Bakgrund: Människan i Sverige lever i högre grad allt längre, vilket genererarenväxande äldre population. Studier visar att fallrisken ökar i takt med stigande ålderoch att allt fler människor behöver söka vård efter en fallolycka. Många fall skullekunna förhindras om multidisciplinära insatser impliceras i högre grad inomfallpreventivt arbete. Syfte: Beskriva det multidisciplinära teamets erfarenheter avfallförebyggande åtgärder för personer över 65 år. Metod: En systematisklitteraturstudie tillämpades för att systematiskt söka, granska och analysera forskningför att besvarastudiens syfte. Resultat: Resultatet utgick från 9 vetenskapliga artiklar.Två teman framkom; positiva faktorer i teambaserat arbete & negativa faktorer iteambaserat arbete. Konklusion: Fler människor kommer behöva vård, därförbehöver kunskapen kring teamsamverkan, kommunikation och preventiva insatserstärkas. Oavsett profession när behovet av utbildning och träning inom samverkan envital faktor för att arbeta preventivt, då multidisciplinära insatser har påvisatreducerad fallrisk / Background: People in Sweden are increasingly living longer, which generates asteady growing elderly population. Studies has showed that the risk of fallingincreases with rising age ant that more and more people need to seek care after a fallaccident. Many cases could be prevented if multidisciplinary efforts are involved to atgreater extent within fall prevention work. Purpose: To describe the multidisciplinaryteam`s experiences of fall prevention measures for people over 65 years of age.Method: A systematic literature study was applied to systematically search, reviewand analyze research to answer the purpose of the study. Result: The result was basedon 9 scientific articles. Two themes emerged: positive factors in team-based work &negative factors in team-based work. Conclusion: More people will need care in thefuture, therefore are need and knowledge around team cooperation, communication,and preventive efforts in need of strengthening. Regardless of profession is the needfor education and training within cooperation a crucial factor for workingpreventively, as multidisciplinary intervention has demonstrated reduced risk of fall.

Companies are becoming increasingly dependent on teams to drive creativity and innovation, which usually involves multiple teams working together to solve complex problems However, the first problem is that work teams do not always manage creativity and innovation well, especially when partnering with other work teams on highly complex projects that demand greater interdependence and collaboration, which can constitute as much as 90% of today's organizational projects. The second problem is that researchers struggle to define and measure creativity and innovation for the past decade resulting in significant variation both within and between creativity and innovation scales that have restricted meaningful theoretical discoveries and advances. The current study is significant because it introduces a novel instrument derived by John Turner that measures team creativity and innovation processes as a single unit, thereby raising the level of theoretical sophistication and leading to better practical applications. After conducting factor analysis, the current study validates six factors, including 36 indicators, and measures team creativity and innovation processes as complex adaptive systems (CAS). The current study recommends deploying the new instrument in other sectors beyond the IT sector and using multilevel techniques that include the individual and executive/organization levels of analysis.

The care of people with Parkinson’s disease (PD) involves input from different healthcare professionals (HCPs). A literature search identified that the HCPs involved in PD multidisciplinary (MDT) clinics, including interdisciplinary team (IDT), varied both in the number and type of HCPs. None of the studies identified involved pharmacists. Pharmacists have shown benefits when working in MDTs for other long-term conditions (LTCs); however, their role in PD MDTs was identified as a gap in the literature. The aim of the study was to determine the role of pharmacists in a PD IDT. Patients attended a PD IDT clinic comprising PD nurse, physiotherapist, occupational therapist and pharmacist. A mixed methods convergent design was used to collect both qualitative and quantitative data. Qualitative focus group and interview data were analysed using The Framework Method. Quantitative data analysis involved counts of HCP interventions. Pharmacists can support PD IDTs as they have in other LTC MDTs by conducting holistic medication reviews. Three new roles were identified for pharmacists in PD IDTs as: 1) independent prescribing, 2) supporting HCPS in their roles by supporting staff knowledge, and 3) leading the PD IDT clinics. Quantitative data showed the pharmacist made a medication review intervention for all patients. HCPs and patients identified the roles and value of involving pharmacists in PD IDTs. The PD IDT clinics offer a holistic approach to patient care and a greater opportunity for patients to be involved. The findings identified a ‘review-shared care template’ for PD IDTs and recommends development of a ‘pharmacist’s PD competency framework’.

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Leadership is an area of increasing interest for the engineering profession. Strategic documents assert the need for engineers to take more prominent leadership roles to better inform complex policy decisions. Engineering leadership scholars assert, however that adequate models of how engineers lead do not exist and that traditional leadership models are contrary to the collaborative norms of engineering practice. To address this gap in engineering leadership literature, this dissertation develops a model of how engineering students lead in team-based design project environments, an example of the collaborative environment that is commonplace in engineering practice. This quantitative study used a combination of round-robin (360-degree) survey data and course grades to examine the Full Range of Leadership within mechanical engineering-centric capstone design teams. Using a combination of cluster analyses, social network analyses, and regression analyses in a three manuscript approach, this dissertation 1) validated a Mechanical Engineering capstone version of the Full Range of Leadership, 2) determined the degree of shared leadership within the teams and how to classify teams based on their degree of shared leadership, and 3) related shared leadership to both team effectiveness and team attributes. The study resulted in a shared leadership model for engineering design teams. The model represents leadership as a three-form, shared phenomenon within teams. The amount of leadership within the team relates positively to both the group process and satisfaction measures of team effectiveness, but not to task performance. This relationship is moderated by the distribution of leadership, indicating that a limited amount of shared leadership may be more effective. Selected team attributes are related to the degree of shared leadership within the teams. The results broaden our conceptualization of leadership beyond an individual phenomenon, making it a shared phenomenon that is an integral component of design teamwork as it relates to design team effectiveness. / Ph. D.

In today’s workplace, teams are complex, ever-changing, and heavily influenced by team diversity. Diversity, Equity, and Inclusion (DEI) Programs aim to increase the demographic representation of underrepresented groups, which invariably influences team composition and, ultimately, team dynamics. An organization should focus DEI efforts on the needs of a diverse team, given the existing research that shows that organizational diversity influences organizational dynamics and performance (e.g., (Li et al., 2018). Nonetheless, the literature regarding the relationship between team diversity and team dynamics is deficient. Research regarding the relationship between team diversity and team performance is inconclusive and inconsistent (van Knippenberg et al., 2004). Henceforth, my study objectives were to examine how diversity - demographic characteristics (gender, ethnicity, age) and cognitive characteristics (education and functional) influenced team processes (conflict and information sharing) and team performance. I used surveys to gather information about individual diversity. Using correlational and moderated multiple regression analyses, I examined relationships. Ethnic representation demonstrated a negative relationship with information sharing, while gender diversity demonstrated a positive relationship with information sharing. Age diversity and team tenure demonstrated positive relationships with team task performance. Additionally, I determined that different methods of calculating diversity impacted the results. This study showed that team diversity could explain team processes and team performance.Keywords: Diversity, Team Performance, Diversity Climate, Inclusive Leadership / Business Administration/Interdisciplinary

Yes / Team-based learning (TBL) is a collaborative learning model that shifts classroom time from a teacher-centred to student-centred approach. TBL emphasises accountability to learning, teamwork, immediate feedback, peer feedback, and critical thinking. While many educators value the increased student engagement that results from TBL, the transition from traditional teaching methods to TBL poses challenges. Using a qualitative approach, this study aimed to explore the experiences of 26 academic staff in the United Kingdom who implemented TBL in the higher education setting. Thematic analysis of interview text generated eight themes related to preparing academics to use TBL, challenges related to TBL, and engagement of students with the curriculum. Derived from these themes, a set of recommendations for supporting academic staff who transition to TBL was developed.

Bakgrund: Majoriteten av alla sjuksköterskor arbetar någon gång under sitt yrkesverksamma liv direkt, eller indirekt, med vård i livets slutskede. Det är viktigt att alla sjuksköterskor har förståelse för den typen av vård. Att vara vårdare under människans sista tid i livet är ett stort ansvar, för vårdteamet, patienten och anhöriga. Syfte: Att beskriva sjuksköterskors erfarenheter av att vårda patienter i livets slutskede. Metod: En allmän litteraturöversikt där tolv vetenskapliga artiklar med kvalitativ ansats samt två artiklar med kvantitativ ansats analyserades. Artiklarna analyserades i fyra steg utifrån Friberg. Resultat: Genom litteraturöversikten identifierades fyra teman. Dessa är sjuksköterskors erfarenheter av maktlöshet, stöd av team, funderingar kring egen dödlighet och utbildningsbehov. Slutsats: Vård i livets slutskede för med sig mycket frustration och ofta en känsla av maktlöshet och otillräcklighet. De som ofta möter döden i arbetet får ofta egna existentiella tankar. I välfungerande palliativa team skapas möjligheter för sjuksköterskor att få stöd inom teamet och då blir de också kapabla att räcka till för patienterna, deras anhöriga och för övriga teammedlemmar. För att kunna genomföra en god vård i livets slutskede för patienten och anhöriga behövs ett välfungerande team där alla har en grundutbildning inom palliativ vård. / Background: Most of all nurses will at some point during their working life directly, or indirectly, work with end-of-life care. It is important that all nurses understand that type of care. Being a caregiver during a person's last period of life is a great responsibility, for the care team, the patient, and relatives. Aim: To describe nurses' experiences of caring for patients at the end of life. Method: A general literature review in which twelve scientific articles with a qualitative approach and two articles with a quantitative approach were analyzed. The articles were analyzed in four steps based on Friberg. Results: Four themes were identified through the literature review. These are the nurse's experience of powerlessness, support from teams, thoughts about own mortality and educational needs. Conclusion: End-of-life care brings a lot of frustration and often a feeling of powerlessness and inadequacy. Those who often face death at work often have existential thoughts of their own. In well-functioning palliative care teams, opportunities are created for nurses to receive support within the team and then they also become capable of being enough for the patients, their relatives and other team members. To be able to carry out good end-of-life care for the patient and relatives, a well-functioning team is needed where everyone has a basic education in palliative care.