The present research settles as aim, to determine the kind of human relations which prevail in small and medium enterprises (SMEs) at Paucarpata district from Arequipa City. In order to, we use the Human Relations Questionnaire with acceptable levels of validity and reliability (α = 0,648) and discriminate between four types of human relations: unsecure, collaborative, selfish and hostile. The results point that predominant human relations in SMEs are the hostile type, and make us to suppose that work conditions don’t benefit employees and could even have negative consequences in their job performance and welfare. / En el presente estudio se planteó por objetivo determinar el tipo de relaciones humanas que prevalece en las micro y pequeñas empresas (mypes) del distrito de Paucarpata en la ciudad de Arequipa. Para ello se utilizó un cuestionario de relaciones humanas que cuenta con validez y confiabilidad (α = 0,648) y que discrimina entre relaciones humanas inseguras, colaborativas, egoístas y hostiles. Los resultados indican que las relaciones humanas predominantes son de tipo hostil, lo que nos lleva a suponer que las condiciones de trabajo en las mypes no es el más favorable para los trabajadores y podría tener injerencia negativa en su desempeño y su bienestar.

Sammanfattning Syftet med denna undersökning är att prova ut ett verktyg bland en grupp blivande lärare i träning i mänskliga relationer (Human Relations Training eller HRT). HRT är en utbildning i hur man kan kommunicera med bl a elever, kollegor och föräldrar för att skapa goda relatio-ner och konstruktivt hitta lösningar till konflikter och andra problem. Tidigare forskning visar att blivande lärare samt nyblivna lärare i Sverige anser sig ha goda ämneskunskaper men upp-lever en osäkerhet i det kommunikativa mötet vid exempelvis konflikter och vanliga problem som kan uppstå i det vardagliga mötet med elever och andra personer. I USA har det sedan decennier ingått HRT i lärarutbildningen, men då vi inte fann någon tidigare koppling till HRT i den svenska lärarutbildningen blev det intressant att prova HRT:s rekommendationer med kunskaperna som snart nyblivna lärare i Sverige har. En av oss författare fick en utbild-ning i HRT, i USA. En av böckerna som användes i utbildningen heter Vilka hinder och möjligheter kan ses bland blivande lärare i kommunikation med elever, kollegor och föräldrar och hur jämförs de med riktlinjerna som finns i HRT-boken, Hur svarar några blivande lärare på preciserade kommunikativa situationer i skolan såsom de presenteras i En enkätundersökning gjordes på en universitetsgrupp snart nyblivna lärare, som läser sista terminen på sin lärarutbildning i Sverige. Totalt deltog 42 lärarstudenter. Resultaten på re-spondenternas enkäter jämfördes med de riktlinjer och definitioner som finns i Human Relations De-velopment (HRD) och oss emellan växte följande två forskningsfrågor fram: HRD? HRD och hur skall man kunna förstå svaren med HRD som utgångspunkt? HRD. Under-sökningens resultat visade att enigheten mellan respondentgruppen och HRD ligger på en nivå som möjligen skulle nås om respondenterna svarade på enkäten på ett slumpvist sätt. / Abstract The purpose of this study is to determine if there may be a benefit in introducing Human Re-lations Training (HRT) into the teaching education programs within Sweden. HRT has been shown to help teachers communicate with students, colleagues, parents and others in order to create beneficial relations and constructively find solutions when conflicts and other problems arise. Prior research has shown that teachers who are beginning their careers within Sweden find that they have been well-educated within their subjects but that they have difficulties when they are confronted with situations that involve Human Relations (HR), that is to say conflicts and arguments and just plain day-to-day getting along with students and other people. In the USA, HRT has been incorporated within teacher training programs for decades. Because of the difficulty in finding such training within Sweden’s teacher training programs, it is of interest to compare the HR-skills of a group of impending teachers (who have been educated in Sweden) with the skills that HRT recommends. One of the authors of this thesis received HRT in the USA. What are the skills that can be found among a group of soon-to-be teachers, in regards to their communication with students, colleagues and parents, and how do these skills compare with the guidelines established in the HRT book, How do these soon-to-be teachers respond to certain given situations that are presented in A questionnaire study was performed on one group of students during their last term of teach-er training at a Swedish university. 42 students participated. The students’ responses in the questionnaire were compared to the guidelines and definitions contained within the said book, Human Relations Development (HRD) is the title of the primary book used during the training and the book is what inspired these research questions: HRD? HRD and how does one interpret their responses while using HRD as an authoritative reference? HRD. The results of the questionnaire show that, as a group, the students performed at a level comparable with that which likely would be achieved if the group were to answer the ques-tionnaire’s questions in a random fashion.

This study was undertaken in order to improve the human relations in the classroom.

There is a high failure rate of small and medium enterprises that results in high unemployment rate and poverty in Ghana. The purpose of this phenomenological study was to explore the experiences of small business owners in Ghana. The conceptual framework was based on the theory of disruptive innovation. Disruptive innovation describes a method that enables business owners to create a new market. Data were collected through interviews from 20 participants who owned small businesses and succeeded beyond 5 years in Accra, Ghana. Member checking was used to strengthen the credibility and trustworthiness of the interpretation of the participants' responses. The findings highlighted 19 skills, which coalesced into 6 emerging themes: business model, innovative strategies, marketing skills, effective supervision, human relations, and commitment, punctuality, and focus. The findings from this study may contribute to social change by indicating some skills and strategies that business owners could use to sustain the profitability of their companies. The data from this study may contribute to the prosperity of small business owners, their employees, and the surrounding community.

The problem of this study was to ascertain the role and status of the specialist in human relations in the desegregation of selected public schools in Texas. Its purpose was to review human relations literature in order to compile a list of representative criteria for human relations programs in industry and to describe the human relations programs and roles of the directors in selected schools. An analysis of available information indicated that industrial organizations have given more attention to human relations programs than have the educational institutions of this country, although their problems have been similar. It was in the workshops of the factories, rather than in the classrooms of America, that social scientists developed human relations skills and techniques. The social issue of desegregation of the races has been a battle often fought on public school campuses. These racial confrontations, coupled with conflicts spawned by the rigidity of traditional schools, have signaled the urgent call for human relations programs to alleviate human problems. The background study included a review of relevant literature, interviews with public school officials, and discussions with state and regional educational administrators. The survey technique was used to collect data for the study. Personal interviews were held with public school officials from five representative districts. The remaining participants responded to mailed questionnaires. The following procedures were used to develop the survey questionnaire: (1) construction of the initial survey questionnaire, (2) selection of a jury panel to validate the questionnaire, (3) validation of the questionnaire, (4) construction of the final questionnaire, and (5) administration of the validated questionnaire.

Äldreomsorgen är en sektor som står inför stora utmaningar på grund av det ökade antalet äldre i kombination med svårigheter vad gäller rekrytering och kompetensförsörjning. För att klara av denna utmaning har en större kommun i södra Sverige undersökt alternativa kompetenser inom området och funnit att undersköterskans kompetens kan frigöras genom att omfördela arberbetsuppgifterna vad gäller service. Genom att serviceuppgifterna istället överförs till en ny yrkesroll, så kallad Vårdnära servicetjänster, kan detta komma att lösa delar av kompetensförsörjningen. Den rådande arbetsmarknaden, som präglas av rekryteringssvårigheter, sammanfaller med att det finns personer som står långt ifrån arbetsmarknaden. I vår kvalitativa intervjustudie har vi genomfört två enskilda intervjuer med personer som är väl insatta i ämnet samt genomfört en fokusgruppsintervju för att undersöka hur yrkesverksamma, som på daglig basis arbetar med att stötta personer att hitta sin plats på arbetsmarknaden, uppfattar den nya yrkesrollen. För att analysera vårt empiriska material har vi använt oss av tre teoretiska utgångspunkter vilka är Human Relations perspektivet, begreppet kompetens samt den objektivistiska pluralismen. I resultatet framkommer generellt att yrkesrollen kan komma att bli aktuell för de personer som av olika anledningar ännu inte hittat sin plats på arbetsmarknaden. Det har även framkommit andra tydliga vinster i kombination med vissa utmaningar som behöver tas i beaktande i det fortsatta arbetet med den nya yrkesrollen. I kommunen där studien utförts är yrkesrollen i dagsläget inte verksam och därför blir det en utmaning att diskutera dess framtida funktion och införandeprocess. Engelsk titel: Care Services- An opportunity for change? Nyckelord: äldreomsorg, Vårdnära servicetjänster, kompetens, rekrytering, Human Relations perspektivet, den objektivistiska pluralismen. / Elderly care is a sector facing major challenges due to the increased number of elderly people in combination with difficulties regarding recruitment and providing competence. In order to cope with this challenge, a larger municipality in southern Sweden has examined alternative competencies in the area and found that the competence of the assistance nurse can be released by redistributing the duties regarding service. Due to the fact that service duties instead are transferred to a new profession, called Care Services, this may solve a part of providing competence. The current labor market, which is characterized by recruitment difficulties, coincides with the fact that there are people far from the labor market. In our qualitative interview study, we have conducted two individual interviews with individuals who are well aware of the subject and we have also conducted a focus group interview in order to examine how professionals, who work on a daily basis to support people find their place in the labor market, perceive the new profession. In order to analyze our empirical material we have used three theoretical starting points, which are the Human Relations perspective, the concept of competence as well as objectivity pluralism. In general, the results show that the new profession may be relevant to those persons who for various reasons have not yet found their place in the labor market. There have also been other clear profits combined with certain challenges that need to be taken into account in the future work with the new profession. In the municipality where the study was conducted, the new profession is not yet active and therefore it is challenging to discuss its future function and the implementation. English title: Care Services- An opportunity for change? Keywords: elderly care, Care Services, competence, recruitment, Human Relations perspective, The objectivity pluralism.

Denna studie behandlar delaktighet inom en byråkratisk organisationsform i en västsvensk kommun. Den ämnar ta reda på om demografiska faktorer har en avgörande betydelse för hur personal upplever delaktighet på arbetsplatsen. Med hjälp av en enkätstudie jämförs kön, ålder och anställningslängd mot tre nivåer av delaktighet: att få sin röst hörd, möjlighet till att forma arbetsplatsen och att inkluderas i beslutsprocesser. Chi-två metoden används för att upptäcka eventuella samband. De tre nivåerna av delaktighet har arbetats fram genom teorin om human relations, som här ställs i kontrast till byråkratin inom organisationsteorins strukturella perspektiv. Byråkratin lämnar föga utrymme för delaktighet, medan de huvudsakliga beståndsdelarna i human relations i stort handlar om just delaktighet. Tidigare forskning visar fördelar med delaktighet i organisationer generellt sett, men det föreligger svårigheter att applicera en sådan organisationsform i en regelstyrd kommunal verksamhet. Studien har dock ett grundläggande antagande om att personalen inom den offentliga sektorn ändå upplever ett visst mått av delaktighet. Frågan är om denna upplevda delaktighet styrs av demografiska faktorer. Svaret på denna fråga kom efter 21 hypotesprövningar, och resultatet var tydligt. Det visade att kvinnor och män, människor i studiens båda åldersgrupper och personal med olika anställningslängd upplever delaktighet på ett relativt snarlikt sätt. Det finns ingen avgörande skillnad som kan styrka att män upplever delaktighet annorlunda än kvinnor, eller någon skillnad rörande ålder eller anställningslängd. Det tycks snarare vara en fråga om att forska vidare med utgångsblick i arbetsmiljön och arbetsplatsens kultur – för att se om de faktorerna påverkar hur personalen upplever delaktighet.

The specific purpose of this investigation is to compile selected case problems for use in teaching human relations by the case method. This investigation will include those case situations that involve many of the factors that cause differences of opinion and friction between individuals or groups. The cases selected are limited to those that actually became the subject of a grievance in the aircraft industry of the Dallas-Fort Worth area of North Texas.

This study was an investigation of the different effects of three procedures of human relations training in changing the personality characteristics and attitudes of preservice teachers. The purpose of this study was to determine whether there is a difference between a structured group laboratory experience, a non-structured group counseling experience, and a regular classroom lecture experience on the development of interpersonal attitudes of preservice teachers, and to ascertain the extent to which attitudinal and personality changes take place.

The problem of this study was to survey the perceived effectiveness of a human relations training program for a select group of Public Safety Officers at the Dallas/Fort Worth Airport. In relation to this select group of Public Safety Officers, the purposes of the study were as follows: (1) to describe the selection procedures, (2) to provide a general overview of the procedures involved in a thirteen-week police training program, (3) to describe the human relations training aspects of the thirteen-week police training program, (4) to describe the public safety officer trainees in terms of their performance on various criteria measurements, (5) to assess and describe the personality characteristics of the Public Safety Officer trainees, and (6) to determine the Public Safety Officers' perceptions of, and reactions to, the human relations training aspects of the thirteen-week police training program.