Engagerat ledarskap är grunden till att skapa en god kvalitetskultur och för attlyckas krävs medarbetarskapets delaktighet. Forskare menar att stödet förnärvarande ledare i vården har fram tills idag varit tämligen outvecklat. Syftetmed denna studie var att förstå framgångsfaktorer för hur kvalitetskulturen isvensk sjukvård kan kopplas mot ledarnas möjlighet att främja ett gottmedarbetarskap. Detta utifrån en förklarande sekventiell mixad metod med tvåkvantitativa mätningar som slutligen resulterade i en kvalitativ intervju. Enmätning av kvalitetskulturen vid svenska sjukhus utfördes utifrån ett tidigareframtaget mätinstrument för att mäta kvalitetskultur. Mätinstrumentetpresenterades genom 13 beteendepar som främjar respektive hindrar enkvalitetskultur. Denna mätning visade att det idag råder en generellt godkvalitetskultur vid svenska sjukhus. Genom denna mätning kunde enregressionsanalys utföras som kopplades samman mot sjukhusens resultat iNationell patientenkät. Ett statistiskt signifikant beteende kunde uppmätassom enligt denna mätning skapar nöjdare patienter ju mer medarbetarnaupplever att detta beteende förekommer i deras organisation. Beteendet ärnär vi har ett problem tar vi reda på grundorsaken innan vi beslutar om enlösning. Detta beteende togs med till två framgångsrika sjukhus för att djupareförstå hur dessa arbetar med medarbetarskapet i just detta beteende. Utifrånworkshop med dessa två sjukhus är slutsatsen att ledare behöver ha erfaritden kvalitetskultur och det medarbetarskap de ska bära för att främja ettmedarbetarskap som kopplats samman med kvalitetskulturen. I jakten på attnå framgång är en stark kvalitetskultur eftersträvansvärd men utifrånworkshoparna ser författarna ingen möjlig snabb lösning för att nå dit.Resultatet visar att dagens ledare i vården behöver stöd i form av mentor ellerreflektion kring ledarskap själv eller i grupp för att utvecklas. I konstruktiv andaär det med förbättringskunskap i grunden som allas delaktighet i arbetet medständiga förbättringar bedrivs. Detta kräver allas reflektion, ärlighet, mod,öppenhet och förtroende där allt grundar sig i att alla vill varandras väl! / Committed leadership is the foundation for creating a good quality culture andto succeed, the participation of employees is required. Researchers argue thatsupport for the current leaders in healthcare has until now been ratherundeveloped. The purpose of this study was to understand how the qualityculture in Swedish healthcare can be linked to the leaders' ability to promotegood co-workership. This study was based on an explanatory sequentialmixed method with two quantitative measurements that ultimately resulted in aqualitative interview. A measurement of the quality culture at Swedishhospitals was taken based on a previously developed instrument formeasuring quality culture . The measuring instrument comprises 13behavioral pairs that promote or hinder a quality culture. This measure showsthat there is generally a good quality culture at Swedish hospitals at present.Through this measurement, a regression analysis was done which links to thehospital's results in the National Patient Survey. A statistically significantbehavior was observed, and according to this measurement, is likely to createmore satisfied patients as more professions feel that this behavior occurs intheir organization. The behaviour in question can be described as: when wehave a problem, we find out the root cause before we decide on a solution.This behavior was brought into two successful hospitals in order to understandmore deeply how they work with the co-workership in this particular behavior.Based on the workshop with these two hospitals, we conclude that leadersneed to have experienced the quality culture and the co-workership they areassumed to carry in order to promote an employee culture that is linked to thequality culture. In pursuit of success, a strong quality culture is desirable, butbased on the workshops, the authors see no possible quick solution to reachit. The result shows that today's leaders in healthcare need support in the formof a mentor or time for reflection on leadership on their own or in groups inorder to develop. In constructive approach, it is with improvement knowledgethat everyone's involvement in the work of continuous improvement isconducted. This requires reflection, honesty, courage, openness and trustfrom everyone involved and intentions rooted in the wellness and prosperity ofall. / <p>2019-06-27</p>

The objective of this multi-perspective qualitative research study was to explore the phenomenon of Inclusivity and to develop a theoretical Inclusivity Framework. Inclusivity is defined by the researcher as a radical transformational methodology with the intent to achieve sustainable results. A case study, in which an Inclusivity Transformational Strategy was implemented, was introduced to provide context. Six years after initial implementation of this strategy, with the purpose to investigate the sustainability thereof, in-depth interviews with a phenomenological nature were conducted with national leaders (n=4) responsible for the strategy and provincial leaders (n=13) that participated in the interventions. Furthermore, a round table discussion was conducted with the executive team (n=12), and three focus groups were held on regional leader level (n=32) and three on employee level (n=28). The essence of the phenomenon namely Inclusivity was synthesised through Phenomenology. Emerging theory was built through Grounded Theory principles. Meta-insights were derived through content analysis. Post Intervention Investigation was done in the case organisation. This strategy and the Inclusivity Framework, derived from literature, were adapted and presented as contributors to the theory of Inclusivity. Positive trends were found in the case organisation, in profitability, retention, compliance to legislation, levels of emotional intelligence of leaders and organisational climate indicators. Six years after the initial stages of the strategy were implemented, evidence of the principles of Inclusivity was still found. It was derived that Inclusivity leads to higher levels of commitment, trust and engagement. Fundamental to the achievement of success were leadership�s emotional intelligence, and willingness to allow differences. A key finding was that although aligned around strategy, individual styles were allowed to manifest in the case organisation. Creating Inclusivity in one system may however lead to the exclusion of other systems. It was concluded that Inclusivity as defined by this study is a radical transformational methodology that may result in sustainable transformation. / Graduate School of Business Leadership / D.B.L.

The South African education system is in crisis; with low matric pass rates, high dropout rates, teacher strikes, rising pregnancy rates among teenaged learners, and assaults by learners on educators and other learners. The system is unable to cope with the multiple demands placed on it and a number of NGOs are stepping in to aid the system. This study is an evaluation of an NGO aimed at developing learners through the application of the Appreciative Inquiry approach. The Appreciative Inquiry approach is a method for generating change within an organisation by looking at what works in the organisation and facilitating active participation. The main findings from this study were that the programme seems to have positively affected learners‟ performance both academically and behaviourally; the programme was perceived to have raised the general standard of academic performance at the school. / Psychology / M.A. (Psychology)

As the bulk of medical health records shift from paper-based file systems to electronic formats, the promise of the transformation process called healthcare reform included adding efficiencies to medical practice workflows, lower costs, improved quality of care and most important, and the freeing of patient information from traditional propriety silos. With this incoming largess of protected health information data now viewable through online patient portals, patients can be empowered to become educated and active in their own health care decisions, but only if they have admission to their information. A digital divide currently exists in many medical practices where only a very few patients have access to their personal health information. The primary goal was to facilitate organizational change needed for physician-managed practices to increase patient adoption and meaningful use of patient portals for secure communication, wellness education, review of labs and other tests, and receipt of clinical summaries. The methodology utilized the appreciative inquiry 4-D model as the underlying basis of three phases: Phase 1-fundamental study, Phase 2-strategic action plan, and Phase 3 supporting organizational change. The physicians or providers in independent medical practices are the key determinate of the organizational workflows. The results have added significantly to the understanding of organizational change as related to patient engagement and the adoption and meaningful use of patient portals in independent physician-managed clinics. As medical practices and their physician leaders raise patient portal workflow processes to a higher level of importance, it is expected that patients will begin to adopt these procedures as their preferred methods and bring about a change in the patient-provider relationship.

The objective of this multi-perspective qualitative research study was to explore the phenomenon of Inclusivity and to develop a theoretical Inclusivity Framework. Inclusivity is defined by the researcher as a radical transformational methodology with the intent to achieve sustainable results. A case study, in which an Inclusivity Transformational Strategy was implemented, was introduced to provide context. Six years after initial implementation of this strategy, with the purpose to investigate the sustainability thereof, in-depth interviews with a phenomenological nature were conducted with national leaders (n=4) responsible for the strategy and provincial leaders (n=13) that participated in the interventions. Furthermore, a round table discussion was conducted with the executive team (n=12), and three focus groups were held on regional leader level (n=32) and three on employee level (n=28). The essence of the phenomenon namely Inclusivity was synthesised through Phenomenology. Emerging theory was built through Grounded Theory principles. Meta-insights were derived through content analysis. Post Intervention Investigation was done in the case organisation. This strategy and the Inclusivity Framework, derived from literature, were adapted and presented as contributors to the theory of Inclusivity. Positive trends were found in the case organisation, in profitability, retention, compliance to legislation, levels of emotional intelligence of leaders and organisational climate indicators. Six years after the initial stages of the strategy were implemented, evidence of the principles of Inclusivity was still found. It was derived that Inclusivity leads to higher levels of commitment, trust and engagement. Fundamental to the achievement of success were leadership�s emotional intelligence, and willingness to allow differences. A key finding was that although aligned around strategy, individual styles were allowed to manifest in the case organisation. Creating Inclusivity in one system may however lead to the exclusion of other systems. It was concluded that Inclusivity as defined by this study is a radical transformational methodology that may result in sustainable transformation. / Graduate School of Business Leadership / D.B.L.

The South African education system is in crisis; with low matric pass rates, high dropout rates, teacher strikes, rising pregnancy rates among teenaged learners, and assaults by learners on educators and other learners. The system is unable to cope with the multiple demands placed on it and a number of NGOs are stepping in to aid the system. This study is an evaluation of an NGO aimed at developing learners through the application of the Appreciative Inquiry approach. The Appreciative Inquiry approach is a method for generating change within an organisation by looking at what works in the organisation and facilitating active participation. The main findings from this study were that the programme seems to have positively affected learners‟ performance both academically and behaviourally; the programme was perceived to have raised the general standard of academic performance at the school. / Psychology / M.A. (Psychology)

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Text in English / The aim of the current study was to explore the impact of the Educhange and Research Foundation (ERF) self-awareness programme on the participants’ reactions, experiences, and changes in opinion regarding their knowledge of concepts of self-awareness. This study constitutes an evaluation of a workshop presented by the ERF which is a Non-Governmental Organisation (NGO) aimed at generating solutions toward a better education for all learners through the application of Kirkpatrick’s model of evaluating education and training programmes. Kirkpatrick’s model follows the goal-based evaluation approach and is based on four levels of evaluation. These four levels are widely known as reaction, learning, behaviour, and results. Due to the feasibility of the research, only the reaction and learning evaluation levels were researched. The population identified for the study comprised 15 grade 9 to 11 secondary school learners from Soweto in South Africa which were encouraged to volunteer to take part in the study at their convenience. The sample consisted of all the learners who attended the self-awareness workshop, in effect making this a purposive, convenience sampling. The ERF Board were responsible for the sample selection for their scholarship programme. One of the minimum criteria of selection to take part in the programme was that the learner must have obtained 70% and stem from poor backgrounds. The relatively small sample size possesses the potential to limit the generalisation of the findings. A mixed method approach was employed for this research. Positivist paradigm is the epistemological stance adopted due to the social reality investigated. The sources of data consisted of pre- and post-evaluation questionnaires on self-awareness. The results were thematically and statistically analysed. Thematic analysis included familiarisation with the data and first finding meaning, and then identifying patterns of recurring meaning by generating initial codes and lastly generating themes that run through these meanings.Statistical analysis was conducted through comparison of the data before and after the workshop using chi-square. Objective self-awareness theory and the self-regulation theory were the theoretical framework that informed the current research study. The main finding from this study was that the programme was perceived to have raised positive subjective opinions and feelings of most of the participants, although one participant raised negative subjective opinions about the programme and made suggestions for improvement. After the workshop, the participants felt that they had gained a better understanding of the key concepts of self-awareness, although most items were found to be statistically insignificant. / Psychology / M.A. (Psychology)

The aim of the current study was to explore the impact of the Educhange and Research Foundation (ERF) self-awareness programme on the participants’ reactions, experiences, and changes in opinion regarding their knowledge of concepts of self-awareness. This study constitutes an evaluation of a workshop presented by the ERF which is a Non-Governmental Organisation (NGO) aimed at generating solutions toward a better education for all learners through the application of Kirkpatrick’s model of evaluating education and training programmes. Kirkpatrick’s model follows the goal-based evaluation approach and is based on four levels of evaluation. These four levels are widely known as reaction, learning, behaviour, and results. Due to the feasibility of the research, only the reaction and learning evaluation levels were researched. The population identified for the study comprised 15 grade 9 to 11 secondary school learners from Soweto in South Africa which were encouraged to volunteer to take part in the study at their convenience. The sample consisted of all the learners who attended the self-awareness workshop, in effect making this a purposive, convenience sampling. The ERF Board were responsible for the sample selection for their scholarship programme. One of the minimum criteria of selection to take part in the programme was that the learner must have obtained 70% and stem from poor backgrounds. The relatively small sample size possesses the potential to limit the generalisation of the findings. A mixed method approach was employed for this research. Positivist paradigm is the epistemological stance adopted due to the social reality investigated. The sources of data consisted of pre- and post-evaluation questionnaires on self-awareness. The results were thematically and statistically analysed. Thematic analysis included familiarisation with the data and first finding meaning, and then identifying patterns of recurring meaning by generating initial codes and lastly generating themes that run through these meanings.Statistical analysis was conducted through comparison of the data before and after the workshop using chi-square. Objective self-awareness theory and the self-regulation theory were the theoretical framework that informed the current research study. The main finding from this study was that the programme was perceived to have raised positive subjective opinions and feelings of most of the participants, although one participant raised negative subjective opinions about the programme and made suggestions for improvement. After the workshop, the participants felt that they had gained a better understanding of the key concepts of self-awareness, although most items were found to be statistically insignificant. / Psychology / M.A. (Psychology)