D.Phil. (Sociology) / In this thesis I am examining the National Union of Metalworkers of South Africa (NUMSA) and Solidarity‘s responses to technological changes at the ArcelorMittal (formerly known as Iron and Steel Corporation of South Africa (Iscor)) Vanderbijlpark Plant in the south of the Gauteng province between 1989 and 2012. As part of the restructuring plans of the Apartheid government, Iscor South Africa was privatised in 1989. At that time the plant was also in a process of restructuring, which included technological changes and work reorganisation, the objective of which was to prepare Iscor South Africa and the plant for competing in a global steel market. Therefore the subsequent technological changes in the plant were also part of the plant‘s positioning in the global competition of the steel market. The ownership of the plant by ArcelorMittal International after 2006 meant that the plant was fully integrated into the global steel market because it became part of the other global plants of the ArcelorMittal International Group in other parts of the world. Technological changes and work reorganisation led to a massive displacement of workers at Iscor South Africa. For example, in 1988, Iscor had about 59 000 employees and this number was reduced to about 9 300 employees in 2010. The key objective of the thesis is to conduct a sociological analysis of trade union responses to the technological changes at ArcelorMittal Vanderbijlpark Plant. One of the discoveries of this thesis is that both trade unions – Solidarity and NUMSA- were not proactive in responding to technological changes at the plant. They argued for more consultation on technological changes, training, and deployment of workers who had been displaced by machines, work reorganisation, and retrenchment packages for retrenched workers. Solidarity, a predominantly white workers‘ union, with its skilled workforce did not use its membership‘s strategic location at the point of production to help it proactively to respond to technological changes. On the other hand, NUMSA, a predominantly black union which was part of a vibrant antiapartheid movement with traditions of grooming worker intellectuals, did not respond proactively to technological changes at the plant.Even after the wave of restructuring and technological changes of the 1990s to early 2000s, both unions did not move away from a reactive approach towards a proactive approach to production technology. The two unions did not combine reproduction and production issues in their bargaining strategies. The unions were still focusing on wages or reproduction as a strategy of engaging factory owners. Production in the form of technological changes and work reorganisation was not being addressed by the union and yet changes in production processes play a major role in determining the number of workers in a plant and the profile of the workforce as shown in this thesis. The reactive responses of both trade unions and a focus on wages is theorised as reproduction reductionism. This means that unions tend to focus on wages and other spheres of income such as politics of ‗upward mobility‘ which play a central role in reproducing workers and their leaders. The focus on these issues means that the unions are prioritising reproduction over production. This then leads to management of the plant having free reign in the sphere of production and technological changes.

In the late 1980s, governments in New Zealand and Australia began to deregulate their telecommunications markets. This process included the corporatisation and privatisation of former state owned telecommunications monopolies and the introduction of competition. The Telecom Corporation of New Zealand (TCNZ) was corporatised in 1987 and privatised in 1990. Its Australian counterpart, Telstra, was corporatised in 1989 and partially privatised in 1997. This thesis examines and compares TCNZ and Telstra's changing organisational and workforce restructuring strategies, as they responded to these changes. It further examines how these strategies influenced the firms' employment relations (ER) policies. Strategic human resource management (SHRM) and transaction costs economics (TCE) theories assist in this analyse. TCE links organisational restructuring to the make/buy decisions of firms and the asset-specificity of their employees. It suggests that firms will retain workers that have developed a high degree of firm-specific skills, and outsource more generic and semi-skilled work. Firm strategies are also influenced by national, contextual, factors. From a TCE perspective, these external factors alter relative transaction costs. Hence, different ownership structures, ER legislation and union power help to explain differences in TCNZ and Telstra's organisational restructuring and ER strategies. During the decade from 1990 to 2000, TCNZ and Telstra cut labour costs through large-scale downsizing programs. Job cuts were supported by outsourcing, work intensification and the introduction of new technologies. These initial downsizing programs were carried out through voluntary redundancies, across most sections of the firms. In many instances workers simply self-selected themselves for redundancies. TCNZ and Telstra's downsizing strategies then became more strategic, as they targeted generic and semi-skilled work for outsourcing. These strategies accorded with a TCE analysis. But TCNZ and Telstra engaged in other practices that did not accord with a TCE analysis. For example, both firms outsourced higher skilled technical work. TCNZ and Telstra's continued market domination and the emphasis that modern markets place on short term profits, provided possible reasons for these latter strategies. This thesis suggests, therefore, that while TCE may help to predict broad trends in 'rational organisations', it may be less effective in predicting the behaviour of more politically and ideologically driven organisations aiming for short term profit maximisation. Some TCNZ and Telstra workers were shifted to subsidiaries and strategic alliances, which now assumed responsibility for work that had previously been performed in-house. Many of these external firms re-employed these workers under more 'flexible' employment conditions. TCNZ and Telstra shifted to more unitarist ER strategies with their core workers and reduced union influence in the workplace. Unions at Telstra were relatively more successful in retaining members than their counterparts at TCNZ. By 2002, TCNZ and Telstra had changed from stand-alone public sector organisations, into 'leaner' commercially driven firms, linked to subsidiaries, subcontractors and strategic alliances.

近年來由於世界性的經濟持續低迷，再加以各項自然資源的日益稀少與枯竭，以及面臨外在環境快速變遷與科技不斷推陳出新的衝擊，無論企業組織或政府部門莫不積極尋求降低人事費用、控制成本支出以及維繫組織目標發展的可行策略，而在各種策略當中，「精簡」(downsizing)常被認為是一項能促使組織重建、更新，降低成本費用、提高收益、增加競爭優勢及增進顧客滿意度的有效管理工具、故廣被國內外公私組織採用。在此同時，有關組織精簡對留任人員所造成的影響, 以及留任人員對於精簡方案的感受、反應與留任人員的感受、反應對精簡後組織運作績效之間的關聯性等方面的問題也逐漸受到討論重視。本研究乃以訂有人員精簡計畫，並已裁減部分人員的台汔、台鐵、中興、高硫、農工等五家省營事業機構為對象，探討其所實施的人員精簡方案與留任員工之組織行為的關係。本研究經由問卷調查分析後獲致下列結果：1.雖然受測的留任員工認為實施精簡使其工作職責加重，不安全感增加，對於精簡方案的規劃內容及實施過程方面也不甚滿意，但是他們對於人員精簡方案的整體評價仍較趨於正面；2.在實施人員精簡方案之後，受測的留任員工其組織承諾並未降低，在工作壓力及工作滿足方面也無明顯變化，而工作績效表現則較精簡前更為良好；3.受測者對人員精簡方案的認知與其精簡前後的組織承諾、工作壓力、工作滿足及工作績效變化情形之間存有顯著相關；4.不同年齡、婚姻狀況、教育程度、服務機關、服務年資、職務性質、職務等級的留任員工對人員精簡方案的認知有顯著差異；不同性別、年齡、婚姻狀況、教育程度、服務機關、服務年資、職務等級的留任員工在精簡後之組織行為變化上有顯著差異。

Syftet med denna studie är att undersöka ifall formell utbildning bidrar till utveckling av lärandemiljö. Ett sekundärt syfte med detta arbete är att undersöka ifall innovations möjligheter ökar under befintlig lärandemiljöer. För att uppnå undersökningens syfte gjordes en enkätundersökning som besvarades av de inblandade företagens medarbetare. Målgruppen var anställda med olika poster inom de fem olika företagen. Kartläggning har genomförts med hjälp av tre olika enkäter som innehöll olika frågor som bland annat tog upp; företagsfakta, könsfördelning, kompetensutveckling, organisation, yrkesutveckling, förändringsarbete, utbildning och lärandemiljö. Studien framför även mer allmänna kortfattad information rörande EU projekt Sala Industrier samt övergripande beskrivning av deltagande företagen till exempel företagens storlek, arbetsuppgifter, spetskompetens och personalfakta. Därefter introduceras en teoretisk referensram där lärande, kompetensutveckling, information och kommunikation, formell och informell kunskap diskuteras som centrala tema i berörda organisationer, exempelvis redogörs i studien för olika drivkrafter mot ökad kompetensutveckling och lärande. Utifrån den teoretiska referensramen och en större datainsamling som genomfördes i form av enkäter och intervjuer, där förekom frågor som tog upp bl.a. lärandemiljön och kompetensutveckling. En analys genomfördes på insamlad data från enkätundersökningen utifrån studiens metod och teoriavsnitt. En viktig frågeställning inför framtida studier är att diskutera och analysera vilka utgångspunkter som finns för lärande och kompetensutveckling hos de inblandade företag eller andra företag som kan erfara liknande scenario. Med anledning av detta är det främst lärandemiljön och kompetensutveckling som koncentreras och diskuteras i studien t.ex. hur en lärandeorganisation ser ut och hur den lärandemiljön förändrats. Slutsatsen är att Salagrupps-företagens kompetensutveckling och lärandemiljö påverkas starkt av dåvarande rådande situation i form av finanskrisen i företagen, vilket i sin tur påverkade de berörda anställda i företagen, både positiv och negativ, beroende på olika faktorer som kommer att framföras i studien. Sammantaget tyder resultaten på en ganska samlad bild beträffande lärandemiljö och kompetensutveckling, resultatet på detta arbete kan skilja sig från andra liknande arbeten då finanskrisen som tema kan ha påverkat anställdas syn på kompetensutveckling och lärandemiljöer. / The purpose of this study is to investigate whether formal education contributes to the development of learning environment. A secondary objective of this work is to investigate whether the innovation potential increases in existing learning environments. To achieve the purpose of the survey was a questionnaire that was answered by the involved companies' employees. The target group of employees with different positions in the five different companies. Mapping has been conducted using three different questionnaires that contained various questions that included, among others; company facts, gender, skills, organization, professional development, change management, training and learning environment. The study also presents more general brief information on EU projects Sala Industries and comprehensive description of the participating companies, for example, size of firms, tasks, expertise, and personnel data. Then introduced a theoretical framework in which learning, skills development, information and communication, formal and informal knowledge is discussed as central theme in relevant organizations, such as outlined in the study for various driving forces for increased skill development and learning. Based on the theoretical framework and a larger data collection was conducted in the form of questionnaires and interviews, there were issues raised including learning environment and skills development. An analysis was conducted on data collected from the survey based on the study's methodology and theory section. An important question for future studies is to discuss and analyze the starting points available for training and competence of the involved companies or other businesses that may be experiencing similar scenario. For this reason , it is mainly the learning environment and skills development that is concentrated and discussed in the study eg how a learning organization look like and how the learning environment changed. The conclusion is that Sala Issues Task Force corporate training and learning environment is strongly influenced by the then prevailing situation in terms of the financial crisis in the enterprises, which in turn affected the affected employees in companies, both positive and negative , depending on various factors which will be performed in the study. Overall, the results suggest a fairly comprehensive picture regarding the learning environment and skills development; the results of this work may differ from other similar works since the financial crisis as a theme may have affected the employees' views on skills and learning environments. / الغرض الاساسي او الرئيسي من هذه الدراسة هو التحقق فيما إذا كان للدورات التعليمية من اثر في تطوير البيئة التعليمية واذا ما كانت تساهم في رفع مستواها سواء لناحية الموظف والشركة على حد سواء . أما الهدف الثانوي فيتمثل في التحقق من مدى تاثيرها في زيادة معدلات الابتكار في البيئة التعليمية المنوه عنها . لتحقيق الغرض من هذه الدراسة كان لابد من اجراء استبيان مع بعض الموظفين في عدد من الشركات بلغ عددها خمس شركات .وتمحور الاستبيان حول. الفئة المستهدفة من العاملين مع المواقف المختلفة في خمس شركات مختلفة. وقد أجريت رسم الخرائط باستخدام ثلاثة استبيانات مختلفة وهذا الوارد في الأسئلة المختلفة التي شملت، من بين أمور أخرى ؛ اسئلة تتعلق بالوضع الوظيفي للمستخدم (نوع العمل مدة العمل ظروف العمل) ، جنس المستخدم ، مهاراته ، التطوير المهني ، قابليته للتطور ومدى وتحسين بيئة التعليم للشركة والشخص. وتتضمن الدراسة معلومات موجزة عن االمشروع المشترك والقائم بين الاتحاد الاوروبي ومجموعة صالا الصناعية وتشمل الدراسة البيان الوظيفي . بنية الشركات مهامها ميدان عملها اختصاصها الموظفين مهاراتهم البيئة التعليمية ومدى قدرتهم على التطور والابتكار. ثم قدم إطارا نظريا في تنمية المهارات و المعلومات والاتصالات، و تبيان الفارق ما بين المعرفة النظرية والمعرفة المكتسبة كموضوع رئيسي في الشركات المعنية وتتطرق الدراسة للدوافع والحوافز الموجودة في الشركات بغية تشجيع اكتساب المهارات وتطوير ظروف العمل وبالاستناد الى الدراسات السابقة والقواعد النظرية المعمول بها والمشار اليها في سياق الدراسة المقدمة تم التطرق الى المزيد من الاسئلة في سياق الاستبيان حول عدد من المواضيع ومن اهمها تنمية المهارات وتطوير بيئة العمل . ومن ثم أجري التحليل على البيانات التي تم جمعها من المسح وتمت المقارنة ما بينها وما بين القواعد النظرية المعمول بها هناك. سؤال مهم مستقبليا موجه للدراسات المستقبلية حول كيفية الاستفادة من الدراسة الحالية او من التجربة الحالية بغية تفادي الاخطاء المستقبلية الناتجة عن التطبيق الخاطئ للقواعد النظرية المعمول بها .وبتضمن المشروع ايضا نقاش وتحليل مجالات التدريب و اختصاص الشركات المعنية أو الشركات الأخرى التي قد تكون تعاني من سيناريو مماثل. تخلص الدراسة الى ان تطوير المهارات وبيئة التعليم في مجموعة صالا تاثر كثيرا بالوضع المالي والاقتصادي والتي تاثرت بدورها بالازمة الاقتصادية العالمية الامر الذي انسحب بدوره على الموظفين سلبا وفي بعض الاحيان ايجابا والذي تطرقنا وبيناه في متن الدراسة . فيما يتعلق بالدراسة فانها لا تختلف عن نظيراتها من الدراسات السابقة الا لناحية ابراز ان العامل الخارجي المتمثل بالازمة الاقتصادية العالمية اثر بشكل اساسي على تنمية مهارات الموظفين في المجموعة وعلى خلق بيئة عمل افضل.

Diss. (sammanfattning) Stockholm : Karol. inst., 2003. / Härtill 5 uppsatser.

Made available in DSpace on 2010-04-20T20:51:35Z (GMT). No. of bitstreams: 3 113649.pdf.jpg: 16610 bytes, checksum: eda331d79771633a415277266073f8e3 (MD5) 113649.pdf: 908029 bytes, checksum: c199e48e73267fa8bcc531d04ba4bdb5 (MD5) 113649.pdf.txt: 429085 bytes, checksum: fe95b877840bfcd2f7f3af85881fb9af (MD5) Previous issue date: 2004-12-16T00:00:00Z / Os processos de downsizing tornaram-se tão freqüentes que é raro atualmente conhecer alguém que nunca tenha sido demitido. As demissões em massa se intensificaram no final da década de 80, atingiram seu ápice na década de 90 e continuam ocorrendo com freqüência (TOMASKO, 1992; CALDAS, 2000; WEISENFELD, BROCKNER e THIBAULT, 2000). Poderíamos pensar que, já que ser demitido tornou-se quase corriqueiro, isso tornaria as demissões menos traumáticas para as pessoas. Porém isso não é atestado por vários estudos sobre demissões, que mostram que os processos de downsizing trazem, em geral, conseqüências bastante dramáticas para os indivíduos. Vários estudos já foram realizados sobre os efeitos das demissões para os demitidos e para os remanescentes. Este trabalho visa entender como as pessoas que demitem dão sentido à prática de demitir, ou seja, quais as justificativas que usam ao praticarem atos que geralmente causam dor e sofrimento a outras pessoas. A pesquisa investiga também como os profissionais de recursos humanos, responsáveis pelas políticas e práticas relacionadas às pessoas dentro das organizações, dão sentido às demissões em massa, atividade que hoje é, muitas vezes, mais comum do que a própria contratação de pessoas. Para desvendar os sentidos produzidos pelos demissores e profissionais de recursos humanos em processos de downsizing, foram analisadas, com a metodologia de análise de conteúdo, entrevistas com 12 demissores e 13 profissionais de recursos humanos, no total de 25 entrevistas. A coleta do material de pesquisa ocorreu com entrevistas em profundidade semi-estruturadas. A análise das entrevistas nos permite dizer que as demissões, em geral, trazem conseqüências muito dramáticas para as pessoas: demitidos, remanescentes e demissores. Para que seja possível lidar com as demissões, os demissores constroem sentidos e percebem as práticas de downsizing como resultado da objetivação da globalização. Além disso, os demissores reforçam a promessa de ajuda aos demitidos na busca de uma nova posição, seja por meio de programas de recolocação profissional, seja no esforço individual dos demissores. Os demissores revelaram também sua percepção de que, de alguma maneira, os demitidos encontrarão novas oportunidades de trabalho. Nossa pesquisa também desvendou maneiras de legitimação dos processos de downsizing, com a contribuição da retórica da administração de recursos humanos diante desses processos. Para praticar atos que, em geral, trazem dor e sofrimento, os demissores precisam amenizar, de alguma maneira, as conseqüências do próprio ato. / Firms downsize their work force so frequently that it is rare to meet someone nowadays who has never been fired. The number of layoffs increased at the end of the eighties and had their pick in the nineties, and layoffs continue to be commonly implemented (TOMASKO, 1992; CALDAS, 2000; WEISENFELD, BROCKNER e THIBAULT, 2000). One could think that since layoffs have become so common, this would make dismissals less traumatic to individuals. However, this has not been verified in many studies about dismissals. These studies show that downsizing processes usually have dramatic consequences to individuals. Many studies have been conducted about dismissal effects on layoff victims and survivors. The objective of this work is to understand how managers who fire their employees in downsizing processes make sense of their dismissal practices, which are their explanations for implementing actions that usually bring pain and suffering to other people. This research also investigates how human resources professionals, responsible for policies and practices related to employees in the organizations, make sense of layoffs, activities that have become more common than recruiting and selection in many firms. To review the meanings produced by managers and human resources professionals in downsizing processes, twenty-five people were interviewed and the content of the interviews analyzed: twelve layoffs implementing managers and thirteen human resources professionals. We used the content analyses methodology to analyze the material, which was colleted via semi-structured interviews. The interview analysis allows us to say that usually the layoffs consequences are very dramatic to individuals: victims, survivors and implementing managers. To be able to deal with dismissals, managers make sense and perceive layoffs as a result of objectivation of globalization. Besides that, managers usually promise to help dismissed employees to find other work positions, via outplacement programs or via their own individual help. The implementing managers also reveled their perception that, somehow, the dismissed employees would find new work opportunities. Besides that, our research reveled that the human resources rhetoric is a mean to legitimize layoffs. To implement actions that usually bring pain and suffering to individuals, implementing managers need to find ways that somehow diminish the consequences of their own actions.

Submitted by Fabiana Gonçalves Pinto (benf@ndc.uff.br) on 2016-05-17T20:13:58Z No. of bitstreams: 1 Maria Auxiliadora Rodrigues.pdf: 3212897 bytes, checksum: 7762bf9774f2406714482d022b04e4d7 (MD5) / Made available in DSpace on 2016-05-17T20:13:58Z (GMT). No. of bitstreams: 1 Maria Auxiliadora Rodrigues.pdf: 3212897 bytes, checksum: 7762bf9774f2406714482d022b04e4d7 (MD5) Previous issue date: 2015 / Mestrado Profissional em Enfermagem Assistencial / Introdução: A busca pelo entendimento do quantitativo expressivo de solicitações de fiscalizações nas Instituições de Longa Permanência (ILPIs), em atendimento ao Ministério Público do Estado do Rio de Janeiro, à Promotoria de Justiça de Proteção ao Idoso e da Pessoa Portadora de Deficiência, definiu o interesse pela pesquisa. ILPIs não fazem parte do planejamento anual de fiscalização eletivas do COREN RJ, por serem empresas cadastradas no Conselho Nacional de Assistência Social (CNAS) e, não no Cadastro Nacional de Estabelecimentos de Saúde (CNES). Objetivo Geral: Avaliar os resultados da Fiscalização Ético-Profissional de Enfermagem nas Instituições de Longa Permanência para idosos (ILPIs) autuadas com Processo Administrativo (PADs). Método: Estudo retrospectivo, de análise documental, abordagem quantitativa. Para coleta de dados utilizou-se um instrumento estruturado nos quatro pilares da fiscalização: combater a ilegalidade do Exercício Profissional, orientar e estimular a Implantação da Sistematização da Assistência de Enfermagem, combater e notificar o Dimensionamento inadequado de Pessoal de enfermagem e esclarecer sobre a importância do Exercício Profissional pautado nas Legislações afins ao cuidado do idoso. A amostra foi composta por 51 processos administrativos. O período de coleta de dados foi de Agosto de 2014 a Fevereiro de 2015. Análise estatística descritiva e inferencial foi feita mediante uso dos programas SPSS (Statistical Packagefor the Social Science), versão 23.0, e do aplicativo Microsoft Excel 2007. Resultados: Das 51 instituições avaliadas, 45,1% delas eram instituições do Município de São Gonçalo e 19,6% eram do Rio de Janeiro. 80,4% das instituições eram privadas, (15,7%) filantrópicas e apenas (2%) era pública e (2%) de natureza mista, Privada e Filantrópica. O principal motivo das fiscalizações era o cumprimento de ordens do Ministério Público (56,9%); solicitações de Certidões de Responsabilidades Técnicas (CRT) (19,6%) e Denúncias (17,6%). Os p-valores mostram que não existem diferenças significativas entre as médias na maioria das avaliações realizadas, logo o perfil das instituições no que diz respeito ao número de pacientes atendidos e número de profissionais de cuidado não se alterou significativamente entre as duas avaliações. Os resultados com discreta melhora foram Profissionais de enfermagem com registro no Conselho (0,006); classificação de cuidados por dependência (0,008); apresentou escala de profissionais (0,006); não possuir outros profissionais na escala de enfermagem, principalmente, cuidadores (0,001); prontuário único (0,039); Normas e Rotinas de enfermagem (0,000); apresentou Protocolos Operacionais Padrões (0,000); e processo de enfermagem (0,001). Produto da Dissertação: Roteiro de Fiscalização nas Instituições de Longa Permanência para idosos. Conclusão: Ao fortalecer as fiscalizações em parceria com o Ministério Público e a Anvisa, poder-se-á viabilizar o atendimento das irregularidades e, principalmente, a inclusão das ILPIs na esfera sócio sanitária, tendo em vista a previsão de crescimento desses estabelecimentos em razão do aumento da longevidade, e ainda, por constituir a enfermagem sua maior classe trabalhadora. / Introduction: The search for understanding the expressive quantitative of surveillance requirements in Homes for the Aged, following the Public Ministry of Rio de Janeiro State and the Department of Justice for the Aged and Disabled Protection, established the interest to conduct this research. Homes for the Aged are not part of the yearly elective surveillance planning of COREN RJ, because they are companies registered in the Brazilian Council of Social Support (Conselho Nacional de Assistência Social – CNAS) instead of the Brazilian Registration of Health Institutions (Cadastro Nacional de Estabelecimentos de Saúde – CNES). General objective:To assess results of the Ethical-Professional Nursing Surveillance in Homes for the Aged issued with Administrative Processes. Method: This is a retrospective study with documental analysis and quantitative approach. An instrument for data collection was divided into the four edges of surveillance: to combat illegality of the Professional Activity; to guide and stimulate the Implantation of Nursing Care Systematization; to combat and notify the inappropriate nursing personnel downsizing and to clarify about the importance of the Professional Activity established in the similar laws regarding care of the aged. The sample included 51 administrative processes. Data collection period was from August 2014 to February 2015. The descriptive and inferential analysis was conducted using the programs SPSS (Statistical Package for the Social Sciences), version 23.0, and the Microsoft Excel 2007 software. Results: Of the 51 assessed institutions, 45.1% of them were from São Gonçalo and 19.6% were from Rio de Janeiro. 80.4% were private, (15.7%) were philanthropic, only 2% were public and 2% had mixed nature (private and philanthropic). The main reason for surveillance was compliance with the standards of the Public Ministry (56.9%); with the requirements of Technical Responsibility Certificates (19.6%) and accusations (17.6%). P-values show no significant differences between the averages in most of the conducted evaluations, therefore the profile of institutions regarding the number of cared patients and of care professionals did not show any significant change between the two evaluations. The results showing a discrete improvement were: nursing professionals with registration in the Council (0.006); care classification by dependence (0.008); presented professional turnover (0.006); do not have other professionals in the nursing turnover, especially caregivers (0.001); single record (0.039); standards and routines of nursing (0.000); presented standardized operational protocols (0.000); and nursing process (0.001). Dissertation product: script of surveillance in homes for the aged. Conclusion: By strengthening surveillance together with the Public Ministry and Anvisa, it will be possible to enable the compliance with irregularities and, mainly, the inclusion of such institutions in the socio-sanitary sphere, taking into consideration the growth prediction of these institutions due to the increase of longevity and also because nursing is its biggest working class.

Purpose: The purpose of this degree project was to compare the differences in energy demand for three different sizes of smaller, detached one-family houses in Sweden, and to investigate the advantages and challenges of living in a significantly smaller house than the typical Swedish one-family house. Method: The comparison was made between one typical sized detached one-family house and two significantly smaller houses of the same technical standard. The differences in energy demand for the three houses focused on heat losses, passive heat gain and the demand for active heating. To investigate the advantages and challenges of living in significantly small houses information was gathered through different sources of literature and from other people’s experiences. Results: The result showed that the smallest of the three houses had 87 percent lower demand for active heating than the largest house, and the second smallest house had 59 percent lower demand for active heating than the largest house. In addition, the heating season for the smallest houses was three months shorter per year than for the other two houses. The advantages of living in a significantly smaller house than the typical Swedish one-family house was mainly economically and environmentally based. The challenges were mainly the limited space that a smaller living area entails. Conclusions: The project concluded that there is a significant amount of energy that can be saved by choosing to live in a smaller house than the typical Swedish one-family house, and that the advantages of living in a smaller house was greater than the challenges.

The study investigated the experiences of remaining nurse tutors at the Free State School of Nursing during the transformation of Nursing Colleges and downsizing of personnel. The study aimed at describing the experiences of individuals during changes in their work environment, with the purpose of contributing to the identification of guidelines for 'surviving' transformation and downsizing at the workplace. Three themes emerged from this study through the narrative descriptions and unstructured interviews. The first theme, affective responses, dealt with emotions, low morale, depressive moods and anxiety caused by transformation and downsizing. The second theme, cognitive and perceptual view, revealed the thoughts, beliefs, and opinions of remaining nurse tutors regarding transformation and downsizing. Perceptions of and opinions on how nursing education and human dignity were affected were also expressed. The third theme portrayed the coping responses, which described work-related personal and social adjustments nurse tutors made during the transformation of nursing colleges. Recommendations included communication, participation and counseling of nurse tutors and to meet the requirements of nursing colleges during transformation and downsizing. / Health Studies / M.A. (Nursing Science)

The study investigated the experiences of remaining nurse tutors at the Free State School of Nursing during the transformation of Nursing Colleges and downsizing of personnel. The study aimed at describing the experiences of individuals during changes in their work environment, with the purpose of contributing to the identification of guidelines for 'surviving' transformation and downsizing at the workplace. Three themes emerged from this study through the narrative descriptions and unstructured interviews. The first theme, affective responses, dealt with emotions, low morale, depressive moods and anxiety caused by transformation and downsizing. The second theme, cognitive and perceptual view, revealed the thoughts, beliefs, and opinions of remaining nurse tutors regarding transformation and downsizing. Perceptions of and opinions on how nursing education and human dignity were affected were also expressed. The third theme portrayed the coping responses, which described work-related personal and social adjustments nurse tutors made during the transformation of nursing colleges. Recommendations included communication, participation and counseling of nurse tutors and to meet the requirements of nursing colleges during transformation and downsizing. / Health Studies / M.A. (Nursing Science)