Die vorliegende Arbeit beschäftigt sich dem Betrieblichen Gesundheitsmanagement als Aufgabe der Personal- und Organisationsführung in Bibliotheken, dabei stellt sich Betriebliches Gesundheitsmanagement als ein komplexes, interdisziplinäres Feld dar. Die Arbeit beleuchtet die Arbeitssituationen und Arbeitsbedingungen der Bibliothekare und möchte Veränderungsansätze, jenseits der gesetzlichen Arbeitsschutzverordnungen aufzeigen. Der Fokus liegt dabei auf der Führungsverantwortung im Zusammenhang mit den strukturellen Entwicklungen in Bibliotheken.:1. Einleitung 3 2. Motivation, Problemstellung und methodisches Vorgehen 4 3. Geschichte der Betrieblichen Gesundheitsförderung 5 4. Bedeutung und Verständnis von Gesundheit 7 4.1 Bedeutung 7 4.2 Verständnis 9 5. Betriebliches Gesundheitsmanagement (BGM) in Bibliotheken 11 5.1 Ausgangslage in den Bibliotheken 11 5.2 Aktuelle Ergebnisse aus ver.di Umfrage und Stressreport 13 5.2.1 Aufstiegsmöglichkeiten, Arbeitsintensität, Einkommen 15 5.2.2 Führungsqualität, Betriebskultur, Anforderungen 15 5.2.3 Sinngehalt der Arbeit, Kollegialität, Arbeitszeitgestaltung 16 5.2.4 Veränderungen in den Bibliotheken 16 5.2.5 Weiterbildung und Qualifizierung 18 5.2.6 Fazit der Ergebnisse 19 5.3 Belastungen, Beanspruchungen und Gefährdungen in Bibliotheken 20 5.3.1 Belastungsfaktoren der Mitarbeiter 21 5.3.2 Entlastungsfaktoren der Mitarbeiter 22 5.3.3 Spezifische Gefährdungen 22 5.4 Bestandsaufnahme 24 5.5 Handlungsfelder 25 5.6 Akteure 26 6. Strategien, Ziele und Umsetzungen im BGM 27 6.1 Strategien und Ziele 27 6.1.1 Personalentwicklung und Aufstiegschancen 28 6.1.2 Mitarbeiterbeteiligung und Unternehmenskultur 29 6.1.3 Reduzierung psychischer Belastungen 30 6.1.4 Betriebliches Eingliederungsmanagement 30 6.2 Umsetzung 31 7. Betriebliches Gesundheitsmanagement als Führungsaufgabe 34 7.1 Belastungs-­ und Entlastungsfaktoren der Führungskräfte 34 7.1.1 Belastungsfaktoren der Führungskräfte 35 7.1.2 Entlastungsfaktoren der Führungskräfte 36 7.2 Gesundheitsförderliches Verhalten von Führungskräften 37 8. Spezielle Perspektiven im BGM 38 8.2 Demografischer Wandel in Bibliotheken 40 8.2.1 Bedeutung für Bibliotheken 40 8.2.2 Folgen für Bibliotheken 41 8.2.3 Maßnahmen in Bibliotheken 42 8.3 Betriebliche Gesundheitsförderung für Auszubildende 44 8.4 Work-­Life Balance 46 9. Hemmnisse und Fehler im BGM 49 10. Erfahrungen mit Betrieblichem Gesundheitsmanagement 51 11. Hypothesenauswertung 55 12. Schlussbetrachtung 57 13. Abbildungsverzeichnis 59 14. Literaturverzeichnis 60 15. Eidesstattliche Erklärung 68

Objetivo: Determinar la rentabilidad de una muestra establecida de 10 centros odontológicos privados en la ciudad de Lima metropolitana. Materiales y métodos: Se evaluó 10 centros odontológicos ubicados en Lima Metropolitana. La rentabilidad anual fue evaluada mediante el producto de la utilidad neta sobre la inversión multiplicándolo por cien. La utilidad neta y la inversión fueron obtenidas mediante los registros oficiales contables que cada participante voluntario brindó. De la misma manera brindaron los datos de pacientes atendidos diariamente y unidades de atención Resultados: Se encontró que la rentabilidad presentó una media de 106.29% con una mediana de 83.35% y desviación estándar de 94.93%, siendo el valor mínimo de 3.71% y el valor máximo 251.61%. La utilidad neta presentó un valor de S./ 94,161.94 en la medía, con una mediana de S./ 66,459.25 y desviación estándar de S./ 88,819.23, siendo su máximo valor S/. 281,086.50 y el mínimo S/. 14,412.98. Para la inversión los resultados hallados fueron de S./ 147,973.80 en la desviación estándar, S./ 147,783.90 en la mediana, S./ 180,689.80 de media, y con máximo resultado de S./ 388,358.60 y el mínimo fue de S./ 24,510.84. Con respecto a los números de pacientes atendidos diariamente se obtuvo en valor de 12 en la media y en la desviación estándar fue 7.38, el máximo fue 30 y mínimo de 4. En las unidades de atención los resultados obtenidos en la media fueron de 2.20 en la media, 0.79 en la desviación estándar, 4 en el máximo y 1 en el mínimo. Conclusiones: Los diez centros odontológicos que conformaron la muestra privados de Lima metropolitana presentaron rentabilidad, pero sus resultados se encontraron dependientes al modo como administraban sus financiamientos. Así mismo la utilidad y la inversión demostraron estar sujetos a prioridad de los administradores. / Objective: Determine the profitability of an established sample of 10 private dental centers in Lima Metropolitana city. Materials and methods: The 10 dental centers located in Metropolitan Lima were evaluated. The Profitability was assessed by the product of net income on investment multiplying it by one hundred. Net income and investment were obtained through the accounting records that each volunteer participant provided. In the same way they provided the data of patients treated daily and care units Results: It was found that the profitability presented a mean of 106.29% with a median of 83.35% and standard deviation of 94.93%, with the minimum value of 3.71% and the maximum value 251.61%. Net income presented a mean value of S. / 94,161.94, with a median of S. / 66,459.25 and standard deviation of S. / 88,819.23, with its maximum value being S /. 281,086.50 and the minimum S /. 14,412.98. For investment, the results found were S. / 147,973.80 in the standard deviation, S. / 147,783.90 in the median, S. / 180,689.80 on the mean, and with a maximum result of S. / 388,358.60 and the minimum was S. / 24,510.84. Regarding the number of patients seen daily, a value of 12 was obtained in the mean and the standard deviation was 7.38, the maximum was 30 and the minimum was 4. In the care units, the results obtained in the mean were 2.20 in the mean, 0.79 in the standard deviation, 4 in the maximum and 1 in the minimum. Conclusions: The ten dental centers that formed the private sample of metropolitan Lima presented profitability, but their results were dependent on the way they managed their financing. Likewise, profit and investment proved to be subject to managers' priority. / Tesis

[pt] A presente dissertação busca colaborar para o estudo da insatisfação de consumo, principalmente para áreas de saúde suplementar e mercados regulados por órgão governamental, contribuindo para estudos acadêmicos e ações empresariais. Para isso, buscou compreender os fatores envolvidos na formação de insatisfação com os serviços de gerenciamento das ações de saúde de uma operadora de saúde suplementar brasileira. O levantamento se baseou em uma pesquisa qualitativa com vinte entrevistas em profundidade com beneficiários da operadora em questão, que formalizaram reclamação em canais da própria organização, do órgão regulador do setor (ANS) ou repercutiram negativamente com conhecidos. A partir dos dados coletados, foi possível encontrar cinco categorias de análise: expectativa do consumidor antes do uso do serviço, o conhecimento prévio do consumidor, os aspectos da prestação de serviço de maior influência na insatisfação de consumo, a forte presença de sentimentos dos consumidores sobre o serviço e as influências nos comportamentos pós-insatisfação. / [en] The present dissertation aims to contribute to the study of consumption dissatisfaction, mainly to supplement the areas of health and markets regulated by government agency, contributing to academic studies and business actions. To do so, it sought to understand the factors involved in the formation of dissatisfaction with the management services of health actions of a Brazilian supplementary health care provider. The survey was based in a qualitative research with 20 in-depth interviews with the beneficiaries from the chosen health care provider, which have formalized complaint in the organization s own communication channels or industry regulator (ANS). From the collected data, it was possible to find five categories of analysis: consumer expectation before usage of the service, prior knowledge of the consumer, the service s aspects that influence the most on consumer dissatisfaction, the strong presence of consumers feelings on the perception of the service and the influence on post-dissatisfaction behaviors.

<p>  </p> <p>The integration of Industry 4.0 technologies such as cyber-physical systems, the internet of things, and artificial intelligence has revolutionized the traditional manufacturing systems, making them smart and digital. Maintenance, a critical component of manufacturing, has been incorporated with data-driven strategies such as prognostic and health management (PHM) to improve production efficiency and reliability. This is achieved by real-time sensing and AI-based modeling, which monitor the health condition of operational equipment for fault detection or failure prediction. The results generated by these models provide crucial support for decision-making processes in manufacturing, ranging from maintenance scheduling to production management.</p> <p>This research focuses on data-driven machine health models based on deep learning in manufacturing systems and explores three directions towards the practical implementation of PHM: model interpretation, model adaptability and robustness enhancement, and cost-benefit analysis of maintenance strategies. In terms of model interpretation, the RNN-LSTM-based model prediction on bearing health estimation was analyzed, and the relationship between the model input and output was investigated. The adoption of the LRP technique improved the explainability of the LSTM model beyond predictive maintenance applications. To enhance model adaptability and robustness, a Transformer-based method was developed for fault diagnosis and novel fault detection, which achieved superior performance compared to conventional fault classification AI-based models. The decision-making aspect of PHM was addressed by conducting a cost-benefit analysis on different maintenance strategies, which provided a new perspective for decision-makers in maintenance management.</p>

The growing demand for sustainable technology has led to an increased application of power electronics. As these devices are often exposed to harsh conditions, their reliability is a primary concern for both manufacturers and users. Addressing these reliability challenges involves a set of activities known as Prognostics and Health Management (PHM). In PHM, predicting the Remaining Useful Life (RUL) is crucial. This prediction relies on identifying failure precursors, which signify the presence of degradation. These precursors are then used to construct a degradation model that enables the prediction of the remaining time that the device can work before failure. The project focuses on examining a MOSFET aging dataset from the NASA PCoE dataset depository and a diode aging dataset from Fraunhofer ENAS. The prediction of the remaining useful life of devices using failure precursors has been done by applying recurrent neural network (RNN) methods. However, the prediction results from a single feature is significantly deviated from the actual values. To improve the prediction, the age of the device was proposed as an additional feature. RNNs with a similar number of weights and RNNs with the same hyperparameters are implemented and their performance is evaluated by the accuracy of prediction. The results show that all the RNN models implemented manage to capture the characteristics of the aging data. Despite its simpler structure, the vanilla RNN manages to produce a comparable result with the GRU and LSTM by simpler mechanism and less number of weights. The results also reveal that the characteristics of the data have a significant impact on the final results. / Den växande efterfrågan på hållbar teknik har lett till en ökad tillämpning av kraftelektronik. Eftersom dessa enheter ofta utsätts för tuffa förhållanden är deras tillförlitlighet ett primärt bekymmer för både tillverkare och användare. Att ta itu med dessa tillförlitlighetsutmaningar innebär en uppsättning aktiviteter som kallas Prognostics and Health Management (PHM). I PHM är det avgörande att förutsäga det återstående användbara livet (RUL). Denna förutsägelse bygger på identifiering av felprekursorer, som anger förekomsten av nedbrytning. Dessa prekursorer används sedan för att konstruera en nedbrytningsmodell som möjliggör förutsägelse av den återstående tiden som enheten kan fungera innan fel. Projektet fokuserar på att undersöka en MOSFET-åldringsdataset från NASA PCoE-datauppsättningen och en diodåldringsdataset från Fraunhofer ENAS. Förutsägelsen av den återstående livslängden för enheter som använder felprekursorer har gjorts genom att använda metoder för återkommande neurala nätverk (RNN). Förutsägelseresultatet från en enskild funktion avviker dock avsevärt från de faktiska värdena. För att förbättra förutsägelsen föreslogs enhetens ålder som en extra funktion. RNN med ett liknande antal vikter och RNN med samma hyperparametrar implementeras och deras prestanda utvärderas av förutsägelsens noggrannhet. Resultaten visar att alla implementerade RNN-modeller lyckas fånga egenskaperna hos åldrande data. Trots sin enklare struktur lyckas vanilj RNN producera ett jämförbart resultat med GRU och LSTM genom enklare mekanism och färre antal vikter. Resultaten visar också att uppgifternas egenskaper har en betydande inverkan på de slutliga resultaten.

Remaining useful life (RUL) prediction is a problem that researchers in the prognostics and health management (PHM) community have been studying for decades. Both physics-based and data-driven methods have been investigated, and in recent years, deep learning has gained significant attention. When sufficiently large and diverse datasets are available, deep neural networks can achieve state-of-the-art performance in RUL prediction for a variety of systems. However, for end users to trust the results of these models, especially as they are integrated into safety-critical systems, RUL prediction uncertainty must be captured. This work explores an approach for estimating both epistemic and heteroscedastic aleatoric uncertainties that emerge in RUL prediction deep neural networks and demonstrates that quantifying the overall impact of these uncertainties on predictions reveal valuable insight into model performance. Additionally, a study is carried out to observe the effects of RUL truth data augmentation on perceived uncertainties in the model.

Fragestellung: Mitarbeitende in kinder- und jugendpsychiatrischen (KJP) Einrichtungen stehen im Spannungsverhältnis zwischen der Durchsetzung von Rauchverboten für Patient_innen und dem eigenen Rauchverhalten. Bisher fehlen Daten, ob und wo Mitarbeitende rauchen und welche Entwöhnungsangebote KJP-Einrichtungen ihnen anbieten. Methodik: In einer Onlinestudie beantworteten n = 78 leitende Mitarbeitende deutscher KJP-Einrichtungen (41.9 % aller Angeschriebenen) Fragen zu stationsübergreifenden sowie stationsspezifischen Nichtraucherschutzmaßnahmen sowie zu Tabakentwöhnungsmaßnahmen. Ergebnisse: Umfassende Rauchverbote werden selten umgesetzt (< 20 % der Einrichtungen). Mitarbeitende dürfen vorrangig im Außengelände rauchen (z. B. in Raucherzonen: 69 bis 78 % je nach Stationstyp). Entwöhnungsangebote für Mitarbeitende bietet nur jede zweite KJP an (47 %). Schlussfolgerungen: Die Daten weisen auf zukünftige Handlungsfelder der Tabakkontrolle in der KJP-Pflege hin: transparente Regeln, Weiterbildungen und Ausbau betrieblicher Entwöhnungsangebote. / Objective: Whereas, on the one hand, employees in child and adolescent psychiatric institutions (CAP) have to enforce smoking bans among patients, on the other hand, they have a high likelihood of being smokers themselves. Little data are available on the enforcement of smoking regulations and what cessation support is offered by CAP institutions. Method: In an online survey, n = 78 senior staff members or directors of German CAP institutions (41.9 % of all addressed CAP institutions) responded to questions on smoking regulations, exceptions, and cessation support for employees. Results: The enforcement of comprehensive smoking bans is rarely reported (<20 % of CAP institutions). Employees are exempted or allowed to smoke mostly outside of the building (e. g., in designated smoking areas: 69-78 % depending on ward type). Cessation support was offered by less than half of the CAP institutions (47%). Conclusions: The data presented point toward future areas for tobacco control in CAP care, including transparent regulations, staff training, and dissemination of support for occupational smoking cessation.

Yes / Underpinned by a contemporary view of automotive systems as cyber-physical systems, characterised by progressively open architectures increasingly defined by their interaction with the users and the smart environment, this paper provides a critical and up-to-date review of automotive Integrated Vehicle Health Management (IVHM) systems. The paper discusses the challenges with prognostics and intelligent health management of automotive systems, and proposes a high-level framework, referred to as the Automotive Healthcare Analytic Factory, to systematically collect and process heterogeneous data from across the product lifecycle, towards actionable insight for personalised healthcare of systems. / Jaguar Land Rover funded research “Intelligent Personalised Powertrain Healthcare” 2016-2019

健康的重要性，人人皆知，但是知易行難，現代的人忙碌，卻也創造出更多不運動的理由。近年來因為手機的普及，讓資通業者看到的是個人對身體自主健康的需求，隨著智慧手環的關鍵技術發展漸趨成熟，讓智慧穿戴裝置成為生活的必需品，許多人都相信智慧穿戴裝置將是下一個令人期待的高成長產業，而健康管理與穿戴裝置的結合又一直是此類產品發展的重點。 本論文研究的目的是希望經由分析智慧穿戴市場的基本應用與產業現況，來探討穿戴裝置業者的產品在健康管理相關領域的市場應用範圍。研究的架構是藉由分析幾個智慧穿戴業者現行的商業模式圖並輔以價值主張的設計分析探討，找出研究個案的關鍵成功因素，本研究也根據評量分析作出結論與建議，達成在這個互聯網時代，研究機構，廠家跟消費者能精準管理健康，產業成長獲利，全民健康運動的三贏目的。

Thesis (MBA)--Stellenbosch University, 2012. / Leadership has always been, and always will be, central to human affairs, whether from a political, societal, religious, business or any other view. Both the need for leadership in managerial jobs and the difficulty of providing effective leadership in these jobs has grown considerably more, to include even lower level managerial, technical and professional employees. An important objective of this research report was to investigate the Eastern Cape Department of Health’s (ECDoH’s) current business practices and culture, as perceived by its leadership and management. The aim was to understand and document reasons for perpetual underperformance and to suggest ways of transforming the organisation’s culture and practices into a high performing organisation on a sustainable basis. To achieve the above objectives, this research report uses the Beehive Model of Organisational Renewal, developed by Christo Nel of the Village Leadership Consulting, which looks at seven elements of workplace practices that are benchmarked against international best practices. These seven elements are strategy execution, change leadership, structure, business discipline, talent creation, rewards and recognition and stakeholder value. The Beehive Model of Operational Renewal assumes that it is possible for any organisation to achieve greatness, to be a high performing organisation based on the conditions that success is by choice and not by accident; it is a long and winding journey and requires full executive acceptance, commitment and resolve to achieving a high performance organisation (HPO) status. The reviewed literature shows that cultures within successful organisations have characteristics of adaptability, alignment with external factors and the organisation’s vision and mission, and are biased towards action. It also suggests that when people are listened to, respected, supported and appreciated, in exchange they tend to go the extra mile in executing their jobs, even lifting the performance of individuals previously written off as mediocre. Depending on the desired type of culture, people behaviours, organisational symbols and systems will have to be modified to suppport and entrench the values of that organisation. Establishing a culture in an organisation is primarily a leadership role and culture and leadership are viewed as two sides of the same coin which cannot be separated. Literature suggests that long-term organisational change in the public sector is complex and problematic, because of the many stakeholders and short-term orientation of many political stakeholders. Change is particularly difficult because it has to overcome a longstanding tradition, uncertaintly and doubt amongst many people, fear of job loss and inertia and much Stellenbosch University http://scholar.sun.ac.za iv resistance, both visible and subdued. Healthcare staff all over the world face the challenge of a rapid introduction of technology in the form of electronic patient records, computerbased decision support tools and hospital information networks which are changing the traditional ways of doing things. Managing organisational culture is viewed as an essential part of the health system reform in most countries, where evidence shows that it will be a complex, multi-level, and uncertain process, requiring strategies unfolding over a period of years. For any change to be successful, it requires leadership – in fact, it is argued that leaders drive change from the top, through people and with people. Successful change is about leadership getting involved in driving the change at grass roots level, being authentic, honest and transparent. Leaders must balance the natural resistance people have to change with the time and space people need to reflect and accept the change and the directives that the leaders use to put pressure on the employees. In healthcare, many techniques have been employed to bring about changes to quality healthcare delivery. These include total quality management (TQM), lean management, learning organisation, business process reengineering and some leaders have used external consultants to influence change. None of these techniques was found to be successful without good leadership and a culture that embraces these changes. Arguably, people are the only competitive advantage any organisation has. Given that people are the executors of strategy, it is imperative that they get involved in its development. The use of systemic ways of developing strategy and making sure of its implementation using the balanced score card and strategy maps, is recommended. Linking company values and culture to the strategy leads to far greater organisational success. In most organisations human resources (HR) practices are still in the traditional back office. In the new economy, HR practices need to be transformed to deliver a new proposition, which adds value to the bottom line of the business by satisfying all stakeholder requirements, aligning people to performance and increasing organisational capabilities for sustainable performance. In the last decade, New Public Sector Management (NPSM) has emerged as a major reform strategy applied in varying degrees in a growing number of public sector organisations. Its main focus is to improve service delivery and to give rise to new management practices in the public sector. It emanates from a continued dissatisfaction with the performance of traditional public sector leadership and bureaucracy, reinforced by claims that the private sector is more efficient. Three building blocks for NPSM are described to reform public sector and these are responsibility, accountability and performance. In transforming public Stellenbosch University http://scholar.sun.ac.za v sector organisations, managers have to explicitly introduce policies within each building block – these policies contain leverage to influence clarity of purpose, agreements, power over decision-making, individual and team performance, and customer accountability. There are strong arguments to encourage clinicians to change their mindset and be retrained to lead the healthcare reform around the world. Some of the arguments are that clinicians are in the frontline, making decisions that determine quality and efficiency of care, having the technical knowledge to make sound strategic choices about longer-term patterns of service delivery. Clinicians are typically intelligent, well-trained and caring people who expressly choose this career to cure and comfort. A growing body of research supports the assertion that effective clinical leadership lifts the performance of health care organisations, as evidenced in a study which found that hospitals with the greatest clinician participation in management scored about 50% higher on important drivers of performance than hospitals with low levels of clinical leadership did. In another study, it was found that in 11 cases of attempted improvement in services, organisations with stronger clinical leadership were more successful, while another found that Chief Executive Officers (CEO) in the highestperforming organisations engaged clinicians in dialogue and in joint problem-solving efforts. The research findings show that the ECDoH is entrenched in the old economy values, meaning that business practices that were examined using the Beehive Model are rated in the risk/poor class. All seven elements scored in this poor class, with changed leadership, structures and talent creation constituting the poorest performers. This implies that the organisation is led from the top, leaders use power over others, there is widespread compression and incompetency at all leadership levels. It is unlikely that a single political head in the form of the Member of Executive (MEC) or a change in the head of department (HoD) will bring about the required astronomical transformation of the ECDoH. Only when the collective begins to accept the current predicament, can a total buy-in and commitment to high performance status begin. Finally, it is recommended that the ECDoH leadership transform their mindsets and adopt the new economy values of leading the organisation. They need to leverage on their positions of power to co-create a new culture, learn and adopt new change leadership skills, and transform the organisation’s HR proposition inside out. The executives are urged to consider funding a three to five year project of organisational renewal, using the Beehive Model and its related tools, to bring about sustainable change in the ECDoH.