The master thesis is dealing with an analysis of existing working team in the Slovak company Artexe s.r.o. The aim of work is the classification of the chosen team, based on the obtained theoretical knowledge, and the revelation of its weak spots. Theoretical part of the thesis defines the basic terms and clusters the information necessary for the realization of analysis. In the empirical part, the monitored work team is being tested from the point of various critical situations. For the purpose of observation, the method of a questionnaire is used. Altogether, the research consists of four research questionnaires, which monitor problematic dimensions of a team, the need of teambuilding and typical roles of individuals of the team. The results of the analysis serve to reveal problematic spheres and, subsequently, for the proposal of concrete recommendations to achieve more effective functioning of the working team of Artexe company. Collected proposals of solutions come from the related literature and researches of domestic or foreign authors.

Bakgrund: Ett återkommande problem bland tjänstemän inom bemanningsföretag är en hög personalomsättning som mestadels kan kopplas till stress och bristande engagemang. Detta medför utmaningar för företagen när det gäller att skapa lojalitet och behålla personal i en konkurrenskraftig bransch. Teambuilding är ett verktyg företag använder för dess positiva effekter, där återkommande begrepp är kommunikation, engagemang och ledarskap. Vidare är teambuildingens relation till lojalitet någonting som tidigare forskning belyser, vilket har använts som teoretiskt perspektiv i denna studie och ligger till grund för det framtagna syftet. Syfte: Att förklara influerandet av teambuilding på lojaliteten bland tjänstemän i bemanningsföretag. Metod: En induktiv ansats har varit grunden i denna studie eftersom vi vill förstå och förklara innan vi sedan applicerar en teori som ska hjälpa oss att tolka vår insamlade data. För att besvara vårt syfte inom den angivna tidsramen valde vi att genomföra en kvalitativ flerfallstudie. Vi har använt oss av semistrukturerade intervjuer och dessa har genomförts med åtta informanter från två olika bemanningsföretag. Innan det var möjligt att presentera empirin gjorde vi en tematisk dataanalys för att kartlägga informanternas upplevelser. Slutsats: Analysen av den data som samlades in kunde generera ett svar på syftet med studien. Resultatet visar att teambuilding har positiva effekter på lojaliteten bland tjänstemän i bemanningsföretag. Lojaliteten påverkades från olika perspektiv som dels bekräftade tidigare forskning men där även ett nytt synsätt på relationen mellan teambuilding och lojalitet påvisas. / Background: A recurring problem amongst officials in staffing companies is a high staff turnover that can mostly be linked to stress and a lack of commitment. This poses challenges for companies in terms of creating loyalty and retaining staff in a competitive industry. Team building is a tool companies use for its positive effects, where recurring concepts are communication, engagement, and leadership. Furthermore, the relationship of team building and loyalty is something that is highlighted by previous research, which in this study has been used as a theoretical perspective and helped form the developed purpose. Purpose: To explain the influence of team building on the loyalty among officials in staffing companies. Method: An inductive approach has been the basis of this study to understand and explain before applying a theory that will help us interpret our collected data. In order to answer the designed purpose within the specified timeframe, we chose to conduct a qualitative multiple case study. We have used semi-structured interviews, and these have been conducted with eight informants from two different staffing companies. Before it was possible to present the empirical data, we did a thematic data analysis to map out the informants' experiences. Conclusion: The analysis of the collected data was able to generate an answer to the designed purpose of the study. The result shows that team building has positive effects on loyalty among officials in the staffing companies. Loyalty was affected from different perspectives that both confirmed previous research but also demonstrated a new approach to the relationship between team building and loyalty.

The increasing reliance on technology for communication seems to have shown that nontechnology or traditional team building activities may not be effective in improving certain interpersonal skills (Klein et al., 2009). The researcher investigated whether the use of a serious game, i.e. an educational video game, is a better mode of delivery to improve group problem solving, team cohesiveness, team learning behaviours and, perceived team psychological safety rather than traditional team building intervention, i.e. a non-technology-based team building intervention (Emsley & Rumeser, 2018; Edmondson, 1999). The researcher conducted two post test only quasi-experiments to compare the methods of team-building. In Study 1, four teams of university students (n=15 total students) took part in either a serious game or a traditional team building intervention. The serious game was based on a scavenger hunt mobile application while the traditional team building activity was an obstacle course. Each team was assessed, after the team building interventions, on their group problem-solving skills and team cohesiveness in order to determine if there was a significant difference between the scores of the two dimensions above for intervention groups. Study 2 consisted of six teams of university students (n=30 total students) participated in either a traditional online team-building activity or an online team-based serious game. The traditional online team-building activity was a spectrum mapping activity, and the online team-based serious game was an online escape room. Each team then participated in the same thought experiment and were finally asked to answer a questionnaire. Furthermore, a field researcher participated in both activities and her experiences were noted through an interview. There did not seem to be sufficient evidence to support the hypotheses for the second quasi experiment. However, the was evidence collected throughout both quasi-experiments that suggests that serious games are more enjoyed by participants and there seems to be a clearer initiative to utilise the interpersonal skills acquired in the future.

No description available.

Pressure injuries (PIs) affect an estimated 2.5 million people in America and cost the nation approximately $11.6 billion each year. The goal of this DNP project was to minimize the rate of PIs at a home health care agency through effective teamwork. Prevention of PIs is very important because PIs damage patients' skin integrity, cause significant amount of pain, are costly to treat, and cause life-threatening infections. The purpose of this DNP project was to evaluate nursing compliance with PI prevention measures and the level of nursing teamwork at the project agency. The Braden-Bergstrom conceptual framework was used to explain the etiology and progression of PI while Lewin's Change Theory was used to promote behavioral change in the nursing team. The practice-focused questions for closing the gap between nursing knowledge and practice were what percentage of nurses complied with standard PI prevention guidelines and what was the level of nursing staff teamwork in the agency per the Nursing Teamwork Survey [NTS]. This PI prevention initiative used a cross-sectional design. Data collection involved review of nursing documentation and electronic surveying of all nursing staff using the MISSCARE survey, the NTS, and the AHRQ assessment checklists, which were completed via SurveyMonkey, an online survey software. The impact of the PI prevention initiative was assessed by comparing the results of the documentation review and surveys pretest to the posttest results. There was significant improvement in nursing compliance with PI prevention and treatment. Pressure injury incidence rate fell from 13.6% to 5.1%. The positive social impact includes improving patient care and safety, minimizing PI incidence and producing an efficient team.

Syftet med studien var att ta reda på hur gymnasieungdomar upplever utomhuspedagogiska moment i undervisningen. . Det är en kvalitativ undersökning gjord vid Bernadottegymnasiet i Stockholm. Studien baseras på deltagande observationer under drygt två fältdygn och på semi-strukturerade intervjufrågor med tolv elever, i tre fokusgrupper. Resultatet visar att elever upplever utomhuspedagogiska undervisningsmoment positivt. Eleverna anser att dessa moment utgör ett viktigt komplement till traditionell undervisning, och att utomhuspedagogik ökar både motivation och förståelse av begrepp, genom den autenticitet de erbjuder. Den positiva upplevelsen förstärks om lärsituationen upplevs som relevant och autentiskt. / The aim of this study was to investigate upper secondary school pupils' attitudes to outdoor learning. It is a qualitative study done at the Bernadotte upper secondary school in Stockholm. The study is based on participant observations during two days and on semi-structured interview questions with 12 pupils in three focus groups. The results show that pupils in upper secondary school experience outdoor learning as positive. The pupils argue that those exercises constitute an important complement to traditional education and that outdoor education increases both motivation and understanding due to the authenticity it offers. This positive impression is strengthened if the educational situation is perceived as relevant and authentic.

This qualitative exploratory study investigated the implementation of team-building activities into an elementary Physical Education Program. The participating teacher was from an affluent school district and her class consisted of twelve grade four students and seventeen fifth graders. It was proposed that a team-building (TB) initiative, with a teacher facilitator being supported and coached by a knowledgeable instructor, would help identify specific enablers and barriers that existed and provide insights into how to promote team building implementation by classroom teachers. It was also proposed that the study would enable the teacher to reflect on her actions and decisions made as a team-building facilitator to scaffold teacher awareness, growth, and future change. The “researcher,” also referred to as teacher coach, and participating teacher met initially to decide how they wanted the study to proceed and it was explained that the participating teacher had the liberty of guiding and directing the study in ways she deemed suitable and believed fit. Decisions were made that the teacher coach would visit on-site every second week to facilitate team-building activities with the fourth and fifth graders to aid in the facilitation of activities by the participating teacher. The on-site visits were digitally photographed and video-recorded to help build upon the study and work to uncover underlying data and themes. The teacher coach and participating teacher met pre-study, mid-study, and post-study to reflect at length upon the experience and to explore concepts and ideas that arose from the teacher’s reflective journal entries. Data was analyzed using NVivo and CMap, which formulated the following emergent themes: teacher and student development, fostering and enriching classroom and school community, “Ahah!” moments, the TB experience, and insights into a teacher-friendly TB manual. Recommendations for research and practice were considered and presented for researchers and educators.

Le retour d'expérience (REX), sous la forme d'analyses d'accident le plus souvent, constitue un instrument privilégié de management de la sécurité dans les organisations industrielles à hauts risques. Cette recherche s'inscrit dans le domaine de la sécurité dans les tunnels routiers et vise à proposer une approche intégrée du REX, qui repose sur le travail quotidien de gestion de la sécurité par les opérateurs en s'appuyant sur les espaces collectifs de construction de l'expérience. La thèse défendue est que la sécurité dans les environnements dynamiques tels que les tunnels routiers repose sur la capacité des collectifs de travail transverses à faire face aux imprévus, les perturbations quotidiennes comme les évènements. Cette capacité se construit notamment à travers les discussions entre opérateurs et avec leurs managers sur les difficultés de leur travail. Les dispositifs de REX doivent favoriser l'existence de débats sur l'activité pour améliorer la gestion de la sécurité et favoriser ainsi le développement de l'individu et de l'organisation. Cependant cela implique des conditions d'organisation pour que le débat soit possible et pérenne.Une intervention-recherche visant la conception d'un dispositif de REX fondé sur l'activité individuelle et collective a été réalisée chez un exploitant de tunnels routiers pour éclairer cette problématique. Les analyses menées en collaboration avec les opérateurs de l'exploitation avaient pour objectifs d'aider les opérateurs à mettre en relation la manière dont ils gèrent la sécurité sur le terrain avec la manière dont le REX traite les évènements. L'analyse du REX existant montre dans un premier temps qu'il est centré sur les évènements de trafic majeurs, faisant l'objet de procédures et de règles formelles, alors que les incidents critiques pour les opérateurs sont majoritairement des incidents d'exploitation, peu cadrés. Dans un second temps, l'analyse de l'activité montre que les opérateurs développent de façon informelle des instances d'échange collectif pour anticiper les aléas, s'organiser et analyser les évènements. Une démarche de simulation organisationnelle avec les opérateurs, les managers et les partenaires de la recherche a été engagée pour transformer le dispositif de REX. Elle débouche sur un REX élargi en termes de définition des évènements et d'acteurs impliqués. Le nouveau dispositif s'appuie sur les processus-métiers existants, tout en développant les instances collectives d'analyse inter-métiers et inter-organisations. Il structure les pratiques informelles d'organisation et de partage d'expérience des opérateurs. Des espaces de discussion inter-métiers sur les pratiques réelles ont pu s'élaborer à partir de simulations d'évènement, animés par des managers de proximité. L'expérimentation de cette méthodologie montre que ces espaces favorisent la confrontation des représentations, des pratiques et la transmission des connaissances. Ils permettent aussi l'élaboration de règles opérationnelles transverses et font émerger les besoins de règles formelles à relayer aux managers. Ils sont constructifs car ils participent au développement de l'organisation formelle autant que de l'activité des opérateurs. Cette méthodologie a favorisé la construction de l'expérience à partir de l'analyse des évènements.L'intervention-recherche a permis de revenir sur les classifications officielles des évènements dans les tunnels routiers. Les conditions et modalités de mise en place d'un REX intégré sont définies et discutées, ainsi que celles des espaces de discussion par simulation. L'ingénierie de l'intervention ergonomique de conception organisationnelle et la place de l'intervenant sont aussi revisitées à l'aune de nos résultats. / Operating experience feedback, mainly through accident analysis is a method of choice for safety management in high risk organizations. The present research takes place in the field of road tunnel safety, proposing an integrated approach of experience feedback from the daily management of safety by tunnel monitoring staff through collective spaces for discussion and experience building.Our hypothesis is that safety in such dynamic environments as road tunnels depends on the capacity of operating teams to face the unexpected events, disturbances and accidents. This capacity is built through discussions between operating staff and with the management about the difficulties encountered during work. The return on operating experience should allow the debate on work activity in order to reach a better safety management, foster individual development and a better organization. However, there are organizational conditions for the debate to be possible and sustainable.A research and intervention protocol was set up with a road tunnel operator to test and improve a scheme for the return on operating experience based on individual and collective activity. Analyses were conducted to help operational staff link the way events are treated in day to day security management with the processing in the operational experience feedback scheme. An analysis of the current scheme showed that it is focussed on major traffic events, comprising of a set of procedures and formal rules, while the operational events, felt as critical by operators do not have a framework for discussion. Further, work activity analysis shows that operational staff develops informal spaces of collective exchanges to organize work, anticipate hazards and analyse events.Organizational simulations including operating staff, managers and the research partners were set up to transform the feedback scheme. The simulation led to an enlarged framework for feedback, defining the events to be analysed and participants to be included. The new scheme roots in the existing professional processes, develops inter-professional as well as inter-organization discussion spaces. The new scheme facilitates the sharing of experience among operating staff and structures the informal organizational practices we observed.Inter-professional discussion spaces, conducted by the team managers, were set up based on the analysis of simulated events. These structured discussion spaces proved to be effective in the confrontation of work practices, events and roles representations as well as conducive for knowledge transmission. The discussion space allows setting transverse operational rules and highlights the need for formal rules to be set by the management. The inter-professional discussion spaces are operant in improving the formal organisation as well as developing the activity of operational staff. This methodology favoured the building of experience from event analysis.This research-intervention was an opportunity to review the official classification of road tunnel events. The conditions for an integrated operating experience feedback scheme are set and discussed, as well as the implementation of simulation-based discussion spaces.From our results, we re-consider the design of interventions in organizational design, as well as the role of the intervening ergonomist.

The main objective of my diploma work is to specify the current management of human resources including the analysis of corporate culture with the focus on further development of human resources. The analysis and research were carried out in a producer cooperative in České Budějovice that is engaged in metal working, tool manufacture and locksmith´ s trade. For the purposes of the research of corporate culture and human resources development an investigation was carried out in the form of a questionnaire. The company management acknowledges management of human resources as a matter of high priority. The company strives for a better competitiveness and good position both on the domestic and foreign markets. The part of the concept is to create conditions for an appropriate working environment, modernization of production facilities, social certainties for employees and improvement of corporate culture. The efforts for a transition to the new way of human resources management however faces lack of interest on the part of employees with regards to further training, lower personal involvement and, last but not least, the fact that most of the company employees are above the age of 45. It would be advisable for the company management to focus on the personal involvement, better acquaintance and motivation of workers in respect of employee benefits and possibilities of professional growth.

Tема управления формированием проектных команд входит в десятку наиболее актуальных в современном менеджменте как в бизнес сфере, так и в образовании. На основе анализа существующих подходов и моделей командообразования, а также полученных эмпирических данных, был разработан пакет конкретных практических рекомендаций, адресованных общеобразовательным организациям, осуществляющим инновационную деятельность. Определена научная новизна: определены сущность и содержание понятия проектная команда, как группы по разработке и внедрению инновационных проектов. Выявлены специфика проектной команды в общеобразовательном учреждении (организационное построение, разнородность состава команды, характер решаемых задач), что расширяет имеющиеся в науке представления о командообразовании в общеобразовательных организациях; разработан алгоритм формирования проектных команд в общеобразовательном учреждении; разработана и апробирована модель управления формированием проектной команды в сфере общего образования; выявлены и обоснованы нормативно-правовые документы, регламентирующие проектное управление в общеобразовательной организации; организацию деятельности проектных команд при разработке и внедрении инновационных проектов; определена эффективная система мотивации креативных сотрудников к участию в проектной деятельности в составе команды. / The topic of managing the formation of project teams is among the top ten most relevant in modern management, both in the business sphere and in education. Based on the analysis of existing approaches and models of team building, as well as the empirical data obtained, a package of specific practical recommendations was developed for general education organizations engaged in innovative activities. The scientific novelty is determined: the essence and content of the concept of a project team as a group for the development and implementation of innovative projects are determined. The specificity of the project team in educational institution (organizational structure, the heterogeneity of the composition of the teams, the nature of tasks), which expands the available scientific ideas about team building in educational institutions; the algorithm of formation of project teams in educational institution; developed and tested a model of management of development of the project team in General education; identified and justified legal documents, regulatory project management in educational organizations; organization of project teams ' activities in the development and implementation of innovative projects; an effective system for motivating creative employees to participate in project activities as part of a team is defined.