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Ear, nose and throat assessment: history taking and examination of the ear.
No full textEar, nose and throat (ENT) symptoms are frequently encountered in community settings, particularly among older adults, children and those with chronic conditions. Nurses and other primary care professionals increasingly deliver advanced-level care in the community, and advanced ENT competence is essential for safe, timely, and effective decision-making. This series provides practical guidance to support health professionals to manage common otological presentations independently, facilitating early recognition of red flags, appropriate referral and evidence-based management
Frontline Managers' Calling, Balancing Act in HR Implementation, and Team Performance: An Empirical Examination
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Uchronia
No full textUchronia is a psychedelic docu-essay inspired by Arthur Rimbaud's visionary poem 'Une Saison En Enfer'. Rimbaud's ghost travels through history to encounter revolutionaries and queer freaks
Becoming an academic: professional identity development of dance lecturers in UK Higher education
No full textThe Effectiveness of A 10-Week Concurrent Strength and Endurance Training Programme Upon the Physical Readiness of Trained British Army Soldiers
No full textNevin, J, Suffield, C, Mutch, S, Glass, M, Sadler, S, Mclay, W, Coonan, L, Glass, M, Sadler, S, Penver, R, and Beckingham, J. The effectiveness of a 10-week concurrent strength and endurance training program on the physical readiness of trained British Army soldiers. J Strength Cond Res 40(2): e189–e196, 2026—The aim of this study was to investigate the efficacy of a 10-week concurrent strength and endurance training program in comparison with traditional military physical training (PT) practices on the physical readiness of trained British Army personnel. Forty-eight, fully trained British Army infantry soldiers (men: n = 45; women: n = 3) were randomly assigned into either an experimental or control group. Baseline and post-testing measures included body mass, standing broad jump, seated medicine ball throw, 1 repetition maximum (1RM) hex bar deadlift, 100-m shuttle run, pull-ups, and 2-km run. Subjects in the experimental group followed a 10-week concurrent strength and endurance training program based on a block periodization model, whereas subjects in the control group completed a 10-week program based on traditional military PT practices (i.e., circuit training, steady-state running). Results indicated a greater effect size in all measures in the experimental group than in the control group with a significant ( p < 0.001) improvement observed in 1RM hex bar deadlift and pull-up performance. Findings from this study demonstrate that a concurrent training program based on a block periodization model elicits superior improvements in certain components of physical than traditional military PT practices. However, data suggest that a greater frequency and/or volume of endurance training may be required to elicit improvements in aerobic capacity. As such, it is recommended that warfighters conduct at least 2 strength and 2 endurance training sessions per week in addition to occupational task-specific training
Creating reliable people data : advancing HR through structured quality-management practices
No full textThis case study investigates how Human Resource (HR) data quality can be enhanced within a multi-system environment by applying the DMAIC (Define-Measure-Analyse-Improve-Control) framework to key workforce disclosure requirements under the European Sustainability Reporting Standards S1 Own Workforce standard. HR data are widely recognised in the literature as fragmented, inconsistently governed and shaped by human-centred processes rather than stable transactional systems, which limits their reliability for both analytics and organisational decision making. These challenges are particularly pronounced in knowledge-intensive service organisations, where decentralised routines, limited automation and heterogeneous tools make data quality difficult to stabilise at scale.
Drawing on five metrics within a Nordic IT services firm, the study identifies recurring structural hindrances such as manual oversight, fragmented lineage, semantic inconsistency, unstructured text fields and external-input dependencies, and traces each metric through the DMAIC cycle. The findings demonstrate that workflow design, shared definitions and governance routines are more decisive for data reliability than the choice of system alone. Analytical techniques (rule-based lexicons and logistic regression) are shown to supplement governance controls, but only when upstream processes are sufficiently stable.
The study contributes theoretically by expanding empirical understanding of HR data quality at the process level, a domain where peer reviewed research remains sparse due to sensitivity and access constraints. It also offers sector-specific value for service-based organisations that rely on hybrid digital workflows and human-mediated capture. Practically, the research provides a methodological blueprint for integrating governance and analytics and delivers actionable insights for building repeatable, auditable workforce reporting pipelines
„Maður hefur bara svo ógeðslega mikla trú á hugmyndinni“ Tækifæri og áskoranir hringrásarfrumkvöðla á Íslandi
No full textRannsóknin fjallar um íslenska hringrásarfrumkvöðla og upplifun þeirra á stöðu innleiðingar hringrásarhagkerfis á Íslandi. Markmiðið er að greina tækifæri og áskoranir sem þessir frumkvöðlar standa frammi fyrir og upplifun þeirra á vistkerfi frumkvöðla.
Rannsóknin var framkvæmd með eigindlegri aðferðafræði og byggir á níu hálfopnum viðtölum við tíu frumkvöðla sem hafa komið hugmyndum sínum í framkvæmd innan hringrásarhagkerfisins. Viðtölin fóru fram bæði í persónu og í gegnum fjarfundarbúnað, voru hljóðrituð og afrituð orðrétt. Gögnin voru greind með eigindlegri innihaldsgreiningu þar sem leitað var að þemum og mynstrum sem tengdust rannsóknarspurningum um innleiðingu hringrásarhagkerfisins og upplifun frumkvöðla af vistkerfi frumkvöðla á Íslandi.
Niðurstöður sýna að innleiðing hringrásarhagkerfisins er á byrjunarstigi enda kerfislega flókin. Skortur er á samhæfingu, raunverulegum hvötum og breytingum á hegðun, innviðum og regluverki, þrátt fyrir aukna vitund og stefnumótun. Vistkerfi frumkvöðla er bæði hvetjandi og hamlandi. Aðgengi að styrkjum, tengslaneti og faglegum stuðningi styður við velgengni, en flókið regluverk, ófyrirsjáanleiki og ósamræmi í stuðningi draga úr stöðugleika fyrirtækjanna. Innri hvatar, persónulegur drifkraftur, félagsleg tengsl og seigla reynast lykilþættir í áframhaldandi starfsemi. Frumkvöðlarnir leggja áherslu á mikilvægi endurhönnunar ferla, breytinga á neysluhegðun og langtímaverðmætasköpun fremur en einungis tæknilegu nýnæmi eða hröðum vexti.
Rannsóknin hefur skýra hagnýta þýðingu fyrir stefnumótendur, stuðningsaðila og frumkvöðla. Niðurstöðurnar benda til þess að heildræn stefnumótun sem byggir á samhæfingu kerfa, stuðningi við rekstrarhæfi frumkvöðla, óformlegu tengslaneti og félagslegum stuðningi geti aukið líkur á varanlegri og sjálfbærri nýsköpun innan hringrásarhagkerfisins á Íslandi. Enn fremur undirstrikar rannsóknin mikilvægi þess að meta árangur frumkvöðla út frá margþættri verðmætasköpun og langtíma- og samfélagslegum áhrifum fremur en skammtíma fjárhagslegum ávinningi
Understanding gaps in attendance management : employee perceptions versus HR intentions at Reykjavíkurborg
No full textThis research examines how the city of Reykjavík’s attendance management policy is implemented in practice and how employees perceive its fairness, clarity, and supportiveness. Using a mixed-methods case study design, data were collected from an employee questionnaire and semi-structured interviews with managers within one department. The analysis was then informed by the intended–actual–perceived HR practices framework and attribution theory. The findings showed that although the policy is well-defined, its implementation varied across managers, particularly in how consistently procedures were communicated and applied. Employees generally reported supportive relationships in their work environment but had limited awareness of the policy itself, suggesting that interpersonal interactions shaped perceptions more strongly than written guidelines. Additionally, support was more strongly associated with clarity, flexibility, and job satisfaction than communication. Overall, the results highlighted a misalignment between HR’s intended goals and employee perceptions, shaped by uneven communication and managerial discretion. While restricted to one department, the study illustrates common challenges in translating standardized HR policies into consistent day-to-day practice and points to the importance of clearer communication and strengthened managerial support
„Hvorugt er rangt og hvorugt er réttara en hitt“: Um kynhlutlaust mál á RÚV
No full textKynhlutlaust mál og notkun þess á RÚV er umfjöllunarefni þessarar ritgerðar. Fjallað verður um beygingarformdeildina kyn og umræðu fræðimanna og almennings um kynhlutlaust mál. Sú umræða hefur aukist síðustu ár og sífellt fleiri tileinka sér þessa nýjung í máli. Hennar hefur meðal annars gætt hjá starfsfólki RÚV og hefur það sætt töluverðri gagnrýni. Almenningur hefur miklar skoðanir á málfari á RÚV en misskilnings gætir iðulega um þær ákvarðanir sem þar eru teknar sem lúta að málfari. Meginmarkmið ritgerðarinnar er að kanna hvort RÚV ræki skyldur sínar gagnvart íslenskunni með því að leyfa starfsfólki að notast við þennan breytileika í máli, eða ekki.
Málstefna RÚV hefur tekið breytingum, þar sem hreintungustefna og forskriftarmálfræði hefur vikið fyrir auknu umburðarlyndi. Málstefnan tekur nú mið af jafnréttissjónarmiðum sem þarf að hafa í huga þegar ákvarðanir er varða tungumálið eru teknar. Þannig hefur skapast rými fyrir allskonar íslensku á RÚV. Íslensku innflytjenda, íslensku ungs fólks og íslensku þeirra sem tala tungu sem stundum stríðir gegn viðtekinni venju. Hlutverk RÚV er, samkvæmt málstefnu Ríkisútvarpsins, að leggja rækt við íslenska tungu og gera málið hæfara til að þjóna hlutverki sínu í samfélaginu. Eigi RÚV að rækja það hlutverk og gæta jafnréttissjónarmiða er stefnuleysi í stað skýrrar stefnu um kynhlutlaust mál mögulega farsælasta lausnin. Tungumál eru lifandi og taka breytingum og skýr afstaða með eða gegn kynhlutleysi í máli breytir seint þeirri þróun