Software toolkits are under development to help construct applications that support group-working. Toolkit developers adopt different approaches to group-work support in order to tackle different issues and a toolkit is commonly characterised by the approach adopted. It is difficult to compare toolkits because of this lack of apparent commonality and it is difficult to decide which toolkits meet specific application requirements.

<p dir="ltr">This mixed-method grounded theory study developed and tested a new framework for leading geographically dispersed teams. With the dramatic shift to remote work due to the COVID-19 pandemic, leaders now face new challenges in developing corporate strategies and approaches to leadership without proximity to their teams. However, existing leadership literature has yet to catch up to this new reality.</p><p dir="ltr">Grounded in interviews with business leaders and a quantitative survey of 100 leaders and 100 employees, this study identified communication frequency and trust-building as vital for reducing uncertainty. It also found that promoting employee well-being requires relationship-centered leadership and constructing inclusive cultures. Ultimately, leading at a distance requires adapting leadership development and reevaluating organizational design to focus on alignment, transparency, and culture-building.</p><p dir="ltr">The resulting framework identifies specific leader competencies needed for remote management. It emphasizes the importance of leader visibility, constructive feedback practices, and crisis readiness. The framework highlights new imperatives in meeting design, goal-setting, professional development, and performance management. Finally, it calls for policies that promote work-life balance through comprehensive flexibility.</p><p dir="ltr">This study provides theoretical and practical guidance with hybrid and remote work arrangements likely to persist post-pandemic. It demonstrates the effectiveness of grounded theory methodology in new research contexts. The framework presented lays the foundation for leadership approaches that empower productivity and well-being across distributed teams.</p>

Magister Commercii (Industrial Psychology) - MCom(IPS) / Twenty-first century organisations have become more conscious of implementing work-life balance practices due to the fusion of females into the labour market, the existence of double career couples with children and equality gender. Several studies around work-life balance has been embarked upon, however, the perception of female traffic officers within the South African environment has not yet been explored. The present study seeks to understand and provide female traffic inspectors with better insights about how they are currently experiencing work and home life through self-awareness. A phenomenological approach based on a research design of inquiry was used to engage with female traffic inspectors and to obtain their experience, as well as its impact. The sample used for this study consisted of six female traffic inspectors from the Western Cape Government, Department of Transport and Public Works: Metro Region. The current research used one research instrument namely in-depth interview to address the research question using semi-structured, audio-taped interviews. Recurring themes that emerged from the study indicate that female traffic inspectors’ experience of work-life balance challenges involved job stress, work support, organisational culture and the work environment. These challenges have impacted on their work life and family life which gave rise to inter-role conflict, work-to-family conflict and family-to-work conflict, which negatively impacted on their attitude in attempting to adapt to their work environment. It became evident that most of the participants were finding it difficult to balance work and family as they realise that “something had to give”.

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In this thesis I explore the potential of modern Head-Worn Displays for aiding manual work tasks in the manufacturing industries. In such settings, workers are already supported by using mobile hand-held devices that show instructions and enable the worker to document work tasks. However, the most important disadvantage of hand-held devices is that users need to put them aside when performing tasks that require both of their hands. The current generation of Head-Worn Displays promises hands-free usage with little added complexity and also enables the augmentation of workers’ vision, thereby supporting the work task in a more effective and efficient way. For assessing the potential of Head-Worn Displays on factory floors, a series of studies has been conducted. The studies have been carried out directly on the production line of a German car manufacturer together with workers or in-lab, depending on the study goals. Together with workers and managers in the industrial settings we identified two work tasks whereby support for Head-Worn Displays showed good potential for increasing productivity, quality and worker comfort. The Head-Worn Display support was improved in an iterative manner within a Human-Centred Design approach. The thesis contributes with experiences on introducing Head-Worn Displays in real world settings and for long time periods. The recorded productivity increases attributed to the Head-Worn Displays are discussed, along with worker and manager feedback. For long-term use on a factory floor, extending battery operating time was found to be of central importance. CPU and Camera were identified as the most energy consuming devices and an approach to address that is presented. A benchmark suite is introduced to enable designers, developers, and project managers to make informed decisions when selecting Head-Worn Displays. Finally, a theoretical discussion of Head-Worn Displays is presented by situating them in a sense-based Augmented Reality taxonomy, I proposed. / <p>QC 20170426</p>

京都大学 / 新制・課程博士 / 博士(エネルギー科学) / 甲第24115号 / エネ博第448号 / 新制||エネ||84(附属図書館) / 京都大学大学院エネルギー科学研究科エネルギー社会・環境科学専攻 / (主査)教授 下田 宏, 教授 宇根﨑 博信, 教授 黒崎 健 / 学位規則第4条第1項該当 / Doctor of Energy Science / Kyoto University / DGAM

Child and youth care workers (CYCWs) provide intervention and support to children and youth in child and youth care centres (CYCCs) The purpose of this study was to investigate CYCWs’ knowledge and perceptions of attachment difficulties of children residing in CYCCs and to provide suggestions for social work support. The study adopted the Attachment Theory and Circle of Courage Theory. Drawing on qualitative methodology, 16 participants employed in CYCCs in the Ekurhuleni Metropolitan region, South Africa were purposively selected for in-depth, qualitative interviews. The eight-step data analysis method by Tesch (in Creswell, 2014:198) was used. To ensure trustworthiness of the findings, the researcher mainly used Guba’s model cited in Krefting (1990:214–222).The researcher adhered to prescribed ethical considerations. The study recommended that child and youth care as a profession should be recognised and supported to ensure quality services to children with attachment difficulties living in CYCCs. / Social Work

Made available in DSpace on 2016-12-23T14:33:44Z (GMT). No. of bitstreams: 1 Alexendre Guilherme Nicco Coelho Parte 1.pdf: 1812241 bytes, checksum: afb64d5454a11b8ef31b520b50d80f3a (MD5) Previous issue date: 2010-08-27 / Em uma organização, muitas pessoas começam a trabalhar, realizam suas atividades e vivenciam novas experiências. Como consequência disso, essas pessoas adquirem conhecimentos que podem ser utilizados em situações futuras. Porém, muitas vezes, o conhecimento adquirido fica mantido apenas nas mentes dessas pessoas e, quando elas saem da organização, o conhecimento organizacional também é perdido. Logo, pessoas novatas na organização correm o risco de repetir os mesmos erros que outras pessoas já cometeram, sendo que isso poderia ser evitado. O conhecimento organizacional tem se tornado cada vez mais importante. Gerenciar esse conhecimento não é uma tarefa simples, porém muitos benefícios podem ser alcançados quando isto é feito, em especial, a melhoria da realização das atividades do processo de negócio da organização. É importante que a organização defina estratégias de como capturar, armazenar, disponibilizar e utilizar esse conhecimento quando necessário. Mesmo quando não é possível documentar o conhecimento obtido pelos membros da organização, é importante que a organização conheça suas habilidades e competências para que, ao surgir problemas, pessoas mais indicadas possam ser localizadas para resolvê-los. Além disso, mecanismos de apoio à comunicação podem ser muito úteis para a interação entre os membros da organização, além de serem utilizados como ferramenta para o compartilhamento e geração de conhecimento. Dentre as atividades do processo de software, uma que se destaca é o gerenciamento de riscos. Gerenciar riscos em projetos de software não é uma tarefa fácil e requer conhecimento e experiência. Com isso, experiências adquiridas na execução de projetos passados podem ser muito úteis para a gestão de riscos de novos projetos. O objetivo principal deste trabalho é desenvolver uma infraestrutura de gerência de conhecimento a ser utilizada em organizações de software. Essa infraestrutura é usada no apoio às atividades de gerenciamento de riscos de projetos de software / In an organization, many people start to work, perform their activities and live new experiences. As a consequence of that, these people acquire knowledge that can be used in future situations. However, the acquired knowledge is maintained only in the minds of these people and when they leave the organization, organizational knowledge is also lost. Soon, newcomers in the organization can repeat the same mistakes that others have committed, and this could be avoided. Organizational knowledge has become increasingly important. Manage this knowledge is not a simple task, but many benefits can be achieved when this is done, in special, the improvement of the business process performance. It is important for the organization to define strategies to capture, store, deliver and use that knowledge when needed. Even when it is not possible to document the knowledge gained by members of the organization, it is important that the organization knows their abilities and skills so that, when problems arise, most suitable persons can be found to solve them. Moreover, communication support mechanisms can be very useful for interaction among members of the organization, besides being used as a tool for sharing and generation of knowledge. Among the activities of the software process, one that stands out is risk management. Managing risk in software projects is not an easy task and requires knowledge and experience. Thus, experience gained in past projects can be very useful for risk management of new projects. The main objective of this work is to develop a knowledge management infrastructure for software organizations. This infrastructure is used to support activities of risk management of software projects

Author: Amanda Björklund  Title: How do first-line managers in health and care in the public sector experience work support during the Covid-19 pandemic? An interview study Course: Master thesis in Occupational Health Sciences, 30 credits’ Institution: University of Gävle  Aim: The aim of the study is to investigate through interviews how first-line managers in health and care in the public sector experience work support during the Covid-19 pandemic. Method: The study was a semi-structured interview study where the interviews were conducted by telephone or digitally via Teams. The sample consisted of ten participants who worked in elderly care in the public sector. Data collection was analyzed through qualitative content analysis. Main Results: The content of the analysis resulted in two categories that described the informants' experiences of work support during the Covid-19 pandemic. One category was: Practical support in the work during the Covid-19 pandemic through guidelines, routines, information, instructions and help in the work execution through collaboration. The second category was: Emotional support at work by understanding, confirmation, communication, and feedback at work. Conclusion: The results of the study show that first-line managers feel that information is needed at work and more help at work. According to the managers, this means more cooperation, feedback and understanding, which is also perceived as important in the work. The study can contribute with knowledge about the first-line managers' work situation in relation to their work environment by studying experiences of support at work during the Covid-19 pandemic. / Författare: Amanda Björklund Titel: Hur upplever första linjens chefer inom vård och omsorg inom offentlig sektor stöd i sitt arbete under Covid-19-pandemin? En intervjustudie Kurs: Examensarbete i arbetshälsovetenskap, masternivå, 30 hp. Lärosäte: Högskolan i Gävle Problemformulering: Tidigare forskning visar att första linjens chefer är mer utsatta för ohälsa genom ökade upplevelser av stress än andra chefsbefattningar. Det anses behövas fler studier om första linjens chefers behov av stöd i arbetet och deras arbetsförhållanden i offentlig sektor, förbättrade möjligheter till stöd i arbetet kan bidra till en hälsosammare arbetsmiljö. Upplevelser av stöd under en pågående pandemi anses vara intressant att undersöka med hänsyn till att stöd beskrivs vara en viktig resurs för individens välbefinnande under en pandemi. Syfte: Syftet med studien är att genom intervjuer undersöka hur första linjens chefer inom vård och omsorg i offentlig sektor upplever stöd i sitt arbete under Covid-19-pandemin. Metod: Studien var en semistrukturerad intervjustudie där intervjuerna genomfördes via telefon eller digital via Teams. Urvalet bestod av tio deltagare som arbetade inom äldreomsorgen i offentlig sektor. Data analyserades genom kvalitativ innehållsanalys. Resultat: Det övergripande innehållet i analysen resulterade i två kategorier som beskrev informanternas upplevelser av stöd i arbetet under Covid-19-pandemin. Den ena kategorin var: Praktiskt stöd i arbetet under Covid-19 pandemin genom riktlinjer, rutiner, information, anvisningar och hjälp i arbetsutförandet genom samarbete. Den andra kategorin var: Känslomässigt stöd i arbetet genom att förståelse, bekräftelse, kommunikation och återkoppling i arbetet. Slutsats: Resultatet i studien visar att första linjens chefer upplever att det behövs information i arbetet samt mer hjälp i arbetet, vilket enligt chefernas upplevelser innebär mer samarbete, återkoppling och förståelse som även upplevs viktigt i arbetet. Studien kan bidra med kunskap om första linjens chefers arbetssituation i förhållande till deras arbetsmiljö genom att upplevelser av stöd i arbetet under Covid-19-pandemin har studerats.

Syftet med studien är att undersöka och analysera mellanchefers upplevelse kring press i sin arbetsroll- från såväl ledning som medarbetare. Studien besvarar två frågeställningar; (1) Hur upplever mellanchefer den press som ställs på dem från ledning samt medarbetare? (2) Hur kan mellanchefer hantera den upplevda pressen från ledning samt medarbetare? Den kvalitativa studiens syfte har besvarats genom sex semistrukturerade intervjuer med mellanchefer från olika branscher samt olika städer inom Sveriges gränser. Det empiriska materialet har tematiserats och analyserats med hjälp av tidigare forskning inom området, samt Job-demands resources modellen (JD-R). Resultatet visar att arbetsrollen mellanchef är mycket komplex och innebär mer jobb än vad som står i arbetsbeskrivningen, då det “osynliga” arbetet är av stor karaktär. Det finns ett enormt behov av stöd som främjar arbetet och låter mellanchefer hantera pressen, vilket inte erbjuds om inte individen ber om det. Andra kollegor och mellanchefer omkring sig som finns till hand för diskussion och “bollplank” underlättar också arbetssituationen. / The study aims to examine and analyze middle managers' experience of pressure in their work role - from both management and employees. The study answers two questions; (1) How do middle managers experience the pressure placed on them from management and employees? (2) How can middle managers handle the perceived pressure from management and employees? The purpose of the qualitative study has been answered through six semi-structured interviews with middle managers from different industries and different cities within Swedish borders. The empirical material has been thematized and analyzed with the help of previous research in the field, as well as the Job-demands resources model (JD-R). The results show that the work role of middle manager is very complex and involves more work than what is stated in the job description, as the “invisible” work is of a great nature. There is a huge need for support that promotes the work and allows middle managers to handle the press, which is not offered unless the individual asks for it. Other colleagues and middle managers around him who are on hand for discussion and sounding boards also facilitate the work situation.