Syfte: Syftet med studien är att identifiera organisationers virtuella strukturer och hur de används i organisationerna, för att skapa en förståelse för vilken betydelse digitala verktyg har för organisationers interna kommunikation. Dessutom vill vi också öka förståelsen för hur implementeringen av dessa digitala verktyg för intern kommunikation i organisationer påverkar förutsättningarna för hur ledarskap kan bedrivas. Metod: Uppsatsen är en kvalitativ studie, där intervjuer med sex respondenter från sex olika organisationer ligger som grund för det empiriska materialet. Resultat: Vi fann att den virtuella strukturen i organisationer är av stor betydelse för den interna kommunikationen. Den virtuella strukturen består av flera olika komponenter, och de viktigaste är E-mail, intranät och Lync och organisationerna bedriver största delen av sin kommunikation med hjälp av den virtuella strukturen. Ledare har goda förutsättningar att använda de olika verktygen för att kommunicera och den virtuella strukturen ger framförallt förutsättningar som möjliggör ett kommunikativt och transformativt ledarskap. Det är viktigt att man planerar strategiskt för och integrerar den virtuella strukturen, precis som man planerar för den interna kommunikationen på ett strategiskt plan. Vi konstaterar att en organisations interna kommunikation påverkas positivt av en väl implementerad virtuell struktur. / The purpose of this study is to identify the virtual structures in organisations, and how they are being applied in order to create an understanding of the level of importance these digital tools have for the organizations internal communication. We also want to increase the understanding concerning how this implementation of digital tools affects the conditions for how leadership can be conducted. This essay is a qualitative study, where six different interviews, with six different organisations, lay the foundation for our material. The result showed that the virtual structure is of great importance for the internal communication. The virtual structure consists of many different components, where the most important ones are e-mail, intranet and Lync and the organisations internal communication is mostly build by this virtual structure. The leaders of the organisations have good conditions for using these different tools for communication, and the virtual structure provides them with tools for developing a communicative and transformal leadership. It is important to strategically plan and integrate the virtual structure, just like you plan for the internal communication on a strategic level. We state that an organisations internal communication is positivily affected by implementing a virtual structure.

<p>Syftet med denna studie var att se hur stress, krav och kontroll såg ut hos före detta interner,under och efter deras straff. Då de ska tillbaka till ett liv utan kriminalitet och droger.Till utförandet av studien valdes att göra en kvalitativ metod, en halvstrukturerad intervju därvi tematiserade intervjun i fyra kategorier: (1) hur är upplevelsen av stress före, under ochefter frigivning, (2) hur man upplever stöd, hjälp och information från kriminalvården vidfrigivningen, (3) vilka förväntningar finns från omgivningen och från individen själv och (4)vilka krav finns från omgivningen och från individen själv, för att i så stor utsträckning sommöjligt kunna tolka och sätta sig in i den enskilde respondentens situation. Kriteriet för attmedverka i intervjun var att respondenten har en kriminell bakgrund och har tidigare varitdömda till fängelsestraff, sluten ungdomsvård, fotboja eller samhällstjänst. Resultatet visadeatt kraven i första hand före, efter och vid frigivning har respondenten från sig själva och intemycket från kriminalvården. Stöd från andra har en mycket stor betydelse och att upplevelsenav frigivningen ser mycket olika ut för olika interner.</p>

Proefschrift Erasmus Universiteit Rotterdam.

Made available in DSpace on 2016-08-29T14:10:09Z (GMT). No. of bitstreams: 1 tese_3217_.pdf: 1386274 bytes, checksum: 75030d5d38bd8e257c4ba37fa5f9012c (MD5) Previous issue date: 2010-08-20 / Esta pesquisa consiste em um estudo sobre o juízo a respeito da honra em adolescentes que cumprem medidas socioeducativas de internação. Participaram dessa investigação 30 adolescentes, com idade variando entre 16 e 17 anos, do sexo masculino, que no momento da coleta de dados eram internos em uma unidade do Instituto de Atendimento Socioeducativo do Espírito Santo (Iases), na região metropolitana da grande Vitória/ES. Realizamos entrevistas individuais, de acordo com o método clínico proposto por Piaget (1926/s.d.; 1932/1994). Por intermédio dos resultados encontrados, constatamos que, quanto: (1) à caracterização dos participantes, a maioria dos adolescentes estuda na instituição, onde cursam, principalmente, as séries finais do ensino fundamental. No que diz respeito aos delitos cometidos, que culminaram com sua entrada na instituição, verificamos que os internos mencionam, dentre outros: roubo ou furto, tráfico de drogas ou associação ou uso, homicídio ou latrocínio e tentativa de homicídio ou tentativa de latrocínio; (2) às admirações e não admirações sobre si mesmo, os dados permitiram-nos concluir que os entrevistados admiram, com maior incidência, a perseverança/força de vontade, o respeito pelas pessoas e a bondade/generosidade; ademais, averiguamos que as não admirações que os jovens citam com maior frequência são o comportamento antissocial no relacionamento interpessoal, a ação relacionada a delito, a ausência de autocontrole e a autossuficiência; (3) à representação a respeito do juízo da sociedade sobre si mesmo, os participantes ponderam ser considerados como uma pessoa que, dentre outros aspectos, transgride, não mudará de vida, possui qualidade ruim, possui qualidade boa, futuro é a morte, é um perigo para a sociedade e mudará de vida; (4) à honra propriamente dita, os jovens exemplificam-na por meio da reputação, melhora no relacionamento interpessoal, dedicação ao trabalho, dentre outros. Por sua vez ao conceituarem a honra evidenciam, principalmente, respostas de reputação, ação correta e bondade/generosidade. Por fim, a maioria dos adolescentes afirma ser honrado, justificando pelos seguintes conteúdos, dentre outros: mudança de vida, ação relacionada a delito, bondade/generosidade e melhora no relacionamento interpessoal. É necessário salientar que em nossos resultados há uma predominância de respostas e justificativas associadas à moralidade e, portanto, ao conceito com honra (La Taille, 2002b). Com efeito, destacamos que nosso trabalho contribui para com a compreensão do universo dos adolescentes em medidas socioeducativas de internação, evidenciando dados que poderão conduzir práticas, reflexões e outras pesquisas. Finalmente, ao fornecermos elementos sobre a honra desses jovens, estamos colaborando, acadêmica e socialmente, para a concretização de uma vida boa (La Taille, 2006). Para nós, este é o caminho que devemos construir, socialmente, com o outro e para o outro.

No description available.

Class of 2016 Abstract / Objectives: Specific Aim #1: Assess no difference in patient satisfaction. Our working hypothesis is that there is no difference in satisfaction with follow-up calls in women receiving HRT from pharmacists or pharmacy intern students at Reed’s Compounding Pharmacy. Specific Aim #2: Assess patient satisfaction with follow-up calls from pharmacy student interns. Our working hypothesis is that women receiving HRT are satisfied with follow-up calls for their therapy when it is conducted by pharmacy student interns, which enhances proper treatment guidance and adherence. Methods: This study will be a descriptive, direct comparison study that will use data obtained through an online questionnaire consisting of the following: four questions determining the patient’s demographics and eighteen questions on patient satisfaction with follow-up calls from Reed’s Compounding Pharmacy with pharmacy student interns. Results: Of the estimated 60 patients sample size, only 31 questionnaires were completed. The largest proportion of patients was between the ages of 51 and 60 (58%). The length of therapy in participating women varied quite significantly with one-fourth of patients on HRT for 4-5 years or more (26%). The patient satisfaction of follow-up calls conducted by pharmacy intern students survey results indicated, in general, that patients agreed that they were satisfied with the service that they were receiving from the pharmacy interns. There was no disagreement with the items, the intern provides education that will help me understand how to take my medications, being pleased that the intern is following-up, having input on hormone therapy, and with the items regarding intern professionalism and intern knowledge. The greatest disagreement was with three items asking about comfort talking with either a female or male intern, and the item about paying extra to ensure follow-up calls. Results from this study were compared with results from five questions adapted using a questionnaire from DiMaggio et al. Note that this study used 7 response fields: strongly disagreed, somewhat disagreed, disagreed, no opinion, agreed, somewhat agreed, strongly agreed. Data from DiMaggio et al used 5 response fields: strongly disagreed, disagreed, no opinion, agreed, strongly agreed. Responses were grouped by strongly disagreed, somewhat disagreed, disagreed, and no opinion in one and strongly agreed, somewhat agreed, and agreed in the second. The data from both studies were compared by considering proportion of patients who agreed at some level with each item. There was no statistical difference between the two groups (p > 0.08); both groups showed a high level of agreement on the five satisfaction items. Conclusions: The women receiving hormone replacement therapy in this study were satisfied with follow-up calls from pharmacy student interns at Reed’s Compounding Pharmacy. There is no difference in satisfaction with follow-up calls in women receiving HRT from pharmacists or pharmacy student interns. In addition to satisfaction, women are satisfied with follow-up calls for their therapy when it is conducted by pharmacy student interns, which enhances proper treatment guidance and adherence.

Class of 2011 Absrtact / OBJECTIVES: To describe a pharmacy technician and student intern-driven medication reconciliation process and to evaluate medical provider acceptance of recommendations to reorder critical medications. METHODS: Patients admitted to Northwest Medical Center had medication histories taken on admission. A specially trained pharmacy technician or student intern reviewed these histories, with emphasis placed on critical medications as defined by the Pharmacy and Therapeutics Committee. Recommendations to re-order these critical medications were made to medical providers. All patients, excluding those under 18 years of age or current enrollment in the prison system, admitted during the months of May-June 2010 were reviewed for acceptance of critical medication recommendations through information recorded in the pharmacy electronic medical record system. RESULTS: One hundred seventy-eight (178) recommendations were made on 132 patients requiring recommendations. All medical providers accepted 102 (57%, p-value=0.008) of the recommendations made. Hospitalists were more likely than physician specialists or surgeons to accept recommendations made (62.5%, p-value<0.001). Recommendations made regarding thyroid products were accepted the greatest majority of the time (82.1%, p-value<0.001); antidepressants (54.8%, p-value=0.321), anticonvulsants (63.2%, p-value=0.194), and medications classified as other (55.6%, p-value=0.480) were also accepted a majority of the time. Vitamin K antagonists did not have recommendations accepted a majority of the time (31.8%, p-value=0.034). CONCLUSION: Medical providers accepted a majority of recommendations to reorder critical medications made by pharmacy technicians or student interns.

A hot topic right now is how organizations could succeed in taking advantage of the qualification they have internally due to a large mobility in the labor market. This is an issue that often appears in organizations' governing documents, but many organizations lack methods to work by. In this study, the work of four organizations was examined to utilize the qualification from an organizational perspective to be able to make suggestions for improvement to Luleå municipality. To be able to provide adequate proposals to Luleå municipality, organizations in various sectors of society have been studied. To analyze the empirical data, Anttila, Lindelöw and Lindmark and Önnevik's reasoning regarding qualification supply have been used. The research method used was qualitative with anabductive approach and is based on five interviews. The qualitative method was used to gain a deeper understanding of the experiences described by the interviewees. It can be stated that all organizations strive to offer internal mobility. The results, however, showed that none of the surveyed organizations has a policy for internal mobility. The conclusions that can be drawn are that it is difficult to increase internal mobility due to lack of documentation and insufficient descriptions of the work. The most interesting finding was that there were different definitions of the concept of internal mobility between organizations. The study shows that there were shortcomings in the strategic work in terms of making use of qualification.

Sammanfattning Kommunikation spelar en stor roll i dagens organisationer och det finns en mängd olika kanaler att välja mellan för att förmedla olika budskap. Syftet med denna studie har varit att få kunskaper om den formella interna kommunikationen och hur den upplevs fungerar ur ett chefsperspektiv. Inledningsvis undersöktes vilka kommunikationskanaler bolaget använder sig av i sin interna kommunikation. Vidare har fokus legat på hur chefer upplever att den formella interna kommunikationen fungerar ur två olika perspektiv, dels utifrån deras egen arbetssituation och dels ur ett organisatoriskt perspektiv. Avslutningsvis har chefernas upplevelse av utmaningar i den interna kommunikationen hos bolaget undersökts. Undersökningen är baserad på sex kvalitativa, semistrukturerade intervjuer med chefer i ett livsmedelsproducerande bolag. Resultatet av intervjuerna samt forskning och teorier på området har legat till grund för analys och slutsatser för studien. Resultatet visar att bolaget främst använder sig av elektroniska kommunikationskanaler samt möten i sin formella interna kommunikation. Chefernas upplevelse är att de får tillräckligt med information för att kunna utföra sitt dagliga arbete, men de önskar mer information om långsiktiga mål och strategier. Chefernas upplevelse är att kommunikationen inom organisationen brister och de anställda känner sig under-informerade, detta har skapat en viss osäkerhet inför framtiden. De största utmaningarna bolaget står inför är att skapa en kommunikationsstruktur och enhetlighet i kommunikationsarbetet.

Strukturella förändringar och uppdateringar blir allt vanligare och mer väsentligt för attföretag ska kunna överleva i en konstant föränderlig miljö. Men trots behovet av att uppdateraoch utveckla sin organisation är dessa förändringar inte alltid väl mottagna. Faktum är att upptill 70 procent av alla program som tar initiativ till förändring misslyckas, och en brist ikommunikation och förståelse uppges vara anledningen till att felfrekvensen är så pass hög.När en liten och självgående organisation växer kan det också växa fram ett behov av mertydlighet och struktur, vilket indirekt innebär en stor strukturell förändring. Denna studiefokuserar därför på att undersöka den interna kommunikationen på ett litet företag somgenomgår en förändring i form av tillväxt.Denna kandidatuppsats är utformad som en kvalitativ fallstudie på företaget Event AB. Syftetär att undersöka hur den interna kommunikationen ser ut i en liten, växande organisation ochhur de anställda upplever att de arbetar med kommunikation i samband med sin otroligatillväxt. All empiri är insamlad genom kvalitativa intervjuer med samtliga anställda på EventAB.Genom att tillämpa teorier på intern kommunikation på vårt insamlade material visarresultatet att tack vare den lilla storleken på Event AB etableras relationer på samma visoavsett vilket led det går. Detta ger ett naturligt och avslappnat, fritt flöde av kommunikation.Det saknas någon form av kommunikationsplan, och kommunikationen utgörs mestadels avinformell, verbal kommunikation. Företagets värderingar, visioner och mål kommunicerasdåligt vilket skapar en generell förvirring internt. Avsaknad av plan och rollbeskrivningskapar en viss ineffektivitet som gör att mycket av företagets arbete blir reaktivt snarare änproaktivt. De anställda upplever generellt att ju större företaget blir, desto sämre blirinformationsspridningen samtidigt som behovet av struktur blir större. Event ABs ledning ärmedvetna om gapet i kommunikationen och arbetar aktivt med att försöka förbättra deninterna kommunikationen. / Structural changes and updates are becoming more common and more substantial forcorporations to be able to compete in a constantly changing environment. Despite the need toinnovate the organization, these changes are not always well received. As a matter of fact, upto 70 percent of all programs that initiate change fails, and faulty communication and failingto understand the need of change is reported to be the main reason. When a small organizationgrows, the need for clarity and structure might grow too, which in turn means a palpablestructural change. Therefore, this study focuses on looking into the internal communication ofa small enterprise currently going through such growth.This bachelor thesis is designed as a qualitative case study on the agency Event AB. Thepurpose of the study is to investigate what the internal communication looks like in a smallbut growing organization, and how the employees perceive the internal communication inconnection to the growth process. The empiricism is gathered through interviews with allemployees of Event AB.Through applying theories on internal communication to our gathered empiricism the resultshows that thanks to Event AB’s small size, connections are made in the same way regardlesswhat direction - vertically or horizontal. This creates a natural and relaxed, free flow ofcommunication. There is no form of communication plan within the organization and thecommunication is mainly of the informal, verbal kind. Values, visions and objectives of thecompany is poorly communicated, which results in a general confusion internally. The lack ofplan and role description generates inefficiency, making a lot of the work reactive instead ofproactive. Employees generally perceive that the more the organization grows the worse thedistribution of the information gets, while the need for structure grows stronger. Event AB’smanagement is aware of the gap in communication and is actively working to improve theinternal communication.The language of this study is Swedish.