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Thematische Bibliographien / AI in Workforce Management / Dissertationen

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Dissertationen zum Thema „AI in Workforce Management“

Autor: Grafiati

Veröffentlicht am 7. Juni 2025

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1

De, Silva Maduwage. "Dental workforce planning in Sri Lanka." Thesis, University of Southampton, 2012. https://eprints.soton.ac.uk/354407/.

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Sri Lanka is a developing South Asian country which provides free education and healthcare for all its citizens. This thesis presents a policy-oriented study, partly empirical and partly modelling, whose aim was to understand dental care provision and workforce planning, at a time where Sri Lanka‟s dental health policies appear to have failed to achieve their intended results, leading to a mismatch between supply and demand, i.e. “underemployment and unemployment” of trained dental surgeons, despite an increasing need for dental care within the population. The first section of this thesis desc

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Giliberti, Lorenzo. "Workforce Optimization for a Facility Management Company." Master's thesis, Alma Mater Studiorum - Università di Bologna, 2018.

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This master thesis deals with an internship experience held in DecisionBrain, a software company based in Paris. During the 6-months experience, the candidate has been involved in the project team managing a dedicated software system, specifically tailored on a Facility Management company requirement. The tool, later called WFO, aims to supply a strategic planning support to analyze workforce requirement in a site, hence it helps to better manage facility services provision. The thesis is divided in three parts. The first chapter aims to provide a complete picture on the recently recognized Fa

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Valeva, Silviya Dimitrova. "Workforce and inventory management under uncertain demand." Diss., University of Iowa, 2017. https://ir.uiowa.edu/etd/5667.

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This thesis studies the problem of production and inventory planning for an organization facing uncertainty in demand. Specifically, we examine the problem of assigning workers to tasks, seeking to maximize profits, while taking in consideration learning through experience and stochasticity in demand. As quantitative descriptions of human learning are nonlinear, we employ a reformulation technique that uses binary and continuous variables and linear constraints. Similarly, as demand is not assumed to be known with certainty, we embed this mixed integer representation of how experience translat

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Suazo, Kïrsten N. "Effectively managing a virtual workforce." [Denver, Colo.] : Regis University, 2006. http://165.236.235.140/lib/KSuazoPartI2006.pdf.

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Desmond, Helen J. "Workforce reduction, older workers and public policy." Thesis, University of Warwick, 2002. http://wrap.warwick.ac.uk/105608/.

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This thesis explores the hypothesis that the existing statutory and regulatory framework relating to redundancy and pensions relating to redundancy and pensions encourage employers to adopt workforce reduction strategies that discriminate against older workers. In testing this thesis primary data were collected utilising a case study approach, studies being carried out at three of the Big Four high street banks to identify their workforce reduction strategies and the factors shaping them. It is argued that three main factors encourage employers to adopt workforce reduction strategies that have

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Cornelius, Avon Donnell. "Strategies for Motivating a Multigenerational Workforce." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5314.

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The multigenerational workforce creates leadership challenges for business managers, and the members of each generational group have different factors that motivate them. Failure to motivate a multigenerational workforce can lead to decreased productivity, increased absenteeism, high turnover rates, and reduced profits. The purpose of this single case study was to explore the strategies that marketing managers in a Maryland-based marketing firm use to motivate a multigenerational workforce using Maslow's hierarchy of needs theory. The study comprised 7 marketing managers who have experience mo

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Pinker, Edieal Jacob. "Model of flexible workforce management in uncertain environments." Thesis, Massachusetts Institute of Technology, 1996. http://hdl.handle.net/1721.1/10594.

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Al-Junaibi, Talal. "Management of the diverse workforce : job satisfaction among culturally diverse workforce in the United Arab Emirates." Thesis, Northumbria University, 2001. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.342840.

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Mundschenk, Martin [Verfasser]. "Strategic planning of a heterogenous workforce / Martin Mundschenk." Kiel : Universitätsbibliothek Kiel, 2010. http://d-nb.info/1019951451/34.

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10

Jones, Laurita M. "Strategies for Retaining a Multigenerational Workforce." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/3789.

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As organizations become more age diverse, some business leaders face challenges managing a multigenerational workforce. The purpose of this single case study was to explore strategies that leaders at a university in Northwest Florida implemented to retain their age-diverse workforce. The targeted population was higher education business managers who had success with retaining an age-diverse staff. The conceptual framework of the study was Herzberg's 2-factor theory of motivation. A significant tenet of this theory is that employees explain satisfying and dissatisfying experiences based on intr

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Castro, Carim. "Knowledge management and the retirement workforce in theme parks." Thesis, Pepperdine University, 2013. http://pqdtopen.proquest.com/#viewpdf?dispub=3557737.

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<p>Companies are seeing valuable knowledge leave the organization as older workers eventually retire taking with them all their knowledge gained, however few companies have begun to focus on knowledge transfer from older to younger workers. Due to the economic downturn, many Baby Boomers are remaining in the workforce longer than planned. Therefore, the time is critical for organizations to act now. </p><p> The purpose of this study was to understand what theme parks can do to leverage the knowledge base of its retirement workforce before they leave the company, which factors prevent or infl

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Barrios, Rita M., and Michael R. Lehrfeld. "Mobile Device Management: Policies for a Secured Mobile Workforce." Digital Commons @ East Tennessee State University, 2012. https://dc.etsu.edu/etsu-works/3045.

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Sipe, Deborah Margaret. "Communication Issues in the Management of a Multicultural Workforce." PDXScholar, 1992. https://pdxscholar.library.pdx.edu/open_access_etds/4645.

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The purpose of this thesis is to examine communication issues which are most frequently identified as the concerns of u.s. managers who work with culturally and ethnically diverse workforces, and skills which are identified as useful in dealing with those issues. This thesis used a qualitative method of data collection. Information was generated through a review of literature in the fields of communication, management, and organizational behavior to determine frequently occurring themes concerning intercultural communication issues in the workplace. Following the review, three case study inter

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Beasley, Grace Elizabeth. "Strategies to Improve Productivity of a Multigenerational Workforce." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/3588.

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The U.S. Bureau of Labor Statistics reports that millennials will soon represent 46% of the workforce. The anticipated changes in the workforce are of great concern to business leaders who may manage individuals from different generations. The purpose of this multiple case study was to explore the strategies that administrative leaders in an advisory group of community-based organizations and educational institutions used to improve the productivity of a multigenerational workforce. The conceptual frameworks that grounded this study were the social constructivist perspective and generational t

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Johnson, Ronald M. "Follow Me! Followership, Leadership and the Multigenerational Workforce." NSUWorks, 2014. http://nsuworks.nova.edu/hsbe_etd/3.

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This research was designed to develop an understanding of today's multigenerational workforce with respect to a preferred styles or characteristics of followership and leadership. Specifically this research sought to determine if there was a relationship between an individual's generational cohort and the preferred styles of leadership and followership, as measured by implicit theories of leadership and followership. Therefore, this study draws upon generational theory (Mannheim, 1952), implicit theories of leadership (Epitropaki & Martin, 2004) and implicit theories of followership (Sy, 2010)

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Thompson, Cynthia A. "Leading a Multigenerational Workforce in the Public Sector." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/3923.

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One of the demographic changes in the workplace is the presence of multiple generations working together. Some managers may find leading a multigenerational workforce a challenge, because the generational cohorts may have different work values and approaches to work. The purpose of this qualitative case study was to explore how generational characteristics manifest in the workplace, how managers perceive a multigenerational workforce, and whether macro-level descriptions of generations creates stereotypes or recognizable indicators of behavior in the workplace. Mannheim's theory of generations

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Ellerbrock, Gabrielle. "Intergenerational Ontology & Leadership| Uniting the Multigenerational Workforce." Thesis, Pepperdine University, 2017. http://pqdtopen.proquest.com/#viewpdf?dispub=10607807.

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<p> The multigenerational workforce offers a wide landscape of knowledge and successful practices that can propel organizational success. Currently, however, only 20% of organizations have a formal, strategic program in place for fostering intergenerational interaction. By overlooking intergenerational strategies, organizations are not experiencing the tangible results derived from harnessing the strengths offered by each generation and across the generational spectrum. This dissertation focuses on building what can be termed the interactional bandwidth of cross-generational relationships thro

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Bridges, Jaqueline. "Workforce matters : exploring a new flexible role in health care." Thesis, City University London, 2004. http://eprints.soton.ac.uk/360701/.

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This thesis describes an action research study that took place in the context of increasing intervention by UK central government in the shaping and delivery of health services, and broadening expectations about who could deliver services. The study was aimed at exploring the issues arising from the development of the interprofessional care co-ordinator (IPCC) role in an acute in-patient setting. The role was new, introduced with an inherent flexibility that enabled IPCCs to speed patients through their in-patient stays as fast as clinically possible. None of the four IPCCs appointed held a re

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Iden, Ronald Lee. "Strategies for Managing a Multigenerational Workforce." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/2087.

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The multigenerational workforce presents a critical challenge for business managers, and each generation has different expectations. A human resource management study of organizations with more than 500 employees reported 58% of the managers experiencing conflict between younger and older workers. The purpose of this single case study was to explore the multigenerational strategies used by 3 managers from a Franklin County, Ohio manufacturing facility with a population size of 6 participants. The conceptual framework for this study was built upon generational theory and cohort group theory. Th

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Marin, Mario. "A Framework For Workforce Management An Agent Based Simulation Approach." Doctoral diss., University of Central Florida, 2014. http://digital.library.ucf.edu/cdm/ref/collection/ETD/id/6316.

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In today's advanced technology world, enterprises are in a constant state of competition. As the intensity of competition increases the need to continuously improve organizational performance has never been greater. Managers at all levels must be on a constant quest for finding ways to maximize their enterprises' strategic resources. Enterprises can develop sustained competitiveness only if their activities create value in unique ways. There should be an emphasis to transfer this competitiveness to the resources it has on hand and the resources it can develop to be used in this environment. Th

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Bright, Jennifer A. "A study in workforce diversity for both management and employees." Click here to access this electronic resource. Access available to Kutztown University faculty, staff, and students only. Instructions for remote access, 1999. http://www.kutztown.edu/library/services/remote_access.asp.

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Eriksson, Sara. "Optimal Multi-Skilled Workforce Scheduling for Contact Centers Using Mixed Integer Linear Programming : A Method to Automatize Workforce Management." Thesis, KTH, Optimeringslära och systemteori, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-272833.

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This master thesis in optimization and systems theory is a development of two different optimization models formulated to schedule multi-skilled agents for contact centers depending on the forecasted demand, assigned by Teleopti. Four mixed integer linear programming models are created with the optimization programming language GAMS and solved by the internet based solver NEOS. Two of the models are formulated to perform an optimal scheduling that matches a forecasted demand per skill and day and the remaining two models are formulated to perform an optimal scheduling that matches a forecasted

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Ene, Gloria Unoma. "A learning 'learning' model for optimised construction workforce development." Thesis, University of Central Lancashire, 2017. http://clok.uclan.ac.uk/20919/.

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Integrating learning and work has become important for several reasons. The recognition that the key resources for wealth creation, knowledge and ideas are embedded in human capital. Furthermore, fast-paced advances in knowledge, technology, and access to information ensure that capabilities rapidly become obsolete. Continuous learning and workplace learning have therefore become essential. These developments have highlighted the pivotal role of learning in individual career development and organisational performance and the construction industry needs to address these issues. The construction

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Lasten, Yamil W. "Strategies for managing an age-diverse workforce in Curacao." Thesis, Walden University, 2016. http://pqdtopen.proquest.com/#viewpdf?dispub=10244700.

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<p>Some business leaders find it challenging to manage individuals from different age groups; this is an issue, as organizations in many developed countries become more age-diverse. The purpose of this single case study was to provide business leaders with information about strategies top-level business executives and team leaders at a large company in Curacao (a developed island nation in the Caribbean) use for enhancing productivity of an age-diverse workforce. The conceptual framework of this study consisted of generational theory of Mannheim. A key tenet of the generational theory includes

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Stark, Christoph [Verfasser]. "A Branch-and-Price Framework for Workforce Scheduling Problems / Christoph Stark." Aachen : Shaker, 2007. http://d-nb.info/1170528120/34.

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Donati, Alberto. "Analisi, problematiche e soluzioni relative ai rischi connessi ai dati aziendali." Bachelor's thesis, Alma Mater Studiorum - Università di Bologna, 2020. http://amslaurea.unibo.it/20578/.

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Nel corso degli anni si è potuto vedere quanto i dati siano importanti per le aziende. I dati possono creare enormi guadagni (o danni) sia alle aziende medio/piccole sia alle grandi multinazionali. Non sempre le aziende si rendono conto di quanto i dati siano fondamentali per continuare a lavorare. Questa tesi vuole fare un’analisi della gestione dei dati e dei rischi ad essi connessi. Propone inoltre delle soluzioni su come prevenire i danni ai dati e un caso di un’azienda che è riuscita a non fallire nonostante un grave incendio che ha distrutto la sede. Negli anni sono stati creati diversi

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Savola, Tommi, Tyko Tuohimaa, and Sebastian Berg. "AI-Enhanced Marketing Management – Factors Influencing Adoption in SMEs." Thesis, Högskolan i Jönköping, Internationella Handelshögskolan, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-39908.

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Recent developments and hype around artificial intelligence (AI) have arisen as result of two main factors: increase in computational power and data. Although marketing is considered as one of the main business applications within AI today, there is a lack of literature combining the disciplines. Marketing management tools, which utilise AI in supporting decision making are referred to as knowledge-driven marketing management support systems (MMSS). These systems provide besides quantitative analysis, further qualitative facets into marketing management. Despite the willingness of many SMEs to

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Ek, Lina, and Sanna Ström. "Organizational AI Readiness : Evaluating Employee Attitudes and Management Responses." Thesis, Jönköping University, Internationella Handelshögskolan, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-53412.

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Background - As a result of the latest advances in artificial intelligence (AI), the world ofbusiness is facing a major transformation where basic organizational principlesare redefined initiating a new era. It is predicted that AI in the coming decadeswill make a significant imprint and organizations aiming to stay at the forefrontcannot afford not to change. AI adoption can bring great benefits to organizationswhere a crucial factor is to establish AI readiness. However, as in any change,different perceptions are raised among employees which can either hinder orfoster organizational AI readi

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Elbegzaya, Temuulen <1991&gt. "Application AI in Traditional Supply Chain Management Decision-Making." Master's Degree Thesis, Università Ca' Foscari Venezia, 2020. http://hdl.handle.net/10579/17733.

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In the generation of demand uncertainty and complex market, the ability to fully integrate and orchestrate the entire supply chain spectrum of end-to-end processes from acquiring materials to converting, to delivery to final customers is highly desired by many organizations. While data sourcing, managing and manipulating are becoming one of the core advantages in the businesses, a number of leading-edge organizations have been studying and exploring the limits of machine learning and artificial intelligence (AI) to enrich excellence. The common usage of AI is being referr toed in extensive com

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Al-Sheikh, Abdulaziz M. A. "Evaluation of the applicability of selected human resources management concepts within the context of Saudi Arabia." Thesis, Bucks New University, 2001. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.369383.

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Koobair, Leesha. "Management competencies to enhance employee engagement of a new generation workforce." Diss., University of Pretoria, 2018. http://hdl.handle.net/2263/68865.

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The rapid rise of Millennial workers has created complexity for leaders managing the younger cohort. However, there is a lack of academic literature to date that considers the new generation workforce within the context of evolving management competencies for promoting engagement in 21st century organisations. The purpose of this study is to expand the sparse empirical literature on employee engagement within the sphere of generational differences at work by examining (1) the behaviours line managers need to show in order to enhance employee engagement of Millennials, and (2) highlight both ef

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Mitchell, Lorianne D. "The Essentials of Organizational Behavior and Management for the Modern Workforce." Digital Commons @ East Tennessee State University, 2016. https://dc.etsu.edu/etsu_books/204.

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Jackson-Martin, Jeannette. "Strategies for Catalyzing Workforce Engagement in Warehouse Operations." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/3787.

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In 2014, approximately 30% of the global workers viewed experiences in the workplace as positive and fulfilling, which results in increased productivity in the workplace. The purpose of this multiple case study was to explore strategies that some warehouse service center managers used to engage employees to higher levels of productivity. The population comprised of 7 warehouse service center managers in 2 companies located in the Riverport area in Louisville, KY. The conceptual framework for this study encompassed Kahn's employee engagement theory. Data were collected through semistructured in

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Erdönmez, Mukader. "Cultural diversity management as core competence : an integrated model for managing workforce diversity /." [S.l. : s.n.], 2004. http://www.gbv.de/dms/zbw/47079576X.pdf.

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Xiong, Lina. "Employee brand internalization: The central route to a brand aligned workforce." Diss., Temple University Libraries, 2014. http://cdm16002.contentdm.oclc.org/cdm/ref/collection/p245801coll10/id/278838.

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Tourism and Sport<br>Ph.D.<br>To achieve brand success and develop a competitive advantage through consistently delivering brand experiences to customers, the roles of employees in service organizations are critical. Specifically, it is necessary that service employees are capable and motivated to transform a brand promise into brand reality. Although service organizations have widely adopted internal branding initiatives to engender employees' pro-brand attitude and behavior, how employees perceive such organizational effort to inform their brand-consistent attitude and behavioral outcomes ha

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Müller, David [Verfasser], and Dominik [Gutachter] Kreß. "Scheduling flexible job shops under workforce constraints / David Müller ; Gutachter: Dominik Kreß." Siegen : Universitätsbibliothek der Universität Siegen, 2021. http://d-nb.info/1238353525/34.

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Schulz, Charlene J. "Genetic Counselor Workforce Trends in the United States| 2002 To 2016." Thesis, State University of New York at Albany, 2017. http://pqdtopen.proquest.com/#viewpdf?dispub=10272174.

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<p> The purpose of this study was to identify and measure trends in genetic counselor (GC) workforce supply in the United States from 2002 to 2016. Using data collected biennially from the National Society of Genetic Counselors’ Professional Status Survey (PSS), I calculated overall percent change in GC employment across specific work settings over the past 14 years. I also measured change in the relative percentage of GCs who provide direct patient counseling (i.e. clinical GCs) to determine if the percentage of clinical GCs decreased over time. Analyses were performed to determine if a

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Doel-Hammond, Deborah. "U.S. STEM Workforce Views of Outstanding Leadership| A Correlational Study." Thesis, Pepperdine University, 2018. http://pqdtopen.proquest.com/#viewpdf?dispub=10813873.

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<p> <i>Objective:</i> This study explored views of outstanding leadership among the science, technology, engineering, and mathematics (STEM) professionals working in the United States within the business and industry sector. U.S. STEM occupations are projected to experience 11.1% growth between 2016 and 2026, higher than the projected 7.4% growth for all occupations (U.S. Department of Labor, Bureau of Labor Statistics, 2017a). The U.S. has undertaken aggressive STEM educational reform and recruiting, to ensure the nation’s continued prosperity and national security (National Science Boa

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Jin, Huan. "Workforce planning in manufacturing and healthcare systems." Diss., University of Iowa, 2016. https://ir.uiowa.edu/etd/5784.

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This dissertation explores workforce planning in manufacturing and healthcare systems. In manufacturing systems, the existing workforce planning models often lack fidelity with respect to the mechanism of learning. Learning refers to that employees’ productivity increases as they gain more experience. Workforce scheduling in the short term has a longer term impact on organizations’ capacity. The mathematical representations of learning are usually nonlinear. This nonlinearity complicates the planning models and provides opportunities to develop solution methodologies for realistically-sized in

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Al-Rashdy, Rabie'e Kayid S. "Role of human resources management practices in the localisation of nursing workforce in Oman." Thesis, Edinburgh Napier University, 2007. http://researchrepository.napier.ac.uk/Output/3857.

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Ward, Brian Keith. "A Phenomenological Study of the Transition of Veterans into the Civilian Workforce." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/6700.

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Military veterans face various challenges during their transition into the civilian workforce, including mental health problems. Veterans experience challenges like emotional trauma and physical distress while transitioning into the civilian workforce. The challenges result from the nature of the civilian work. The purpose of this phenomenological study was to explore the challenges among veterans in California and Michigan while transitioning into the civilian life. The study participants included 30 veterans from California and Michigan who had retired and those who were expecting to retire

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Lasten, Yamil Walid. "Strategies for Managing an Age-Diverse Workforce in Curaçao." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/3043.

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Some business leaders find it challenging to manage individuals from different age groups; this is an issue, as organizations in many developed countries become more age-diverse. The purpose of this single case study was to provide business leaders with information about strategies top-level business executives and team leaders at a large company in Curaçao (a developed island nation in the Caribbean) use for enhancing productivity of an age-diverse workforce. The conceptual framework of this study consisted of generational theory of Mannheim. A key tenet of the generational theory includes th

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Baartvedt, Nicoline. "Talent management as a strategic priority for competitive advantage. : A qualitative case study on talent management implementation within a Multinational Company." Thesis, Umeå universitet, Pedagogiska institutionen, 2013. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-86472.

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Talent management has become a management priority among business leaders as a result of the transition from a commodity to a knowledge-based economy. Organizations are entering a new era affected by demographical challenges, increased globalization and a generation shift in the labor market that forces organizations to rethink how they attract, develop and retain talented employees. Research predicts that there will be a shortage on labor as a result of the baby boomers retirement in the coming years. Talent management strategies and processes linked to the business strategy is a key to organ

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SHARMA, GAURAV KUMAR. "AI & BIG DATA IN FINANCIAL SERVICES." Thesis, DELHI TECHNOLOGICAL UNIVERSITY, 2021. http://dspace.dtu.ac.in:8080/jspui/handle/repository/18335.

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Over the past few years, technology has altered the operating psychology of companies. Artificial Intelligence (AI) is becoming increasingly important and in demand, and the financial sector is steadily turning its focus to AI. In a variety of ways, financial institutions are experimenting with and integrating technology. Artificial Intelligence is improving and becoming smarter every day. Investment management companies have embraced Artificial Intelligence at a much faster rate than other industries. This is due to the fact that the financial sector still relies heavily on human involv

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Schröder, Heike Simone, Michael Müller-Camen, and Mathew Flynn. "The management of an ageing workforce: organisational policies in Germany and Britain." Wiley, 2014. http://dx.doi.org/10.1111/1748-8583.12043.

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Demographic change as well as pressure from the European Union and national government are forcing organisations to change age-discriminatory Human Resource Management (HRM) approaches. Based on a qualitative analysis of eight British and German organisations, we found that commitment, scope, coverage and implementation of age management differ due to country-specific institutions, particularly government, in nudging employers and unions to preferred age practices. This confirms the path-dependency concept suggested by institutional theory. Nevertheless, we also found that industry-specific fa

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Hienz, Nadine, and Lukas Engelhart. "Management of a Cross Cultural Workforce : Case Study at Luleå Tekniska Universitet." Thesis, Luleå tekniska universitet, Institutionen för ekonomi, teknik och samhälle, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:ltu:diva-70577.

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Nowadays, organizations have to deal more and more with cultural diversity concerning their workforce due to globalization. The challenge for these organizations is to manage the cross cultural workforce in an effective way. Therefore, they have to have skills and the necessary knowledge in order to conduct cross cultural management. For this reason, the purpose of this study was to investigate how a cross cultural workforce could be managed effectively. In order to get insights into what differences exist between employees of different cultures, what kind of problems can arise out of these di

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Gale, Albert. "Qualitative multi-case study of nurse leaders' beliefs about multinational workforce impact on hospital operations." Thesis, University of Phoenix, 2015. http://pqdtopen.proquest.com/#viewpdf?dispub=3736720.

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<p> The specific problem under study results from the growth of multinational workforces in U.S. hospitals and the gap in the literature explaining how the presence of these workforces impacts hospital leadership, decision-making, and financial performance. The purpose of this qualitative embedded multi-case study was to discover and describe hospital nursing leader’s beliefs from their experiences about how having employees from multiple national cultures affects nursing leadership, decision-making, and departmental financial performance in the hospital. The challenge faced by many hosp

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Saarteinen-Erben, Jaana. "fostering productivity, innovation and an extended workforce contribution of a professional ageing workforce; A study of management perceptions in a global pharmaceutical corporation." Thesis, University of Surrey, 2010. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.529419.

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Boaden, Elizabeth L. "Improving the identification and management of aspiration after stroke." Thesis, University of Central Lancashire, 2011. http://clok.uclan.ac.uk/3147/.

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Dysphagia, a common clinical corollary following stroke, may contribute to aspiration pneumonia, malnutrition, and dehydration which may significantly impair patient rehabilitation. Survey Aim: Establish current clinical practice regarding nurse dysphagia screening. Method: A cross-sectional regional postal survey was undertaken with 60 nurses and 45 Speech and Language Therapists. Results: Nurses were taught to use water swallow screening tools but, in reality, used a variety of testing materials. Conclusion: This demonstrated the need for a clinically useful bedside swallow screening tool. P

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Johansson, Maja, and Frida Norrman. "Hur styrs AI-projekt : En kvalitativ studie om hur Svenska fordonstillverkande företag styr AI-projekt." Thesis, Linnéuniversitetet, Institutionen för ekonomistyrning och logistik (ELO), 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-105143.

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Inledning & Problemdiskussion: Artificiell Intelligens (AI) har haft en varierad betydelse sedan forskningen om ämnet hade sin början på 1950-talet. Själva meningen med AI är att efterlikna människans begåvade tankeverksamhet, för att således kunna utföra en rad handlingar som i slutändan ska uppnå ett önskat mål. AI är ett aktuellt ämne och det kan ses som den viktigaste tekniken i dagsläget. Det kan ses som en pågående revolution av AI som kommer att skapa enorma sociala och ekonomiska möjligheter samt utmaningar. Verksamheter utforskar möjligheter och utmaningar som

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