O Transtorno de Déficit de Atenção e Hiperatividade (TDAH) é o distúrbio neuropsiquiátrico mais comum da infância e está entre os mais prevalentes entre escolares. O TDAH é uma condição genético neurológica, muitas vezes manifestada cedo na vida do portador, porém somente no início da escolaridade os sintomas tornam-se perceptíveis, podendo apresentar, em sua história acadêmica, o fracasso escolar, determinado por alterações na entrada da informação. Tanto o processo diagnóstico quanto o tratamento do TDAH são complexos, não só pelo caráter dimensional dos sintomas de desatenção e/ou hiperatividade, mas também pela alta frequência de comorbidades apresentadas pelos pacientes. O tratamento dos sintomas de TDAH pode melhorar a habilidade de priorizar estímulos relevantes, a memória operacional (de trabalho), o armazenamento e a recuperação do material aprendido. Atualmente, já é possível a aplicação de procedimentos de avaliação que possibilitam aos pesquisadores a verificação do uso de habilidades do processamento fonológico, como a Consciência Fonológica, a Memória de Trabalho e a Nomeação Rápida em populações de leitores proficientes ou com alterações no processo de aprendizagem na leitura. O processamento fonológico refere-se à informação fonológica recebida auditivamente, que está diretamente relacionada ao desenvolvimento da linguagem oral e da linguagem escrita em um sistema de escrita alfabética. Tendo em vista a complexidade da aprendizagem e os crescentes problemas educacionais brasileiros, percebe-se a importância deste estudo. Por meio da aplicação de instrumentos eficazes, capaz de abranger as várias habilidades envolvidas na aquisição e desenvolvimento da leitura e escrita, esteestudo busca auxiliar a avaliação e direcionar intervenções para essa população. O objetivo do presente estudo foi comparar o desempenho da leitura e escrita, assim como também os aspectos subjacentes ao desenvolvimento da leitura e escrita em escolares com TDAH e escolares com desenvolvimento típico. Participaram deste estudo 30 escolares de ambos os sexos, sendo 15 com diagnóstico de TDAH (Grupo Experimental) e 15 escolares com desenvolvimento típico (Grupo Controle), pareadas quanto ao gênero, idade cronológica, escolaridade, tipo de escola (pública ou particular). Os escolares de ambos os grupos foram submetidos à avaliação da leitura, escrita e processamento fonológico, mais especificamente a Consciência Fonológica, Acesso ao Léxico e Memória de Trabalho. Para análise estatística foram utilizados Testes t de Student e Teste não-paramétrico Mann Whitney, adotando-se o nível de significância de 5% (0,05). Os resultados evidenciaram significância na avaliação da leitura, escrita e processamento fonológico. Foi possível observar que os escolares com TDAH apresentaram um desempenho inferior nas habilidades de leitura e escrita e nos aspectos subjacentes a essas habilidades quando comparadas a crianças com desenvolvimento típico. / The Attention Deficit Hyperactivity Disorder (ADHD) is the most common neuropsychiatric disorder of childhood and among the most prevalent among students. The ADHD is a genetic neurological condition often manifested early in life of patients, but only in early schooling symptoms become noticeable, and may present in their academic record, school failure, determined by changes in input information. Both the process diagnosis and treatment of ADHD are complex, not only by the dimensional chacacter of the symptoms of inattention and/ or hyperactivity, but also by the high frequency of comorbidities presented by patients. The treatment of ADHD symptoms may improve the ability to prioritize relevant stimuli, working memory, the storage and retrieval of learned material. Currently, it is possible to apply assessment procedures that enable researchers to check the use of phonological processing skills such as phonological awareness, the working memory and rapid naming of proficient readers in populations or changes in the learning process in reading. The phonological processing refers to phonological auditory information received which is directly related to the development of oral and written language in an alphabetic writing system. Given the complexity of learning and growing Brazilian education problems, realizes the importance of this study. Throught the application of effective tools, able to cover the various skills involved in the acquisition and development of reading and writing, this study seeks to help assess and guide interventions for this population. The aim of this study was to compare the performance of reading and writing, as well as aspects underlying the development of reading and writing in children with ADHD and children with typical development. The study included 30 student of both sexes, 15 with ADHD (experimental group) and 15 students with typical development (control group), matched for gender, chronological age, education, type of scholl (public or private). The students of both groups were assessed for reading, writing and phonological processing, specifically phonological awareness, rapid naming and working memory. For statistical tests were used t Student test and nonparametric Mann- Whitney test, adopting a significance level of 5% (0,05). The results showed significance in the assessment of reading, writing and phonological processing. Is was observed that students with ADHD underperformed in the skills of reading and writing aspects underlying these skills when compared to students with typical development.

Made available in DSpace on 2016-04-28T20:19:09Z (GMT). No. of bitstreams: 1 2006-Edival Dan Junior.pdf: 825404 bytes, checksum: 886fcc294103766d329a2552875c3e61 (MD5) Previous issue date: 2006-02-11 / This work aimed to analyze the managers and employees opinions about the gains and the effectiveness of the Sistema de Gerenciamento de Pessoal - GDP (Petrobras human performance appraisal system) after four years used as a tool to implement the enterprise s strategies and to provide with information others Humans Resources process. The methodology used was a case study, by a qualitative and quantitative research on Petrobras, aiming to verify the opinions about the alignment between the individuals and the macro-targets (Mission and Vision). The work s structure has been set to identify traps and fails on human performance appraisal process. The bibliographic research have been done aiming to identify, by a comparative analyze, the different aspects and points of view of known Human Resource authors besides the opinions of the Strategic research authors. As result of this bibliographic research, it has been verified that a programmed application of a performance appraisal may contribute for strategies implementation, making competitive advantages for the company. As case study result, it was verified that the managers and employees believe is an important tool to Petrobras. However, GDP s use can be improved. It was verified, also, managers and employees identify the alignment between the individual s activities and the company s strategic objectives, reflecting the unfolding Petrobras objectives. / O presente trabalho teve como objetivo analisar as opini?es dos gerentes e dos empregados da Petrobras quanto ? efici?ncia e os ganhos gerados pelo Sistema de Gerenciamento de Pessoal (GDP) ap?s 4 anos da utiliza??o do mesmo como ferramenta para a implementa??o das estrat?gias da empresa e como gerador de subs?dios para processos de Recursos Humanos. A metodologia utilizada foi um estudo de caso atrav?s de uma pesquisa qualitativa e quantitativa aplicada na Petrobras, visando verificar as diversas opini?es dos gerentes e empregados quanto ao processo de avalia??o de desempenho e quanto o alinhamento dos indiv?duos com os macro-objetivos da organiza??o (Miss?o e Vis?o). A estrutura??o das justificativas e cr?ticas abordadas pelos respondentes pretendeu identificar pontos fortes, falhas e armadilhas na aplica??o do processo na empresa, sugerindo solu??es e melhorias para o alcance das metas planejadas. A revis?o bibliogr?fica buscou identificar, atrav?s de uma an?lise comparativa, os diferentes aspectos e pontos de vista de renomados autores da ?rea de Recursos Humanos e confront?-las com as opini?es dos autores da ?rea de Estrat?gia, objetivando formar uma cr?tica quanto ao processo. Verificou-se, confrontando as opini?es dos autores, que uma aplica??o criteriosa e programada pode contribuir para a implanta??o das estrat?gias, gerando vantagens competitivas para a empresa. Como resultado do estudo de caso, verificou-se que os gerentes e empregados da Petrobras acreditam que o GDP ? importante para a empresa, mas que sua utiliza??o pode ser melhorada. Constatou-se que os gerentes e empregados identificam o alinhamento entre suas atividades individuais e os objetivos da empresa, refletindo o desdobramento das metas organizacionais.

Made available in DSpace on 2016-04-28T18:22:48Z (GMT). No. of bitstreams: 1 Nanci de Souza Vallezi.pdf: 820933 bytes, checksum: 6e7398cf7831b92bb493a653143cb846 (MD5) Previous issue date: 2014-01-20 / Conselho Nacional de Desenvolvimento Científico e Tecnológico / The objective of this research is to evaluate the language of threat in the O Ateneu, by Raul Pompéia , from the standpoint of the Systemic Functional Grammar and its ramifications, covering Linguistics Criticism and Appraisal . The title focuses on the power relationship of Aristarco, representing the school, concerning the new student Sérgio. As I started studying some theoretical-methodology proposals of Systemic Functional Grammar, arose the curiosity to examine in the title which I already had examined from the literature point of view in my Coursework lexico-grammatical choices made by the author to emphasize the threat that involves the environment of the O Ateneu. The threat, socially defined as having strong ideological links with assessments of violence and control by the threatening, have, until recently, received little attention in academic circles. The theory states that, while there are violent ways of command linked to high levels of threat, mitigation and implicit forms are disguised or masked completely, creating an incomplete understanding of the genre. The critical analysis, relies on Systemic Functional Grammar, focusing on the system of Transitivity and Appraisal. The research aims to answer the questions: (a) which lexical- grammatical choices are made at the O Ateneu, to express a threat? (b) How can the Transitivity contribute to this expression? (c) How can the Appraisal contribute to this expression? The results show that the threat in O Ateneu, in general, happens implicitly, it means by attitude tokens, and they are perceptible to the reader due to its fit, which gives coherence to the text, and by performing the prosody throughout the narrative. In this process, Pompéia resorts to irony, that, according to critical discourse analysis, encourages readers to become aware and evaluate what would otherwise be accepted without question / O objetivo desta pesquisa é examinar a linguagem da ameaça, na obra O Ateneu, de Raul Pompéia, sob o enfoque da Gramática Sistêmico-Funcional e suas ramificações, que abrangem a Linguística Crítica e a Avaliatividade. A obra enfoca a relação de poder de Aristarco, representando a escola, em relação ao aluno novato, Sérgio. Ao entrar em contato com algumas propostas teórico-metodológicas da Gramática Sistêmico-Funcional, surgiu-me a curiosidade de examinar na obra - que já analisara do ponto de vista da literatura no meu trabalho de Conclusão de Curso - as escolhas léxico-gramaticais feitas pelo autor para imprimir o cunho da ameaça que envolve o ambiente de O Ateneu. A ameaça, sociamente definida como tendo fortes elos ideológicos com avaliações de violência e controle por parte do ameaçador, têm, até recentemente, recebido pouca atenção nos meios acadêmicos. A teoria afirma que, enquanto se têm ligado formas violentas de comando a altos níveis de ameaça, as formas mitigadoras e implícitas são disfarçadas ou completamente mascaradas, criando uma compreensão incompleta do gênero. A análise de cunho crítico, apoia-se na Gramática Sistêmico-Funcional, enfocando o sistema da Transitividade e da Avaliatividade. A pesquisa visa a responder às perguntas: (a) Que escolhas léxico-gramaticais são feitas em O Ateneu, para expressar uma ameaça? (b) De que modo pode a Transitividade contribuir nessa expressão? (c) De que modo pode a Avaliatividade contribuir nessa expressão? Os resultados mostram que a ameaça em O Ateneu acontece, em geral, de maneira implícita, ou seja, por tokens de Atitude, e são perceptíveis ao leitor devido ao seu enquadre, que atribui coerência ao texto, e por meio da realização prosódica construída ao longo da narrativa. Nesse processo, Pompéia recorre à ironia, que, segundo a análise do discurso crítica, encoraja os leitores a se conscientizarem e avaliarem o que seria, de outro modo, aceito sem questionamento

This thesis aims to explore and investigate the state of current investment appraisal practices within Libyan firms. In particular, the thesis attempts to answer four research questions: (1) How do Libyan firms appraise capital investments? (2) Do Libyan firms incorporate risk into their capital investment appraisal processes? (3) Do Libyan firms face capital rationing and, if so, is it externally or internally imposed? and (4) Does the availability of Islamic Finance affect Libyan firms' view of the capital investment appraisal process? This study is based on a qualitative empirical approach, with a subjectivist orientation but a main concern with the sociology of regulation; the interpretive paradigm is employed in this thesis. Rather than simply providing a simple description of the phenomena under investigation, the aim of this thesis is to interpret and understand the issues surrounding the problem being considered. Thus, this study seeks to establish a better understanding about the nature of the capital investment appraisal process in Libyan corporations, and how it differs across Libyan economic sectors. In order to provide evidence and contribute to our knowledge about this topic, two research methods, both compatible with the interpretive paradigm and consistent with the methodology and the researcher’s beliefs about the topic under investigation, are employed. The research methods used are: (i) a semi-structured interviews; then (ii) a questionnaire survey based upon the literature review and on the key results from (i). For the former, 20 interviews were conducted, involving two groups: firm-based interviewees (‘insiders’ working in firms) in five economic sectors with different size and ownership structures and ‘outsider’ interviewees (bankers, academics and chartered accountants). In the second phase, 45 questionnaires were collected from firms which operate in five economic sectors, again with various size and ownership patterns. The main findings indicate that non-financial criteria (e.g. political priorities, State development plan and personal experience) play a more important role than financial factors. While Libyan companies use multiple techniques to appraise capital investments, usage of discounted cash flow techniques (DCF), although increasing is not yet as high as in developed nations, with payback remaining the most popular. The evidence shows that the source of the funding (followed by project size and nature of the project, respectively) also plays a role in choosing the appraisal techniques. Typically, the process of capital investment appraisal in Libya appears to have five stages (determination of budget, research and development, evaluation, authorisation, and monitoring and controlling). Libyan firms consider the first of these as the most important stage. The majority of the respondents employ a post-audit phase of two years or less; about half the sampled firms conduct the post-audit by comparing the actual performance with the feasibility study on which the project was based. The companies consider real options when looking at flexibility, but they have no effect on the choice of the appraisal techniques or the process generally. Similarly, there are no changes in the techniques or the process when advanced manufacturing technology investments are considered. Regarding risk evaluation, this is mostly subjective although scenario analysis and sensitivity analysis are employed to some extent. Around 50% of the firms calculate the cost of capital, but most of these firms do so subjectively (e.g. via interest rate observations), while the rest use CAPM to calculate the cost of capital. Fewer than one in ten of the firms that calculate the cost of capital employ project-specific rates. The majority of the companies noted their experience of capital rationing, mostly of the external variety (primarily reflecting State actions). The majority of the firms claimed to be considering the Libyan Stock Market as source of funding, but not in the near future, essentially because of a lack of knowledge among Libyan companies about its functioning. The findings suggest that use of Islamic finance is not yet common among Libyan firms. However, two thirds of the firms suggested that they would use Islamic financial products to finance their future projects for several reasons; mainly religion, to avoid paying interest or demurrage, plus risk sharing though the use of Islamic financial products such as Musharakah. Those firms, which did not view Islamic finance positively, mentioned the incompatibility of the current products with Islamic Shariah law, suggesting that in reality they are just traditional financial products with Islamic names. Some notable differences between theory and practice emerged in this research. For instance, certain non-financial criteria (e.g. political priorities) were more important than financial factors. Relatedly, there was evidence of external interested parties such as academics seeing practice and ideals differently. This type of finding suggests a key contribution of this study as highlighting the need for contextual specificities to be carefully considered when investigating an issue as (theoretically) straightforward as investment decision-making in practice.

Les universités françaises ont fait l'objet de transformations récentes dans la continuité des réformes inspirées du New Public Management. Le déploiement d'un nouveau cadre budgétaire national (" LOLF ") puis la loi LRU (" Liberté et Responsabilité des Universités ") en 2007 ont notamment conduit à transférer aux universités de nouvelles compétences, dont la Gestion de leurs Ressources Humaines (GRH) : les enseignants-chercheurs et personnels " administratifs " (" BIATSS "). Si de nombreux travaux de recherche ont été consacrés aux premiers, les seconds ont été beaucoup plus rarement étudiés, notamment sous l'angle des politiques et pratiques de GRH qui les concernent.Réalisée dans le cadre d'une convention CIFRE avec la société Adoc Mètis, cette recherche propose d'appréhender la réalité de l'autonomie dont bénéficient les universités dans la gestion de leurs personnels BIATSS. Ce faisant, elle dresse un bilan des effets de la loi LRU en la matière, dix ans après son adoption. Plus généralement, elle peut contribuer à discuter de la réalité des transformations de la GRH publique en France, au regard du modèle promu par les réformateurs : de pratiques nationales et statutaires d'administration du personnel, il s'agit de développer une gestion locale fondée sur les métiers des agents.Menée au sein de deux universités, notre recherche s'appuie sur une étude des entretiens professionnels que passent les personnels BIATSS, au cœur des transformations voulues de la GRH publique. Aussi notre méthodologie appréhende-t-elle l'entretien professionnel comme un instrument de gestion révélateur de plusieurs processus de GRH, en lien avec les trois visées que lui confère la réglementation : appréciation d'objectifs, gestion des compétences et de la formation des agents, décisions relatives à l'avancement. Compte-tenu de telles visées, nous proposons de comprendre la perception et les utilisations de l'entretien par les personnels, à la fois à l'échelon local (au sein de quatre services) mais aussi au niveau " central " (Direction des Ressources Humaines et commissions paritaires).Nos résultats interrogent tout d'abord la cohérence de l'entretien professionnel, à la fois interne (déficit de cohérence des visées avec les modalités de l'appréciation) et externe (intégration limitée de l'entretien à la production de décisions pour lesquelles des outils spécifiques existent déjà). L'entretien apparaît comme une pince universelle de la GRH publique, ce qui contribue à expliquer ses effets parfois paradoxaux et limités vis-à-vis de ses fonctions théoriques.L'analyse des usages et utilisations de l'entretien invite à distinguer plusieurs niveaux, en commençant par un échelon national qui demeure un prescripteur fort de la GRH universitaire, par les moyens qu'il attribue aux universités et les règles qu'il produit pour organiser la gestion locale d'agents dont la plupart sont des fonctionnaires. C'est par exemple le cas s'agissant du dispositif de l'entretien professionnel en lui-même : alors que l'État entend développer l'autonomie des universités, il généralise un dispositif d'appréciation des agents, encastré dans des modalités et processus de gestion des personnels issus des règles nationales spécifiques aux corps de fonctionnaires.Au niveau local, les deux établissements développent peu de politiques et de pratiques spécifiques de GRH, y compris s'agissant de la gestion de leurs personnels contractuels. Ce constat résulte à la fois de résistances politiques internes, mais aussi des modalités complexes de production des décisions dans les organisations universitaires, où différentes logiques se confrontent quotidiennement. Ce faisant, le développement d'une gestion locale, coproduite avec les managers et fondée sur l'appréciation locale d'objectifs et de compétences, se heurte à la persistance d'une conception historique de la fonction publique. / French universities have undergone recent transformations through reforms inspired by New Public Management. The deployment of a new national budgetary framework (" LOLF ") followed by the LRU law (" Liberté et Responsabilité des Universités ") in 2007 led to the transfer of new responsibilities to universities, including Human Resources Management (HRM): researchers and "professionals" ("BIATSS"). While research work has been devoted to the former, the latter has been studied much less frequently, particularly from the perspective of HRM policies and practices dedicated to them.This research, funded through a CIFRE agreement with Adoc Mètis, aims at understanding the reality of the autonomy of French universities in managing their BIATSS staff. Thus, it takes stock of the effects of the LRU law on this matter, ten years after its adoption. More generally, it can contribute to discussing the reality of public HRM transformations in France, in the light of the model promoted by the reformers: from national and statutory personnel administration practices, the aim is to develop local management based on skills.Conducted within two universities, our research relies on a study of the appraisal interviews conducted by BIATSS staff, at the heart of the desired transformations of public HRM. Our methodology therefore considers appraisal interviewing as a management tool that reveals several HRM processes, linked to the three objectives set out by law: assessment of objectives, management of staff skills and training, and decisions about promotion. Given these aims, we propose to understand the perception and uses of interviewing by staff, both at the local level (within four departments) and at the "central" level (Directorate of Human Resources and promoting committees).Our results first of all question the coherence of appraisal interviews, both internally (lack of consistency of the targets with the assessment methods) and externally (limited integration of the interview with the production of decisions for which specific tools already exist). The interview appears to be a universal clamp of public HRM, which helps explain its sometimes paradoxical and limited effects with regard to its theoretical functions.The analysis of the uses of appraisal interviews suggests that a distinction should be made between several levels, starting with a national level which remains a strong prescriber of university HRM, through its funding to universities and the rules it produces to organize the local management of agents, most of whom are national civil servants. This is the case, for example, with regard to the appraisal interview system itself: while national government intends to develop the autonomy of universities, it is generalizing a system for the appraisal of staff, embedded in procedures and processes for the management of staff stemming from national rules specific to civil servants' bodies.At the local level, both institutions have few specific HRM policies and practices, including the management of their contractual staff. This observation is the result of both internal political resistance and the complex ways in which decisions are produced within university organizations, where different logics confront each other. In so doing, the development of local management, co-produced with managers and based on the local appreciation of objectives and skills, comes up against the persistence of an historical conception of the public service.

The focus of this study is the phenomenon of beginning teacher competence. In Queensland, the context for the research presented here, the competence of beginning teachers is appraised by their supervisor (usually the principal) at the end of their first year of full-time employment. This appraisal is conducted on behalf of the Queensland Board of Teacher Registration and a positive outcome enables beginning teachers to achieve full teacher registration. Although there exists research suggesting that principals bring to the appraisal process their conceptions of competence, there is a dearth of knowledge about beginning teachers' conceptions of their own teaching competence. The research presented here adds to the debate about competence by including the voice of the beginning teacher. This focus, located within the context of local issues, is used to explore important themes that are relevant to other systems of beginning teacher appraisal. The selection of phenomenography as the research approach adopted for this study is based on its appropriateness to the investigation of a phenomenon such as competence. Phenomenography aims to describe, analyse and understand the ways in which people experience aspects of the world around them. The point of departure that sets apart this approach from many others, is the principle that phenomenography seeks to investigate neither the phenomenon, nor the people who experience the phenomenon, but the relation between the two. The results of a phenomenographic study are presented as a description of all of the possible conceptions that a specific group can have about a particular phenomenon. For the research presented here, eighteen beginning teachers were interviewed individually in order to identify and describe the variation in their conceptions of competence. Research participants representing State, Catholic and Independent school systems were drawn from preschools, special, primary and secondary schools of one provincial city, in one regional area of South East Queensland. Two major outcomes emerged from the research presented here. Firstly, beginning teachers were identified as experiencing competence in a number of ways. Although these conceptions were varied, their number was quite limited. Six distinct conceptions of beginning teacher competence were identified, with a further finding that individual beginning teachers were not limited to one conception, but conceived of competence in multiple ways. Because the relational nature of competence demands that it be investigated within the context in which it is experienced, this study also identified five different approaches to competence appraisal, as understood by the beginning teachers who had undergone the appraisal process. Comparisons of both conceptions of competence and approaches to appraisal were then compared to existing research in this area. This thesis presents an alternative view of competence and appraisal that may be used to further develop the process of appraisal and indeed, the professional development of beginning teachers.

Performance appraisal has been well established as an important management tool for improving individual and organisational performance, and has attracted considerable research interest over the past fifty years. Many previous studies of performance appraisal have been conducted either in laboratory settings, or have tended to focus narrowly on raters and/or the appraisal process, or of necessity have excluded from consideration the group dynamics prevalent in large organisations. Additionally, although it has long been recognised that the purpose of performance appraisal can affect ratings, little appears to have been done in situ on performance appraisal as a part of a complex personnel management system. One consequence of this approach has been a degree of uncertainty on the utility of laboratory and other findings to working appraisal systems. Moreover, previous examinations have focused on civilian organisations even though military organisations have an equally long history of using performance appraisal for a range of purposes. Using a sample (N = 577) of senior air force officers from three adjacent rank levels, this study examined the relationships between performance appraisal rating leniency, the perceived causes of leniency, and two personnel selection processes based on appraisal data. Rating leniency was perceived to be widespread, and was found to be associated with a lack of confidence (or mistrust) in several aspects of the performance appraisal system and related officer selection processes. While officer groups did not show any practically significant differences in perception of the prototype of the ideal commander (the leader), raters used a range of prototypes for estimating officers' promotion potential and suitability for command. Officers from one employment specialisation tended to stand apart in their view of the appraisal system and personnel selection processes, and the lower ranking officers surveyed tended to be more critical of the performance appraisal system and selection processes than were the higher ranking officers. In terms of selection process outcomes, 21.7% of officers were not satisfied with the management and leadership style of their commander, and officers at the lower organisational levels were found to be significantly (p<.005) more satisfied with their commander that those at the highest level. Satisfaction was found to be predicted by a multiple regression equation (R2=.72, p<.001), with the elements of the equation reinforcing the importance of a human-relations orientation for effective leaders. This study suggests that the behaviour of a working performance appraisal system can be predicted by established theory and that a model of system effectiveness may be possible, embracing rating errors, rating format, reliability factors (such as dyadic quality and period of observation), criterion validity of the appraisal instrument, and rater trust in the system. Additionally, this study suggests that upwards appraisal may be a useful input to the process for selecting leaders, if only to indicate which appraisal dimensions are perceived by subordinates to be important.

This research explores the responses of eleven teachers, drawn from teaching, managerial, policy, and union levels, to their involvement in the development and implementation of Teacher Review and Development (TRAD) and Individual Development Plans (IDP). Through a case study methodology that uses a phenomenological approach, this research found that TRAD and IDP had little credibility as tools of teacher development or appraisal for teachers because of a range of complexities that included the politicisation of the processes, a lack of financial and resource support, and varied quality control measures. The research elicited a list of criteria for successful design and development of appraisal processes. These are detailed in Chapter Five of the thesis. They are rigorous monitoring and modelling of the processes, clear goals with stated end dates and recognition for involvement, appraisal that is integrated in existing work practices and based on shared understandings of work value, the provision of resources and time targeted at the appraisal process, a commitment to identifying and acting on inefficiencies, appraisal that is focused on teacher development and not directly linked to salary "reward". The research concludes that authentic teacher review and development will not take place until teachers themselves take on the responsibility, as a professional group, external to their employer, for the design of teacher review and development.

<p><strong>Syfte:</strong> Vi ska analysera hur fastighetsmäklare värderar småhus och hur de använder sig av taxeringsuppgifter, det vill säga de egenskapsuppgifter om tomtmark och småhus som samlats in vid fastighetstaxeringen från fastighetsägarna. Vi ska även sammanställa en modell över de faktorer som har central betydelse vid uppskattning av marknadsvärdet.</p><p><strong>Metod: </strong>En kvalitativ metod har använts där vi genomfört personliga intervjuer med fastighetsmäklare. Teorin baseras på relevant litteratur, vetenskapliga artiklar och elektroniska källor. Empirin redovisas genom en kategorianalys.  </p><p><strong>Resultat & slutsats: </strong>Vi har kommit fram till att fastighetsmäklare med erfarenhet inte följer de steg som teorin tar upp vid fastighetsvärdering. Egenskapsuppgifterna från fastighetstaxeringen används endast som grundläggande information på grund av att de inte är helt tillförlitliga uppgifter.</p> / <p><strong>Aim:</strong> In this thesis we analyze how real estate agents value small houses in Gävle. In addition, we examine how property information from property taxation is used in real estate appraisal. We will also present a model of the factors that are essential in the estimation of market value.</p><p><strong>Method:</strong> A qualitative approach was used in which we conducted personal interviews with real estate agents. The theory is based on relevant literature, scientific articles and electronic sources. Empirical data reported by a category analysis.</p><p><strong>Result & Conclusions: </strong>We have found that experienced real estate agents do not follow the steps of the theory when valuating property. Property information provided by property taxation is not completely reliable and is used only as basic information.</p>

<p>Medarbetarsamtal är en form av samtal på individnivå. Samtal kan vara en viktig arbetsform även för hälsopedagoger som arbetar med människor på individnivå. Att veta hur pedagogiken kan användas i samtal för att påverka individer blir därmed en stor tillgång.</p><p>Undersökningen syftar till att ta reda på om och i sådana fall hur pedagogiska ledare använder sig av pedagogik i medarbetarsamtal.</p><p>Uppsatsen bygger på en kvalitativ ansats och den metod som har använts är intervju. Fyra intervjuer har genomförts med en urvalsgrupp bestående av personer med pedagogisk högskoleutbildning och som arbetar som ledare på en pedagogisk arena.</p><p>Resultatet visade att medarbetarsamtalen till stor del är baserade på utveckling och utvecklingsinriktat lärande. Reflektion ses som det viktigaste verktyget man som pedagog har i samtal som syftar till utveckling hos en annan individ. Reflektionen kan leda till förståelse och därmed utveckling som kan leda till ytterligare reflektion och vidare utveckling. De tre begreppen reflektion, förståelse och utveckling utgör tillsammans en form av helhet.</p>