No description available.

<p>En god taluppfattning är grunden till matematisk förståelse som eleven skall bygga sina kunskaper på. Utan en god grund i taluppfattning uppstår svårigheter för den undervisning som lärare vill åstadkomma i skolan. Ett vidare begrepp av taluppfattning är <em>number sense</em> som är en känsla för talens storlek och rimligheten i matematikuppgifter. Syftet är att undersöka hur lärare arbetar med matematiksvårigheter inom området taluppfattning för att utveckla elevens lärande. Undersökningen beskriver hur lärare identifierar elever i matematiksvårigheter med tanke på grundläggande taluppfattning. Detta gjordes genom kvalitativa undersökningar i form av intervjuer samt studier av åtgärdsprogram gällande hur lärare identifierar problemen. Informanterna är sex yrkesverksamma lärare med olika matematiska utbildningar inom grundskolans årskurser. Det framkom att den vanligaste åtgärden enligt åtgärdsprogram var arbete i liten grupp, vilket enligt forskning är en handling som inte gynnar eleven, om undervisningen är oförändrad. Däremot ansåg flesta lärare att den bästa metoden för att både upptäcka och avhjälpa svårigheter med taluppfattning var resonemang i matematik med eleven. Brist på resurser gjorde att detta var svårt att organisera. Lärare angav tidbrist som orsak till att kartläggningar av elevers behov saknades i de flesta underlag till åtgärdsprogram.</p>

I proffer a defense Reid’s Philosophy of Common Sense. I address the initial implausibility that greets most all of us when we stop to consider the prospects for common sense as guide to knowledge and inquiry. I argue that this initial implausibility is based upon a misapprehension of what Reid understands by common sense. I address the justification of common sense. I argue that common sense is justified, even if we cannot give a reason for it. I present an expansion and refinement of Reid’s notion of common sense as what we must take for granted.

I proffer a defense Reid’s Philosophy of Common Sense. I address the initial implausibility that greets most all of us when we stop to consider the prospects for common sense as guide to knowledge and inquiry. I argue that this initial implausibility is based upon a misapprehension of what Reid understands by common sense. I address the justification of common sense. I argue that common sense is justified, even if we cannot give a reason for it. I present an expansion and refinement of Reid’s notion of common sense as what we must take for granted.

Denna studie undersöker hur Småland fotbollsdistriktsförbund arbetar och organiserar talangverksamheten för pojkar i Småland, samt att söka klarhet i hur fotbollsinstruktörers tidigare erfarenheter och definitioner av vad som är en bra eller mindre bra fotbollsspelare påverkar deras syn på talangidentifikation och talangutveckling.   Sex semi-strukturerade intervjuer har gjorts med personer på alla de nivåer som finns i förbundet. Resultatet visar att talangprocessen fungerar som en pyramidmodell där chanserna att bli involverad i denna har ökat i och med de förändringar som gjorts under tid. Sett till hur de ser på begreppet talangidentifikation visar studiens resultat på att det handlar om hur respondenterna ser på sin omgivning, vad de anser vara bra sett utifrån deras tankar om vad som krävs för att bli en elitfotbollsspelare. Vad gäller deras syn på talangutveckling visar resultaten på att det handlar om att stötta spelarna samt hjälpa dem hitta de bästa miljöerna att utvecklas i. Enligt respondenterna är styrkan med förbundet att man har en samsyn vid olika urvalssituationer. Svagheterna är enligt respondenterna att nivån på klubblagstränare och instruktörer runt om i distriktet är för låg sett till hur mycket av spelarnas utveckling som sker där.

The purpose of this study is focus on the relationship among the sense of calling, workload and work satisfaction. Using police officers as the research subject, this study also intends to discuss the concept and the importance of the sense of calling. The results of this study show that older and married male, with longer tenure and higher ranking, seem to display higher degree of the sense of calling. Furthermore, the results also indicate that the sense of calling is positively related to work satisfaction, and surprisingly, is positively related to workload as well, which may imply the opposite sides of the influences of the sense of calling. Considering the strong link among the sense of calling, workload, and work satisfaction, it is believed that the sense of calling might play a critical role in the working context. Also, the concept of the sense of calling may differ from the previous illustration under the Chinese culture and in the specific occupational context, i.e. police; therefore, it should be worth to discuss in the future studies.

Abstract The purpose of this study was to investigate the inter-relation between sense of humor and conduct of innovation on a comparative analysis towards different personalities. The samples of this study were under the employment of 30 different public and private firms and organizations on questionnaires. The measure instruments used in this study include ¡§Multidimensional Sense of Humor Scale,¡¨ ¡§Conduct of Innovation,¡¨ ¡§Locus of Control Scales,¡¨ ¡§Type A Personality,¡¨ and ¡§Positive and Negative Affectivities Scales.¡¨ The effective samples of this study were 1213 employees. The survey was to prove that sense of humor is a predictable factor of the conduct of innovation. Also, it was to investigate if different personalities and other variables would do direct interferences to one¡¦s sense of humor, conduct of innovation and to every developing stage of the above mentioned. The variables of personality include ¡§Locus of Control,¡¨ ¡§Positive Affectivity¡¨ and ¡§Negative Affectivity.¡¨ The results of this study could be summarized as follows: 1.Sense of Humor and Conduct of Innovation are predictable. 2.¡§Locus of Control¡¨ is not an interference factor to one¡¦s sense of humor and conduct of innovation. 3.¡§Type A Personality¡¨ is an interference factor to one¡¦s sense of humor and conduct of innovation. 4.¡§Positive affectivity¡¨ is not an interference factor to one¡¦s sense of humor and conduct of innovation. 5.¡§Negative affectivity¡¨ is not an interference factor to one¡¦s sense of humor and conduct of innovation.

The purpose of this research is to describe the relative factors among motivation, professional ability and the sense of achievement for clinical nurses. The research method is the purposive sampling. The target sample is the 160 clinical nurses in a teaching hospital in Hsinchu County. The recycling effective questionnaire 145, the effective questionnaire recycling rate is 90.63%, the questionnaire information has confirmed after the return analytic method, descriptive statistics, independent-samples t-tests , ANOVA (analysis of variance)¡APearson Correlation and regression analyses, obtains the following conclusion the clinical nurses care about the inside motivation most. Among the items, educational training and communication ability are placed importance to, the research ability is the lowest. The sense of achievement is the highest and the enough authorization from the supervisors is the lowest. It appeared obvious differences among age, education level, seniority, status and departments. Inside and outside motivation affect the clinical nurses¡¦ sense of achievement. The suggestion of this research is that the supervisors should pay more attention to the design of the motivation, develop the standard scale to match the clinical nurses¡¦ motivation, the promotion system, and the educational training to increase their the sense of achievement, the caring quality and lower about turnover rate.

In a current trend of globalization and multifaceted trend of developments, a similar issue that a majority of organizations face is that their competition constantly releases new ideas and challenges. To keep up with this level of competition in the global market, an organization must also consistently churn out new innovations and creations. Human resources are an organization¡¦s greatest source of productive capital. And only with a highly innovative team of employees can an organization maintain its competitiveness. When these employees experience a high level of job satisfaction, they will be able to raise an organization¡¦s productivity, and create a positive momentum towards innovation. This study seeks to identify the relationship between an individual¡¦s sense of humor, innovation & job satisfaction. It also analyzes the forecasting reliability of an individual¡¦s sense of humor versus job satisfaction, and the mediating effect of a sense of humor towards job satisfaction. The objects of our study are domestic organizations in a questionnaire based research 1,274 questionnaires were sent out, and 1,227 completed questionnaires were received. Of this, 1,213 questionnaires were deemed usable, creating a returns ratio of 95.21%. By analyzing the questionnaires, the following conclusions were obtained. 1. A sense of humor has a positive influence towards innovation. 2. Innovation has a positive influence towards job satisfaction. 3. A sense of humor has a positive influence towards job satisfaction. 4. Using innovation as an intermediary, a sense of humor has a partial impact on the whole of job satisfaction. 5. Using innovation as an intermediary, a sense of humor has a partial impact on internal job satisfaction. 6. Using innovation as an intermediary, a sense of humor has a full impact on external job satisfaction. Based on the above, humor does have an important impact on innovation and job satisfaction. Innovation also plays an intermediary effect between humor and job satisfaction.

No description available.