Revisionsbranschen är en mansdominerad bransch som är känd för att ha lägst andel kvinnor bland dem ledande positionerna. Kvinnor har stött på olika hinder och haft svårare att nå högre positioner än män, men på senare år har branschen blivit mer jämställd. Studier har visat att könsfördelningen inom delägarkretsen har förändrats till det bättre. Syftet med denna studie är att undersöka kvinnliga delägares uppfattningar av faktorer som påverkat kvinnors möjligheter att bli delägare i medelstora och stora revisionsbyråer samt om de uppfattar att dessa faktorer fortfarande finns.   Studiens teoretiska referensram fokuserar på revisionsbranschen och strukturella teorier. I studien har ett kvalitativt tillvägagångssätt använts för att få en djupgående förståelse om hur kvinnliga delägare upplever att olika faktorer har påverkat dem att bli delägare samt om de upplever att en förändring har skett i branschen. Vi har genomfört sex semistrukturerade intervjuer med kvinnliga delägare från fyra olika bolag.   Resultatet av empirin visar att de kvinnliga delägarna inte upplevt hinder för att nå delägarskap. Det enda hindret som påverkar möjligheterna för att bli delägare är varje individs egna egenskaper, ambitioner och mål. Föräldraskap ses inte som ett hinder av delägarna, däremot upplever de att kombinationen av familj och karriär kan upplevas vara svår. Delägarna upplever att det har skett en förändring bland könsfördelningen i delägarkretsen och att branschen är under utveckling. Med den här studien vill vi bidra till en ökad förståelse kring vilka hinder som påverkar kvinnors avancemang inom revisionsbranschen. / The auditing industry is a male dominated industry that is known for having the lowest proportion of women among the leading positions. Women have encountered various obstacles and found it more difficult to reach higher positions than men, but in recent years the industry has become more equal. Studies have shown that the gender distribution within the circle of partners has changed. The purpose of this study is to investigate female partners’ perceptions of factors that have affected women’s opportunities to become partners in medium-sized and large auditing firms and whether they perceive that these factors still exist.  The study's theoretical framework focuses on the auditing industry and structural theories. A qualitative approach was used to gain an in-depth understanding of how female partners feel that various factors have influenced them to become partners and whether they feel that a change has taken place in the industry. We conducted six semi-structured interviews with female partners from four firms.  The results show that the female partners don’t experience obstacles to achieve partnership. The only obstacle is each individual's own characteristics, ambitions and goals. Parenting is not seen as an obstacle by the partners. However, they experience that the combination of family and career can be difficult. The partners feel that there has been a change in the gender distribution in the co-owner and that the industry is still changing. With this study, we want to contribute to an increased understanding of the obstacles that affect women's advancement in the auditing industry.

South Africa (SA) is undergoing a transformation of governance from apartheid to a new country of inclusion and involvement of previously disenfranchised groups. The Reconstruction and Development Programme (RDP) is as an official document to guide efforts at nation-building. Human resource development (HRD) is a key component. As used in this study, HRD is broadly conceptualized as the deployment of human resources for the purposes of nation- building in SA. Consequently, an integral part of the program is the role of adult learning in this process. Literature indicates that blacks experience slower rates of moving up the corporate ladder, especially at senior management levels, and therefore they are not represented according to their proportion. Missing is the significant understanding of the experience and perception of black managers themselves. The purpose of this study was to gain some understanding of what black SA managers perceive to be their limited opportunities related to their corporate career. An additional aim was to determine the perceived impact that corporations and government policies, programs and legislation might play in addressing this problem. A survey was employed and descriptive statistics were used to generate data. A sample of 488 black managers listed in the SA Directory of Black Managers and the Executive 200 was surveyed. The results provide an understanding of factors black managers perceived as problems that impact them personally, and also have implications for corporations as well as the implementation of the RDP and therefore nation-building. This study demonstrated that black managers perceive personal, corporate- and government-related factors as serious problems contributing to their lack of corporate career success. These were: lack of work experience; lack of planning for career development of blacks; cronyism; lack of appropriate mentors for black managers; insufficient number of black managers to fill the positions available; their own lack of technical competence; and lack of government enforcement of affirmative action. Additionally, the insight provided by the findings in this study suggest that in a situation where they were experiencing difficulty moving up the corporate ladder, the most likely action black mangers would take would be to leave their companies. / Ph. D.

The 2019-2020 Academic Affairs Committee was charged with identifying promising practices in academic-practice partnerships and professional pharmacy organization initiatives that are accelerating the transformation of a workforce prepared to assume responsibility for society’s medication use needs in 2030 and determining the role AACP can plan in supporting these partnerships and initiatives. The committee identified a set of ideal principles, characteristics, and design elements of a high-quality, large-scale workforce development program. The committee also categorized current mechanisms for professional workforce development, in addition to identifying their strengths and weaknesses, with the realization that novel approaches are needed to accomplish the goal of large-scale workforce trans-formation. This report also highlights two existing initiatives aligned with accelerating the transformation of the workforce (ie, the Community Pharmacy Enhanced Services Network (CPESN) ACT (Academia-CPESN Transformation) Pharmacy Collaborative and the American Pharmacists Association ADVANCE platform) and is proposing a policy statement affirming AACP’s support. Further-more, the committee is proposing another policy statement supporting colleges and schools of pharmacy taking an active role in implementing innovative and novel approaches for the development of the current workforce. In order to truly understand the many factors influencing large-scale workforce transformation, the committee is also proposing a stakeholder conference with a wide range of participants and a targeted set of questions focused on current and future needs.

Introduction: The purpose of the study was to evaluate the effects of maxillomandibular advancement (MMA) surgery with counterclockwise rotation on soft tissue oral and nasal structures. Materials and Methods: This retrospective study included 34 subjects diagnosed with OSA who underwent MMA at the Stanford Sleep Clinic. Initial (T1) and Final (T2) CBCTs were evaluated and compared for 10 hard tissue and 15 soft tissue measurements. Additionally, the external nasal valve surface area was measured and compared between the two time points. A 3D superimposition was performed and used to evaluate the relative hard and soft tissue movements. Results: There was a linear correlation in the advancement of the maxilla to the sagittal movement of the upper lip of 75%, while the mandibular soft tissue moved 91-93% of the mandibular sagittal position. The interalar width and mouth width increased significantly following surgery while the lower vermillion border length decreased significantly. There was a clinically significant increase in the average surface area of the external nasal valve by 28%. No correlations were found between maxillary impaction and soft tissue oral or nasal measurements. Conclusion: MMA with CCW results in significant changes to the soft tissue nose and oral region. Soft tissue planning must be considered to maintain desirable esthetics following surgery.

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This study examined AVID’s effects on the metacognitive development of students taking the AVID Elective during their 9 th grade year. The purpose of this study was to examine the differences in metacognitive development between AVID and non-AVID students in two high schools during their 9 th grade year. Metacognition was operationally defined as an individual’s thinking about how they are thinking, called ownership of learning, and the application of skills, called learning techniques, that students utilize to accomplish a task. Additionally, GPAs were compared to determine potential differences in cognitive development. The quantitative study used a pre-test, post-test design, utilizing a validated test called the LASSI-HS™, which measures a student’s level of metacognition. An Analysis of Covariance (ANCOVA) was used to determine whether there were differences on eight metacognitive measures of attitude, motivation, anxiety, time management, self-testing, study aids, test strategies, and collaboration. A Chi-square test for independence was used to examine differences between taking at least one advanced course during 10 th grade for both AVID and non-AVID students. Lastly, a two sample t-test was used to examine potential differences between 9 th grade GPAs between AVID and non-AVID students. The framework was based on Flavell’s theory of “Metacognition and Cognitive Monitoring” and Conley’s Key Learning Skills and Techniques. The findings of this study indicate that there was a significant difference between AVID and non-AVID students in the use of study aids and advanced coursework in the 10 th grade. Additional consideration was given to the metacognitive measures of anxiety, motivation, and self-testing. Lastly, the findings indicate that AVID may provide students with long-lasting benefits, such as college acceptance and increased college persistence.

Background and Research Purpose: Women working in male-dominated environments face experiences that are unique. In Sweden the number of women working in the IT field grows, and so should the representation of female managers and female seniors. But does it? The extensive underrepresentation of females in IT continues to add to the inequality between genders and the marginalization of female managers and seniors in Swedish society. For many individuals, being successful and developing in their careers is a common goal (Fagenson, 1989) and one method in particular is through mentorship (Kram, 1983).  Studies of protégés' experiences for career advancement especially in the field of mentoring in IT in Swedish organizations are limited, especially observing it from the female perspective. Women face gender-related interpersonal and organizational barriers which prevent them from attaining mentors as well as opportunities for learning. The aim of this study was to investigate women's careers, mentoring, and the barriers to their career progression from the mentee's perspective. Research Question: How are females working in the IT industry using mentorship as a tool for their career advancement? We used two supplementary research questions to assist in identifying additional information, thereby we wanted to further explore the interdependence between female and male mentors, and junior and senior mentors.   Method: The following study is of exploratory nature, thus, we used the qualitative research design to  collect data through semi-structured interviews. 15  participants helped us explore the experiences of female employees in the IT environment and contributed to a better understanding of a mentor's involvement, their proactive responses, and strategies that aided their mentee's careers. These interviews were performed with employees from 10 different Swedish IT companies.   Conclusion: We developed a model called the mentor relationship matrix, as we found mentoring traits that can be linked to male and female mentors as well as to seniority and juniority. We additionally discovered that mentorship can have a dark side. Our analysis shows that mentors can enable career advancement, though strategies which differ depending on the mentoring liaison and the mentor's personality. In conclusion, we discovered that despite gender, the personality of the mentor is most important for a successful mentoring relationship. Practical Implications: Emerging from our findings, women pursuing careers in IT can utilize our matrix to categorize their mentors and adapt to their surroundings. We want to encourage mentees to become lifelong learners, master speaking up and making their voices heard as well as cultivate a support system in the workplace.

The underrepresentation of female executives is a well studied phenomenon, despite this awareness, the Swedish labor market continues to be characterized by segregation on its hierarchical positions, where females who aspire for executive roles, do not reach the same career advancement as males. When trying to find answers to female underrepresentation in executive roles, evidence points to a shortage of networks that are deemed appropriate for such career advancement. Using qualitative research, this study explores the perceived value of formal networks among female leaders in the tech industry and their influence on the career advancement of women, considering the challenges posed by male-dominated cultures and gender biases. The conclusion of this study acknowledges that the underrepresentation of women in executive positions may be attributed to a scarcity of informal networks, where homosocial behavior restricts female participation within such networks. The findings demonstrate that due to exclusion from the informal sphere, women actively engage in formal networks. Womens formal networks offer various psychosocial and instrumental advantages, and these benefits are interconnected and mutually reinforcing, ultimately promoting women's professional growth. The findings underscore the significance of comprehending the interplay between organizational culture, gender, and network dynamics to cultivate diverse and inclusive networks that enhance female representation and facilitate knowledge sharing.

News media and journalism have undergone huge changes over the first two decades of the 21st century due to the online boom and social media. Infor- mation is delivered to the readers instantaneously making journalists adapt to a new online reality. In this thesis we are focusing on the technological ad- vancement of field and how the journalists manage to cope with this change. A qualitative analysis is carried out in order to understand the current land- scape and to analyze and discuss the challenges and opportunities journalists are facing, as well as explore possible ways one can improve the quality re- garding fact-checking and overall effectivity. The findings show that there is room for innovation and improvement in the news industry that could con- tribute to the quality of the news, together with supporting journalists and news organizations into having a better reach in an online ecosystem. / Nyhetsbranschen har genomgått stora förändringar under 2000-talet på grund av tillgången till uppkopplad teknologi och sociala medier. Information sprids ögonblickligen till allmänheten vilket tvingar journalisterna att anpas- sa sig till en ny online-verklighet. Det här examensarbetet fokuserar på på de teknologiska framsteg inom branschen och hur journalisterna klarar av föränd- ringen. En kvalitativ analys utförs för att förstå det nuvarande landskapet och analysera och diskutera utmaningar och möjligheter som journalister möter samt utforska metoder för att förbättra kvaliteten avseende granskning av ny- heter och effektivitet. Resultatet visar att det finns utrymme för innovationer och förbättringar inom nyhetsbranschen som kan bidra till förbättrad nyhets- kvalitet samt hjälpa journalister och nyhetsföretag att nå allmänheten i ett online ekosystem.

Abstract This article describes the result of an academic-practice partnership between a School of Nursing (SON) and a University Medical Center (UMC) for the purpose of promoting BSN education in response to the Institute of Medicine’s recommendation that 80% of RNs hold a baccalaureate degree or higher by 2020. The mutually beneficial partnership worked together to offer a pilot online RN-BSN nursing program, increase the number of BSNs in the workforce, and to collect information from RN-BSN students returning to school about their challenges, recommendations for future programs, and why they were interested in returning to school. The BSN graduates reported a renewed interest in nursing, opportunities for advancement, and the importance of a support system for RNs planning to return to school. The BSN graduates identified barriers for returning to school included finances, lack of knowledge related to technology, and challenges of maintaining work-life balance.