Deficient executive functioning influences significantly the ability to manage every day life requirements. Nowdays different structured programmes for EF rehabilitation are available for aquired brain damage patiens. Their efficiency had been confirmed by meta- analysis, yet cognitive-behavioural rehabilitation programmes in clinical praktice still lack some kind of systematic intervention particularly aimed at EF. The topic of the theoretical part is an introduction of selected theoretical models of EF and a summary of existing knowledge about EF rehabilitation. I have created a rehabilitation programme specificly focused on the ability of planning and organizing acitivities, which are complex abilities closely linked to the primary components of EF. This programme was created to help patiens with aquired brain damage to work on improvment of such abilities, whose disruption makes managing every day life requirements difficult. Along with that we tried to improve the quality of their lifes. This programme is also being introduced wihin the theoretical part of this work. Further the process of research is being analyzed. The rehabilitation programme was used with 9 aquired brain damage patiens and it's efficiency was measured. Reasons why I used small-n design are analyzed in detail as well as the...

Existing computational theories of collaboration explain some of the important concepts underlying collaboration, e.g., the collaborators' commitments and communication. However, the underlying processes required to dynamically maintain the elements of the collaboration structure are largely unexplained. Our main insight is that in many collaborative situations acknowledging or ignoring a collaborator's affective state can facilitate or impede the progress of the collaboration. This implies that collaborative agents need to employ affect-related processes that (1) use the collaboration structure to evaluate the status of the collaboration, and (2) influence the collaboration structure when required. This thesis develops a new affect-driven computational framework to achieve these objectives and thus empower agents to be better collaborators. Contributions of this thesis are: (1) Affective Motivational Collaboration (AMC) theory, which incorporates appraisal processes into SharedPlans theory. (2) New computational appraisal algorithms based on collaboration structure. (3) Algorithms such as goal management, that use the output of appraisal to maintain collaboration structures. (4) Implementation of a computational system based on AMC theory. (5) Evaluation of AMC theory via two user studies to a) validate our appraisal algorithms, and b) investigate the overall functionality of our framework within an end-to-end system with a human and a robot.

Thesis (M.A. (Clinical Psychology))--North-West University, Potchefstroom Campus, 2008.

Thesis (M.A. (Clinical Psychology))--North-West University, Potchefstroom Campus, 2008.

Thesis (M.A. (Clinical Psychology))--North-West University, Potchefstroom Campus, 2008.

No description available.

La section 1 permet premièrement de constater que les fonctions exécutives (FE) sont plus sévèrement atteintes lorsqu'elles sont dans une période de développement rapide et que l'utilisation de tests papier-crayon sous-estime largement les conséquences du TC sur la vie quotidienne. Deuxièmement, elle confirme les conséquences du TC sur la mémoire prospective. Enfin, elle présente les résultats pilotes d'une évaluation multimodale de la métacognition et montre des dissociations de l'atteinte de ses différents composants chez des enfants cérébro-lésés. Elle propose également un modèle d'anosognosie de l'enfant, permettant de mieux adapter la rééducation cognitive aux capacités de l'enfant. La section 2 tente de proposer des moyens d'améliorer les FE. Une revue systématique de la littérature examine d'abord l'efficacité du Goal Management Training (GMT) chez l'adulte cérébro-lésé puis est décrit l'adaptation du GMT à l'enfant. Cette étude confirme la difficulté de rééduquer les FE, avec des résultats contradictoires entre les critères de jugement (certains enfants s'améliorant sur la tâche écologique des FE et d'autres sur les questionnaires de FE). De plus, quand ils étaient confrontés à une nouvelle recette de cuisine, les enfants revenaient à leur comportement dysexécutif, suggérant que la fonction d'adaptation à la nouveauté n'avait pas progressé. La discussion alerte sur la nécessité de mieux prendre en compte les aspects développementaux chez l'enfant cérébro-lésé, concernant l'anosognosie et l'utilisation de stratégies métacognitives. Elle propose également des critères de jugement et de méthodologies innovants pour la recherche sur la rééducation des FE de l'enfant. / Part one of this PhD explored executive functions (EF) and related impairments after childhood severe TBI. Executive dysfunction was worse when the injury occurred during the period of rapid development of EF. Paper and pencil tasks underestimated EF impairment in daily life. Impairment in prospective memory persisted at seven years post injury, and into adulthood. A model of child anosognosia, and directions for cognitive rehabilitation interventions, are proposed based on a study of self-awareness after childhood TBI. Part two of this PhD investigated methods of remediating EF dysfunction. A systematic review found that Goal Management Training (GMT) is effective in adults when coupled with personal goal setting, external cueing, personalised homework to increase patients' commitment and training intensity and daily life training activities. Based on this literature review, a paediatric GMT intervention was adapted and tested. The intervention showed limited effectiveness, with inconsistency across outcome measures. Children did not apply the metacognitive strategies taught during the training. Furthermore, there was no evidence of generalisation of task-specific improvements to a novel, parallel version of the secondary outcome measure (the Children’s Cooking Task). The adapted GMT did not seem developmentally coherent for younger children. It is clear that deficits in EF arising from TBI continue to be an important target for rehabilitation interventions in children. Proposals on how the use of novel innovative outcome measures and methodologies may improve the field of EF rehabilitation in children with TBI are presented.

Le présent manuscrit développe une problématique liée à l’implication des capacités de gestion de buts et d’engagement des fonctions exécutives dans le raisonnement par analogie et son développement. Les trois premières expériences étudient cette problématique dans deux tâches de raisonnement par analogie différentes à travers l’étude des stratégies visuelles employées par des adultes et des enfants de 6-7 ans. Les résultats montrent des différences de stratégies visuelles entre les tâches, liées aux buts différents de celles-ci, ainsi que, entre enfants et adultes, des différences de patterns visuels liés à l’inhibition de l'information non pertinente pour la résolution des problèmes. Les deux expériences suivantes étudient les stratégies visuelles, toujours en lien avec le fonctionnement exécutif et le maintien du but, dans une tâche A:B::C:? dont la difficulté est manipulée afin de mettre en évidence des différences d’engagement de processus de contrôle et d’évaluation. Les résultats montrent un effet de la difficulté des essais, ainsi que du type de distracteur, dans les stratégies visuelles. Enfin les trois dernières expériences étudient l’implication de la flexibilité cognitive, une des fonctions exécutives, dans le raisonnement par analogie, chez l’enfant (5-6 ans), limité dans sa flexibilité. Les résultats montrent que l’ancrage dans un type de représentation, pertinent ou non pour la solution du problème, est lié à leur capacité à résoudre le problème, et suggèrent une difficulté à changer de représentation au cours de la résolution. Ces résultats sont finalement discutés en rapport aux modèles de raisonnement par analogie et de développement de cette capacité. / This manuscript develops an issue related to the involvement of goal management capabilities and executive functions in this type of reasoning and its development. The first three experiments examine this issue in two tasks of analogical reasoning, the scene analogy task and the A:B::C:? task, through the study of visual strategies used by adults, and children aged 6-to-7. The results show differences in visual patterns related to goals, and to the inhibition of irrelevant information for the solution of the problems, between the different tasks, and between children and adults. The following two experiments study the visual strategies, always in relation to executive functioning and goal management, in an A:B::C:? task whose difficulty is manipulated to highlight the difference in involvement of monitoring and evaluation processes. The results do show an effect of the difficulty of the test and the type of distractor in the visual strategies employed. Finally, the last three experiments investigate the involvement of cognitive flexibility, one of the executive functions, in the analogical reasoning of preschool children (5-6-year-olds), limited in their flexibility. The results show that their early anchoring in a type of representation, relevant or not to the solution of the problem, is related to their ability to solve the problem later, and thus suggest a difficulty in shifting their representation during the resolution of the problems. These results are finally discussed in relation to models of analogical reasoning and of the development of this ability, especially those integrating goal management and executive functions.

Inledning: Rekommendationerna om distansarbete under pandemin har haftstor påverkan på arbetsmiljön. Kommunikationskanalerna och de naturligamötesplatserna har förändrats, vilket i sin tur har påverkan påsamordningsmekanismerna inom målstyrningen. Syfte: Syftet med uppsatsen är att genom en kvalitativ fallstudie upptäcka hursamordningsmekanismer förändras av distansarbete och vilka konsekvenser detkan få för målkongruensen och måluppfyllelsen i ett företag. Metod: I denna rapport har en fallstudie med kvalitativa intervjuer genomförtspå ett företag med två fokusgrupper, som framtagits genom ett målstyrt urval.Detta med syftet att uppnå en fördjupad förståelse för respondenternasupplevelser. Slutsatser: Studien fastslår att styrningsmekanismerna påverkas till följd avdistansarbetet. De formella mekanismerna ökar, medan de informella minskar,vilket leder till osäkerhet, missförstånd och ineffektivitet på arbetsplatsen. / Introduction: The recommendations on teleworking during the pandemic havehad a major impact on the work environment. The communication channels andthe natural meeting places have changed, which in turn has an impact on thecoordination mechanisms within goal management. Purpose: The purpose of the thesis is to discover through a qualitative casestudy how coordination mechanisms are changed by teleworking and whatconsequences it can have for goal congruence and goal fulfillment in acompany. Method: In this report, a case study with qualitative interviews was conductedat a company with two focus groups, which was produced through agoal-directed selection. This with the aim of achieving an in-depthunderstanding of the respondents' experiences. Conclusions: The study states that the control mechanisms are affected as aresult of the telework. The formal mechanisms increase, while the informalones decrease, leading to insecurity, misunderstandings and inefficiencies inthe workplace.

Medarbetarsamtal har en betydelsefull roll och är vanligt förekommande på många svenska företag. Dessa samtal tillsammans med målstyrning ger möjligheten för både chef och medarbetare att skapa utvecklingsmöjligheter för verksamheten. Den bakomliggande orsaken till medarbetarsamtalens viktiga roll handlar om den rationella syn som finns kring dess effektivitet. Denna studie syftar till att undersöka funktionen av medarbetarsamtal och hur dessa fungerar i praktiken. Detta för att kunna identifiera de processer som uppstår på arbetsplatsen som kan förenas med fenomenet funktionell dumhet. Detta fenomen syftar till att individer inom en organisation gör de som förväntas av dem utan att reflektera kring sina arbetsuppgifter. Denna bristande reflektion och förståelse begränsar därmed utvecklingen av både verksamheten men också individen vilket därmed tyder på att man är funktionellt dum. Studien har för avsikt att ge förslag till både ledare och medarbetare kring hur målen på en arbetsplats bör utformas på ett hållbart samt relevant sätt. Då författarna ämnade att skapa en bild av respondenternas upplevelser ansågs en kvalitativ forskningsmetod vara mest passande. Datamaterialet består av totalt 16 semistrukturerade intervjuer med HR-anställda, chefer och medarbetare från fyra olika företag. Undersökningen av medarbetarsamtalets funktion och betydelse har gjorts bland respondenter där samtliga har varit verksamma i sin roll i minst tre år. Således finns en erfarenhet inom den roll som respondenten representerar samtidigt som denna tidsperiod ger indikationen att individen erfarit några medarbetarsamtal. Cheferna som har deltagit i studien har även ett medarbetaransvar på minst fem anställda samtidigt som de HR-anställda bedriver utveckling av dessa. Studiens resultat tyder sammanfattningsvis på att medarbetarsamtal har en betydelsefull roll på arbetsplatsen. Däremot identifieras flertalet processer som inte är genomtänkta för att i sin tur kunna gynna den enskilde medarbetaren men också verksamheten som helhet. Flertalet respondenter uttryckte hur de inte kunde identifiera sina målsättningar till verksamhetens visioner samtidigt som de inte heller fick vara med och utforma eller påverka dessa. De anställda som är med och påverkar sina egna mål kunde se sitt syfte med sin roll i förhållande till verksamhetens utveckling. Cheferna uttryckte även hur medarbetarsamtalen utformas utefter personliga preferenser samtidigt som de uppskattar visst stöd från HR-funktionen på arbetsplatsen. Bland slutsatserna som har presenterats framkommer det hur en tydlig handlingsplan bör prioriteras för att utveckla verksamhetens anställda. Ännu en slutsats är att det behöver skapas en grundläggande förståelse kring hur och varför målen är viktiga samt relevanta för den enskilda medarbetaren och verksamheten. Slutligen har vi konstaterat att hållbarheten kring målsättningar är att ha kontinuerliga uppföljningar med de anställda för att se till att målen är väsentliga. Genom att ha flera samtal om året ges även möjligheten att både snabbare och mer effektivt kunna fånga upp aspekter som välmående och personlig utveckling för den anställde. / Performance appraisals are common in many Swedish companies. These are conversations where the employee and manager talk about achievements and future goals for the employee. Together with goal management, these appraisals provide the chance for both the manager and employees to create development opportunities for the business. The underlying reason for the important role of performance appraisals is the rational view that exists around their effectiveness. This study aims to examine the function of performance appraisals and how these work in practice in order to identify processes that can be associated with the phenomenon functional stupidity. This phenomenon means that individuals within an organization do what is expected of them without reflecting on their tasks. This lack of reflection and understanding limits the development of both the organization but also the individual, which indicates functionally stupidity. The study intends to provide suggestions to both managers and employees on how the goals of a workplace can be designed in a sustainable and relevant way. A qualitative study was conducted, and a total of 16 semi-structured interviews with HR employees, managers and employees from four different companies were conducted. The results of the study indicate that performance appraisals have a significant role in the workplace. However, signs of functional stupidity are also identified. The respondents are well aware of processes that are not well thought out and do not benefit the individual employee nor the business as a whole. The majority of respondents expressed they could not relate their objectives to the business's visions, and at the same time they were not allowed to participate in designing or influencing them. The employees who are involved in influencing their own goals knew the purpose of their role in relation to the development of the business. The managers expressed how the performance appraisals are designed according to personal preferences, while at the same time appreciating some support from the HR function in designing the performance appraisals. Among the conclusions that have been presented, it appears that a clear action plan should be prioritized in order to support the development of employees. Another conclusion is that it is necessary to create a basic understanding of how and why the goal is important and relevant to the individual employee and the business. Finally, we found that continuous follow-ups with employees ensures that the goal-setting process is sustainable while aspects such as well-being and individual professional development are ensured at the same time.