Suchergebnisse

The induction of new English teachers is not often made the focus of language programs. In many institutions, the orientation experience receives little attention, resulting in work-related stress at the beginning of an instructor's teaching contract. Consequently, not only the quality of teaching is affected but also the teachers' motivation and perception of the program. This research article analyses the results of a case study of an innovation to a new teacher induction in a language program in the city of Cuenca, Ecuador. For this, the case study was based on two-way communication between the administration and the teaching staff through direct feedback, the consideration of language program management principles, as well as the application of a teacher survey after implementation. As a result, the innovation to the induction of new teachers seemed to reduce teachers' job-related stress during the first week of classes, thus helping to create a learning environment where the program, its teachers, and its students benefit as a whole.

Antibiotics have been used in human and animal treatment for many years and revolutionized the modern medicine. Overconsumption and misuse have led to a global problem with antibiotic resistance. Sweden is among the countries in the European union with the lowest usage of antibiotic for livestock. Development and spread of antibiotic resistant bacteria in humans can occur through consumption of foods. The objective of this pilot study aimed to investigate the occurrence of antibiotic resistant bacteria in unpasteurized milk and Swedish dairy products (pasteurized milk, fresh cheese, ripened hard cheese and fermented milk) available on Swedish market. Culturing and isolation of bacteria was performed along with taxonomic identification using MALDI-TOF MS. Nine antibiotics were used for the investigation of bacterial resistance. These antibiotics belong to some of the most important antibiotic classes used in human and veterinary medicine. Eleven antibiotic resistant bacteria species were identified. Antibiotic resistant bacteria were found in unpasteurized milk and in all the dairy products. The bacteria species were resistant towards eight antibiotics included in the investigation. Greatest diversity of antibiotic resistant bacteria species was identified in unpasteurized milk and fermented milk. Antibiotic resistant lactic acid bacteria were found in ripened hard cheese, fermented milk and unpasteurized milk. This study used a single batch of each investigated product. Further research that includes more batches from each product is required in order to elucidate how frequently occurring antibiotic resistant bacteria are in Swedish dairy products.

Governments and organisations have set targets for increased food production as a result of an increasing population. In order to increase food production, the capacity of agricultural enterprises needs to be expanded. The Swedish agricultural industry expresses difficulties in finding labour, which prevent businesses from expanding, or that companies must settle with less skilled employees. In order to respond to the set targets of increased food production, agricultural companies need to be better able to attract and retain employees. The average age is high among employees in Swedish agriculture while the portion of young employees is declining. Since young peoples are the new generation of employees, they are of particular interest to agricultural companies to hire. One way to address the problem of finding and retaining workforce is through marketing. Employer branding is a marketing concept that includes how companies can attract and retain employees. Businesses can develop its employer brand by knowing what attributes of employer branding that are valued by their existing employees. This study aims to investigate how young employees value employer branding attributes in the Swedish agricultural sector. This study applies a qualitative approach with case study design. The case studies consist of nine cases involving nine different young employees from agricultural companies in the region of Mälardalen. Data has been collected through semi-structured interviews based on an interview guide with questions to get the young employees' thoughts and answers. A conceptual framework has been developed to analyze the collected data. The framework is evolved from existing knowledge of employer branding. The framework is based on the analytical categories; work content, affiliation, compensation, career, benefits, all of which are considered to contain attributes that affect a company's Employer brand. The collected data has been analyzed with thematic encoding and divided into themes. The study shows that young employees value several attributes of employer branding in their employment. Identified attributes that are valued are found in all analytical categories from the developed framework. In addition to identifying valued attributes and making suggestions for how employer branding practices can be developed, the study contributes to an expanded understanding of employer branding in the context of agricultural companies. Most attributes can be influenced by the employer. By using the results of this study, agricultural companies can develop their employer brand. This can lead to development and increase of agricultural businesses' production. ; Regeringar och organisationer har satt upp mål om en ökad livsmedelsproduktion till följd av en stigande befolkning. För att livsmedelsproduktionen ska kunna öka behöver kapaciteten hos lantbruksföretag utvecklas genom nya investeringar. Nya investeringar är beroende av input resurser så som tillgång till relevant arbetskraft. Den svenska lantbruksbranschen uttrycker svårigheter i att hitta arbetskraft, vilket leder till att expandering av verksamheten hindras, eller att företag får nöja sig med sämre kompetens bland. För att kunna bemöta den framtida förväntansbilden om en ökad livsmedelsproduktion behöver lantbruksföretag bli bättre på att attrahera och bibehålla anställda. Det råder idag en hög medelålder bland anställda i svenskt lantbruk, samtidigt som andelen yngre i lantbruket minskar. Eftersom unga personer är den nya generationen anställda, är de av speciellt intresse för lantbruksföretag att anställa. Ett sätt att adressera problemet med att hitta och bibehålla personal är genom marknadsföring. Employer branding är ett marknadsföringsverktyg som innefattar hur företag kan attrahera och bibehålla anställda. Företag kan utveckla sitt employer brand genom att förstå vilka egenskaper av employer branding som värderas av deras befintliga anställda. Den här studien syftar till att undersöka hur unga anställda värderar egenskaper av employer branding i den svenska lantbrukssektorn. Den här studien tillämpar ett kvalitativt angreppssätt med fallstudiedesign. Fallstudierna består av nio fall innehållande nio olika unga anställda från lantbruksföretag i Mälardalen. Empiri har samlats in genom semistrukturerade telefonintervjuer. Ett konceptuellt ramverk har utvecklats för att analysera den insamlade empirin. Det konceptuella ramverket bygger på existerande kunskap om employer branding. Ramverket baseras på de analytiska kategorierna; arbetsinnehåll, erkännande, kompensation, karriär, förmåner och utveckling, som alla anses innehålla egenskaper som påverkar ett företags employer brand. Den insamlade empirin har analyserats med tematisk kodning och delats in i teman. Studien visar att unga anställda värderar flera egenskaper av employer branding i sin anställning. Identifierade egenskaper som värderas återfinns i alla analytiska kategorier från det framtagna ramverket. Förutom att identifiera värden, och komma med förslag till hur utövande av employer braning kan utvecklas, bidrar studien till en utökad förståelse av employer branding i kontexten av lantbruksföretag. Genom att använda resultaten i den här studien, kan lantbruksföretag utveckla sitt employer brand. Detta kan leda till att lantbruksföretag kan utvecklas och öka sin produktion.

Academic cheating is an action individuals take to achieve success in ways that are not right. Academic cheating is often done, ranging from basic educational institutions to universities or students. Educators must have morals to reduce the actions of Academic Cheating that often occurs at the education level. Guilt and Shame Proneness determines unethical behavior, such as whether academic cheating will occur. This study aims to determine the effect of Guilt and Shame Proneness on Academic Cheating in students of primary school teacher education study programs. The current study assessed academic dishonesty among college students in primary school teacher education programs. Two hundred and eight participants self-reported cheating behavior and completed the Guilt and Shame Proneness Scale. The regression test results for the influence of Guilt and Shame Proneness on Academic Cheating obtained a probability value of sig. (p) = 0.000 (p<0.05) so that the hypothesis is accepted: Guilt and Shame Proneness significantly influence Academic Cheating. R-square value = 0, 075 means that Academic Cheating effectively contributes 7.5% to guilt. The importance of moral inculcation in student-teacher candidates must be considered to prevent unethical behavior.

Few studies have previously investigated how poor animal welfare might be associated with infection of zoonotic pathogens in humans. This paper assesses the predictive value of the presence of Campylobacter spp. in broiler chicken flocks when animal-based measures related to footpad dermatitis, hock burns, body lesions and arthritis are identified under commercial conditions (high density). The study population included 32 flocks analysed on farm and at slaughter, slaughtered between April and August 2008 in six different slaughter plants in Brittany, France. Welfare and health indicators are those indicated by the European legislation and sampling was carried out in the framework of the European baseline survey on the prevalence of Campylobacter in broiler chicken. Caecal contents, sampled both on farm and at slaughter, and carcass skin samples from the neck and breast at slaughter, were investigated for the presence of Campylobacter spp. Logistic models/classification trees were used to estimate the probability of the presence (or absence) of a specific foodbome pathogen in a flock based on specific animal-based measures (or combinations of measures) in order to study the potential relationship between welfare indicators and foodbome pathogen prevalence/incidence levels. On farm, flocks with more than 25% animals with severe lesions on between 25 and 50% of the footpad are predicted to be Campylobacter-positive whereas flocks where less than 13 individuals have arthritis are predicted to be Campylobacter-negative. The error rate on farm and at slaughter was 10 and 4% respectively indicating good predicting abilities. A poor welfare environment may result in stress, which reduces chicken immunocompetence making them more susceptible to Campylobacter spp. An infection with Campylobacter spp may lead to impaired defence and susceptibility to other pathogens which may result in greater intestinal excretion. Poor welfare and high growing rate lead to digestive troubles that lead to litter humidity. Litter humidity that, among other things, causes footpad dermatitis may also influence the horizontal transmission of the Campylobacter spp. infection due to the normal coprophagic behaviour of poultry. Reducing welfare problems by a better management of rearing conditions would not only improve broiler welfare, but it would also decrease the risks of Campylobacter contamination, of carcass condemnations and of economic loss for the poultry industry.

Human-elephant conflicts (HEC) in Asian elephant (Elephas maximus) range countries have been increasing during the past half-century and are a major conservation issue for governments. Research suggests studying the spatio-temporal behavioural patterns of E. maximus could indicate behavioural preferences and help mitigate such conflicts. These behavioural preferences could be influenced by factors such as seasonal and lunar cycles, and habitat type. This study aims to determine at what degree these influencing factors are driving E. maximus behaviour and HEC. Considering previous studies on seasonal and lunar cycles and habitat utilisation affecting E. maximus' behaviour and HEC it asks; How do these factors influence E. maximus behaviour and HEC events? Considering these factors, are there any correlations between HEC events and behaviour observed within an adjacent protected forest complex? HEC event data was obtained from the Wang Mee district; a community adjacent to a protected area, the Dong Phayayen – Khao Yai – forest complex in Thailand. This community has undergone increasing HEC in recent years. The data was analysed to identify the effects of the aforementioned factors on HEC frequency. Furthermore, camera trap data within the forest complex are also utilised to analyse the effects of these factors on behaviour, such as changes in the observations of E. maximus' mean distance to forest borders and habitat utilisation measured with relative abundance index (RAI). Analysis of data indicates a significant correlation between lunar and seasonal cycles and HEC events. HEC events were greater during hot and monsoon compared with the cold season. The RAI of E. maximus observations at forest borders were also significantly higher during hot season when compared to RAI at greater distances. First and last quarter moon phases indicated a significant increase in HEC in general. Seasonal and lunar cycles also determined the selection of mixed deciduous forest habitats, indicating a general increase in utilisation during the cold season. Utilisation during the cold season also varied greatly depending on the lunar cycle – increasing during the first quarter and lowest during full moon phases, indicating high variability. The results indicate that studying habitat selection preferences and seasonal and lunar cycles are important factors for park and HEC managers when mitigating conflicts. By understanding E. maximus' behaviour and habitat needs managers can better plan for effective management and HEC mitigation.

Avhandlingen behandlar idén om medarbetarskap med utgångspunkt från hur begreppet medarbetarskap tolkas och används. Syftet är att öka kunskapen kring idén och hur den tar sig uttryck i organisationers praktik. I den teoretiska referensramen har nyinstitutionell teori integrerats med teorier kring lärande och implementering. Strukturen i analysen utgörs av en metafor som behandlar hur populära idéer reser in i och genom organisationer. Centrala begrepp i tolkningen av vad som sker i mötet mellan idé och subjekt vid de olika anhalterna på resan är översättning, lärande och ömsesidig anpassning. Studien har genomförts i form av fallstudier vid ett statligt bolag och vid ett landsting där medarbetarskapsprogram bedrivits. Resultaten grundar sig huvudsakligen på intervjuer, vilka kompletterats med observationer och dokumentstudier. Resultaten visar att det skett en ömsesidig anpassning mellan idé och subjekt vid den studerade enheten i landstinget med ökad delaktighet, förståelse för varandra och ett förbättrat arbetsklimat som följd. Idén integrerades i hög grad i den vardagliga verksamheten. Vid det statliga bolaget passerade idén förbi utan några större bestående avtryck i de studerade grupperna och idén integrerades inte i den ordinarie verksamheten. Resultaten kan förstås med grund i hur programmen genomförts tolkat utifrån lärandeteorier och olika perspektiv på implementering. Genomförandet i det statliga bolaget kännetecknades av central styrning och snäva frihetsgrader vad gäller form och innehåll för medarbetarskapsutvecklingen. Vid landstinget var däremot behoven vid de lokala enheterna en grundläggande utgångspunkt för inriktningen på medarbetarskapsutvecklingen där delaktighet i idéutvecklingen och genomförandet av programmet var en ledstjärna. I översättningen av idén om medarbetarskap i ord finns skiljelinjen mellan personer på olika nivåer i organisationen, snarare än mellan organisationerna. Medarbetare vid enheterna ser medarbetarskapsbegreppet i första hand som ett kollektivt begrepp, där gruppens funktion är i centrum, medan de som representerar organisationsnivån i större utsträckning betonar individens ansvar och agerande. Vilket perspektiv och vilka intressen individen har ser ut att ha betydelse för hur idén uppfattas. Vidare kan den spridning och det genomslag som idén om medarbetarskap fått i svenskt arbetsliv, förstås utifrån dess samstämmighet med tidsandan och den generella utvecklingen som skett i samhälle och arbetsliv. ; The aim of this thesis is to increase knowledge of the idea of co-workership and how it is manifested in the practice of organizations. The point of departure is how the concept of co-workership is interpreted and used. The theoretical framework is based on an integration between new institutional theory and theories about learning and implementation. The starting point of the analysis is a metaphor about popular ideas travelling into and through organizations. Central concepts are learning, translation and mutual adaptation. The study is based on a qualitative case study with two cases, a county council and a state-owned company, where co-workership programs have been implemented. The empirical material consists mainly of interviews. In addition observations and document studies have been used. The results indicate that a mutual adaptation between idea and operation occurred in the studied unit in the county council, with consequences in the daily work, while the idea passed without any lasting impressions at the unit level in the state-owned company. These findings may be understood in terms of how the co-workership program was implemented, interpreted through theories of learning and implementation. The co-workership development in the county council was characterized by employee participation in identifying needs and choice of areas of work as well as a high level of integration in the daily operations. In the studied groups in the state-owned company, the employees did not participate in the planning, and the co-workership program was not actively integrated into daily operations. Hence, there were not the same opportunities for a mutual adaptation between idea and operation as we found in the unit at the county council. In translating the idea into words, differences were found mainly between people at different levels in the organizations. At the organizational level co-workership was viewed as an individual concept emphasizing the responsibility and actions of the individual. Employees in the studied units, on the other hand, mainly expressed co-workership as a collective concept, focusing on the team and how it functions. The interpretation of the concept seems to be connected to the perspective of different parties within the organizations. Furthermore, the spread and the popularity of the idea of co-workership in Swedish working life can be understood in terms of the ideas correspondence with the current zeitgeist, and in relation to the general development going on in society and working life.

Avhandlingen behandlar idén om medarbetarskap med utgångspunkt från hur begreppet medarbetarskap tolkas och används. Syftet är att öka kunskapen kring idén och hur den tar sig uttryck i organisationers praktik. I den teoretiska referensramen har nyinstitutionell teori integrerats med teorier kring lärande och implementering. Strukturen i analysen utgörs av en metafor som behandlar hur populära idéer reser in i och genom organisationer. Centrala begrepp i tolkningen av vad som sker i mötet mellan idé och subjekt vid de olika anhalterna på resan är översättning, lärande och ömsesidig anpassning. Studien har genomförts i form av fallstudier vid ett statligt bolag och vid ett landsting där medarbetarskapsprogram bedrivits. Resultaten grundar sig huvudsakligen på intervjuer, vilka kompletterats med observationer och dokumentstudier. Resultaten visar att det skett en ömsesidig anpassning mellan idé och subjekt vid den studerade enheten i landstinget med ökad delaktighet, förståelse för varandra och ett förbättrat arbetsklimat som följd. Idén integrerades i hög grad i den vardagliga verksamheten. Vid det statliga bolaget passerade idén förbi utan några större bestående avtryck i de studerade grupperna och idén integrerades inte i den ordinarie verksamheten. Resultaten kan förstås med grund i hur programmen genomförts tolkat utifrån lärandeteorier och olika perspektiv på implementering. Genomförandet i det statliga bolaget kännetecknades av central styrning och snäva frihetsgrader vad gäller form och innehåll för medarbetarskapsutvecklingen. Vid landstinget var däremot behoven vid de lokala enheterna en grundläggande utgångspunkt för inriktningen på medarbetarskapsutvecklingen där delaktighet i idéutvecklingen och genomförandet av programmet var en ledstjärna. I översättningen av idén om medarbetarskap i ord finns skiljelinjen mellan personer på olika nivåer i organisationen, snarare än mellan organisationerna. Medarbetare vid enheterna ser medarbetarskapsbegreppet i första hand som ett kollektivt begrepp, där gruppens funktion är i centrum, medan de som representerar organisationsnivån i större utsträckning betonar individens ansvar och agerande. Vilket perspektiv och vilka intressen individen har ser ut att ha betydelse för hur idén uppfattas. Vidare kan den spridning och det genomslag som idén om medarbetarskap fått i svenskt arbetsliv, förstås utifrån dess samstämmighet med tidsandan och den generella utvecklingen som skett i samhälle och arbetsliv. ; The aim of this thesis is to increase knowledge of the idea of co-workership and how it is manifested in the practice of organizations. The point of departure is how the concept of co-workership is interpreted and used. The theoretical framework is based on an integration between new institutional theory and theories about learning and implementation. The starting point of the analysis is a metaphor about popular ideas travelling into and through organizations. Central concepts are learning, translation and mutual adaptation. The study is based on a qualitative case study with two cases, a county council and a state-owned company, where co-workership programs have been implemented. The empirical material consists mainly of interviews. In addition observations and document studies have been used. The results indicate that a mutual adaptation between idea and operation occurred in the studied unit in the county council, with consequences in the daily work, while the idea passed without any lasting impressions at the unit level in the state-owned company. These findings may be understood in terms of how the co-workership program was implemented, interpreted through theories of learning and implementation. The co-workership development in the county council was characterized by employee participation in identifying needs and choice of areas of work as well as a high level of integration in the daily operations. In the studied groups in the state-owned company, the employees did not participate in the planning, and the co-workership program was not actively integrated into daily operations. Hence, there were not the same opportunities for a mutual adaptation between idea and operation as we found in the unit at the county council. In translating the idea into words, differences were found mainly between people at different levels in the organizations. At the organizational level co-workership was viewed as an individual concept emphasizing the responsibility and actions of the individual. Employees in the studied units, on the other hand, mainly expressed co-workership as a collective concept, focusing on the team and how it functions. The interpretation of the concept seems to be connected to the perspective of different parties within the organizations. Furthermore, the spread and the popularity of the idea of co-workership in Swedish working life can be understood in terms of the ideas correspondence with the current zeitgeist, and in relation to the general development going on in society and working life.