<p>Trademarks are distinguishing marks that are used by companies to highlight their goods or services to separate them from other companies. In Sweden, trademarks are protected by a certain Trademark Law called Varumärkeslagen. The law is a result of many years of improvements from earlier trademark laws. Since Sweden is member of the European Union, its laws are affected and in many cases inferior to laws of the Union. A new Trademark Law is about to be implemented in Sweden, thanks to a directive from the European Union.</p><p>When a trademark is registered it is possible to use the symbol ® along with the trademark. This symbol indicates that the good or service can be trusted and also tells other companies that the trademark can be protected from possible infringements. Originally the symbol comes from American trademark law and in the USA there are certain regulations on how to use the symbol, regulations that we don’t have in Sweden or Europe.</p><p>However, trademark registrations are done approximately in the same way in USA, Sweden and EU. In the USA an application is sent to USPTO which is correspondent to PRV in Sweden and OHIM in the EU. There are certain conditions that need to be fulfilled before and registration can take place and these conditions are also very similar if we compare the different systems. There are different systems for registration of trademarks, except the national systems. If you want to register a trademark in the EU there’s a certain system and if you’re looking to get a registration outside the Union you can do this through another system.</p><p>Occasionally, some companies use the ® symbol without actually having a registration in the country where the good or service is promoted and sometimes they don’t even have a registration at all, in any country. When this happens, these companies are most often suited in court. One of these cases occurred in Germany in 1989. A German company had been marketing a blood filter that was imported from Italy. The trademark was registered in Italy but not in Germany and another operator on the German reacted. The German court found that the use of the ® symbol without a German registration was improper but considered that a prohibition might be restrictive to the principle of free movement of goods in the EU. This consideration proved to be accurate after a decision from the EU court of the. There are further cases like this one from the market courts of Sweden and Finland but in these particular cases there were no registration existing at all, not in any country. The courts passed sentence on these companies for misleading advertising.</p><p>It has been proven that cases like these are not always easy to settle since national laws are affected and sometimes controlled by laws or directives of the EU. Hopefully, the new harmonized marketing law will make it easier further on. Still, there are no regulations on the use of the ® symbol in Sweden or the EU and since it seems to cause problems, if not very often, I think it would be good to introduce some common rules for this.</p>

Trademarks are distinguishing marks that are used by companies to highlight their goods or services to separate them from other companies. In Sweden, trademarks are protected by a certain Trademark Law called Varumärkeslagen. The law is a result of many years of improvements from earlier trademark laws. Since Sweden is member of the European Union, its laws are affected and in many cases inferior to laws of the Union. A new Trademark Law is about to be implemented in Sweden, thanks to a directive from the European Union. When a trademark is registered it is possible to use the symbol ® along with the trademark. This symbol indicates that the good or service can be trusted and also tells other companies that the trademark can be protected from possible infringements. Originally the symbol comes from American trademark law and in the USA there are certain regulations on how to use the symbol, regulations that we don’t have in Sweden or Europe. However, trademark registrations are done approximately in the same way in USA, Sweden and EU. In the USA an application is sent to USPTO which is correspondent to PRV in Sweden and OHIM in the EU. There are certain conditions that need to be fulfilled before and registration can take place and these conditions are also very similar if we compare the different systems. There are different systems for registration of trademarks, except the national systems. If you want to register a trademark in the EU there’s a certain system and if you’re looking to get a registration outside the Union you can do this through another system. Occasionally, some companies use the ® symbol without actually having a registration in the country where the good or service is promoted and sometimes they don’t even have a registration at all, in any country. When this happens, these companies are most often suited in court. One of these cases occurred in Germany in 1989. A German company had been marketing a blood filter that was imported from Italy. The trademark was registered in Italy but not in Germany and another operator on the German reacted. The German court found that the use of the ® symbol without a German registration was improper but considered that a prohibition might be restrictive to the principle of free movement of goods in the EU. This consideration proved to be accurate after a decision from the EU court of the. There are further cases like this one from the market courts of Sweden and Finland but in these particular cases there were no registration existing at all, not in any country. The courts passed sentence on these companies for misleading advertising. It has been proven that cases like these are not always easy to settle since national laws are affected and sometimes controlled by laws or directives of the EU. Hopefully, the new harmonized marketing law will make it easier further on. Still, there are no regulations on the use of the ® symbol in Sweden or the EU and since it seems to cause problems, if not very often, I think it would be good to introduce some common rules for this.

In British Columbia (BC) foresters registered with the Association of BC Forest Professionals (ABCFP) have been given the exclusive right to practise professional forestry. As with all professions there is an expectation that Registered Professional Foresters (RPFs) conduct their activities in an ethical manner and are therefore obligated to act as an ethical agent on behalf of society regarding forest resources. If a certain level of ethical agency is desired of professionals we need to understand whether or not an RPF possesses the ability (defined as their discretion) to sufficiently fulfil this responsibility. Rule-based and principle-based standards of forest management, an RPF’s scope of practice, and the socio-political framework of public forest management in BC all come together to define an RPF’s discretionary context, which sets the limits to an RPF’s discretion. This context is highly idiosyncratic to a specific situation or decision and this makes the RPF’s discretion similarly idiosyncratic. This suggests that an RPF should not be accountable for a standard of ethical agency that does not reflect the context-dependent level of discretion they possess. Fifteen interviews of RPFs were conducted for this study to discuss their approach to ethical decision making. The analysis of the interviews revealed 12 major themes, several of which appear to be highly idiosyncratic to the situations described by the participants. The way these themes were perceived by the participants revealed the differences in the discretionary context of their situations. Several aspects of ethical deliberation emerged from the data that appear to be particular to broad employer categories, including delegated decision-making (government), economic and forest health considerations (industry), and the tension between personal and professional values (consultants).

Den här avhandlingen handlar om vårdlärares arbete med simulering av arbetsuppgifter i metodrum Ett metodrum kan ses som en hybrid mellan klassrum och sjukhussal. I denna skolmiljö övas arbetsuppgifter som förekommer inom vård och omsorg. Det saknas patienter att öva på och ibland sjukvårdsmaterial, vilket innebär en utmaning för vårdläraren att skapa en autentisk miljö. Syftet med studien är att undersöka hur vårdlärare arbetar med simulering av arbetsuppgifter i metodrumsundervisning för vuxna elever. Avhandlingen grundar sig på ett sociokulturellt perspektiv och har analyserats med hjälp av kvalitativ innehållsanalys. Tre metodrumslektioner från tre olika skolor ljudinspelades digitalt : venprovtagning, urinkatetrisering och såromläggning. Resultatet visar att vårdlärarna arbetar med tre olika simuleringsaktiviteter: Tekniskt utförande, Tolkande och Bemötande. Simuleringsaktiviteternas utförande varierar med lektionsinnehållet. Studien visar vilka redskap i metodrumsundervisningen som är vanligt förekommande och hur de används. Ingela Leibring har bakgrund som barnmorska och arbetar för närvarande som vårdlärare inom kommunal vuxenutbildning i Karlstad samt är utbildningsledare för Yrkeshögskolans utbildning till barnspecialiserad undersköterska. / This study centres on clinical skills laboratory teaching in municipal adult education. This type of teaching takes place in a school setting and is hybrid of a nursing and healthcare environment. Future professional tasks are simulated and practised here. Three different schools were visited and three clinical skills laboratory lessons were recorded with a digital audio recorder. The following tasks were included in the study: venipuncture, urinary catheterisation, and wound dressing. The analysis was performed as a qualitative content analysis informed by a sociocultural perspective. The aim of the study is to extend the knowledge of how teachers approach the simulation of tasks in clinical skills laboratory training. The study identifies three simulation activities and their application: technical performance, interpretation, and treatment.  The main teaching tools used in the lessons were the teacher’s body/hands, different physical tools specific to the respective laboratory session and the teacher’s language. All the simulation tasks – venipuncture, urinary catheterisation and wound dressing ­– were included in the sessions. A similarity was that technical performance on the whole was the most common feature in all the laboratory lessons. A difference emerged when the clinical skills laboratory lesson was divided into the components: introduction, students practise themselves, and conclusion. The lesson introduction included treatment to nearly the same extent as technical performance. Differences related to lesson content were evident in the activities interpretation and treatment. A common pattern was that the teachers shifted between everyday language and professional language when they worked with simulation. They named their patients and gave the students immediate response.

Bakgrund: Omvårdnad är ett ord som kan ha flera olika betydelser, det kan vara ett verb som något man utövar eller en synonym med kunskap som något som erhålls. Syfte: Syftet med studien var att beskriva vad sjuksköterskor och undersköterskor ansåg inbegripas av begreppet omvårdnad och “god omvårdnad” samt vad för arbetsuppgifter de olika yrkeskategorierna utförde inom ramen för omvårdnad. Metod:Individuella intervjuer av tre sjuksköterskor och fyra undersköterskor. Innehållet analyserades med hjälp av kvalitativ innehållsanalys. Fem teman och 21 kategorier framkom. Resultat: Respondenterna uttryckte att den basala omvårdnaden hade en central roll inom begreppet omvårdnad. Vid diskussion om vad god omvårdnad innebar framhävde de flesta att ett gott bemötande var avgörande, att utföra arbetsuppgifter med omtanke och respekt. Att bedriva personcentrerad vård ansågs även ge god omvårdnad. Förutom basal omvårdnad och bemötande framkom det att medicinsk teknik var en stor del av arbetet inom omvårdnaden och att samarbete var en viktig del. Det rådde få meningsskiljaktigheter angående sjuksköterskans respektive undersköterskans arbetsuppgifter. Slutsats: Sjuksköterskorna och undersköterskorna som intervjuats har till stor del en samlad bild utav vad begreppet omvårdnad innebär. Det fokuserades mest på basal omvårdnad och gott bemötande vilket båda är två viktiga och centrala delar inom omvårdnaden. Att det inte fanns många meningsskiljaktigheter mellan undersköterskorna och sjuksköterskan kan ses som ett resultat av en tydlig arbetsfördelning. / Background: Nursing is a word that can have several meanings, it can be a verb or be synonymous with knowledge. Aim: The aim with this study was to describe what registered nurses (RN) and certified nursing assistant (CNA) perceived by the expressions nursing  and “qualitative nursing ” and what tasks at work these two different professions performed within the limits of nursing. Method: Qualitative interview study with individual interviews with three RN's and four CNA's. The content was analyzed through qualitative content analysis. Five themes and 21 categories arose. Results: The respondents expressed that the basal nursing care had a central role within the concept; nursing. At discussions about what good nursing meant, it was brought forth that a good interaction was decisive, to perform work related tasks with consideration and respect. To exercise person centered care was also considered to be good nursing. Besides basal nursing care and interactions it became apparent that medical technique is a big part of the job within nursing and that cooperation is an important part as well. There were few differences in opinions concerning RN respectively CNA job tasks. Conclusion: RN's and CNA's that were interviewed have the same general idea about what the concept nursing implies. It mainly focused on basal nursing care and good interactions, which were both considered as important parts within nursing. It can be seen that the lack of differences in opinion between CNA's and RN's is brought forth by a clear division of work between the two.

In British Columbia (BC) foresters registered with the Association of BC Forest Professionals (ABCFP) have been given the exclusive right to practise professional forestry. As with all professions there is an expectation that Registered Professional Foresters (RPFs) conduct their activities in an ethical manner and are therefore obligated to act as an ethical agent on behalf of society regarding forest resources. If a certain level of ethical agency is desired of professionals we need to understand whether or not an RPF possesses the ability (defined as their discretion) to sufficiently fulfil this responsibility. Rule-based and principle-based standards of forest management, an RPF’s scope of practice, and the socio-political framework of public forest management in BC all come together to define an RPF’s discretionary context, which sets the limits to an RPF’s discretion. This context is highly idiosyncratic to a specific situation or decision and this makes the RPF’s discretion similarly idiosyncratic. This suggests that an RPF should not be accountable for a standard of ethical agency that does not reflect the context-dependent level of discretion they possess. Fifteen interviews of RPFs were conducted for this study to discuss their approach to ethical decision making. The analysis of the interviews revealed 12 major themes, several of which appear to be highly idiosyncratic to the situations described by the participants. The way these themes were perceived by the participants revealed the differences in the discretionary context of their situations. Several aspects of ethical deliberation emerged from the data that appear to be particular to broad employer categories, including delegated decision-making (government), economic and forest health considerations (industry), and the tension between personal and professional values (consultants).

The theme of this study is Rural Crime of Lithuania. This is historically changing mass social phenomenon of legal – criminal nature, which consists of the entirety of criminal acts, committed in rural areas of Lithuania during certain period. In the study there are analyzed the concept of rural crime and it‘s content, factors that determine rural crime in Lithuania, historical aspects of rural crime, also the level, structure and dynamics of rural crime in Lithuania in 2000 – 2004, personality of rural criminal and registered crime and persons committed crime in the municipality of Kazlų Rūda in 2001 – 2004.

Registered nurses are the first contact for individuals seeking medical attention in the health system. These nurses have leaders who encourage them and they have goals and dreams to reach. The leadership of a hospital are responsible for creating a positive working environment so as to maintain job satisfaction for all. When subordinates are satisfied with their job they tend to stay and become more productive in their workplace. Leadership has an influence on the level of job satisfaction and therefore influences whether they leave or stay in the workplace. The objectives of the study were to describe the status of leadership, job satisfaction and the intention to leave among registered nurses in hospitals in the North-West and Free State Provinces. The relationship between leadership, job satisfaction and intention to leave among registered nurses in hospitals in the North-West and Free State Provinces was also investigated. The research design in this study was quantitative, descriptive, explanatory and contextual in nature. The sample included registered nurses (RNs) in medical and surgical units in both private and public hospitals in the North-West and Free State provinces of South Africa, (n = 204). Data was collected using the RN4CAST questionnaire. EpiData and SPSS statistical programmes were used to analyze data. The results of the study showed that most registered nurses were satisfied with the items of leadership except for the praise and recognition item (55.7%). Most registered nurses showed high levels of overall job satisfaction (70.5%), but were dissatisfied with wages (50%), study leave (40.9%) and opportunity for advancement (40.1%). Furthermore, the registered nurses showed high intention to leave their current hospitals (46.1%). The results also indicated a relationship between leadership, job satisfaction and intention to leave among registered nurses in medical and surgical wards in both private and public hospitals. Recommendations for policy, education, practice and future research were made. / Thesis (MCur)--North-West University, Potchefstroom Campus, 2013.

Registered nurses are the first contact for individuals seeking medical attention in the health system. These nurses have leaders who encourage them and they have goals and dreams to reach. The leadership of a hospital are responsible for creating a positive working environment so as to maintain job satisfaction for all. When subordinates are satisfied with their job they tend to stay and become more productive in their workplace. Leadership has an influence on the level of job satisfaction and therefore influences whether they leave or stay in the workplace. The objectives of the study were to describe the status of leadership, job satisfaction and the intention to leave among registered nurses in hospitals in the North-West and Free State Provinces. The relationship between leadership, job satisfaction and intention to leave among registered nurses in hospitals in the North-West and Free State Provinces was also investigated. The research design in this study was quantitative, descriptive, explanatory and contextual in nature. The sample included registered nurses (RNs) in medical and surgical units in both private and public hospitals in the North-West and Free State provinces of South Africa, (n = 204). Data was collected using the RN4CAST questionnaire. EpiData and SPSS statistical programmes were used to analyze data. The results of the study showed that most registered nurses were satisfied with the items of leadership except for the praise and recognition item (55.7%). Most registered nurses showed high levels of overall job satisfaction (70.5%), but were dissatisfied with wages (50%), study leave (40.9%) and opportunity for advancement (40.1%). Furthermore, the registered nurses showed high intention to leave their current hospitals (46.1%). The results also indicated a relationship between leadership, job satisfaction and intention to leave among registered nurses in medical and surgical wards in both private and public hospitals. Recommendations for policy, education, practice and future research were made. / Thesis (MCur)--North-West University, Potchefstroom Campus, 2013.

Bakgrund: Yrkesrelaterad stress har ökat markant under de senaste tio åren. Vårdyrken anses vara bland de arbeten som är mest tyngda av stress. Långvarig stress kan ge individen fysiska såväl som psykiska problem och kan leda till utbrändhet. För att kunna fastställa en god och säker vård krävs stressförebyggande åtgärder, eftersom kraven på sjuksköterskor höjs allt mer. Syfte: Syftet med litteraturstudien var att beskriva sjuksköterskors strategier för att hantera arbetsrelaterad stress. Metod: Litteraturstudie inkluderande nio kvalitativa studier varav en studie som även bestod av kvantitativa resultat, men endast de kvalitativa resultaten behandlades i denna litteraturstudie. Artiklarna analyserades med inspiration av kvalitativ innehållsanalys. Resultat: Två huvudkategorier identifierades; ”Stressreducering på arbetsplatsen” och ”Stressreducering utanför arbetet”. Den första huvudkategorin utgjordes av underkategorierna ”Kollegialt stöd”, ”Prioriteringar”, ”Att påverka sin egen arbetstid”, ”Att distansera sig”, ”Att stärka sig själv” samt ”Tro och andlighet”. Den andra huvudkategorin bestod av underkategorierna ”Att lämna arbetat bakom sig”, ”Fritidsaktiviteter”, ”Sömn” samt ”Tobak och alkohol”. Slutsats: Sjuksköterskor kan ta till flertalet strategier för att reducera stress kortsiktigt. Däremot krävs organisatoriska förändringar på högre nivå för att på lång sikt reducera arbetsstressen hos sjuksköterskor. / Background: Work related stress has increased greatly during the past decade. Healthcare workers are considered having among the most stressful working conditions. Long term stress may cause physical as well as psychological harm on the individual, which may lead to burnout. In order to be able to secure a good and safe healthcare for the patients, it is essential to find long term stress reducing solutions. This is especially important in today’s healthcare, since the demands on the registered nurse are getting even higher. Aim: The aim of this literature study is to describe the strategies used by registered nurses for manage work related stress. Methods: This literature study included nine qualitative articles, of which one also consisted of quantitative results. However, only qualitative results were included in this literature study. All nine articles were analysed with inspiration from qualitative content analysis. Results: Two main categories were identified; ”Stress Reduction at the Workplace” and ”Stress Reduction Outside of the Workplace”. The main category first mentioned consisted of the subcategories “Collegial Support”, “Priorities”, “Influencing One’s Own Working Hours”, “To Distance Oneself”, “To Strengthen Oneself” as well as “Belief and Spirituality”. The second main category consisted of the subcategories “To Leave Work Behind”, “Spare Time Activities”, “Sleep” and also “Tobacco and Alcohol”. Conclusion: Registered nurses may use several strategies in order to reduce stress momentarily. However, organisational changes on a higher level are needed to reduce work related stress in the long term among registered nurses.