Submitted by Juliana Tregnago (julianatregnago@gmail.com) on 2018-06-18T15:13:08Z No. of bitstreams: 2 license_rdf: 0 bytes, checksum: d41d8cd98f00b204e9800998ecf8427e (MD5) Dissertação -Angelina Paiva.pdf: 814772 bytes, checksum: 7cfed73c54cd24513ebe33d786586f44 (MD5) / Approved for entry into archive by Divisão de Documentação/BC Biblioteca Central (ddbc@ufam.edu.br) on 2018-06-19T14:00:08Z (GMT) No. of bitstreams: 2 license_rdf: 0 bytes, checksum: d41d8cd98f00b204e9800998ecf8427e (MD5) Dissertação -Angelina Paiva.pdf: 814772 bytes, checksum: 7cfed73c54cd24513ebe33d786586f44 (MD5) / Approved for entry into archive by Divisão de Documentação/BC Biblioteca Central (ddbc@ufam.edu.br) on 2018-06-19T14:03:05Z (GMT) No. of bitstreams: 2 license_rdf: 0 bytes, checksum: d41d8cd98f00b204e9800998ecf8427e (MD5) Dissertação -Angelina Paiva.pdf: 814772 bytes, checksum: 7cfed73c54cd24513ebe33d786586f44 (MD5) / Made available in DSpace on 2018-06-19T14:03:05Z (GMT). No. of bitstreams: 2 license_rdf: 0 bytes, checksum: d41d8cd98f00b204e9800998ecf8427e (MD5) Dissertação -Angelina Paiva.pdf: 814772 bytes, checksum: 7cfed73c54cd24513ebe33d786586f44 (MD5) Previous issue date: 2018-02-27 / FAPEAM - Fundação de Amparo à Pesquisa do Estado do Amazonas / The centrality of work is advocated in the Psychodynamics of Work. This has brought great contributions to the reflections on subjectivity and work. One of these psychoanalytic approach. Another contribution was the development of the theoretical and methodological contribution created by the french psychoanalyst Christophe Dejours. For presenting such enriched contributions, this work was based on the Psychodynamics of Work. Aiming to analyze the subjective experiences of a specific group: Administrative technician in education servant - TAE of a public institution of higher education in Manaus, Amazonas. The TAES are responsible for the progress of administrative processes, attendance to the university community and also develop actions and activities with the objective of improving the services provided. In this search the clinic of the work and action was carried out, with six collective sessions, once a week, with an average duration of one hour. There were ten women in an administrative sector that had different departments. Each division had specific demands that could sometimes converge, while others did not. The episode of "wall breaking" was the starting point for the beginning of the stories. The experiences of suffering were related to: conflicts with management, absence of meetings, absence of prescriptions, managerial turnover, distinction between TAES and teachers. Among the defensive strategies signalized resignation, rationalization and denial. In cases where the suffering was greatly aggravated and defensive strategies failed, requests for removal were common. On the other hand, the group brought statements that indicated the confront strategies, highlighting the following devices: practical intelligence and cooperation. The moments of fellowship, meeting with the colleague was very significant. Finally, they emphasized the identity of being an administrative technician servant in education, which denotes a stance of resistance, even with the stigma that the sector suffered from the community. Despite the difficulties, they continued to facing, seeking to subvert suffering into pleasure. / A centralidade do trabalho é preconizada na Psicodinâmica do Trabalho. Esta trouxe grandes contribuições para as reflexões acerca da subjetividade e trabalho, dentre estes o conceito original de estratégias defensivas coletivas. Através da ideia de normalidade enigmática, Christophe Dejours percebeu que mesmo em condições deletérias no trabalho, os sujeitos continuavam a atuar, pois recorriam às estratégias defensivas. Por apresentar contribuições tão enriquecidas, este trabalho tomou como base a Psicodinâmica do Trabalho para analisar as vivências subjetivas de um coletivo específico: os Técnico-Administrativos em Educação - TAE de uma instituição pública de ensino superior em Manaus, Amazonas. Os TAEs são responsáveis pelo andamento dos processos administrativos, atendimento à comunidade universitária e, além disso, também desenvolvem ações e atividades com o objetivo de melhorias dos serviços prestados. Neste trabalho realizou-se a clínica do trabalho e da ação, com seis sessões coletivas, uma vez por semana, com duração média de uma hora. Participaram dez mulheres lotadas em um setor administrativo que possuía departamentos distintos. Cada divisão apresentava demandas específicas que, por vezes, podiam convergir, enquanto outras não. O episódio de “quebra de paredes” foi o ponto de partida para o início dos relatos. As vivências de sofrimento estiveram relacionadas com: conflitos com a gestão, ausência de reuniões, ausência de prescrições, rotatividade da chefia, distinção entre TAEs e docentes. Entre as estratégias defensivas sinalizaram a resignação, a racionalização e a negação. Em casos em que o sofrimento estava bastante agravado e as estratégias defensivas chegavam ao seu limite, as estratégias de enfrentamento foram utilizadas como a busca de emancipação como os pedidos de remoção. Em contrapartida, o coletivo trouxe falas que indicaram as estratégias de enfrentamento, destacando os seguintes dispositivos: a inteligência prática e a cooperação. Os momentos de confraternização, e de encontro com colegas, se mostraram bastante significativos. Por fim, ressaltaram a identidade de ser servidora técnico-administrativo em educação, que denota uma postura de resistência, mesmo com o estigma que o setor sofre pela comunidade. Apesar das dificuldades, continuavam enfrentando, buscando subverter o sofrimento em prazer.

Background: This research explored regulation and professionalism with respect to the current state of professional practice for hospital pharmacy technicians. Since July 2011 pharmacy technicians must register with the General Pharmaceutical Council in order to practise. An acknowledged benefit of registration is professional recognition; however there is a lack of published research about pharmacy technicians’ professionalism with no study found that offers a holistic exploration post mandatory registration. Method: This study utilised a broad discourse analytic approach to examine how pharmacy practitioners talk about the pharmacy technician role, regulation and professionalism, being sensitive to the content of these accounts but also the ways in which they are constructed and the varying rhetorical effects and power. The sociology of the professions provided the theoretical background for this study to examine the notion of professionalism in modern healthcare and whether or not pharmacy technicians are enabled to undertake the professional practice for which they are now accountable. Data were gathered through interviews with pharmacy technicians, pharmacists and Directors of Pharmacy, which were digitally recorded and transcribed prior to discourse analysis. Findings: The findings illuminate gaps in the professional socialisation of pharmacy technicians related to 1) Policy: a lack of appropriate conditions and opportunities for pharmacy technicians to demonstrate professional practice and contribute to current policy implementation, 2) Practice: pharmacy technicians do not have the supportive infrastructure to enable their own professional practice or carry out research, and 3) Education and Training: current qualifications are traditionalistic and not fit for purpose. Discussion: Recommendations are made in relation to these three concerns, including: development of pharmacy technician practice to take responsibility for the supply chain of medicines; review organisational structures, roles and discourses to enable this clear division of labour; the Association of Pharmacy Technicians UK promotes the development of a ‘Scope of Professional Practice for Pharmacy Technicians’ to support practice development and clarify accountabilities, and improves promotion of pharmacy technician research activity; and finally, review the content and level of pharmacy technician pre- and post-registration qualifications to address identified gaps and to support a structured career pathway. Findings from this study have already been transferred into practice in terms of: development of national recruitment guidance; establishment of a ‘Professionalism Programme’ for all local pharmacy staff; development of terms of reference for a local pharmacy technician professional forum to enable professional development and leadership; and, the initiation of discussions to develop a national pharmacy technician professional forum in Scotland.

Doctor of Philosophy / Department of Secondary Education / Steven R. Harbstreit / John Deere Corporation sponsors 16 schools within the United States that are designed to educate students to become future agricultural equipment technicians. At the time of this study, the schools’ enrollments were at a less-than desirable level, 80% capacity. However, the company was receiving feedback that dealerships needed technicians. The need to determine the disparity between the need for technicians and the level of enrollment led to the pursuit of this study. The researcher sampled 306 John Deere agricultural service managers across the continental United States to determine: (a) if the dealerships truly needed technicians, (b) the methods dealerships were using for locating technicians, and (c) the service managers’ perceptions of the John Deere (JD) Ag Tech program. The study also analyzed the relationships between the service managers’ perceptions of the JD Ag Tech program and five independent variables: (a) number of technicians employed at John Deere dealerships, (b) number of stores dealer-organizations own, (c) distance between John Deere dealerships and the closest JD Ag Tech school, (d) number of JD Ag Tech students John Deere dealerships have sponsored, and (e) service managers’ age. The results of the study indicated that John Deere service managers did plan to hire technicians over the next 12 months as well as over the next three years. However, it was also determined that 60% of the service managers were only somewhat knowledgeable or unfamiliar with the JD Ag Tech Program. For the service managers that had experienced sponsoring JD Ag Tech students, those service managers were satisfied with the JD Ag Tech graduates. The researcher’s recommendations focused upon two areas. The first was to improve the marketing of the JD Ag Tech program to insure that all John Deere service managers become familiar with the program. The second recommendation was to focus on improving the “student” component of the partnership, by recruiting the students earlier in their high school careers, and having the partners work together to target high caliber students.

Background: With the appearance of the fourth industrial revolution a lot of industries had to change and adapt to computer integrated manufacturing, the ‘Internet of things’, cloud computing, machine to machine communication, additive manufacturing and ‘big data’. Overall, this industrial transformation is driven by digitalization. The Swedish dental laboratory industry is of special interest for our research due to the lack of adaption to the new technological changes, decreasing market share in Sweden and the threats from cheap Chinese production. Purpose: The purpose of this thesis is to understand the current situation the Swedish small and medium sized dental laboratories are facing because of the threats from the Chinese competition. Therefore, we analyze the Swedish dental laboratory industry and map the situation. Moreover, we show what the laboratories are currently doing to defend their market position in a highly competitive environment. Method: The data was gathered from semi structured and open interviews of dental technicians, dentists and industry experts. This empirical data was analyzed in an abductive thematic approach. Additionally, this theory driven approach combines the research question and the propositions with the empirical findings to create a precise research report. Conclusion: Up to recently, China was a big threat for the domestic dental laboratories but this threat is decreasing nowadays. Due to the demand of high quality products with precise services, dentists require a close collaboration with the dental laboratories. In order to survive as an SME in the Swedish dental industry, collaborating in networks among local competitors can help to lift investments for new equipment in the transforming environment. With state of the art technology and shared competences Swedish dental laboratories can sustain their competitive advantage in global competition.

The study focused on the academic programs offered for telecommunications technicians provided by 16 two-year and four-year higher education institutions and the ways in which the programs compared to the established telecommunications technicians' skill standards. Six specific research questions concerned the training programs for telecommunications technicians. The first verified the validity of the information in Peterson's 2000: 2 Year Colleges and Peterson's 2000: 4 Year Colleges identifying the institutions offering a communication equipment technology major. The second question focused on the institutions that included telecommunications as part of the curriculum. The third identified the importance of the skill standards to the 2-year and 4-year training programs, and the fourth identified the job functions that were included in or excluded from the training. The fifth question identified the job tasks that were included in or excluded from the training. The final question determined whether the 2-year or the 4-year telecommunications technicians' training program was more closely aligned with the skill standards. In order to accomplish the objectives of this research, a survey methodology was selected. The survey instrument was developed to compare the importance of the telecommunications technicians' skill standards to the 2-year and the 4-year training programs. The skill standards identified in the 1997 collaborative effort facilitated by the South King County Tech Prep Consortium (SKCTPC) was used as the basis for the survey instrument and reference tool. The reference tool provided additional information regarding SCANS skills and personal qualities that were identified in the skill standards for the telecommunications network technician. The survey included five job functions and 16 tasks. The evolution the telecommunications industry has created a demand for a highly skilled, flexible workforce. Higher education institutions have an opportunity to make a contribution to telecommunications industry by expanding existing training programs or initiating telecommunications technicians' training programs. The 4-year institutions should consider revising not only the curriculum but also their mission and goals. The 2-year institutions are closely aligned with the skill standards, and this is an opportunity for the 2-year institutions to update existing programs.

The material in current emergency medical services (EMS) curricula is insufficient to prepare prehospital emergency medical care personnel recognize the signs and symptoms of post-traumatic stress disorder (PTSD) within their workforce. Prehospital emergency textbooks focus on treating patients affected with PTSD, but there is very little included about how EMS professionals may also be affected. Moreover, supervisors and managers of EMS agencies receive very little education on workforce PTSD in their personnel. The purpose of this study was to understand the educational preparation of EMS supervisors in order to develop a PTSD-awareness course. The research question investigated the educational preparation that EMS supervisors receive. The conceptual framework of the study was Conti-O’Hare’s wounded healer theory. EMS professionals are wounded healers from frequent critical incident exposure. A qualitative approach featuring a case study design was used. The study included 9 participants. A focus group was used that consisted of three paramedics and three emergency medical technicians (EMTs). Separate interviews were conducted with three EMS supervisors. Data gained from the focus group and individual interviews were analyzed through coding with the goal of investigating the education received by EMS supervisors on PTSD. The themes that emerged were EMS supervisors do not receive enough education on workforce PTSD and a course specifically targeted on this subject is needed. Positive social change may be achieved through this study by enabling EMS managers to help paramedics and EMTs cope with a critical incident (CI) improving prehospital healthcare.

Pharmacists rely on pharmacy technicians to assist with accurately dispensing prescriptions and providing information to clients. Texas does not have regulations for the education or training of pharmacy technicians, which may result in mistakes when dispensing prescriptions, causing significant harm to customers. The purpose of this qualitative phenomenological study was assessing formally and informally trained pharmacy technicians' job performance as perceived by licensed pharmacists/managers. Data were collected via face to face interviews with 9 pharmacy managers in Texas to gain insight into their lived experiences of supervising not formally and formally trained technicians. Audio recorded interview data were transcribed and organized using the NVivo software. The job performance theory was used to help understand and interpret the data. Pharmacists/managers indicated that pharmacy technicians who receive formal training, when compared to those who have been informally trained on-the-job, have more knowledge, better job performance, less need for training and supervision, and greater salary and other job related opportunities. All 9 of the respondents indicated that the State of Texas should develop a formal set of professional standards for pharmacy technicians and require a formal certification training program. The potential positive social change of this study is a better understanding of the job training and performance of pharmacy technicians that can improve services to communities.

Demand for the emergency medical technician (EMT) is 2 times greater than that of all other occupations. Sustainability of ambulance services (AS) personnel is dependent upon the recruitment of EMTs into the industry. The purpose of this multiple case study was the exploration of the recruiting strategies that AS administrators used to increase the number of EMTs. Herzberg's 2-€factor theory of motivation was the conceptual framework for this study. The data collection instrument included semistructured interviews with 6 AS company executives in southeastern New Mexico and southwestern Texas. Secondary data and document from each state's emergency medical services personnel and websites related to EMTs were reviewed. Data were analyzed using thematic analysis alignment between the recruiting strategies and the conceptual framework. Two key themes emerged: AS administrators have minimal data-€driven recruitment tracking mechanisms and recruiting strategies for EMTs must align with the motivational aspects of growth, advancement, recognition, and responsibility in the AS business to entice people into the industry. The implications of this study for social change include the potential for AS executives to identify recruiting strategies they might use to increase the recruitment of EMTs to meet patient and community needs for medical transport while reducing the demand for EMTs nationwide.

Artificial insemination of dairy cattle is one of the recent enterprises of dairymen in this area. It is an enterprise which has expanded rapidly and will likely continue to expand during the next few years. In this area the technician or inseminator collects from $6.00 to $10.00 at the time of first service. This entitles the dairyman to two repeat inseminations for that cow, if necessary, to get the cow pregnant. Of this amount the technician receives $2.75. A bonus payment is made so that technicians inseminating fewer than 500 cows receive a total payment of $3.60. The bonus payment per cow decreases gradually until at 1500 or more cows, no bonus is paid. Payment to the technician is intended to include the value of his time and the mileage necessary to either impregnate the cow or inseminate her three times. Mileage per first service may be affected by size and shape of the area in which a technician operates. The pattern of cow distribution where cows are located in and around the communities may affect mileage. This mileage may be different than in an area with a block pattern of roads with cows located on the farms in all parts of the area. In many of the technician units a small number of first service may be different than in those units where a large number of cows are inseminated. This study was undertaken to determine the mileage traveled to impregnate a cow as affected by the number of first services in a year. The relation of mileage to shape of are serviced by a technician and the number of first services within a year were also studied.

No description available.