Advanced technologies have made their way into the digitalisation process of many work environments, thereby inevitably changing therole technologies such as Artificial Intelligence and robotisation will start to play in future work environments. This thesis seeks answersto the question of how we can effectively understand the future role of technology in our digital work environment, with its main researchquestion being: How can the future role of Artificial Intelligence and social robots in a digitalised work environment be understood froma higher education perspective? The research includes a structured literature review on the current implications of digitalisation in workenvironments, a thematic analysis for patterns in the literature, and the futuring method covering several future scenarios related to twomain technological trends: Artificial Intelligence and robotisation. The outcomes of the futuring method translated to storyboards, formingthe basis for two discussions with university students, and providing important future perspectives on the before mentioned technologicaltrends. Findings emphasise the benefits of discussions of this kind; that they leverage how one now understands, and inherently definesand expects the use of AI and robot technologies in a digital work environment context. The future perspectives from the discussionsconsider primarily the factors of emotion, empathy, feelings and lived experiences, that discern and define the role of AI and robots in thephysical, cognitive and social-organisational dimensions of the digitalised work environment. / <p></p><p></p>

Aim: This study aims to explore the impact of organizational culture on creating an inclusive work environment, focusing on ethnic diversity in STEM fields. Background/Problematization: The rapid technological advancements and global challenges in STEM fields necessitate ethnically diverse employees, leading to heterogeneous organizations achieving innovation and success. However, organizational cultural shifts and actions to create an inclusive work environment are not being focused on, leading to ethnically diverse employees feeling excluded and disconnected. Therefore, this study explores how organizational culture can impact the creation of inclusive work environments by focusing on embracing ethnic diversity.  Methodology: The study employs a qualitative research methodology, including ten interviews with employees from various ethnic backgrounds in a STEM organization. It combined deductive and inductive reasoning to provide structured and analytical direction while interpreting real-life experiences. In the deductive phase, the authors initially constructed a conceptual framework employing previous literature and theories. Later, the authors employed inductive reasoning for data collection through semi-structured interviews and data analysis using template analysis. Findings and Conclusion: The study emphasizes the importance of creating inclusive work environments by focusing on key themes such as "Room for Authenticity," "Value in Authenticity," "Sense of Belongingness," "Organizational Culture," and "Selective Adoption." It calls for proactive measures like promoting psychological safety and comfort, a supportive atmosphere, awareness training, and communication strategies, fostering a sense of belonging, and preserving positive subcultures.  Contribution of the study: The study contributes to existing literature by providing insights into the complex interplay between organizational culture and diversity initiatives in STEM fields. It underscores the significance of creating inclusive environments that support the authenticity and well-being of employees from diverse backgrounds. Additionally, the research offers practical implications for organizational leaders and policymakers seeking to promote diversity and inclusion within their organizations. Suggestions for future research: This study recommends that future researchers conduct in-depth qualitative analyses using larger samples and multiple STEM organizations, further exploring the impact of organizational culture on creating an inclusive work environment that embraces ethnic diversity using the designed conceptual framework or extended version. Additionally, investigating leadership strategies and creating an inclusive work environment in hybrid working modes are worth further exploration.

There are many organizations that choose to introduce Lean production in their operations, as these are the concepts that have made the greatest progress in terms of efficiency programs. Since Lean focuses on maximizing customer benefit and minimizing waste of resources in an organisation's business processes, it is often forgotten that the introduction also affects the staff. The purpose of the study is to investigate what effects on the working environment and health that employees in the private sector experience after an introduction of Lean production as a strategy within their organization. The aim of the study has been to answer how a Lean introduction affects the working environment and health. The study is based on Almondy's latest improvement work on the shrinkage process. With the help of an interview study and a general literature study, we have examined what effects a Lean introduction has on the work environment and health. The interview study was conducted at Almondy AB, which is a food producer based in Gothenburg. Searching the literature is done in article databases with keywords linked to the area. By means of a comparative analysis method, the result has been analyzed. There are studies that show that the effects vary depending on the point of view they have had and in which industry the survey was conducted. This means that the effects get a large spread and therefore it is difficult to give a general picture of the effects. The results of the interview study show a positive effect on the work environment as they describe that the physical moments in the process have decreased. The results of the literature study show that more studies are needed to be able to demonstrate the general effects that Lean has on the working environment. But the literature study suggests that there are both negative and positive effects on the work environment and health when introducing Lean. The conclusion suggests that Almondy has had a positive impact on their physical work environment since there has been a decrease in deviation reports. If someone wants to study further in the field, Lean production should be investigated in several industries and examine all aspects of a Lean introduction linked work environment and health. / Det är många organisationer som väljer att införa Lean produktion i sin verksamhet, då det är de koncept som gjort störst framsteg när det gäller effektiviseringsprogram. Eftersom Lean fokuserar på att maximera kundnytta och minimera resursslöseri i en organisations verksamhetsprocesser, så glöms det ofta bort att införandet påverkar även personalen. Syftet med studien är att undersöka vilka effekter på arbetsmiljön och hälsa som anställda i den privat sektorn upplever efter införande av Lean produktion som strategi inom sin organisation. Målet med studien har varit att besvara hur ett Lean införande påverkar arbetsmiljö och hälsa. Undersökningen baseras på Almondys senaste förbättringsarbete av svinnprocessen. Med hjälp av en intervjustudie och en allmän litteraturstudie så har vi undersökt vilka effekter som ett Lean införande har på arbetsmiljön och hälsa. Intervjustudien är genomförd på Almondy AB som är en livsmedelsproducent stationerad i Göteborg. Sökning av litteraturen är gjord i artikeldatabaser med nyckelord kopplade till området. Genom en komparativ analys metod har sedan resultatet analyserats. Det finns studier som påvisar att effekterna varierar beroende på vilken synvinkel de haft samt i vilken bransch undersökningen gjorts. Detta gör att effekterna får en stor spridning och därför är det svårt ge en generell bild av effekterna. Resultatet från intervjustudien visar på en positiv effekt på arbetsmiljön då de beskriver att de fysiska momenten i processen samt avvikelserapporter har minskat. Resultatet från litteraturstudien visar på att det behövs fler studier för att kunna påvisa de generella effekterna Lean har på arbetsmiljön. Men litteraturstudien antyder att det finns både negativa och positiva effekter på arbetsmiljön och hälsa vid införande av Lean. Slutsatsen antyder på att Almondy har fått en positiv inverkan på deras fysiska arbetsmiljö då det har skett en minskning i avvikelserapporter. Om någon vill studera vidare inom området bör Lean produktion undersökas inom flera branscher samt granska alla aspekter av ett Lean införande kopplade arbetsmiljö och hälsa.

The study undertook to explore the notion of stuckness within interpersonal and intrapersonal relationship dynamics. Stuckness has different presentations and can pertain to an individual’s’ inability to move beyond a particular challenge, or find resolution to one or more persistent problems. Alternatively, the stymied dynamic could manifest as a person becoming consistently highly activated or triggered. This has negative ramifications, within both interpersonal and intrapersonal relationships. Therapeutically, psychological stuckness is frequently encountered, and a lack of resolution of past trauma, is speculated as being a contributory factor. A qualitative, explorative research study was conducted over a period of one year, to collect data. The research design consisted of five case studies of participants who engaged in approximately one year of therapy. Participants were seen fortnightly, by a clinical psychologist, who is also the researcher of the study. The notes taken in the therapy sessions, as well as other qualitative methods, were utilised to collect the data. The data was analysed for themes formulated by the researcher, which themes correlated with the principles of the two schools of thought applied in the study. Logotherapy and somatic experiencing are the therapeutic interventions, which were included in the research method. These approaches were utilised in an endeavour to explore their efficacy, in resolving stuckness, speculated as being due to unprocessed trauma. Participation in the study was voluntary and boundaries of ethical codes, as well as values of psychotherapeutic therapy adhered to. There was no monetary exchange for the therapy received, and no costs incurred to the participants, in the research study. The presence of a long-standing persistent problem, or issue (stuckness) that had belied resolution, was the main criteria for inclusion in the study. The research explored the possible association between unresolved trauma, as well as various types of interpersonal, and intrapersonal stuckness. Impulsivity, explosive tempers, irrationality, emotionality and bizarre acting out behaviours, are some of the presentations, that the study speculated, as being due to unprocessed traumatic energy. A contribution of this research is that there is an absence of any prior studies conducted which explores stuckness and its correlation with unresolved trauma. In addition, no other research assessing the combined, top-down, and bottom-up efficacy of the therapeutic approaches of logotherapy and somatic experiencing were sourced. Payne, et al. (2015 b) state that they could not find evidence of more than five papers which provided case studies on somatic experiencing as a trauma intervention. The number of studies undertaken on somatic experiencing in general, is also significantly limited (Changaris, 2010; Samardzic, 2010). This adds to the value, meaning and purpose of this research, as it is a unique endeavour, motivated by the researcher’s intention to add more value to individuals’ lives, especially when the presenting problem, appears to be unfathomable stuckness. In an absence of any understanding for the reasons for such stuckness, these people may experience significant distress at being stymied, within the self, or in relation to others, as well as feel at a loss for any possible recourse. This study could prompt other researchers to conduct similar investigations, not only of the combined body-based, and cognitive psychotherapuetic interventions, but also of the link between stymied interpersonal, as well as intrapersonal relationship dynamics, and trauma. The application of a mind, body and soul approach in the study, through the inclusion of logotherapy, is also relevant. In reviewing the direction of psychological fields, one can detect that the trends are towards constructs such as meditation, enlightenment, consciousness, meaning, purpose, mindfulness, presence, and spiritual identity. Individuals are seeking more enlightenment, and want to explore more of the noetic dimension, which I believe psychotherapy has to include, in order to meet the needs of an evolving society. / Psychology / D.Phil. (Psychology)

This study examines leader-member exchange (LMX) theory and presents a framework to better predict work outcomes of job satisfaction and organizational commitment by introducing organizational justice perceptions as a mediating construct and leader active listening as a moderating construct.

Bemanningsföretagen har sedan legaliseringen 1993 fått fäste på den svenska arbetsmarknaden. Bemanningsbranschen innebär en förändring av det traditionella anställningsförhållandet som vanligtvis är tvåpartsrelation till att bli en trepartsrelation. Det har skapat viss problematik, då arbetsrättslig lagstiftning främst är anpassad efter den tvåpartsrelation som ännu anses vanligast. Den reglering som styr arbetsmiljöfrågor är främst Arbetsmiljölagen, vilken kom till då trepartsförhållande var främmande för den svenska arbetsmarknaden. Därmed väcktes frågan om vilken aktör som bär arbetsmiljöansvaret vid uthyrning av arbetskraft samt om arbetsmiljöansvaret skiljer sig vid anlitandet av entreprenad.Syftet blir därför att, genom den rättsdogmatiska metoden, utreda gällande rätt och därigenom få djupare förståelse för komplexiteten kring ämnet. Stora delar av uppsatsen är av deskriptiv karaktär, en beskrivning av rådande rättsläge. För att få en internationell koppling berörs även International Labour Organizations konvention nr. 181 i syfte att utreda vilken inverkan den har för arbetstagare som hyrs ut av bemanningsföretag och deras arbetsmiljö.I mina slutsatser konstaterar jag att skyddet för den”traditionella arbetstagaren” är omfattande, medan skyddet för en arbetstagare i en trepartsrelation är betydligt mer komplex. Arbetsmiljöansvaret vid uthyrning av arbetstagare är i behov av ett förtydligande, vilket enligt mig borde ske genom lagstiftning. Till skillnad från personaluthyrning råder det ingen tvekan om ansvarsfördelningen vid anlitandet av entreprenad i Arbetsmiljölagen men enligt mig finns det ett behov av en definition av begreppet entreprenad. Definitionen bör syfta till att förebygga feltolkning av begreppet, då arbetssituationen, i vissa fall, kan bidra till att ett annat rättsförhållande skapas och att arbetsmiljöansvar då förskjuts till kundföretaget. International Labour Organizations konvention nr. 181 har ingen direkt inverkan på arbetsmiljöansvaret för uthyrda arbetstagare, då Sverige valt att inte ratificera konventionen. / Recruitment companies have since legalization in 1993 gained a foothold on the Swedish labour market. The staffing industry is a change from the traditional employment relationship which usually is a bilateral relationship to become a trilateral relationship. This has created some problems, when labour legislation primarily is adapted to the bilateral relationship, which still is considered most common. The regulations governing health and safety issues at the working place are mainly found in the Work Environment Act, which was written before the trilateral relationship appeared on the Swedish labour market. Thus, the question arose as to which player has the safety responsibility for rented labour and if the work environment responsibility differs in the employment of subcontracted employees.The aim of this thesis is therefore, through the legal dogmatic method, to investigate the law and thereby gain a deeper understanding of the complexity of the subject. A large section of my paper is of descriptive character, a description of the current legal position. To get an international connection, I also refer to the International Labour Organization Convention 181 in order to investigate what impact it has on rented labour and the work environment.In my findings, I conclude that the protection of the "traditional worker" is extensive while the protection of a worker in a trilateral relationship is much more complex. Work environment responsibility for hiring of workers is in need of clarification, which according to me, should be by legislation. Apart from rented labour, there are no uncertainties regarding work environment responsibilities for subcontracted employees in the Working Environment Act. However, according to me, there is a need of a definition of the term outsourcing. The definition should aim to prevent misinterpretation of the concept. In some cases the work conditions can contribute to the fact that a different legal relationship is created and work environment responsibilities are shifted to the client company. International Labour Organization Convention 181 has no direct impact on the work environment responsibility for rented labour since Sweden decided not to ratify the Convention.

The main subject for this essay is victimization at work. The first question concerns victimization and the responsibility of the employer when bullying and harassments occur. The second question regards agreements between the employer and the employee, where the latter is paid to quit the employment because he or she is subjected to victimization, but also if any specific group of employees is especially affected. The purpose of the essay is to create understanding and clarification within current law, but also awareness of the possibilities where employers can create agreements with employees in order to make them finish their employments. In order to manage finding information some labour market parties were asked questions about their experiences of victimization at work and agreements among their members or employees. Current law and regulations will be examined together with the unique trial regarding the municipality of Krokom where an employee committed suicide after being bullied by his supervisor. It resulted in the two managers with responsibility for working environment were sentenced for crime. The conclusion is that the responsibility for preventing victimization and harassments are comprehensive. Agreements occur but the empirical study is showing it is rare in combination with victimization. However it is likely that unrecorded information tell another point of view and that women belong to the group that are the most affected one. During the past five years twelve percent of the Swedish population have been bullied by their colleagues or supervisors. Victimization and agreements are existing situations that have to be discussed and not hidden away due to the simplicity of paying employees to quit. / Huvudämnet  för  kandidatuppsatsen  är  kränkande  särbehandling  där  gällande  rätt  inom  ämnetkommer granskas utifrån en första frågeställning som rör arbetsgivares ansvar vid förekomsten av kränkningar på arbetsplatsen. Den andra frågeställningen behandlar utköp av anställda och framför allt de som utsatts för kränkande särbehandling samt vilka grupper av arbetstagare som eventuellt påverkas. Studien syftar till att skapa förståelse och klargörande inom gällande rätt, samt skapa insikt i arbetsgivares möjlighet att köpa ut arbetstagare genom att granska sådana åtgärder. Svensk reglering i form av bland annat Arbetsmiljölagen och Arbetsmiljöverkets föreskrifter ses över i kombination med internationell reglering på EU-nivå för att finna svar. Rättegången om Krokoms kommun där en mobbad socialsekreterare tog sitt liv, där arbetsmiljöbrott prövats i ett unikt mål, är tänkt att återkomma som en röd tråd uppsatsen igenom. Studien har kompletterats med empiriskt material där olika parter på arbetsmarknaden hörts i frågor om kränkande särbehandling och utköp av arbetstagare som utsatts för detta. Analysen berör bland annat den fakta som tyder på att kvinnor är den grupp som i högst grad anser sig mobbade och förmodligen köps ut i större utsträckning än män. Genom Krokomrättegången och lagrum så som Arbetsmiljöverkets föreskrifter kan det konstateras att arbetsgivares ansvar är mycket långtgående och att insatser krävs både förebyggande och aktivt mot kränkande särbehandling. En del arbetsgivare väljer istället att köpa ut arbetstagare. Det inträffar, men inte i så hög grad, kombinerat med kränkande särbehandling enligt det empiriska underlaget. Det är dock sannolikt att ett mörkertal förekommer och att överenskommelser görs i det tysta. Tolv procent av befolkningen uppger att de mobbats av sina arbetskamrater eller chefer under de senaste fem åren. Kränkande särbehandling förekommer och är ett ämne som är viktigt att belysa. Förhoppningen är att uppsatsen kan lyfta medvetenheten rörande de båda huvudämnenakränkande särbehandling och utköp.

Transformations to socio-technical systems may be enacted at fairly low levels, i.e., through changes in technology, processes, information and workers, to obtain a change in system level performance. This thesis provides a conceptual framework and a simulation platform to a priori computationally analyze the impact of such transformations. This thesis builds on the principles of cognitive engineering to describe the components of the work environment, i.e., technology, processes and information, in work relevant ways and using a structure-preserving model, i.e., a model form that describes the models using the same attributes and structure as used by system designers. This thesis also builds on the principles of agent-based modeling to model workers and their interactions with the work environment. These models are specified through a conceptual framework that includes declarative models describing which components are included within the system and their interrelations, and object-oriented models of those complex, dynamic behaviors that cannot be adequately described declaratively. Declarative modeling enables easy composition and modification of component models and, by declaring all required components collectively, a system model. This thesis established an XML representation for the declarative models, and developed a mechanism that automatically assembles, from the individual components' specifications and interrelations, a network-level model of the entire system in XML, which can serve to analyze network dependencies between components. The combination of the declarative and object-oriented models also enables computational simulations to predict the system performance that will emerge from a network of components when placed in a given scenario. Thus, this thesis also developed an agent-based simulation platform to support analysis of emergent behavior. The theoretical contributions of this thesis include the conceptual framework as a broadly applicable and structure-preserving representation of the important aspects of socio-technical system behavior, and associated extensions to cognitive engineering descriptions of the work environment. These insights, combined with the simulation platform, also enable computational modeling, analysis and prediction of socio-technical system performance with a comprehensiveness and detail not possible before. The theoretical and practical utility of these developments is demonstrated through a case study in air traffic control.

GARCIA, Ysrael Moura. Qualidade de vida no trabalho: percepção dos técnicos administrativos do IFCE. 2013. 111f. – Dissertação (Mestrado) – Universidade Federal do Ceará, Programa de Pós-graduação em Políticas Públicas e Gestão da Educação Superior, Fortaleza (CE), 2013. / Submitted by Márcia Araújo (marcia_m_bezerra@yahoo.com.br) on 2014-05-13T13:42:39Z No. of bitstreams: 1 2013_dis_ymgarcia.pdf: 869208 bytes, checksum: dcf1e938cef268594b30a5533b1be69d (MD5) / Approved for entry into archive by Márcia Araújo(marcia_m_bezerra@yahoo.com.br) on 2014-05-13T14:54:26Z (GMT) No. of bitstreams: 1 2013_dis_ymgarcia.pdf: 869208 bytes, checksum: dcf1e938cef268594b30a5533b1be69d (MD5) / Made available in DSpace on 2014-05-13T14:54:26Z (GMT). No. of bitstreams: 1 2013_dis_ymgarcia.pdf: 869208 bytes, checksum: dcf1e938cef268594b30a5533b1be69d (MD5) Previous issue date: 2013 / The Quality of Work Life (QWL) is a topic that has gained importance within modern organizations, especially from the 1990´s. The aim of this thesis was to analyze the degree of satisfaction of technical administrative at the Federal Institute of Education, Science and Technology of Ceará with their QWL before the impacts of the expansion of the institution. The research is characterized as quantitative, descriptive and exploratory. It was applied a questionnaire consisting of eight (8) items characterizing the subjects interviewed (gender, age, education, position, commissioned position, working on campus, working time and reimburse) and a scale adapted with permission Model Organizational and Biopsychosocial - BPSO-96, Limongi-France, consisting of 39 (thirty nine) items. Data were collected on a sample of 142 technical administrative IFCE, proportionally distributed into five units of the research institution: the rectory, on the campuses of Fortaleza, Maracanaú, Caucaia and Canindé. To validate the questionnaire was used factor analysis techniques (principal components method and rotation VARIMAX), items were distributed into five factors explaining 68.1% of the total variance: labor relations, work processes and their interpersonal relationships, health and personal well-being, career and functional administrative procedures. After, statistical significant differences were found in three independent variables: gender, age and position. Women showed greater satisfaction with aspects of health than men. The subjects over 60 years of age are more satisfied with their QWL than those of other age groups. The occupants of office level C (elementary level), in turn, showed greater satisfaction that officeholders levels of D (high school) and E (high education degree). The total score on the scale had a mean 5.4, coefficient of variation 27.3%, indicating that the distribution is homogeneous on the scale, the asymmetry coefficient -0.12 shows a small concentration above average. Regarding the organizational aspects observed average grade 5.6, 33% coefficient of variation and asymmetry coefficient -0.13. This distribution presents low degree of heterogeneity and small concentration of above average grades. Itens related to biological aspects (average 5.0) and social aspects (mean 5.6) were homogenous and note asymmetry coefficient very low (0.04 and 0.09, respectively). The item related to general health issues, with an average of 3.4, coefficient of variation 43.1% and asymmetry coefficient 0.85, was the aspect that showed greater variability in the notes and the highest concentration of above average grades. Finally, the items related to psychological aspects, with an average of 6.1, with coefficient of variation 29.2% indicating that the grade distribution is homogeneous and with very low concentration of the notes below average, with skewness coefficient 0.05. The study contributed to understanding the dynamics of QVT of administrative technicians in the IFCE and can serve to support important management decisions for the commitment and productivity of the servers in the development of their daily activities. / A Qualidade de Vida no Trabalho (QVT) é um tema que ganhou importância dentro das organizações modernas, especialmente a partir da década de 1990. Os objetivos desta pesquisa são: realizar um diagnóstico das percepções sobre QVT entre os servidores pesquisados e comparar essas percepções de acordo com as variáveis cargo, sexo, campus em que trabalha, escolaridade, tempo de serviço e remuneração. Esta pesquisa caracteriza-se como quantitativa, exploratória e descritiva. Aplicou-se um questionário constituído por 8 (oito) itens de caracterização dos sujeitos entrevistados (sexo, idade, escolaridade, cargo, cargo comissionado, campus em que trabalha, tempo de trabalho e remuneração), e por uma escala adaptada sob autorização do Modelo Biopsicossocial e Organizacional - BPSO-96, de Limongi-França, constituída por 39 (trinta e nove) itens. Os dados foram coletados em uma amostra com 142 técnicos administrativos do IFCE, distribuída proporcionalmente em cinco unidades da instituição pesquisada: reitoria, nos campi de Fortaleza, Maracanaú, Caucaia e Canindé. Para validar os itens do questionário utilizaram-se técnicas de análise fatorial ( método dos componentes principais e rotação VARIMAX). Os itens da escala aplicada distribuíram-se em cinco fatores que explicam 68,1% da variância total: relações de trabalho, processos de trabalho e suas relações interpessoais, condições de saúde e bem-estar pessoal, carreira funcional e procedimentos administrativos. Após o tratamento estatístico foram encontradas diferenças significativas em três variáveis independentes: sexo, idade e cargo. As mulheres demonstraram maior satisfação com os aspectos de saúde do que os homens. Os sujeitos maiores de 60 anos de idade estão mais satisfeitos com sua QVT do que aqueles das demais faixas etárias. Os ocupantes de cargo nível C (fundamental), por sua vez, demonstraram maior satisfação que os ocupantes de cargos de níveis D (médio) e E (superior). A nota total na escala apresentou média 5,4 , com coeficiente de variação 27,3%, indicando que a distribuição na escala é homogênea, o coeficiente de assimetria -0,12 mostra uma pequena concentração acima da média. Em relação aos aspectos organizacionais observou-se nota média 5,6 , coeficiente de variação 33% e coeficiente de assimetria -0,13. Essa distribuição apresentou grau baixo de heterogeneidade e pequena concentração das notas acima da média. Os itens referentes aos aspectos biológicos (média 5,0) e aos aspectos sociais (média 5,6) apresentaram distribuição heterogênea da nota e coeficiente de assimetria muito baixo (0,04 e 0,09, respectivamente). Os aspectos gerais de saúde apresentaram média 3,4, coeficiente de variação 43,1% e coeficiente de assimetria 0,85, foi o fator que apresentou menor média e maior concentração de notas acima da média. Finalmente, quanto aos aspectos psicológicos, foi encontrada a maior média (6,1), coeficiente de variação 29,2%, indicando que a distribuição das notas é homogênea e uma concentração muito baixa das notas abaixo da média, com coeficiente de assimetria 0,05. O estudo contribuiu para o entendimento da dinâmica da QVT dos técnicos administrativos do IFCE e pode servir de suporte para decisões gerenciais importantes para o comprometimento e a produtividade dos servidores no desenvolvimento de suas atividades cotidianas.

The accessibility of workplace is fundamental for people with physical disabilities work performance. Occupational therapists, members of an interprofessional rehabilitation team, deal with factors of physical environment. They are able to evaluate workplace and make recommendations how to remove identified barriers. However, no appropriate tools were found in the available literature for detailed evaluation of work environment of people with physical disabilities in the Czech Republic. The tools found are described in the theoretical part of the thesis. Therefore the first aim of the thesis was to create a pilot version of new czech tool for work environment evaluation called "ERGOHoP-P" (Occupational Therapy Work Environment Evaluation) intended for occupational therapists. The second aim was to create a draft of some chosen chapters of technological clinical recommended procedure of physical work environment evaluation by an occupational therapist and selection of suitable facilitators for people with physical disability. Both aims were fulfilled. The process of administration was tested by three occupational therapists during the creation of the tool ERGOHoP-P. It was found that they differ from the author's results from "assessment according to legislation" in 3-6% and in 4-10% in "functional...