<p><strong><p>Sammanfattning</p><p>Syftet med studien var att belysa vilka faktorer expertsjuksköterskor vid intensivvårdsavdelningar ansåg vara viktiga att ta hänsyn till vid lyckad urträning av patienter vid ventilatorvård. En beskrivande kvalitativ ansats valdes för denna studie. Datainsamlingen genomfördes med semistrukturerade intervjuer och analyserades med kvalitativ innehållsanalys. Tolv expertsjuksköterskor inom intensivvård valdes ut av sina avdelningschefer på tre intensivvårdavdelningar i Mellansverige under hösten 2008. I resultatet från intervjuerna framkom åtta kategorier som bildade två teman. Första temat var, sjuksköterskan driver processen framåt genom erfarenhet och beslutsamhet. Det bildades ur kategorierna, helhetsbild av urträningsprocessen, patientens förutsättningar, beslutsprocessen, tvärprofessionellt samarbete och sjuksköterskornas egna upplevelser. Det beskrev hur urträningsprocessen drevs framåt av intensivvårdssjuksköterskornas beslutsamhet och erfarenhet, men visade också hur viktigt teamarbetet var. Det andra temat var, sjuksköterskan använder sig själv som verktyg. Det framkom ur kategorierna, en trygg patient, samarbete med patienten och anhörigas roll. Temat visade att sjuksköterskornas intuition och fingertoppskänsla var viktig och att sjuksköterskrna hade ett stort personligt engagemang i patientens med- och motgångar. Studien visade att det inte finns någon enhetlig metod eller "guidelines" för att träna ur patienterna vid ventilator behandling. Mycket av framgången berodde på teamets förmåga till samarbete. Intensivvårdssjuksköterskor verkade ha en central roll i hela urträningsprocessen och använde sig själv som redskap.</p><p>Nyckelord: urträning, omvårdnad, intensivvård, teamarbete</p></strong></p> / <p><strong><p>Abstract</p><p>The aim of the study was to elucidate which factors expert nurses at intensive care units considered to be important with regard to successful weaning patients from ventilator treatment. A descriptive qualitative approach was chosen for this study. The data collection was conducted with semi-structured interviews. Twelve expert nurses in intensive care were chosen by their head nurses at three intensive care units in mid Sweden in autumn 2008. In the results based on interviews eight categories emerged that formed two themes. The first theme was, the nurse drives the process forward by experience and determination. It was formed from the categories: the overall picture of the weaning process, the patient’s condition, the decision process, interdisciplinary cooperation and the nurses own experiences. It described how the weaning process was driven forward by the intensive care nurses determination and experience, but also showed how important the teamwork was. The second theme was, the nurse uses herself as a tool. It was formed from the categories: a confident patient, cooperation with the patient and the role of the relatives. The theme showed that the nurses’ intuition and instinctive feeling were important and that the nurses really were engaged in the patients’ successes and setbacks. The study demonstrated there is no homogeneous method or guidelines how to perform weaning from the ventilator. The success was depending on the teamwork. Intensive care nurses seemed to have a central roll thru the entire weaning process and used them self as tools in the process.</p><p>Keywords: weaning, care, intensive care, teamwork</p></strong></p>

<p><p>An issue of ‘talented people’ has been discussed for many years. Many companies consider talented employees to be the main factor of gaining competitive advantage over their competitors. This is mostly due to the fact that talented people are perceived as those who are of great value for an organization.</p><p>Nowadays, behaviors such as cooperation and teamwork play an important role, not only among members of an organization but also between organizations. The purpose of my research is to study the characteristics of talented people and their working style in today’s business world. Furthermore, the other aim is to present the method applied with a view to support and stimulate talents to collaborate with others.</p>To answer the research question: ‘Talented people in a today’s organization; in particular, how to support and stimulate them to work in team’, qualitative approach has been adopted. I have collected and analyzed data by having interviews, doing surveys, and gaining knowledge from literature. Most of participants had management positions and supervised an executive team, in particular, from the field of environmental companies. The research has proved that nowadays talented people have specific characteristics and handle matters their own way. In order to support and stimulate them to work in a team, trust and creating motivation are necessary. To some extent, leaders should stimulate talents to collaborate together, but, on the other hand, they ought to allow them to work on their own, depending on their professions and personality. Nevertheless, in my study I focused on the area of team work. A suggestion of team dynamic developing process for talented people to perform successful team work has been concluded in the last part of the thesis.</p>

Sammanfattning Syftet med studien var att belysa vilka faktorer expertsjuksköterskor vid intensivvårdsavdelningar ansåg vara viktiga att ta hänsyn till vid lyckad urträning av patienter vid ventilatorvård. En beskrivande kvalitativ ansats valdes för denna studie. Datainsamlingen genomfördes med semistrukturerade intervjuer och analyserades med kvalitativ innehållsanalys. Tolv expertsjuksköterskor inom intensivvård valdes ut av sina avdelningschefer på tre intensivvårdavdelningar i Mellansverige under hösten 2008. I resultatet från intervjuerna framkom åtta kategorier som bildade två teman. Första temat var, sjuksköterskan driver processen framåt genom erfarenhet och beslutsamhet. Det bildades ur kategorierna, helhetsbild av urträningsprocessen, patientens förutsättningar, beslutsprocessen, tvärprofessionellt samarbete och sjuksköterskornas egna upplevelser. Det beskrev hur urträningsprocessen drevs framåt av intensivvårdssjuksköterskornas beslutsamhet och erfarenhet, men visade också hur viktigt teamarbetet var. Det andra temat var, sjuksköterskan använder sig själv som verktyg. Det framkom ur kategorierna, en trygg patient, samarbete med patienten och anhörigas roll. Temat visade att sjuksköterskornas intuition och fingertoppskänsla var viktig och att sjuksköterskrna hade ett stort personligt engagemang i patientens med- och motgångar. Studien visade att det inte finns någon enhetlig metod eller "guidelines" för att träna ur patienterna vid ventilator behandling. Mycket av framgången berodde på teamets förmåga till samarbete. Intensivvårdssjuksköterskor verkade ha en central roll i hela urträningsprocessen och använde sig själv som redskap. Nyckelord: urträning, omvårdnad, intensivvård, teamarbete / Abstract The aim of the study was to elucidate which factors expert nurses at intensive care units considered to be important with regard to successful weaning patients from ventilator treatment. A descriptive qualitative approach was chosen for this study. The data collection was conducted with semi-structured interviews. Twelve expert nurses in intensive care were chosen by their head nurses at three intensive care units in mid Sweden in autumn 2008. In the results based on interviews eight categories emerged that formed two themes. The first theme was, the nurse drives the process forward by experience and determination. It was formed from the categories: the overall picture of the weaning process, the patient’s condition, the decision process, interdisciplinary cooperation and the nurses own experiences. It described how the weaning process was driven forward by the intensive care nurses determination and experience, but also showed how important the teamwork was. The second theme was, the nurse uses herself as a tool. It was formed from the categories: a confident patient, cooperation with the patient and the role of the relatives. The theme showed that the nurses’ intuition and instinctive feeling were important and that the nurses really were engaged in the patients’ successes and setbacks. The study demonstrated there is no homogeneous method or guidelines how to perform weaning from the ventilator. The success was depending on the teamwork. Intensive care nurses seemed to have a central roll thru the entire weaning process and used them self as tools in the process. Keywords: weaning, care, intensive care, teamwork

This thesis aims to find out the relationship, if any, between playing multi-player online games and developing teamwork qualities. Online multi-player games involve thousands of players who play in teams (or solo, as the preference may be) in sophisticated gaming environments. As gamers team together to complete missions within the game, teamwork concepts such as communication skills, leadership, coordination, negotiation and other similar qualities come to the fore. The research component of this thesis consists of a survey where respondents answered questions about their online gaming behavior. They also answered questions about their experience working in teams in the offline environment. A total of 202 responses were collected and analyzed. There was a significant negative association found between autocratic leadership ability and hours spent per week playing online games in teams/groups. Team communication skills and leadership communication skills were significantly related to the degree of involvement in the gaming community, but only for individuals with low leadership-work experience. A significant relationship was also seen between democratic leadership skills and the degree of involvement in the gaming community. In addition, a significant negative relationship was found between autocratic leadership ability and degree of involvement in the gaming community.

De flesta vårdskador beror helt eller delvis på brister i kommunikation. Ett sätt att förbättra patientsäkerheten är att använda kommunikationsverktyg, där det vanligast förekommande kallas SBAR. En litteraturstudie gjordes där femton artiklar granskades med syftet att belysa hur SBAR påverkar patientsäkerheten. SBAR utövade sin påverkan på flera olika sätt. Kommunikationen mellan de olika professionerna gavs en enhetlig struktur där mindre information saknades. Sjuksköterskor och läkare upplevde en ökad trygghet i kommunikationssituationen. Teamsamarbetet påverkades positivt och vårdkulturen utvecklades mot en ökad problemfokusering och minskad personfokusering vid avvikelser. Sjuksköterskor upplevde en ökad säkerhetsmedvetenhet och fann att SBAR gav positiva bieffekter som utvecklade yrkesrollen. SBAR bidrog till att luckra upp hierarkierna i vården då alla i teamet tog ett jämbördigt ansvar för kommunikation. Mer forskning behövs från de europeiska länderna och inte minst Sverige. Det vore intressant att se vilken påverkan SBAR har på patientsäkerheten i ett land där teamarbete är mer vanligt förekommande än i många andra länder. Ett annat intressant forskningsområde är elektronisk användning av SBAR-verktyget. / Most health care damages are partially or totally caused by communication failures. One way to improve patient safety is to use a communication tool, of which the most common is called SBAR. A literature review was done where fifteen articles were reviewed with the aim to illuminate how SBAR influences patient safety. SBAR exerted its influence in several different ways. The communication between the different professions was given a standardized structure and less information was omitted. Both nurses and physicians experienced increased confidence in the communication situation. Teamwork was positively influenced and the care culture developed towards more problem focus and less of person focus at adverse events. Nurses experienced growing security awareness and found SBAR having positive side effects which developed the professional role. SBAR contributed to flattening of care hierarchies, by all team members assuming equal responsibility for communication. More research is needed from the European countries and not least Sweden. It would be interesting to learn what kind of influence SBAR has on patient safety in a country where teamwork is more common than in many other countries. Another interesting research topic is electronic uses of the SBAR tool.

Bakgrund: Utifrån medarbetarnas olika kompetens och utifrån patientens behov skasjuksköterskan systematiskt leda, prioritera och fördela omvårdnadsarbetet i teamet.Vidare ska sjuksköterskan utvärdera teamets insatser och ha kunskaper omgruppdynamik och med hjälp av detta kunna utveckla gruppen och stärka förmågan tillkonflikthantering och problemlösning inom gruppen. Teamarbete är en viktigkomponent för kommunikation eftersom misstag som begås i vården kan kopplas tillbristande kommunikation och förståelse i teamet. Syfte: Att belysa arbetsteametskommunikation ur ett svenskt sjuksköterskeperspektiv. Metod: Litteraturstudie genomen systematisk innehållsanalys av internationella vetenskapliga artiklar. Resultat: Resultatet baserades på tio vetenskapliga artiklar och en avhandling. Resultatet presenterades utifrån följande sex kategorier: Kommunikation i teamet, kommunikationoch arbetsmönster i teamet, upplevelser av teamarbete, teamarbete och ledarskap,kommunikation i en hierarkisk miljö samt effekter av handledning i teamet. Slutsats: Studien visade att ett tillåtande klimat och ledarskap var viktigt för arbetsteametskommunikation. Det visar att det finns ytterliggare behov av metoder och modeller föratt främja kommunikation och teamarbete. / Background: Based on employees' individual skills and the patient's needs, thenurse needs to systematically manage, prioritize and allocate nursing in the team. Inaddition, nurses assess the team's efforts and knowledge of group dynamics andwith the help of this group to develop and strengthen capacity for conflictmanagement and problem solving within the group. Teamwork is an importantcomponent of teamwork, because mistakes in care can be linked to lack ofcommunication and understanding within the team. Aim: To illuminate theteamwork communication from a Swedish nursing perspective. Method: Literaturereview through a systematic content analysis of international scientific articles. Results: The result was based on ten scientific articles and 1 scientific dissertation.The result was presented in six categories as following: Communication in theteam, communication and patterns in the team, experiences of teamwork, teamworkand leadership, communication in a hierarchical environment and effects ontutoring the team. Conclusion: The study showed that a permissive climate andleadership were important for teamwork communication. It shows that there isfurther need for methods and models to foster communication and teamwork.

An issue of ‘talented people’ has been discussed for many years. Many companies consider talented employees to be the main factor of gaining competitive advantage over their competitors. This is mostly due to the fact that talented people are perceived as those who are of great value for an organization. Nowadays, behaviors such as cooperation and teamwork play an important role, not only among members of an organization but also between organizations. The purpose of my research is to study the characteristics of talented people and their working style in today’s business world. Furthermore, the other aim is to present the method applied with a view to support and stimulate talents to collaborate with others. To answer the research question: ‘Talented people in a today’s organization; in particular, how to support and stimulate them to work in team’, qualitative approach has been adopted. I have collected and analyzed data by having interviews, doing surveys, and gaining knowledge from literature. Most of participants had management positions and supervised an executive team, in particular, from the field of environmental companies. The research has proved that nowadays talented people have specific characteristics and handle matters their own way. In order to support and stimulate them to work in a team, trust and creating motivation are necessary. To some extent, leaders should stimulate talents to collaborate together, but, on the other hand, they ought to allow them to work on their own, depending on their professions and personality. Nevertheless, in my study I focused on the area of team work. A suggestion of team dynamic developing process for talented people to perform successful team work has been concluded in the last part of the thesis.

This research examines interviews conducted with more than a dozen authorities in architectural education on collaborative methodologies utilized in the design studio and identifies factors that inhibit and facilitate the incorporation of collaborative methods in the context of situated learning. This research explores the notion that the design and implementation of even the simplest architectural projects are almost exclusively collaborative endeavors requiring the expertise of a spectrum of individuals working together to achieve a singular goal. Each of these experts is highly trained in their respective areas, yet few are formally trained authorities in the skills of collaboration, including architects, individuals who are often put at the lead of design projects which include people of varied backgrounds, working styles and areas of expertise. Historically, the education of an architect has been a highly individualized pursuit, focused on the development of an individual skill set seldom requiring collaboration beyond that of student and professor. While this individualized, hands on approach to education has been highly revered by many, it often falls short of its potential and fails to recognize that the greatest design accomplishments of humankind have been the undertaking of collaborative enterprise. Furthermore, architecture students are being prepared in a manner that is contrary to the highly collaborative nature of the architectural practice they will enter without taking away from the inherent strengths of the traditional architectural education. Despite NAAB requirements for collaborative methods in the classroom, and an increasingly collaborative model of professional practice for architects, design education continues to trail woefully behind other disciplines such as business, law, nursing and medicine; each having long ago integrated collaborative study models into their curriculum. This research examines how collaborative methods including intradisciplinary, interdisciplinary and community based collaborations, can be further integrated as a formal part of the overall design curriculum and what factors facilitate and inhibit this inclusion.

It is known that imagination causes creation. However, in an enterprise, creation may be achieved by the communication and sharing opinions among the members of the team. Working in the complicated working environment, it is the team rather than the individual that plays a vital role in the generation of the innovation. There is a lack in the academic area of the investigation the team work containing the process of the interaction within the group. Until 2001, Hoegl and Gemuenden brought a new concept called TeamWork Qauility (TWQ), which emphasizes that the quality of the interaction in the group determines whether the creation will succeed or not. Moreover, since the organizational innovative climate largely affects the team¡¦s innovation performance, playfulness in the working place is gradually being noticed. The research applied from Yu , Ping and Wu, Ji-Jing (2003) defines team playfulness climate as a kind of internal working environment which is formed by personal interaction and relation. With this open and joyful atmosphere, people can feel safe and joyful to explore anything related to their work. With this playful climate, people can be inspired and satisfied and bring more contribution to innovation performance. The subjects were consisted of groups of students from 19 colleges who took the course ¡§The Discovery and Application of Creativity¡¨ and joined the Creative Program Competition which was held by the Consulting Division in Ministry of Education. The evidence of this research is based on the questionnaires given out to these students. In this research, we have 688 valid questionnaires from 99 teams. The rate of the effective achievement is 69.30%. The reliability of TWQ and organizational playfulness climate are respectively 0.95 and 0.92. The data was analyzed by statistical methods of descriptive statistics, factor analysis, reliability analysis, correlation analysis and structural equation model. The major results of this study are as following: 1. Team playfulness climate partly influences team innovation performance. 2. TWQ has significant positive influence on team playfulness climate. 3. Team playfulness climate mediates the relationship between TQW and team innovation performance.

Abstract Enhancing national and corporate competitiveness in the trend of globalization has been the commonly sought strategic vision for both the public and private sectors of the 21st century. Management of human resource is one of the many important factors that may result in a successful realization of the strategic vision. Providing a more complex social function, which includes dealing with public affairs and providing public property, public sector plays a whole different role than the economic exchange of market performed by the private sectors (Baldwin,1987; Rainey,1983). The multiple roles taken on by various government institutions necessitate them to be simultaneously concerned with the practices of social fairness, responsibilities, and justice while performing their routine functions of promoting employment rate, economic development, social welfare and security policies etc. This results in a working context different from that of private employees with its characteristic diversified or even mutual-conflicting job goals which give rise to occasional confronting situations. Characterized with its diversified differences of demography, job nature and specialized expertise, government sectors have long been challenged in the area of personnel management by the social capital impact suffered from the conflicts and negative emotions exhibited by their team members. Organization which based its development on the heroic single-handled or self-content way of management will soon find itself struggling to survive in a fast-changing and intensive competitive environment which emphasizes on teamwork and strategic alliance. ¡§Social capital¡¨ is commonly known as a relative new concept proposed in the wake of conventional manpower capital, organizational capital and customer capital. It is regarded as an extremely important new alternative as an intellectual capital to the organization in the net-economics. Simple defined as ¡§the potential power of social connections,¡¨ the basic premise of ¡§social capital¡¨ is founded on the consequential supposition that an individual or a team with better interpersonal relationship network will better its chance to attain organizational goal by mobilizing resources available in the organization. If, when mobilizing its team members, governmental sectors adopt the concept of social capital, they can dissolve obstacles of integrating cross-departmental human resources originated from sectionalism. In short, governmental sector with good and established personal network will succeed more easily in forming its team-based organization. The long-held negative pubic impressions of perfunctory observance of routine job, corruption and dysfunction, arrogance and carelessness presented by the administrative system have recently worsened by a series of major events of public engineering, such as the incident-ridden THSR. This indicates a bureaucracy that seriously lacks of crisis consciousness and maneuverability as well as a deficiency of courage to actively take on responsibility and flexible adoptability. Asides from those practices stipulated specifically in law, there are some vague areas existing in the legal margins. Confronted with this ambiguity, public servants are subjected to the stress of having to make unnecessary personal choices (Zhan Jing-fen, 2001) that keep mounting on in an unceasing sequence. To make things worse, their existing stress is added by the pressure from the tedious work of governmental reengineering program. As such, emotion management aiming at releasing stress and pressure is currently gaining increasing attention from the public. Intending to explain the correlation between the diversification of and conflicts in the team-based organization of government institutions and the social capital, this study will further explore how and what organization network, norms, trust, recognition, and promise that team-based governmental organization can construct in their application of personnel management strategy when faced with goal discrepancy, negative emotions and trans-departmental conflicts. Hopefully, we may provide a useful reference for various public sectors that set their minds on creating an organization based on the culture of mutual trust, cooperation, co-existence and shared-prosperity. Finally, a new culture of job recognition and value-directed attitude of public servant will then transform into the core value of active public service.