I föreliggande C-uppsats i Geografi söker jag ta mig an ett avgränsat ämnesområde i skolans värld genom att undersöka vad högstadieelever tänker och känner inför ämnet Geografi. Syftet med undersökningen är således att undersöka högstadieelevers tankar om och attityder till skolämnet Geografi. Undersökningens material och bakgrundsdata har inhämtats med hjälp av enkäter som elever i årskurs 7-9 vid en medelstor högstadieskola i staden Nybro i Småland har besvarat. Sammanlagt har ett sjuttiotal högstadieelever varit delaktiga i att delge sina tankar om skolämnet Geografi. Frågeställningarna som jag har utgått ifrån är följande: Vilka är elevernas tankar om, och attityder till, skolämnet Geografi? Vad har elevernas tidigare undervisning i Geografi omfattat? Hur uppfattar eleverna skolämnet Geografi – är ämnet viktigt, gillar eleverna Geografi? Vad anser eleverna vara det viktigaste att lära sig i Geografi? Att ha Geografi varje termin/läsår eller att ha Geografi varierande termin/läsår, vad anser eleverna fungerar bäst för dem? Hur rangordnar eleverna Geografi i förhållande till övriga SO-ämnen? Undersökningen ger vid handen att eleverna rankar ämnet Geografi högt. Resultaten visar dock att pojkar och flickor rangordnar SO-ämnena olika; pojkarna rankar bland annat Geografi högre än vad flickorna gör. För att med säkerhet kunna svara på varför det är just så, skulle förslagvis en longitudinell studie av elevernas attityder och tankar behöva utföras, vilket dessvärre inte ryms inom ramarna för denna undersökning, men som eventuellt skulle kunna komma att genomföras i framtiden.

根據2010年人力銀行調查54%的尋找人才是以「工作分析」為主要依據，可見人才的遴選仍以經歷為主要因素。而近年來社會網絡與推薦系統普為應用於人才之找尋。 本研究實際以某國立大學EMBA學員資料，以同學與同事關係建置一個人脈社會網絡之人才推薦系統。本系統能依據使用者所輸入之人才搜尋條件，藉由距離相似度之運算，找出最接近的所需人才，並依距離相似度排序。其次，本系統可由各成員學歷，工作經歷所在之產業別，以及在組織中任職之功能別，來呈現人才之專業輪廓（Professional Profile），以作為決策者在遴選人才之依據。並提供所有關係路徑，以利使用者可進一步的諮詢路徑上成員對於推薦人選之評價。 本研究針對該校EMBA學員共計2,121人，應用資料探勘中群集分析建立推薦系統，有別於一般以關鍵字比對的搜尋方式，能找出與使用者需求條件相似度高的人才；並藉由人脈社會網路路徑，幫助使用者藉由自身的人脈評估推薦的結果。最後，本研究並提出結論、建議以及未來研究方向。 / Abstract According to the Job Bank survey in 2010, about 54% recruiters who search for specialist is mainly based on job analysis. This research is based on Social Network and Rcommendation system to build a relationship between the students and the colleagues with the personnel social network contacts, thus, a specialist recommendation system is constructed. First the system can compute the dissimilarity between the conditions users input and the background of people, find out the closest result required by sorting of similarity. Secondly, the professional profiles is established by the education background and work experiences (contain the various industries and position type), to serve as the basis for decision-makers in the selection of specialist. Besides, they can also inquire people from social network path for further appraisals of the candidate. The research is based on EMBA students totaled 2121 people, applying cluster analysis of data mining to build up the recommendation system, opposite to using key-word matching as a way to search people. Thus, the study can find the highest similar conditions demand of input. Via the associated social networks paths, to help users identify and use their own network to assess the recommend candidates. Finally, this study proposes conclusions, recommendations and future research directions. Keywords: Social Network , Similarity , Professional Profile , Specialist Recommendation System , Social Network Path

<p><strong>Syfte:</strong> Att studera hur relationen mellan arbetsgivaren och den enskilde arbetstagaren påverkar offentlig verksamhets möjlighet att attrahera, rekrytera samt behålla nyckelkompetens inom organisationen.</p><p> </p><p><strong>Metod</strong>: Studien har utgått från en kvalitativ datainsamlingsmetod genom intervjuer med respondenter ur Landstinget Gävleborg. Materialet från de genomförda intervjuerna har därefter sammanförts och ställts mot olika sekundära informationskällor, vidare har respondenternas svar analyserats med tillämplig litteratur för att därefter utmynna i våra slutsatser.</p><p><strong> </strong></p><p><strong>Resultat & slutsats: </strong>Verksamheten är idag allt för fokuserad på mätning av nyckeltal för att se vad som produceras per skattekrona, och ser inte vilken påverkan som ett ineffektivt kompetensförsörjningssystem av nyckelkompetenser har. Ett vidgat synsätt och omhändertagande av kompetensförsörjningen i allmänhet och kompetensutvecklingen i synnerhet gör att dessa kostnader kommer att betala sig, inkompetensen kostar mer i flera perspektiv.</p><p><strong> </strong></p><p><strong>Förslag till fortsatt forskning:</strong> Framtida studier skulle kunna inrikta sig mot att studera hur kompetensförsörjningssystemet ser ut i dag och hur en tänkbar utveckling kan se ut. Den högsta ledningen lägger stort fokus och ansvar på "chefen". Vilken chefs- och ledarskapsutveckling bedrivs idag, vilka brister finns och vad skulle kunna göras för att utveckla den. Vilka kompetensåtgärder genomförs till vilken kostnad och hur påverkar det verksamhetens möjlighet till resurseffektiv verksamhet.</p><p> </p><p><strong>Uppsatsens bidrag: </strong>En lyckad och väl fungerande kompetensförsörjning av nyckel-kompetenser kräver ett engagemang från högsta ledningen, som genomsyrar hela organisationen. Arbetsgivarens roll samt hur organisationen är uppbyggnad är en viktig del i om företaget ska ha en framgångsrik och effektiv kompetensförsörjning eller inte. Kom-petensförsörjning omfattar alla påverkansfaktorer och därför kan delområden inte behandlas var för sig utan måste ingå i en helhet, en kompetensförsörjningsprocess.</p> / <p><strong>Aim:</strong> To study how the relation between the employer and the employee influence public sectors possibility to attract, recruit and keep key competence within the organisation.</p><p> </p><p><strong>Method:</strong> The study is founded on a qualitative method for collection of data through interviews with personnel attached to "Landstinget Gävleborg"[1]. The material gathered during the interviews has then been brought together and compared with different secondary sources, further on the respondents replies has been analyzed in comparison to applicable literature and thereafter derive our conclusions.</p><p> </p><p><strong>Result & Conclusions:</strong> The activity today is all too focused on business ratio and to see what is produced for received tax revenues, and don´t reflect on which implications a ineffective system for developing key competences have. A broader perspective and caring for developing competences in general and key competences in particular will make invest-ments worth while, incompetence are more costly in a variety of perspectives.</p><p> </p><p><strong>Suggestions for future research:</strong> Future studies could e.g. look further into how a conceivable development of the exciting system for development of competences could look like in the future. Top management have a large focus on and give the director vast responsibility. What director- and leadership development is conducted and what flaws can be seen, and what could be done to eliminate these flaws and develop the system concerning key competences. What measures regarding competences is conducted and to what cost, and how does this inflict on the organisations opportunity to perform a resource effective activity.</p><p> </p><p><strong>Contribution of the thesis:</strong> A successful and well functioning competence development of key competences demands a commitment from the top management which permeate the entire organisation. The directors´ role and how the organisation is structured are important parts if the organisation shall have a successful and efficient competence supply, or not. Supplying competence to an organisation includes all factors that have influence on the process, so for that reason can single areas or matters not be managed separately but be part in a solution as a whole, in a competence supplying process.</p><p>[1] County council, politically elected body representing a number of municipalities regarding issues concerning e.g. health- and medical service, education and social care.</p>

Syfte: Att studera hur relationen mellan arbetsgivaren och den enskilde arbetstagaren påverkar offentlig verksamhets möjlighet att attrahera, rekrytera samt behålla nyckelkompetens inom organisationen.   Metod: Studien har utgått från en kvalitativ datainsamlingsmetod genom intervjuer med respondenter ur Landstinget Gävleborg. Materialet från de genomförda intervjuerna har därefter sammanförts och ställts mot olika sekundära informationskällor, vidare har respondenternas svar analyserats med tillämplig litteratur för att därefter utmynna i våra slutsatser.   Resultat &amp; slutsats: Verksamheten är idag allt för fokuserad på mätning av nyckeltal för att se vad som produceras per skattekrona, och ser inte vilken påverkan som ett ineffektivt kompetensförsörjningssystem av nyckelkompetenser har. Ett vidgat synsätt och omhändertagande av kompetensförsörjningen i allmänhet och kompetensutvecklingen i synnerhet gör att dessa kostnader kommer att betala sig, inkompetensen kostar mer i flera perspektiv.   Förslag till fortsatt forskning: Framtida studier skulle kunna inrikta sig mot att studera hur kompetensförsörjningssystemet ser ut i dag och hur en tänkbar utveckling kan se ut. Den högsta ledningen lägger stort fokus och ansvar på "chefen". Vilken chefs- och ledarskapsutveckling bedrivs idag, vilka brister finns och vad skulle kunna göras för att utveckla den. Vilka kompetensåtgärder genomförs till vilken kostnad och hur påverkar det verksamhetens möjlighet till resurseffektiv verksamhet.   Uppsatsens bidrag: En lyckad och väl fungerande kompetensförsörjning av nyckel-kompetenser kräver ett engagemang från högsta ledningen, som genomsyrar hela organisationen. Arbetsgivarens roll samt hur organisationen är uppbyggnad är en viktig del i om företaget ska ha en framgångsrik och effektiv kompetensförsörjning eller inte. Kom-petensförsörjning omfattar alla påverkansfaktorer och därför kan delområden inte behandlas var för sig utan måste ingå i en helhet, en kompetensförsörjningsprocess. / Aim: To study how the relation between the employer and the employee influence public sectors possibility to attract, recruit and keep key competence within the organisation.   Method: The study is founded on a qualitative method for collection of data through interviews with personnel attached to "Landstinget Gävleborg"[1]. The material gathered during the interviews has then been brought together and compared with different secondary sources, further on the respondents replies has been analyzed in comparison to applicable literature and thereafter derive our conclusions.   Result &amp; Conclusions: The activity today is all too focused on business ratio and to see what is produced for received tax revenues, and don´t reflect on which implications a ineffective system for developing key competences have. A broader perspective and caring for developing competences in general and key competences in particular will make invest-ments worth while, incompetence are more costly in a variety of perspectives.   Suggestions for future research: Future studies could e.g. look further into how a conceivable development of the exciting system for development of competences could look like in the future. Top management have a large focus on and give the director vast responsibility. What director- and leadership development is conducted and what flaws can be seen, and what could be done to eliminate these flaws and develop the system concerning key competences. What measures regarding competences is conducted and to what cost, and how does this inflict on the organisations opportunity to perform a resource effective activity.   Contribution of the thesis: A successful and well functioning competence development of key competences demands a commitment from the top management which permeate the entire organisation. The directors´ role and how the organisation is structured are important parts if the organisation shall have a successful and efficient competence supply, or not. Supplying competence to an organisation includes all factors that have influence on the process, so for that reason can single areas or matters not be managed separately but be part in a solution as a whole, in a competence supplying process. [1] County council, politically elected body representing a number of municipalities regarding issues concerning e.g. health- and medical service, education and social care.

Narkotikų kontrolės ir narkomanijos prevencijos politiką įgyvendina narkotikų kontrolės departamentas, Vyriausybė tobulina teisinę bazę narkotikų prevencijos srityje, vykdomos visuomenės sveikatos priežiūros reformos kryptys, kuriomis siekiama daugiau dėmesio skirti sveikatos išsaugojimui, rizikos veiksnių poveikio sumažinimui. Prevencijos priemonės mokyklose glaudžiai siejasi su vaikų sveikos gyvensenos ugdymu – viena pagrindinių mokyklos sveikatos priežiūros specialistų veiklos krypčių. Per pastaruosius metus atlikta nemažai narkotikų paplitimo tarp mokinių tyrimų, vertinta ir prevencinės darbo grupės veikla. Nuo 2002 m. kasmet atliekamos mokyklose dirbančių slaugytojų veiklos studijos. Tačiau mokyklos sveikatos priežiūros specialisto veiklos tyrimas narkomanijos prevencijos aspektu dar nebuvo atliktas. Šio tyrimo tikslas: įvertinti mokyklos sveikatos priežiūros specialisto vykdomą veiklą narkomanijos prevencijoje. Tyrimas atliktas aštuoniose Lietuvos mokyklose apklausus 240 respondentų: 150 mokinių, 40 mokyklos darbo grupės narių ir 8 mokyklos sveikatos priežiūros specialistų, bei 42 mokyklos sveikatos priežiūros specialistai, dalyvavę Klaipėdos visuomenės sveikatos centro organizuotame seminare. Apklausai naudotos anoniminės anketos visoms trims respondentų grupėms, duomenys apdoroti panaudojant SPSS programinį paketą. Nustatyta, kad 11,3 proc. mokinių jau pabandė narkotinių medžiagų. Tyrimas atskleidė tokią tendenciją, kad 72,7 proc. mokinių nurodė, jog žino... [toliau žr. visą tekstą] / Policy of narcotic control and drug addiction prevention is realised by Drug control department, Government continuously improves juridical basis of drug addiction prevention, different reforms in public health care activities are implemented, by the help of which it is seeked to pay greater attention to health retention as well as reduction of risk factors impact. Prevention activities at schools are tightly connected with children education about healthy lifestyle upbringing and these are one of the main tasks for school health care specialists. During last years quite many research works in the field of spread of narcotics have been performed. Impact of prevention workgroup was analysed as well. Since 2002 every year different research studies of school nurses activities are carried out. Despite of wide range of such research studies activities of school health care specialist in the field of drug addiction prevention haven‘t been evaluated. The goal of the study was to evaluate role of school health care specialist in the field of drug addiction prevention. The study was performed in eight schools of Lithuania. 240 respondents were involved: 150 schoolchildren, 40 school workgroup members, 8 school health care specialists and 42 school health care specialists, who attended the seminar organised by Klaipėda public health centre. The questionnaires were anonymous for all three respondent groups. Statistical analysis was performed using SPSS statistical package. It was... [to full text]

L’arthrite est l’une des causes principales de douleur et d’incapacité auprès de la population canadienne. Les gens atteints d’arthrite rhumatoïde (AR) devraient être évalués par un rhumatologue moins de trois mois suivant l’apparition des premiers symptômes et ce afin de débuter un traitement médical approprié qui leur sera bénéfique. La physiothérapie et l’ergothérapie s’avèrent bénéfiques pour les patients atteints d’ostéoarthrite (OA) et d’AR, et aident à réduire l’incapacité. Notre étude a pour but d’évaluer les délais d’attente afin d’obtenir un rendez-vous pour une consultation en rhumatologie et en réadaptation dans le système de santé public québécois, et d’explorer les facteurs associés. Notre étude est de type observationnel et transversal et s’intéresse à la province de Québec. Un comité d’experts a élaboré trois scénarios pour les consultations en rhumatologie : AR présumée, AR possible, et OA présumée ; ainsi que deux scénarios pour les consultations en réadaptation : AR diagnostiquée, OA diagnostiquée. Les délais d’attente ont été mesurés entre le moment de la requête initiale et la date de rendez-vous fixée. L’analyse statistique consiste en une analyse descriptive de même qu’une analyse déductive, à l’aide de régression logistique et de comparaison bivariée. Parmi les 71 bureaux de rhumatologie contactés, et pour tous les scénarios combinés, 34% ont donné un rendez-vous en moins de trois mois, 32% avaient une attente de plus de trois mois et 34% ont refusé de fixer un rendez-vous. La probabilité d’obtenir une évaluation en rhumatologie en moins de trois mois est 13 fois plus grande pour les cas d’AR présumée par rapport aux cas d’OA présumée (OR=13; 95% Cl [1.70;99.38]). Cependant, 59% des cas d’AR présumés n’ont pas obtenu rendez-vous en moins de trois mois. Cent centres offrant des services publics en réadaptation ont été contactés. Pour tous les scénarios combinés, 13% des centres ont donné un rendez-vous en moins de 6 mois, 13% entre 6 et 12 mois, 24% avaient une attente de plus de 12 mois et 22% ont refusé de fixer un rendez-vous. Les autres 28% restant requéraient les détails d’une évaluation relative à l’état fonctionnel du patient avant de donner un rendez-vous. Par rapport aux services de réadaptation, il n’y avait aucune différence entre les délais d’attente pour les cas d’AR ou d’OA. L’AR est priorisée par rapport à l’OA lorsque vient le temps d’obtenir un rendez-vous chez un rhumatologue. Cependant, la majorité des gens atteints d’AR ne reçoivent pas les services de rhumatologie ou de réadaptation, soit physiothérapie ou ergothérapie, dans les délais prescrits. De meilleures méthodes de triage et davantage de ressources sont nécessaires. / Arthritis is a leading cause of pain and disability in Canada. Persons with rheumatoid arthritis (RA) should be seen by a rheumatologist within three months of symptom onset to begin appropriate medical treatment and improve health outcomes. Early physical therapy (PT) and occupational therapy (OT) are beneficial for both osteoarthritis (OA) and RA and may prevent disability. The objectives of the study are to describe wait times from referral by primary care provider to rheumatology and rehabilitation consultation in the public system of Quebec and to explore associated factors. We conducted a cross-sectional study in the province of Quebec, Canada whereby we requested appointments from all rheumatology practices and public rehabilitation departments using case scenarios that were created by a group of experts. Three scenarios were developed for the rheumatology referrals: Presumed RA; Possible RA; and Presumed OA and two scenarios for the rehabilitation referrals: diagnosed RA and diagnosed OA. Wait times were evaluated as the time between the initial request and the appointment date provided. The statistical analysis consisted primarily of descriptive statistics as well as inferential statistics (bivariate comparisons and logistic regression). Seventy-one rheumatology practices were contacted. For all scenarios combined, 34% were given an appointment with a rheumatologist within three months of referral, 32% waited longer than three months and 34% were refused services. The odds of getting an appointment with a rheumatologist within three months was 13 times greater for the Presumed RA scenario versus the Presumed OA scenario (OR=13; 95% Cl[1.70;99.38]). However, 59% of the Presumed RA cases did not receive an appointment within three months. One hundred rehabilitation departments were also contacted. For both scenarios combined, 13% were given an appointment within 6 months, 13% within 6 to 12 months, 24% waited longer than 12 months and 22% were refused services. The remaining 28% were told that they would require an evaluation appointment based on functional assessment prior to being given an appointment. There was no difference with regards to diagnosis, RA versus OA, for the rehabilitation consultation. RA is prioritized over OA when obtaining an appointment to a rheumatologist in Quebec. However, the majority of persons with RA are still not receiving rheumatology or publicly accessible PT or OT intervention in a timely manner. Better methods for triage and increased resource allocation are needed.

近來陸續爆出的舞弊案件已連帶引起了社會大眾對關係人交易行為的注意。本文先探討審計品質與關係人交易之關聯性，而實證結果顯示關係人銷貨、進貨、應收款項與應付款項交易與審計品質皆呈負向關係，足見關係人交易之查核是困難的。因此本文期望透過外部審計人員的專業屬性來降低關係人交易對審計品質產生的不良影響，提升投資人對公司財務報導的信任。過去文獻針對會計師專業屬性部分，指出會計師事務所規模愈大以及產業專精程度愈高者，具備較佳的查核品質。研究結果顯示當關係人銷貨、進貨及應收款項交易係由四大會計師事務所或產業專家會計師事務所查核時，因大型會計師事務所或產業專家會計師事務所具備較佳會計師專業屬性，能抑制或減少關係人交易對審計品質之負面影響，而提升財務報表之審計品質。 / Numerous financial reporting frauds over recent years have made related party transactions the center of public attention. We first investigate the association between related party transactions and audit quality (proxied by discretionary accruals), and find that four kinds of related party transactions (including sales to related parties, purchases from related parties, accounts receivable from related parties and payable to related parties) all have negative impacts on audit quality. We posit that (1) external auditing is a monitoring mechanism to reduce audit quality decline caused by related party transactions, and (2) auditor attributes including big 4 audit firms and industry specialist audit firms can mitigate the audit quality decline thereof. Empirical results show that companies audited by big 4 or industry specialist audit firms, whose sales to related parties, purchases from related parties and accounts receivable from related parties show significantly smaller negative impacts on audit quality than companies not audited by big 4 or industry specialist audit firms.

The purpose of this study was to document and understand the meanings associated with the visual elaboration (Painter, 2002a), of a particular house i.e. what was done to it after it was built and why, in Victoria, British Columbia, Canada, by successive occupants, including myself, over a period of nine decades. I used a case study, involving documents and artefacts and interviews with key informants. Taking an interpretive epistemological stance, I employed a narrative approach to inquiry (Kramp, 2004, Johnson-Bailey, 2004). The individual narratives resonated with recent anthropological findings. The house saw home managers exert their agency (Pink, 2004). Additionally, inhabitants left a signature on the structure (Dominy, 1997), and carried with them mementos from the home they had made there (Marcoux, 2001). Over time, through transformation processes, both individuals and the house were changed (Miller, 2001a). Further, the design legacy left by previous inhabitants acted as a form of agency on successive residents (Miller, 2001b), and through reciprocal accommodation the house and its occupants came to terms with each other (Miller, 2002). Additionally, six common themes emerged: epistemological orientation, economics, male and female, reminiscences and affect, childhood to adulthood and history and presence. My finding that an individual’s epistemological stance was related to her/his artistry supports an emerging vision in art education, that of art practice as research (Sullivan, 2005). This has implications for both research and practice. Firstly, the processes through which non-specialists work need to be more fully explored. Secondly, we require a changed view of art history where art images are understood as part of a productive visual culture (Marshall, 2007). This is a concept-focused analysis of art where meaning is demonstrated to be contextual and intergraphical, and is manifest in artworks that can be scrutinized across cultures and time. Thirdly, our concept of visual literacy must expand; if we construct knowledge and reality through making images as well as by decoding the meaning of existing visual images, then art practice is schools is imperative (Marshall). Finally, visual thinking is integrative (Marshall), and thus art integration and a new approach to art and learning are essential.

Thesis (doctoral)--Rheinisch-Westfälische Technische Hochschule, Aachen, 2003. / Includes bibliographical references (p. [373]-409) and index.

Thesis (doctoral)--Rheinisch-Westfälische Technische Hochschule, Aachen, 2003. / Includes bibliographical references (p. [373]-409) and index.