No description available.

Ett bra introduktionsprogram är grundläggande för en lång framgångsrik karriär och gör det lättare för den nyexaminerade att lära sig, då övergången från studier till att börja arbeta som en legitimerad röntgensjuksköterska kan vara en stressig period. Syftet med denna studie var att undersöka nyexaminerade röntgensjuksköterskors upplevelse av introduktionen på en ny arbetsplats. Data samlades in till denna studie genom att intervjua nio röntgensjuksköterskor som tagit examen sommaren 2014. Dessa röntgensjuksköterskor arbetar på röntgenkliniker i mellan- och södra Sverige. All insamlad data analyserades med hjälp av innehållsanalys och det resulterade i tre kategorier: Introduktionsprogrammet, Handledarnas kunskap och egenskaper och Sociala relationers betydelse och påverkan. De nyexaminerade röntgensjuksköterskorna upplevde att introduktionen var tillräcklig och bra. Det fanns vissa delar som var mindre bra, till exempel att de blev räknade som en av den ordinarie personalen medan de hade introduktion. Alla informanter ansåg att det blir bäst ifall de har en specifik handledare i början av introduktionen, då det lätt kan bli förvirrande med flera handledare. / A good introduction program is essential for a long successful career and makes it easier for new graduates to learn. As the transition from studies to beginning working as a licensed radiographer can be a stressful period. The purpose of this study was to investigate the new graduate radiographers experience of the introduction at a new workplace. Data was collected for this study by interviewing nine new graduate radiographers who graduated in the summer of 2014. These radiographers are working on radiology departments in central and southern Sweden. All collected data was analyzed using content analysis and it resulted in three categories: Introduction program, The preceptors knowledge and qualities and Social relationships importance and impact. The new graduate radiographers felt that the introduction was sufficient and good. There were some parts that were less good, for example, they were counted as one of the regular staff while they still had the introduction. All the informants believed that it will be best if they have a specific preceptor in the beginning of the introduction, as it can easily become confusing with several preceptors.

The aim of the study is to elucidate and analyze newcomer students´ experiences of the Language Introduction Program, in more detail, how the students describe their time at the program and how experiences could differ between girls and boys. Finally, the study examines how the program, according to the students, can be significant for their future. The analysis of the students´ dictums is based on the perspective of intercultural education. To answer the study´s aim and research questions, the investigation consists of eight semi-structured interviews with students who are studying at the Language Introduction Program at an upper secondary school in Uppsala.The results show that the main advantages with studying at the Language Introduction Program are, according to the students, that they learn the Swedish language and that they meet students with several cultural backgrounds. The main disadvantages that were noted were that the Language Introduction Program takes a long time to finish, and furthermore, the contact with the students at the other programs at the school is not enough. To some extent, the students´ experiences differ, however, the differences are not always due to gender. The students feel that the Language Introduction Program has helped them with the Swedish language and prepared them for future studies. In conclusion, the study shows that good knowledge in the Swedish language is considered to be the key to success in school and society, both for social life and for educational purposes.

This thesis is about 16 newly arrived students from Iraq enrolled in the introductory programme for newcomers, in two Swedish upper secondary schools during the academic year 2010/11. The study focuses on the newly arrived students’ possession of cultural, social, educational and linguistic capital and their migration experience as well as their plans for future studies. The theoretical framework is based on the sociology of Pierre Bourdieu and research in International Migration and Ethnic Relations (IMER). Of crucial importance is the sociologist Abdelmalek Sayad, who bridges Bourdieu and migration studies. Also, general sociological concepts like class, gender and ethnicity are used. Traditional ethnographic approaches such as observations, informal conversations and interviews are the main methods. The empirical results show that the newly arrived students have varying degrees of inherited assets, although the majority came from more affluent backgrounds. They also differed with regard to their school background. The ones who went to public schools in Iraq described the Iraqi educational system as authoritarian institution in which they had to conform to collective norms and values. Those who went to private international schools reported that their schools were similar to those in Sweden, but significantly more demanding. The youths also had assets that had little value in the Swedish educational system. One example is the ability to speak several languages like Arabic, Kurdish, Syriac and Chaldean. Newly arrived students usually have no experience of the Swedish school system and cannot speak Swedish. This limitation defines them as a disadvantaged group when they enter the Swedish educational system, in programmes specially designed for them. Furthermore, the newly arrived students are spatially and symbolically segregated from other students and are thus poorly integrated in into the schools’ ordinary activities. The newly arrived students quickly become aware of that they do not master the language and that they are not familiar with the study norms and roles in Sweden. However, the students express high educational aspirations and emphasize education as a key factor in achieving respectability. Or, in Bourdieu’s sense, success in the Swedish educational system represents symbolic capital, for the Swedish born population as well as for as members of their own ethnic group.

In this qualitative case-study, EFL teachers’ experience and views regarding homogeneous and heterogeneous ability groups are investigated. Four EFL teachers working in the Introduction program in upper secondary school were interviewed through semi-structured questions. The interviews were held individually and conducted by the researcher. The questions focused on a teacher perspective as well as a student perspective and the teachers were also asked whether they preferred any of the two ability groups and possible reasons for this. The answers were quite similar and the teachers mentioned some common factors, such as time and efficiency, assignments, lectures, student interaction and learning progression. It was clear that the teachers found homogeneous ability groups easier to manage and this was also the group that three of them preferred working with. Additional reasons for this choice was the experience that this type of group was more beneficial for students and the teachers also felt more successful in their roles as teachers. Although one teacher mostly agreed with the others she was more in favour of heterogeneous ability groups, or a mix of both groups, because it allowed students to develop in their own pace and from their individual preferences and she also experienced more satisfaction in finding the right structure and strategies for each student. / I den här kvalitativa fallstudien undersöks engelsklärares erfarenheter och perspektiv angående homogena och heterogena nivågrupper. Fyra engelsklärare som arbetar på introduktionsprogrammen inom gymnasieskolan intervjuades genom semistrukturerade frågor. Intervjuerna genomfördes individuellt och av forskaren. Frågorna fokuserade på ett lärarperspektiv likväl som ett elevperspektiv och lärarna fick också svara på frågan om de föredrog någon av de två nivågrupperingarna och ange möjliga orsaker till detta. Svaren var någorlunda lika och samtliga lärare lyfte några gemensamma nämnare så som tid och effektivitet, uppgifter, genomgångar, elevinteraktion samt inlärningsprogression. Det var tydligt att lärarna ansåg det enklare att hantera homogena nivågrupper och det var även den typ av grupp som tre av dem föredrog att arbeta med. Ytterligare orsaker till detta var upplevelsen att denna typ av grupp var mer gynnsam för elever och lärarna kände sig även mer framgångsrika i rollen som lärare. Även om en lärare ofta höll med övriga så föredrog hon heterogena nivågrupper, alternativt en blandning av båda grupper, då detta lät elever utvecklas i sin egen takt och utifrån sina individuella förutsättningar. Hon upplevde också mer tillfredsställelse av att hitta rätt struktur och strategier för varje elev.

Offentliga organisationer har ofta begränsade finansiella resurser att förhålla sig till. Med den ökade konkurrensen på arbetsmarknaden om kompetent personal finns ett behov för även offentliga organisationer att arbeta med dess attraktivitet gentemot intressenter. Syftet med studien var att erhålla ökad förståelse för hur attribut värderas av yrkesgruppen sjuksköterskor och således påverkar valet av arbetsgivare. De identifierade attribut som studien undersökte var: ledarskap, lön, stimulans, lojalitet, status, arbetstider, fysisk aktivitet och relationer. Vidare ämnade uppsatsen undersöka om det kliniska basåret, som är ett försök från arbetsgivarens sida att uppnå ökad attraktivitet, har förbättrat organisationens förmåga att attrahera sjuksköterskor till organisationen. Detta gjordes för att erhålla ökad kunskap och förståelse kring vilka attribut som faktiskt anses attraktiva av yrkesgruppen och därmed kan öka de anställdas benägenhet att vilja stanna kvar inom organisationen, och på så vis är önskvärda för arbetsgivaren att ta hänsyn till i arbetet med organisationens employer brand. Studien utgjordes av en deduktiv metod och genomfördes på legitimerade sjuksköterskor och sjuksköterskestudenter som när studien genomfördes gick termin fem och sex. Föreliggande studie bekräftar delar av tidigare forskning och gav indikationer om att de undersökta attributen faktiskt är av betydelse i val av arbetsgivare. Studien gav även indikationer att organisationens attraktivitet är beroende av vad medarbetare och externa aktörer kommunicerar för typ av information om den. De fem högst värderade attributen vid val av arbetsgivare var enligt studien: lojalitet, relationer, lön, arbetstid och stimulans. Studien indikerade att det kliniska basåret inte motsvarar respondenternas förväntningar och inte heller bidrar till organisationens attraktivitet i nämnvärd utsträckning. Som tidigare studier visar kan organisationens attraktivitet utgöra en nyckelvariabel i avgörandet om en potentiell medarbetare kommer intressera sig för organisationen eller inte. / Public organizations often have limited financial resources and need to take them into consideration when managing the establishment. There is a need for public organizations to work with attractiveness towards stakeholders because of the, now, increasing competition for qualified personnel. The purpose of this study is to obtain an increased comprehension of how various attributes are valued by nurses and thus affect the choice of employers. The identified attributes to be examined are the following: Leadership, wages. stimulus, loyalty, status, working hours, physical activity and relationships. Furthermore, this paper aim to investigate whether the introductionprogram ”Kliniskt basår”, which is an employer’s attempt to achieve increased attractiveness, has improved the organization’s ability to attract nurses to their working force. This study is conducted to better understand, and gain knowledge about, which attributes stakeholder and employers take in to consideration when deciding to stay with-in an organization. The result would therefore be desirable for the employer to take into deliberation when designing the organizations employer brand. This study has a deductive approach and was conducted on licensed nurses and nursing students, which had at the end of the study passed semester five and six. The present study confirms parts of previous research and provides indications that the investigated attributes are of importance when choosing employers. The study also provides indications that the organizations attractiveness depends on the employees, and other external stakeholders portrayal of it. According to the study, the five most valued attributes in the choosing of employers are loyalty, relationships, wages, working hours and stimulus. The study indicates that the examined introduction program does not correspond to the expectations of the respondents; neither does it contribute to the attractiveness of the organization. As previous studies show, the appeal attractiveness of the organization may be a key factor in determining whether a potential employee will be interested in the organization or not.