Die formelbasierte Ressourcenallokation hat sich in jüngerer Zeit zunehmend als ein Instrument zur leistungsorientierten Steuerung von Hochschulen und ihren untergeordneten Organisationseinheiten etabliert. In diesem Kontext wird in der Literatur eine Vielzahl verschiedener Gestaltungselemente für Allokationsmodelle diskutiert, denen auch in Abhängigkeit der konkreten Anwendungssituation differenzierte Steuerungswirkungen zugeschrieben werden. Belastbare empirische Ergebnisse zu den Steuerungswirkungen liegen bis heute jedoch nur in unzureichendem Maße vor. Gleichzeitig stehen die Entscheidungsträger der allokierenden Institutionen vor der Aufgabe, aus verschiedenen, mit differenzierten Steuerungswirkungen ausgestatteten Formelelementen, wie z.B. Formelindikatoren, Indikatorgewichten und Berechnungsalgorithmen, ein Allokationsmodell zu gestalten, das für die individuelle Entscheidungssituation und die individuellen Zielsetzungen der Entscheidungsträger die bestmögliche Wirkung auf die Zielgrößen entfaltet und damit seiner Steuerungsfunktion gerecht wird. Zur Unterstützung dieser Entscheidungsaufgaben schlägt die vorliegende Arbeit ein simulationsbasiertes Management Support System vor, das den Entscheidungsträger bei der Gestaltung und Bewertung von Allokationsformeln für den Hochschulbereich bedarfsgerecht unterstützt und einen Beitrag für eine auf Effizienz und Effektivität ausgerichtete Hochschulsteuerung leistet. Es wurde ein Lösungskonzept erarbeitet und prototypisch realisiert, das die Simulation mit dem Active-Data-Warehouse-Konzept kombiniert, um den Wirkungsgrad differenziert ausgestalteter Allokationsmodelle auf die Zielgrößen der allokierenden Institution zu analysieren. Ergänzt wurde das Konzept um MIS/EIS- und OLAP-Funktionen, um die gewonnenen Simulationsergebnisse aufzubereiten, zu präsentieren und dadurch den Entscheidungsträger bei der Analyse der Simulationsergebnisse und der Identifikation des wirkungsvollsten Allokationsmodells zu unterstützen.

Background: Over the last decade, diabetes health coaching, also referred to as diabetes coaching, has emerged as a patient-centered intervention to assist individuals with type 2 diabetes mellitus (T2DM) in acquiring independence with self-management. The structure and delivery of such interventions have varied greatly while showing improvements in glycemic control. However, literature continues to show a gap around the patient experience of receiving diabetes coaching support. Objective: To explore the perceived experience of receiving telephone-based diabetes health coaching among community-based adults with T2DM within the Canadian context. Methods: A qualitative exploration with an interpretive descriptive design was carried out. Participants from the intervention group of a larger randomized controlled trial who had received a telephone-based diabetes coaching intervention over one year were invited to participate in a telephone interview with open-ended questioning. Findings: A total of 12 participants were interviewed and four major themes were identified. (1) Adapting to life with T2DM reflects how coaching helped individuals to integrate diabetes into their lives by addressing misconceptions, providing knowledge, encouraging awareness, and easing transition onto insulin. (2) Heightened mindfulness of diabetes-related wellness captured the greater attention participants’ gave to their overall well-being and self-management behaviours. (3) Behaviour change guided by the participant highlights the differences in participants’ motivation, readiness to make changes, external factors that influenced their ability to make self-management behaviour changes. (4) Lastly, valuing a supportive relationship illustrates that participants felt the unique coach-client relationship was reliable, holistic, non-judgmental, and encouraging. Conclusion: Overall, participants found diabetes coaching to be positive and highlighted the various ways it was able to support their ability to more effectively self-manage their diabetes. / Thesis / Master of Science in Nursing (MSN)

Yes / Year in and year out the increasing adaptivity of offenders has maintained ransomware's position as a major cybersecurity threat. The cybersecurity industry has responded with a similar degree of adaptiveness, but has focussed more upon technical (science) than ‘non-technical’ (social science) factors. This article explores empirically how organisations and investigators have reacted to the shift in the ransomware landscape from scareware and locker attacks to the almost exclusive use of crypto-ransomware. We outline how, for various reasons, victims and investigators struggle to respond effectively to this form of threat. By drawing upon in-depth interviews with victims and law enforcement officers involved in twenty-six crypto-ransomware attacks between 2014 and 2018 and using an inductive content analysis method, we develop a data-driven taxonomy of crypto-ransomware countermeasures. The findings of the research indicate that responses to crypto-ransomware are made more complex by the nuanced relationship between the technical (malware which encrypts) and the human (social engineering which still instigates most infections) aspects of an attack. As a consequence, there is no simple technological ‘silver bullet’ that will wipe out the crypto-ransomware threat. Rather, a multi-layered approach is needed which consists of socio-technical measures, zealous front-line managers and active support from senior management. / This work was supported by the Engineering and Physical Sciences Research Council and is part of the EMPHASIS (EconoMical, PsycHologicAl and Societal Impact of RanSomware) project [EP/P011721/1].

Background Type 2 diabetes demands self-management over time, to maintain health and reduce the risk for diabetes complications. However, despite efforts, many persons with type 2 diabetes are not reaching the treatment targets. In diabetes, person-centred care and group education are recommended. Diabetes specialist nurses (DSNs) working in primary healthcare have an important role in supporting patients with type 2 diabetes in their self-management to adapt to the demands of the disease in everyday life. Therefore, it is important to explore the DSNs’ professional role and their experiences of practising person-centred care. The overall aim of the thesis was to explore the professional role of DSNs in primary healthcare, and to describe their experiences of person-centred diabetes care. Methods The thesis includes three studies with qualitative, and one with a quantitative, approach. Data collection consisted of focus group interviews, individual interviews, observations, and questionnaires. Qualitative content analysis and statistics were used in the analysis. In studies I and II, 29 and 31 DSNs participated, respectively. In study III, 10 DSNs and 44 persons with type 2 diabetes participated. Lastly, in study IV, 10 DSNs participated. Results The results in the thesis showed that DSNs have a complex and multifaceted professional role that entails striving to be an expert, a fosterer, a leader, an executive, and a role model, which they found challenging. The DSNs perceived high job demands, such as decision-making and learning. The thesis also showed that the interaction between DSNs and persons with type 2 diabetes shifted from empowerment to authority struggles during group support sessions based on person-centred care. The experience of person-centred care was described as enriching, but DSNs also expressed ambivalence, related to an altered professional role. Conclusion There is a desire by DSNs to be close to persons with type 2 diabetes, although they have several challenges to fulfil, which makes it difficult to uphold a relation with proximity; thus, distance is also present. Even though person-centred care is recommended in healthcare, and despite DSNs’ efforts to practise PCC, the result of this thesis shows that it also implies an altered professional role for DSNs that has to be addressed. / Diabetes intervention in Västerbotten, DIVA 2

Information system projects are gaining immense popularity among the manufacturing organisations across the globe. Due to the challenges associated with the information system project management with the manufacturing organisation, organisations have started focusing on technology-oriented solutions such as Information system (IS) projects. However, the success or failure of these projects is ultimately dependent on a range of critical success factors. The purpose of the research was to investigate the Critical Success Factors (CSF) in an Information System (IS) project using the case of Wartsila, a manufacturing organisation operating in marine and energy sector. For this purpose, a qualitative research method was adopted with semi-structured interviews carried out with the IT manager, the Integration Manager (Int. M), and the project teams involved in the project. Thematic analysis, which was chosen as the appropriate data analysis method, assisted in the identification of several codes that were categorized and finally guided to the extraction of seven (7) key themes. A conceptual framework was drawn from the secondary literature review containing CSF within the two major categories such as subjective and objective CSFs. The set of subjective CSFs included project management and team member, commitment and management support, training, change management perceptions, communication, and project planning and management. On the other side, the set of objective CSFs included the process of redesigning, technological difficulties in system design, costs, time engineering, and quality.   These literature-based factors were simultaneously analysed by the responses of the interviewees, ultimately ending up in the development of a modified and comprehensive framework for the manufacturing organisation. The findings revealed the significance of subjective factor in shaping the accomplishment of objective factors, drive the project towards the success. These findings have further recommended the need for culturally sensitive ‘training’ and integration of formal and informal ‘communication’ methods for the success of the projects in the manufacturing organisations.

Submitted by Renata Lopes (renatasil82@gmail.com) on 2018-09-03T15:33:59Z No. of bitstreams: 1 tonnyaparecidovidalbarradesouza.pdf: 988976 bytes, checksum: 7cb90af8149d52124255dea1e2b3e781 (MD5) / Approved for entry into archive by Adriana Oliveira (adriana.oliveira@ufjf.edu.br) on 2018-09-03T15:54:19Z (GMT) No. of bitstreams: 1 tonnyaparecidovidalbarradesouza.pdf: 988976 bytes, checksum: 7cb90af8149d52124255dea1e2b3e781 (MD5) / Made available in DSpace on 2018-09-03T15:54:19Z (GMT). No. of bitstreams: 1 tonnyaparecidovidalbarradesouza.pdf: 988976 bytes, checksum: 7cb90af8149d52124255dea1e2b3e781 (MD5) Previous issue date: 2012-12 / PROQUALI (UFJF) / Este trabalho tem como objetivo apresentar as formas de financiamento e analisar a gestão financeira da pós-graduação stricto sensu da Universidade Federal de Juiz de Fora (UFJF) no que se refere à rubrica denominada Apoio a Pós-Graduação (APG-UFJF). Essa rubrica é ofertada pela própria Instituição, no período demarcado pela maior expansão desse segmento de ensino na UFJF, observado na década compreendida entre os anos de 2000 a 2010. Assim, intentamos investigar a relação dos recursos próprios disponibilizados com a necessidade de consolidação dos cursos conforme orientação da Coordenação de Aperfeiçoamento de Pessoal de Nível Superior (CAPES). Agência reguladora do funcionamento desses Programas que estabelece conceitos para os mesmos implicando em seus credenciamentos e representação de qualidade junto ao Ministério da Educação (MEC), e por fim, analisamos o uso desses recursos mediante os históricos de alocação e utilização nas rubricas pertinentes ao longo dos anos da década em estudo, propondo ao final um Plano de Ação Educacional visando a cessão de apoio gerencial aos responsáveis pela gestão dos recursos. / This paper aims to present forms of financing and analyze the financial management of post-graduate studies at the Federal University of Juiz de Fora (UFJF) with regard to the item called Support Postgraduate (APG-UFJF), offered by the institution, the period marked by the further expansion of this segment of education in the institution, observed in the decade between the years 2000 to 2010. Thus, attempts to investigate the relationship of own resources available with the need for consolidation of courses as directed by the Coordination of Improvement of Higher Education Personnel (CAPES). Regulatory agency of the operation of these programs establishing concepts for the same implying their accreditations and quality representation from the Ministry of Education (MEC), and finally, to analyze the use of these resources through the historical allocation and usage in relevant sections throughout the years of the decade under study, proposing to end an Action Plan aimed at the transfer of managerial support to managerial resources.

Supported Employment is one of the main tools of active labour market policies for the people who are disadvantaged or with disabilities. It aims to aid people are disadvantaged when finding employment themselves, provides assistance when looking for and choosing the right employment and with preparations for its execution, facilitation of the first contact with employer and colleagues, and ongoing support not only to the person with disability, but also to his colleagues and superiors who will be in contact with him. The thesis focuses on the issue of supported employment and its relation to diversity management, which covers the topic of management of employing the minorities and disadvantaged groups. From this perspective the thesis discusses the attitudes and prejudices, that often pose a barier to supported employment and effective interaction of people with disabilities and without. Research aims to explore these attitudes and to explore the support, that employers and employees working in the companies there the supported employment takes place are provided. The hypotheses stating there would be a difference in attitudes toward people with disabilities and toward organizational diversity between the research and the control group, were not confirmed. Qualitative analysis revealed the...

Im Rahmen der Arbeit wird untersucht, wie durch die konsequente Anwendung der objektorientierten Konzepte auf die Architektur von Management Support Systemen (MSS) die beobachtbaren Integrationsbeschränkungen bislang heterogen modellierter MSS-Funktionalitäten überwunden werden können. Zur Identifikation, Auswahl und Konfiguration der diesbezüglichen Potentiale und Konzepte des objektorientierten Paradigmas und späteren Bewertung der daraus entwickelten objektorientierten MSS-Architektur wird zunächst ein dreistufiger Kriterienkatalog aufgestellt, der sich an den spezifischen integrativen Anforderungen an ein MSS orientiert.Das entwickelte MSS-Konzept, das in Form eines konkreten Smalltalk-basierten, objektorientierten MSS (ooMSS) dargestellt wird, umfaßt die drei Modellbereiche Informationsmodell, Interaktionsmodell und MSS-Modell:Das Informationsmodell ist unterteilt in ein operatives Domänenmodell zur Repräsentation heterogener Informationselemente und -mengen und ein Werkzeugmodell zur Abbildung analytischer Beziehungen und Auswertungsfunktionen auf diesen Informationselementen, u.a. mehrdimensionaler Datenanalysen (OLAP). Zur Umsetzung werden die spezialisierten Klassen Information- und ToolObject eingeführt, die über das Adapter- bzw. InterpreterPattern verbunden werden.Das Interaktionsmodell zur direkten, anwenderindividuellen Konfiguration und Manipulation relevanter Ausschnitte des Informationsmodells (Daten und Funktionen) ist nach dem Morphic-Framework realisiert.Das MSS-Modell dient der Repräsentation von technisch und fachlich möglichen bzw. sinnvollen MSS-Funktionen und -abläufe sowie deren inhaltlichen Ergebnissen. Die Modellierung erfolgt mittels der spezialisierten Klasse InformationAspect auf einer Meta-Ebene des Informationsmodells.Abschließend wird die Anwendung des Gesamtkonzepts in Form von MSS-Unterstützungsszenarien auf den Ebenen Fachanwender, Fortgeschrittener und Entwickler dokumentiert.

Work motivation has been a topic of significance for a very long time, however, since there has been a recent shift towards remote work, traditional motivational theories might need to be reconsidered and applied to the new way of working. The self-determination theory (SDT) is one of many motivational theories, which says that once the three basic psychological needs for autonomy, competence, and relatedness are reached, individuals will experience high amounts of motivation. In order to dive deeper into the topic of motivation in remote work, the purpose of our study is therefore to explore this area of research by examining how managerial support measures could be aimed at ensuring the feeling of autonomy, competence and relatedness, and in turn manage to possibly sustain motivation among remote workers.  With the aim of reaching and fulfilling the purpose of this study, in-depth interviews were conducted with five remote workers working in start-ups or SMEs within the IT sectors, or within companies with a digital focus. The data which we collected through interviews was then thematically analysed by careful coding and put into a variety of themes. Following the presentation of our findings was a meticulous analysis of the generated data, which was the base for our final conclusions drawn on the subject.  From the findings, we were able to conclude that autonomy achieved high scores in remote work, and was without exceptions fulfilled for all of our interview subjects. Within competence, the most challenges were detected, however the right supporting measures, like facilitating information sharing, would be able to work against these issues. Lastly, relatedness is oftentimes severely lacking within remote work due to the implied distance, however due to conscious choices to work remotely, individuals will be aware of decreasing relatedness when they start their journey of working remotely. Nonetheless, supporting measures like organising social gatherings or workshops, can limit the lack of feeling relatedness in the remote workplace.  This study can assist future researchers that are conducting studies within the growing remote work environment. Furthermore, it can help managers in the workplace to gain an updated view on motivation in remote working, and shift perspective to remotely adapted supporting measures.

<p>This thesis deals with the importance of managing employees’ thoughts and feelings in relation to organisational learning. To visualise and to identify affections within organisations is of major importance since most of our actions and the decisions we make are steered by our emotions rather than rational thinking.</p><p>In this work we show that employees’ thoughts and feelings can be managed by implementing the cognitive therapeutic process into the organisational setting. In comparison to the more traditional way of managing problems within organisations, i.e. the two activities of problem identification and problem solving, the cognitive therapeutic process also addresses the importance of identifying associated feelings and underlying automatic thoughts in relation to an occurrence or a situation.</p><p>Consequently, the overall purpose of this thesis has been to develop an approach for improving the quality of organisational learning processes which should stimulate employees’ contribution and facilitate the identification of their thoughts and feelings in relation to their work. As a result, ‘The Affect Based Learning Matrix’ (TABLe MATRIX) was developed. TABLe MATRIX can be used either in a paper-based or in a Web-based format and identifies and analyses individuals’ affections in relation to an organisational occurrence or change, a subject or a problem. Our empirical investigations show that TABLe MATRIX contributes to improving the output of organisational learning processes since unspoken negative emotions make people passive in finding new solutions. TABLe MATRIX has been evaluated by interviewing thirteen operational development representatives within eight different branches and also by testing the paper-based version at two large organisations within retail fast moving consumer goods and within education.</p>