Suicid är en avsiktlig, självdestruktiv handling som leder till döden. Varje år begås närmare 800 000 suicid runt om i världen och av dessa uppskattas cirka 1100 suicid begås i Sverige. I genomsnitt sörjer sex personer för varje fullbordat suicid, vilket innebär att sjuksköterskor i stor utsträckning kommer att möta dessa anhöriga inom vården. Syftet med studien var således att belysa anhörigas upplevelser av att mista en familjemedlem till följd av suicid. Föreliggande studie är en litteraturbaserad studie baserat på kvalitativa artiklar. Studien behandlade begrepp som hälsa och lidande, vilket vidare relaterades till suicid och de efterlevandes upplevelser. En sammanställning av totalt nio vetenskapliga artiklar användes som grund i utformningen av resultatet. Resultatet redovisade att de efterlevande i hög omfattning upplevde känslor av skuld och skam, relaterat till att bli dömd av andra och att döma sig själv. Att bli dömd av omgivningen framgick bero på att denna sortens handling inte var accepterat i samhället, det beskrevs vara ett tabubelagt ämne. Stöd beskrevs upplevas som antingen tillfredsställt eller bristande. Att genomgå sorg innefattade ett känslomässigt kaos och de efterlevande hade ett stort behov av att få sörja. Att därefter gå vidare i livet gjordes med hjälp av olika metoder, bland annat ritualer för att bevara minnen av den avlidne men även att uppnå acceptans för att förmå att leva vidare. Dessa efterlevande upplevde ofta både psykiskt och fysiskt lidande, genomgående i kris- och sorgeprocessen. Det beskrevs att de efterlevande upplevde stort behov av stöd, men att flertalet inte erhöll tillgodosedda stödinsatser. Sjuksköterskors förmåga till utveckling av vårdkvaliteten för att förmå att minska lidande och förebygga ohälsa hos dessa anhöriga beskrevs därför som viktig. Sjuksköterskor bör således även ha en grund i vårdvetenskap för att kunna bidra till kunskapsutveckling inom detta område. / Background: Suicide is defined as a deliberate and self-destructive act that leads to death. It’s considered as a extensive health problem and each year, nearly 800 000 people die as a result of suicide around the world. Six people in each case estimates to be affected about the suicide. Sufficient support is considered important for these people. Aim: The aim of this study was to illuminate relative’s experience of losing a family member as a result of suicide. Method: A literature-based study including qualitative studies was chosen, according to Friberg (2006), in order to illuminate the relative’s experience of losing a family member as a result of suicide. The results of a total of nine scientific articles were compiled. Results: The results are presented in four themes, and a total of eight subthemes. The presented themes where grief, to be judged by others and to judge themselves, need of support and to continue living. Conclusion: The relatives often experience great suffering, but the results in this study shows that most suicide survivors don’t receive sufficient support. The care of these survivors thus requires a big commitment from the nurses. A guidance to relevant support measures is therefore of great importance, because sufficient support relieve illness, suffering and depression. The nurse should have a reflective approach and a scientific base in the care of these suicide survivors.

This thesis investigates Australian middle management teamwork in private and public sector organisations. The research sought to understand key teamwork variables previously overviewed in the literature, but never synthesised and substantially investigated. The main aim, and value, of the study is to bring greater clarity to business organisation teamwork in Australia by determining the variables that define teamwork, and creating a practical model for teams to manage their development. the research rests on a paradigm of post-positiveness, with a particular emphasis on critical realism.The main data collection methodology employed was a survey instrument. The selected paradigm of critical realism allowed a mixture of exploratory methods, and therefore team member focus group reviews were employed to triangulate and confirm the teamwork concepts extracted from the extant literature review. The results indicate that the research hypotheses were not all supported by the data. In general, the hypotheses logically theorised that people in the same teams in the same organisations shared the same attitude and effectiveness perception of their teams. This model could also be used to gain a first pass understanding of team success potential. It should be of assistance to operational management review team processes and human resource departments trying to decide if team members need specific help in the form of education, team member rotation or team member mix adjustment. The model may also help senior management individuals better understand the process required for successful middle management teamwork. / Doctor of Philosophy (PhD)

This study aims to contribute to a better understanding of communication differences in effective and ineffective teams. It investigates task and socio-emotional verbal behaviours over time and its relationship to team effectiveness and team members' self-perceived member viability. The author used an aural observational method to examine verbal communication of three teams. Participants were post-graduate students formed into teams, working on a complex and dynamic task over a project duration of five days in a classroom setting. Spoken interaction was audio recorded and analysed using Bales' (1950) Interaction Process Analysis (IPA). Three questionnaires were developed, mainly by combining existing measurement instruments from communication and small group research, measuring team effectiveness and member viability. The analysis of selected team meetings with IPA displayed interesting task and socio¬emotional communication differences in effective and ineffective teams. These differences were more visible in socio-emotional interaction than in task-related interaction. Observed interaction patterns changed over time, although communication behaviours were more stable in the effective teams. Findings indicate that a consistently high level of positive socio-emotional communication in combination with a consistently low level of negative socio-emotional interaction seem to facilitate team effectiveness, while a high level of negative socio-emotional interaction or constantly changing socio-emotional behaviour seems to inhibit team effectiveness. It seems to suggest that communication behaviours impact upon team effectiveness and member viability. When communication behaviours could be described as task focused with a consistent level of positive reactions, outweighing negative reactions, effectiveness and member viability can increase. Opposite behaviours, shifting from task to interpersonal issues in combination with negative reactions outweighing positive reactions can lead to low levels of perceived member viability and a lack of effectiveness. The results lead to the suggestion that communication behaviours and member viability, particularly cohesion and willingness to continue as a member of this team, seem to be indicators for a team's 'well-being' and impact upon its effectiveness. These factors seem to be especially visible at the beginning and the temporal midpoint of a project. During these two periods, monitoring of the team process is recommended, either self-managed or with support from outside the team in order to prevent communication problems impacting on team effectiveness.

Thesis (D.Min.)--Liberty Theological Seminary and Graduate School, 2007.

Thesis (M.A.)--Georgia State University, 2004. / Rod Watts, committee chair; Gabriel Kuperminc, Roger Bakema, committee members. 119 p. [numbered vi, 113]. Description based on contents viewed Feb. 28, 2007; title from title screen. Includes bibliographical references (p. 102-109).

Thesis (D. Ed. Min.)--Southwestern Baptist Theological Seminary, 2003. / Includes bibliographical references (leaves 127-132).

Thesis (D. Ed. Min.)--Southwestern Baptist Theological Seminary, 2002. / Includes abstract. Includes bibliographical references (leaves 112-114).

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Dramatic changes in medical science and a general improvement in living standards has led to significant reduction in the morality rate of certain age groups in South Africa. As a result the average age at which people are likely to die increased significantly in the 2oth century. The implications of this has not only to increase the number of people who survive to retirement age, but it has also seen larger numbers of people live for much longer periods in retirement. Opposite to the above, is the HIVIAids pandemic, which will increase the mortality rates of individuals at a younger age and undoubtedly affect pension plans and the costs thereof. The effect of all these changes have been the ultimate cost of providing a given pension benefit. At first the paper examines the trend in retirement saving away from Defined Benefit (DB) towards Define Contribution (DC) funds. It looks at the reasons why this shift has occurred in South Africa, and provided confirmation of the retirement savings plans away from DB structures and towards DC type of plans in South Africa. Secondly the paper briefly looks at the operation of DC plans in South Africa. The potential consequences of the shift are then reviewed in the context of roleplayers in the retirement savings decision and personal involvement in retirement planning process. Upon completion of the literature study, a model was developed in which data from DC funds were used to make projections regarding the sufficiency and adequacy of funding within DC funds. This study has proved that the shift from DB to DC funds had an enormous impact on provision for retirement. It was found that a significant part of the population will not be independent at retirement and therefore might potentially became a responsibility of the state. The paper suggests that the level of personal involvement in the retirement savings decision may be a critical factor in determining the propensity of an individual to save for retirement. As a result research is proposed to consider the importance of the three elements in the involvement of the individual in the retirement savings decision: the perceived ownership of retirement savings, the awareness of the need to save for retirement and the understanding of how to save for retirement. / Thesis (M.B.A.)--North-West University, Potchefstroom Campus, 2004.

This study examined women’s committees in two public sector unions in British Columbia with predominantly female memberships over a twenty year period. The question addressed was how and under what circumstances the committees could secure gains for women, given a context where women remain at a power disadvantage relative to men. Gains sought were of three types: 1) improvements in contract clauses particularly beneficial to women; 2) increased female participation in union governance; and 3) structural changes conducive to future increases in female participation in union governance. Structures as defmed included both formal structures and other regularized procedures, including processes of communication, decision making and resource distribution. Based on literatures from several disciplines, a power model was developed that guided data collection. Data were collected via archival research and semi-structured interviews, and analyzed qualitatively. The study found that the structures governing how the committees operated were significant factors in committee effectiveness and that the active cooperation of the leadership and/or the membership ensured that structures conducive to committee effectiveness existed. The committees’ major challenge was to align their goals with those of the leadership or the membership in order to generate the level of support that would permit them to achieve their goals. The degree of alignment between committee and membership goals affected to what extent the committee could secure goals not supported by the leadership and was the major variable affecting committee power. However, committee power was not necessarily associated with the level of gains achieved for women because both leadership and membership actions and existing union structures could induce outcomes for women not orchestrated by the committees. As a result of this research, the initial power model was refined and the restrictions on the committees’ and leaderships’ use of power were clarified. The utility of crossing the disciplinary boundaries between organizational theory, industrial relations, and political science to explore how power is exercised in unions was demonstrated. Support for the political model of organizations was generated, suggesting that insights gained from the study of unions might advance organizational theorizing.