Arbetsgivares största utmaning på dagens multikulturella arbetsmarknad är att vinna kampenom de medarbetare som är duktiga och besitter såväl rätt kunskap som rätt kompetens. Detkrävs stort engagemang och framförhållning för att arbetsgivarna ska lyckas marknadsföra sigpå arbetsmarknaden och hitta rätt personal. Det tycks vara av stor betydelse för arbetsgivareatt attrahera unga, talangfulla studenter för att få ett försprång i kampen om de bästamedarbetarna. Mycket tyder på att kommunala, offentliga organisationer har en svårighet i attändra ungas bild av jobben som erbjuds vilket bekräftas då det är ytterst få offentliga företagsom utmärker sig på topplistor över attraktiva arbetsgivare. Tidigare studier klargör attarbetsgivare är i behov av att skapa sig ett varumärke på arbetsmarknaden och att de börfokusera lika mycket på arbetet med att behålla talangfulla medarbetare som självarekryteringen av dem. Då denna mindre grupp av personer, som är duktiga och har både rättkunskap samt kompetens, får fler valmöjligheter i karriären blir konkurrens om arbetskraftenhård. Syftet med vår studie är att undersöka individers behov både som medarbetare ochprivatpersoner vid beslutstillfället att söka sig till, stanna hos eller lämna en arbetsgivaregenom att anta ett kulturellt helhetsperspektiv. Detta för att se vad en eftertraktad arbetsgivarekan göra för att påverka en individs beslutsfattande om valet av arbetsgivare och därmedbehålla verksamhetens kunskaps- och kompetensnivå.Studien baserades på datamaterial som samlades in genom åtta semi-strukturerade intervjuermed medarbetare från en kommunal organisation. Intervjuerna baserades på en guidebestående av fyra teman där tekniken för kritiska händelser användes i syfte att fårespondenterna att förmedla en detaljrik berättelse kring sina beslut. Följaktligen genomfördesen narrativ analys av berättelserna som lyfte fram avvikande såväl som gemensammaföreteelser i en kronologisk följd.Utifrån analysen för vi slutligen en diskussion där resultatet av vår studie förhåller sig tilltidigare forskning och som sedan mynnar ut i vår slutsats. Vår slutsats är att eftertraktadearbetsgivare arbetar på ett engagerat sätt med att tillgodose de behov och egenskaper somvärdesätts av medarbetare. Detta kräver en medvetenhet hos arbetsgivaren om att talangfullamedarbetare påverkas av kulturella grupper i deras omgivning. Det krävs också en insikt i hurkonkurrenssituationen förändras beroende på tidpunkt i karriären som den åtråvärdamedarbetaren befinner sig i. En eftertraktad arbetsgivare kan påverka medarbetarnasbeslutsfattande genom att vara medvetna om vad som är viktigt vid valet av arbetsgivare,nämligen att: utsidan räknas, insidan avgör. / The greatest challenge faced by employers on today’s multi-cultural labor market is thecompetition for talented employees in possession of the right knowledge and competence. Tobe able to market themselves properly and in order to find the right personnel, employers needto be well prepared and highly committed to the task. It seems to be of great importance foremployers to attract young, talented students in order to get an advantage in the fight for theemployees of the future. There is however few public companies included in the top lists ofattractive employers, which confirm the public organizations’ suspicion that they havedifficulties with changing students’ perception of the jobs they offer. Previous studies haveidentified a need for employers to establish a brand on the labor market and the importance offocusing just as much on retaining talented employees as on recruiting them. Since potentialemployees in possession of the right knowledge and competence are faced with an increasingselection of possible career paths, the competition for this small group of talents hardens. Thepurpose of our study is therefore to investigate the private and work related needs ofindividual employees in their decision of applying to, staying with or leaving an employer.With regards to a holistic and cultural perspective this study aims to see what an employer ofchoice can do to affect an individual’s decision making with the purpose of retaining theorganization’s level of knowledge and competence.This study is based on data gathered through eight semi-structured interviews with employeesfrom a public organization. The interviews were conducted with the help of an interviewguide comprised of four themes in accordance to the critical incident technique, meant tofacilitate more depth to the respondents’ stories. A narrative analysis of the stories was carriedout in which common as well as divergent incidents were emphasized in chronological order.Lastly, we provide a discussion based on our analysis that compares and contrasts the resultsof our study with previous research. The discussion leads to the conclusion of our study: anemployer of choice works in a committed way to accommodate the needs and qualities thatare valued by the employees. That work requires awareness of the influences talentedemployees gets from cultural groups in their milieu. It also requires an insight in how thecompetition changes depending on the career stage in which the desirable personnel aresituated. An employer of choice can influence the employees’ decision making by beingaware of what is important in their choice of employer: the external matters, the internaldetermines.This thesis will continue in Swedish.

Rationale: Audiology student training in New Zealand faces many difficulties with a limited number of qualified instructors and suitable external placements. With a continued shortage of audiologists in New Zealand, new methods of training need to be introduced and implemented. One solution is through the use of realistic, computer-based virtual patient simulators (VPS). HIT Lab New Zealand in conjunction with the University of Canterbury has designed a VPS for New Zealand audiology students. A speech audiometry component is to be developed based on best practice recommendations, and needs to be validated. Method: Two studies, one with 18 Master of Audiology (“expert”) and another with 18 (“novice”) undergraduate students, were evenly divided into simulator and non-simulator user groups. Simulator users had to complete 5 virtual patient cases in addition to the non-simulator users’ requirement to refer to provided lecture notes and speech audiometry protocols. Novice students were assessed on declarative, procedural and retained knowledge of speech audiometry; expert students were additionally assessed on training transfer. The intervention period was set at two weeks, and the retention assessment at four weeks post-intervention.   Results: Expert students who used the simulator significantly improved their training transfer skills. No significant differences were found between and within groups for declarative knowledge and procedural knowledge. Training transfer and procedural knowledge were retained for both groups, but only non-simulator users retained declarative knowledge. Novice students who used the simulator significantly increased their declarative knowledge. Both groups’ procedural knowledge significantly regressed post-intervention. Declarative and procedural knowledge were retained for both groups. Implications: Simulator use appears to accelerate learning outcomes otherwise achievable through traditional learning methods, and does depend on the users’ existing knowledge base. Regular use may be necessary to retain desired learning outcomes. Improvements (e.g., more detailed feedback systems) are to be incorporated into the simulator, and sole reliance on the simulator for learning is not recommended. Future research into more holistic aspects of virtual patient use within the field of audiology and allied health care is warranted.

This research followed students from three different British Columbia, Grade six classes through two-weeks of instruction on climate change. Pre, post, and follow-up surveys were used to determine the differences in knowledge retention between the students that received, through their science teacher, instruction from a unit and students who received equivalent content instruction from outside presenters. The teacher participant also completed a survey on her experience with the lessons plans. Students’ results on the post and follow-up surveys were compared to a control group’s results. The teacher-based approach to learning about climate change resulted in higher knowledge gain although no difference was found between the groups’ rate of knowledge decline thereafter. The teacher’s feedback corresponded to the result of the analyses by theme, showing that the highest gains in knowledge were for the carbon cycle and the human impacts topic, followed by understanding the difference between climate and weather. The students and teacher alike appeared to struggle with the topic of global warming and the greenhouse effect.

Generation Y intar arbetsmarknaden med särskiljande egenskaper, förväntningar och behov, vilket resulterat i ett mer frekvent byte av arbetsplats än vad tidigare generationer gjort. Chefer och ledare måste således utveckla ny förståelse för hur de skall arbeta med att behålla de yngre medarbetarna, för att undgå risken att förlora företagets viktigaste tillgång, kunskapen.Det finns sedan tidigare omfattande forskning kring hur organisationer arbetar med kunskapsbevaring och dessutom mycket forskning kring den nya generationens egenskaper. Vi upplever däremot att det saknas forskning kring hur organisationer skall ta tillvara på den kunskap som riskerar att försvinna när den nya generationen träder in på arbetsmarknaden. Studien syftar till att söka förståelse i vad det är som gör att medarbetare från generation Y är villiga att stanna kvar inom den studerade organisationen tillräckligt länge för att organisationen skall få möjlighet att ta tillvara på kunskapen.Utförandet av studien har skett genom en abduktiv ansats, där teori och empiri samlats allt efter studiens gång. Insamling av empiri har skett i form av en fallstudie, där semistrukturerade intervjuer genomförts på ett multinationellt, tidigare svenskägt, teknik- och produktionsföretag, verksamma i bilindustrin, placerat i Göteborgsområdet. Trots att det visade sig att organisationen i dagsläget är relativt duktig på att ta tillvara på och motivera de yngre medarbetarna, kan de inte ta det förgivet. Vi har kommit fram till ett par viktiga slutsatser som vägledning inför framtiden; det första är att utvecklingsmöjligheter, stimulerande arbetsuppgifter och en balans mellan arbetsliv och privatliv är de primära incitamenten som motiverar medarbetare från generation Y i den studerade organisationen; för det andra skiljer sig generation Ys tidsuppfattning från övriga generationer. Slutligen behöver chefer och ledare identifiera de arbetsuppgifter som är inre motiverade för de yngre medarbetarna, för att på bästa sätt hålla dem tillfredsställda. / Generation Y enters the labor market with distinctive characteristics, expectations and needs, resulting in the tendency to change workplaces more frequently than previous generations. Managers and leaders must thus develop a new understanding of how they should work to keep younger employees in order to avoid the risk of losing the company's most important asset, knowledge.There has been extensive research in the past about how organizations work with knowledge retention. There is also a lot of research about the new generation's characteristics. We find, however, that there is lack of research in how organizations will utilize the knowledge that is likely to disappear when the new generation enters the labor market. The study aims therefore to seek explanation of the factors that can facilitate the conditions within the studied organization to retain the younger generation's employees, so that the company is undergoing the risk of losing essential knowledge.The study has been conducted through an abductive approach, where theory and empirics were collected according to the course of the study. Empirics has been collected in the form of a case study, in which semistructured interviews were conducted at a multinational, former Swedish-owned technology and production company, active in the automotive industry, located in the Gothenburg area. Even though the organization turned out to be relatively good at utilizing and motivating the younger employees at this time, should it not be taken for granted. We have developed a few important conclusions as guidance for the future; Firstly, the primary incentives that motivate employees of generation Y in the study organization are development opportunities, stimulating tasks, a fun work environment and a balance between working life and privacy; And secondly, generation Y's perception of time differs with the other generations; Finally, managers and leaders need to identify the tasks that are motivated internally for the younger employees, to best satisfy them.This thesis is written in Swedish.

Simulation training has been implemented at a small nursing school in the eastern United States to improve the currently low content exam scores in nursing courses. With the guidance of Kolb's experiential learning theory, differences in 8 course content exam scores were investigated for students who received simulation training in the content area before the exam and students who received simulation training after the exam, using a quasi-experimental, comparative design. Archival exam scores from 424 content exams, 212 completed by students who received simulation training before the exam and 212 completed by students who received simulation training after the exam, were used in a multivariate analysis of variance. The difference of the group means was not statistically significant (p = .69) for the pediatric assessment, meningitis, respiratory deviations, and gastrointestinal nursing content exams. However, there was a significant difference, F (4, 47) = 5.192, p = .00; λ = .694; η2 = .316, for the postpartum and neonatal assessment, preeclampsia, and cardiovascular nursing content exams. The results are split, which may be due to inconsistency in the conduct of simulation training across the 8 content areas. The varied outcomes led to the development of a white paper with policy and implementation recommendations for simulation training. Positive social change may occur in the planning of simulation training to promote consistency and best practices, enhancing students' ability to perform safely and competently at the patient's bedside and thus supporting improved patient outcomes.

Personalomsättningen på Sveriges skolor är högre än i övriga OECD-länder. Detta ger upphov till störningar för kontinuiteten, som i denna uppsats anses vara fortlöpande arbete. Trots att kontinuitet anses vara en kritisk faktor för skolframgång brister huvudmännen i sitt arbete för att främja kontinuitet enligt en rapport från Skolverket (2019). Uppsatsen syftar därmed att undersöka hur grundskolor i Stockholms stad arbetar inom organisationen för att skapa kontinuitet, även i en situation då de tvingas hantera hög personalomsättning. En kvalitativ studie i form av semistrukturerade intervjuer med skolledare på sju skolor genomfördes. Därefter analyserades skolornas interna arbete med kontinuitet via ett teoretiskt ramverk kring organisatoriskt minne, uppdelat i hur kunskap förvaras och överförs. Resultatet visar att skolorna till viss del arbetar med processer som kan bidra till kontinuitet bland annat genom dokumentation, individer och teknologi, däremot med varierande omfång. Resultatet visar även brister i integreringen av metoderna som kan främja kontinuitet.

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This thesis explores applying DevOps practices to mitigate knowledge loss in project-based environments. In the context of high developer turnover, the study aims to implement a standardised DevOps workflow using automation and knowledge management. The research questions of the thesis are answered by following a method consisting of interviews, requirements gathering, implementation of a DevOps workflow focusing on knowledge management practices and evaluation using a DevOps maturity model. The study finds that explicit knowledge practices, including issue tracking, code reviews, and knowledge repositories, are complemented by developers’ tacit knowledge. Additional practices including testing standards, coding standards, and containerisation also contribute to knowledge retention. Integrating these practices into a DevOps workflow involves automation, tool integration, and continuous workflow through a CI/CD pipeline. The research evaluates the organisation’s initial maturity level at level 1 ("Initial") in technology and process areas. However, implementing the proposed DevOps workflow increases the maturity level to level 3 ("Defined"). This, in turn, indicates that knowledge management practices can be integrated into a DevOps workflow to mitigate knowledge loss further.

Kenya Methodist University (KeMU) is facing challenges like duplication of work due to lack of a central repository for knowledge retention, loss of knowledge through expertise leaving the institution without knowledge being captured and over reliance on a few known subject matter experts as others have not been identified. Utilising the Knowledge Retention Strategy framework, this study sought to assess knowledge retention practices at KeMU, with a view to entrench the culture of sharing knowledge. The ultimate aim of this study was to develop a model for knowledge retention at institutions of higher learning which KeMU could adopt. The study relied on mixed method research (MMR) with qualitative and quantitative data mixed at collection, analysis, discussion and reporting levels. The study triangulated data collection tools which encompassed a questionnaire, interview, observation and review of documents to collect data from 106 respondents and 11 heads of departments respectively. These two groups were purposively selected as they play a key role in knowledge retention at KeMU. The study disclosed a variety of informal knowledge retention practices but formal practices like: documented work processes; training and development for specific job tasks; orientation for general and job specific; knowledge repositories; communities of practice; knowledge retention policies; knowledge recovery initiatives; and human resources processes and practices for knowledge retention were lacking. Considering the value placed on the above list of lacking essential practices for knowledge retention, KeMU is indeed in dire need for a solution to help retain operational relevant knowledge. The study formulated a KR model for institutions of higher learning that would help KeMU leverage its knowledge assets. The study recommends that KeMU should work out a knowledge retention policy on how to implement the best knowledge retention practices. A further study on measuring KM in an academic institution is recommended. / Information Science / M. Inf.