This study provides guidelines for teacher training to promote the constitutional values in schools. The purpose is not to question the constitutional values or develop a new set of values. For a meaningful analysis within the limitations of a Master's dissertation, the study focuses on the General Education and Training Band (Grades Reception to Nine). Compared to foreign countries, open debate regarding values in education is relatively new in South Africa. Values are usually abstract but sometimes also physical entities to which human beings attach worth. They are common in individuals or groups through physical exposure and genetic make-up. Teaching inevitably instils values in learners. Schools often adopt a values system, which should not be imposed upon any individual learner. Values, and in particular moral values, should be taught in schools because they influence attitudes, priorities, principles, norms, standards, morals and ethics, which in turn influence decision-making, learner performance and behaviour, which affect the future of learners. In the Manifesto on values, education and democracy, the National Department of Education promotes ten constitutional values - democracy, social justice and equity, equality, non-racism and non-sexism, ubuntu (human dignity), an open society, accountability (responsibility), the rule of law, respect and reconciliation - for teaching in South African schools. The ten constitutional values are not imposed but are intended to help learners develop into good citizens in line with the Constitution of the Republic of South Africa (1996). The ten constitutional values should not be the only values taught in schools, as there are many other values that form an inherent part of education. At South African universities, values are included in teacher-training programmes in different forms and to varying degrees. The Higher Education HIV/Aids Programme, Revised National Curriculum Statement training, Advanced Certificate in Education and the normal curricula for pre-service teacher training are implemented at the different universities investigated. The ten constitutional and other values are integrated into all the learning areas of the Revised National Curriculum Statement. They should also therefore be integrated into teacher-training programmes. Programmes narrowly focused on the ten constitutional values should not be discouraged, as they strengthen the teaching of values in general. Values should be contextualised and purposefully infused in all teacher-training curricula. The dissertation concludes with the guidelines for the training of teachers to promote the ten constitutional values. The guidelines consider the sixteen strategies for the teaching of the ten constitutional values as outlined in the Manifesto on values, education and democracy. communication, role-modelling, literacy, human rights, arts and culture, history, religion, multilingualism, school sport, equality, anti-racism, anti-sexism, HIV/Aids, school safety, the environment and respect for diversity. The purpose of these guidelines is to guide teachers regarding which values to teach; they are thus not intended to be prescriptions on how to teach them. / Thesis (M.Ed.)--North-West University, Potchefstroom Campus, 2009.

This study provides guidelines for teacher training to promote the constitutional values in schools. The purpose is not to question the constitutional values or develop a new set of values. For a meaningful analysis within the limitations of a Master's dissertation, the study focuses on the General Education and Training Band (Grades Reception to Nine). Compared to foreign countries, open debate regarding values in education is relatively new in South Africa. Values are usually abstract but sometimes also physical entities to which human beings attach worth. They are common in individuals or groups through physical exposure and genetic make-up. Teaching inevitably instils values in learners. Schools often adopt a values system, which should not be imposed upon any individual learner. Values, and in particular moral values, should be taught in schools because they influence attitudes, priorities, principles, norms, standards, morals and ethics, which in turn influence decision-making, learner performance and behaviour, which affect the future of learners. In the Manifesto on values, education and democracy, the National Department of Education promotes ten constitutional values - democracy, social justice and equity, equality, non-racism and non-sexism, ubuntu (human dignity), an open society, accountability (responsibility), the rule of law, respect and reconciliation - for teaching in South African schools. The ten constitutional values are not imposed but are intended to help learners develop into good citizens in line with the Constitution of the Republic of South Africa (1996). The ten constitutional values should not be the only values taught in schools, as there are many other values that form an inherent part of education. At South African universities, values are included in teacher-training programmes in different forms and to varying degrees. The Higher Education HIV/Aids Programme, Revised National Curriculum Statement training, Advanced Certificate in Education and the normal curricula for pre-service teacher training are implemented at the different universities investigated. The ten constitutional and other values are integrated into all the learning areas of the Revised National Curriculum Statement. They should also therefore be integrated into teacher-training programmes. Programmes narrowly focused on the ten constitutional values should not be discouraged, as they strengthen the teaching of values in general. Values should be contextualised and purposefully infused in all teacher-training curricula. The dissertation concludes with the guidelines for the training of teachers to promote the ten constitutional values. The guidelines consider the sixteen strategies for the teaching of the ten constitutional values as outlined in the Manifesto on values, education and democracy. communication, role-modelling, literacy, human rights, arts and culture, history, religion, multilingualism, school sport, equality, anti-racism, anti-sexism, HIV/Aids, school safety, the environment and respect for diversity. The purpose of these guidelines is to guide teachers regarding which values to teach; they are thus not intended to be prescriptions on how to teach them. / Thesis (M.Ed.)--North-West University, Potchefstroom Campus, 2009.

Thesis (M.S.W.)--Smith College School for Social Work, Northampton, Mass., 2009. / Includes bibliographical references (p. 48-50).

Syftet med studien har varit att undersöka om uppfattningen av vad delaktighet innebär skiljer sig mellan medarbetare och ledare samt att få förståelse för om eventuella skillnader i uppfattningen av begreppet delaktighet påverkar den systematiska kvalitetsutvecklingen på arbetsplatsen. Studien tog avstamp i Bergmann och Klefsjös (2012) hörnstensmodell för offensiv kvalitetsutveckling. En fallstudie genomfördes i form av en kvalitativ enkätundersökning som bygger på befintlig forskning kring ledarskap, delaktighet och engagemang. Resultaten visade att medarbetare och ledare ser olika på delaktighet. Engagemang och ledarskap visade sig vara viktiga faktorer som har stor påverkan på upplevelsen av delaktighet. Studien visade att skillnaden i hur man ser på delaktighet även påverkar alla andra områden i den systematiska kvalitetsutvecklingen på arbetsplatsen: När medarbetare tappa engagemang på grund av att de inte upplever möjligheter till delaktighet, påverkas samtliga värderingar i hörnstensmodellen. En slutsats som drogs har varit att det krävs samsyn kring vad delaktighet innebär på arbetsplatsen för att kunna arbeta för en bättre upplevelse av delaktighet hos medarbetaren. att upplevelsen av delaktighet ligger hos medarbetaren / The purpose of this study has been to explore whether the perception of what participation means differs between employees and leaders and whether any differences in the perception of the concept of participation can impact quality improvement in the workplace in general. This case study was based on Berman and Klefsjös (2012) cornerstone model, which is an interpretation of the concept of Total Quality Management. A survey was created based on research on participation, commitment and leadership. The results showed that participation is perceived differently by employees and leaders. Other factors that greatly influence the experience of participation are commitment and leadership. The study showed that the perception of participation also affects other fundamental values of quality improvement in the workplace. The experience of participation lies within the employee. By harmonizing the meaning of participation within the two groups, leaders can start working towards a better perception of the possibilities of participation in the workplace. / <p>2017-06-28</p>

The profession of naprapathy came to Sweden in 1970 and has been a certified profession in Swedish health care since 2007. Given that naprapathy is relatively new in Swedish healthcare and is mainly conducted by private actors, it is of great interest to investigate what is considered an effective clinic, "more Lean", linked to the time optimization of a naprapath and more specifically the scheduling. The purpose of the study is consequently to identify the scheduling process and any shortcomings in it, as well as to report opportunities for improvement linked to the utilization rate of working hours. In order to fulfill the purpose of the study, it was considered relevant to start from theories within mainly Lean, process mapping and the Cornerstone model. The design that has been used for the study is a single case study. Within the framework of the case study, benchmarking and document collection have been carried out, as well as surveys and interviews. Collected data gave a result which meant that the case study company has a utilization rate of the time of 66 percent and waste of 34 percent. The questionnaires answered that the most common expectations that the clinic is open are Monday to Friday between 8 and 18, and the most common times that customers have the opportunity to visit the clinic were Monday to Sunday at 16-18. Based on the results given, it was established based on Lean's principles that the main shortcomings of the scheduling process are the following: Short-term thinking, demand does not control, uneven workload and non-continuous workflows. These shortcomings are best addressed based on Lean's principles by: Creating goals and vision, creating scheduling routines, conducting customer surveys and optimizing systems. / År 1970 kom naprapatin till Sverige och är sedan år 2007 ett legitimerat yrke inom svensk hälsa- och sjukvård. Med tanke på att naprapatin är förhållandevis nytt inom svensk vård och huvudsakligen bedrivs av privata aktörer är det av stort intresse att undersöka vad som är att anses som en effektiv klinik, “mer Lean”, kopplat till tidsoptimeringen av naprapaterna och mer specifikt schemaläggningen. Syftet med studien är följaktligen att identifiera schemaläggningsprocessen och eventuella brister i den, samt redovisa förbättringsmöjligheter kopplade till nyttjandegraden av arbetstid. För att uppfylla syftet med studien ansågs det relevant att utgå från teorier inom huvudsakligen Lean, processkartläggning och Hörnstensmodellen. Designen som har används för studien är en single case study. Inom ramen för fallstudien har benchmarking och dokumentinsamling genomförts samt enkäter och intervjuer. Insamlade data gav ett resultat som innebar att fallstudieföretaget har en nyttjandegrad av tiden på 66 procent och slöseri på 34 procent. Enkäterna gav svar att de vanligaste förväntningarna att kliniken har öppet är måndag till fredag mellan kl. 8 och 18, och de vanligaste tiderna som kunder har möjlighet att besöka kliniken var måndag till söndag kl. 16-18. Utifrån givna resultat konstaterades det utifrån Leans principer att de främsta bristerna med schemaläggningsprocessen är följande: Kortsiktigt tänkande, efterfrågan styr inte, ojämn arbetsbelastning och icke kontinuerliga arbetsflöden. Dessa brister åtgärdas bäst utifrån Leans principer genom att: Skapa mål och vision, skapa schemaläggningsrutiner, göra kundundersökningar och optimera system.

Abstract Introduction: The case study has been conducted at AB GotlandsHem, the largest housing agency on the island of Gotland, Sweden. The study has two purposes. The first purpose is to map and examine the workload distribution in the inspection department by developing a generalizable template. The second purpose is to investigate how AB GotlandsHem can proceed with updating the workload distribution across all departments.   Problem description: Interviews have shown that several departments at AB GotlandsHem are experiencing unclarity about workload distribution. The workload distribution is uneven, unclear and unstructured, which leads to high workload. This can be seen in the long lead times at the inspection department.    Theory: Several theories have been used to analyze the study’s results. The theories being used are the cornerstone model, Kotter’s eight-step-model, workload distribution and Lean.    Method: The project was performed as a case study where an interview, observations, a diary and reviewing of existing documents was used. The collected data was analyzed by transcription, histogram and bar chart.   Results: The study’s results demonstrate that the developed template is effective. It further shows that the inspection department has significantly more actual hours then available hours, and several work activities within the department are irrelevant for them to perform. AB GotlandsHem consists of multiple sub-processes, each with a process leader responsible for the processes in the company.    Conclusion: The study reveals that most irrelevant activities can be moved to another process. If this relocation is implemented, the inspection department would reduce its actual hours and therefore decrease lead time since their available hours would be sufficient. Therefore, process leaders are responsible for reviewing work activities within their processes, allowing the company to map the departments irrelevant activities and the place more relevant for them.    Key words: cornerstone model, customer focus, inspection, lead times, process improvement, workload distribution    Fel! Hittar inte referenskälla., Uppsala universitet. Fel! Hittar inte referenskälla.. Handledare: Fel! Hittar inte referenskälla., Ämnesgranskare: Fel! Hittar inte referenskälla., Examinator: Fel! Hittar inte referenskälla. / Sammanfattning Inledning: Fallstudien har genomförts på Gotlands största bostadsförmedling, AB GotlandsHem. Studien har två syften. Det första syftet är att kartlägga och undersöka arbetsfördelningen på besiktningsavdelningen genom att ta fram en generaliserbar mall. Det andra syftet är att undersöka hur AB GotlandsHem kan gå tillväga för att uppdatera arbetsfördelningen inom samtliga av organisationens avdelningar.   Problembeskrivning: Flera avdelningar inom AB GotlandsHem har vid intervjuer beskrivit oklarhet inom arbetsfördelningen. Arbetsfördelningen är ojämn, otydlig och ostrukturerad vilket kräver mer arbetstid än nödvändigt. Inom besiktningsavdelningen syns den otydliga arbetsfördelningen på de långa ledtiderna.   Teori: Flera teorier har använts för att analysera studiens resultat. De teorier som använts är hörnstensmodellen, Kotters åttastegsmodell, arbetsfördelning och Lean.   Metod: En kvalitativ fallstudie har genomförts och datainsamlingsmetoderna som använts är en intervju, observationer, en dagbok och dokumentgranskning. Data har analyserats med hjälp av transkribering, histogram och stolpdiagram.   Resultat: Studiens resultat visar på att mallen som tagits fram fungerar. Mallen har i sin tur visat att besiktningsavdelningen har många fler timmar faktiskt tid än disponibel tid, samt att flera arbetsaktiviteter inom avdelningen anses irrelevanta för dem att genomföra. Vidare har det kartlagts att AB GotlandsHem består av flera delprocesser som har varsin processledare som ansvarar för de processer som finns inom företaget.   Slutsatser: Studien visar att majoriteten av de irrelevanta aktiviteterna kan förflyttas till en annan process där aktiviteterna anses mer passande att utföra. Skulle förflyttningen genomföras skulle besiktningsavdelningen minska sina faktiska timmar och på det viset minska ledtiderna då deras disponibla timmar räcker till. Processledarna bör ansvara för att se över arbetsaktiviteterna inom sin process för att kartlägga avdelningarnas aktiviteter och avgöra om samtliga är relevanta för avdelningen.

Thesis (D. Min.)--Erskine Theological Seminary, 2006. / Abstract. Includes bibliographical references (leaves 128-132).

Thesis (D. Min.)--Erskine Theological Seminary, 2006. / Abstract. Includes bibliographical references (leaves 128-132).

Many organizations today work with offensive quality development to meet market and society changes in general. In the study, a dive company has been studied based on principles of offensive quality development. The company has a turnover of 80-90 million SEK and have 50 employees. The organization has just begun a change work to anchor quality in their businessmodel. The purpose of the study has been to map the organization's main processes and provide a basis for the continued improvement work. With the help of interviews, observations and workshops, a first draft of a process mapping has been carried out. The study has also used various improvement tools to analyze risks and causes of process mapping. Theories around the cornerstone model and PDSA cycle have been the basis for the structured completion of the survey on the organization. / Många organisationer arbetar idag med offensive kvalitetsutveckling för att möta förändringar på marknaden och samhället i stort. I studien har ett dykarföretag studerats utifrån principer från offensive kvalitetsutveckling. Företaget omsätter cirka 80–90 miljoner och har 50 anställda. Organisationen har precis påbörjat ett förändringsarbete för att förankra kvalitet i verksamheten. Syftet med studien har varit att kartlägga organisationens huvudprocesser samt ta fram ett underlag till det fortsatta förbättringsarbetet. Med hjälp av intervjuer, observationer och workshops har ett första utkast av en processkartläggning kunnat genomföras. Studien har också använt sig av olika förbättringsverktyg för att analysera risker och orsaker med processkartläggning. Teorier kring hörnstensmodellen och PDSA-cykeln har legat till grund för att strukturerat genomföra undersökningen på organisationen.

Studien tittar på hur ledarskapet påverkar medarbetarnas motivation i förbättringsarbetet och har sin teoretiska grund i offensiv kvalitetsutveckling och hörnstensmodellen. Syftet med studien var att undersöka hur ledarskapet kan påverka medarbetarnas delaktighet och motivation till ett ständigt förbättringsarbete i en organisation. Undersökningen gjordes genom en kvalitativ fallstudie med induktiv ansats där information samlades in och utifrån insamlad information drogs generella slutsatser med hjälp av teori och tidigare forskning. Resultatet i undersökningen visade sig överensstämma med tidigare forskning.  Medarbetarna motiveras till förbättringsarbete av att se resultat och skapa förändringar som underlättar i vardagen och att arbeta tvärfunktionellt.  Ledarnas viktigaste uppgift för att motivera medarbetarna är att skapa förutsättningar för förbättringsarbete, framförallt genom att frigöra tid till förbättringsarbetet, stötta och ge feedback under arbetets gång och följa upp arbetet.  Resultatet visar även att ledarna i undersökningen är ensamma i förbättringsarbetet och skulle behöva stöttning och utbildning i förbättringsarbete för att kunna driva arbetet framåt på ett ännu bättre sätt. / This study   examines how leadership behaviors impact employee motivation in continuous   improvements and has its theoretical foundation in Total Quality Management   and the cornerstone-model (hörnstensmodellen). The study aims to examine how   leadership can effect employee participation and motivation in continuous   improvements in an organization. A qualitative   case study, with an inductive approach where information was gathered and   conclusions were drawn with the help of theory and previous research, has   been used. The result of the   study matched previous research in the field of continuous improvements as   shown below.  Employees is   motivated by seeing results and making improvements which facilitates their   everyday work. Also they are motivated by working cross-functional in the   organization.  The most   important job for the leaders to motivate the employees is to create good conditions   for working with improvements, most of all through making time for   improvement work, support and give feedback during the improvements and to do   regular follow ups.  The result also   shows that the leaders that participated in the research are on their own in   the work with improvement and that they are in need of support and training   in working with improvements to be able to drive the work forward in an even   better way. / <p>2017-06-28</p>