abstract: Increasing counselor trainees’ self-efficacy for multicultural counseling competence (MCC) is an essential part of their professional development to serve racially and ethnically diverse clients effectively. The present study examined the impact of multicultural training and the effects of a brief mindfulness intervention, compared to a control condition, on counselor trainees’ self-reported ethnocultural empathy and MCC. Data obtained from a sample of masters (n = 63) and doctoral (n = 23) counselor trainees were analyzed through a series of linear multiple hierarchical regression analyses. Consistent with previous research, results revealed that multicultural training significantly predicted scores of self-reported multicultural counseling knowledge and empathic feeling. The mindfulness intervention significantly predicted self-reported multicultural counseling knowledge. There was a significant interaction between condition (i.e., mindfulness intervention or control) and previous multicultural training when examining ethnocultural empathy’s empathic feeling and expression subscale. Specifically, trainees with lower levels of multicultural training who received the mindfulness intervention scored higher on empathic feeling compared to those in the control condition, while at higher levels of multicultural training there were no differences across condition. Implications for future research and counselor training are discussed. / Dissertation/Thesis / Mindfulness Intervention / Control Condition / Masters Thesis Counseling 2018

Os Programas Trainee (PGT) são uma das formas de inserção de jovens recém formados no mercado de trabalho e têm contribuído com o imaginário destes, que vislumbram nesta oportunidade uma forma diferenciada de iniciar a construção da carreira profissional. A partir do referencial sobre Mercado de Trabalho, Jovens e o Trabalho, Carreira, e Programas Trainee, e com o objetivo de avaliar se os trainees têm suas expectativas atendidas quando finalizam este Programa, neste estudo abordam-se, por meio da análise de práticas discursivas (SPINK, 2004), como os PGT têm sido vistos no mercado de trabalho pelos seus diversos atores, tais como representantes de empresas, jovens candidatos a trainee, trainees e extrainees, totalizando 40 entrevistados. Constatou-se que embora disponibilizem poucas vagas, sejam muito concorridos e exista dificuldade em distinguir os vários tipos de Programas Trainee ofertados pelas empresas, alguns destes Programas representam uma maneira diferenciada de ingresso no mercado de trabalho. Nestes casos, aparentemente o jovem terá mais condições de receber investimentos em capacitação, tendo um contato mais próximo com os líderes das empresas, oportunizando, assim, maiores chances de crescimento na carreira. Observou-se que há um tipo de carreira que parece ser comum para grande parte dos jovens trainees, a carreira multidirecional, e com relação às expectativas sobre esta, os trainees afirmaram se ver em condições de crescer nas organizações onde atuam e pretendem utilizar desse potencial ao máximo para realizar seus objetivos. No entanto, constata-se que o nível de expectativa gerado na oferta dos PGTs nem sempre corresponde ao esperado, causando frustração, fazendo que alguns alterem sua trajetória de carreira, buscando outras possibilidades no mercado de trabalho. / Trainee Programs are one of the forms of insertion of young graduates in the labor market and have contributed with their imaginary, hoping with such opportunity a differentiated way to start the construction of their professional career. From the frame on the labor market, young people and job, career, and Trainee Programs, and to assess whether the trainees have their expectations met when finalizing the Trainee Program, this study addressed through analysis of discursive practices (SPINK, 2004), how they have been seen now in the labor market by its various actors, as representatives of companies, young trainee applicants, trainees and ex-trainees, totalizing 40 interviewed people. It was noted that although few vacancies are available, they are very crowded and there is difficulty in distinguishing the various types of Trainee Programs offered by companies, some of these programs represent a differentiated way of joining in large companies, in which apparently the young have more conditions to receive investment in training taking a closer contact with the leaders of business, opportunity, thus greater chances of career growth. It was noted that there is a kind of career that seems common for most young trainees, multidirectional, and career expectations about this, the trainees stated they see themselves able to grow in organizations where they work and want to use that potential to its fullest to accomplish their goals. However, it is evidenced that the level of expectation generated in offers of the PGTs does not always correspond to their hope, causing frustration, making some of them modify their trajectory of career, searching other possibilities in the labor market.

Les décisions de régulation représentent une très grande part de l’activité de l’enseignant en classe et un facteur clé dans les apprentissages et les progrès des élèves. Or, de nombreux travaux démontrent les difficultés des enseignants stagiaires à s’adapter à la singularité du contexte de la leçon. Ce travail vise donc à appréhender les logiques décisionnelles régulatrices des enseignants stagiaires et notamment au travers de leur subjectivité. Nous mobilisons à la fois les divers travaux s’intéressant à l’activité de l’enseignant en classe, ceux relatifs aux théories de l’activité humaine et leur transposition au monde de l’enseignement et enfin ceux relatifs à la vision psychophénoménologique pour comprendre et caractériser l’activité décisionnelle régulatrice des enseignants stagiaires. Nous faisons également un tour d’horizon de la formation initiale telle qu’elle s’organise actuellement et dans l’académie de Créteil particulièrement. Nos options méthodologiques sont guidées par le souci de rendre compte de la subjectivité, de la singularité et de la complexité des décisions régulatrices en contexte réel. Dans le cadre d’une triangulation des données nous mobilisons plusieurs outils méthodologiques tels que l’entretien semi-dirigé et l’entretien composite pour lequel l’entretien d’explicitation constitue le cœur du dispositif. Les résultats démontrent que les logiques décisionnelles régulatrices sont largement dominées par des modes de fonctionnement convergents et partagés, largement imprégnés par des attentes institutionnelles liées à leur statut d’enseignant stagiaire et à leur formation initiale. Les logiques subjectives sont révélées dans l’expression de mode de fonctionnement cognitifs propres à chaque enseignant stagiaire. / Decisions of regulation represent a very large part of the physical education and sport’s teacher's activity in their class and a key factor in pupil’s learning and progress. However, many studies demonstrate the difficulties of trainee teachers to adapt to the singularity of the context of the lesson. This work aims to apprehend the physical education and sport’s trainee teacher’s decisions of regulation logic, especially through their subjectivity. We mobilize both the various works focusing on the teacher's activity in class, those relating to theories of human activity and their transposition to the world of education and finally those relating to the psychophenomenological vision to understand and characterize the decision of regulation activity of trainee teachers. We also do an overview of initial training as it is currently organized and particularly in the Academy of Créteil. Our methodological choices are guided by the need to take account of subjectivity, singularity and complexity of decisions of regulation in real context. As part of a triangulation of data we mobilize several methodological tools such as semi-structured interview and mixed interview for which the maintenance of explicitness is the heart of the device. The results demonstrate that the decision of regulation’s logic are largely dominated by converging and shared operating modes, widely impregnated with institutional expectations for their trainee teacher status and initial training. The subjective logic are revealed in the expression of cognitive mode unique to each trainee teacher.

This thesis deals with the topic of trainee programs in the Czech Republic and focuses on a case study of selected organization, which is FARMTEC a.s. The aim of the work is to provide an overview of trainee programs in the Czech Republic and to evaluate the newly introduced trainee program in FARMTEC a. s. The first part defines the concepts and personnel activities associated with trainee programs. The thesis has two parts. In the first part, on the selected sample of companies and on the basis of the selected criteria, a trainee program analysis is carried out which provides an overview of the current situation in the field of trainee programs. The second part describes and evaluates the newly introduced trainee program at FARMTEC a.s. Based on its evaluation, suggestions for improvements are made, which relate to the promotion, the length and content of the program, the evaluation of the success of the program and its participants.

The aim of this thesis is to make critical assessment of trainee programs strengths and weaknesses as a selection development banking employer tool for the university graduates. Furthermore, the aim is to deduce essential personal tasks for successful operation of the trainee program. The main focus of attention of this thesis is the process of organization trainee program PRIMA in UniCredit Bank compared with the trainee programs organized by Raiffeisenbank and ČSOB. The practical part of thesis is based on author's human resources work experience in a bank institution, participation on trainee program management and on job fairs held at the universities. The main contribution of this thesis is the comparison of the trainee programs, the list of essential distinct criteria as well as the comparable even identical general content and structure of the trainee programs.

Diploma thesis examines and assesses the process of recruitment, selection and hiring of students and graduates through development and training programs by the example of selected companies. The work consists of two parts - theoretical and practical one. The theoretical part describes types, content and basic properties of graduate recruitment development trainee programs for recent graduates and final year students. Practical part describes the programs and selection process for the programs by examples of international companies such as AB InBev, DHL and L'oreal. In final chapter of practical part there is a comparison of listed programs, author's advices and recommendations acquired during the selection process for development and training programs to listed companies. The work will be completed with author's conclusions.

Företagskultur är en framgångsfaktor för ett bolags ekonomiska såväl som sociala hållbarhet, och har en direkt påverkan på medarbetarnas motivation och tillfredsställelse. Kulturen förstärks och sprids bland annat av kulturbärare, förebilder som visar vägen i osäkra eller kritiska situationer. Tidigare studier kring framstående ledares möjlighet att påverka företagskulturen finns, men teorin menar på att kulturbärarna kan finnas inom ett bolags samtliga nivåer, oavsett innehav av ledande befattning. Denna uppsats ämnar därför till att undersöka vilka som av medarbetarna uppfattas vara kulturbärare, vad som kännetecknar dessa och vad som har format traineer, som är medarbetare utan ledande befattning, till att bli kulturella förebilder.För att erhålla nödvändig information har ett entreprenadbolags företagskultur och dess kulturbärare undersökts. Ett större antal kortare intervjuer genomfördes för att erhålla info kring vilka medarbetare som ansågs vara kulturbärare. Framkomna kulturbärares kännetecken och bakomliggande orsaker till varför/hur de har formats till kulturella förebilder undersöktes därefter genom ett färre antal djupare intervjuer, med såväl tjänstemän och representanter från bolagets ledning. Detta med fokus på de kulturbärare utan ledande befattning, vilket i dessa fall visade sig vara bolagets traineer. Resultatet ger tillsammans med tidigare forskning och teorier underlag till studiens slutsats.Undersökningen visar att framstående ledare ofta anses vara kulturbärare, men att andra medarbetare på andra nivåer även kan anses vara kulturella förebilder. Kulturbärare kännetecknas av förmågan att påverka andra medarbetares uppfattning om bolaget, är stolt över sitt arbete och innehar egenskaper som värderas högt inom kulturen. En ny upptäckt är att kulturbärare även kan påverka kulturen negativt, något som inte beskrivs i teorin. Vidare har nya iakttagelser gjorts gällande hur en kulturbärare, utan ledande befattning, kan växa fram. Vissa faktorer har då visat sig vara nödvändiga, som exempelvis; tillhörighet i en tydlig grupp samt kombinationen mellan att sakna tidigare erfarenheter och handledning av andra tydliga kulturbärare och/eller framstående ledare. Tecken på att bolag medvetet kan producera kulturbärare hittas även. / Organizational culture is a success factor for a company's economic as well as social sustainability and has a direct impact on employees' motivation and satisfaction. The culture is strengthened and disseminated by culture carriers, role models which show the way in uncertain or critical situations. Earlier studies about the ability of prominent leaders to influence the organizational culture exist, but the theory suggests that culture carriers can exist within all levels of a company, irrespective whether that employee has a leading position or not. This essay therefore intends to examine which employees that are considered to be culture carriers, what they are characterized by and how employees without leading positions may have been formed into cultural role models.In order to obtain the necessary information, a contracting company's organizational culture and culture carrier, in this case trainees, have been investigated. A large number of shorter interviews were carried out to obtain data about which employees that are considered to be culture carriers. The characteristics of culture carriers, and how they were formed into cultural role models were then examined through a fewer in-depth interviews, with both white collars and representatives from the company's management. This, with a focus on those culture carriers who are not considered prominent leaders, which in these cases turned out to be the company's trainees. The result, together with previous research and theories, provides the basis for the study's conclusion.The study shows that prominent leaders are often regarded as culture carriers, but that other employees at other levels also can be seen as cultural role models. Culture carriers are characterized by the ability to influence other employees' perception of the company, are proud of their work and possess qualities that the culture value. A new discovery is that culture carriers can have a negative effect on the culture, something not described in theory. Furthermore, new observations have been made regarding how a culture carrier, without leading position, can emerge. Some necessary factors have been found, as being part of a distinct group and the combination of lacking previous experience together with supervision of other clear culture carriers and / or prominent leaders. Signs showing that companies deliberately can produce culture carriers have been found.

Bakgrund: Nyutexaminerade sjuksköterskor erbjuds under första arbetsår traineeprogram där de får handledning, utbildning samt möjlighet till att hospitera på andra vårdavdelningar. Tidigare forskning visar att tonvikten i sjuksköterskeutbildningen ligger på kunskap och färdigheter istället för den djupare förståelsen där sjuksköterskestudenter bör lära sig reflektera och ha ett kritiskt tänkande. Syfte: Att undersöka nyutexaminerade sjuksköterskors upplevelser av att vara ny inom professionen på sjukhus. Metod: En litteraturöversikt baserad på 10 vetenskapliga artiklar med en kvalitativ design. Resultat: Analysen resulterade i tre teman: Känsla av kunskapsbrist, Den nyutexaminerade sjuksköterskans behov, Känslor av skräckblandad förtjusning. De tre temana gav fyra underrubriker: Behovet av reflektion, Behovet av stöd och trygghet, Glädje och stolthet, Rädsla. Konklusion: Nyutexaminerade sjuksköterskor upplever utmaningar på grund av otillräcklig klinisk kunskap samt svårigheten i att omsätta teoretisk kunskap till praktiska omvårdnadshandlingar, vilket ger upphov till känslor av otillräcklighet, otrygghet, oro, ångest samt stress. Behovet av stöd och reflektion är av betydelse när dessa känslor uppstår. Stöd i form av handledning och reflektion som de nyutexaminerade får i traineeprogrammet kan vara den bidragande faktorn att de nyutexaminerade känner att de kan hantera sin arbetssituation och stannar i vårdyrket. / Background: Newly graduated nurses, NGN, are offered a trainee program during their first year of work where they receive supervision and training. Previous research shows that the emphasis in nursing education is focused on knowledge and skills instead of the deeper understanding where nursing students should learn to reflect and have critical thinking. Aim: Investigate newly graduated nurses' experiences of being new in the profession. Method: A literature review based on 10 scientific articles with a qualitative design. Findings: The analysis resulted in three themes: Feeling lack of knowledge, Newly graduated nurse's needs, Feelings of horror mixed with delight. The three themes yielded four subheadings: Need for reflection, Need for support and security, Joy and pride, Fear. Conclusion: NGN experience challenges due to insufficient clinical knowledge as well as the difficulty in translating theoretical knowledge into practical nursing actions. Which gives rise to feelings of inadequacy, insecurity, worry, anxiety and stress. Need of support and reflection is important when these feelings arise. Support in forms of supervision and reflection that NGN receive in the trainee program can be a contributing factor that NGNsfeel they can handle their work situation and stay in the care profession.

Avsikten med denna studie är att bidra med fördjupad förståelse av traineeprogram inom konsultbranschen utifrån traineernas upplevelser. Studien grundas i en kvalitativ metod, med empirin bestående av nio semistrukturerade intervjuer. Urvalet för denna studie är traineer på ett specifikt företag. Resultaten visar på att traineerna gynnas av en stark gemenskap på programmet, där deltagarna både påverkar och påverkas av traineeprogrammets struktur, samt utmaningen för traineerna i att få sina första yrkeserfarenheter. Slutsatsen är att det inom konsultbranschen finns en förståelse för att yrkesbefattningens kompetens även bygger på specifika konsultkunskaper och att traineeprogram bidrar med ett meningsskapande kring vad det innebär att vara en bra konsult. Utmaningarna uppstår när traineerna applicerar sina teoretiska kunskaper i praktiskt arbete, och övergången från teori till praktik underlättas av möjligheten att arbeta på projekt hos kunder. Studien visar även på hur traineers lärande möjliggörs av starka gruppgemenskaper. / This study aims to contribute to a deep understanding of trainee programmes within the consulting vocation from the experiences of trainees. The study is based on a qualitative methodology and nine semi structured interviews. The sample for this study is trainees from a specific company. The results indicate that trainees gain a strong community of practice within the programme, where the participants both shape and are shaped by the trainee programme. The trainees also face challenges in acquiring their first professional experiences. Our conclusion is that within the consulting industry, there is an understanding that the competencies required within professional roles also include specific consulting skills and that trainee programs contribute to the creation of meaning regarding what it means to be a good consultant. Challenges for the trainees learning appear in the transformation of theoretical knowledge to practical work, where the transition from theory to practice is facilitated by working on client projects. This study also shows that trainees learning is enabled by strong communities of practice.

Studien syftar till att undersöka möjligt formande av arbetsidentitet utifrån aspekterna innehåll,drivkrafter och sociala faktorer hos medarbetare som ställts inför olika lärvillkor till följd avgenomfört traineeprogram eller inte. Aktuell studie fyller en kunskapslucka där arbetsidentitet,traineeprogram och lärvillkor integreras. För att besvara syftet undersöks traineedeltagares ochdirektanställdas upplevelser av faktorer som påverkar arbetsidentitet genom en kvalitativ ansatsoch datainsamlingsmetoden semistrukturerade intervjuer. Urvalet består av fyra traineedeltagareoch fyra direktanställda. Efter en deduktiv och induktiv tematisk analys visar resultatet faktorersom påverkar möjligt identitetsskapande i form av kompetens, motivation och det socialasamspelet. Resultatet konstaterar att båda gruppernas upplevelser av dessa faktorer liknarvarandra, men även skillnader identifieras. Den stora skillnaden utgörs av synen på egenkompetens där traineedeltagarnas berättelser tyder på osäkerhet i kontrast till de direktanställda.Trots skillnaden är slutsatsen att båda grupperna i stort har goda lärvillkor och således liknandemöjligheter att forma arbetsidentitet. / This study aims to investigate the possible development of work identity through the dimensions of content, incentive and interaction of employees faced with different learning conditions due to participating in a trainee program or not. The study fills a knowledge gap where work identity, trainee programs and learning conditions are integrated. To answer the purpose, trainees' and another group of employees' experiences of the dimensions that affect work identity are studied through a qualitative approach with the data collection method semistructured interviews. The sample consists of four trainees and four employees who have been employed by the organization in other ways. After a deductive and inductive thematic analysis, the results show factors that affect possible identity formation such as competence, motivation and social interaction. The results show that both groups' experiences of these factors are similar, but differences are also identified. The major difference is the view of their own competence, where the trainees' stories indicate uncertainty in contrast to the direct employees. Despite this difference, the conclusion is that both groups overall have good learning conditions and thus similar opportunities to form work identity.