<p><p> </p></p><p>This thesis is based upon the assumption that in Swedish school today it is a wide gap regarding the information flow when pupils are switching school. This was one of the reasons Skolverket published a report clearly stating that this is the case. The purpose of this thesis is to examine and describe how teachers are working in a teacher team at transitions to see and understand what their work may mean individually, in a group and to the school as an organisation. The questions at issue is to see how the teachers cooperate during transitions and how they notice students in need of extra support and students level of knowledge during transitions. The two last questions at issue is first to see how teachers approach parent’s expectations on the school and the teachers, secondly it is to examine what implications their work will have on the school. The examined group is a teacher team in an independent school working in grade seven. The school has the grades six to nine. The result was achieved through two qualitative interviews and six qualitative questionnaires in order to describe the informants experience as good as possible. The analysis is based upon two concepts: organisational learning and reflection as a collective process and how these concepts are dependant on the other. The main points of the analysis show how important the teacher team’s work is to both the individual and the organisation’s competence and learning development. It also shows how it helps the pupils to get a smooth transition even though the lack of information teachers has to deal with when the new pupils arrive.</p>

<p>Background: Triage is the sorting of patients according to the severity of medical assessment. Triage has a long history of use in Anglo-Saxon countries but is a fairly new method in Sweden. Researchers have described the Manchester triage group method (MTS) and a literature review of the concept; working contentment and competence focusing on triage. Aim: The ambition with this study was to describe a number of triage nurses working conditions. The research questions were; working with MTS- does it bring work contentment? What kind of competence is needed? Method: Data was collected from 74 triage nurses by a questionnaire containing 37 questions and two questions provided the nurses the opportunities to describe their triage experiences. Findings: The nurses found their job interesting and stimulating, but some reported unsatisfactory work environment due to lack of education, competence, support and high work load. The informants ask for more education; to solve and discuss patient scenarios and to participate in the developing of MTS. Sixty-three percent thought MTS was a difficult method with some disadvantages. The majority found triage to be a nurse task.</p>

<p>Kärnkompetens kan ses som en av de mest centrala delarna av ett företag och insikt i detta är vad som bidrar till tillväxt, dominans och mästerskap. Vi likställer i denna uppsats kärnkompetens med överlägsen förmåga eller överlägset kunnande. I detta arbete försöker vi utreda vad som är Apotekets kärnkompetens. Med hänsyn till vad som definieras som Apotekets kärnkompetenser undersöker vi dessa närmare för att kunna prognostisera effekterna av den stundande omregleringen.Vi har genom att granska Apoteket och genomfört intervjuer på ledningsnivå identifierat tre möjliga kärnkompetenser:</p><p>•    Den farmaceutiska kompetensen i kundmötet</p><p>•    Kompetensen bakom kvalitetssäkringen av Apotekets egna varumärken</p><p>•    Apotekets varumärke</p><p>Slutligen diskuterar vi vilka effekter omregleringen kommer att ha på de tre kärnkompetenserna som vi identifierat. Vi kan konstatera att den farmaceutiska kompetensen i kundmötet troligtvis inte kommer att uppfylla de kriterier som våra valda teorier ställer på begreppet kärnkompetens. Kompetensen bakom kvalitetssäkringen av Apotekets egna varumärken samt Apotekets varumärke kommer förmodligen även efter omregleringen att kunna klassas som kärnkompetenser.</p>

Thesis (Ph. D.)--Ohio State University, 2006. / Title from first page of PDF file. Includes bibliographical references (p. 166-172).

Traditional methods of oocyte selection for in vitro studies have proven inefficient with respect to achieving a level of predictability for competency. In this study, a novel method of oocyte selection was implemented that identified a relationship between oocyte morphological parameters (as defined by a ratio of a shape factor (SF) to average fluorescence intensity (AFI) and AFI, followed by in vitro fertilization (IVF) and in vitro culture (IVC) using the Well of Well (WOW) method to evaluate oocyte competency. Specifically, we used non-cytotoxic fluorescent molecular probes and multiphoton microscopy to non-invasively characterize spatial localization and functional activity of mitochondria, mitochondrial membrane potential (Δψm), and intracellular calcium activity ([Ca2+]i) using rhodamine 123, JC-1 and Fluo-4, AM, respectively in bovine and canine in vitro matured (IVM) oocytes. Comparison of morphological grading with fluorescence intensity yielded similar trends between all grades of oocytes for both species with no visually obvious, distinct characteristic staining that would permit classification of each oocyte as a specific morphological grade. Our studies confirmed that oocyte mitochondria were homogeneously distributed but primarily localized to the peri- and sub-cortical regions of the oocyte at MII stage for both species. Further, heterogeneously polarized mitochondria were localized to the peri- and sub- cortical regions of the oocyte for both species. In bovine oocytes labeled with Fluo-4, AM, levels of [Ca2+]i were either unremarkable, or very low and limited to the peri-cortical areas, just beneath the oolema. For canine MII stage oocytes, levels of [Ca2+]i were within the same range of AFI as bovine. Ranges of fluorescence intensity compatible for optimal embryo development for bovine and optimal fertilization for canine oocytes were 30-300 and 20-35, and 20-30 and 20-25.5 for rhodamine 123 and Fluo-4, AM, respectively. The optimal range for bovine oocytes imaged with JC-1 was 1.25-2.25 and <6 for canine.

Our research focuses on the negative relationship between the two fundamental dimensions of social perception, warmth and competence. Specifically, we examine antecedents and consequences of what has been called the compensation effect, i.e., perceivers’ tendency to differentiate two social targets in a comparative context on the two fundamental dimensions by contrasting them in a compensatory direction. In order to present our theoretical background and highlight the relevance of our empirical research, the first chapter of this theoretical part reviews the research that has identified competence and warmth as the two fundamental dimensions of social perception, and the second chapter reviews how these two dimensions have been used in social psychology. In the third chapter, we review the work that has concentrated on the properties of these two dimensions. And in the fourth and final theoretical chapter, we present recent research that has tested the compensation effect empirically and that constitutes the starting point of the present endeavor. In the experimental part, our ambition has been to get a better understanding of the compensation effect. In Chapter 5, we identify a necessary condition of the emergence of a compensation effect, namely that it is observed on the two fundamental dimensions of social perception, not on any given pair of dimensions. In three experiments we first replicate the compensation effect on the two fundamental dimensions, then we show that if the unmanipulated dimension is not one of the two fundamental dimensions, then a halo effect is observed when a compensation effect would have been observed with the fundamental dimensions. In Chapter 6, we show how the compensation effect affects social perception beyond impression formation. We do so by showing a compensation effect on indirect measures. In the Chapter 7 we test two original predictions based on the compensation effect. First we predict and find that context can affect the ratings of a specific group in a compensatory way. And we show that the compensation effect can be found on mean ratings, and at the correlational level. Second we predict and show that the compensation effect will lead to more differenciated judgments of groups that have a compensatory profile than those that have a halo profile. This is a doctoral thesis based on a series of articles. Therefore we ask the reader to understand that there will be redundancies in the five theoretical introductions of the articles and a number of cross references.

According to the new German defense policy concept, the German armed forces can be deployed abroad in multinational operations to establish security and to manage the aftermath of conflict in crisis areas. This paper investigates different aspects, resulting prospects and consequences connected with this challenge. It focuses on the meaning of intercultural competence with respect to the primary objective of Germany´s foreign deployment policy to achieve sustained, comprehensive and integral crisis prevention, and to generate peace in the 21st century.

This thesis deals with the development of the competence tocreate assembly efficient products. The assembly-relatedknowledge that is resident within an organisation is ofinestimable value and should be used, refined and developed inorder to obtain assembly efficient products. The question ishow competence development can be promoted organisationally.This thesis has adopted the working hypothesis thatmodularisation promotes competence in the development ofassembly efficient products. This position is based on theliterature regarding competence development,competence-promoting organisations, and concurrentengineering. The empirical research reported in this thesis is along-term case study carried out at Volvo Car Corporation. Inthe licentiate thesis that preceded this doctoral thesis, itwas suggested that assembly work should be based on modules.The further topics researched in this thesis includeexamination of a modularisation process, examination of thecommunication interface between the assembly organisation andthe product development organisation, the effects ofmodularisation on the assembly process, and an investigation ofthe development of two assembly efficient products. The product of the research is a model representing theorganisational prerequisites for developing competence in thecreation of assembly efficient products. The key elements inthe model are a transparent organisational structure, clearintention in the organisation, and accommodation ofcross-functional exchange. Modularisation is a means ofcreating a transparent organisational structure that makes itpossible for members of the organisation to understand thecontext in which they work, which is a basic requirement fordeveloping competence. A structure for cross-functionalcooperation should be put in place to facilitatecross-functional exchange and learning. To succeed indeveloping assembly efficient products, an organisation mustalso clear signal that this is its intention. Visions, goalsand strategies must express this ambition. Only then will themembers of the organisation have the mindset that enables themto use their full potential to develop competence in creatingassembly efficient products. <b>Keywords:</b>competence-promoting organisation, transparentorganisation, modularisation, assembly efficiency, automobileindustry

The present dissertation takes the multi-faceted phenomenon of deception as its point of departure. The aim is to make a case for deception as a social phenomenon, and to frame theoretically and define the skills and abilities that make deception possible. A theoretical model based on a number of ideal types is constructed. The purpose of the model is to differentiate particular aspects of deception, and the model is illustrated with examples of actions of more or less well-known impostors. The examples were collected from a variety of sources, such as autobiographies and television programs. As a first step, the legal definition of deception, i.e. fraud, and statistics on crimes of deception in Sweden are presented. Different theoretical approaches are also discussed; deception as a personality trait, and deception as communication and interaction. In order to illuminate the social dimensions, it is emphasized that deception constitutes a particular type of relationship between deceiver and deceivee. This particular form of interaction exploits elementary forms, and it is also asymmetrical in terms of the intentions of the parties involved. The concept of social competence is used to describe the skills and abilities required for successful acts of deception. It is argued that the social competence of deceivers consists of three types: strategic, normative, and dramaturgic competencies. The strategic competency involves being goal-rational and strategic, for example, the ability to predict the actions of the potential addressee. In the normative competency, norms and reference to norms are used strategically. The dramaturgic competency represents an operationalization and enactment of the two other competencies, and resembles the preparation and performance of an actor. The different contexts in which deception can occur are also discussed. A preliminary typology is presented, with the aim of demonstrating the difficulties in drawing clear lines between various types of deception. The extended approach to deception also means that it can be viewed as a part of everyday social interaction. Finally, some thoughts on deception in the light of societal changes are presented. It is argued that the increasing demands on people to promote themselves in various ways in today’s society can be perceived as an invitation to deception and fabrication. These demands can generate feelings of inferiority and a fear of eventually being unmasked as an impostor, or a phony.

A self-esteem that is contingent on affirmation from others leaves the individual psychologically vulnerable. A contingent self-esteem has been shown to be either relationship or competence based. The aim of the current study was to examine the relationship between relationship based self-esteem, competence based self-esteem, the under dimensions of those, and self-efficacy. Questionnaires were handed out to 69 university students. The results indicated that competence based self-esteem predicted a significantly low self-efficacy. Only some of the under dimensions were significant predictors. The vulnerability of the contingent self-esteem is discussed in the light of the findings.