The following thesis studies how the utility of organization can influence oneâ s work sphere. Presented is a modular storage unit that can be reconfigured to ensure its utility to the user. / Master of Science

Thesis (M.A. (Nursing Science)) -- University of Limpopo, 2017 / Absenteeism is a global problem in the working force and this is no exception in the nursing profession. A lot of attention has been drawn to factors that contribute to absenteeism however little attention has been placed on the effects of absenteeism on the remaining workers/nurses being left behind in the workplace by their colleagues. Nurses absent themselves leaving behind their colleagues to do their work. Nurses who are committed to their work often find themselves working under strenuous conditions due to inadequate staff. These may lead to poor patient care provision, nurses feeling overworked and sick due to the increased workload. The purpose of this study was to investigate the effects of absenteeism on nurses that remained at work at Mankweng Hospital in the Capricorn District, Limpopo Province. A descriptive cross sectional quantitative research design was conducted to determine if there were any effects of absenteeism on nurses remaining at work. Data collection was done using structured questionnaires. The respondents (n=107), consisted of different categories of registered nurses (professional nurses (n=43), auxillary nurses (n=40) and staff nurses (n=24)) who participated in this study. The findings indicated that most nurses (76, 6%) are demotivated and they struggle with completion of duties when their colleagues are absent. Patient care that nurses provided when their colleagues were absent was of poor quality as set standards and principles were not adhered to. Individualised patient care was not being implemented due to absenteeism. This simply implies that routine work is being done to cover basic duties. Most nurses (74, 8%) believed that favoritism and lack of appreciation of nurse’s skills and capabilities are being displayed by managers and that this contributes to absenteeism. Nurses who are loyal sacrifice their time and work overtime for absent colleagues and this led to fatigue and stress. From the study findings it is recommended that nurses be trained frequently to upgrade their studies to motivate them to work. Government can provide this training to improve their skills as this will motivate nurses to work harder and be committed to their work. Trainings can be offered after a stipulated period. For example after every five years a nurse can be provided with a new skill. Team building events must be encouraged for the whole hospital to motivate staff. In conclusion the study revealed that absenteeism poses detrimental effects on nurses, the hospital and patients. More and more nurses end up changing work place due to these effects.

Målet med denna uppsats är att undersöka vilken betydelse kön har för museianställda i deras uppfattningar om könsfördelning och arbetsituation. Resultatet analyseras med hjälp ett könsperspektiv. Materialet består av både intervjuer med ett flertal museianställda, statistiska uppgifter samt utvalt litteratur.

Thesis (D. Min.)--Columbia International University, 2007. / "December, 2007." Description based on print version record. Includes bibliographical references (leaves 159-169).

De flesta människor tillbringar idag en stor del av sitt liv på arbetet. Eftersom ett av dagens huvudmål intas på arbetsplatsen är det av stor betydelse för individens hälsa att denna uppfyller önskemål och riktlinjer för en god och hälsosam måltid. Arbetsmåltiden är en möjlig återhämtande paus under arbetet och det är viktigt att den fyller flera viktiga funktioner både sociala och fysiologiska. Arbetsmåltidens kvalitativa helhet är angelägen för både arbetsgivare och individ då den troligtvis påverkar både prestation och arbetshälsa. Genom att prioritera attraktiva och näringsriktiga måltider på arbetet ökar förmodligen tillfredsställelsen hos de anställda. Syftet med denna studie var att undersöka de anställdas inställning och hur de värderade sin måltid på arbetet. I undersökningen deltog anställda från tre olika arbetsplatser i Skaraborgs län: ett sjukhus, en industri och ett regemente. Data samlades in från en tidigare enkätstudie som innehöll flervalsfrågor, skalfrågor och öppna frågor. Det var totalt 940 enkäter med 20 frågeområden som delades ut till samtliga tre arbetsplatser. Bortfallet på sjukhuset var 21%, på industrin 16% och på regementet 29%. Denna studie behandlar endast innehållet i svaren på de två öppna frågorna. Totalt var det 182 svar och innehållet sammanställdes genom innehållsanalys. Resultatet i studien visade att personalen var relativt missnöjd med sin arbetsmåltid och efterfrågade en mer hälsosam och varierad kost samt bättre kvalitet och kunskap från matleverantörens sida. Några exempel var att personalen önskade ett bättre utbud av sallad och grönsaker, de önskade också att måltidspersonalen hade mer kunskaper kring hälsosam mat. De tyckte också att det saknades inspiration och nytänkande då de upplevde maten ensidig, smaklös och ohälsosam. Ett annat problem var miljön i matsalen, det skapades irritation över att köer till kassor var långa och resulterade i att lunchrasten blev kort. Ljudnivån var ofta hög och oacceptabel och det skapade otrivsel i matrummet. / Today most people spend much of their lives at work. As one of today´s main meals probably is taken at work, it is very important that this meal meets the requirement and guidelines for a healthy and good meal . Since the meal may be a recovery break from work it is important that it fulfill several important functions both social and physiological. The quality of meal at work is certainly important for both employers and individuals as energy and nutrients affects both the performance and occupational health. Giving priority to attractive and nutritious meals at work probably increase the satisfaction of the employees. The purpose of this study was to examine the employees attitudes and valuation for their meal at work. The study included employees from three workplaces, a hospital, a regiment (armed forces) and a manufacturing base. Data were collected from a previous survey study which included multiple choice questions, scale questions and open questions in the questionnaire. A total of 940 surveys with 20 question areas were distributed to all three worksites. A loss of response rate was for the hospital 21%, for the industry 16% and for the regiment 29%. This study covers only the answers of the two open questions. In total there were 182 responses and the contents compiled through a content analysis. The results of this study showed that employees were relatively dissatisfied with their working meal and requested a healthier and more varied diet at their work place. Better quality and expertise from the food supplier was also in demand. Some examples was that they wanted a better selection of salads and vegetables. They also wished that the meal staff had more knowledge about healthy eating. They thought it was no inspiration and new ideas. They experienced the food monotonous, tasteless and unhealthy. Another problem was the environment in the canteen. It generated irritation that queues at checkouts were long and resulted in short lunch break. The noise level was often high and unacceptable and it created dissatisfaction in the canteen.

Bakgrunn Ergoterapeuter skulle, med bakgrunn i  sin utdannelse, kunne anvende sin kompetanse til både helsefremmende arbeid generelt og til helsefremmende arbeidsplasser. Til tross for dette er det foreløpig få som har spesialisert seg innen områdene arbeidshelse og folkehelse. Ved å utnytte kompetansen sin til helsefremmende arbeidsplasser kunne ergoterapeutene bidratt til å påvirke både den enkelte arbeidstakers helse, arbeidsmiljøet og på sikt også det arbeidsrelaterte sykefraværet. Hensikt med studien var å tydeliggjøre hva ergoterapeuter selv mener de har av kompetanse omkring helsefremmende arbeid og hvordan de anvender denne kompetansen i sitt daglige arbeid, med spesifikt fokus på: -          hvilken kompetanse de mener at de har om helsefremmende arbeidsplasser; -          hva de mener de savner av kompetanse om helsefremmende arbeidsplasser; -          deres erfaringer med eget arbeidsmiljø som helsefremmende; og -          deres tanker og meninger om fremtidsutsikter for helsefremmende ergoterapi Metode I denne oppgaven er det valgt en kvalitativ tilnærming og data er samlet inn via fokusgruppediskusjoner. Analyse av materialet er gjort med kvalitativ innholdsanalyse. Resultatene viser at selv om ergoterapeutene i denne studien beskrev et salutogent fokus og et helsefremmende arbeidssett, arbeider de i dag hovedsakelig på individnivå. Individfokuset deres er sterkt forankret i deres praksis og ser ut til å påvirke yrkesutøvelsen slik at de ikke bruker sin helsefremmende kompetanse på system- og samfunnsnivå i vesentlig grad. Samtidig mente de at det er mye som tyder på at deres kompetanse er for lite kjent blant folk flest, samarbeidspartnere og hos myndighetene, hvilket kan forklare at den ikke blir benyttet. Sammenfatning Mens ergoterapeutenes utsagn tyder på at de har mye kunnskap og erfaring med helsefremmende arbeidsplasser, viser funnene at de ikke ser betydningen av å bruke denne kompetansen til å utvikle helsefremmende arbeidsplasser. Funnene viser videre at ergoterapeutene i denne studien skulle kunne anvende sin kompetanse til både helsefremmende arbeid generelt og til helsefremmende arbeidsplasser. Selv om dette er en kvalitativ studie, er det sannsynlig at resultatene kan gjelde generelt for ergoterapeuter i Norge, noe som kunne vært interessant å undersøke videre / Background. Occupational therapists are trained to use their general competence in health promotion to initiate healthy workplaces. However very few therapists specialize in areas that combine occupational health and public health. By using their competence regarding healthy workplaces, therapists could positively impact employee health and work environments and likely reduce sick leaves that result from working conditions. The purpose of this study was to clarify the therapists’ opinion of their own competence in health promotion, and also determine how they use that competence in their daily work, focusing especially on: -          self-evaluation of their own competence regarding healty workplaces; -          their opinions on what competence they lack in this area; -          their personal experience with healthy promotive workplaces; and -          their thoughts and opinion on the potential for health promotion in occupational therapy Method. We chose a qualitative approach using focus groups and prosessed collected data  using thematic content analysis. The findings suggest that although study participants maintain a salutogenetic focus and a health promotional way of working, they currently work mainly at an individual level. Focus on the individual is deeply rooted in their practice and seems to influence their work such that they hardly use their health promotion competence on a system or a societal level. They also described their competencies as unknown by citizens, collaborating partners and authorities, possibly explaining why their competence is not in demand. Conclusions. While their statements indicate much knowledge and experience about healthy workplaces, our findings show that they don’t appreciate the importance of using that competance to initiate healthy workplaces. We further determined that study participants should be able to use their general competence in health promotion to initiate healthy workplaces. Allthough this is a qualitative study, our results may be valid for all the occupational therapists in Norway, an aera that requires further investigation. / <p>ISBN 978-91-82721-92-4</p>

The focus of this research is to develop a management strategy for school principals to assist educators deal with role conflict. Role conflict has proved to be one of the stumbling blocks towards educators’ career advancement as well as bringing and causing unnecessary tension at home. The nature of the educators’ home and the workplace roles has changed dramatically over the years as a result of the democratic dispensation. No longer is the work of a woman solely in the home whereas the same can be said of the man, wherein he had to provide for the whole family by working alone outside of the home. The success of any home presently, depends upon the joint efforts of both partners wherein they are expected to assist each other in preparing their children to face the outside world with renowned confidence. At work, affirmative action has proved to be the right tool in trying to strike a balance between men and women regarding occupying managerial positions. However, literature study has proved that the process is still farfetched as some women (married ones especially) prefer not to venture into those top positions due to pressure accompanying those positions. Their fear of assuming managerial positions is also fuelled by too much time they might spend at work which may negatively affect their marriage relationships. For this study a quantitative research method was preferred. A questionnaire was developed for participants to fill in at their own time without being coerced to do so. In all of these activities that the researcher was engaged in, ethical aspects of the empirical study was followed to the latter with the anonymity of participants being a top priority. After collecting data from participants, it was forwarded to the statistical consultation services for analysis and interpretation. Information was then obtained regarding whether a relationship of practical significant difference exists between the different biographical variables and the factors that contribute towards educators experiencing role conflict or not. Thereafter, some important findings were made from the results of the empirical study. The findings revealed that a management strategy was developed for principals to assist educators manage role conflict. In developing a management strategy for principals, different action steps are to be taken followed by monitoring and evaluating of each to determine progress. Recommendations for educators to deal effectively with role conflict were made followed by a motivation of each. / Thesis (PhD (Education Management))--North-West University, Potchefstroom Campus, 2013

The focus of this research is to develop a management strategy for school principals to assist educators deal with role conflict. Role conflict has proved to be one of the stumbling blocks towards educators’ career advancement as well as bringing and causing unnecessary tension at home. The nature of the educators’ home and the workplace roles has changed dramatically over the years as a result of the democratic dispensation. No longer is the work of a woman solely in the home whereas the same can be said of the man, wherein he had to provide for the whole family by working alone outside of the home. The success of any home presently, depends upon the joint efforts of both partners wherein they are expected to assist each other in preparing their children to face the outside world with renowned confidence. At work, affirmative action has proved to be the right tool in trying to strike a balance between men and women regarding occupying managerial positions. However, literature study has proved that the process is still farfetched as some women (married ones especially) prefer not to venture into those top positions due to pressure accompanying those positions. Their fear of assuming managerial positions is also fuelled by too much time they might spend at work which may negatively affect their marriage relationships. For this study a quantitative research method was preferred. A questionnaire was developed for participants to fill in at their own time without being coerced to do so. In all of these activities that the researcher was engaged in, ethical aspects of the empirical study was followed to the latter with the anonymity of participants being a top priority. After collecting data from participants, it was forwarded to the statistical consultation services for analysis and interpretation. Information was then obtained regarding whether a relationship of practical significant difference exists between the different biographical variables and the factors that contribute towards educators experiencing role conflict or not. Thereafter, some important findings were made from the results of the empirical study. The findings revealed that a management strategy was developed for principals to assist educators manage role conflict. In developing a management strategy for principals, different action steps are to be taken followed by monitoring and evaluating of each to determine progress. Recommendations for educators to deal effectively with role conflict were made followed by a motivation of each. / Thesis (PhD (Education Management))--North-West University, Potchefstroom Campus, 2013

Magister Artium - MA / This study evaluates the extent to which the Environmental Internship Programme has impacted upon graduate employability in the City of Cape Town. Graduate unemployment crisis has been categorized as one of the socio-economic issues affecting the nation of South Africa with graduates struggling to find jobs in the areas which they graduated from. On the other hand, organisations are suffering from a lack of skills in different spheres. In order for this gap to be bridged, human resource development strategies have been put in place for graduates such as; internships, training and learnership programmes. In 2005, the Environmental Resource Management Department (ERMD) launched a programme called the Environmental Internship Programme (EIP) to address the needs of graduates in the environmental management field. The programme is a yearlong internship aimed at bridging the gap between academic learning and the first steps of a professional career. The aim of the ERMD is to create a pool of skilled professionals to be absorbed into the city as well as provincial, national government and the private sector by making the interns better employable by the time they leave the EIP. It is against this background that this study evaluates the impact of the programme on graduate employability. Within the investigation, the researcher looked at the appropriate legislations, and policies that govern a programme of this nature. The study utilizes primary and secondary research information based on interviews and open-ended questionnaires.

The aim of this thesis is to analyse the coaching process in a manufacturing company and on the basis of these information to compare the period before the implementation of coaching and after that. Positive impacts will be observed, particularly in terms of efficiency of the production process, as well as wastage rate and finally will be evaluated levels of employee's satisfaction. For this purpose will be used evaluating interviews with employees, who participated in coaching, together with internal company materials. Benefit of this thesis is primarily evaluation the impact of the coaching process in the manufacturing company and based on the findings to propose recommendations for future development in the area of human resources. General conclusions of this thesis and subsequent recommendations could be useful for other manufacturing companies, which would like to develop employees through coaching.