic Web, Agent and Flex Technologies. In order to create, deploy, and manage the distributed resources, Web service is used to implement design resource integration in a platform-independent manner. In addition, Semantic Web Technology is used to create a general knowledge base. This approach includes two components: (1) ontology is used to represent abstract views of product data and (2) added semantic rules are also used to represent relationships among product data. Therefore, an ontology-based description model is thus proposed to facilitate expression and organisation of product information in order to manage and deploy the distributed design resources. This research presents a mobile agent system for collaborative design, supporting the construction of mobile agents which can migrate and access the distributed design resources. After that, in order to resolve the Mobile Platform Compatibility problem, this research presents the most recent Flex technology to enable the mobile applications to be implemented on the different mobile devices; furthermore, with the support of combined Flex technology and Web service, remote users are able to invoke a large-scale computing program via mobile Web browser. The combination of all these technologies provides the cornerstone and effective support in building scalable, extensible interactive mobile systems for collaborative design, as illustrated and demonstrated in this thesis.
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5

Arabyan, Petros, e Arnaud Vedelago. "Leading Working Environment to Foster Employees' Creativity". Thesis, Linnéuniversitetet, Institutionen för organisation och entreprenörskap (OE), 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-64571.

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This thesis aims to discuss three main categories such as: leadership, working environment and followers’ creativity. Particularly, the general principle of the work is to define how those notions are intertwined. Having used the principles of the Grounded theory (Corbin & Strauss, 2008), we conducted our research with the main emphasis of originating theory from the data that was collected from empirical and theoretical materials. In particular, we found out that leadership factors classified as “work-related” influence the “organizational culture”. Similarly, “management skills” of the leader are closely interrelated with “organizational structure”. Finally, “team-related” leadership traits have their immediate effect on “organizational climate”. Consequently, we can state leadership is able to set up a creative working environment that fosters individual’s creativity. Later forward, the creative working environment is believed to be an ultimate prerequisite that fosters individuals’ creativity. However, it is pertinent to note that leadership as such, can directly influence employees’ creativity as well. As a final analysis, we claim that authentic leadership due to its indispensable attributes is an ultimate prerequisite that enhances individual’s creativity based on the findings of our research.
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6

Persson, Anders J. "Ethical problems in work and working environment contexts". Licentiate thesis, KTH, Infrastructure, 2004. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-1741.

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This thesis identifies and systematizes two categories ofpractical problems that stem from work and working environmentcontexts: workplace privacy and occupational health risks. Thefocus of the discussion is on ethical justification. Do we havereason to accept a certain level of (potential) harm toemployees by virtue of the fact that they are employees, and ifso, under what circumstances? The thesis consists of a briefintroduction and three essays.

InEssayI, it is argued that employees have a prima facieright to privacy, but that this right can be overridden bycompeting moral principles that follow, explicitly orimplicitly, from the contract of employment. Three types ofjustification are specified: those that refer to the employer'sinterests, those that refer to the interests of the employee,and those that refer to the interests of third parties. A setof ethical criteria is developed and used in the subsequentessay to determine the moral status of infringement ofworkplace privacy.

InEssayII, these criteria are applied to three broadcategories of intrusive workplace practices: (1) monitoring andsurveillance, (2) genetic testing, and (3) drug testing.Scenarios are used to show that such practical ethical problemscan be handled systematically using proposed guidelines. It isalso shown that some practices are dubious and at least some ofthem can be replaced by less intrusive means of ensuring thedesired outcome, for instance efficiency or safety in aworkplace.

EssayIII deals with the fact that health and safetystandards for employees are less protective than those thatapply to the public. Emphasis is put on the distinction betweenexposure and risk, and this distinction is claimed to be a keyfactor in the relevance of arguments in favour of such doublestandards. The analysis of 'double standards' for public andoccupational exposure to risk aims to show that a justificationof such standards is closely linked to two separate types ofissues, namely empirical and normative issues. It is claimedthat this kind of differentiation seems to be supported neitherby a reasonable conception of the contract of employment nor byany obvious ethical principle that is applicable to workplacesor work situations in general.

Key words:Contract of employment, double standards,drug testing, ethics, ethical justification, exposure, genetictesting, health and safety standards, privacy, surveillance,risks, work, work environment

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7

Hansson, Johan. "Design of organizational procedures for working environment planning /". Luleå, 2005. http://epubl.ltu.se/1402-1544/2005/26/.

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8

Hansson, Johan. "Implementation of a system for working environment management". Licentiate thesis, Luleå tekniska universitet, 2003. http://urn.kb.se/resolve?urn=urn:nbn:se:ltu:diva-17847.

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This thesis addresses the problem of developing and implementing an activity-based system for management of working environment conditions. Through explorative case studies in municipal care of the elderly the prerequisites of motivation, capacity and opportunity were examined. Systems objectives were derived from the Provisions enforced by The Swedish Working Environment Authority. The Provisions emphasize that working environment issues shall be integrated with activity-issues like economy and quality and include routines for risk analysis and action planning. An action research program was initiated including organizational interventions. A specific communication structure of meetings was designed. Simulations of workplace team meetings were accomplished including analysis and management of existing risks. The program was evaluated in the field by means of participant observation and structured interviews. The formative design of evaluation assessed the participants' motivation, capacity and opportunity to perform. The initial evaluation concerned how the participants performed risk analyses according to the action plan. Results showed that the participants operated according to the given meeting structure. Some risk factors were analyzed on numerous occasions, e.g. physical factors, while other risk factors, e.g. harassments were never considered in meeting contexts. The result implies the need of complementary work methods for risk assessment, i.e. professional employee interviews and questionnaires. The subsequent evaluation inquired into the first line managers' mental models using these methods. Results showed that the managers in general acknowledged the characteristics of the methods, i.e. strengths and sources of error. The concluding evaluation examined the working environment planning of the executive board. Results showed that the representatives in general held indistinct perceptions of the systems characteristics. A majority of the executive boards failed to communicate specific strategies for operative management. Some guiding principles for system implementation were suggested on the basis of the empirical results.

Godkänd; 2003; 20070217 (ysko)

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9

DeVoe, Timothy D. "Working Space". VCU Scholars Compass, 2005. http://scholarscompass.vcu.edu/etd/1463.

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By altering the outward appearance of the gallery walls, I address the hidden inner temperaments and characteristics of these seemingly benign facades. Architectural rubble impacts with the gallery space in imagined collisions, exposing and distorting its hidden inner workings and structures. Sometimes my walls grow so fat that they need immediate and temporary structural solutions. They may even slump over in a pathetic heap under their own perceived mass.Using everyday wall building materials like 2x4s and drywall, or even harvesting the material directly from the gallery, I anthropomorphize the surface of the space. Rather than the architecture receding into the background in the service of art, the gallery walls break free of the architecture and become the art
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10

Nilsson, Ulla. "Application of pesticides in greenhouses - techniques and working environment /". Alnarp : Swedish Univ. of Agricultural Sciences (Sveriges lantbruksuniv.), 1998. http://epsilon.slu.se/avh/1998/91-576-5537-5.gif.

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11

Johansson, Henrik. "Stressors in Ugandan nurses’ working- environment : An observational study". Thesis, Ersta Sköndal högskola, Institutionen för vårdvetenskap, 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:esh:diva-3981.

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Background: Stress is a common problem for nurses around the world. In Uganda, the enormous pressure on the healthcare in the country makes it no different. Aim: To describe stressors in nurses’ working-environment in one hospital, one clinic and one refugee-camp in central and western Uganda. Methods: A qualitative observational study with observations from three different health facilities. The data was analyzed using content analysis by Graneheim and Lundman. Results: The results showed that factors like lack of equipment, improper handling of needles, exposure to contagion, environmental factors and information were all contributing to stress. Discussions: The result was discussed from two themes: Lack of safety and Knowledge related to lack of equipment. The first theme described the environmental hazards the nurses were exposed to in their proffession. The second described the relationship between knowledge, lack of equipment and stress.
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12

Lindmark, Camilla. "Beliefs about motivation and work with quality, environment and working environment in small organisations". Licentiate thesis, Luleå, 1999. http://urn.kb.se/resolve?urn=urn:nbn:se:ltu:diva-18399.

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Three small organisations in Sweden were studied in order to describe found motives for and against work with quality, environment and working environment among people in a small organisation. Some motives for work within the three areas mainly expressed beliefs about increased production results and increased psychological well-being of people. The work was also thought to have a positive impact on the organisation in terms of coping with changes in the surrounding. Arguments why small organisations do not work within the three areas mainly regarded decreased productivity. Lack of motivation, as well as not enough knowledge, was believed to hinder the work. Every person, at the studied organisations, seemed to be aware of why they do things at work and seemed to make individual mediation among given alternatives about work within the three areas. Dependent on to what extent the organisation had communicated goals and methods for the work, different conditions within the organisation tended to effect the prioritisation of work with quality, environment and working environment.

Godkänd; 1999; 20070404 (ysko)

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13

Morrison, Selwyn Hilary. "Factors influencing employee perceptions of a post-merger working environment". Thesis, Nelson Mandela Metropolitan University, 2011. http://hdl.handle.net/10948/1604.

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Higher Education in the late 1990’s experienced significant problems with capacity due to many black students applying to enter previously white institutions (Jansen, 2002:159). The main concern of the new ANC government was the status of historically black institutions. They were unstable due to the migration away from black to white universities and technikons. This reduced their financial status and viability. In addition, the anticipated huge increase in black enrolments in higher education had not materialised (Finweek Survey, February 2009). In order to overcome both of these problems, the then Minister of Education decided to press ahead with a merger programme aimed at reducing the number of higher education institutions from 36 to 21 (Jansen, 2002:6). The primary objective of this research is to investigate the factors that influence employee perceptions of a post-merger Working Environment and Organisational Commitment: a case study of the administration staff in the Finance Department at Walter Sisulu University. There seems to be a lack of efficiently and effectiveness in the he operations of the Finance Department of Walter Sisulu University which this research will investigate through finding solutions to factors of improving the relationship between employee perceptions of their post-merger Working Environment and their Organisational Commitment. This exploratory study collected primary data through the distribution of questionnaires to 59 employees from the Finance Department at the Walter Susulu University, with a 69.12% response rate. The survey included closed questions that were analysed using statistical techniques. The findings revealed overall low scores of 31% for employee perception of their post – merger Working Environment and 50.21% for Organisational Commitment, together with its sub-dimension Affective, Continuance and normative. These scores are disturbing and need to be urgently addressed by the management of the Institution. The implication of the Finance staff’s low perception of their post – merger Working Environment and organisation Commitment is that the institution’s goals will be difficult to be fulfilled due to the low morale of the staff and the non-conducive working conditions. The Institution’s Management should be more transparent, more trustworthy, and more supportive towards staff members and have a good overall communication strategy.
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14

Arnaut, Nemanja. "Leadership as Practice within a Remote Working Environment : Interview Study". Thesis, Uppsala universitet, Industriell teknik, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-454547.

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Abstract (sommario):
The world is in a pandemic situation. Shifting to remote working has become a priority for many companies and remote work has become new normal. In doing so, industrial organizations are experiencing new challenges. Moving to the online way of working, new working conditions and different practical challenges they bring have created empirical context highly relevant for studying leadership which is currently a hot topic among scholars. Almost all studies, in the context of remote working, emphasize the importance of leadership.  Nevertheless, it is argued that the most recent literature and work on leadership have remained the leader-centered approach highly employed within traditional leadership literature. The leader-centered approach focuses on individual leaders and their traits, abilities, and actions, and thus contributes to placing the abstract phenomenon of leadership into distinct individuals, thereby supporting the taken-for-granted assumption that leadership is a single-person, heroic, task. Instead, scholars call for more studies that investigate leadership as ongoing social production of direction through constructions of space of action by actors in certain practice/practices. This emergent movement in leadership research is known as leadership as practice.  Accordingly, the aim of this thesis is to investigate leadership within the remote working environment, from leadership as practice perspective and through the construction of actors’ space of action. This includes an analysis of current leadership practices in relation to the construction of space of action as well as the analysis of practices that might potentially contribute to improving the current ones in doing so.  An interview study has been carried out at the three companies in Serbia, Germany, and the UK with a qualitative approach. The thesis builds on a theoretical framework and empirical data that have been collected through an extensive literature review and semi-structured interviews using an open-ended interview guide.  The result suggests that the current leadership practices are narrowing down the space of action. Also, the analysis of empirical data revealed that certain leadership practices have the potential to contribute to the construction of space of action within a remote working environment. The thesis’s insights might help companies to improve their own practices.
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Kenda, Natasha, e Marina Bosnjak. "Preschool teacher, working environment and stress Statements from preschool teachers". Thesis, Malmö högskola, Fakulteten för hälsa och samhälle (HS), 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:mau:diva-27172.

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Detta arbete handlar om förskollärares uppfattningar av stress och arbetsmiljö i ljuset av de kraftigt ökade sjukskrivningstalen för förskollärare på grund av psykisk ohälsa. Syftet var att få fördjupad kunskap om förskolan som arbetsmiljö, så som den uppfattas av förskollärarna och då särskilt vad förskollärarna uppfattar som stressframkallande respektive vad som förhindrar stress. Arbetet avgränsades av två forskningsfrågor: Vad upplever förskollärare som stressfram-kallande i sitt arbete och på sin arbetsplats? Vad uppfattar förskollärarna kan minska den upplevda stressen?För att få fram svar på våra forskningsfrågor användes kvalitativa intervjuer av sex förskollärare i Malmö. För att analysera vårt resultat valde vi teorier som behandlar dels det psykosociala perspektivet och dels krav och kontroll perspektivet. Resultatet av arbetet visade att förskollärare upplever stress med olika situationer och många av de situationer som omnämndes av de intervjuade var överensstämmande med varandra. Studien visade även att förskollärarna utvecklade olika strategier för att motverka stress och för att kunna släppa den efter en arbetsdag. Studien påvisade även att det inte är de stora barngrupperna i sig, som är förskollärares mest stressande faktor, utan att det är stora barngrupper tillsammans med höga krav, som gör det stressande. Förskollärarna var här överens om att detta gör att många sjukskriver sig. Även bristen på personal utgör en påtaglig stressfaktor. Viktiga faktorer för att förhindra och/eller minska den påtalade stressen utgör ett bra arbetslag, en förstående chef och organisatoriska åtgärder som att dela in barngrupperna i mindre grupper. De intervjuade förskollärarna framhåller alla, mer eller mindre, att detta var olika sätt att minska stressen på.
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16

Lor, Chou. "Potential ergonomic problems in the working environment at XYZ company". Online version, 2000. http://www.uwstout.edu/lib/thesis/2000/2000lorc.pdf.

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17

Call, Andrew. "Sustainable Ski Resorts in the State of Utah: Working Toward the Future". DigitalCommons@USU, 2012. https://digitalcommons.usu.edu/etd/1356.

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Enacting environmentally sustainable practices among ski resort areas within the U.S. has become an issue of mounting concern and attention. The state of Utah generates seven billion dollars a year from its tourism industry, with the majority coming from visitation to Utah’s fourteen ski resort areas. The state of Utah is highly tourism dependent and deems this sector as a central factor in the state’s economy. Thus, good environmental practices among these ski resort areas is not only important in their daily operations, but also to local community businesses and stakeholders who depend on a consistent influx of tourism dollars to remain economically viable. The ski resort areas of Utah vary in their level of implementation, reporting, and marketing of their specific environmental practices, and initiatives. This has led to gaps in reporting by each ski resort area and a lack of understanding among local business owners and community members in regards to what current environmental efforts are being undertaken by these resort areas, as well as their plans for the future. A qualitative study aimed at exploring the current level and future plans for the implementation of environmentally sustainable practices among Utah’s ski resort areas should help to create a more in-depth understanding of what each resort is doing to address this issue. It also serves to create a baseline summary report of the state of Utah’s ski resort area environmental practices as a whole. Fifteen key informant interviews were conducted throughout the ski resort areas of Utah with resort employees ranging from sustainability coordinators and marketing managers, to operations and budget directors. Methodologies used for the study and some of the preliminary findings are presented. These findings will focus on the current and future implementation of environmentally sustainable practices at each Utah ski resort area. Results from this study are intended to bridge the lack of communication amongst ski resort areas and local community members and businesses. This can help in creating a more interdisciplinary approach to this issue and generate new ideas and angles in approaching environmental sustainability among ski resort areas.
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18

Howard, Penny McCall. ""Working the ground" labour, environment and techniques at sea in Scotland". Thesis, University of Aberdeen, 2012. http://digitool.abdn.ac.uk:80/webclient/DeliveryManager?pid=185673.

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Drawing on ethnographic research undertaken at sea in north-west Scotland, this thesis builds a labour and class analysis of human-environment and human-machine relations. Fishing 'grounds' are constituted through metabolisms of labour as fishermen develop the affordances of their environments to make them productive. Places are constituted as fishermen transform them through their labour, judge them as significant through their productivity, and name them through the social process of collectively developing their affordances. Fishermen have developed complex techniques for extending their bodily senses far beneath the sea and working there. Tension is manipulated in these extended working practices, and control over these processes must be maintained in order for them to be carried out safely. However, social relations can affect the exercise of control and the practice of maintenance to shape tools and machines around one's body and according to one's intentions. Techniques for moving through the land and seascape include tools and electronic devices such as the GPS, and market and class relations affect what tools are developed and how skippers and crew relate to them. Market pressures are incorporated into the daily lives and subjectivities of commercial fishermen, and can determine the species that are targeted and what techniques are used. They have also affected the relation between fishing boat owners, skippers, and crew as a transition from shared ownership and shared payment to casual labour and low-waged migrant labour has taken place. Class relations affect fishing techniques, subjectivities, their exposure to violence and danger in their work, their control over their own practices and skills, the balance between their work and the rest of their lives, the cosmopolitainisation of their workplaces, and their ability to develop affordances according to their own interests. Work under capitalism is regularly experienced both as an alienating and as a relational, and people develop multiple subjectivities which they draw on as they decide how to act. An 'ideology of nature' has developed with capitalist class relations and division of labour which contributes to mainstream conceptions of the sea as a wilderness where human labour is only destructive.
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Schröder-Groenewald, Annelene. "Pastoral counselling of the paramedic in the working environment / Annelene Schröder". Thesis, North-West University, 2012. http://hdl.handle.net/10394/9833.

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Paramedics are exposed to high levels of stress and trauma in their working environment. Research has its focus on the coping mechanisms and trauma incidents escalating into Posttraumatic Stress Disorder. This study examines the paramedics’ working environment in relation to the help available, and suggests a pastoral counselling method which may be utilized as an effective method of assisting in the coping process and prevention of PTSD. Emergency Medical Services as a helping profession is mainly concerned with the welfare of their patients. This study has its focus on helping the helper, with the main focus on assisting the paramedic to cope with his working environment. Implications of the research include kerugmatik counselling and narrative therapy, incorporated in a pastoral counselling method to assist the paramedic with the healing process. The main findings were that stress and coping of the paramedic in his working environment was a reality which was often overlooked, as these paramedics had their focus on caring for their patients. In most cases there is help available, but the paramedic is hesitant to seek it out. Paramedics are mostly self-reliant in their coping mechanisms as their understanding and relationship with God and with the church had been damaged. The researcher followed the four tasks of practical theology as theoretical framework, as explained by Osmer: Descriptive-empirical Task – Priestly listening Interpretive Task – Sagely wisdom Normative Task – Prophetic discernment Pragmatic Task – Servant Leadership
Thesis (MA (Pastoral Studies))--North-West University, Potchefstroom Campus, 2013.
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Eales, Carole A. "Occupational stress amongst physiotherapists working within a National Health Service environment". Thesis, University of Sheffield, 1998. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.287353.

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Harries, Anthony Vaughan. "Developing algebra concepts with low attainers working in a Logo environment". Thesis, University of Bristol, 1997. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.389163.

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Cooper, Amelia. "Working in a demanding environment : employee wellbeing in secure forensic settings". Thesis, University of Edinburgh, 2016. http://hdl.handle.net/1842/25501.

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Introduction: Care professionals suffering with poor wellbeing is a phenomenon that has been found to have a damaging effect upon individual employees, service users and organisations. Employees working in forensic settings are believed to be at increased risk of damaged wellbeing due to the unique demands of their working environment, including exposure to violence and aggression. This issue was addressed in two ways. Firstly, a systematic review of the literature on the effectiveness of person-centred interventions to improve the wellbeing of forensic professionals was prepared. Following this, an empirical study was completed which examined the ability of demands related to violence and aggression, and resources of two types (cognitive and contextual behavioural) to predict the wellbeing of employees in a high secure forensic mental health (FMH) hospital. Method: For the systematic review, relevant databases were systematically searched and 7 papers that met the inclusion criteria were identified. The included studies were quality assessed to identify strengths and weaknesses. For the empirical study, 142 employees at a high secure FMH hospital completed self-report questionnaires which examined their wellbeing, perceptions of the prevalence of aggression, beliefs about safety, attitudes towards aggression, and psychological flexibility. Results: The reviewed studies included psychological, educational and mixed type interventions. Evidence for the effectiveness of interventions was mixed, and problems with methodological quality common. The results of the empirical paper suggested that exposure to violence and aggression was not a good predictor of wellbeing. However, the beliefs staff held about safety and staff‘s level of psychological flexibility were predictive of wellbeing. Conclusions: The review concluded that the existing evidence for the effectiveness of person-centred wellbeing interventions for forensic professionals was generally of poor quality, and inadequate to provide firm recommendations. Further research to assess the effectiveness of interventions and the underlying mechanisms of wellbeing change in forensic settings was advised. The empirical paper concluded that job demands related to staff‘s cognitive appraisal of safety, and the contextual behavioural resource, psychological flexibility, were predictive of staff wellbeing. It was recommended that future interventions to improve the wellbeing of forensic professionals consider the psychological processes staff encounter in the workplace, with a particular focus on contextual behavioural resources, which have an existing evidence base in broader occupational fields. Further research using contextual behavioural interventions within forensic settings is recommended in order to develop the limited research on forensic professionals‘ workplace wellbeing.
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Domers, Ted M. "How do principals create a working environment to support teacher retention?" Thesis, University of Pennsylvania, 2016. http://pqdtopen.proquest.com/#viewpdf?dispub=3746345.

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The high rate of turnover for K–12 teachers, especially those working in urban schools, is well documented. Accompanying this research is a range of interventions to limit teacher movement and thus create more cohesive and effective schools. While the role of the principal is recognized as a critical element in teacher retention, few studies explore how principals see their roles in impacting teacher retention. To examine this question and propose practical solutions to better support teachers and principals, this study examines a range of structures in schools that principals might use to shape their school’s culture and provide better supports for their teachers.

Through a survey, case study, and interviews, the study assesses the working conditions in schools and its implications for teacher retention in a large urban school district. In doing so, the study uses a mixed-methods approach to analyze the intersection of the nature of the teaching occupation, working conditions of schools, causes of teacher turnover, and the principal’s role. The findings that emerge from the data offers a fresh perspective to consider the ways in which principals can consider their influence, involvement, and position to support teachers and influence the working environment of a school.

The recommendations from the study seek to honor the complexities inherent in a school organization, given the tremendous range of responsibilities bestowed upon teachers and principals. They are relevant to a range of stakeholders in K–12 educational communities, including researchers, policymakers, and practitioners.

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Yu, Xiong. "Development of an online collaborative working environment for design and manufacturing". Thesis, Nottingham Trent University, 2008. http://irep.ntu.ac.uk/id/eprint/1/.

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This research is to develop a novel collaborative working environment (CWE) for manufacturing and design using advanced Web/Internet technologies such as Web Service, Grid Service and other related software tools/packages. To achieve the above, the following research modules are developed by the author: A service oriented framework for computer aid design, which acts as an online collaboration system, has been developed with the utilisation of the latest technology, Web Service. The concept of Service-Oriented Architecture has been implemented in the framework. Users from anywhere in the world can join the design process from their PCs, no matter what operation system they are using. The service-oriented system has the capability of going through firewalls and can afford multi-users due to the characteristics of Web service. Also the loose-coupling structure makes the system very easy to be updated. Another module for the CWE is to solve the software sharing problem when the platform is used among several geographically dispersed users or organisations. A software package bank system has been developed, which utilised the ideology of service oriented approach and successfully solved traditional problems in this field. Based on the outcomes mentioned above, the research finally developed a more powerful infrastructure using Grid service, which is a further development of Grid computing and Web service. The Grid service is considered to be the most important future solvent for Internet. Since it is based on Web service, the new Grid-enabled system would integrate all the aforementioned Web service systems, which enable the CWE to be a high-performance, powerful, flexible and robust environment for collaboration. As a case study, a Grid service based system utilising the CWE for inventory management has been developed, which proves the feasibility of the novel approaches developed by this research.
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25

Kirk, Delaney J. "Hostile Environment: A Discriminant Model of the Perceptions of Working Women". Thesis, University of North Texas, 1988. https://digital.library.unt.edu/ark:/67531/metadc331130/.

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This study examines the problem of operationally defining "hostile environment" sexual harassment, ruled a type of disparate treatment actionable under Title VII of the Civil Rights Act by the United States Supreme Court on June 19, 1986. Although the Equal Employment Opportunity Commission defines a hostile environment as an "intimidating, hostile, or offensive work environment," there is no consensus as to what is "offensive" behavior. An extensive review of the literature yielded various attempts to define and ascertain the magnitude of sexual harassment, but the fact that the actual percentages varied indicates that this is a difficult issue to measure. As perception by the victim is the key, this study surveyed 125 working women from all over the United States to determine their perceptions of behaviors that constitute sexual harassment. Discriminant analysis was then used to correctly classify 95% of the women according to their perceptions of having experienced sexual harassment. Using tests for proportions, three hypotheses were found significant. Women who have been sexually harassed are more likely to view sexual harassment as a major problem. Older men are more likely to have their behavior perceived as sexual harassment. In addition, women who have experienced acts such as staring, flirting, or touching in the workplace are more likely to perceive those acts as sexual harassment. The hypotheses deemed not statistically significant yielded interesting results. Younger women are not more likely to be harassed than older women. Neither are single or divorced women more likely to experience sexual harassment. All women, regardless of age, marital status, or geographic location, are vulnerable to sexual harassment. Of importance are which variables contributed the most to the women's perceptions of sexual harassment. None of the demographic variables was found significant, but the women perceived that they had been sexually harassed if sexual remarks, touching, sexual propositions, or staring were directed toward them in the workplace. Thus, these acts were perceived as constituting a hostile environment.
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26

Rayamajhi, Kedar [Verfasser]. "Impact of Stress on working Environment of Government Employees / Kedar Rayamajhi". München : GRIN Verlag, 2020. http://d-nb.info/1223453650/34.

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27

Coyne, Steven. "Physiological and psychological aspects of working in an artificially illuminated environment". Thesis, Queensland University of Technology, 1991. https://eprints.qut.edu.au/35989/1/35989_Coyne_1991.pdf.

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Lighting in office buildings plays a major part in the health and well-being of officeworkers. Its relative intensity and spectral distribution can strongly affect both physiological and psychological responses. There are major differences between the lighting environments provided by artificial sources and natural daylight. Research suggests that these differences appear to make a significant difference in the general health of office workers and satisfaction with their job. This report discusses these differences and their implications, and relates them to the results of a survey conducted in Brisbane on lighting in office buildings in the Central Business District. Among a number of findings this survey indicates a definite, albeit sometimes weak, association between the lighting environment and aspects of health. These findings are also discussed in relation to the recently released Australian Standard 1680.1 1990 "Interior Lighting Part 1 : General Principles and Recommendations".
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28

Forrest, James Lloyd. "Reducing Fast Food Employee Turnover with Appealing Working Environments". ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/4217.

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While all business leaders face problems with voluntary employee turnover, fast food business leaders often face turnover rates at twice the national average. Using Weiss and Cropanzano's affective events theory, this exploratory multiple case study detailed the investigation into strategies that fast food business leaders use to establish an appealing working environment that reduces employee turnover. A purposeful sampling process identified 9 fast food business leaders from 3 different fast food organizations within the Omaha, Nebraska metro area who had successfully established a positive working environment that reduced employee turnover. Data collection included semistructured interviews and review of company documents. Using Yin's 5 step analytic approach, 3 themes (fairness, communication, and trust) emerged relative to fast food business leaders' strategies to establish an appealing working environment that reduces employee turnover. Fairness included fair interpersonal treatment, regulation, and wage setting. Communication included training, employee engagement, and corrective actions. Fast food business leaders used trust as a feedback mechanism for their fairness and communications strategies. Business leaders using strategies of fairness, communication, and trust to establish appealing working environments that reduce employee turnover could increase profitability and productivity within the fast food industry. The implication for positive social change is that more consistent employment and less work-related stress increases the potential for employees and their families to become more involved within their communities.
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29

Molyneaux, Glenn Arthur. "Resorption cycle heat pump with ammonia-water working fluid". Thesis, University of Ulster, 2000. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.326335.

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30

Domashenko, Daria. "Industrial environment and its impact on man and efficiency". Thesis, Бердянський державний педагогічний університет, 2019. https://er.knutd.edu.ua/handle/123456789/14720.

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The work deals with industrial environment and its importance to a man and man’s efficiency. The interaction of man and technology in the production system should be considered during the design and creation of safe working conditions.
Робота стосується питання промислового середовища та його значення для працездатності людини. Взаємодію людини та технології у виробничій системі слід враховувати під час проектування та створення безпечних умов праці.
Работа посвящена проблеме промышленной среды и ее значению для человека и его работоспособности. Взаимодействие человека и технологий в производственной системе следует учитывать при проектировании и создании безопасных условий труда.
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31

YU, HONGMING. "A PERSONALIZED INFORMATION ENVIRONMENT SYSTEM FOR INFORMATION RETRIEVAL". University of Cincinnati / OhioLINK, 2003. http://rave.ohiolink.edu/etdc/view?acc_num=ucin1060875911.

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32

Stenborg, Jonas. "Shared working environment responsibilities in the staffing industry : A shared leadership perspective". Thesis, Umeå universitet, Sociologiska institutionen, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-173116.

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The purpose of this study is to explore Swedish leaders in staffing agencies experiences, thoughts, and insights regarding the implementation of the legislative works around SAM (Systematic Work Environmental Management AFS 2001:1). In the context of SAM, the legislation entails a complex triangular relationship between the staffing agency, their customer, and the consultant. In this relationship the consultant finds themselves with two leaders, who must establish a cooperation across organisational borders to create a sufficient working environment. With an inductive approach to this phenomenon, three themes were derived from the conducted interviews: Risk for complacency, Tear in responsibility and Experiences of Shared Leadership. The findings displayed a risk for complacency for the respondents, as the comfort of long-term contracts and well-established routines diminished the incentive to conduct recurring risk assessments. The respondent’s detachment from the daily activities of the consultants resulted in a sense of deflection of the daily responsibilities on the customer and consultants. Finally, the theoretical notion of shared leadership offered some insight in the dual managerial position that is created in the context of working environment management in the staffing industry. This relation was explored through an inter-organisational perspective.
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33

Ginige, A. "A vision system for a robot working in a semi-structured environment". Thesis, University of Cambridge, 1986. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.382244.

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34

Hrafnsdóttir, Steinunn. "The mosaic of gender : the working environment of Icelandic social service managers". Thesis, University of Kent, 2004. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.404539.

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35

McCauley, David John. "Special Education Teacher Perceptions of the Characteristics of a Satisfactory Working Environment". Thesis, Lindenwood University, 2015. http://pqdtopen.proquest.com/#viewpdf?dispub=3732099.

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The special education teacher is a part of any school district and with the position comes responsibility for the teacher, building administrators, and district administrators. These school district personnel must work together to create a safe environment for all students to be successful.

In 1983, the U.S. Department of Education’s report, A Nation at Risk, brought attention to the issue of retention of schoolteachers, especially those that worked with special needs students. While working as a special educator, the researcher overheard many teachers express concern about poor working conditions within their respective school districts. They expressed a lack of adequate support from building and district administrators, parents, and general education teachers. They expressed inadequate time to complete required paperwork. The researcher worked for both school districts that participated in this research project; therefore when asked, the district superintendents granted permission to conduct research within the school districts.

The literature review supported the claims stated by special education teachers. When reviewing the literature, the researcher decided to add specifics on how society viewed those individuals who did not act or appear to be normal in society. There is history dating back to 10,000 B.C.E. about those with special needs. There were some very influential names and universities involved in reports of researching ways to prevent those with special needs from pro-creating. Furthermore, there were laws created that prohibited those with limited intelligence from immigrating to the United States.

This research involved utilizing a free, on-line survey program. The researcher invited only active special education teachers from the two participating school districts to participate in the survey. The questions related to perceptions of administrator support, working conditions, and mentoring. The researcher included mentoring because it was a requirement for new teachers in Missouri. The literature suggested that new teachers left the profession early in their careers due to mentoring issues.

This research study produced mixed results. The results indicated a concern regarding mentoring of new teachers. The responses from the participants suggested that there were still concerns, over thirty years after A Nation at Risk, about administrative support, working conditions, and mentoring.

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36

Qin, Hao. "Design knowledge capture and reuse in an integrated and collaborative working environment". Thesis, University of Portsmouth, 2016. https://researchportal.port.ac.uk/portal/en/theses/design-knowledge-capture-and-reuse-in-an-integrated-and-collaborative-working-environment(f2a2c8c0-2475-401b-b475-e089aa3f5a89).html.

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Capturing engineering designers’ knowledge and experience on the design of an artefact is important as this knowledge can explain why the artefact has been designed as it is, how key decisions have been made and what important issues have been considered. This tacit design knowledge enables designers to make informed decisions and improve efficiency in similar projects in the future. However, the capture and reuse of this kind of knowledge reminds to be great challenge, as it often exists in designers’ brains and is difficult to codify. Previous research is predominantly focused on the explicit knowledge of design objects that can be codified rather than the underlying tacit knowledge which explains the problem-solving strategies and decision-making processes. Additionally, engineering design is increasingly conducted in a collaborative working environment enable by the state-of-the-art information technologies. This trend has highly influenced the ways of knowledge capture and reuse, while is not well addressed by existing research. To fill these gaps, this research aims to explore new systematic methods and knowledge models for the capture and reuse of design knowledge as well as for the development of the next-generation knowledge management systems for engineering design. The development and application of these systematic methods and knowledge models requires a good understanding of the new requirements of knowledge management for engineering design, involving interdisciplinary research work across engineering and computing science. Thus, a comprehensive methodology is employed in this research, which consists of three parts. Firstly, a requirement analysis is undertaken through a literature review and a survey study to identify designers’ information needs and information-seeking behaviours within the new context. Secondly, the characteristics of engineering design knowledge are analysed, and on this basis a knowledge framework and a knowledge representation model are developed to support knowledge categorisation and representation. Thirdly, a methodology for applying these methods is analysed in order to design and develop a prototype system for implementation. Through the evaluation of both the proposed methods and system in a number of engineering design projects, the models have been proved to be capable and efficient in capturing design knowledge for better reuse, while the system not only proves the feasibility of the proposed methods but also provides the prototype of the next-generation collaborative knowledge management system.
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37

Jarlhem, Jonathan, e Jakob Stigsson. "Digital Vulnerability Awareness : In a “working from home” environment during COVID-19". Thesis, Malmö universitet, Fakulteten för teknik och samhälle (TS), 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:mau:diva-44429.

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Employees who have adapted to a "working from home" environment, due to the COVID-19 pandemic, rapidly face a lack of awareness regarding cybersecurity and cybercrimes. It is well established that the rate of employees hacked has increased dramatically due to the pandemic. This study aims to determine what has more impact on digital vulnerability awareness of cybersecurity and cybercrime. Specifically, it investigates from the perspectives of training and education, digital competence, being a victim, and how protection motivation plays a role in policy following. In this context, digital vulnerability is defined as the risk that individuals might put themselves into unknowingly through the lack of security when working from home, which leads to having incriminating information publicly disclosed and exploited by third parties. Digital competence refers to the extent of an individual's information technology skills. To test the hypothesis that training and education lead to higher digital vulnerability awareness, a set of interviews was conducted with various employees working from home from different industries, age groups, and countries. Furthermore, an online survey was distributed among online communities on Discord, Facebook and Instagram. The survey was meant to prove the points made by the participants of the interviews. The results showed a slight effect in the opposite direction than hypothesised: digital vulnerability awareness was associated with digital competence over training and education. These results suggest that employees who have higher digital competence are more likely to understand their digital vulnerability awareness, making it easier to identify cyber threats. On this basis, the concept of training and educating is not enough to prevent cybercrimes. To better prevent cybercrime, employees must be willing to learn and understand the threats and risks.
Medarbetare som har anpassat sig till en "working from home" miljö på grund av COVID-19 pandemin möter snabbt en bristande medvetenhet inom cybersäkerhet och cyberbrott. Det är väl etablerat att antalet medarbetare som blivit hackade har  kat drastiskt till följd av pandemin. Denna studien försöker forma förståelse om vad som har större inverkan på medvetenhet av digitalsårbarhet om cybersäkerhet och cyberbrott. I detta sammanhang definieras digitalsårbarhet som risken till att individer kan sätta sig själv omedvetet i osäkerhet när de arbetar hemifrån, vilket leder till att inkriminerande information offentliggörs och utnyttjas av tredje part. Digital kompetens avses att vara en individs informationstekniska färdigheter. För att kunna testa hypotesen, att utbildning leder till högre medvetenhet inom digitalsårbarhet, genomfördes intervjuer med anställda som jobbade hemifrån med bakgrund från olika industrier, land och åldersgrupper. Dessutom genomfördes också en online enkätundersökning som tog plats bland sociala medier platformer så som Discord, Facebook och Instagram. Resultaten visade en motsatt riktning i förhållande till hypotesen där medvetenhet om digitalsårbarhet var förknippad med digital kompetens över utblidning. Resultaten visar att anställda som har högre digital kompetens är mer benägna att förstå dess medvetenhet om digitalsårbarhet i vilket gör det lättare för de att identifiera cyberhot. Utifrån detta tyder studien på att utbildning inte är tillräckligt för att förhindra cyberbrott. För att bättre förebygga cyberbrott måste anställda vara villiga att lära sig och vilja förstå hoten och riskerna.
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38

Mason, James Paul. "Investigating the effects of the physical working environment upon direct manufacturing workers". Thesis, Cranfield University, 2005. http://dspace.lib.cranfield.ac.uk/handle/1826/11369.

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Within any developed nation a thriving manufacturing industry is a major driver behind economic prosperity. Key to maintaining a competitive manufacturing capability is the manufacturing system design process and the decisions made within it. The Ford Motor Company manufacturing design teams recognise that key decisions, regarding the physical working environment, can impact upon manufacturing workers, a key resource in maintaining competitiveness. The current problem centres on the lack of confidence among manufacturing system designers, in the tools and guidelines currently available to assess these effects. The working environment can be considered to consist of 'variable' factors (light, noise, temperature, etc.) and 'fixed' factors (equipment layout, hygiene facilities, resting areas, etc.). The aim of the research presented in this thesis, has been to identify the impact of the physical working environment upon manufacturing worker performance. Studies carried out within United Kingdom manufacturing facilities, provided an assessment of the impact of the variable and fixed physical working environment. The variable environmental factors were measured simultaneously against manufacturing worker performance and analysed for any relationships. The fixed environment factors were assessed to see whether their effect upon manufacturing worker motivation could be prioritised within a hierarchy. These studies have provided manufacturing system designers with the ability to make a more confident assessment of the physical working environment and its effect upon manufacturing worker performance. The contribution of this research is therefore, within the context of manufacturing system design, an improved understanding of the effects of the physical working environment upon the performance of manufacturing workers. Specifically, key findings identify the limits in which manufacturing worker performance is not affected by the variable working environment. Also identified, are a set of fixed environmental factors considered to impact the motivation of manufacturing workers. These findings are then used to present manufacturing system designers with a set of guidelines, that can provide assistance with the design of the physical working environment.
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39

Mason, J. P. "Investigating the effects of the physical working environment upon direct manufacturing workers". Thesis, Cranfield University, 2005. http://dspace.lib.cranfield.ac.uk/handle/1826/11369.

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Abstract (sommario):
Within any developed nation a thriving manufacturing industry is a major driver behind economic prosperity. Key to maintaining a competitive manufacturing capability is the manufacturing system design process and the decisions made within it. The Ford Motor Company manufacturing design teams recognise that key decisions, regarding the physical working environment, can impact upon manufacturing workers, a key resource in maintaining competitiveness. The current problem centres on the lack of confidence among manufacturing system designers, in the tools and guidelines currently available to assess these effects. The working environment can be considered to consist of 'variable' factors (light, noise, temperature, etc.) and 'fixed' factors (equipment layout, hygiene facilities, resting areas, etc.). The aim of the research presented in this thesis, has been to identify the impact of the physical working environment upon manufacturing worker performance. Studies carried out within United Kingdom manufacturing facilities, provided an assessment of the impact of the variable and fixed physical working environment. The variable environmental factors were measured simultaneously against manufacturing worker performance and analysed for any relationships. The fixed environment factors were assessed to see whether their effect upon manufacturing worker motivation could be prioritised within a hierarchy. These studies have provided manufacturing system designers with the ability to make a more confident assessment of the physical working environment and its effect upon manufacturing worker performance. The contribution of this research is therefore, within the context of manufacturing system design, an improved understanding of the effects of the physical working environment upon the performance of manufacturing workers. Specifically, key findings identify the limits in which manufacturing worker performance is not affected by the variable working environment. Also identified, are a set of fixed environmental factors considered to impact the motivation of manufacturing workers. These findings are then used to present manufacturing system designers with a set of guidelines, that can provide assistance with the design of the physical working environment.
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40

Mullah, Moonira. "A survey of the working environment of medical technologists in South Africa". Thesis, Cape Peninsula University of Technology, 2018. http://hdl.handle.net/20.500.11838/3081.

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Thesis (MSc (Health and Wellness Sciences))--Cape Peninsula University of Technology, 2018
Biomedical Laboratory Technologists play a fundamental role in the diagnosis of disease in patients. Their role in South Africa is currently undergoing profound changes with an emphasis placed on a four-year professional degree that will replace the National Diploma in Biomedical Technology at most Universities of Technology and Comprehensive Universities (UJ and NMU) by 2020. Training and competency programs, along with the retention of experienced staff, remain key in providing accurate laboratory results. It is therefore imperative to investigate this field in factors related to training, work experience and job satisfaction. This study aimed to evaluate the perceptions of Medical Technologists and Medical Technicians with regards to salary, interpersonal relationship, continuing professional development (CPD), work ethic and scope of practice within the profession. A mixed methods study was conducted to evaluate salary, career choice happiness and CPD compliance of Medical Technologists and Medical Technicians, as well as their perceptions around interpersonal relationships, work ethic and scope of practice. In sampling, a convenience sample was identified, after which a snowballing method was used. A link to a web-based survey was distributed to a group of Medical Technologists and Medical Technicians who attended the Society of Medical Laboratory Technology of South Africa (SMLTSA) Medical Laboratory Professionals congress. This congress was held in 2015 in Port Elizabeth, South Africa. A sample of 144 Medical Technicians and Medical Technologists was obtained, of which 98.6% were registered with the Health Professions Council of South Africa (HPCSA). Only 54.2% were active members of the Society of Medical Laboratory Technologist of South Africa. Age (r = 0.674, p < 0.05) and years worked at current employer (r = 0.533, p < 0.05) proved to have stronger relationships with salary than education (r = 0.195, p < 0.05). Those employed in the public sector earned significantly lower salaries than those in any other sector (p < 0.05), with the exception of those working in independent practice. Both Medical Technologists (44.2%) and Medical Technicians (34.4%) perceived that they did not receive the respect they deserved from Pathologists in their working relationship. In addition, 31.3% of Medical Technicians perceived that their roles were regarded as of lesser value, and that their knowledge, training and attained qualifications were not recognised by the Pathologists. Despite this, this study concluded respondents were generally happy with their career choice, as 71.9% of respondents reported. Findings of this study serve as a strong foundation for additional research on the topic of career happiness versus job satisfaction and retention of staff in medical diagnostic laboratories.
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41

Meny, Nicolas. "Working Out : Workplace’s influence on the coming-out of gay employees and its impact on their work and working environment". Thesis, Uppsala universitet, Företagsekonomiska institutionen, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-355708.

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LGBT rights and situation have globally improved significantly, especially in the past few decades. However, being a gay employee is not always easy and though sexuality is a private matter, there is no shock in admitting that private matters are what define us along with our environments, both personal and professional. In addition, employees are at the core of firms’ business results and overall performances. Yet, the topic lacks interest from academics. Though studies focus on drivers on coming out, or a general link between good working environments and good performance, very limited papers research into what drives gay employees to come out in the workplace or what role they may play in firms let alone the relationship between the two. Therefore, this study, aims to shed some light onto the factors influencing gay employees to reveal their sexual orientation, and evaluate how this plays a role and impact an organisation’s operations. Based on the results of the study, it appears that Gay employees can be influenced to come out based on the firm’s environment and culture but also out of their own desires (wanting to keep their personal life private regardless of their sexuality) but surprisingly, a vast majority of the respondents involved considered themselves openly gay, hence providing valuable data. The research has demonstrated that gay employees’ coming-out seems to impact the firm on four levels: work quality, working conditions, work relations and perceived stress level.
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42

Li, Baizhan. "Assessing the influence of indoor environment of self-reported productivity in offices". Thesis, University of Reading, 1998. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.267893.

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43

Hively, Angela H. "Sealift transportation in a working capital fund environment : rate stability when workload declines". Thesis, Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 1999. http://handle.dtic.mil/100.2/ADA362719.

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Thesis (M.S. in Management) Naval Postgraduate School, March 1999.
Thesis advisor(s): Ira A. Lewis, Theodore A. Hleba. "March 1999". Includes bibliographical references (p. 49-50). Also available online.
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44

Vennes, Berit. "Distributed and co-located computer supported collaboration in a learning and working environment". Thesis, Norges teknisk-naturvitenskapelige universitet, Institutt for datateknikk og informasjonsvitenskap, 2005. http://urn.kb.se/resolve?urn=urn:nbn:no:ntnu:diva-11553.

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Abstract (sommario):
Mobil veiledning er et pilotprosjekt ved NTNU som ble kjørt våren 2005 i fagene Operativsystemer( IT2202) og Programmering, videregående kurs (IT1104). Mobil veiledning innebærer at veiledning fra studentassistent foregår over internett i stedet for tradisjonell veiledning på datasal. I mobil veiledning sitter studenter og studentassistenter distribuert og kommuniserer via et videokonferansesystem som tilbyr overføring av lyd, bilde og applikasjonsdeling. Studentene kan dermed delta på veiledningen bare de har en datamaskin med nødvendig programvare installert, internettilgang (bredbånd), webkamera og headset. Bakgrunnen for pilotprosjektet var å teste ut mobil veiledning som arena for veiledning. Undersøkelsen har vist at studentene som har deltatt i pilotprosjektet synes mobil veiledning fungerer bra. Selv om ikke alle er av den oppfatning at det kan erstatte tradisjonell veiledning, så mener de fleste at det er et godt supplement til tradisjonell veiledning. Den største styrken ved mobil veiledning er den mobiliteten det tilbyr studentene. Det betyr at studentene kan få veiledning uavhengig av geografisk lokasjon, bare de har tilgang til internett. Den største ulempen med mobil veiledning er de utfordringer teknologien setter for kommunikasjon mellom deltakerne. Teknologien må læres for å brukes og studenten må ha tilgang på nødvendig utstyr. Erfaringer fra pilotprosjektet viser at teknologien ikke alltid fungerer slik den er ment å fungere. Pakketap i overføringen kan gi dårlig kvalitet på audio/video. Det er bare de mest motiverte studentene som har benyttet seg av mobil veiledning. Det viser seg at organiseringen har konsekvenser for oppslutningen. Utfordringen er å øke oppslutningen. Vi har foreslått flere tiltak. Noen av disse er bedret opplæring i mobil veiledning ved gjennomføring av workshop, og å øke nytteverdien ved å tilby mobil veiledning i flere fag. Mobil veiledning kan gi muligheter som ikke er mulig i en tradisjonell øvingstime. Bruk av privat kommunikasjon muliggjør flere samtidige samtaler i samme rom uten at de forstyrrer hverandre. Undersøkelsen viser også at bruk av privat kommunikasjon gjør studentene mindre nervøse for å benytte systemet til å stille faglige spørsmål til studentassistent. Samtidig ønsker studentene å få med seg spørsmål andre studenter stiller studentassistent. Vi tror derfor det kan være aktuelt å utvikle og gi brukerne opplæring i en egen etikette for hvordan en bør benytte mobil veiledning, slik at brukergruppen som helhet skal få mest mulig utbytte av mobil veiledning. Blant annet å bruke global kommunikasjon mot studentassistent, og tale hvis ikke skriftlig kommunikasjon er mest hensiktsmessig. I følge Moores prinsipper er de studentene som har valgt å delta på pilot prosjektet med i grupperingen innovators og early developers. Bøygen er å komme over grøfta til early majority der teknologien er akseptert av en stor del av den potensielle brukergruppen. Når teknologi har entret dette stadiet, vil utviklingen gå av seg selv, der nye studenter får informasjon og interesse for konseptet fra studenter som allerede benytter verktøyet. Målsetningen med pilotprosjektet er å oppnå Mantovanis konseptuelle modell av sosial kontekst og min hypotese er at forutsetningen for å vurdere pilotprosjektet mot Mantovanis modell er MTO perspektivet. I mobil veiledningsprosjektet var organiseringen mangelfull og som et resultat er det ikke forventet at artifaktet ble forplantet opp i strukturen og dermed heller ikke en del av den sosiale konteksten til enten studentene eller NTNU. Hypotesen om at organisering må endres for å utnytte det fulle potensialet av et nytt artifakt ble bekreftet gjennom Part Two.
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45

Madonsela, Abel Njanyana. "The role of small group communication in a corporate working environment / A.N. Madonsela". Thesis, North-West University, 2011. http://hdl.handle.net/10394/6533.

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Abstract (sommario):
The purpose of this study was to investigate the effectiveness of small group communication, investigate to what extent small groups communicate within their minibusiness areas within a mining group. The communication role and the influence it has within an organisation, and what structure it takes within the bigger scheme of the organization were also investigated. Many people and organisations form small groups to perform certain jobs, but they do not have a clear understanding of what constitutes a group, essentially what is it that a group can and cannot do. Small groups are always present and employees are always members of one or more small groups. Establishing a precise definition of a small group that is generally accepted by everyone has proven to be a challenge as most scholars come up with different interpretations and definitions of small group communication. A quantitative research method was used for this study as it was deemed suitable for this type of research, but one of the shortcomings of this method is that the data obtained through this method of research is not suitable for generalisations to any population. It is therefore emphasized that it is not the objective of this research to generalise the results of the study, but that it is applicable to the small group communication within the mining group investigated. The sample and data collected were small. A total of 150 questionnaires were sent to two De Beers' mines, Venetia Mine in Limpopo Province and Voorspoed Mine in the Free State Province, requesting employees via their supervisors and line managers to participate in the small group communications survey. The survey revolved mainly around the company's overview of its Continuous Business Improvement (CBI) business system which involved small group initiatives and communication.
Thesis (M.B.A.)--North-West University, Potchefstroom Campus, 2011.
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46

Schultz, Alma. "The working environment of occupational health nurses as a determinant for professional development". Diss., University of Pretoria, 2011. http://hdl.handle.net/2263/24802.

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Abstract (sommario):
An investment in nursing education and staff development should consider the reasons for participating in continuing education and professional development in order to improve planning for long term continual professional development (Joyce&Cowman, 2007:626). The aim of this study was to investigate the working environment of occupational health nurses as a determinant for professional development. A quantitative approach was used for this research study. A non-experimental, descriptive survey was conducted to collect data for this study because it reflects accurate characteristics of the various environments of occupational health. Data was collected using a questionnaire which was distributed to four SASOHN (South African Society of Occupational Health Nursing Practitioners) regions (Eastern Cape, Vaal, Gauteng and Mpumalanga) as the principal method of data collection. In terms of the educational needs identified it was evident in the study that the occupational health nurse would attend professional development programmes more often if their learning needs are identified prior to the programme. The occupational health nurse preferred one day workshops as the preferred method of continual professional development. The psychosocial needs of the occupational health nurses highlighted that there was little support in the office while attending professional development programmes and that assistance with administrative tasks at work were lacking. The findings of this study revealed various professional development barriers such as financial constraints, frustrations with regard to daily workload, discrimination against the profession, lack of discussions with employers with regard to staff development programmes, training material not being readily available and insufficient facilities such as an on-site library. It is also clear from the findings of this study that continual professional development will improve the self esteem and self worth of the Occupational Health nurses. For the occupational health nurse to develop professionally they need support from their employers and colleagues. The findings were evident that the employers do support the occupational health nurse to develop professionally by granting special leave to attend professional development programmes. Key concepts: Staff development, Barriers, Occupational Health nurse, Need, Psychosocial needs, Educational needs, Professional development. Copyright
Dissertation (MCur)--University of Pretoria, 2011.
Nursing Science
unrestricted
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47

Heidtmann, Sara C. "Working as a Technical Communicator in a Tumultuous Software Development Environment: An Internship". Miami University / OhioLINK, 2003. http://rave.ohiolink.edu/etdc/view?acc_num=miami1050324892.

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48

Houayek, Henrique Maria de Mendonc̦a. "The animated work environment a vision for working life in a digital society /". Connect to this title online, 2009. http://etd.lib.clemson.edu/documents/1249065480/.

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49

Leander, Esther Nzungwa. "Cultural labour management in Finland : Multicultural Working environment in Riihimäki Würth Ltd., Finland; MBA-thesis in marketing". Thesis, Högskolan i Gävle, Institutionen för ekonomi, 2009. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-4500.

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Abstract (sommario):
Aim: The aim of this study is to explore, discuss and analyse patterns that make up a successful multicultural labour marketing and management. Riihimäki Würth Ltd. employees´ experiences have been used as an example of multicultural labour management. In the report, the following research questions have been answered: What are the main cultural differences in multicultural working place? What are the benefits and challenges of multicultural working environment? How do Finnish managers prepare employees on multicultural working environment, prevent, solve problems that are caused by multicultural working environment and, promote multicultural working environments. What are the lessons learned from multicultural working environment? Culture can be best expressed in the interactions of values, attitudes and behavioural assumptions of society. We must be able to unpack the culture concept (Schwartz 1994). I have worked as a government labour consultant/officer in Finland for 7yrs. I used my knowledge of today’s Finnish labour market condition to get a full picture of the cultural labour marketing possibilities. Method: I picked four big companies in Finland that practice multicultural labour strategies from our clients’ registration data system and send them an email offer to interview their employees. Only Riihimäki Würth Ltd. took my offer and booked me in as a visitor. I interviewed five natives and five migrant employees in Riihimäki Würth Oy company in Finland that fix and assemble materials like screws, screw accessories, dowels and plugs, chemical products, furniture and construction fittings, tools, and stock keeping and picking systems. Common denominator for all ten respondents was an over one-year experience in multicultural working environment. I walked around the building, selected 10 employees by random, contacted face-to-face oral interviews and recorded their answers using my Video camera. Findings on how the respondents have handled their multicultural working environment are discussed in the analysis. Employees’ suggestions on how to create and manage multicultural working environment have been reviewed too.   Result and conclusions: My conclusion is that cultural differences may not affect unskilled working environment (like the researched warehouse operating Würth Ltd. company), as long as all the employees are treated equally. Carrying out of given duties in unskilled working place is the same in a warehouse company despite of the country of origin. The Würth Ltd. unskilled labour respondents provided evidence that equal salary, treatment, sharing of duties and other benefits could be the key to successful multicultural working environment, marketing and management. It creates harmony, kindness and friendliness in the air that I too, witnessed while walking around the building before the interview. Learning the native or working language is very important to enable communication and career progress even in Würth’s unskilled warehouse multicultural working environment, marketing and management. Researched company has 126 employees in 379 departments of which 28 are migrants from Vietnam, Morocco, Kosovo, Germany, Russia, Estonia, Egypt, Kuwait, Bangladesh, Japan and Philippines. It hired the first foreign employee in 1990 but none of foreign employees has ever been promoted. This could be a multicultural working environment dark side or failure. Multicultural marketing in Finland might not be the right strategy or solution for ambitious foreigners who are interested and looking for quick career advancements or career progress if this is the case in most of the Finnish multicultural working places. I suggests the following for future research: A deeper study on communication in a multicultural working environment: How can information be easily and successfully communicated in a working environment where employees do not share a common language. Promotions: How can foreign employees advance their career in a foreign labour market if their native language skill is below the native or required standard, but the job skills are excellent? Why Finland attracts and uses more foreigners for unskilled labour than skilled? Contribution of the study: The study offers a pattern and lays down a background for further studies on multicultural labour force. It may reduce the fear of multicultural working environment. It might help the managers and companies to overcome prejudices on cultural differences and barriers. Some organisations and networks (e.g. The Municipality of Riihimäki town, TJS ; STTK and AKAVA union education institute and Mosaiikki project sponsored by Ministry of Migration) have already copied my research interview DVD to use as a guideline for training new foreign employees and managing multicultural working environments strategies. I believe that it might help marketing managers to create better multicultural labour marketing strategies.
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50

Zaki, Hossam M. "Language as a Mediator between Home Environment and Prefrontal Functioning in Early Childhood". Thesis, Virginia Tech, 2004. http://hdl.handle.net/10919/33256.

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Abstract (sommario):
The purpose of the current study was to examine the mediating role of language in explaining the relation between home environment and prefrontal functioning. Participants were 30 children from two preschool centers (Virginia Tech Lab School and Radford Head Start Center) representing a wide range of socio-economic status. Childrenâ s working memory was assessed through performing two verbal tasks, namely the Day/Night task and the Yes/No task and a non-verbal task, the Tapping task. Language, in turn, was assessed through the Peabody Picture Vocabulary Test (PPVT-III). The criteria proposed by Baron and Kenny (1986) were followed to test for the mediational hypothesis, as well as an alternative hypothesis stating that working memory might mediate the relation between home environment and language. Results indicated that language did mediate the relation between home environment and prefrontal functioning, particularly working memory. The alternative hypothesis did not prove to be successful. Theoretical and educational implications of these findings are discussed.
Master of Science
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