Psykiskt välbefinnande på arbetsplats kan kännetecknas av att det finns ett bra samspelmellan arbetsgivare och anställda och en arbetsgivare som förebygger hälsa ochsäkerhet genom att vidtar nödvändiga åtgärder. Brist på socialt stöd, kamratskap,psykisk belastning och stress är några faktorer som kan leda till psykisk ohälsa på enarbetsplats. Syftet med studien var att undersöka anställdas psykiska välbefinnande påarbetsplatser med fokus på gruppdynamik, arbetsmotivation, stress och vilkaförebyggande åtgärder som görs av arbetsgivaren. Undersökningen baseras på enenkätstudie med 97 deltagare i olika åldrar. Utifrån enkäterna gjordes tester i SPSS medyrkeskategorin i fokus och dess förhållande till psykiskt välbefinnande, stress,arbetsmotivation och gruppdynamik samt förebyggande åtgärden kring psykisk ohälsainom varje yrkeskategori. Resultatet visar att anställda som uppskattas och har brakommunikation har ett bättre välbefinnande på arbetsplatsen. Resultatet visar att det ihuvudsak är arbetskamraterna som motiverar varandra på arbetsplatsen. Av resultatet såframkommer det att inom de flesta yrkeskategorierna så gör inte arbetsgivaren någotfysiskt för att förbättra arbetsmiljön och välbefinnandet på arbetsplatsen. För vidareforskning inom detta område, hade det varit intressant att undersöka åldersskillnaderinom psykisk ohälsa och arbetsmiljö. Studien hade också kunnat undersöka utifrånarbetsgivarens perspektiv vad gäller informationshantering och förbyggandehandlingsplanplan vid psykisk ohälsa. / Mental well-being at the work place, could be characterised by a well-functioninginteraction between employer and employees, as well as when the employerpromotes health and safety for the employees, by applying adequate measures.Lack of social support and camaraderie together with mental pressure and stress,are some factors contributing to lack of mental well-being at the work place.The purpose of the study was to investigate the employee’s mental well-being atthe work place, focusing on group dynamics, work motivation and stress, togetherwith what preventive measures may have been taken by the employer.The investigation is based on a web-based survey, resulting in 97 completeresponses from individuals of various ages. From the survey results, tests wheremade in SPSS with different professions in focus and its relation to mental weebeing,stress, work motivation and group dynamics, in addition to preventivemeasures to address lack of mental well-being within each profession category.The result shows that employees who are appreciated and where thecommunication is well developed, also benefit from mental well-being to a higherdegree. Primarily it is the co-workers and colleagues that motivate each othermost at the work place. It also shows that related to most professions, theemployer does not apply any physical improvements to the work environment, norto improve the mental well-being at the work place.To further the study within this area, the education level could be evaluated toseek a connection to mental well-being.

Malcolm Shepherd Knowles was a key writer and theorist in the field of adult education in the United States. He died in 1997 and left a large legacy of books and journal articles. This thesis traced the development of his thinking over the 46-year period from 1950 to 1995. It examined the 25 works authored, co-authored, edited, reissued and revised by him during that period. The writings were scrutinised using a literature research methodology to expose the theoretical content, and a history of thought lens to identify and account for the development of major ideas. The methodology enabled a gradual unfolding of the history. A broadly-consistent and sequential pattern of thought focusing on the notion of andragogy emerged. The study revealed that after the initial phases of exploratory thinking, Knowles developed a practical-theoretical framework he believed could function as a comprehensive theory of adult learning. As his thinking progressed, his theory developed into a unified framework for human resource development and, later, into a model for the development of self-directed lifelong learners. The study traced the development of Knowles’ thinking through the phases of thought, identified the writings that belonged within each phase and produced a series of diagrammatic representations showing the evolution of his conceptual framework. The production of a history of the development of Knowles’ thought is the major outcome of the study. In addition to plotting the narrative sequence of thought-events, the history helps to explicate the factors and conditions that influenced Knowles’ thinking and to show the interrelationships between ideas. The study should help practitioners in their use and appreciation of Knowles’ works.

Text in Afrikaans / This research dealt with the contribution of psychodynamic group interventions to organisational development (OD). The research consists of a qualitative investigation and was based on a case-study design with the use of multiple cases. Three different cases were presented, namely where a psychodynamic group intervention was used together with another intervention, where obstacles in a group were to be solved and as an in-house working conference. Random sampling was also done within the cases. Three interventions were done, data was gathered and analysed by means of content analysis, and the results were reported. It was found in all three cases that a unique contribution was made. Regarding the first case, the intervention was the beginning of a process of change whereby the participants were enabled to develop their identity as a group, from a family business to a company. Participants became aware of underlying conflict, started to own their roles in it, and to take responsibility for addressing the dynamics themselves. In the context in which the intervention was used, the contribution was, however, restricted because its value was only experienced after the intervention. Regarding the second case, the obstacles influencing the functioning of the team were addressed efficiently after the intervention. Participants were authorised to manage their boundaries more efficiently and to address role differentiation, leading to more open communication and a better work climate. Regarding the third case, it was found suitable especially for learning diagnostic competencies from a psychodynamic paradigm. Learning occurred on a personal level resulted in the ability of participants to identify dynamics in their organisation and to present similar interventions in their work place. Recommendations were made for the use of psychodynamic group interventions from a qualitative paradigm, as well as regarding the necessary competencies and a training programme for presenting psychodynamic group interventions. / Hierdie navorsing hande! oor die bydrae van psigodinamiese groepintervensies tot organisasie-ontwikkeiing (00). Die behoefte om onbewuste dinamika in organisasies aan te spreek, hettot hierdie navorsing aanleiding gegee. Die navorsing is in die vorm van 'n kwalitatiewe ondersoek en is gebaseer op 'n gevallestudie-navorsingsontwerp waarin daar van meervoudige gevalle gebruik gemaak is. Drieverskillendegevalleisaangebied, naamlikwaar'n psigodinamiese groepintervensie saam met 'n ander intervensie gebruik is, waar blokkasies in 'n groep opgelos moes word en as 'n in-huise werkskonferensie. Daar is ook van ewekansige steekproefneming binne elke geval gebruik gemaak. Drie intervensies is uitgevoer, data is ingesamel en deur middel van inhoudsontleding ontleed. Daar is bevind dat al drie gevaiie 'n unieke bydrae gelewer het. Ten opsigte van die eerste geval was die intervensie die begin van 'n veranderingsproses waardeur die deelnemers in staat gestel is om vanuit 'n familiebesigheid hu! identiteit as 'n maatskappy te ontwikkel. Deelnemers het bewus geword van onderliggende konflik, begin om hulle rolle daarin te eien, en verantwoordelikheid te aanvaar om die dinamika self aan te spreek. In die konteks waarin die intervensie gebruik was, was die bydrae egter beperk omdat die waarde daarvan eers na afloop van die intervensie ervaar is. Ten opsigte van die tweede geval is die blokkasie wat die funksionering van die span bei'nvloed het na afloop van die intervensie doeltreffend aangespreek. Deelnemers is bemagtig om hul grense meer doeltreffend te bestuur en roldifferensiasie aan te spreek, wat tot meer openlike kommunikasie en 'n beter werksklimaat aanleiding gegee het. Ten opsigte van die derde geval is bevind dat dit veral geskik was vir die aanleer van diagnostiesebevoegdhedevanuit'n psigodinamiese paradigma.Leerwatoppersoonlike vlak plaasgevind het, het tot gevolg gehad dat deelnemers in staatwas om die dinamika in hul organisasie te identifiseeren om self soortgelyke intervensies in hul werkplek aan te bied. Aanbevelings virdiegebruikvanpsigodinamiesegroepintervensiesvanuit'nkwaiitatiewe benadering tot 0 0 is gemaak, sowel as aanbevelings oordie noodsaaklike bevoegdhede en 'n opleidingsprogram vir die aanbied van psigodinamiese groepintervensies deur bedryfsielkundiges. / Industrial and Organisational Psychology / D.Admin. (Industrial and Organisational Psychology)

This research has utilised Antonovsky's SOC construct and explored its role in a group relations training event. A quantitative and qualitative design was used. A sample of eight (N = 8) human resources practitioners was recruited through convenience sampling. The qualitative analysis of the group relations training event was facilitated by split mean procedure analysis of the SOC results. The research demonstrated that the SOC is a pervasive disposition in determining the way in which one appraises and copes with group relations· training. All participants experienced anxiety, stress, defensive behaviour, negative emotions and learning associated with a group relations training event. However, the high-SOC participants were better able to cope, manage and make sense of the group relations training than low-SOC individuals. Recommendations were formulated in doing future research for human resource practitioners on the role of SOC in group relations training. / Industrial and Organizational Psychology / M.Admin. (Industrial Psychology)

The changes that are occurring in the corporate world since the Industrial Revolution greatly changed this environment, particularly with regard to the role played by workers in the productive scenario. This came to be seen as a condition for business success, as long as their skills are developed through qualification actions, which while maintaining the employability of the workers, develop skills required by the world of work. The objective that directed the efforts on this research was to investigate the social representations concerning the techniques of group dynamics in work organizations. This is a search with exploratory approach and that was made using fifteen workers from four companies of different branches of business. All participants were subjected to these techniques in a training context, development and education between the years 2008 and 2009. To generate the data, the interview technique was used and for it‟s analysis, it was chosen the technique of content analysis. This theme was analyzed from the theoretical perspective of social psychology, considering three conceptual pillars: Group Dynamics‟ theory, reflections about the world of work and the theory of Social Representation. Among the key findings is the reified representation of the respondents on the group dynamic as a learning tool, capable of causing change in behavior through the application of systematic activities that provoke self-analysis and transferability of knowledge to real work situation, since conducted by a professional with expertise and targeted to a specific audience. In the thematic group on 'concepts of DG' is important to highlight the fact that representations suggest a direct relationship with the practice, ie, the anchors of the individuals are guided by the social practices. The theme group 'context of application' stated that DG can create a context for development of behavioral skills and techniques through the proposition of corporate experiences in similar situations. In the categories of the thematic group 'utility and effect' was possible to verify how the representations of DG are associated with their functionality, purpose and usefulness. Finally, the thematic group 'representations of inefficiency' results show the understanding that the DG is far from being understood as a tool uncommitted to the social reality. This study sought to articulate reflection on the social representation of group dynamics within the world of work, which enables the analysis of the impacts that such techniques have in organizational processes, in addition to providing problematizations on theoretical and practical issues pertinent to the field of organizations. / As mudanças quem vêm ocorrendo no universo corporativo desde a Revolução Industrial mudaram sobremaneira esse ambiente, especialmente no que diz respeito ao papel ocupado pelo trabalhador no cenário produtivo. Este passou a ser visto como condição de sucesso do negócio, desde que suas capacidades sejam desenvolvidas através das ações de qualificação, as quais ao mesmo tempo em que mantêm a empregabilidade do trabalhador, desenvolve habilidade exigidas pelo mundo do trabalho. O objetivo que direcionou os esforços desta pesquisa foi o de investigar as representações sociais acerca das técnicas de dinâmica de grupo em organizações de trabalho. Trata-se de uma pesquisa de caráter exploratório e que teve como participantes quinze trabalhadores de quatro empresas de ramos distintos de negócio. Todos os participantes da pesquisa foram submetidos a estas técnicas em contexto de treinamento, desenvolvimento e educação (TD&E) entre os anos de 2008 e 2009. Para a geração dos dados foi utilizada a técnica de entrevista e para sua análise fez-se opção pela técnica de análise de conteúdo. A temática foi analisada a partir da perspectiva teórica da Psicologia Social, considerando três pilares conceituais: a teoria da Dinâmica de Grupo, reflexões acerca do mundo do trabalho e a teoria da Representação Social. Entre os principais resultados está a representação reificada dos entrevistados sobre a dinâmica de grupo como ferramenta de aprendizagem, capaz de provocar mudança de comportamento através da aplicação de atividades sistemáticas que provocam auto-análise e a transferibilidade do conhecimento para a situação real de trabalho, desde que conduzidas por um profissional com expertise e direcionadas a um público específico. No grupo temático sobre os conceitos da DG‟ é importante destacar o fato de que as representações sugerem uma relação direta com a prática, ou seja, as ancoragens dos sujeitos estão pautadas nas práticas sociais. O grupo temático contexto de aplicação‟ indicou que a DG permite criar um contexto para desenvolvimento de habilidades comportamentais e técnicas através da proposição de situações idênticas a vivências corporativas. Nas categorias do grupo temático utilidade e efeito‟ foi possível verificar o quanto as representações sobre a DG estão associadas a sua funcionalidade, finalidade e utilidade. Por fim, no grupo temático representações de ineficácia‟ os resultados revelam o entendimento de que a DG está longe de ser entendida como ferramenta descomprometida com a realidade social. Este trabalho pretendeu articular a reflexão sobre a representação social da dinâmica de grupo no contexto do mundo do trabalho, o que possibilita a análise dos impactos que tais técnicas têm nos processos organizacionais, além de propiciar problematizações sobre questões teóricas e práticas pertinentes ao campo das organizações.

The diploma thesis focuses opening a world of drama education to a group of young learners who are unexperienced at DE. The theoretical part aims to prepare readers to understand a beginner class specifics same as working with aim planning for a particular group of students. In the practical part of the thesis I construct one semester plan of aims for concrete collective of students and assess if the plan was made appropriately, if the goals were achieved and what changes must have been done to adjust the plan to real conditions. Furthermore, the practical part offers tips of lessons and their reflections and it maps development of the study group. Overall aim of the thesis is to bring to a reader theoretical background of working with a DE class of beginners, plan of goals for concrete group and its fulfilling.

Ce mémoire se penche sur les raisons ayant mené à l’isolement du secrétaire d’État Colin Powell au sein du processus décisionnel de politique étrangère de l’administration de George W. Bush entre 2000 et 2004. Plus précisément, cette recherche mobilise le concept de dynamiques de groupes afin d’expliquer l’isolement de Powell dans le processus décisionnel ayant mené aux interventions en Afghanistan (2001) et en Irak (2003). Ce mémoire se veut une contribution à la littérature sur le processus décisionnel de politique étrangère ayant mené à ces deux interventions militaires. Cette littérature est abondante et témoigne d’un consensus au sujet de l’isolement de Powell au sein de cette administration. Toutefois, aucune contribution, à notre connaissance, ne s’était concentrée jusqu’ici à fournir une explication concernant cet isolement. Dans un premier temps, ce mémoire démontre que l’isolement de Powell ne peut être simplement attribué à la nature de la fonction qu’il occupait au sein de l’administration Bush. Par la description des dynamiques de groupes au sein du cabinet de guerre, il établit qu’une série d’indicateurs cognitifs et bureaucratiques permettent plutôt d’expliquer, du moins en partie, cet isolement. La présence d’un sous-groupe décisionnel déterminé utilisant des manœuvres bureaucratiques afin de marginaliser Powell, l’omniprésence de l’idéologie néoconservatrice et l’importante polarisation au sein du cabinet de guerre ainsi que la distribution inégales des ressources bureaucratiques sont des facteurs explicatifs développés dans ce mémoire. / Abstract: This master thesis focuses on the factors that led to the marginalization of the Secretary of State Colin Powell inside the foreign policy decision-making process of the George W. Bush administration (2000-2004). More precisely, this research uses the concept of small group dynamics to explain Powell’s isolation in the decision-making process that led to military interventions in Afghanistan (2001) and Iraq (2003). This thesis is a contribution to the literature relating to the decision-making process that led to those military interventions. This literature is plenteous and testifies to the consensus about Powell’s marginalization inside this administration. So far, to our knowledge, no contribution has focused on providing an explanation for this marginalization. In the first place, this research reveals that Powell’s marginalization cannot be attributed to the function he occupied in the Bush administration. By describing the small group dynamics within the war cabinet, it establishes that a series of cognitive and bureaucratic indicators are more explanatory of this isolation. The presence of a determined subgroup using bureaucratic strategies to marginalize Powell, the omnipresence of neoconservative ideology that led to important polarization within the war cabinet, and the unequal distribution of bureaucratic resources are some explanatory factors developed in this research.

Cette thèse de doctorat vise à améliorer la compréhension de la dynamique des groupes, et en particulier à apporter une analyse des liens entre types d’interactions jouées dans des équipes et performance, satisfaction et conflit perçu.Dans un premier temps, la question de l’outil visant à coder les interactions est abordée. Une revue de littérature exhaustive sur les grilles de codage des interactions existantes est effectuée et indique leurs limites et, dès lors, la nécessité de créer une nouvelle grille de codage des interactions. La création d’un nouvel outil tridimensionnel, nommé INSIDE TEAMS3D (IT3D), ainsi que d’un manuel de codage précis, est détaillée. La grille de codage INSIDE TEAMS3D (IT3D) prend en compte la nature des interactions, la convergence entre interactions (accords, désaccords), ainsi qu’une composante socio-émotionnelle (constituante affective ou relationnelle). Son caractère user-friendly, son utilisabilité en temps réel et la fiabilité intercodeurs sont vérifiés.Dans un second temps, des données liant interactions, performance, satisfaction et conflit perçu, sont recueillies auprès de 41 groupes se réunissant et impliquant 264 membres. L’analyse des liens entre types d’interactions jouées et la performance des groupes constitue la première partie de la recherche. La compréhension des liens entre types d’interactions, satisfaction et conflit perçu par les membres est au cœur de la seconde partie de la recherche.Des pistes de développement futur et d’application dans des milieux professionnels sont enfin évoquées. This PhD thesis aims at improving our understanding of group dynamics, and particularly at bringing an analysis of the connections between types of team interactions and performance, satisfaction and perceived conflict. Firstly, the issue of the tool necessary to code interactions is raised. A comprehensive literature review on existing interaction coding systems is done, highlighting their limitations and therefore the need for a new interaction coding system. The creation of a new tri-dimensional tool, called INSIDE TEAMS3D (IT3D), and a coding manual is detailed. The interaction coding system INSIDE TEAMS3D (IT3D) takes into account the functional meaning of interactions, the convergence among interactions (agreements, disagreements) and the interpersonal emotional meaning of interactions (affective or relational part). Its user-friendliness, its usability under live conditions and its interrater reliability are ensured. Secondly, data on interactions, performance, satisfaction and perceived conflict, are gathered from 41 groups and 264 members during meetings. The first part of the research is dedicated to the analysis of the connections between interactions types and group performance. The understanding of the connections between interactions types, satisfaction and perceived conflict is central to the second part of the research.Avenues for future development and possible professional applications are discussed. / Doctorat en Sciences économiques et de gestion / info:eu-repo/semantics/nonPublished

Aus der Einleitung: "Virtuelle Gemeinschaften sind wie andere Gemeinschaften ein Zusammenschluss von Menschen, charakterisiert durch ein Zusammengehörigkeitsgefühl und eine Abgrenzung nach außen. In diesen Gemeinschaften gelten Regeln der Gruppenbildung, Gruppendynamik und sozialer Interaktion. Um in sozialen Umfeldern erfolgreich zu agieren, ist es wichtig, ein Selbstbild zu besitzen, eine eigene Identität. Diese dient sowohl zur Selbst- als auch zur Fremdwahrnehmung."

When an individual goes from employee to leader, they are forced to go through a role-formation process. The first-time leader faces new challenges from both employees and organizations that he or she mustdeal with. The first-time leader may either need to create a new relationship with the employees or already have a relationship which changes during role formation. The aim is to highlight, through interviews with seven first-time leaders in Sweden, the factors that are relevant to role formation and the challenges the leader faces.The empirical material is analyzed through Pierre Bourdieu's sociological theory and Hersey ochBlanchard's leadership theory. The concepts of Symbolic Perspective and Role Exit are also central to the study. The results show that experiences, culture and values are factors that can influence individuals in the formation of a new role. It also shows that the leadership style is both shaped by role formation but also helps to create the role. Furthermore, the analysis shows that the first-time leader needs self-awareness to identify development opportunities and meet the requirements and expectations that exist.