Syftet med denna studie var att bidra med kunskap om de strategier som elever i gymnasiet ansåg vara stödjande för att övervinna talrädsla och svensklärares användningsområde för dessa strategier i klassrummet. Metoderna som användes var enkät och fenomenografisk intervju. Informanterna bestod av sex gymnasieelever från samma gymnasieskola men olika årskurser. Den teoretiska referensramen som studien utgick ifrån var fenomenografi. Det var även den fenomenografiska analysmodellen som användes vid analys av empiri. Utfallsrummen i studien resulterade i nio kategorier som besvarade de tre forskningsfrågorna. Resultatet visade att de faktorer som bidrog med talrädsla hos gymnasieelever var publikens beteende, om de skrattade eller agerade ointresserade. Vidare elevens osäkerhet gällande att bli analyserad och råka göra misstag framför publiken. Den sista påverkande faktorn var bedömning, att läraren skulle bedöma framförandet och hur det skulle påverka elevens betyg. De strategier som eleverna uppfattade som stöttande för att överkomma sin talrädsla var att det inte bara behöver finnas en trygghet i klassrummet utan även i klassen. Vidare att avdramatisera situationen och inse att ett misstag inte förstör framförandet. Slutligen att öva på framförandet innan och även veta var eleven kan fästa blicken under framförandet ansågs stöttande. Det eleverna ansåg att svensklärare kunde göra i klassrummet för att stötta talrädda elever var att ge positiv återkoppling för att höja elevens självförtroende. Svenskläraren kunde behandla publik och talare lika genom att även tilldela publiken en uppgift under det muntliga framförandet. Avslutningsvis kunde svenskläraren göra medvetna val gällande, gruppstorlek, tydlighet i instruktioner och svårighetsgrad. Sammanfattningsvis efterfrågar talrädda elever stöttning och respekt från svensklärare för att känna sig tryggare i sin rädsla. / The purpose of this study was to contribute with more knowledge about strategies that upper secondary students find supportive when trying to overcome their fear of public speaking and how Swedish teachers can use these strategies in the classroom. The methods used were a questionnaire and phenomenographic interviews. The participants were six students from the same Swedish upper secondary school but from different years. The theoretical framework that was used on the study was phenomenography. The analyzed material resulted in nine categories which answer the three research questions. The findings from this study indicate that the factors contributing to the fear of public speaking are the audience and how they behave, the students’ self-esteem and lastly that the performance is being graded. The strategies that the students found supportive were a safe classroom environment and class, as well as dedramatizing the situation and practicing on the performance and eye contact in advance. To help the students with speaking anxiety the Swedish teachers could make smaller groups, clear instructions, and adjust the difficulty of the speaking tasks. To summarize the students, request support and respect from their teachers to feel more comfortable facing their fear of speaking. / Examensarbete i samverkan

The present experimental study aimed to investigate the effect of a controlling leadership style, in contrast to an autonomy supportive leadership style on performance and state anxiety in student football players. The sample consisted of 35 participants, 25 men and 10 women, between 16 to 20 years. The experiment had an interventional effect with pre and post measurements. There were two intervention groups and one control group. The intervention groups consisted of a controlling leadership group and an autonomy supportive leadership group. Pre- and post-test performance was measured by means of four different football skill exercises with binary outcomes. There were four exercises and three measured trials which gave a maximum points total of 12 points in the exercises. State anxiety was measured by means of the Competitive State Anxiety Inventory-2 Revised. CSAI-2R is a self-report scale which aims to explore three dimensions of anxiety: Cognitive anxiety (CA), somatic anxiety (SA), self- confidence (SC). Each participant filled in this scale after they completed the four football exercises. No statistically significant pre- to post-test changes in CA, SA, SC or football performance, as an effect of leadership style, was found. However, players in the controlling leadership condition showed significantly higher levels of SA and lower levels of SC in comparison to the control group at post-test

<p><strong>Purpose</strong></p> <p>Colorectal cancer (CRC) is the fourth most common cancer and the second leading cause of cancer death among Canadians. Little is known about the types of supportive care needs (SCNs) that patients with colon cancer experience during the diagnostic phase or whether these needs are met. To inform the development of population specific healthcare services, a needs assessment of patients with newly diagnosed advanced colon cancer was conducted to identify the types, prevalence, severity, and importance of unmet SCNs, as well as to identify any gaps between patient priority needs and their use of supportive care services.</p> <p><strong>Patients and Methods </strong></p> <p>A descriptive cross-sectional survey was conducted. Over one year, all newly diagnosed patients with colon cancer at the Juravinski Cancer Centre were screened for eligibility. Sixty-two of 80 eligible patients completed a self-report written questionnaire prior to starting treatment (response rate = 77.5%). The questionnaire included the Supportive Care Needs Survey-Short Form, Functional Assessment of Cancer Therapy-Colorectal and Health Service Utilization Questionnaire.</p> <p><strong>Results</strong></p> <p>‘Fears about the cancer spreading’ was the most prevalent unmet SCN (n = 52/62 or 84%). Unmet SCNs experienced by 65% or more of participants related to lack of control about treatment outcomes, the uncertain future, and concerns about family member well-being. Patients also rated these needs as being most severe.</p> <p>The two most severe CRC-specific concerns were related to ‘body appearance’ (Mean = 1.77, SD = 1.37) and ‘bowel control’ (Mean = 2.28, SD = 1.37). The most important or priority unmet needs were related to uncertainty about the future (43.5%), fatigue (24.2%), and information (22.6%). Less than 12% of participants had used existing supportive care services in the community.</p> <p><strong>Conclusion </strong></p> <p>Prevalent and priority unmet needs were related to psychosocial support and information. Recommendations for designing colon cancer-specific services are provided along with strategies to improve patient use of existing resources.</p> <p><strong> </strong></p> / Master of Science (MSc)

<p><strong>Purpose: </strong>Current cancer programs in Canada manage adolescents (15-18 years) under a pediatric model of care, and young adults (19-25 years) under a disease-centered model of care. Key issues arise because neither of these models adequately meets the needs of adolescents and young adults (AYA). The aim of this study is to identify health and supportive care (HSC) needs of AYA survivors with cancer. <strong>Method: </strong>A concurrent nested mixed-method design was employed. Qualitative description and a systematic literature review (SLR) were used. Medline, Cochrane Central, PubMed, PsycInfo CINAHL and EMBASE were searched from their date of inception to October 2011. A comprehensive search strategy was developed. 
A purposive sample of AYA survivors with cancer, aged 15-25 years were recruited. Face-to-face qualitative interviews were digitally recorded and transcribed verbatim. Line-by-line coding was used to establish codes and categories. 
<strong>Result: </strong>Our SLR retrieved 760 citations. Among them, 12 were relevant. Qualitative findings are based on 20 interviews. Twelve diagnosed during adolescence and eight in young adulthood. Participants described several HSC needs that we categorized into 7 broad themes (e.g., social health) and 29 sub-themes (e.g., social support). Among the most commonly reported HSC needs for AYA survivors with cancer from both studies, were social wellbeing, information-sharing and communication and service provision. <strong>Conclusion: </strong>This study has identified a comprehensive set of HSC needs of AYA survivors with cancer. Study results will be used to inform the potential development of a new healthcare program for AYA patients in the Hamilton Health Sciences.</p> / Master of Science (MSc)

This dissertation examines the factors and combinations of factors that affect the performance of continuum of care homeless service networks, applying the configurational approach of contingency theory to data sets drawn from federal sources. The study accepts the two key assumptions from the theory: (1) that there are multiple paths to high performance and (2) key conditions have a joint influence on network performance. The data analysis in this study has two parts. The first employs OLS regression to examine the causal relationship between independent variables and the performance of permanent supportive housing (PSH) programs. This study also applies fuzzy set qualitative comparative analysis (fsQCA) to identify multiple combinations of factors that influence the performance of PSH programs. The results identify key factors and multiple combinations of factors that lead to high and low network performance. Federal CoC funding emerges as a core condition for high and low performance, but all relevant conditions can be critical factors depending on how they interact with other relevant conditions. This analysis helps expand the utility of existing contingency theory by using it to explain the dynamic interactions between factors in the context of public service networks. Ultimately, this dissertation confirms that fsQCA can be a useful method for evaluating the performance of public service networks and helping them provide more services more effectively.

The present-day working setting has endured many developments over a couple of centuries.These developments have provided us with new working settings, concepts, and roles. Withthe advancements in technology and the underlying instigator of COVID-19, the remotesetting has become a commonality for many organizations. Concepts such as organizationalbelonging have grown to become a vital focus for companies and a necessity for employees.The role of the manager which was once simple and direct has become complex andmultidimensional. The rise in remote workers, full-time and hybrid, during and post-COVID19 has caught the attention of many researchers. Yet, the profound implications surroundingremote workers have been neglected. This study wants to shed light on remote workers’ senseof belonging and the factors regarding the managerial role that interplays into the mentioned.The purpose is to unfold how to effectively utilize the remote setting while creating apleasant environment for the employees. An environment directed by managerial support,interactions, and culture transmission will foster productivity, motivation, job satisfaction,and finally the sense of belonging of the employees. Lastly, this exploratory qualitative studywill through a combination of the abductive and inductive approach and a thematic analysisfathom the managerial role in remote working employees’ sense of belonging. In conclusion,this study argues that managers do have the power to shape the remote working environmentand thus, strengthen employees’ sense of belonging. Tailored supportive practices, supportiveleadership approaches, more engagement, deeper relationships, and consistent feedback andrecognition would improve the remote setting experience and belonging for the employees.

The performance of state-owned enterprises in Namibia has been in the spotlight for many years, resulting in the Government of the Republic of Namibia to introduce interventions and strategies to address and improve this performance. The poor performance of state-owned enterprises has been studied in terms of financial aspects with less attention, however, on human resources as a key success factor in contributing to performance. Studying performance in terms of the human resources is an important area for research and intervention. The Government introduced several measures to ensure the efficient governance and monitoring of state-owned enterprises and to ensure that they are performing to the satisfaction and expectations of the stakeholder. These measures included the introduction of the State-Owned Enterprises Act (Act 2 of 2006) of Namibia, as well as governance structures to ensure that the performance of state-owned enterprises is properly maximised. Despite these efforts by the Government to regulate state-owned enterprises with the intention to improve performance, to date the poor performance of state-owned enterprises is still a topical issue in Namibia. Almost a decade after the promulgation of the State-Owned Enterprises Act, in 2006, the government is still financially bailing out a number of the state-owned enterprises. State-owned enterprises need to take a positive approach that recognise and leverage human resources for contribution to sustainable growth, competitive advantage and performance. Positively oriented high-performance work practices are conceptualised within the context of positive organisational behaviour. Positive organisational behaviour as characterised in the form of psychological capital, with antecedents such as authentic leadership and supportive organisational climate and employee outcomes such as job satisfaction, intention to leave, engagement in the Namibian state-owned enterprises context are the main focus of this study. The study aimed to assess the relationship between psychological capital, authentic leadership, supportive organisational climate, job satisfaction, intention to leave, employee engagement and performance for employees in state-owned enterprises in Namibia. A cross-sectional survey design was used to gather data regarding all these constructs as experienced by employees. A convenience sample (N = 452) of employees from 20 state-owned enterprises participated in the study. The measuring instruments used were the Psychological Capital Questionnaire, Performance-related Attitudinal Questionnaire, Job Satisfaction Scale, Turnover Intention Scale, Engagement Scale, Authentic Leadership Questionnaire, Supportive Organisational Climate Questionnaire and a biographical questionnaire. The results of study 1 showed that authentic leadership was positively associated with psychological capital (i.e. experiences of hope, optimism, self-efficacy and resilience) and job satisfaction. Authentic leadership affected job satisfaction indirectly via psychological capital. Psychological capital had a medium to large indirect effect on employees’ intentions to leave. The findings suggest that authentic leadership and psychological capital explain job satisfaction and retention of employees in state-owned enterprises. Study 2 showed that authentic leadership and psychological capital predicted employee engagement. A supportive organisational climate was related to employee engagement on individual level, but only if authentic leadership and psychological capital were not included in the model. Psychological capital mediated the relation between authentic leadership and employee engagement on an individual level in state owned enterprises. The results of study 3 showed that authentic leadership and a supportive organisational climate had a positive impact on psychological capital. Psychological capital predicted job performance on an individual level. Psychological capital was not associated with organisational performance. Recommendations for interventions to promote psychological capital, its antecedents and outcomes were made.

The performance of state-owned enterprises in Namibia has been in the spotlight for many years, resulting in the Government of the Republic of Namibia to introduce interventions and strategies to address and improve this performance. The poor performance of state-owned enterprises has been studied in terms of financial aspects with less attention, however, on human resources as a key success factor in contributing to performance. Studying performance in terms of the human resources is an important area for research and intervention. The Government introduced several measures to ensure the efficient governance and monitoring of state-owned enterprises and to ensure that they are performing to the satisfaction and expectations of the stakeholder. These measures included the introduction of the State-Owned Enterprises Act (Act 2 of 2006) of Namibia, as well as governance structures to ensure that the performance of state-owned enterprises is properly maximised. Despite these efforts by the Government to regulate state-owned enterprises with the intention to improve performance, to date the poor performance of state-owned enterprises is still a topical issue in Namibia. Almost a decade after the promulgation of the State-Owned Enterprises Act, in 2006, the government is still financially bailing out a number of the state-owned enterprises. State-owned enterprises need to take a positive approach that recognise and leverage human resources for contribution to sustainable growth, competitive advantage and performance. Positively oriented high-performance work practices are conceptualised within the context of positive organisational behaviour. Positive organisational behaviour as characterised in the form of psychological capital, with antecedents such as authentic leadership and supportive organisational climate and employee outcomes such as job satisfaction, intention to leave, engagement in the Namibian state-owned enterprises context are the main focus of this study. The study aimed to assess the relationship between psychological capital, authentic leadership, supportive organisational climate, job satisfaction, intention to leave, employee engagement and performance for employees in state-owned enterprises in Namibia. A cross-sectional survey design was used to gather data regarding all these constructs as experienced by employees. A convenience sample (N = 452) of employees from 20 state-owned enterprises participated in the study. The measuring instruments used were the Psychological Capital Questionnaire, Performance-related Attitudinal Questionnaire, Job Satisfaction Scale, Turnover Intention Scale, Engagement Scale, Authentic Leadership Questionnaire, Supportive Organisational Climate Questionnaire and a biographical questionnaire. The results of study 1 showed that authentic leadership was positively associated with psychological capital (i.e. experiences of hope, optimism, self-efficacy and resilience) and job satisfaction. Authentic leadership affected job satisfaction indirectly via psychological capital. Psychological capital had a medium to large indirect effect on employees’ intentions to leave. The findings suggest that authentic leadership and psychological capital explain job satisfaction and retention of employees in state-owned enterprises. Study 2 showed that authentic leadership and psychological capital predicted employee engagement. A supportive organisational climate was related to employee engagement on individual level, but only if authentic leadership and psychological capital were not included in the model. Psychological capital mediated the relation between authentic leadership and employee engagement on an individual level in state owned enterprises. The results of study 3 showed that authentic leadership and a supportive organisational climate had a positive impact on psychological capital. Psychological capital predicted job performance on an individual level. Psychological capital was not associated with organisational performance. Recommendations for interventions to promote psychological capital, its antecedents and outcomes were made.

This practicum explores potential for a new prison typology for federally sentenced women within Canada. The Koza Centre is an alternative to designs and practices currently in place that have the potential to create barriers to successful rehabilitation and reintegration. The primary intention of this work is to understand the issues and needs that are shared by many women who have come into conflict with the law and respond with an appropriate design. The methodology for this includes a brief history of women’s imprisonment in Canada and current political contexts, an analytical framework focused on overall well-being, and precedent studies. From this, programming and strategies have been developed that inform an evidence-based design. The result is a design focused on rehabilitation through the building of healthy relationships, ties to the community, programming that fosters successful reintegration, and supportive interior design that facilitates the well-being of those within the space. / February 2016

Master of Landscape Architecture / Department of Landscape Architecture/Regional and Community Planning / Timothy D. Keane / This thesis documents an exploratory design process that examines the efficacy of a framework for designing dementia gardens based on: theory, Stephen and Rachel Kaplan’s Attention Restoration Theory (A.R.T.), (Kaplan and Kaplan, 1989) and Roger Ulrich’s Theory of Supportive Gardens (Ulrich, 1999); John Zeisel’s (2007) process for designing dementia gardens; and design details, Claire Cooper Marcus’ Garden Audit Tool (2007) and Moore’s analysis of exemplary dementia gardens (2007). It documents the integration of theory that is not specific to dementia gardens (Kaplans’ A.R.T. and Ulrich’s Theory of Supportive Gardens) with process (Zeisel) and programming elements that are specific to dementia gardens (Cooper Marcus’ Garden Audit Tool Kit and Moore’s exemplary dementia gardens). The framework was developed during an illustrative courtyard design project for a retirement center whose clientele included patients with varying need levels. Throughout the illustrative design project, knowledge of the four A.R.T. characteristics (Being Away, Fascination; Compatibility and Extent) guided design decision-making in an effort to create an engaging environment, where improved health outcomes and restorative person-environment interactions could occur.