Stress hör till vårdpersonalens vardag och talangen att hantera stress är en lämplig egenskap för ett bra vårdarbete. Undersökningens syfte var att beskriva hur utländska läkare upplever stress på arbetsplasten i sammanhang med språkbarriärer, kommunikationssvårigheter och kulturskillnader samt hur dessa svårigheter påverkade deras arbetsförande och privatlivet. Via sju intervjuer granskades läkares tankar, kunskaper och upplevelser och resultatet visade att dålig kommunikation och okunskap från patienter och kollegor hade en negativ påverkan på stressnivån i arbetet. Medan otillräckliga språkkunskaper i svenska uppfattades som ett stort hinder av informanterna. Resultatet visade även att socialt stöd och hjälp från kollegor och ansvariga chefer saknades vilket påverkade informanternas privatliv i form av försämrat självförtroende och minskad energi under ledig tid. Ett par förslag på förbättring för att minska stressnivån på informanternas arbetsplatser ges i slutet.

This is a study about hiv/aids communication between low- and non-educated women andhiv/aids organisations in Uganda. The purpose of the thesis is to define potential disturbance inthe communication using three organisations and 9 women as examples. The research is made with qualitative methods and most of the data is collected through field studies and group interviews. The result of the study is that there are a lot of disturbance causing problems in the communication between the women and the organisations. Most of the disturbances can be connected to the women’s limited access to media exposure. It is also a problem that the interviewed women are more or less isolated in their villages, which mean they are directly excluded from all the information activities placed on billboards, posters, fairs, and events thattake place in the city centre or elsewhere. Even though there are a lot of community based information activities arranged by the organisations, these women will not be reached since most of the activities take place in schools where they don’t have access.The poor level of education results in two problems, first, the women cannot read and will therefore not access any print material and second, their English skills are not good enough to understand the meaning of the majority of the information material.It is pointed out that all disturbances are not communication problems. One of them is the gender inequality in Uganda. The gender roles and structures are too unequal and dominating that even if the women, despite all disturbances, receive information it is often impossible for her to implement the knowledge without consensus from her man.

Bakalauro darbe nagrinėjamos aktyvumo ir dėmesio sutrikimą turinčių mokinių bendravimo problemos. Bakalauro darbo tikslas - išnagrinėti aktyvumo ir dėmesio sutrikimą turinčių mokinių bendravimo problemas patiriamas mokykloje. Anketinės apklausos metodu tirta mokinių nuomonė apie mokyklą ir savijautą joje, buvo siekiama išanalizuoti mokinių bendravimo problemas. Apklausiant pedagogus, siekta nustatyti pedagogų reakcijas į nepageidaujamą mokinių elgesį, jų tarpusavio bendravimo su aktyvumo ir dėmesio sutrikimų turinčių vaikų ypatumus, efektyviausias nepageidaujamo elgesio valdymo priemones.Tyrimo metu nustatyta, jog aktyvumo ir dėmesio sutrikimų turintys mokiniai nesijaučia turintys didelių bendravimo problemų. Bendravimą su mokytojais jie vertina teigiamai, labiausiai jie nerimauja, kai reikia pradėti pokalbį ar išsakyti savo nuomonę, nes mano, kad jų niekas nesupranta. Bendraudami su bendraklasiais, jie jaučia kitų mokinių nenorą bendrauti ir mano, jog su jais sutaria tik kai aktyvumo ir dėmesio sutrikimą turinčių mokinių elgesys būna geras. Daţniausia mokinių nesutarimų su bendraamţiais prieţastis yra patyčios. Dauguma mokytojų neturi neigiamo poţiūrio į aktyvumo ir dėmesio sutrikimų turinčius mokinius. Bendravimo su mokiniais, turinčiais aktyvumo ir dėmesio sutrikimą, nesklandumus mokytojai sprendţia pozityviomis priemonėmis, o efektyviausios, mokytojų teigimu, elgesio valdymo priemonės – pokalbiai su tokiais mokiniais ir nuolatinis mokinių uţimtumas. / In the bachelor work were analysed pupil with attention deficit hyperactivity disorder communication problems having at school. Work purpose – to find out pupils with attention deficit hyperactivity disorder communication problems at school. The biggest part of schoolteachers do not have negative view to pupils with attention deficit hyperactivity disorder. Because of pupils negative behaviour, shoolteachers solve communication problems by positive methods. Most effective methods of behaviour control – conversations and full employment.

Syftet med föreliggande kvalitativa studie var att undersöka hur sändares kommunikation av återkoppling till mottagare upplevdes av sändare respektive mottagare. Undersökningsgruppen bestod av åtta deltagare tillhörande två undergrupper, fyra sändare och fyra mottagare där varje sändare hade en arbetsmässig koppling till en av mottagarna. Fokus låg på deltagarnas subjektiva upplevelser av återkopplingssituationer i arbetet och utgick från tre teoretiska teman; kanal, innehåll och tydlighet. Det insamlade materialet analyserades genom en hybrid av deduktiv och induktiv tematisk analys. Resultatet visade att både sändare och mottagare av återkopplingen upplevde den fysiskt närvarande kanalen som den starkaste, effektivaste och mest förekommande. Sändarna upplevde att de gav en mer innehållsrik och frekvent förekommande återkoppling än vad mottagarna upplevde att de fick. Mottagarna upplevde återkopplingen som tydligast när sändarna använde sig av ett beskrivande underlag. / The objective of this qualitative study was to examine the experience of the transmitter and the receiver of the given communicated feedback from transmitter to receiver. The interview participants consisted of eight participants belonging in two subgroups, four transmitters and four receivers where each transmitter had a workwise connection to one of the receivers. The focus of this study was on the participants subjective experiences in feedback situations at work and based on three theoretical themes; channel, content and clarity. The results were analyzed by a hybrid model of deductive and inductive thematic analysis. The result showed that both the transmitter and the receiver experience the physical presence as the strongest, most effective and most occurring channel. The transmitters felt that they provided a more comprehensive and a more frequent feedback than the recipients felt that they got. The receivers perceived feedback as most clear when the transmitters used a descriptive foundation during feedback situations.

Estando há dois anos inserida no ambiente organizacional da empresa PI Acessórios LTDA, foi possível perceber problemas de comunicação interna, tais como: informações que se perdiam, assuntos não resolvidos, problemas de relacionamento, fofocas, ruídos na comunicação, clima organizacional tenso, dúvidas nas tarefas de cada um e problemas na produção. Por isto, a pesquisadora escolheu propor um plano de comunicação interna para a empresa. Por plano de comunicação interna entenda-se uma ferramenta estratégica de compatibilização dos interesses dos empregados e da empresa, por meio do estímulo ao diálogo, à troca de informações e de experiências e à participação de todos os níveis. Para direcionar a pesquisa foram escolhidos seis fatores principais relacionados ao plano de comunicação, com base no estudo da International Association of Business Communicators (IABC): Liderança, Comunicação, Motivação, Gerenciamento, Mensuração e Feedback. Um plano de comunicação interna provê a organização com uma direção clara e coordenação dos processos, estabelece uma estrutura de trabalho, deixa explícito quem é responsável por cada função, define orçamentos e cronogramas e cria um benchmark para a mensuração de resultados. Garante também que se tenha o maior impacto possível com o orçamento disponível. Para tanto, a comunicação interna deve ser entendida de forma integral, permeando todas as ações organizacionais, viabilizando de maneira permanente a construção de sua cultura e identidade, e marcando um estilo próprio e suas formas de projetar-se exteriormente (a construção de sua imagem). A comunicação interna é um meio para desenvolver a empresa. É necessário que as informações sejam tratadas como um ativo (que tem que ser gestionado) e um recurso (que tem que ser aproveitado). Ela permite criar um clima de confiança, motivação, relacionamento e comunicação por parte dos colaboradores dentro da empresa. Assim, foi realizado um estudo de caso de natureza qualitativa e descritiva, por meio de uma pesquisa aplicada a todos os funcionários como também para a direção, observações, e-mails, conversas informais, skypes. O resultado do levantamento evidenciou e analisou os seis fatores acima relacionados a fim de que os funcionários se envolvam e participem ativamente na organização, bem como demonstrou a real necessidade da criação de um plano de comunicação interna na empresa. Sendo assim, o plano de comunicação interna proposto será avaliado e aplicado a partir dos resultados mensurados conforme a pesquisa aplicada e conforme a aprovação do cronograma. / Being two years ago inserted in the company's organizational environment PI Accessories LTDA, it was revealed internal communication problems, such as information that is lost, unresolved issues, relationship issues, gossip, noise in communication, tense organizational climate, doubts in each task and problems in production. Therefore, the researcher chose to propose an internal communication plan for the company. For internal communication plan is meant a strategic tool for aligning the interests of employees and the company, through the stimulus to dialogue, exchange of information and experience and participation at all levels. To direct the research were chosen six main factors related to the communication plan, based on the study of the International Association of Business Communicators (IABC): Leadership, Communication, Motivation, Management, Measurement and Feedback. An internal communication plan provides the organization with a clear direction and coordination of procedures, establishes a framework, makes it clear who is responsible for each function, set budgets and schedules and creates a benchmark for measuring results. It also ensures that it has the greatest possible impact with the available budget. Therefore, internal communication must be understood fully, permeating all organizational actions, enabling permanently the construction of their culture and identity, and scoring an own style and ways of projecting outwardly (building your image ). Internal communication is a means to develop the company. It is necessary that the information is treated as an asset (which has to be gestionado) and a resource (which has to be used). It allows you to create a climate of trust, motivation, relationship and communication by employees within the company. Thus, we conducted a case study of qualitative and descriptive nature, through a survey applied to all employees as well as to the direction, comments, emails, informal conversations, Skypes. The result of the survey showed and analyzed the six factors listed above in order that the employees involved and actively participate in the organization and demonstrated the real need to create an internal communications plan in the company. Thus, the proposed internal communication plan will be evaluated and applied from the results measured as applied research and according to the approved schedule.

Business organizations disclose financial Information to a wide range of audiences through the medium of audited financial statements. Distinct classes of readers come in contact with these statements—each reader possessing varying degrees of financial expertise. Readers as "semantic reactors" develop their own expectations and interpretations of the messages management and the auditor are attempting to convey. In the process, many readers look upon the auditor's report as a "symbol" or seal of approval. The purposes of this study were to assess the role that communication theory plays In the auditor's attestation, to examine the perceived communication effects of the expanded auditor's certificate versus the current auditor's certificate, and to recommend ways in which communication problems can be dealt with more effectively. It was concluded that a communication problem does exist in relation to the auditor's report, and communication theory can play a distinctive role in reducing the magnitude of this problem. The profession should continue to seek answers as to the proper role of the auditor and management in relation to audited financial statements, as well as to settle the question concerning whom the statements are intended to serve.

Estando há dois anos inserida no ambiente organizacional da empresa PI Acessórios LTDA, foi possível perceber problemas de comunicação interna, tais como: informações que se perdiam, assuntos não resolvidos, problemas de relacionamento, fofocas, ruídos na comunicação, clima organizacional tenso, dúvidas nas tarefas de cada um e problemas na produção. Por isto, a pesquisadora escolheu propor um plano de comunicação interna para a empresa. Por plano de comunicação interna entenda-se uma ferramenta estratégica de compatibilização dos interesses dos empregados e da empresa, por meio do estímulo ao diálogo, à troca de informações e de experiências e à participação de todos os níveis. Para direcionar a pesquisa foram escolhidos seis fatores principais relacionados ao plano de comunicação, com base no estudo da International Association of Business Communicators (IABC): Liderança, Comunicação, Motivação, Gerenciamento, Mensuração e Feedback. Um plano de comunicação interna provê a organização com uma direção clara e coordenação dos processos, estabelece uma estrutura de trabalho, deixa explícito quem é responsável por cada função, define orçamentos e cronogramas e cria um benchmark para a mensuração de resultados. Garante também que se tenha o maior impacto possível com o orçamento disponível. Para tanto, a comunicação interna deve ser entendida de forma integral, permeando todas as ações organizacionais, viabilizando de maneira permanente a construção de sua cultura e identidade, e marcando um estilo próprio e suas formas de projetar-se exteriormente (a construção de sua imagem). A comunicação interna é um meio para desenvolver a empresa. É necessário que as informações sejam tratadas como um ativo (que tem que ser gestionado) e um recurso (que tem que ser aproveitado). Ela permite criar um clima de confiança, motivação, relacionamento e comunicação por parte dos colaboradores dentro da empresa. Assim, foi realizado um estudo de caso de natureza qualitativa e descritiva, por meio de uma pesquisa aplicada a todos os funcionários como também para a direção, observações, e-mails, conversas informais, skypes. O resultado do levantamento evidenciou e analisou os seis fatores acima relacionados a fim de que os funcionários se envolvam e participem ativamente na organização, bem como demonstrou a real necessidade da criação de um plano de comunicação interna na empresa. Sendo assim, o plano de comunicação interna proposto será avaliado e aplicado a partir dos resultados mensurados conforme a pesquisa aplicada e conforme a aprovação do cronograma. / Being two years ago inserted in the company's organizational environment PI Accessories LTDA, it was revealed internal communication problems, such as information that is lost, unresolved issues, relationship issues, gossip, noise in communication, tense organizational climate, doubts in each task and problems in production. Therefore, the researcher chose to propose an internal communication plan for the company. For internal communication plan is meant a strategic tool for aligning the interests of employees and the company, through the stimulus to dialogue, exchange of information and experience and participation at all levels. To direct the research were chosen six main factors related to the communication plan, based on the study of the International Association of Business Communicators (IABC): Leadership, Communication, Motivation, Management, Measurement and Feedback. An internal communication plan provides the organization with a clear direction and coordination of procedures, establishes a framework, makes it clear who is responsible for each function, set budgets and schedules and creates a benchmark for measuring results. It also ensures that it has the greatest possible impact with the available budget. Therefore, internal communication must be understood fully, permeating all organizational actions, enabling permanently the construction of their culture and identity, and scoring an own style and ways of projecting outwardly (building your image ). Internal communication is a means to develop the company. It is necessary that the information is treated as an asset (which has to be gestionado) and a resource (which has to be used). It allows you to create a climate of trust, motivation, relationship and communication by employees within the company. Thus, we conducted a case study of qualitative and descriptive nature, through a survey applied to all employees as well as to the direction, comments, emails, informal conversations, Skypes. The result of the survey showed and analyzed the six factors listed above in order that the employees involved and actively participate in the organization and demonstrated the real need to create an internal communications plan in the company. Thus, the proposed internal communication plan will be evaluated and applied from the results measured as applied research and according to the approved schedule.

La gestión comunicacional es transmisora de mensajes y generadora de imágenes en los diferentes públicos de la sociedad. Sean personas naturales o jurídicas (organizaciones), la comunicación parte necesariamente de la existencia de una base común: la identidad. La identidad corporativa, entendida como el conjunto de elementos empresariales, organizacionales, operacionales y de comportamiento compartidos por los miembros de una institución tiene que administrarse, pues solo con esta labor es que adquiere y genera valor; es decir, cumple su labor de activo intangible. Contrariamente, la ausencia de gestión permite la aparición de un fenómeno frecuente, pero hasta ahora no conceptualizado: la dispersión. El presente trabajo propone un marco teórico en torno a lo que es, cómo se genera y algunas formas en las que se presenta la dispersión de la identidad corporativa, situaciones de las cuales se derivan una serie de problemas comunicacionales y organizacionales que, de no haber una intervención para su solución, pueden convertirse en fallas estructurales que afectarían tanto el desarrollo como las actividades de la organización. / Communicational management is a message transmitter and image generator in the different publics of society. Whether natural or juridical persons (organizations), communication necessarily starts from the existence of a common basis: identity. Corporate identity, understood as the set of business, organizational, operational and behavioral elements shared by members of an institution has to be managed, because only with this work is it acquires and generates value; That is, it fulfills its work as an intangible asset. Conversely, the absence of management allows the appearance of a frequent but not yet conceptualized phenomenon: dispersion. The present work proposes a theoretical framework around what it is, how it is generated and some forms in which the dispersion of the corporate identity is presented, situations from which a series of communicational and organizational problems are derived that, had there not been an intervention for its solution, can become structural failures that would affect both the development and the activities of the organization.

As we are currently in the information age, people expect access to information to exist by default. In order to facilitate the communication of knowledge, efficient networks must be built. In particular, the networks must be built satisfying some constraints while minimizing cost or time. These constraints often make these problems NP-hard. In this thesis, we investigate two different sets of problems: communicating information quickly and building cheap networks. In the communication problems, the goal is to minimize the number of rounds of communication. In the network design problems the goal is to construct a network of minimum cost.

Syftet med föreliggande studie var att undersöka upplevelsen av kommunikation samt olikheter i förväntan mellan avdelningschefer och medarbetare inom vården. Fyra vårdenhetschefer och fyra medarbetare inom Region Gävleborg intervjuades, varpå en induktiv tematisk analys resulterade i tre teman: Att nå fram med budskapet, samhörighet mellan chefer och medarbetare, samt medarbetarskap. Både chefer och medarbetare ansåg att en god kommunikation var av stor vikt för en välmående arbetsplats. Cheferna upplevde svårigheter i att nå ut till samtliga medarbetare, och därför ansågs det viktigt att individanpassa kommunikationen. Samhörighet mellan chefer och medarbetaren ansågs generera gemenskap och delaktighet, vilket gynnar kommunikationen. Medarbetarna upplevde otydlighet kring sitt ansvar för kommunikationen gentemot chefen. Ett förtydligande av medarbetarnas ansvar efterfrågades av både chefer och medarbetare. Att tydliggöra både medarbetares och chefers ansvar, skyldigheter, rättighet och förväntningar tordes kunna underlätta kommunikationen parterna emellan. / The purpose of the present study was to investigate the experiences of communication as well as differences in expectations between department heads and employees in health care. Four managers and four employees in the region of Gävleborg were interviewed, and an inductive thematic analysis resulted in three themes: To reach out with the message, cohesion between managers and employees, and employeeship. Both managers and employees believed that good communication is of great importance for a healthy workplace. The managers experienced difficulties in reaching out to all employees, and stressed the importance of personalizing the communication. Cohesion between managers and employees was considered to generate fellowship and participation, which benefits the communication. Employees experienced ambiguity about their responsibility for communication with the managers. A clarification of employee responsibility was requested by both managers and employees. Clarifying the responsibilities, obligations, rights and expectations of both employee and managers may facilitate the communication between the parties.