Search

Supervīzija Izglītība, pedagoģija un sports Supervision Education, Pedagogy and Sports Maģistra darba mērķis bija izstrādāt un aprobēt metodi virtuālajā realitātē konfliktu risinājumu prasmju pilnveidei pedagogiem individuālās supervīzijās. Darba teorētiskais pamatojums ir balstīts uz supervīzijas teorētiskajiem aspektiem, un to nozīmīgumu konfliktu risināšanā pedagogu prasmju pilnveidošanai, izmantojot virtuālo realitāti. Pētījums tika veikts trīs posmos. Katrs posms balstās uz iepriekšējā posmā iegūtajiem rezultātiem. Pirmā posma divos apakšposmos tika iegūtas pedagogu (N=10) vistipiskākās konflikta situācijas starp izglītojamiem, kuras piedzīvotas profesionālā darba vidē, kā arī ekspertu (N=9) novērtējums par visatbilstošākajām konflikta situācijām pedagoģisko prasmju pilnveidošanai. Otrā posma trīs apakšposmos visatbilstošākās konflikta situācijas tika nofilmētas un ievietotas virtuālās realitātes programmā un brillēs, tika iegūts ekspertu (N=5) viedoklis par metodes un tās instrukcijas atbilstību supervīzijai, kā arī iegūts ekspertu (N=2) viedoklis par metodes tehnisko atbilstību virtuālajai realitātei. Noslēdzošajā posmā metode tika aprobēta. Tika novadītas klātienes individuālās supervīzijas pedagogiem (N=10), organizētas klātienes intervijas, iegūstot pieredzes un viedokļa datus par piedzīvoto supervīzijās, izmantojot šo metodi. Galvenie rezultāti: tika noskaidrots, ka metode “Virtuālās realitātes izmantošana konfliktu risināšanas prasmju pilnveidei pedagogiem individuālās supervīzijās” un izstrādātā instrukcija, ir izmantojama individuālās supervīzijās. Tika secināts, ka: 1) metodi ir iespējams izmantot supervīzijās, ja supervīzijā pieteiktais gadījums ir saistīts ar konflikta situācijām un to risināšanu profesionālā vidē; 2) metodi ir iespējams izmantot izglītojošās supervīzijās, pilnveidojot pedagoga prasmes konflikta risināšanā; 3) balstoties uz ekspertu vērtējumiem, metode var būt noderīga pedagogu prasmju pilnveidošanai konflikta risināšanā, atrodot veiksmīgāko konflikta risināšanas stratēģiju un modelējot konflikta risināšanas soļus; 4) metode palīdz izprast emocijas, uzvedību un vajadzības, kādas rodas konflikta situācijās pedagogiem un citiem konfliktā iesaistītajiem. The aim of the Master's Thesis was to develop and approve a method in virtual reality for the improvement of conflict resolution skills for educators in individual supervisions. The theoretical part of the thesis is based on the theoretical aspects of supervision and their importance in conflict resolution for the improvement of educators' skills using virtual reality. The study was conducted in three stages, each stage building on the results obtained in the previous stage. In the two sub-stages of the first stage, the most typical conflict situations between students experienced by educators (N=10) in a professional work environment were obtained, as well as experts' (N=9) assessment of the most relevant conflict situations for improvement of pedagogical skills. In the three sub-stages of the second stage, the most relevant conflict situations were filmed and placed in a virtual reality program and glasses, the opinion of experts (N=5) on the suitability of the method and its instructions for supervision, as well as the opinion of experts (N=2) on the technical suitability of the method for virtual reality was obtained. In the final stage, the method was approved. Individual supervisions for educators (N=10) were conducted in person, interviews were organised in person by obtaining experience and opinion data about what was experienced in supervisions by using this method. Main results: it was found that the method Use of virtual reality for improving conflict resolution skills for educators in individual supervisions and the developed instruction can be used in individual supervisions. It was concluded that: 1) it is possible to use the method in supervisions, if the case reported in supervision is related to conflict situations and their resolution in a professional environment; 2) it is possible to use the method in educational supervisions by improving the educator’s skills in conflict resolution; 3) based on experts' evaluations, the method can be helpful for improving the educators’ skills in conflict resolution by finding the most successful conflict resolution strategy and modelling conflict resolution steps; 4) the method helps to understand the emotions, behaviour and needs that arise in conflict situations for educators and others involved in the conflict.

Supervīzija Izglītība, pedagoģija un sports Supervision Education, Pedagogy and Sports Maģistra darba mērķis bija adaptēt metodi “3D emociju kompozīcija” (3DEK) pielietojumam konfliktu risināšanai supervīzijā. Oriģinālā 3DEK metode paredzēta emocionālās pieredzes izvērtēšanai mākslas terapeitu praksē, tās teorētiskais pamatojums balstīts uz drāmas terapijas pamatprincipiem, vizuāli plastiskās mākslas terapija pamatprincipiem un adaptīvu emociju regulācijas prasmju teoriju (Lejstrauta, 2021; Vanadziņa, 2021). Darbam supervīzijā adaptētā digitālā metode “3D emociju kompozīcija supervīzijā” (3DEKS) paredzēta darbam supervīzijai tiešsaistē ar mērķi veicināt emociju apzināšanos, to izpratni un pašrefleksiju. Izmantojot distancēšanās un citas perspektīvas iespēju, metode klientam palīdz reflektēt un apzināties emocionālo pieredzi, kā arī sniedz izglītojošo funkciju par emociju nozīmi. 3DEKS metode attīsta emociju apzināšanos un adaptīvas emociju regulācijas prasmes. (Fjodorova, 2022, Millere, 2022). Metode “3D emociju kompozīcija konfliktu risināšanai supervīzijā” paredzēta situācijām, kas ir saistītas ar konfliktu profesionālajā darbībā. Tā sniedz iespēju runāt par emocijām un izpētīt emocionālo pieredzi konflikta laikā. Izmantojot šo metodi darbā ar emocijām, supervizējamajam veidojas jauna pieredze – risināt konfliktu sev vēlamajā veidā. 3DEK palīdz supervizējamajam apzināties savus emocionālos stāvokļus konfliktsituācijā, transformēt tos, saprast savas vajadzības, formulēt nākamos soļus un piedzīvot veiksmīgu konflikta risināšanas veidu, kas turpmāk var būt atbalstošs, rodoties citām konfliktsituācijām darbā. Metode “3D emociju kompozīcija konfliktu risināšanai supervīzijā” paredzēta gadījuma izskatīšanai, kas saistīts ar konfliktu profesionālajā darbībā. Metodi vēlams izmantot individuālajā supervīzijā, tomēr to var lietot arī grupas supervīzijā. Autore secina, ka 3DEK atbilst lietojumam konflikta situācijas risināšanai supervīzijā, ja pieteiktais gadījums ir saistīts ar piedzīvoto konfliktu profesionālajā vidē, metode palīdz sasniegt tādus mērķus kā emocionālo stāvokļu apzināšanos konflikta situācijā, iespēju uz konfliktu paskatīties no malas, vajadzību saprašanu un nākamo rīcības soļu noformulēšanu. The aim of the master thesis was to adapt the tactile method "3D Emotion Composition" (3DEC) for conflict resolution in supervision. The original 3DEC method is intended for the assessment of emotional experience in the practice of art therapists, its theoretical basis is based on the principles of drama therapy, the basic principles of visual-plastic art therapy and the theory of adaptive emotion regulation skills (Lejstraut, 2021; Vanadziņa, 2021). The digital method "3D Emotion Composition in Supervision" (3DEKS), adapted for work in supervision, is designed for online supervision with the aim of promoting awareness, understanding and self-reflection of emotions. Through the use of distancing and other perspectives, the method helps the client to reflect on and become aware of emotional experiences, as well as providing an educational function on the meaning of emotions. The 3DEKS method develops emotion awareness and adaptive emotion regulation skills. (Fedorova, 2021, Miller, 2021). The method "3D Emotion Composition for Conflict Resolution in Supervision" is designed for situations that involve conflict in professional practice. It provides an opportunity to talk about emotions and explore emotional experience during conflict. By using this method to work with emotions, the supervisee develops a new experience - to resolve conflict in the way they prefer. 3DEK helps the supervisee to become aware of their emotional states in a conflict situation, to transform them, to understand their needs, to formulate next steps and to experience a successful way of dealing with the conflict, which can be supportive in the future when other conflict situations arise at work. The 3D Emotion Composition for Conflict Resolution in Supervision method is designed for a case related to a conflict in professional work. The method is preferably used in individual supervision, but can also be used in group supervision. The author concludes that 3DEK is suitable for use in conflict resolution supervision if the case is related to an experienced conflict in a professional setting, the method helps to achieve the following goals: awareness of emotional states in a conflict situation, the opportunity to look at the conflict from the outside, understanding of needs and formulation of next action steps.

Māszinības Veselības aprūpe Nursing Studies Health Care Bakalaura darba nosaukums: “Biežākie konflikti veselības aprūpes darbinieku vidū un virsmāsas loma to risināšanā’’. Konflikti ir neizbēgama jebkura cilvēka dzīves sastāvdaļa, it īpaši darba vidē konflikti ir ne reta parādība, lai risinātu domstarpības. Slimnīcas vide un veselības aprūpes darbinieki, kā māsas un nodaļu virsmāsas, nav izņēmums. Konfliktiem ir dažādi avoti, veidi un formas starp ko notiek konflikts, katrs šis konflikta veids ir saistīts ar pozitīvākām vai negatīvākam sekām uz darbinieku labklājību un galvenais uz pacientu aprūpi. Pamatojoties uz nopietnām sekām, ko konflikts var radīt organizācijā, kompetentām virsmāsām ir jāapzina konfliktu iemesli, jāatpazīst konfliktu veidi un jāsamazina ar tiem saistītās sekas tos risinot. Pētījuma mērķis: Noskaidrot biežākos konfliktus veselības aprūpes darbinieku vidū un virsmāsas lomu to risināšanā. Pētījuma metodoloģija: Kvantitatīvs pētījums, neeksperimentāls šķērsgriezuma korelācijas pētījums. Balstoties uz pētījuma mērķi tika izmantoti autores izveidoti instrumenti: māsām- anketa, kurā iekļauti jautājumi, lai noteiktu pētījuma respondentu demogrāfiskos datus, biežāk piedzīvoto konfliktu avotu, veidu un starp ko notiek konflikts, negatīvās sekas, viedokli par virsmāsas konfliktu vadību; virsmāsām- 1. daļa anketa, kura iekļauti jautājumi, lai noteiktu pētījuma respondentu demogrāfiskos datus, konfliktu avotu, veidu un starp ko notiek konflikts, iesaisti konfliktu risināšanā, spēju atpazīt konfliktu veidu, laiku, cik patērēts konfliktu risināšanai, viedokli par konfliktiem un konfliktu vadību. 2. daļa sastāv no Tomasa- Kilmana aptaujas, lai noskaidrotu virsmāsu konfliktu pārvaldīšanas stratēģijas izvēli - dominēt, sadarboties, iziet uz kompromisu, izvairīties vai pielāgoties. Pētījumā tika iekļautas 254 māsas un 42 virsmāsas/ virsmāsu vietnieces no X slimnīcas. Iegūtie pētījuma rezultāti ļauj secināt, ka biežākais konfliktu avots ir vara, konfliktu veids attiecību un veids, starp ko notiek konflikts, ir starppersonu konflikts. Virsmāsas ne vienmēr spēj atpazīt konfliktus un veiksmīgi risināt tos, lai tie neatkārtotos. Pētījuma struktūra: darba apjoms bez pielikumiem ir 49 lappuses, 11 tabulas, 8 attēli un 12 pielikumi. Izmantoto literatūras avotu sarakstā minēti 39 literatūras avoti. The topic of the bachelor’s thesis:” The most common conflicts among health care workers and the ability of nurse managers to manage it”. Conflicts are an inevitable part of anyone's life, especially in the work environment, conflicts are not uncommon to resolve disagreements. The hospital environment and health care workers, such as nurses and nurse managers, are no exception. Conflicts have different sources, types and forms between which the conflict takes place, each of these types of conflict is associated with more positive or negative consequences on the well-being of employees and, most importantly, on patient care. Based on the serious consequences that conflict can have on the organization, competent nurse managers must recognize the causes of conflicts, recognize the types of conflicts and reduce the consequences associated with them by solving them. The aim of the study: To find out the most frequent conflicts among health care workers and the role of the nurse manager in solving them. Research methodology: Quantitative research, non-experimental cross-sectional correlational study. Based on the purpose of the study, the tools created by the author were used: for nurses - a questionnaire that includes questions to determine the demographic data of the respondents of the study, the most frequently experienced source of conflict, the type and between whom the conflict occurs, negative consequences, the opinion of the nurse manager conflict management, for nurse managers – for first part is questionnaire, which includes questions to determine the demographic data of the research respondents, the source of conflicts, the type and between whom the conflict occurs, involvement in conflict resolution, the ability to recognize the type of conflict, the time spent on conflict resolution, opinion on conflicts and conflict management. Second part consists of a Thomas-Kilman survey to find out the choice of conflict management strategy of nurse managers – competing, collaboration, compromising, avoiding, accommodation. 254 nurses and 42 nurse managers from X hospital were included in the study. The obtained research results allow us to conclude that the most frequent source of conflicts is power, the type of conflict is relational and the type between which the conflict occurs is interpersonal conflict. Nurse managers are not always able to recognize conflicts and successfully resolve them so that they do not recur. Study structure: the amount of work without attachments is 49 pages, 11 tables, 8 images and 12 attachments. The list of literary sources used mentions 39 literature sources.

Mistä kumpuaa pakonomainen tarve olla jatkuvasti läsnä sosiaalisen median kanavilla ja miten nuoret internetissä toimivat? Problematiikkaa käsitellään parasta aikaa suomalaisessa nuortenkirjallisuudessa. Länsimaiden digitalisoitumisen seurauksena 2000-luvun kahden ensimmäisen vuosikymmenen suomalaisessa nuorten proosassa esiintyy tuon tuostakin intermediaalisia digitaaliteknologian kuvauksia ja enenevästi myös sosiaalisen median alustojen ja niiden käytön kuvausta. Artikkelissa tarkastellaan sellaisia kotimaisia, nuorille suunnattuja proosateoksia, jotka sivuavat tai tematisoivat sosiaalista mediaa. Laajan kirjallisuuskatsauksen avulla muodostuu kuva siitä, millaisia funktioita sosiaalisen median representaatioilla nuortenkirjallisuudessa on ja miten fiktiossa suhtaudutaan teknologiseen determinismiin. Deterministinen lähestymistapa hahmottuu monessa tapauksessa teknologiapessimismiksi. Erityisesti näin tapahtuu Jukka Behmin Pehmolelutyttö-romaanissa (2017), joka käsittelee sosiaalista mediaa groomingin näkökulmasta. Grooming tarkoittaa internetin välityksellä tapahtuvaa rikollista lasten ja nuorten houkuttelua ja valmistelua seksuaalista riistoa varten. Kaunokirjallisuus osallistuu keskusteluun sosiaaliseen mediaan liittyvistä kulttuurisista merkityksistä. Nuortenproosan sosiaalisen median representaatiot heijastavat digitalisoitunutta suomalaista yhteiskuntaa. Teknologiaa käsitellään kuitenkin kriittisestä, sen aiheuttamiin lieveilmiöihin keskittyvästä näkökulmasta, joka ei ole yhtä selkeästi vallalla muussa institutionaalisessa keskustelussa. Nuoret kohtaavat fiktiossa konflikteja, jotka korostavat teknologiapessimismiä nuorten suojelutarpeeseen liittyvänä esitystapana. Toisaalta sosiaalisen median aiheuttamiin ongelmiin suhtaudutaan myös huumorilla, ja nuoria pyritään voimauttamaan.

V diplomskem delu sem se osredotočila na intimne partnerske odnose (v nadaljevanju: partnerski odnos) študentk in študentov 4. letnika Fakultete za socialno delo. Zanimalo me je, kako študentke in študentje socialnega dela delujejo v svojih partnerskih odnosih, kako vidijo svojo vlogo v njih, kako komunicirajo in razrešujejo konflikte ter kako v svoje partnerske odnose vnašajo znanja socialnega dela. V teoretičnem delu je opisan pojem partnerskega odnosa, opredeljene so vrste partnerstva, vloge v partnerstvu, nato sta opredeljena pojma zaljubljenost in ljubezen, nadalje pa komunikacija in razreševanje konfliktov. Dotaknila sem se tudi stilov navezanosti v otroštvu in odraslosti, na koncu pa še prednosti in ovir partnerstva, kjer je eden od partnerjev zaposlen v pomagajočem poklicu. V empiričnem delu sem opravila intervjuje s sošolkami in sošolcem, ki sem jih nato kvalitativno analizirala s postopkom odprtega in osnega kodiranja. Na podlagi pridobljenih podatkov sem oblikovala rezultate in sklepe. Ugotovila sem, da študentke in študentje socialnega dela različno dojemajo svoje odnose in vloge v njih ter prav tako v njih različno delujejo. S partnerji nekateri komunicirajo bolj konstruktivno, drugi manj in prav tako je tudi z reševanjem konfliktov. Večina se jih strinja, da je znanje socialnega dela, pridobljeno s študijem na Fakulteti za socialno delo, uporabno za delovanje v zasebnem življenju ter da pozitivno prispeva k partnerskemu odnosu. In my bachelor's thesis, I focused on intimate partnerships (hereinafter partnership) of the students in their 4th year at the Faculty of Social Work. I was interested in how students function in their partnerships, how they see their roles, how they communicate and resolve conflicts and how they use their knowledge of social work within their partnerships. In the theoretical part, I described the concept of a partnership, defined several types of a partnership and discussed the partnership roles. Afterwards, I defined the terms of infatuation and love and then continued with communication and conflict resolution. I also described the attachment styles during childhood and adulthood. Finally, I provided the advantages and obstacles in a partnership, where one of the partners is employed in a helping profession. In the empirical part, I conducted interviews with my classmates, which I qualitatively analysed by the process of coding (open and axial). On the basis of the data I obtained, I formed results and conclusions. I found out that social work students perceive their partnerships and roles differently, and they also function differently in their partnerships. Some students communicate and resolve problems with their partners more constructively, others less so. However, the majority agree that the knowledge of social work gained at the Faculty of Social Work is helpful in their private life and positively impacts their partnership.

Significance The cheetah is a prominent example for human–carnivore conflicts and mitigation challenges. Its global population suffered a substantial decline throughout its range. Here, we present an in-depth and new understanding of the socio-spatial organization of the cheetah. We show that cheetahs maintain a network of communication hubs distributed in a regular pattern across the landscape, not contiguous with each other and separated by a surrounding matrix. Cheetahs spend a substantial amount of their time in these hubs, resulting in high local cheetah activity, which represents a high local predation risk for livestock. Implementing this knowledge, farmers were able to reduce livestock losses by 86%., Human–wildlife conflicts occur worldwide. Although many nonlethal mitigation solutions are available, they rarely use the behavioral ecology of the conflict species to derive effective and long-lasting solutions. Here, we use a long-term study with 106 GPS-collared free-ranging cheetahs (Acinonyx jubatus) to demonstrate how new insights into the socio-spatial organization of this species provide the key for such a solution. GPS-collared territory holders marked and defended communication hubs (CHs) in the core area of their territories. The CHs/territories were distributed in a regular pattern across the landscape such that they were not contiguous with each other but separated by a surrounding matrix. They were kept in this way by successive territory holders, thus maintaining this overdispersed distribution. The CHs were also visited by nonterritorial cheetah males and females for information exchange, thus forming hotspots of cheetah activity and presence. We hypothesized that the CHs pose an increased predation risk to young calves for cattle farmers in Namibia. In an experimental approach, farmers shifted cattle herds away from the CHs during the calving season. This drastically reduced their calf losses by cheetahs because cheetahs did not follow the herds but instead preyed on naturally occurring local wildlife prey in the CHs. This implies that in the cheetah system, there are “problem areas,” the CHs, rather than “problem individuals.” The incorporation of the behavioral ecology of conflict species opens promising areas to search for solutions in other conflict species with nonhomogenous space use.

Psiholoģijā ne tikai tiek pētīti konflikta cēloņi dažādās izlasēs un diskutēts par konfliktu risināšanas atšķirībām sievietēm un vīriešiem, bet arī liela uzmanība tiek pievērsta apmierinātībai ar attiecībām. Jau veiktie pētījumi apliecina, ka apmierinātība attiecībās ir saistīta ar konfliktu esamību un to risināšanas paņēmieniem. Bakalaura darba mērķis: izpētīt, kādas saistības un atšķirības pastāv starp konfliktu risināšanas paņēmieniem un apmierinātību ar attiecībām sievietēm un vīriešiem. Pētījuma izlase: 110 respondenti. Aprakstošs korelatīvs pētījums. Pētījumā izmantotie instrumenti: •Apmierinātības ar attiecībām aptauja (IMS – Index of Marital Satisfaction, Hudson & Walter, 1982); •Tomasa-Kilmana konfliktu risināšanas paņēmienu aptauja (Thomas-Kilmann Conflict Mode Instrument, Thomas & Kilmann,1974). Rezultāti liecina, ka galvenās dzimumatšķirības pētījuma kontekstā ir starpība tajā, ka apmierinātības ar attiecībām un konkurences saistība atšķiras starp dzimumiem, tāpat kā apmierinātības ar attiecībām un izvairīšanās saistība, kas ir galvenās konfliktu risināšanas stratēģijas. Izvairīšanās saistība ar apmierinātību ar attiecībām ir ciešāka sieviešu izlasē. Atslēgas vārdi: konfliktu risināšanas paņēmieni, apmierinātība ar attiecībām, dzimumatšķirības, Psychology not only studies the causes of conflict in different samples and discusses the differences between women and men in conflict resolution, but also pays a lot of attention to relationship satisfaction. Studies have already shown that relationship satisfaction is affected by the existence of conflicts and the ways in which they are resolved. The aim of the bachelor's thesis: to study the connections and differences between conflict resolution methods and satisfaction with relationships between women and men. Sample of the study: 110 respondents. Descriptive correlative study. Tools used in the study: • Relationship Satisfaction Survey. (IMS -Index of Marital Satisfaction, Hudson & Walter, 1982). • Survey of Thomas-Kilmann Conflict Mode Instruments (Thomas & Kilmann, 1974). The results show that in the context of the study of the main gender differences, the difference is that the relationship between satisfaction and competition differs between the sexes, as does the relationship between satisfaction and avoidance, which are the main strategies for resolving conflicts. The relationship between avoidance and relationship satisfaction is stronger in the sample of women. Keywords: conflicts, relationship satisfaction, gender differences, corelation

Darba izstrādes pamatā ir zinātniskās literatūras izpēte un analīze, kā arī veikts empīrisks pētījums par rotaļu nozīmīgumu šo prasmju sekmēšanai. Bakalura darbā ir iztirzāts 5-7 gadus vecu bērnu sociālo prasmju apraksts, to iedalījums un ietekme uz turpmāko izglītošanās procesu, ietverot arī ieskatu par to, ja šīs prasmes nav pienācīgi attīstītas, kā arī pirmsskolas pedagogam nepieciešamā kompetence un zināšanas, kā šīs prasmes attīstīt caur rotaļām., The development of the work is based on the research and analysis of scientific literature, as well as an empirical study on the importance of games for promoting these skills.The bachelor's thesis discusses the description of the social skills of 5-7-year-old children, their classification and impact on the further educational process, including an insight into when these skills are not properly developed, as well as the competence and knowledge necessary for a preschool teacher, how to develop these skills through for play.

Vaikka puuttuminen työpaikan konflikteihin on todettu välttämättömäksi työntekijöiden hyvinvoinnille, konfliktien ratkaisumenetelmiä tunnetaan huonosti. Suosiotaan kasvattaneen työyhteisösovittelun uskotaan prosessina kehittävän koko organisaation vuorovaikutustaitoja.

Governments around the world invest considerable resources to reduce damages caused by large carnivores on human property. To use these investments more efficiently and effectively, we need to understand which interventions successfully prevent such damages and which do not. In the European Union, the LIFE program represents by far the largest financial instrument to help EU Member States with the implementation of conservation activities, including mitigation of damages caused by large carnivores. However, we currently lack information about the effectiveness of this funding program in reducing carnivore damages. We reviewed 135 LIFE projects dealing with large carnivores between 1992 and 2019 to provide an overview of the use of damage prevention methods and evaluate their functional and perceived effectiveness. Methods evaluated ranged from non-lethal and lethal interventions, to information dissemination and compensation schemes. The largest number of the projects was focused on grey wolf (Canis lupus) and brown bears (Ursus arctos) in the Mediterranean countries and in Romania. Electric fences were reported as the most successful method for reducing damages by large carnivores, and most of the non-lethal methods used showed at least moderate effectiveness. However, standards of measuring and reporting effectiveness were in general relatively low, which limits our ability to measure actual impact. We urge project managers and evaluators to improve these standards, as well as the dissemination of the project results. We provide a list of recommendations for improving measuring and reporting success of implemented interventions for the benefit of future projects aimed to reduce damages caused by wildlife., The study was funded by the European Union as part of the EuroLargeCarnivores LIFE project (grant number LIFE16 GIE/DE/000661). JVLB was additionally supported by the Spanish Ministry of Economy, Industry and Competitiveness (RYC-2015–18932; CGL2017–87528-R AEI/FEDER EU). MK was additionally supported by the Slovenian Research Agency (grants P4–0059 and N1–0163).

V diplomskem delu sem se osredotočila na pomen timskega dela, ki je v sodobnih časih nepogrešljivo. Fokusirala sem se na ključne elemente nastanka tima, na vlogo vodje tima, na pomembnost karakteristik pri oblikovanju tima, pomen uspešne komunikacije in na reševanje konfliktov v timu. In the diploma work I focused on the importance of teamwork, which is indispensable in modern times. I focused on the key elements of team building, the important role of the team leader, the importance of characteristics in team formation, successful communication in the team and finally, the key element of resolving conflicts.

U ovom završnom radu prije svega definiran je pojam obiteljskog poduzeća i konflikata u obiteljskim poduzećima te njihove razlike naspram neobiteljskih poduzeća. Predložene su neke od strategija rješavanja konflikata te prikazana činjenica da sukobi ne moraju nužno djelovati negativno na poduzeće i pritom ga uništiti. Glavni cilj je proučiti konflikte karakteristične za obiteljske tvrtke i kroz strategije rješavanja prikazati da postoje situacije kada se konflikti pozitivno prenose na poslovanje. Jedinstvena priroda sukoba, odnosno konflikata u obiteljskim tvrtkama ogleda se u tome što se poslovna obitelj mora baviti problemima kao što su prijenos poslovanja, jednak tretman članova obitelji, suparništvo braće i sestara, nepotizam itd. Ne postoji jasna linija između privatnih i poslovnih problema kao što je to kod neobiteljskih tvrtki. Upravo zato, konflikti karakteristični za obiteljska poduzeća zahtijevaju poseban tretman i posebne strategije rješavanja konflikata. Prikazana su tri primjera poznatih konflikata kod obiteljskih poduzeća i to redom; Gucci, braća Dassler (Adidas i Puma) te obitelj Clarks. Prva dva prikazuju jedne od najintenzivnijih konflikata u povijesti obiteljskih poslovanja i zapravo prikazuju primjere kako ne upravljati tvrtkom i problemima, dok kompanija Clarks cipela ipak predstavlja da je moguće riješiti sukob i nastaviti s poslovanjem. Istaknuto je da nema razloga pretpostaviti da se sukob neće dogoditi u obiteljskoj tvrtki, no potrebno je raditi na suradnji, komunikaciji i poticanju pozitivnih obiteljskih i poslovnih ishoda. Potrebno je njegovati funkcionalne konflikte kako bi buduće generacije bile aktivno uključene u planiranje budućnosti tvrtke, kako bi se generirala sinergija, timski rad i učenje, te rješavati disfunkcionalne na neke od predloženih načina. In this paper, the concepts of family business, conflicts in family businesses and their differences compared to non-family businesses are defined. Some of the conflict resolution strategies are proposed and is shown that conflicts do not necessarily have a negative effect on the company. The main goal is to show characteristics of conflicts in family businesses and to show that there are situations when conflicts are positively transmitted to the company. The unique nature of conflicts in family businesses is reflected in the fact that family members has to deal with problems such as business transfer, equal treatment of family, sibling rivalry, nepotism, etc. There si no clear line between private and business problems such as it is with nonfamily businesses. Precisely because of this, conflict characteristic to family companies require special treatment and special conflict resolution strategies. Three examples of well-known conflicts in family businesses are presented; Gucci, the Dassler brothers (Adidas and Puma) and the Clarks family. The first two are example of some of the most intense conflicts in the history of family businesses and actually show examples of how not to manage the company, while Clarks Shoe presents the possibility of resolving the conflict and continuing the business. It is pointed out that there is no reason to assume that the conflict will not happen in a family business, but it is necessary to work on cooperation, communication and encouraging positive family and business outcomes. It is necessary to nurture functional conflicts so that future generations are actively involved in planning the future of the company, to generate teamwork and learning, and also to resolve dysfunctional conflicts in some of the proposed ways.

Namen magistrskega dela je bilo raziskati pojavnost odtujenega odnosa med partnerjema, in povezanost samospoštovanja z agresivnim vedenjem partnerja in kakovostjo partnerskega odnosa. Zanimalo nas je, kolikšna je stopnja samospoštovanja glede na agresivno vedenje partnerja in kakšna je kakovost partnerskih odnosov glede na posameznikovo samospoštovanje. Vzorec je zajemal 266 udeležencev (od tega 84,2 % žensk in 15,8 % moških), ki so izpolnili Vprašalnik zakonske nezadovoljnosti – MDS, Vprašalnik agresije – AQ in Rosenbergovo lestvico samospoštovanja – RSES. Ugotovili smo, da posamezniki z nižjim samospoštovanjem pogosteje izražajo agresijo in so manj zadovoljni s svojim partnerskim odnosom, kar se posledično povezuje z nizko kakovostjo partnerskega odnosa. Prav tako smo ugotovili, da obstajajo statistično pomembne razlike v partnerski odtujenosti glede na čas trajanja partnerske zveze, kajti posamezniki, ki so v partnerski zvezi manj časa, so si v primerjavi s posamezniki, ki so v partnerski zvezi dlje časa, bolj odtujeni, bolj odtujeni so si tudi tisti partnerji, ki imajo otroke. Na podlagi raziskave smo ugotovili, da ne prihaja do statistično pomembnih razlik med agresijo in udeležbo v partnerski terapiji, v nobeni od pod dimenzij agresije. Raziskava ponuja spoznanja in nov pogled o povezanosti tovrstnih konstruktov, pušča odprt prostor za nadaljnje raziskave ter lažje razumevanje še tako zapletenega področja, kot so partnerski odnosi. The purpose of the master's thesis was to investigate the occurrence of an alienated relationship between partners, and the relationship between self-esteem and aggressive partner behavior and the quality of the partnership. We were interested in the level of self-esteem in relation to the aggressive behavior of the partner and the quality of the partner relationship in relation to the individual's self-esteem. The sample included 266 participants (of which 84.2% were women and 15.8% were men) who completed a marital dissatisfaction questionnaire - MDS, an aggression questionnaire - AQ and the Rosenberg self-esteem scale - RSES. We found that individuals with lower self-esteem are more likely to express aggression and are less satisfied with their partnership, which in turn is associated with a low quality partnership. We also found that there are statistically significant differences in partner alienation according to the duration of the partnership, because individuals who are in a partnership for less time are more alienated compared to those who are in a partnership for a longer period of time. Those partners who have children are also more alienated. Based on our research, we found that there are no statistically significant differences between aggression and participation in partner therapy in any of the sub-dimensions of aggression. The research offers insights into and a new perspective on the interconnectedness of such constructs, leaving open space for further research and easier understanding of even such a complex area as partnerships.

Tämän tutkimuksen tarkoituksena oli selvittää, millaisin edellytyksin yhteisten hyötyjen lähestymistavan periaatteet voivat tulla osaksi Metsähallituksen toimihenkilöiden yhteistyö- ja vuorovaikutustaitoja. Tarkastelemalla toimihenkilöiden käsityksiä ja kokemuksia omista yhteistyö- ja vuorovaikutustaidoistaan tutkimuksessa pyrittiin ymmärtämään, mitkä taidot vaativat kehittämistä ja haastamista ja millaisia haasteita ja reunaehtoja periaatteiden sisäistämisessä osaksi toimintatapoja ja -kulttuuria kohdataan. Tutkimus oli luonteeltaan kvalitatiivinen, jossa aineiston analyysissa käytettiin sisällönanalyysiä. Tutkimusaineisto kerättiin viidestä eri Opi johtamaan yhteistyötä -koulutuksesta, joihin osallistui yhteensä 133 Metsähallituksen toimihenkilöä. Aineisto muodostui koulutusten ennakko- ja palautekyselyistä sekä kahden koulutuksen havainnointiaineistosta. Koulutukset olivat osa laajempaa Metsähallituksen, Greenpeacen ja Suomen luonnonsuojeluliiton käynnistämää sovitteluprosessia, jossa etsittiin ratkaisua Kainuussa vuosia jatkuneille metsäkiistoille ympäristösovittelun menetelmin. Sovitteluprosessin alussa laadittiin konfliktin tilannekartoitus, jonka toteutti ympäristö- ja luonnonvarakiistojen neuvottelevaan ratkaisuun erikoistunut yritys Akordi. Akordin toiminta perustuu yhteisten hyötyjen lähestymistapaan, jossa tarpeiden, intressien ja mahdollisten vaihtoehtojen huolellisen analyysin, tietopohjan rakentamisen ja prosessin määrätietoisen johtamisen kautta pyritään neuvottelutulokseen, joka on kaikkien kannalta parempi kuin heidän muut olemassa olevan vaihtoehtonsa. Tilannekartoituksessa tunnistettiin tarve kehittää sidosryhmäyhteistyötä ja vuorovaikutustaitoja, jotta jatkuvasta kiistelyasetelmasta voidaan edetä toista kunnioittavaan ja kuuntelevaan vuorovaikutukseen osapuolten kesken. Tilannekartoituksen suositusten perusteella Metsähallitus käynnisti henkilöstölleen Opi johtamaan yhteistyötä -koulutukset, jotka toteutti Akordi. Koulutusten tavoitteena oli antaa toimihenkilöille uusia keinoja ja näkökulmia tavoilla, jotka perustuvat arvostukseen, kuunteluun ja yhteiseen ongelmanratkaisuun. Vahvistamalla osallistujien henkilökohtaisia taitoja, joiden avulla on mahdollista valmistautua vaativiin tilanteisiin sekä ymmärtää paremmin oman toiminnan merkitystä vuorovaikutustilanteissa pyrittiin luomaan toimihenkilöille parempia edellytyksiä toimia kiistatilanteissa aikaisempaa paremmin. Yhteisten hyötyjen lähestymistapa on Yhdysvalloissa 1970-luvun lopulta lähtien kehittynyt vaihtoehtoinen riidanratkaisumenetelmä monimutkaisiin julkisluonteisiin ympäristökiistoihin. Pyrkimyksenä lähestymistavassa on saavuttaa avoimen, arvostavan ja toisen tarpeiden ymmärtämiseen pyrkivän keskustelun kautta yhteisymmärrys käsiteltävästä asiasta enemmistöperiaatteen sijaista. Yhteisten hyötyjen periaatteiksi yhteistyössä määriteltiin tässä tutkimuksessa luottamuksen rakentaminen ja vuorovaikutus sekä jaetun tietopohjan ja vaihtoehtojen lisääminen. Tutkimuksessa tunnistettiin, että avoimuus, kuunteleminen ja vuorovaikutussuhteiden rakentaminen sekä asiantuntemus olivat toimihenkilöiden vahvuuksia yhteistyö- ja vuorovaikutustilanteissa. Koulutus selkeytti toimihenkilöille luottamuksen rakentamisen ja vuorovaikutussuhteiden merkitystä yhteistyön onnistumisessa niin sisäisten kuin ulkoisten sidosryhmien kanssa. Haasteeksi periaatteiden kiinnittymiselle tunnistettiin ennakkoasenteet ja asiantuntija-asemasta yhteistyön osapuoleksi siirtyminen. Toimihenkilöiden kokemukset epävarmuudesta kohdata haasteellisia vuorovaikutustilanteita ja tunne osaamattomuudesta toimia oikein, tunnistettiin tutkimuksessa tarpeena laajentaa metsäammattilaisen asiantuntijuutta vastaamaan paremmin muuttuvan toimintaympäristöön haasteisiin. Ymmärtämiseen pyrkivän kuuntelemisen taidon kehittäminen sekä jaettuun oppimiseen ja ongelmanratkaisuun pyrkivän toimintakulttuurin luominen luo tämän tutkimuksen perusteella mahdollisuuksia periaatteiden kiinnittymiselle.

Bakalaura darba mērķis ir pētīt divu konstitucionālo orgānu – likumdevēja un konstitucionālās tiesas - mijiedarbību un savstarpējās attiecības demokrātiskā valstī, apskatot gan pozitīvus sadarbības piemērus, gan konfliktus, kas starp šiem konstitucionālajiem orgāniem var rasties. Lai sasniegtu darba mērķi, autors pēta un analizē teorijā pastāvošās atziņas par konstitucionālā dialoga īstenošanu un konfliktiem starp likumdevēju un konstitucionālo tiesu kopsakarā ar piemēriem no Latvijas un ārvalstu, sevišķi Eiropas valstu, prakses šajā jomā. Darbā ir pētītas konfliktu attīstības pakāpes, kā arī to iespējamās izpausmes, tāpat pievēršot uzmanību pasākumiem, kurus var veikt likumdevējs vai konstitucionālā tiesa, lai izvairītos no konfliktu rašanās. Bakalaura darba noslēgumā autors izvirza secinājumus par pozitīva savstarpējā dialoga uzturēšanas nepieciešamību starp konstitucionālo tiesu un likumdevēju un apstākļiem, kas to apgrūtina vai pilnībā liedz., The aim of the bachelor’s thesis is to study the interaction and relations between two constitutional organs – the legislature and the constitutional court – in a democratic state by examining both positive examples of cooperation and examples of conflicts that may arise between these constitutional organs. To achieve the aim of the thesis author studies the theory about the constitutional dialogue and conflicts between the legislature and constitutional court in relation to examples of practice from Latvia and foreign countries, particularly European countries. In this research author studies different stages of conflict escalation between constitutional court and legislature and how they can be divided, also researching the possible ways for the legislature and constitutional court to prevent a conflict. At the end of the bachelor’s thesis author draws conclusions on the importance of positive constitutional dialogue between the legislature and constitutional court at the same time pointing out the obstacles that can make it difficult or preclude it.

Empirijsko analitički pristup znanosti šumarske politike primijenjen je na primjeru specijalnog rezervata prirode „Koviljsko-Petrovaradinski Rit“ (Srbija) s ciljem sveobuhvatne analize korisnika, njihovih interesa i potencijalnih sukoba interesa. Istraživanje je provedeno od kolovoza 2017. do kolovoza 2018. godine. Procjena intenziteta interesa identificiranih korisnika temelji se na kvalitativnoj analizi sadržaja i kritičkoj analizi te kombinaciji tehnika triangulacije, logičkog zaključivanja, indukcije i dedukcije. Unosom procijenjenog intenziteta interesa korisnika (vlasnici šuma – država i privatni šumovlasnici; zaposleni u šumarstvu; poduzeća/institucije – drvna industrija, pokrajinski sekretarijat, itd.; građani) u analitičku shemu jasno se mogla izdvojiti zona sukoba između korisnika s vrlo jakim interesom za korištenje drvne mase (Vojvodinašume, crkva, prerada drva) i korisnika koji pripadaju interesnom polju očuvanja/zaštite prirode (institucije zaštite prirode, građani). Uz navedeno, država tj. Vojvodinašume su u unutarnjem sukobu, jer (također) imaju vrlo snažan interes za proizvodnju drva s jedne strane i za zaštitu prirode s druge strane. Kako bi uravnotežila interese, država/pokrajina je u prednosti jer rješenje može potražiti interno, ali analitička shema pokazuje i da će rezultat neizbježno dovesti do sukoba s drugim korisnicima (drvnom industrijom ako se poveća opseg zaštite ili zaštitom prirode ako se pojača sječa drva). Koncept zaštitnih zona pokazuje trenutni kompromisni paket između zainteresiranih strana (stroga zaštita 6%, aktivna zaštita 29% i korištenje drva 65%), koji će opstati dok ga država bude mogla podržati političkim mjerama. Empirijsko analitički pristup omogućio je sveobuhvatni uvid u korisnike i interese vezane za Rit, a metodološka postavka je uz zaključake relevantne za daljnja znanstvena istraživanja stvorila osnovu za aktivniju komunikaciju rezultata s praksom., This study, based on modified Schusser´s sequential method, was conducted from August 2017 to August 2018 with the aim of using accessible and familiar case example from Serbia to verify the claim of forest policy science - that users, their interests and potential conflicts of interest can be comprehensively identified and analysed while applying empirically analytical approach. On the example of special nature reserve Koviljsko-Petrovaradinski Rit the intensity of user´s interest is assessed based on qualitative content analysis and critical reasoning in combination with the techniques of triangulation, induction and deduction. By entering the estimated intensity of user interests into the analytical sheme (users categorized as forest owners- state/province and private, forestry employees, enterprises/institutions and citizens), the first conflicting zone was identified between the very strong interests in forest utilization (priority of profitable timber harvesting) and the interest field comprising the very strong and strong user interests for nature conservation. In addition, the state/province (public enterprise Vojvodinašume) is in an internal conflict, having (also) a very strong interest in wood production (creating revenues) on the one hand and in nature conservation on another. In order to balance them (towards the general social interest), the state/province has an advantage of being in the position to look internally for a solution, but the analytical scheme also shows how potential changes could trigger conflicts with other users (wood industry if protection is increased or nature protection actors if logging intensifies). The current solution of protection zones, divided into strict protection 6%, active protection 29% and profitable use of wood 65%, reflects the actual compromise package between the state/province andinterests of remaining users, which will last as long as the state/province is in the position to support it with available political means.Whereas individual discourses take into account only partial aspects, the current approach has provided a comprehensive insight into Rit´s actors and interests. Methodological set-up of existing theoretically-based analytical categories has offered conclusions relevant for further research, forming at the same time a strong basis for more active communication of results with practice: users can more clearly perceive each other’s positions and evaluate own abilities to act, while searching for the implementation concepts that work in practice.

Zbog nesigurnosti očinstva braća i sestre ne mogu biti sigurni da dijele očeve gene. Za rješavanje ovog adaptivnog problema, prirodni odabir mogao je pogodovati razvoju mehanizama za prepoznavanje srodnika na temelju znakova koji su u evolucijskoj povijesti bili pouzdani pokazatelji genetske povezanosti. Cilj ovog istraživanja bio je ispitati povezanost fizičke i psihološke sličnosti kao fenotipskih znakova srodstva s altruizmom i konfliktima - ponašanjima koja se tipično javljaju u odnosima s braćom i sestrama, a za koja se očekuje da će varirati ovisno o stupnju genetske povezanosti. Istraživanje je provedeno na uzorku od 395 sudionika. Podaci su prikupljeni online upitnikom koji se sastojao od sociodemografskih pitanja, čestica kojima su mjerene percipirana fizička sličnost, percipirana psihološka sličnost, emocionalna bliskost, svakodnevno ulaganje i konflikti te 6 vinjeta kojima je mjerena spremnost na hipotetsko ulaganje. Rezultati pokazuju da su percipirana fizička i psihološka sličnost pozitivno povezane sa svakodnevnim i hipotetskim ulaganjem, ali nakon kontrole sociodemografskih varijabli i emocionalne bliskosti više nisu imale samostalan doprinos u objašnjenju varijance svakodnevnog i hipotetskog ulaganja. O većim razinama svakodnevnog ulaganja izvještavaju žene, osobe čiji je brat/sestra mlađe dobi, osobe koje češće komuniciraju s bratom/sestrom i osobe koje osjećaju veću emocionalnu bliskost s bratom/sestrom. Emocionalna bliskost bila je jedini značajni prediktor hipotetskog ulaganja. Percipirana fizička sličnost nije bila povezana s razinom konflikata, dok je percipirana psihološka sličnost bila negativno povezana. Nijedna nije imala samostalan doprinos u hijerarhijskoj regresijskoj analizi. O višim razinama konflikata izvještavaju osobe čiji je brat/sestra mlađe dobi, koje žive bliže bratu/sestri i koje su emocionalno manje bliske sa svojim bratom/sestrom. Due to paternity uncertainty siblings cannot be certain that they share paternal genes. To solve this adaptive problem, natural selection could have favored the development of kinship recognition mechanisms based on cues that have been reliable indicators of genetic relatedness in evolutionary history. The aim of this study was to investigate the role of physical and psychological resemblance as phenotypic kinship cues in explaining altruism and conflict – behaviors that are typical for sibling relationships and that are expected to vary based on genetic relatedness. The study was conducted on a sample of 395 participants. Participants completed an online questionnaire that consisted of socio-demographic questions, items that measured perceived physical resemblance, perceived psychological resemblance, emotional closeness, everyday investment, conflicts and of six vignettes that measured willingness to help a sibling in a hypothetical situation. Physical and psychological resemblance were positively correlated with everyday and hypothetical investment, but after controlling for socio-demographic variables and emotional closeness they no longer had an independent contribution in explaining the variance of everyday and hypothetical investment. Women, those whose sibling is younger, those who communicate more often with their sibling and those who are emotionally closer to their sibling report having greater levels of everyday investment in their sibling. Emotional closeness was the only significant predictor of hypothetical investment. Physical resemblance was not correlated with conflicts while psychological resemblance was negatively correlated with conflicts. None of them had an independent contribution in hierarchical regression analysis. Individuals whose sibling is younger, who live closer to their sibling and who feel emotionally less close to their sibling report having greater levels of conflicts with that sibling.

Lauras Blūmas diplomdarbs “Sociālpedagoģiskās darbības 7. – 9. klašu skolēnu savstarpējo konfliktu mazināšanā vispārizglītojošajā skolā” izstrādāts Latvijas Universitātes Pedagoģijas, psiholoģijas un mākslas fakultātes Skolotāju izglītības nodaļā. Mērķis ir izzināt vispārējo konfliktu, kā arī izstrādāt un aprobēt sociālpedagoģisko programmu 7. – 9. klašu skolēnu savstarpējo konfliktu mazināšanā vispārizglītojošajā skolā. Teorētiskajā daļā autore sniedz konflikta vispārēju raksturojumu, skolēnu savstarpējo konfliktu cēloņus un skolēnu savstarpējo konfliktu mazināšanas iespējas vispārizglītojošajā skolā. Praktiskajā daļā autore veic pētījumu par skolēnu savstarpējiem konfliktiem vispārizglītojošās skolas 7. – 9. klasēs. Darba autore izstrādāja un realizēja sociālpedagoģisko programmu “Sociālpedagoģiskā darbība 7. – 9. klašu skolēnu savstarpējo konfliktu mazināšanā vispārizglītojošajā skolā”., Diploma paper “Social Pedagogical Activities to Decrease the Mutual Conflict among Students in Forms 7 – 9 in comprehensive education establishment” developed by Laura Blūma in the University of Latvia, Faculty of Education, Psychology and Art, Department of Teacher Education. The aim of the paper is to find out about the conflict overall, as well develop and approbate social pedagogical program in forms 7 – 9 in order to decrease mutual conflict in comprehensive education establishment. In the Theoretical part the author provides general characteristics of a conflict, the main reasons for conflicts and the possibility to decrease conflict in the educational institution of general education. In the Practical part the author carries out a study about the mutual conflicts among students in forms 7 – 9 in comprehensive education establishment. A social pedagogical program “Social Pedagogical Activities to Decrease the Mutual Conflict among Students in in Forms 7 – 9 comprehensive education establishment” has been developed and implemented.

Ljudi su najveća vrijednost na Zemlji, njihove se karakteristike i znanja ne mogu kopirati, ukrasti ili zamijeniti. Svaka ozbiljna organizacija zna koliko su ljudi bitni za posao i napredovanje te za postizanje kvalitetnih rezultata na svim razinama. Stoga, u 21. stoljeću, pored svih novih i naprednih tehnika, tehnologije, digitalizacije i automatizacije, ne smiju se zaboraviti ljudski potencijali jer ljudi su ključan čimbenik sa kojima sve počinje i završava. Planiranje i predviđanje broja zaposlenih je vrlo važan elemenat jer svako poduzeće mora unaprijed dobro sve isplanirati i predvidjeti koliko ljudi je potrebno da bi mogli kvalitetno funkcionirati. Dakako, uz to se povezuje i analiza te kreiranje radnih mjesta, budući da se mora znati kakva su radna mjesta potrebna, koja su zauzeta, a kojima je potreban svježi ljudski kapital. Ne smije se zaboraviti da se ljudski potencijali moraju kontinuirano pratiti, odnosno mora se pratiti uspješnost kako bi se znalo gdje su poduzeća, što moraju raditi da bi bila bolja, učinkovitija i napredovala u svakom segmentu. Jasno je da svaki čovjek mora imati i neki određeni motiv kako bi mogao raditi i napredovati. Kako su ljudi različiti, tako su i motivi različiti, međutim, moraju postojati jer su oni ključni za postizanje dobrih rezultata. Uz dobre i kvalitetne rezultate moraju doći adekvatne nagrade, što poduzeća moraju uraditi kako bi se pokazalo poštovanje i zahvalnost radnicima koji marljivo rade i doprinose poduzeću. Svaka zajednica dobro funkcionira ako su ljudski odnosi dobri. Stoga, radni odnosi u poduzeću moraju biti kvalitetni i na dobroj razini, jer inače može doći do velikih sukoba i neslaganja, što vodi poduzeće u lošem i krivom pravcu. Svi djelatnici moraju dobivati kvalitetno pružanje usluga, što svaka organizacija mora imati kako bi ljudi mogli raditi u normalnim uvjetima. U svakom poduzeću ljudi žele napraviti i kvalitetnu karijeru. Ako postoji kvalitetan interes pojedinca, može napraviti značajnu karijeru u nekom poduzeću te tako ostvariti i privatni i poslovni interes. Elektroničko učenje je od velike važnosti te predstavlja kako sadašnjost tako i budućnost u smislu učenja i savladavanja gradiva. Sigurnost i zdravlje svakog radnika mora biti imperativ i temeljna zadaća svakom poduzeću, jer ljudi su ključan čimbenik uspjeha. Gdje su ljudi, tu su i konflikti. Uvijek se zna dogoditi situacija da se netko ne slaže, ima drugačiju viziju, mišljenje ili tumačenje, stoga uvijek može doći do nekog nesporazuma ili malog konflikta, što poduzeće mora znati regulirati. Također, postoje i oblici poremećenog ponašanja ljudskih potencijala tijekom radnog vremena, što svaka tvrtka mora znati riješiti ispravno. Postoje još i teorije uspjeha organizacija koje su navedene u radu te mogu poslužiti svim djelatnicima da dobiju drugačiji pogled na uspjeh. Cilj istraživanja je bio da se istraže te prošire sve aktualne činjenice, znanja i spoznaje, odnosno teorijske spoznaje o ljudskim potencijalima, u smislu kako i na koji način se oni mogu najbolje iskoristiti i kvalitetno upotrijebiti za dobrobit organizacija i to na svim razinama. Rezultati istraživanja su vrlo kvalitetni i pozitivni. Na kraju se potvrdila hipoteza da uspjeh svakog poduzeća ili organizacije najviše ovisi o kvaliteti ljudskih potencijala, stoga je evidentno da poduzeća moraju ulagati u razvoj ljudskih potencijala kako bi postigla određena konkurentska prednost na tržištu pred drugima. Human resources are the greatest value on Earth, their characteristics and knowledge cannot be copied, stolen or replaced by something else. It can be said that people are like wine - the older they are, the better and better they are. Every serious organization knows how important people are for work and advancement and for achieving quality results at all levels. Therefore, in the 21st century, in addition to all new and advanced techniques, technology, digitalization and automation, we must not forget the quality of human resources because people are the key factor with which everything begins and ends. Planning and forecasting the number of employees is a very important element because every company must plan everything well in advance and predict how many people are needed to be able to function well. Of course, this is immediately linked to the analysis and creation of jobs, since it is necessary to know what kind of jobs are needed, which are occupied, and which need fresh human capital. It must not be forgotten, of course, that human resources must be continuously monitored, ie performance must be monitored in order to know where companies are, what they must do to be better, more efficient and progress in each segment. It is clear that every man must also have a certain motive in order to be able to work and progress in his business and company. As people are different, so are motives, but they must exist because they are key to achieving good results. Along with good and quality results must come beautiful and adequate rewards, which companies must do to show respect and gratitude to workers who work hard and contribute to the company. Every community works well if human relationships are good. Therefore, working relationships in the company must be of good quality and at a good level, because otherwise there can be major conflicts and disagreements, which leads the company in the wrong and wrong direction. All employees must have and receive quality service delivery, which every organization must have in order for people to be able to work in normal conditions. In every company, people want to make a quality career. If there is a quality interest of an individual, he can make a beautiful and significant career in a company and thus achieve both private and business interest. E-learning is of great importance and represents both the present and the future in terms of learning and mastering the material. The safety and health of every worker must be an imperative and a fundamental task for every company, because people are a key factor in success. Where there are people, there are conflicts. There is always a situation where someone disagrees, has a different vision, opinion or interpretation, so there can always be a misunderstanding or a small conflict, which the company must know how to regulate. There are also forms of disordered behavior of human resources during working hours, which every company must know how to solve properly. There are also theories of company success that are listed in the paper and can serve all employees to get a different view of success. The aim of the research was to investigate and expand all current facts, knowledge and insights, ie theoretical knowledge about human resources, in terms of how and in what way they can be best used and used for the benefit of the company at all levels. The research results are very high quality and positive. In the end, the hypothesis turned out that the success of any company or organization depends most on the quality of human resources, so it is evident that companies must invest in human resources development to achieve a certain competitive advantage in the market over others.

Tämä hallintotieteen alaan kuuluva väitöskirja tuottaa uutta ymmärrystä julkisten palveluiden kehittämisen kontekstissa ensinnäkin konfliktikäsitteestä ja toisekseen julkisten palveluiden systeemisestä muutoksesta. Kokonaisuudessaan väitöskirjan tuloksena ehdotetaan, että julkisten palveluiden tarkastelussa tarvitaan paradigmamuutosta, jossa tutkimuksen ja käytännön fokus siirtyy organisaatioiden sisäisistä ja niiden välisistä yhteistyöprosesseista kohti konfliktit tunnistavaa systeemistä näkökulmaa. Väitöskirjan tutkimuskysymyksenä onkin, kuinka konfliktit lisäävät ymmärrystä julkisten palveluiden systeemisestä muutoksesta? Tutkimuksessa ajattelun menetelmällisenä apuvälineenä toimii kompleksisuusajattelu ja erityisesti kertomuksellinen näkökulma kompleksisuuteen ja ymmärryksen luomiseen. Kompleksisuusajattelu toimii siis ensisijaisesti menetelmällisenä ajattelun apuvälineenä – se nostaa esiin uusia ajatuksia ja tarkastelutapoja, luo yhteyksiä ja ymmärrystä julkisten palveluiden tutkimuksessa. Tämän uudelleenajattelun kohteena toimii erityisesti koettujen konfliktien käsite ja rooli (mikrotaso) julkisten palveluiden kehittämishankkeissa (makrotaso) ja näiden avulla tapahtuva julkisten palveluiden systeemisen muutoksen (mesotaso) ymmärryksen lisääntyminen. Väitöskirja koostuu tästä yhteenvedosta, sekä neljästä vertaisarvioidusta, julkaistusta artikkelista. Kaksi artikkeleista (osatutkimukset I ja II) käsittelevät konfliktikäsitteen teoreettisia ja metodologisia lähtökohtia, sekä tarkastelevat konfliktien roolia tiedon luomisessa, kehittämisessä sekä muutoksessa. Toiset kaksi artikkelia (osatutkimukset III sekä IV) ovat puolestaan empiirisiä, laadullisia tapaustutkimuksia, jotka keskittyvät julkisten sosiaali- ja terveyspalveluiden kehittämishankkeisiin Jyväskylässä ja Turussa. Näiden tapaustutkimusten teoriaosioissa keskiössä ovat konfliktien ymmärrys ja yhteys julkisten palveluiden kehittämiseen ja muutokseen. Menetelmällisesti empiirisissä artikkeleissa on hyödynnetty tulkitsevaa hermeneuttisfenomenologista tutkimusotetta kokemusten tutkimuksessa, sekä tapaustutkimusta tutkimusstrategiana. Aineisto koostuu dokumenteista, havainnoinnista sekä syvähaastatteluista, ja on analysoitu teoriaohjaavan sisällönanalyysin keinoin. Väitöskirjan yhteenvedon teoreettinen viitekehys pohjautuu osatutkimusten tuloksiin. Viitekehyksessä tarkastelun keskiössä on konfliktikäsitteen tarkastelu elettyinä merkityksinä ja kokemuksina institutionaalisten järjestelyiden (arvot, uskomukset, tavoitteet ja käytännöt) erilaisuudesta. Ihmiset tuovat nämä erilaiset institutionaaliset järjestelyt mukanaan vuorovaikutuksen areenoille. Näiden konfliktikokemusten ymmärrettäväksi tekeminen kertomuksellisen ymmärryksen keinoin paljastaa kehittämishankkeiden taustalla vaikuttavia identiteettiin, tunteisiin sekä valtasuhteisiin liittyviä seikkoja. Institutionalisaation kautta konfliktit ovat välttämättömiä tiedon luomiselle. Siksi on erityisen tärkeää kriittisesti tarkastella konfliktikokemusten paljastamia ja suhteissa rakentuvia identiteettiin, tunteisiin ja valtaan liittyviä eroja kokemusten taustalla. Konflikti-käsitteen uudelleenmäärittelyn kautta tämän väitöskirjan yhteenveto tuottaa uutta ymmärrystä julkisten palveluiden systeemisestä muutoksesta. Väitöskirjan tulosten mukaan konfliktikokemusten kertomuksellisen ymmärtäminen ohjaa tarkastelemaan julkisten palveluiden systeemistä muutosta neljän elementin kautta. Nämä neljä elementtiä ovat moniäänisyys (nostaen esiin monitoimijaiset palveluekosysteemit), paikallisuus (nostaen esiin kontekstin ja ajan merkityksen), suhteissa toimiminen (nostaen esiin institutionalisaation vuorovaikutteisen luonteen), sekä refleksiivisyys (nostaen esiin kokemusten tarkastelun ja ymmärryksen systeemisen muutoksen perustana). Within the field of administrative sciences, this academic dissertation focuses on the crucial role of conflicts experienced in the development of public services and, through this, foregrounds the need to understand systemic change. Overall, the dissertation suggests a paradigm shift in public service research from a focus on cooperation and doing, inherent in intra- and inter-organizational approaches, to conflicts of institutional arrangements and being as a systemic approach and asks, how do conflicts increase understanding on systemic change in public services? The dissertation utilizes a narrative approach to organizational complexity and sensemaking. Here, complexity-thinking as a methodological tool posits new directions, draws new connections and creates new understandings for public service research, particularly for revealing conflicts (micro-level) in service development initiatives (macro-level) and contributing to understanding the systemic change in public services (meso-level). An overarching thesis and four peer-reviewed, published articles comprise the dissertation. Two of the articles (sub-studies I and II) discusses the theoretical and methodological foundations for the concept of conflict and explore the role of conflicts in knowledge creation, development and change. The other two articles (sub-studies III and IV) are empirical, qualitative case studies focusing on two Finnish public service development initiatives, theoretically positing connections and understanding conflicts in public service development and change. The empirical articles rely methodologically on an interpretive, hermeneutic phenomenological approach to studying experiences and a case study approach as a research design. The data consist of documents, observations and in-depth interviews and were analysed utilizing a qualitative theory-guided content analysis. The theoretical framework, based on the sub-studies’ results, focuses on exploring the concept of conflicts as felt meanings and lived experiences of differences in institutional arrangements (as the different values, beliefs, aims and practices) people bring to multiple spheres of interaction. Importantly, narrative sensemaking of conflict experiences reveals issues of identity, emotions and power relations. As conflicts become, through institutionalization, necessities for knowledge creation, it is crucial to be critically reflexive towards these different, relational meanings of identities of self and others and the emotions that the experienced conflicts bring up as well as the power relations underlying the conflict experiences. Further, through this reimagined concept of conflict, the synthesis focuses on understanding public service development as a systemic change. The synthesis suggests that in understanding public services’ changes, the narrative sensemaking of experienced conflicts draws attention to four underlying elements of systemic change, namely polyphony (foregrounding the multi-actor service ecosystems), locality (foregrounding the context and time), relationality (foregrounding the relational nature of institutionalization) and reflexivity (foregrounding the sensemaking of experiences as a basis for systemic change).

V magistrskem delu sem se posvetila reševanju konfliktov v partnerskih odnosih. Konflikti so namreč neizogibni, njihovo uspešno reševanje pa pripomore k vsestranskemu izboljšanju aspektov življenja vsakega izmed partnerjev posebej in hkrati obeh skupaj. V teoretskem delu sem se osredotočila na teme vpliv primarne družine na posameznikov partnerski odnos, osnovne človekove potrebe, izražanje čustev, zadovoljstvo, komunikacijo, nasilje, na partnerske konflikte in reševanje le-teh. S kvalitativno raziskavo oz. analizo podatkov iz intervjujev sem dobila rezultate, ki sem jih predstavila v empiričnem delu. Ugotovila sem predvsem, da so procesi, ki so se odvijali v odnosih med starši in posamezniki, podobni procesom, ki se dogajajo v partnerskih odnosih posameznikov. Prav tako je odvisno, kako uspešno rešujemo konflikte od tega, kako uspešno so jih reševali naši starši, kar pa ne pomeni, da odzivov na konflikte v partnerskem odnosu ne moremo izboljšati. Zato je pomembno, da problematiko najprej ozavestimo in nato zavestno pristopimo k razvijanju ustreznih sposobnosti. Konflikti namreč niso razlog za prepiranje, razlog za to se skriva v nesposobnosti reševanja konfliktov na konstruktiven način. Če se zavedamo koristi, ki jih prinaša konstruktivno reševanje, se nam bo s konflikti veliko lažje soočiti in spoprijeti, rešeni konflikti pa pomembno prispevajo k izboljšanju same kvalitete partnerskega odnosa. This Master's thesis focuses on resolving conflicts in partnerships. Conflicts are inevitable, their successful resolving contributes to general improvement of all aspects of life for each of the partners and both of them as a couple. In the theoretical part, I introduced the impact of family of origin on individuals partnership, basic human needs, expressing emotions, satisfaction, communication, violence, partnership conflicts and their resolving. In the empirical part, I have presented the results of the qualitative research and interview data analysis. Especially I found out that the processes among parents and individuals are similar to those which take place in individuals partnerships. Our success rate in resolving conflicts in our partnerships depends on how successfully our parents were resolving their conflicts. However, this does not mean that we cannot improve our responses in partnership conflicts. In the first place it is important that we are aware of the issue, then we have to consciously develop adequate competences. Conflicts are not the reason for arguing, the reason for it lays in incompetence of resolving conflicts constructively. If we are aware of the benefits of constructive conflict resolving, we can confront and deal with conflicts easier, which contributes to the improvement of partnership quality.