840 research outputs found
Gåden Hedda
No full textElin Andersen præsenterer og karakteriserer fire helt aktuelle og meget forskellige nyopsætninger fra foråret 2006 – Terje Mærlis Hedda Gabler på Aalborg Teater, Peter Langdals Hedda på Betty Nansen teatret, Stefan Kimmigs Hedda Gabler på Thalia teatret i Hamburg og Thomas Ostermeiers på Schaubühne am Leniner Platz i Berlin. Andersen benytter sammenligningen af disse forestillinger til at diskutere den mystiske Heddas gådefulde appel. 
Naturen som mantra: Om den første danske teaterkritik
No full textEssay af Elin Andersen, hvor hun kaster et blik på den første danske teaterkritiker Peder Rosenstand-Goiske, der inspireret af Riccoboni og Lessings ønske om naturlighed på scenen fremprovokerede voldsomme reaktioner med sine kritiske teater i sin Dramatikse Journal
Postavantgarde & postmarxisme: Anmeldelse af Henrik Kaare Nielsen og Karen-Margrethe Simonsen (red.): Æstetik og Politik - analyser af politiske potentialer i samtidskunsten (Klim 2008)
No full textElin Andersens reflekterede og kritiske læsning af Henrik Kaare Nielsen og Karen-Margrethe Simonsens antologi: Æstetik og Politik - analyser af politiske potentialer i samtidskunsten (Klim 2008
On the road from low to high-value care: Designing, implementing and evaluating a pilot intervention to reduce low-value imaging in Norway
No full textBackground
The use of diagnostic imaging that does not contribute to improving patient health may be considered low value. Such examinations may result in delays for appropriate care and constitute potential risks in terms of false positives/negatives, incidental findings of unclear significance, and adverse effects from pharmaceuticals when such are used. Consequently, the use of low-value imaging constitutes a risk to patient safety and represents poor use of common health resources. It is therefore important to reduce the use of low-value imaging in order to free resources that can then be allocated to high-value examinations.
Aim
The overall aim of this thesis was to gain knowledge about low-value radiological services and about how the use of such services can be reduced. This was done by identifying factors that influence the use of low-value imaging, and leveraging this knowledge in order to design, implement and evaluate a targeted pilot intervention for reducing specific low-value imaging examinations in private imaging centres in Norway.
Methods
This multi-method study used both quantitative and qualitative methods. The thesis is built upon three studies containing four papers. In addition, the pilot intervention was designed and implemented based on existing knowledge (including findings from Study 1 and Study 2) and stakeholder discussions.
In Study 1, register data for all outpatient imaging examinations conducted in 2019 within the catchment area of Vestre Viken Hospital Trust (VVHT) was gathered from the Norwegian Health Economics Administration (HELFO) and directly obtained from private imaging centres. The data was analysed to assess the utilisation of imaging. Referrer identification codes were collected to enable the assessment of referral practice, and referrers with high referral rates were categorised into high and super-referrers. Access to imaging services was calculated by estimating the travel distance (kilometres and driving time in minutes) from the patient municipality centre to the nearest MRI facility, using Google Maps. The data was mainly analysed descriptively.
Individual interviews were used for the collection of data on drivers for low-value imaging utilisation and suitable measures to reduce the use of low-value imaging in Norway (Study 2). There were 27 participants, consisting of radiologists, radiographers, managers, hospital clinicians, general practitioners (GPs) and government representatives. Framework analysis was used to analyse data.
The pilot intervention was designed based on findings from Study 1 and Study 2, in addition to other relevant literature. The foundation for the design was discussed in several rounds with an expert panel and an advisory board. The imaging procedures assessed as candidates for targeting in the intervention were selected based on stakeholder perceptions on value, available guidelines, volume, resource utilisation and possibilities to make a change.
The pilot intervention was evaluated in Study 3 by using individual interviews conducted with seven healthcare providers, including two radiologists, two radiographers, one manual therapist, one practice consultant and one GP. The data was analysed in line with qualitative content analysis with a deductive approach.
Main findings
The thesis demonstrated that 42% of all MRIs performed in the catchment area of VVHT were of the head, lower-back or knee, the use of which could potentially be recommended against in the Norwegian Choosing Wisely campaign. Although 2.3% of referrers were identified as high-referrers, referrers’ experience and access to imaging did not influence the use of potential low-value imaging.
Factors contributing to the utilisation of low-value imaging in Norway were found across all levels of the healthcare system, working simultaneously and synergistically, and are categorised as organisational or individual drivers. Consequently, strategies to diminish the use of low-value imaging should be implemented across all levels of the healthcare service.
This thesis underscores the fact that reducing low-value imaging in the Norwegian setting is a complex task. However, this thesis provides a specific example of how to design a context-sensitive, evidence-based intervention to reduce the use of low-value imaging. The intervention consisted of a standardised procedure for referral assessment, a standardised return letter to referrers and an information campaign. The pilot intervention was deemed to be feasible, acceptable and appropriate among relevant stakeholders.
Implications
On an overarching level, this thesis identified changes to three aspects that should be considered when aiming to reduce the use of low-value imaging in Norway: the healthcare system, the support systems for healthcare providers, and the behaviour of individual patients and healthcare providers.Fulltext not availabl
”ger du mig lov att skriva en roman om dig?” Elin Wägners Genomskådad – Hemlighetsfull och den kvinnliga bildningsromanen
No full textPeter Forsgren, Departement of Film and Literature, Linnaeus University “do you give me permission to write a novel about you?”: Elin Wägner’s Unmasked – Secretive and the women writers’ Bildungsroman (“ger du mig lov att skriva en roman om dig?” Elin Wägners Genomskådad – Hemlighetsfull och den kvinnliga bildningsromanen) This article analyzes Elin Wägner’s autobiographical twin novel Genomskådad—Hemlighetsfull (Unmasked—Secretive), published 1937–38, by placing it in the tradition of women writers’ Bildungsroman. The aim of the author was to describe her own development as a feminist from the early 20th century to the 1930’s and at the same time the history of women liberation movement during the same period. In contrast to the traditional Bildungsroman and the ideal of harmony between the hero and the society in the end, the women writers’ Bildungsroman explores the injustices of the patriarchal society and at the same time the need for a new kind of society that brings women freedom and possibilities to develop themselves, something that gives these novels utopian qualities. As the analysis shows, the character Ethel bears many similarities with the young Elin Wägner, while the main character and narrator, Agnes, who is radicalized by World War I, step by step develops a feminism that the author embraced by the time the twin novel was written. This was a feminism inspired by ideas of matriarchy which underlined the importance of peace, not only between nations but also between man and nature. A third part of this autobiographical Bildungsroman was planned, but instead Elin Wägner wrote Väckarklocka (Alarm Clock), published 1941. This book became the author’s testament and in it she discusses the three main themes in her authorship: women, peace and the environment. In Väckarklocka Elin Wägner speaks with a strong personal voice in the manner defined by Susan Snaider Lanser, and the twin novel can be read as a story about how this voice was developed and why
”ger du mig lov att skriva en roman om dig?” Elin Wägners Genomskådad – Hemlighetsfull och den kvinnliga bildningsromanen
No full textPeter Forsgren, Departement of Film and Literature, Linnaeus University “do you give me permission to write a novel about you?”: Elin Wägner’s Unmasked – Secretive and the women writers’ Bildungsroman (“ger du mig lov att skriva en roman om dig?” Elin Wägners Genomskådad – Hemlighetsfull och den kvinnliga bildningsromanen) This article analyzes Elin Wägner’s autobiographical twin novel Genomskådad—Hemlighetsfull (Unmasked—Secretive), published 1937–38, by placing it in the tradition of women writers’ Bildungsroman. The aim of the author was to describe her own development as a feminist from the early 20th century to the 1930’s and at the same time the history of women liberation movement during the same period. In contrast to the traditional Bildungsroman and the ideal of harmony between the hero and the society in the end, the women writers’ Bildungsroman explores the injustices of the patriarchal society and at the same time the need for a new kind of society that brings women freedom and possibilities to develop themselves, something that gives these novels utopian qualities. As the analysis shows, the character Ethel bears many similarities with the young Elin Wägner, while the main character and narrator, Agnes, who is radicalized by World War I, step by step develops a feminism that the author embraced by the time the twin novel was written. This was a feminism inspired by ideas of matriarchy which underlined the importance of peace, not only between nations but also between man and nature. A third part of this autobiographical Bildungsroman was planned, but instead Elin Wägner wrote Väckarklocka (Alarm Clock), published 1941. This book became the author’s testament and in it she discusses the three main themes in her authorship: women, peace and the environment. In Väckarklocka Elin Wägner speaks with a strong personal voice in the manner defined by Susan Snaider Lanser, and the twin novel can be read as a story about how this voice was developed and why
”ger du mig lov att skriva en roman om dig?” Elin Wägners <em>Genomskådad – Hemlighetsfull</em> och den kvinnliga bildningsromanen [Elektronisk resurs]
No full textPeter Forsgren, Departement of Film and Literature, Linnaeus University “do you give me permission to write a novel about you?”: Elin Wägner’s Unmasked – Secretive and the women writers’ Bildungsroman (“ger du mig lov att skriva en roman om dig?” Elin Wägners Genomskådad – Hemlighetsfull och den kvinnliga bildningsromanen) This article analyzes Elin Wägner’s autobiographical twin novel Genomskådad—Hemlighetsfull (Unmasked—Secretive), published 1937–38, by placing it in the tradition of women writers’ Bildungsroman. The aim of the author was to describe her own development as a feminist from the early 20th century to the 1930’s and at the same time the history of women liberation movement during the same period. In contrast to the traditional Bildungsroman and the ideal of harmony between the hero and the society in the end, the women writers’ Bildungsroman explores the injustices of the patriarchal society and at the same time the need for a new kind of society that brings women freedom and possibilities to develop themselves, something that gives these novels utopian qualities. As the analysis shows, the character Ethel bears many similarities with the young Elin Wägner, while the main character and narrator, Agnes, who is radicalized by World War I, step by step develops a feminism that the author embraced by the time the twin novel was written. This was a feminism inspired by ideas of matriarchy which underlined the importance of peace, not only between nations but also between man and nature. A third part of this autobiographical Bildungsroman was planned, but instead Elin Wägner wrote Väckarklocka (Alarm Clock), published 1941. This book became the author’s testament and in it she discusses the three main themes in her authorship: women, peace and the environment. In Väckarklocka Elin Wägner speaks with a strong personal voice in the manner defined by Susan Snaider Lanser, and the twin novel can be read as a story about how this voice was developed and why.</p
Motstånd i förändringsprocesser : En studie om organisatoriska påverkansfaktorer
No full textSammanfattning Titel: Motstånd i förändringsprocesser. En studie om organisatoriska påverkansfaktorer. Nivå: Examensarbete på grundnivå (kandidatexamen), i ämnet företagsekonomi. Författare: Elin Pajuvirta och Elin Yttersted Handledare: Svante Brunåker Datum: 2024-Januari Syfte: Syftet med denna studie är att undersöka hur organisatoriska faktorer kan tänkas påverka anställdas benägenhet till att inte vilja acceptera och delta i förändringsprocesser. Metod: Studien utgår från en kvalitativ forskningsmetod med ett abduktivt synsätt. Det empiriska materialet har samlats in genom semistrukturerade intervjuer med 12 respondenter. Studieobjektet är en organisation inom vårdbemanning, som under år 2022 genomgått ett företagsförvärv, vilket är studiens undersökta förändringsprocess. Resultat & slutsats: Studiens resultat visar att organisatoriska faktorer såsom ledarskap, företagskultur och kommunikation har påverkan på anställdas förändringsvilja. Organisationen har genom öppen kommunikation varit mer framgångsrik vid implementeringen av förändringen. Samtidigt finner studien att de anställda blir motiverade till förändringsprocessen vid öppen företagskultur där ledarna har fokus på att göra de anställda delaktiga i förändringen. Anställda är mer benägna att acceptera och delta i förändringsprocessen när det sker ett samspel mellan de organisatoriska faktorerna: företagskultur, ledarskap och kommunikation.Företagskultur, ledarskap och kommunikation kan användas som ett verktyg för organisationer att motivera anställda om motstånd föreligger.Motstånd bör beaktas som ett verktyg för organisationer att förbättra processen genom att iaktta de utmaningar som uppkommer i samband med förändringsprocesser. Examensarbetets bidrag: Studien bidrar med en förståelse för motstånd som ett nödvändigt fenomen som organisationer inte bör sträva efter att eliminera totalt. Förslag till fortsatt forskning: Vidare forskning kan å ena sidan undersöka individuella faktorer för att se hur dessa kan tänkas påverka medarbetarnas benägenhet till att delta i förändringsprocesser, där fokuset ligger på individers personligheter, erfarenheter och förutsättningar. Vidare forskningen kan å andra sidan undersöka chefers ledarskapsstilar och dess olikheter för att tydliggöra mönster mellan ledarskapet och individers acceptans till förändring. Nyckelord: Motstånd, Organisatorisk förändring, Motivation.Abstract Titel: Resistance in change processes. A study on organizational influencing factors Level: Bachelor's thesis Author: Elin Pajuvirta and Elin Yttersted Supervisor: Svante Brunåker Date: 2024-January Aim: The purpose of this study is to investigate how the organizational factors may affect employees' propensity to not want to accept and participate in change processes. Method: The study is based on a qualitative research method with an abductive approach. The empirical material has been collected through semi-structured interviews with 12 respondents. The object of study is an organization in healthcare staffing, which in 2022 underwent a company acquisition, which is the study's investigated change process. Result & conclusion: The results of the study show that organizational factors such as leadership, corporate culture and communication have an impact on employees' willingness to change. Through open communication, the organization has been more successful in implementing changes. At the same time, the study finds that the employees are motivated to the change process in an open corporate culture where the leaders focus on making the employees participate in the change. Employees are more likely to accept and participate in the change process when there is an interaction between the organizational factors: corporate culture, leadership and communication.Corporate culture, leadership and communication can be used as a tool for organizations to motivate employees if resistance exists.Resistance should be considered as a tool for organizations to improve the process by observing the challenges that arise in connection with change processes. Contribution of the thesis: The study contributes with an understanding of the fact that resistance is a necessary phenomenon that organizations should not strive to eliminate completely. Suggestions for future research: The conclusion of the study is that organizational factors such as corporate culture and leadership are important for organizations to successfully implement changes. Where communication, as an organizational factor, has a greater role in ensuring that the implementation of the change process does not fail. A further conclusion is that corporate culture, leadership and communication can be used as a tool for organizations to motivate employees if resistance exists. Keywords: Resistance to change (RTC), Organizational Change, Motivation
Motstånd i förändringsprocesser : En studie om organisatoriska påverkansfaktorer
No full textSammanfattning Titel: Motstånd i förändringsprocesser. En studie om organisatoriska påverkansfaktorer. Nivå: Examensarbete på grundnivå (kandidatexamen), i ämnet företagsekonomi. Författare: Elin Pajuvirta och Elin Yttersted Handledare: Svante Brunåker Datum: 2024-Januari Syfte: Syftet med denna studie är att undersöka hur organisatoriska faktorer kan tänkas påverka anställdas benägenhet till att inte vilja acceptera och delta i förändringsprocesser. Metod: Studien utgår från en kvalitativ forskningsmetod med ett abduktivt synsätt. Det empiriska materialet har samlats in genom semistrukturerade intervjuer med 12 respondenter. Studieobjektet är en organisation inom vårdbemanning, som under år 2022 genomgått ett företagsförvärv, vilket är studiens undersökta förändringsprocess. Resultat & slutsats: Studiens resultat visar att organisatoriska faktorer såsom ledarskap, företagskultur och kommunikation har påverkan på anställdas förändringsvilja. Organisationen har genom öppen kommunikation varit mer framgångsrik vid implementeringen av förändringen. Samtidigt finner studien att de anställda blir motiverade till förändringsprocessen vid öppen företagskultur där ledarna har fokus på att göra de anställda delaktiga i förändringen. Anställda är mer benägna att acceptera och delta i förändringsprocessen när det sker ett samspel mellan de organisatoriska faktorerna: företagskultur, ledarskap och kommunikation.Företagskultur, ledarskap och kommunikation kan användas som ett verktyg för organisationer att motivera anställda om motstånd föreligger.Motstånd bör beaktas som ett verktyg för organisationer att förbättra processen genom att iaktta de utmaningar som uppkommer i samband med förändringsprocesser. Examensarbetets bidrag: Studien bidrar med en förståelse för motstånd som ett nödvändigt fenomen som organisationer inte bör sträva efter att eliminera totalt. Förslag till fortsatt forskning: Vidare forskning kan å ena sidan undersöka individuella faktorer för att se hur dessa kan tänkas påverka medarbetarnas benägenhet till att delta i förändringsprocesser, där fokuset ligger på individers personligheter, erfarenheter och förutsättningar. Vidare forskningen kan å andra sidan undersöka chefers ledarskapsstilar och dess olikheter för att tydliggöra mönster mellan ledarskapet och individers acceptans till förändring. Nyckelord: Motstånd, Organisatorisk förändring, Motivation.Abstract Titel: Resistance in change processes. A study on organizational influencing factors Level: Bachelor's thesis Author: Elin Pajuvirta and Elin Yttersted Supervisor: Svante Brunåker Date: 2024-January Aim: The purpose of this study is to investigate how the organizational factors may affect employees' propensity to not want to accept and participate in change processes. Method: The study is based on a qualitative research method with an abductive approach. The empirical material has been collected through semi-structured interviews with 12 respondents. The object of study is an organization in healthcare staffing, which in 2022 underwent a company acquisition, which is the study's investigated change process. Result & conclusion: The results of the study show that organizational factors such as leadership, corporate culture and communication have an impact on employees' willingness to change. Through open communication, the organization has been more successful in implementing changes. At the same time, the study finds that the employees are motivated to the change process in an open corporate culture where the leaders focus on making the employees participate in the change. Employees are more likely to accept and participate in the change process when there is an interaction between the organizational factors: corporate culture, leadership and communication.Corporate culture, leadership and communication can be used as a tool for organizations to motivate employees if resistance exists.Resistance should be considered as a tool for organizations to improve the process by observing the challenges that arise in connection with change processes. Contribution of the thesis: The study contributes with an understanding of the fact that resistance is a necessary phenomenon that organizations should not strive to eliminate completely. Suggestions for future research: The conclusion of the study is that organizational factors such as corporate culture and leadership are important for organizations to successfully implement changes. Where communication, as an organizational factor, has a greater role in ensuring that the implementation of the change process does not fail. A further conclusion is that corporate culture, leadership and communication can be used as a tool for organizations to motivate employees if resistance exists. Keywords: Resistance to change (RTC), Organizational Change, Motivation
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