Full Text Available The article deals with theoretical analysis of the higher school teaching staff professional development system creation on the adaptive management principles. It is determined the background and components of the higher school teaching staff professional development adaptive management system. It is specified the mechanisms for higher school teaching staff professional development adaptive management: monitoring and coaching. It is shown their place in the higher school teaching staff professional development system on the adaptive management principles. The results of the system efficiency are singled out.
Knoche, Erin L; Meucci, Joanne H
Clinical ladders provide a framework for professional nursing development and have shown increased personal and professional satisfaction. This article describes a standardized approach for clinical ladder implementation. Managers' and staff nurses' knowledge of the model must align for important stakeholders to perceive the clinical ladder as valuable. Understanding differences and perspectives can be useful as the basis for education and further clinical ladder refinement augmenting the potential for increased nursing satisfaction and professional development.
Calls for more effective and modern teaching practices, higher research outputs, leaner administrative processes, greater community engagement, and more student-centred approaches to the business of higher education have intensified the challenges of working in a university. These challenges have added considerable complexity to the roles of academic staff, many of whom are facing increasing demands for which they are ill equipped to deal in terms of their formal education. To succeed in the ...
..., management, marketing, packaging, processing, closing, servicing or liquidation services provided by... the CDC makes for managing, marketing, packaging, processing, closing, servicing, or liquidation..., marketing, packaging, processing, closing, servicing or liquidation function, the CDC's Board must explain...
Fraas, M R; Coughlan, G F; Hart, E C; McCarthy, C
Self-reported concussion rates among U-20 and elite rugby union players in Ireland are 45-48%. Half of these injuries go unreported. Accurate knowledge of concussion signs and symptoms and appropriate management practices among coaches and medical staff is important to improve the welfare of players. Examine concussion knowledge among coaches, and management techniques among medical staff of professional Irish rugby teams. Surveys were administered to 11 coaches and 12 medical staff at the end of the 2010-2011 season. Coaches demonstrated an accurate knowledge of concussion with a good understanding of concussion-related symptoms. Medical staff reported using a variety of methods for assessing concussion and making return-to-play decisions. Reliance on subjective clinical methods was evident, with less reliance on objective postural stability performance. Overall, the coaches in this investigation have accurate knowledge of concussion and medical staff use effective techniques for managing this injury. On-going education is needed to assist coaches in identifying concussion signs and symptoms. It is recommended that medical staff increase their reliance on objective methods for assessment and return-to-play decision making.
I. A. Revskaia
Full Text Available The article analyzes the mechanisms and technology management personnel professionalization of medical organizations. The question is now becoming even more relevant within the health care sector optimization, the main purpose of which is claimed to improve the quality of health care by improving the efficiency of health care organizations and their personnel, including the availability of physicians and medical staff, their skills and professionalism. The problems of improving the technology of postgraduate education of doctors examined.
Narang, Ramandeep S; Manchanda, Adesh; Singh, Simarpreet; Verma, Nitin; Padda, Sarfaraz
The aim of this study was to determine awareness of biomedical waste (BMW) management policies and practices among dental professionals and auxiliary staff in a dental hospital/clinics in Amritsar, India, to inform the development of future policies for effective implementation of BMW rules. The study involved 160 staff members at the Amritsar hospital/clinics (80 dentists and 80 auxiliary staff) to whom a questionnaire was distributed regarding policies, practices and awareness relating to BMW. The questionnaire was first piloted. Completed questionnaires were returned anonymously. The resulting data were statistically tested using the chi-square test for differences between the dentists and auxiliary staff. In respect of BMW management policies, there was a highly significant difference in the responses of the dentists, whose answers suggested far greater knowledge than that of the auxiliaries (Pmanagement practices, the dentists were significantly more aware (Pwaste collection in the hospital and the disposal of various items into different colour-coded bags. As for employee education/awareness, there was a significant difference (Pmanagement among dental auxiliary staff in the dental hospital/clinics in Amritsar and a lack of awareness of some aspects among dentists who work in the hospital/clinics. The results provide the hospital authorities with data upon which they can develop a strategy for improving BMW management.
This paper presents the evidence collected for the National Behaviour and Attendance Review (NBAR) in Wales on the professional development needs of staff on behaviour management and school attendance. These data were collected in two stages between 2006 and 2008. At Stage 1, data were collected from four pre-selected professional focus groups who…
Provides practical tips on three key traits of successful library managers: ability to motivate, utilization of authority to reward or discipline, and ability to delegate. Encouraging library support staff interested in becoming professional librarians is stressed. (EAM)
Staff motivation is a major link in improving the competitiveness of any organization. One of the main problems of management of motivation of staff is the individuality of each employee, so the knowledge of psychology and individual needs will help organizations effectively manage staff.
Presents some basic maintenance management techniques that can help schools meet their budgets, preserve staffing levels, meet productivity needs, and sustain quality services. Tips for staff recruitment, training, and retention are explored. (GR)
Hardina, Donna; Montana, Salvador
In this article, findings from a national survey of social service managers are described. Respondents were asked to identify theories and models of management that influenced their administrative activities. The results indicate that many of the respondents used an empowerment-oriented approach to management. Respondents were more likely to…
Jones, John W.
Staff burnout among health professionals refers to a syndrome of physical and emotional exhaustion involving the development of negative job attitudes, a poor professional self-concept, and a loss of empathic concern for clients. The Staff Burnout Scale for Health Professionals (SBS-HP) is a 20-item inventory assessing cognitive, affective,…
Todays project management requires a number of abilities which involve finding quick solutions to shortage of staff members with possession of specific qualities. When persons with team responsibilities are under pressure or due to various circumstances are unable to perform exhaustive search in databases, an interactive visualization tool can come in quite handy in finding good solutions unforeseen occurrences. In particular we propose application of selected graphs for facilitating mobile human resource management.
Staff are a university's key resource. Typically, research has concentrated on the contribution of academic staff, and has largely overlooked the crucial role of professional staff. However, recently there has been an increase in research by professional staff, about professional staff. In Australia, professional staff comprise more than half the…
I. V. Shpektorenko
Full Text Available The advanced studies of researchers, studying components of work experience are considered in the article. Author vision of internal components of work experience is offered in the article, the factors of its forming are selected. Using comparative, comprehensive and systematic method, modeling author examines internal component structure of professional experience personnel, including personnel of public administration. The author determines that professional experience is formed in relation to personal, professional competency as an employee - the ability to learn and academic mobility, based on the importance of intelligence belongs. Professional experience as the degree of formation competency skills, and formed under the influence of value-orientation characteristics, such as professional qualifications and performance, professional orientation of a person, his professional intentions, calling, interests, expectations, satisfaction. Professional experience - a form of assimilation specialist own rational and collective achievements in the professional field, is a summary of the result of the professional man pointing to the implementation of the competency skills of the employee in the course of professional activities on its self-sufficiency
Lee, Richard Philip; Bamford, Claire; Poole, Marie; McLellan, Emma; Exley, Catherine; Robinson, Louise
Background Evidence consistently shows that people with advanced dementia experience suboptimal end of life care compared to those with cancer; with increased hospitalisation, inadequate pain control and fewer palliative care interventions. Understanding the views of those service managers and frontline staff who organise and provide care is crucial in order to develop better end of life care for people with dementia. Methods and findings Qualitative interviews and focus groups were conducted from 2013 to 2015 with 33 service managers and 54 staff involved in frontline care, including doctors, nurses, nursing and care home managers, service development leads, senior managers/directors, care assistants and senior care assistants/team leads. All were audio recorded and transcribed verbatim. Participants represented a diverse range of service types and occupation. Transcripts were subject to coding and thematic analysis in data meetings. Analysis of the data led to the development of seven key themes: Recognising end of life (EOL) and tools to support end of life care (EOLC), Communicating with families about EOL, Collaborative working, Continuity of care, Ensuring comfort at EOL, Supporting families, Developing and supporting staff. Each is discussed in detail and comprise individual and collective views on approaches to good end of life care for people with dementia. Conclusions The significant challenges of providing good end of life care for people with dementia requires that different forms of expertise should be recognised and used; including the skills and knowledge of care assistants. Successfully engaging with people with dementia and family members and helping them to recognise the dying trajectory requires a supportive integration of emotional and technical expertise. The study strengthens the existing evidence base in this area and will be used with a related set of studies (on the views of other stakeholders and observations and interviews conducted in
Richard Philip Lee
Full Text Available Evidence consistently shows that people with advanced dementia experience suboptimal end of life care compared to those with cancer; with increased hospitalisation, inadequate pain control and fewer palliative care interventions. Understanding the views of those service managers and frontline staff who organise and provide care is crucial in order to develop better end of life care for people with dementia.Qualitative interviews and focus groups were conducted from 2013 to 2015 with 33 service managers and 54 staff involved in frontline care, including doctors, nurses, nursing and care home managers, service development leads, senior managers/directors, care assistants and senior care assistants/team leads. All were audio recorded and transcribed verbatim. Participants represented a diverse range of service types and occupation. Transcripts were subject to coding and thematic analysis in data meetings. Analysis of the data led to the development of seven key themes: Recognising end of life (EOL and tools to support end of life care (EOLC, Communicating with families about EOL, Collaborative working, Continuity of care, Ensuring comfort at EOL, Supporting families, Developing and supporting staff. Each is discussed in detail and comprise individual and collective views on approaches to good end of life care for people with dementia.The significant challenges of providing good end of life care for people with dementia requires that different forms of expertise should be recognised and used; including the skills and knowledge of care assistants. Successfully engaging with people with dementia and family members and helping them to recognise the dying trajectory requires a supportive integration of emotional and technical expertise. The study strengthens the existing evidence base in this area and will be used with a related set of studies (on the views of other stakeholders and observations and interviews conducted in four services to develop an
Hu, Wendy C Y; Flynn, Eleanor; Mann, Rebecca; Woodward-Kron, Robyn
For academic staff, responding to student concerns is an important responsibility. Professional staff, or non-academic staff who do administrative work in medical schools, are often the first to be approached by students, yet there is little research on how they manage student issues. Informed by the conceptual framework of emotional labour, we examined the experiences of professional staff, aiming to identify theoretical and practical insights for improving the provision of student support. We examined the scope of support provided, the impact of providing this support on staff and how these impacts can be managed. Professional staff at two medical schools were invited to participate in semi-structured qualitative interviews. Interviews were transcribed and independently analysed for emergent themes. Data analysis continued with purposive sampling for maximum variation until thematic saturation was reached. Findings were returned to participants in writing and via oral presentations for member checking and refinement. Twenty-two female staff from clinical, teaching and commercial backgrounds at nine urban and rural teaching sites were interviewed. Participants described providing support for diverse concerns, from routine requests to life-threatening emergencies. Four major themes emerged: firstly, all described roles consistent with emotional labour. Secondly, student support was regarded as informal work, and not well recognised or defined. Consequently, many drew upon their personal orientation to provide support. Finally, we identified both positive and negative personal impacts, including ongoing distress after critical events. Professional staff perform a range of student support work, leading to emotional, personal and work impacts. In turn, they need support, recognition and training in this essential but under-recognised role. Emotional labour offers a conceptual framework for understanding the gendered nature and impact of this work and how it may be
Tremblay, Christopher W.
Most current professionals who serve in an enrollment management leadership capacity likely were trained "on the job," or at professional development events, primarily because credit-bearing credentials, degrees, and other formal programs were nonexistent (Phair 2014). However, that landscape has since changed, and now there are multiple…
I. B. Ardashkin
Full Text Available The aim of the research is to analyze and summarize the Russian best practices of using the publication activity as a criterion to assess the professional activity of the academic staff; to identify the role of motivational factors as a method to manage and control the publication activity of the academic staff.Methods. The authors address the methodology of comprehensive research based on the method of document analysis, comparative analysis, and method of secondary use of sociological and psychological data.Results and scientific novelty concludes in presenting Russian and international best practices generalized on using the publication activity to assess the engagement of HEI (Higher Educational Institution academic staff; the most appropriate formats of using the publication activity as a criterion to assess the research component of the academic staff engagement are defined. Degree of reliability of this criterion is shown – its strengths and shortcomings. The conclusion is drawn on need of the essential changes in management of publication activity affecting both professional and motivational spheres of scientific and pedagogical staff. The most acceptable options of measurement of staff work efficiency of this category are formulated.Practical significance. The research outcomes can be the corpus for designing the assessment method for the professional engagement of the academic staff.
This article explores the concept and processes involved in professional socialisation and how mentors and nurse managers can help to foster positive aspects of this in their practice. Positive professional socialisation needs champions to instil fundamental professional values and behaviours in nursing staff, and managers need to support mentors to influence and lead the way in promoting standards of excellence in the nursing profession to assure public trust and confidence, and ultimately patient safety. The time out activities will ask you to consider and develop possible strategies to help support mentors and staff, and aim to encourage you to explore the potential benefits of positive professional socialisation for your team in delivering high quality patient care.
Zeleke, Aytaged Sisay
This study is aimed at understanding staff mobility, recruitment and professional development in Ethiopian higher education. To respond to these questions, qualitative method was mainly used. The data collection tools were literature review, internet, in depth interviews, documents, speeches and open ended questionnaire. These data collection instruments were appraised to learn about their strengths and weaknesses. Moreover, the interview was conducted in Amharic language and tape recording a...
Regan, Julie-Anne; Dollard, Emma; Banks, Nicci
This study examined the perceptions of professional staff on their contribution to student outcomes. An online Delphi survey method was used to collect data from two expert panels: professional staff based in faculties and professional staff based in central university departments. The aim of this method is for the panels to reach consensus. The…
Nurses must constantly adapt to a variety of radical and incremental changes in the way they work, but their emotional responses can inhibit changes from being sustained in practice. Implementing sustainable and meaningful change means supporting each individual to find value in new ways of working. This article shows how a team of community nurses were empowered to improve their practice by using an electronic caseload tool. This was done in a structured and supportive way by using Lewin's change management process, an approach that has benefits for supporting and sustaining changes in practice.
Otenko Vasyl I.
Full Text Available Unanticipated crises in various spheres of society are becoming a main object of attention of the mankind and civilization forming a new model of civilization – the risk society. Although this model is reflected in many works by scientists from different areas, methodological and practical justification of mechanisms for complex study of risks both at the society and enterprise level still remain relevant. The main resource for solving the problem of adaptation to life in the risk society is a person, who has both a high level of creativity and social responsibility. The unpredictability of enterprise risks can be overcome by developing professional mobility of its staff. This quality of a person is formed under the influence of a large number of external and internal factors. Among them the most difficult are the creative motivation of a person’s behavior and his/her internal mental set. In order to develop a methodological basis for formation of the staff professional mobility, it is necessary to formulate the main idea and hypothesis of a new theory, justify a list of disciplines studying certain aspects of the risk society and professional mobility, analyze paradigms of related sciences and choose ideas to form foundations of a new paradigm for creating a multidisciplinary system of concepts, principles and methods of research information support, rules of qualitative and quantitative assessment of its subject.
Full Text Available The shift in higher education away from traditional, transactional service models and toward innovative, transformational approaches, has led to a reframing of professional identities. At the University of the Sunshine Coast (USC, the creation of the Student Engagement team in 2015 took a learner-centred, theory-driven and evidence-based approach. However, the new team has been drawn from diverse backgrounds and is building a new, shared identity. To create a common language and understanding of practice in the team, the theory and scholarship of higher education was integrated into team leader discussions. These staff participated in a series of discussions, were encouraged to apply this learning to their daily practice in work with students and in communicating and contextualising their work among staff. The participants have shared their perspective on this new approach and results indicate that, while we are successfully achieving some objectives, the initiative can be adapted to become more effective.
There are many possibilities of the division of the managing styles. In theory one can distinguish two basic styles: directive and integrative. Generalisations describing both styles result in the fact that they do not reflect reality taking place at work. Because of it they cannot be applied in such a form. Therefore, it is necessary to build up the theoretical concept of the managing styles through decreasing their generality and adjusting them to the reality requirements at the same time. For the reality of management Reddin concept seems to be useful. It describes the organizational behaviour of managers. He noticed that the managing style is effective when it fits into the manager's situation whereas it is ineffective in such a situation, when the manager cannot select and adjust the managing techniques to the circumstances of the concrete decision-taking situation. Putting together 3 handling ways: orientation on assignments, orientation on staff, effectiveness, 8 managing can be differentiated. The aim of the paper was an attempt to check what managing styles are used by the nursing management staff working in hospitals. To determine the managing style a questionnaire consisting of 64 statements divided into 8 groups was applied. The examined persons were assigned to distribute 10 points among the statements belonging to each group of tasks which are supposed to specify their solution in the best way. The nursing management staff prefer the styles belonging to the more effective one in which there is a high orientation on staff.
Weaver, Robert Glenn; Beets, Michael W; Saunders, Ruth P; Beighle, Aaron; Webster, Collin
Evaluate a comprehensive intervention designed to support staff and program leaders in the implementation of the YMCA of USA healthy eating and physical activity (HEPA) standards for their afterschool programs (3-6 pm). Pre- (fall 2011) and postassessment (spring 2012) no-control group. Four large-scale YMCA afterschool programs serving approximately 500 children. Professional development training founded on the 5Ms (ie, Mission, Model, Manage, Monitor, and Maximize) and LET US Play principles (ie, Lines, Elimination, Team size, Uninvolved staff/kids, and Space, equipment, and rules), on-site booster training sessions, workshops, and ongoing technical support for staff and program leaders from January to May 2012. System for Observing Staff Promotion of Activity and Nutrition. Multilevel mixed-effects linear (ie, staff behaviors expressed as a percentage of the number of scans observed) and logistic regression. A total of 5328 System for Observing Staff Promotion of Activity and Nutrition scans were completed over the 2 measurement periods. Of the 20 staff behaviors identified in HEPA standards and measured in this study, 17 increased or decreased in the appropriate direction. For example, the proportion staff engaged in physical activity with children increased from 26.6% to 37% and the proportion of staff eating unhealthy foods decreased from 42.1% to 4.5%. Comprehensive professional development training, founded on the 5Ms and LET US Play principles, and ongoing technical assistance can have a sizable impact on key staff behaviors identified by HEPA standards for afterschool programs.
Tanaka, Michiko; Taketomi, Kikuko; Yonemitsu, Yoshikazu; Kawamoto, Rieko
To examine the perception of professional behaviours and factors contributing to nursing professionalism among nurse managers. Professional behaviours influence nursing professionalisation and managers' behaviours strongly impact professional development. In Japan, few studies have examined professional nursing behaviours from the nurse managers' perspective. The Behavioural Inventory for Professionalism in Nursing was performed with 525 nurse managers representing 15 facilities in Japan. The highest professional behaviours score obtained was 'competence and continuing education' and the lowest behavioural score was 'publication and communication'. The results demonstrate that higher nursing professionalism is related significantly to the increased length of nursing experience, a higher level of educational preparation and the current position as a nurse administrator. This study demonstrated that nursing professionalism is influenced by years of experience and nursing management education. Awareness of extrinsic professional factors is important continually to maintain nursing professionalism. The findings of our study may help nurse managers to continue their self-development and to realise the potential of their nursing staff by developing professionalism. These findings also provide an understanding of international professionalism trends to achieve higher levels of nursing professionalism through the evaluation of professional nursing behaviours. © 2014 John Wiley & Sons Ltd.
Failla, Kim Reina; Stichler, Jaynelle F
The purpose of this study was to look at manager and staff perceptions of the manager's leadership style and to determine what effect transformational leadership style has on job satisfaction. Nursing job satisfaction is a critical element in addressing the nursing shortage. Literature supports that job satisfaction is related to nurse manager leadership style. This fact has caused nurse managers to carefully consider their leadership style and the impact it has on the nurses they manage. A descriptive correlational, comparative design was used in a convenience sample of nurse managers and their direct report nursing staff (n = 92). A correlation was found between nurse manager transformational leadership style and nurse job satisfaction (r = 0.348, P leadership style was associated with higher levels of job satisfaction. The findings added to the knowledge about variables that are correlated with job satisfaction, which is a critical issue to nursing.
Williams, C. A.
Staff development, one of the nine main functions in personnel management, is not an isolated function. Administrators with whom the ultimate responsibility for personnel management rests, determine the extent to which the personnel and staff development specialists can be utilized. The staff development specialist has three major roles, as…
Saleh, Usama; O'Connor, Tom; Al-Subhi, Hattan; Alkattan, Rana; Al-Harbi, Saad; Patton, Declan
to explore the nature of leadership styles used by the nursing management team, as perceived by nurses working at the bedside. leadership style is related to job satisfaction, staff retention, costs, and quality of care. The leadership styles of managers can be crucial in the healthcare setting, but very few studies have focused on them. the study employed qualitative methodology, involving 35 nurses working in different specialties of a medical city in Saudi Arabia. Data collection consisted of completing demographic and professional information and a semi-structured interview using open-ended questions. a phenomenologic-hermeneutic approach was used to identify major themes. the findings showed that participants described four types of leadership styles: relational leadership, preferential leadership, communication chain leadership, and ineffectual leadership. the leadership style employed by nurse managers has a major impact on nurses' satisfaction, turnover, and the quality of patient care they deliver.
Tay Sing Leong; Lim See Yew
The Staff Active Reflective Learning (ARL) is a new scheme designed to enhance student management though regular get-togethers of a group of teaching staff. It provides a platform for staff to share issues related to teaching, and seek solutions. This addresses current and future challenges faced in classroom management. The implementation of the Staff ARL is one of the recent initiatives taken under a new approach to shared learning within the School of Electronic and Info-Comm Technology. I...
With the growth in social networking and the potential for larger and larger breaches of sensitive data,it is vital for all enterprises to ensure that computer users adhere to corporate policy and project staff design secure systems. Written by a security expert with more than 25 years'' experience, this book examines how fundamental staff awareness is to establishing security and addresses such challenges as containing threats, managing politics, developing programs, and getting a business to buy into a security plan. Illustrated with real-world examples throughout, this is a must-have guide for security and IT professionals.
Healthcare professionals are exposed to several job stressors that can adversely affect both their mental and physical health, decrease their efficiency at work, for a successful intervention, the causes and management of stress in any healthcare unit or among healthcare professionals must be diligently documented. The aim of this study is to explore issues on specific occupational stress related to job performance, the role of healthcare in stress management and the effects of job resourc...
de Vries, Linda; Naidu, Som; Jegede, Olugbemiro; Collis, Betty
This paper reports the design, implementation, and evaluation of a teleseminar on instructional design (ID) and computer-mediated communication (CMC) for the purposes of staff development at The University of Southern Queensland, Toowoomba, Australia. Participation was open to any staff with an
Weaver, R Glenn; Beets, Michael W; Saunders, Ruth P; Beighle, Aaron
The YMCA of USA recently adopted Healthy Eating and Physical Activity (HEPA) Standards for their summer-day- camps (SDCs). Standards call for staff to exhibit HEPA promoting behaviors while eliminating HEPA discouraging behaviors. No studies have evaluated training programs to influence policy specified staff behaviors and related changes in child activity in SDCs. Four YMCA SDCs serving approximately 800 children/week participated in this no control group pre/post pilot study. Professional development training founded in the 5 Ms (Mission, Model, Manage, Monitor, Maximize) and LET US Play principles (lines; elimination; team size; uninvolved staff/kids; and space, equipment, and rules) was delivered to staff. Outcomes were staff promotion behaviors and child activity assessed via systematic observation instruments. Twelve of 17 HEPA staff behaviors changed in the appropriate direction from baseline to postassessment with 5 behaviors reaching statistically significant changes. The percentage of girls and boys observed in moderate-to-vigorous physical activity increased from 15.3% to 18.3% (P > .05) and 17.9% to 21.2%, whereas sedentary behavior decreased from 66.8% to 59.8% and 62.3% to 53.6%, respectively. Evidence suggests that the professional development training designed to assist SDCs to meet the HEPA Standards can lead to important changes in staff behaviors and children's physical activity.
M.H. Wetzels; MD E.J.M. Wouters; J. van Hoof; A.M.C. Dooremalen; H.T.G. Weffers
J. van Hoof, A.M.C. Dooremalen, M.H. Wetzels, H.T.G. Weffers, E.J.M. Wouters (2014) Exploring technological and architectural solutions for nursing home residents, care professionals and technical staff: Focus groups with professional stakeholders. International Journal for Innovative Research in
van Oorsouw, Wietske M. W. J.; Embregts, Petri J. C. M.; Bosman, Anna M. T.; Jahoda, Andrew
Background: A training package for staff working with clients presenting challenging behaviour was developed to (1) increase their knowledge regarding challenging behaviour, and (2) to improve the quality of physical intervention techniques. The latter aim was intended to reduce staff anxiety about dealing with incidents and limit physical risk of…
Oorsouw, W.M.W.J. van; Embregts, P.J.C.M.; Bosman, A.M.T.; Jahoda, A.
Background - A training package for staff working with clients presenting challenging behaviour was developed to (1) increase their knowledge regarding challenging behaviour, and (2) to improve the quality of physical intervention techniques. The latter aim was intended to reduce staff anxiety about
Oorsouw, W.M.W.J. van; Embregts, P.J.C.M.; Bosman, A.M.T.; Jahoda, A.
Background - A training package for staff working with clients presenting challenging behaviour was developed to (1) increase their knowledge regarding challenging behaviour, and (2) to improve the quality of physical intervention techniques. The latter aim was intended to reduce staff anxiety about
US Agency for International Development — E3 Staff database is maintained by E3 PDMS (Professional Development & Management Services) office. The database is Mysql. It is manually updated by E3 staff as...
Professional Development on Innovation Competence of Teaching Staff in Ugandan Universities George Wilson Kasule Abstract Sufficient university teaching staff with innovation competence is key if universities want to play a significant role in fostering sustainable
Irama Milei Flores
Full Text Available The following work describes to the type of existing communication in the professional schools and the strategies that use this type of organizations, to interact with its public. This reality is compared, with the theoretical expositions that in the matter of organizational communication, contribute students like: The Fernandez (1997, Goldhaber (1984, Serna (1996, Bartoli (1992, Go Rail (1998, among others. The study was developed in a sample of 104 affiliated and 4 Secretary Generals of the schools of Lawyers, Engineers, Accountants Public and Journalists of the state Nueva Esparta (Venezuela and used like technique and tool to the survey and the questionnaire. Between the conclusions they tell, that the type of communication that predominates in the schools is the unreliable person (rumors and formal the descendent one, but of regular way in amount and occasional form, they do not have communication plans and they fail to take advantage of the use of Internet. The elaboration of a plan of communications was recommended, according to the necessities of each union.
The type of training available to them include job orientation, formal in-service training, job rotation, typewriting, computer training, Factors like lack of finance, poor remuneration for teachers, delay in releasing the results, lack of basic teaching facilities, lukewarm attitude of staff militate against effective establishment of ...
Scherb, Cindy A; Specht, Janet K P; Loes, Jean L; Reed, David
Enhancing involvement in organizational decisions is one strategy to improve the work environment of registered nurses and to increase their recruitment and retention. Little is known about the type of decision making and the level of involvement nurses desire. This was a descriptive study exploring staff nurse and nurse manager ratings of actual and preferred decisional involvement and differences between staff nurses and nurse managers. A sample of 320 RNs from a Midwestern health care network was surveyed using the Decisional Involvement Scale. Nurse managers and staff nurses had statistically significant differences in their perceptions of who was involved in actual decision making in the areas of unit governance and leadership and collaboration or liaison activities. There were statistically significant differences in preferred decisional involvement between staff nurses and nurse managers in the overall DIS scale and the subscales of unit governance and leadership and quality of support staff practice.
D'iakovich, M P; Pavlov, A V
There was observed medical-psychological and social aspects of professional adaptation of staff of criminal-executive system, was given evaluation of conditions of their work. Was learned risk of damage of health, adaptational potential, personal peculiarities of staff Was learned valuable-motivation sphere, self-concept of competitionability, type of life position, several elements of mode of life of the staff. Was educed decreasing of adaptational capabilities, high personal anxiety and low stress firmness among high number of young specialists. Was formed an apprehension about effectiveness of their professional adaptation in conditions of absence of system of dynamic medical-psychological observe and prophylactic measures.
Verkaik, Renate; van Antwerpen-Hoogenraad, Paulien; de Veer, Anke; Francke, Anneke; Huis In Het Veld, Judith
Background Self-management in patients and family caregivers confronted with dementia is not self-evident. Self-management skills may be limited because of the progressive cognitive decline of the patient and because family caregivers are often also very aged. Self-management support by nursing staff is therefore of paramount importance. Objectives To gain insight into how nursing staff perceive their self-management support tasks, and how they put them into practice. Research questions are: 'What are the opinions and experiences of Dutch nursing staff working in home care or residential elderly care regarding self-management support for people with dementia and their family caregivers?' and 'Do nursing staff feel sufficiently trained and skilled for self-management support?'. Methods A mixed methods approach was used, combining cross-sectional quantitative survey data from 206 Dutch nursing professionals with qualitative interviews among 12 nursing staff working in home care or residential elderly care in The Netherlands. Results Nursing staff working in home care experienced self-management support of people with dementia as a part of their job and as an attractive task. They consider 'helping people with dementia to maintain control over their lives by involving them in decisions in daily care' the essence of self-management support. Nursing staff saw family caregivers as their main partners in providing self-management support to the patient. They were less aware that family caregivers themselves might also need self-management support. Nursing staff often felt insufficiently trained to give adequate self-management support. RN's and CNA's did not differ in their opinions, experiences and training needs. Conclusions Nursing staff in home care do consider self-management support an important and attractive task in dementia care. Their skills for providing self-management support to patients with dementia and family caregivers need improvement. Recommendations
S. L. Fomenko
Full Text Available The paper reveals the research findings concerning a complicated process of academic staff formation in the secondary school. The main determinants of the process include the discrepancy between the actual development level of academic staff and the existing requirements of pedagogic society. The author denotes the main motives for academic staff development: moral and financial incentives for professional growth, new educational tasks, unsatisfactory social status of educational institution, etc; and identifies the complex of objective and subjective conditions positively affecting the given process. According to the author, the main priority should be given to the methodological provision of academic staff, integration of their activity, and stimulation of informational, methodical, and organizational channels of school activity. In conclusion, the paper considers the principles of life-long teacher training, corporate cooperation, partnership and solidarity, and discusses the technological structure of academic staff development, based on the competence model of education.
Van Bogaert, Peter; Peremans, Lieve; de Wit, Marlinde; Van Heusden, Danny; Franck, Erik; Timmermans, Olaf; Havens, Donna S
To study nurse managers' perceptions and experiences of staff nurse structural empowerment and its impact on the nurse manager leadership role and style. Nurse managers' leadership roles may be viewed as challenging given the complex needs of patients and staff nurses' involvement in both clinical and organizational decision-making processes in interdisciplinary care settings. Qualitative phenomenological study. Individual semi-structured interviews were conducted with 8 medical or surgical nurse managers in a 600-bed Belgian university hospital between December 2013 and June 2014. This hospital was undergoing conversion from a classical hierarchical, departmental structure to a flat, interdisciplinary model. Nurse managers were found to be familiar with the structural empowerment of clinical nurses in the hospital and to hold positive attitudes toward it. They confirmed the positive impact of empowerment on their staff nurses, as evidenced by increased responsibility, autonomy, critical reflection and enhanced communication skills that in turn improved the quality and safety of patient care. Structural empowerment was being supported by several change initiatives at both the unit and hospital levels. Nurse managers' experiences with these initiatives were mixed, however, because of the changing demands with regard to their manager role and leadership style. In addition, pressure was being experienced by both staff nurses and nurse managers as a result of direct patient care priorities, tightly scheduled projects and miscommunication. Nurse managers reported that structural empowerment was having a favorable impact on staff nurses' professional attitudes and the safety and quality of care in their units. However, they also reported that the empowerment process had led to changes in the managers' roles as well as daily practice dilemmas related to the leadership styles needed. Clear organizational goals and dedicated support for both clinical nurses and nursing unit
Rvović Jelena J.
Full Text Available This research has been conducted with the purpose of identifying the causes of stress (stressors within the journalists' work in Serbia, their intensity and frequency, as well as their negative impact on health on one hand, and on the other hand to identify what is the role of Human Resources Management within the media in overcoming journalists' stress caused by identified stressors. . The research method, a Questionnaire (N=60 was created as a combination of modified pSS (perceived Stress Scale and a Questionnaire proposed by Cousins et al. (2004 for measuring of work-related stress intensity, adapted to the specific features of this research. Results have revealed a large number of stressors that can and must be managed; therefore the specific goal of this research would include the creation of a draft template for management of journalists' professional stress. If the media in Serbia wish to be organizations that care about their journalists' health, they will have to adopt certain activities through a department of HR management to prevail over stress at work, due to permanent exposure of journalists to their great professional demands. However, human resources management in the media can not protect the health of their journalists most efficiently by one activity only, considering that a large number of stressors have been identified in the research. The proposed activities of HR management in overcoming the work-related stress represent only a macro-framework for outlining this phenomenon in Serbia, because we shall not be able to ascertain that the proposed template for journalists' professional stress management is completely efficient, before its application is proven empirically, i.e. in practice. This should not be regarded as a limitation to this research, considering that only a small number of credible studies in the world are using quantified data for verifying their conclusions. In any case the need for a study based on evidence
Gray, Linda R; Shirey, Maria R
To describe what nurse manager engagement means to nurse managers and staff nurses by incorporating an organizational dashboard to document engagement outcomes. Retaining engaged nurse managers is crucial for individual performance and organizational outcomes. However, nurse manager engagement is currently underreported in the literature. Existing data from the 2010 Employee Opinion Survey at the Baylor University Medical Center in Dallas, Texas, were used to measure staff engagement among 28 nurse managers and 1497 staff nurses. The data showed a 21% gap between manager and staff nurse engagement levels, with managers showing higher engagement levels than staff. No clear depiction of nurse manager engagement emerged. Consequently, an expanded definition of nurse manager engagement was developed alongside a beginning dashboard of engagement outcomes. The findings have implications for overcoming barriers that affect staff nurse engagement, improving outcomes, and creating definitions of nurse manager engagement.
James Avoka Asamani
Full Text Available Introduction: Nursing is a people-centred profession and therefore the issue of leadership is crucial for success. Nurse managers’ leadership styles are believed to be important determinant of nurses’ job satisfaction and retention. In the wake of a global nursing shortage, maldistribution of health workforce, increasing healthcare costs and expanding workload, it has become imperative to examine the role of nurse managers’ leadership styles on their staff outcomes. Using the Path-Goal Leadership theory as an organised framework, this study investigated the leadership styles of nurse managers and how they influence the nursing staff job satisfaction and intentions to stay at their current workplaces.Methods: The study employed a cross-sectional survey design to collect data from a sample of 273 nursing staff in five hospitals in the Eastern Region of Ghana. Descriptive and regression analyses were performed using SPSS version 18.0Results: Nurse managers used different leadership styles depending on the situation, but were more inclined to the supportive leadership style, followed by the achievement-oriented leadership style and participative leadership style. The nursing staff exhibited moderate levels of job satisfaction. The nurse managers’ leadership styles together explained 29% of the variance in the staff job satisfaction. The intention to stay at the current workplace was low (2.64 out of 5 among the nursing staff. More than half (51.7% of the nursing staff intended to leave their current workplaces, and 20% of them were actively seeking the opportunities to leave. The nurse managers’ leadership styles statistically explained 13.3% of the staff intention to stay at their current job position.Conclusions: These findings have enormous implications for nursing practice, management, education, and human resource for health policy that could lead to better staff retention and job satisfaction, and ultimately improve patient care.
Casida, Jesus; Parker, Jessica
To explore the correlations of leadership styles of nurse managers (NMs) and outcomes. Little is known about the linkages among leadership styles [transformational (TFL), transactional (TRL)] of NMs and outcomes [a leader's extra effort (LEE), leadership satisfaction (LS) and effectiveness (LE)] using the full-range leadership theory. Methods An exploratory correlational design was employed using data from a 2007 study in which staff nurses (n = 278) from four hospitals in the Northeastern US were asked to rate the leadership styles of NMs (n = 37) and outcomes using the Multifactor Leadership Questionnaire Form 5x-Short. Data were analysed using descriptive and inferential statistical methods. TFL leadership has strong correlations to LEE, LS and LE, and was a predictor for leadership outcomes. Conversely, TRL leadership has week correlations to LEE, LS and LE and did not predict leadership outcomes. NMs who frequently display TFL leadership styles will probably achieve goals in a satisfying manner, warranting further research. TFL leadership training should be a basic competency requirement of NMs. Placing successful and effective TFL leaders in nursing units are the professional and moral obligations of nurse executives. © 2011 The Authors. Journal compilation © 2011 Blackwell Publishing Ltd.
Irtwange, S. V.; Orsaah, S.
The objective of this study is to assess the impact of management style on academic staff performance with University of Agriculture, Makurdi as a case study. The management style of the vice chancellor of the University of Agriculture, Makurdi between the periods, September 3, 1996 to September 3, 2001 was determined using the Ohio State…
Kasule, George Wilson; Wesselink, Renate; Mulder, Martin
A study was conducted to determine general professional development activities perceived to be important in enhancing university teaching staff’s job performance, and the extent to which teaching staff participate in these activities in Uganda. Data were collected through semi-structured
This article confirms the reliability of a protean and boundaryless career attitudes scale, tested in a pilot study. Additionally, it summarises the results of this study into the career attitudes of professional staff in Australian and UK universities. A mixed methods approach was taken using a survey consisting of both closed questions on a…
Burke, Monica Galloway; Sauerheber, Jill Duba; Dye, Lacretia; Hughey, Aaron W.
Incorporating an understanding of religiosity and spirituality into the professional development of residence life staff can give them the knowledge and insights needed to successfully utilize students' already heightened awareness of their own religiosity, spirituality, and mindfulness, creating an environment that meets their emotional and…
Bailey, Janis; Troup, Carolyn; Strachan, Glenda
One focus of gender equity policies in universities has been the creation of "retention" part-time work for professional staff, which allows employees to move between full-time and part-time hours at their request. This paper examines whether such "good" part-time jobs can contribute to or at least not impede women's career…
Bond, Caroline; Hebron, Judith; Oldfield, Jeremy
Supporting pupils with autism spectrum disorder (ASD) in mainstream schools is a challenging task. This article proposes a professional development framework for educational psychologists (EPs) to consider when supporting the development of specialist ASD staff. The framework focuses on training content, educator characteristics and organisational…
Curran, Tara M.; Prottas, David J.
The study used data provided by 349 professional staff employees from 17 different US higher education institutions to assess aspects of their working conditions that could influence their own work engagement and the work-related behaviours of their colleagues. Relationships among three role stressors (role ambiguity, role conflict and role…
Henderson, Michelle; Barnett, Rebecca; Barrett, Heather
Transnational education (TNE) is a fast moving area. The growth of TNE provision across the higher education (HE) sector has meant professional staff have developed considerable experience and knowledge in this field. However, the development of online and distance learning provision combined with the changing TNE landscape has given rise to new…
Teno, Joan M; Plotzke, Mike; Christian, Thomas; Gozalo, Pedro
In the final days of life, symptoms are exacerbated and often families need both education and emotional support from hospice professional staff. The Medicare Hospice Benefit provides a per-diem payment with no requirements on the frequency of patient visits. To examine individual characteristics, hospice program, and geographic variation in hospice visits by professional staff during the last 2 days of life. This retrospective cohort study of 661 557 Medicare hospice beneficiaries included all patients who died in federal fiscal year 2014 (October 1, 2013-September 30, 2014) in hospice services while receiving routine home care in the last 2 days of life. Data analysis was conducted from March 9 to August 25, 2015. Medicare regulations require that hospice care centers report daily the frequency and duration of patient visits by professional staff, as well as the type of hospice staff who conduct these visits. We examined visit variation by hospice professional staff (physician, nursing staff, and social worker) during the last 2 days of life using a multivariable logistic model adjusting for decedent and hospice program characteristics. Of the 661 557 patients in the study, 81 478 (12.3%) received no professional staff visits in the last 2 days of life. State variation ranged from 590 of 15 399 patients (3.8%) in Wisconsin to 97 of 492 patients (19.7%) in Alaska, and hospice program interquartile variation ranged from 3.2% (25th percentile) to 19.5% (75th percentile). Black patients were less likely to have any visits than were white patients (7352 of 48 221 [15.2%] vs 70 365 of 585 377 [12.0%]; adjusted odds ratio, 1.30; 95% CI, 1.24-1.37). Those dying in a nursing home were 1.74 times less likely to have any visits than those dying at home (30 880 of 186 649 [16.5%] vs 40 973 of 386 654 [10.6%]; 95% CI, 1.62-1.88). Those dying on a Sunday were 3.35 times less likely to have a visit compared with persons dying on a Tuesday (19 519 of 95 979 [20.3%] vs 6784 of 92
Cox Sullivan, Sheila; Norris, Mitzi R; Brown, Lana M; Scott, Karen J
To examine the nurse manager perspective surrounding implementation of unit level shared governance in one Veterans Health Administration facility. Nursing shared governance is a formal model allowing nursing staff decision-making input into clinical practice, quality improvement, evidence-based practice and staff professional development. Unit level shared governance is a management process where decision authority is delegated to nursing staff at the unit level. Convenience sampling was used to recruit ten nurse managers who participated in face-to-face semi-structured interviews. Data were analysed using content analysis and constant comparison techniques. Demographic data were described using descriptive statistics. The participants included seven female and three male nurse managers with seven Caucasian and three African American. Participant quotes were clustered to identify sub-themes that were then grouped into four global themes to describe unit level shared governance. The global themes were: (1) motivation, (2) demotivation, (3) recommendations for success, and (4) outcomes. These research findings resonate with previous studies that shared governance may be associated with increased nurse empowerment, self-management, engagement, and satisfaction. These findings reflect the need for nurse managers to promote and recognize staff participation in unit level shared governance. © 2017 John Wiley & Sons Ltd.
Graham, Carroll; Regan, Julie-Anne
This paper reports on the second stage of a comparative study between two higher education institutions: one in Australia and the other in the United Kingdom, which explored the contributions of professional staff to student outcomes. The first stage acted as a scoping exercise to ascertain how the contributions of professional staff to student…
Duffield, Christine M; Roche, Michael A; Blay, Nicole; Stasa, Helen
This paper examined the impact of leadership characteristics of nursing unit managers, as perceived by staff nurses, on staff satisfaction and retention. A positive work environment will increase levels of job satisfaction and staff retention. Nurse leaders play a critical role in creating a positive work environment. Important leadership characteristics of the front-line nurse manager include visibility, accessibility, consultation, recognition and support. Secondary analysis of data collected on 94 randomly selected wards in 21 public hospitals across two Australian states between 2004-2006. All nurses (n = 2488, 80·3% response rate) on the selected wards were asked to complete a survey that included the 49-item Nursing Work Index-Revised [NWI-R] together with measures of job satisfaction, satisfaction with nursing and intention to leave. Subscales of the NWI-R were calculated. Leadership, the domain of interest, consisted of 12 items. Wards were divided into those reporting either positive or negative leadership. Data were analysed at the nurse level using spss version 16. A nursing manager who was perceived to be a good leader, was visible, consulted with staff, provided praise and recognition and where flexible work schedules were available was found to distinguish the positive and negative wards. However, for a ward to be rated as positive overall, nurse leaders need to perform well on all the leadership items. An effective nursing unit manager who consults with staff and provides positive feedback and who is rated highly on a broad range of leadership items is instrumental in increasing job satisfaction and satisfaction with nursing. Good nurse managers play an important role in staff retention and satisfaction. Improved retention will lead to savings for the organisation, which may be allocated to activities such as training and mentorship to assist nurse leaders in developing these critical leadership skills. Strategies also need to be put in place to
Hogan, Tierney D
A positive relationship between staff RN case managers and their case management supervisor significantly impacts job satisfaction and retention in case managers. Literature review supports the premise that staff need to trust their supervisor and that there is a connection between this trust and job satisfaction. Staff case managers need to have a voice at work and feel empowered, and a supervisor's leadership style can influence job satisfaction and retention in their staff.
van Niekerk, Eldridge; Muller, Hélène
This article reports on the perceptions of school staff of professional development and empowerment as part of the long-term leadership task of principals. The long-term leadership model was used as a theoretical framework to quantitatively determine the perceptions of 118 teachers and education managers in approximately 100 schools throughout…
Graham, Andrew T.
This small-scale case study focused on academic managers to explore the ways in which they control the workload of academic staff and the extent to which they use the workload model in performance management of academic staff. The links that exist between the workload and performance management were explored to confirm or refute the conceptual…
Full Text Available Purpose: to develop a method for estimating the reliability of the control of functional competencies of staff with limited test sample. Material and Methods: statistical process control, sampling by attributes. Results: the dependence of the reliability of the sampling of the sample size and the population of test questions, the control plan, methodical error sampling with a given probability. Conclusions: the proposed method of selecting control plan that allows correct (with a given probability decision criterion to choose the implementation of process control professional competencies of staff with limited test sample.
Morsiani, Giuliana; Bagnasco, Annamaria; Sasso, Loredana
To describe staff nurses' perceptions related to the leadership styles adopted by their nurse managers, identify which leadership style ensured job satisfaction in staff nurses and describe which behaviours nurse managers should change. Empirical literature suggests that leadership styles of nurse managers significantly influence staff satisfaction. However, few studies investigate how staff nurses perceive the leadership styles of their nurse managers, and how these impact upon the staff nurses' job satisfaction. This was a mixed method study, which included the administration of the Multi-factor Leadership Questionnaire and three focus groups. Ward nurse managers mostly adopted a transactional leadership style ('Management by exception active') aimed at monitoring errors and intervening to correct errors and punish, which had a negative impact on staff nurses' levels of job satisfaction. In contrast, the transformational leadership style, which is mostly correlated with satisfaction ('Idealized Influence Attributed', which staff nurses perceived as 'respect', 'caring for others', 'professional development' and 'appreciation'), was rarely practiced by nurse managers. The transformational leadership skills of Italian nurse managers need to be improved through behaviours based on greater respect, caring for others, professional development and appreciation. The present study could also serve as model to improve the leadership style of nurse managers in other countries. The themes of transformational leadership could serve as a guide for nurse managers to help them improve their leadership style, and improve the levels of job satisfaction in staff nurses. Owing to the complexity and the importance of this issue, classroom educational interventions would not be sufficient: it should be dealt as a strategic priority by nursing directors. © 2016 John Wiley & Sons Ltd.
This podcast highlights the role of bus drivers and transportation staff in the management of food allergies in schools. It also identifies CDC food allergy resources for schools. Created: 1/20/2015 by National Center for Chronic Disease Prevention and Health Promotion (NCCDPHP). Date Released: 1/20/2015.
Michaelson, Martin; White, Lawrence
This paper reviews legal risks associated with staff layoffs at institutions of higher education and methods for managing those risks and describes planning steps designed to minimize institutional legal exposure. Legal risks include claims of breach of contract, discrimination, tortious conduct, and violation of labor laws, collective bargaining…
Taunton, R L; Boyle, D K; Woods, C Q; Hansen, H E; Bott, M J
This study used causal modeling to trace the effects of manager leadership characteristics on staff registered nurse (RN) retention in 4 urban hospitals. Unique to the study were the all-RN sample, using Leavitt's (1958) model of behavior within an organization to group variables, manager characteristics and unit structure variables as predictors, and focus on the work unit rather than the hospital. Effects of manager characteristics were traced to retention through work characteristics, job stress, job satisfaction, commitment, and intent to stay. Theoretical variables explained 22% of the retention variance. Manager consideration of staff and RN intent to remain directly affected retention; other variable effects passed through intent to stay. Different predictors were important to retention, unit separation, and turnover.
Hills, Laura Sachs
Most every medical practice will embark at one time or another on a large and complex new project. The practice may, for instance, undertake a project in office construction or renovation, practice expansion, new technology, or a new large-scale event. The medical practice staff may find itself creating the project plan, overseeing its execution, and working through the plan day to day until its completion. In short, the staff may find itself responsible for project management. This article contains 40 specific, easy-to-implement project management strategies medical practice employees can use to manage both the large and small projects they undertake on behalf of the practice. It suggests effective project management strategies the staff can use before the onset of a new project as well as strategies to help define the project, to deliver the project, and to close and review the project. This article also describes five reasons medical practices often fail at project management and suggests more effective approaches that will ensure that the projects the medical practice undertakes are completed well, on time, and within budget.
Full Text Available Introduction: One of the ways of building and developing a better cooperative relationship between parents of people with severe and profound intellectual disabilities and professional staff is the inclusion of parents in support groups for parents and staff in support groups for staff. Goal: To examine the correlation of the level of cooperative relationship between the parents of people with severe and profound intellectual disabilities and professional staff with the inclusion of parents in support groups for parents and staff in support groups for staff. Methodology: Respondents: parents (296 of people with severe and profound learning disabilities and staff (298 in five centres across Slovenia; Methods: descriptive statistics, test of homogeneity, the rankit method, one-way analysis of variance; Procedures: survey questionnaires for parents and staff. The data was processed using SPSS software for personal computers. Results: The difference between the variances of the groups (parent found is statistically significant (F = 6.16; p = 0.01. Staff included in support groups have a significantly lower level of cooperative relationship with parents (f=10; M = - 0.12 than staff not included in these groups (f = 191; M = 0.04. Conclusion:In contrast to theoretical findings the results indicated less successful cooperation for professional staff included in support groups. The results furthermore did not confirm any differences in the cooperative relationship of parents included in support groups and those who are not. We suggest an in-depth analysis of the workings of support groups.
This paper describes a new concept, of vital importance to actuaries, which the authors have named \\'managing actuaries\\' professional risk\\'. Much has been written on the constituent elements of legal causation, risk management, indemnity insurance and professional conduct standards. This paper envisages an ...
Silvia Portero de la Cruz
Full Text Available OBJECTIVES: to describe the social and work characteristics of the nursing staff at a tertiary hospital in the Public Health Service of Andalucía, to assess the degree of professional professional burnout and job satisfaction of those professionals and to study the possible relation between the professional burnout variables and the stress and job satisfaction levels on the one hand and social and employment variables on the other.METHOD: descriptive and cross-sectional study in a sample of 258 baccalaureate and auxiliary nurses. As research instruments, an original and specific questionnaire was used to collect social and employment variables, the Maslach Burnout Inventory, the Nursing Stress Scale and the Font-Roja questionnaire. Descriptive, inferential statistics and multivariate analysis were applied.RESULTS: average scores were found for professional stress and satisfaction, corresponding to 44,23 and 65,46 points, respectively. As regards professional burnout, an average score was found on the emotional exhaustion subscale; a high score for depersonalization and a low score for professional accomplishment. Studies are needed to identify the scores on these subscales in health organizations and to produce knowledge on their interrelations.
Full Text Available Background: Concepts such as organizational commitment and employees’ and managers’ ethics provide decision-makers and policy makers with potentially useful information which can result in increasing organizational efficiency and effectiveness. This study aimed to explore the relationship between professional ethics and organizational commitment among the staff working in the education departments of Tabriz University of Medical Sciences. Methods: This cross-sectional study was conducted in 2015. The study population consisted of all staff working as educational experts in the education departments of Tabriz University of Medical Sciences (N = 65. Data collection instruments used in this study were two standard questionnaires on professional ethics and organizational commitment. SPSS software version 21 was used to analyze the data. Results: According to the results, mean scores obtained for professional ethics and organizational commitment were (91.57± 9.13 (95% CI, 89.23-93.91 and (64.89 ± 10.37 (95% CI, 62.2367.54, respectively. A significant relationship was observed between professional ethics and organizational commitment among the educational experts working in Tabriz University of Medical Sciences (correlation coefficient = 0.405 (P = 0.001 (at 95% confidence level. Furthermore, there was a significant relationship between professional ethics and work experience (P = 0.043. The highest level of professional ethics observed was associated with those participants having a work experience of ranging from 6 to 10 years. Individuals with fulltime employment scored the highest in organizational commitment. Conclusion: Educational experts possessed a high level of professional ethics. The finding provides the grounds for promoting organizational commitment, which will lead to higher levels of organizational effectiveness.
Weaver, R. Glenn; Beets, Michael W.; Saunders, Ruth P.; Beighle, Aaron
Background The YMCA of USA recently adopted Healthy Eating and Physical Activity (HEPA) Standards for their summer-day-camps (SDCs). Standards call for staff to exhibit HEPA promoting behaviors while eliminating HEPA discouraging behaviors. No studies have evaluated training programs to influence policy specified staff behaviors and related changes in child activity in SDCs. Method Four YMCA summer-day-camps serving approximately 800 children per week participated in this no control group pre/post pilot study. Professional development training founded in the 5Ms (Mission, Model, Manage, Monitor, Maximize) and LET US Play principles (lines, elimination, team size, uninvolved staff/kids, and space, equipment and rules) was delivered to staff. Outcomes were staff promotion behaviors and child activity assessed via systematic observation instruments. Results Twelve of 17 HEPA staff behaviors changed in the appropriate direction from baseline to post-assessment with five behaviors reaching statistically significant changes. The percentage of girls and boys observed in moderate-to-vigorous-physical-activity increased from 15.3% to 18.3% (p > .05) and 17.9% to 21.2% whereas sedentary behavior decreased from 66.8% to 59.8% and 62.3% to 53.6%, respectively. Conclusion Evidence suggests that the professional development training designed to assist SDCs to meet the HEPA Standards can lead to important changes in staff behaviors and children’s physical activity. PMID:25368946
Olga Viktorovna Kuzmin
Full Text Available The article presents the results of the empirical research into correlation between the time competence indices of child care staff and their professional burnout; the article also addresses the notion of time competence and gives its characteristics. We have also confirmed the hypothesis that the reduction of professional and personal achievements contribute to recognition of the fact that it is vital to organize your time, to prioritize and to schedule, it is also crucial to increase self-organization that manifests itself in the in the desire to set goals on the basis of situation analysis, to establish self-control and performance correction. The research results will help psychologists prevent professional burnout by means of time consciousness awareness. DOI: http://dx.doi.org/10.12731/2218-7405-2013-7-4
Miyata, Chiharu; Arai, Hidenori; Suga, Sawako
The recognition behaviors strongly influence the job satisfaction of staff nurses and an extremely important factor for the prevention of burnout and the promotion of retention. Additionally, among internal factors that may affect worker's mental health, a sense of coherence (SOC) is an important concept from the view of the salutogenic theory and stress recognition style. Individual's SOC increases in relation to recognition behavior. However, in Japan, few studies have examined the effect of recognition behaviors on the SOC of staff nurses. The purpose of this study was to investigate how staff nurses perceive recognition behaviors of the nurse manager and to determine the relationship between recognition behaviors and the staff nurses' SOC. This quantitative, cross-sectional study involved 10 hospitals in Japan. A total of 1425 nurses completed the questionnaire. As a result, the perceptions of nurse manager's recognition behaviors by staff nurses were evaluated by presentation and report, individual value and the transfer of responsibility, and professional development. The median score of staff nurse SOC-13 was 50 (IQR; 45-55). Significant differences in SOC scores were found in marital status, age, years of experience, and mental and physical health condition. In conclusion, recognition behaviors by the nurse manager can improve staff nurse's SOC and effectively support the mental health of the staff nurse.
Goddard, Tessa; Murray, Jennifer
This self-instructional unit for supervisors and managers in the British hotel and catering industry contains information on all the important stages in the process of recruiting staff. The document begins with an introduction and advice on how to use the unit. Five sections cover the following topics: (1) the cost of employment; (2) planning for…
This self-instructional unit for supervisors and managers in the British hotel and catering industry is based on the view that problems in staff recruitment and retention are directly linked to the level of job satisfaction. The document begins with an introduction and advice on how to use the unit. Five sections cover the following topics: (1)…
Al-Hamdan, Zaid; Nussera, Hayat; Masa'deh, Rami
To explore the relationship between conflict management styles used by nurse managers and intent to stay of staff nurses. Nursing shortages require managers to focus on the retention of staff nurses. Understanding the relationship between conflict management styles of nurse managers and intent to stay of staff nurses is one strategy to retain nurses in the workforce. A cross-sectional descriptive quantitative study was carried out in Jordan. The Rahim organization conflict inventory II (ROCI II) was completed by 42 nurse managers and the intent to stay scale was completed by 320 staff nurses from four hospitals in Jordan. The anova analysis was carried out. An integrative style was the first choice for nurse managers and the last choice was a dominating style. The overall level of intent to stay for nurses was moderate. Nurses tend to keep their current job for 2-3 years. There was a negative relationship between the dominating style as a conflict management style and the intent to stay for nurses. The findings of the present study support the claim that leadership practices affect the staff nurses' intent to stay and the quality of care. Nurse managers can improve the intent to stay for staff nurses if they use the appropriate conflict management styles. © 2015 John Wiley & Sons Ltd.
This paper describes a career development program for staff involved in providing training for small- and medium-sized enterprises (SMEs) in Thailand. Most of these staff were professional vocational teachers in schools. The program uses information communication technology (ICT), and its main objective is to teach Moodle software as a tool for…
MacPhee, Maura; Wardrop, Andrea; Campbell, Cheryl; Wejr, Patricia
Nurse leaders can positively influence practice environments through a number of empowerment strategies, among them professional practice models. These models encompass the philosophy, structures and processes that support nurses' control over their practice and their voice within healthcare organizations. Nurse-driven professional practice models can serve as a framework for collaborative decision-making among nursing and other staff. This paper describes a provincewide pilot project in which eight nurse-led project teams in four healthcare sectors worked with the synergy professional practice model and its patient characteristics tool. The teams learned how the model and tool can be used to classify patients' acuity levels and make staffing assignments based on a "best fit" between patient needs and staff competencies. The patient characteristics tool scores patients' acuities on eight characteristics such as stability, vulnerability and resource availability. This tool can be used to make real-time patient assessments. Other potential applications for the model and tool are presented, such as care planning, team-building and determining appropriate staffing levels. Our pilot project evidence suggests that the synergy model and its patient characteristics tool may be an empowerment strategy that nursing leaders can use to enhance their practice environments.
Cheng, Eric C. K.
Purpose: The purpose of this paper is to present a model to assist school leaders in managing the professional development activities of teachers. The model illustrates the important role of principals in promoting continuing professional development (CPD), chiefly by cultivating a collaborative learning culture and formulating policy.…
Brooks, Kathleen D; Eley, Diann S; Pratt, Rebekah; Zink, Therese
Rural physicians wrestle with professional boundary issues routinely in everyday interactions, and their situation differs from the experience of their urban colleagues. Medical students receive limited exposure to professional boundary management in preclinical training. Increasingly, schools are implementing rural longitudinal clinical clerkships which expose students to rural boundary setting. This qualitative study explored the management of professional boundaries integral to rural practice and how this management may differ from their urban colleagues. Semistructured interviews were conducted in 2010 with 12 rural physicians across Minnesota exploring their perceptions of professionalism in rural practice. A social constructivist approach to grounded theory was used to analyze the data. Five primary themes regarding rural professionalism emerged from the data: centrality of care, rural influences on choice, individualization of boundary setting, advantages of dual relationships, and disadvantages of them. These themes served to illustrate rural boundary management. This study's findings indicate that rural physicians are routinely confronted with professional boundary issues in everyday situations, and these circumstances do not always reflect those of their urban colleagues. Given the increase in longitudinal immersion clinical clerkship programs to nurture student interest in future rural practice, acknowledgment and acceptance of the nuances of dual relationships and boundary setting in different clinical learning contexts are vital to help students identify their personal needs for privacy and be better prepared to negotiate the realities of rural practice. These findings may inform future medical education initiatives on professional boundary setting as an aspect of professionalism.
V. V. Dudaryov
Full Text Available In the article the problem of social workers’ professional competence is actualized. It is proved that finding ways to optimize the specialists for social welfare system professional training is in line with common didactic problems of the high school pedagogies. The theoretical analysis of Ukrainian and foreign scientists’ works connected with the aspects of social workers’ professional competence is done. The definition of «competence» and «professional competence» is given. The main components of social workers’ professional competence are defined. These are: motivation (psychological readiness to professional activity; value and semantic (orientation, values, meanings; cognitive and professional (general culture, literacy, vocational education; action and professional (work with people at different social levels, work with information, achievement, etc.; autopsychological (personal and professional reflection; regulatory (emotional and volitional selfregulation. The general structure and content criteria of social worker’s professional competence are under analysis. The characteristic of innovative forms and methods of social workers’ professional competence management (such as casestudy, sociopsychological training is given. The causes for social workers’ successful training in high school are defined. The conclusions of the study are made and promising areas for future studies of the issues related to the subject under consideration are defined.
Full Text Available Within the analysis conducted, the main activities in the field of human resource management has been assessed, such as: human resource planning; recruitment and selection of staff; assessment of individual professional performances; initial and continuing training; evaluation of human resources management costs; motivation. However, there have also been reviewed with a lower degree of detailing, other issues of interest, such as: human resources assessment; promotion of staff. Following the integration of conclusions of analysis conducted for the business areas listed, it resulted the picture of the most important elements with generalizing value.
Melnikov, Semyon; Shor, Razya; Kigli-Shemesh, Ronit; Gun Usishkin, Monica; Kagan, Ilya
Converting an open psychiatric ward to a closed one can be threatening and stressful for the medical and nursing staff involved. This study describes the effects of this change, in particular the before-after correlation among self-efficacy, professional functioning, and uncertainty. Forty-four staff participated, completing pre-/poststructured questionnaires. Uncertainty was higher before the conversion than after the conversion. Professional functioning declined after the conversion. Self-efficacy was positively correlated with pre- and postconversion functioning, but negatively correlated with postconversion uncertainty. It is important to prepare staff for this significant organizational change. Suggestions for prechange interventions are offered. © 2012 Wiley Periodicals, Inc.
Ol'ga L. Zadvornaya
Full Text Available The article is devoted to the problem of development of professional-subjective position of managerial staff of health care in the system of continuous professional education in the conditions of optimization of activities of the health system. Professional and subject position reflects the position of individual managers in a professional environment, its relationship to the quality of professional activity, to himself, to patients and colleagues to level their skills.Purpose/objectives: analysis of core competencies, forming the professional and subject position of heads of medical organizations; identify possible ways of development of professional-subjective position of managerial staff of the public health based on the use of modern technologies and active methods of training in system of continuous professional education. Methodology. In conducting the present study used data from official sources, literature review, scientific methods of analysis and synthesis, comparative analysis and modeling. The results of the study indicate the necessity of actualization of the subject position of heads of medical organizations. Conclusions /Significance. The necessity of formation and development of professional subjective position of the heads due to the needs of society and the health care system with modern requirements for quality management training of health. Professional and subject position is a characteristic feature of a highly qualified specialist in the area of governance, reflecting its active attitude toward self and professional activity, factor of efficiency of activity of medical organizations. The real practice of activity of medical organizations requires improved approaches in the preparation of healthcare managers. Most of the leaders are having difficulties, associated not only with necessity of development of universal and professional competences, but also the necessity of development of professional-subjective position
Jonniaux, Sandrine; Simon, Josette; Haouisée, Jocelyne
A stroke is a life threatening emergency requiring fast access to medical care and to a technical support centre. Health professionals are trained in the complexity of this care. Preventive care and educational activities are developed in emergency departments, notably in neurovascular units, thereby contributing to the prevention of complications and the risk of repeat strokes. Copyright © 2015 Elsevier Masson SAS. All rights reserved.
Raup, Glenn H
Nurse managers with effective leadership skills are an essential component to the solution for ending the nursing shortage. Empirical studies of existing ED nurse manager leadership styles and their impact on key nurse management outcomes such as staff nurse turnover and patient satisfaction have not been performed. The specific aims of this study were to determine what types of leadership styles were used by ED nurse managers in academic health center hospitals and examine their influence on staff nurse turnover and patient satisfaction. ED nurse managers were asked to complete the Multifactor Leadership Questionnaire and a 10-item researcher defined nurse manager role and practice demographics survey. Completed surveys (15 managers and 30 staff nurses) representing 15 out of 98 possible U.S. academic health centers were obtained. Fisher's exact test with 95% confidence intervals were used to analyze the data. The sample percentage of managers who exhibited Transformational leadership styles and demographic findings of nurse manager age, total years experience and length of time in current position matched current reports in the literature. A trend of lower staff nurse turnover with Transformational leadership style compared to non-Trasformational leadership styles was identified. However, the type of leadership style did not appear to have an effect on patient satisfaction. The ED is an ever-changing, highly regulated, critical-care environment. Effective ED nurse manager leadership strategies are vital to maintaining the standards of professional emergency nursing practice to create an environment that can produce management outcomes of decreased staff nurse turnover, thereby enhancing staff nurse retention and potentially impacting patient satisfaction.
Schougaard, Daniel; Dragoni, Nicola; Spognardi, Angelo
, password managers have slowly been migrating into the cloud. In this paper we review and analyze current professional password managers in the cloud. We discuss several functional and nonfunctional requirements to evaluate existing solutions and we sum up their strengths and weaknesses. The main conclusion...
Meeks, Suzanne; Burton, Elizabeth G.
Depression is a prevalent and serious problem among nursing home residents. Nursing home staff members are gatekeepers for mental health treatment for residents, but may know little about depression and its management. We evaluated a didactic workshop for nursing home staff on depressive symptoms and management. Results for 58 staff participants…
Murphy, Alison R.; Reddy, Madhu C.
Patient-care teams frequently encounter information problems during their daily activities. These information problems include wrong, outdated, conflicting, incomplete, or missing information. Information problems can negatively impact the patient-care workflow, lead to misunderstandings about patient information, and potentially lead to medical errors. Existing research focuses on understanding the cause of these information problems and the impact that they can have on the hospital’s workflow. However, there is limited research on how patient-care teams currently identify and manage information problems that they encounter during their work. Through qualitative observations and interviews in an emergency department (ED), we identified the types of information problems encountered by ED staff, and examined how they identified and managed the information problems. We also discuss the impact that these information problems can have on the patient-care teams, including the cascading effects of information problems on workflow and the ambiguous accountability for fixing information problems within collaborative teams. PMID:25954457
Full Text Available The article deals with outlining guidelines for improving professional training of junior medical staff based on European experience. Consequently, guidelines and recommendations on enhancing the efficiency of medical education in general and junior medical specialists’ professional training, in particular, published by European Union of Medical Specialists, General Medical Council, World Federation for Medical Education have been studied, analyzed, justified and presented in the paper. According to European Union of Medical Specialists it has been concluded that general aspects of medical specialists’ training are based on the selection process for the access to the medical specialists’ training, duration of training, common trunk, training program and quality assurance; requirements for training institutions involve recognition, size, quality assurance and teaching infructructure; requirements for instructors encompass qualification, training program, teacher/trainee ratio; requirements for trainees cover experience, language and logbook. In addition, the components that define the quality of junior medical specialists’ professional training based on N. Novosolova’s ideas have been indicated. Finally, based on the positive aspects of the guidelines analyzed the appropriate ones that, in our opinion, may be of use in Ukraine, have been presented.
Nursing literature supports the importance of an engaged nursing workforce as a means to positively influence performance. Nurse manager leadership style plays a critical role in engaging staff nurses. These relationships have been minimally studied in nurse managers and staff nurses. The aim of this study is to evaluate the influence of nurse manager leadership style factors on staff nurse work engagement. Using a descriptive correlational research design, 441 staff nurses working in 3 acute care hospitals were surveyed. Survey instruments included the Utrecht Work Engagement Scale and the Multifactorial Leadership Questionnaire 5X short form. Transactional and transformational leadership styles in nurse managers positively influenced staff nurse work engagement. Passive-avoidant leadership style in nurse managers negatively influenced staff nurse work engagement. Nurse managers who provide support and communication through transformational and transactional leadership styles can have a positive impact on staff nurse work engagement and ultimately improve organizational outcomes.
Full Text Available Ethics, how to live and how to behave in a professional style and in a professional environment, both individual and organizational sets. In this regard, the present study was to determine the relationship between the ethics of the profession and improve the quality of care with nurses, hospital staff empowerment from the perspective of Ayatollah Rouhani was performed. The study was a descriptive one. The population consisted of nurses Ayatollah spiritual Babylon, which uses random sampling method, 163 samples were selected and evaluated. Collection tool was a questionnaire, content validity of the questionnaire in consultation with experts confirmed the reliability of the test-retest on 10% of the total of 2-week interval was calculated, and Cronbach's alpha for the whole questionnaire 0.85respectively. To analyze the data, structural equation modeling was used. The results showed that relations professional ethics to improve the quality of care (P <0.01 and staff empowerment (P <0.01 was significant. The ability of the staff as well as improve the quality of care (P <0.05 there was a significant relationship. Based on the results of research, professional ethics directly and indirectly improve the quality of nursing care was effective (P<0.05. In general it can be said that rely on moral and ethical management, increases the effectiveness of the approach is to improve the quality of care and sense of empowerment among nurses.
Sizakele L.T. Khoza
Full Text Available Background: Neonatal pain management has received increasing attention over the past four decades. Research into the effects of neonatal pain emphasises the professional, ethical and moral obligations of staff to manage pain for positive patient outcomes. However, evaluation studies continuously report evidence of inadequate neonate pain management and a gap between theory and practice.Objective: This study reviewed current practice in neonatal pain management to describe the knowledge, attitudes and practices of nurses and doctors regarding pain management for neonates in two academic hospitals.Method: A non-experimental, prospective quantitative survey, the modified Infant Pain Questionnaire, was used to collect data from 150 nurses and doctors working in the neonatal wards of two academic hospitals in central Gauteng.Results: The response rate was 35.33% (n = 53, most respondents being professional nurses (88.68%; n = 47 working in neonatal intensive care units (80.77%; n = 42; 24 (45.28% had less than 5 years’ and 29 respondents 6 or more years’ working experience in neonatal care. A review of pain management in the study setting indicated a preference for pharmacological interventions to relieve moderate to severe pain. An association (p < 0.05 was found between pain ratings on 5 procedures and frequency of administration of pharmacological pain management. Two-thirds of respondents (64% reported that there were no pain management guidelines in the neonatal wards in which they worked.Conclusion: The interventions to manage moderate neonatal pain are in line with international guidelines. However, neonatal pain management may not occur systematically based on prior assessment of neonatal pain, choice of most appropriate intervention and evaluation. This study recommends implementation of a guideline to standardise practice and ensure consistent and adequate pain management in neonates.
especially have been reformed due to the high proportion of resources they absorb and the apparent difficulty of prioritizing and coordinating health care within hospitals. There is abundant research literature on the topic of reforming hospital management models. Lacking from the literature, however......, is insight into how we can understand and explain how medical professionals adapt hospital management over time in relation to changing hospital management models that are global in their influence in hospital organizations. The aim of this dissertation is to understand and explain how medical professionals...... adapt, interpret and negotiate hospital management over time in relation to changing hospital management models in hospital organizations in the Nordic health system context, illustrated by the Danish health system....
Holmes, Patrick B; Shroff, Bhavna; Best, Al M; Lindauer, Steven J
To examine the gender differences in managing practice and staff members in orthodontic practices. All orthodontists in Virginia and Maryland (n = 427) were surveyed and demographic information was collected. For the crude analyses of the data, a Fisher's exact test or chi(2) test was performed. For the adjusted analyses, genders were compared using a logistic regression or analysis of covariance. The covariates were adjusted for age, program length, years in practice, number of years since graduation, and practice state. The length of the residency program attended did not differ with gender. No gender differences in practice ownership or creating the practice were observed. There was a significant gender difference in implementation of performance reviews: female orthodontists were more likely to provide performance reviews and tended to accept more poor reviews before staff termination than male orthodontists. However, when provided, no gender difference was observed in the number of performance reviews. Gender has a significant impact on the implementation of performance reviews in practices. Practice ownership status was not influenced by providers' gender.
Andrey V. Artemyev
Full Text Available The article deals with the dependence of a commercial bank on a staff number and a profit on staff training expenses. Necessity of an address approach in the process of the staff training is proved. The key features of this approach are revealed. The authors describe its realization in the automated system of training control.
Kloetzel, Megan K; Huebner, Colleen E; Milgrom, Peter; Littell, Christopher T; Eggertsson, Hafsteinn
Dental care during pregnancy is important for pregnant women and their children. Comprehensive guidelines for the provision of dental services for pregnant patients were published in 2006, but there is relatively little information about their use in actual practice. The aim of this study was to examine differences in knowledge and attitudes regarding dental care in pregnancy among dentists, dental hygienists, dental assistants, and nonclinical office staff. A secondary aim was to identify sources of influence on attitudes and knowledge regarding the guidelines. A survey was used to collect information from 766 employees of a Dental Care Organization based in Oregon; responses from 546 were included in the analyses reported here. Statistically significant differences in knowledge were found among the professional-role groups. Dentists and hygienists consistently answered more items correctly than did other respondents. Within all professional-role groups, knowledge gaps existed and were most pronounced regarding provision of routine and emergency services. Positive perceptions of providing dental care during pregnancy were associated with higher knowledge scores (z = 4.16, P office personnel are needed to promote the diffusion of current evidence-based guidelines for dental care during pregnancy. © 2012 American Association of Public Health Dentistry.
Professional managers in UK universities represent an increasingly diverse grouping of staff. As boundaries blur between academic activity and the contributory functions required to deliver that activity in mass higher education systems and markets, their roles have become more fluid. Quasi-academic territories are developing in which professional…
Claudia de Souza Libanio
Full Text Available Design use perception, as an essential element for achieving competitive advantage, also suggests the need to manage the design activities in companies. However, a few is discussed about the activity of these design professionals who participate in this process, their roles, functions and competencies, including their connections to a company and other involved sectors. This article aims to analyze, during the design management processes, the work relations of design professionals connected to organizations both internal and externally, in order to comprehend the structure and intervenient factors on the activity of these professionals, as well as the interactions with their main coworkers. The methodology was exploratory and qualitative, using in-depth interviews with three design professionals. Subsequently, the responses were analyzed allowing the comparison of these obtained data to the theoretical bases researched. Through this case study, it was possible to realize the aspects and the structure of the design professional activity, connected intern and externally to organizations, as well as its relations with the main coworkers.
Mostafa Farah Bakhsh
Full Text Available Background and objectives : The goal of health information system is to provide necessary data for decision-making in all levels of health system. For proper use of data, the managers and other staff must have sufficient knowledge and skills about analysis and using data. This study was designed and carried out to assess health staff knowledge and skills about health data management. Material and Methods : This study was performed as a descriptive and cross sectional survey in East Azerbaijan province in 2006. Three groups of managers and district health centers experts, physicians and primary health care providers and district health centers information experts were selected for studying their knowledge and skills in health information management. Data were gathered with self-administered questionnaire. A total number of 32 managers, 260 district staff and 346 primary health care providers were assessed. The staff were selected with multistage sampling. Data were analyzed with SPSS software. Results : According to the results, 41% of descriptive statistics questions and 52% of health indicators calculation questions were answered correctly by managers. These figures were 34% and 43% in health experts group, respectively. None of the health centers staff knew descriptive statistics and 22% of them could calculate health indicators correctly. Results indicated that 73% and 71% of data experts had enough knowledge about descriptive statistics and health indicators, respectively. Conclusion : For using information in daily decision-making, having enough skills about data management such as; sampling, analysis, data distribution methods, knowledge management and evidence-based decisions is necessary.
Storkholm, Marie Höjriis; Mazzocato, Pamela; Savage, Mairi; Savage, Carl
The "Triple Aim" - provision of a better care experience and improved population health at a lower cost - may be theoretically sound, but paradoxical in practice as it forces together the logics of management and medicine. The aim of this study was to explore how staff and managers understand the change imperative inherent to the Triple Aim and the mental models underlying their understanding. This qualitative study builds on thirty semi-structured interviews conducted with managers, nurses, midwives, medical secretaries, and physicians at a department of Gynecology and Obstetrics in Denmark who successfully cut costs through staff and bed reductions and, from what we can ascertain, maintained care quality. Mental models were articulated from a content analysis of the interviews. Staff and managers identified with the different dimensions of the Triple Aim along classic professional divides, i.e. nurses and midwives focused on patient experience, physicians on health outcomes, and manager on all three. Underlying these, we found four mental models. The understanding of change was guided by a Professional ethos (inner drive to improve care) and a Socio-political discourse (external requirement to become more efficient) mental model. The understanding of economics was guided by a You-get-what-you-pay-for and by a More-bang-for-the-buck mental model. A complex interplay could be discerned between all four, which led staff to see the Triple Aim as a dilemma between quality and economics and a threat to clinical care and quality, whereas managers saw it as a paradox that invited improvement efforts. Despite these differences, managers chose a change strategy in line with staff mental models. The practical challenges inherent to the Triple Aim may be symptomatic of the interactions between the different mental models that guide staff and managers' understanding and choice of change strategies. Pursuit of quality improvement in the face of financial constraints (the
Pedrotti, Clarissa Araujo; Behlau, Mara
To analyze the communication resources reported by managers in the business environment and compare the resources used to those reported by business professionals. 82 professionals volunteered to participate in the research, divided into 50 managers (MP) and 32 business professionals (BP) from industry section in Caxias do Sul and the surrounding region (Brazil). A questionnaire with 4 topics was used: personal data, self-assessment of communicative behavior, self-assessment of communicative resources, and selection of positive and negative resources influencing communication. Regarding communicative behavior, both groups reported normal voice but with significant differences regarding the use of softness in communication, 25% of MP and only 4% of BP. Both groups selected the following main positive resources: knowledge of subject, use of proper vocabulary, and objectivity. The negative resources were, similarly, the lack of subject domain, criticism or prejudgment, and improper vocabulary. Finally, analyzing the degree of influence of each communicative resource, the MP highlighted tone of voice as an important positive resource, while the BP pointed the subject domain. Still, the monotonous voice for MP and nervousness for BP were indicated as the main negative influences. Managers value more communicative resources connected to communicative attitude, such as tone of voice and expression, while business professionals worry about demonstrating security and technical understanding of the subject.
Jørgensen, Ulrik; Jørgensen, Michael Søgaard; Thorsen, Nils
-ters. The target groups are professional environmental managers working in businesses including consultants, governmental institutions and organizations. To get access to the education the students must have a technical/nature science competence at master level or bachelor level combined with relevant job...... experience. Generally participants have had 5-15 years of practical experience and are in the position of a internal or external job change towards new tasks that require new knowledge, methodologies or management/co-ordination skills. The education of "Masters of Environmental Management" (MEM) started...
Hyman, Jon L; Luks, Howard J; Sechrest, Randale
The rapidly developing array of online physician-only communities represents a potential extraordinary advance in the availability of educational and informational resources to physicians. These online communities provide physicians with a new range of controls over the information they process, but use of this social media technology carries some risk. The purpose of this review was to help physicians manage the risks of online professional networking and discuss the potential benefits that may come with such networks. This article explores the risks and benefits of physicians engaging in online professional networking with peers and provides suggestions on risk management. Through an Internet search and literature review, we scrutinized available case law, federal regulatory code, and guidelines of conduct from professional organizations and consultants. We reviewed the OrthoMind.com site as a case example because it is currently the only online social network exclusively for orthopaedic surgeons. Existing case law suggests potential liability for orthopaedic surgeons who engage with patients on openly accessible social network platforms. Current society guidelines in both the United States and Britain provide sensible rules that may mitigate such risks. However, the overall lack of a strong body of legal opinions, government regulations as well as practical experience for most surgeons limit the suitability of such platforms. Closed platforms that are restricted to validated orthopaedic surgeons may limit these downside risks and hence allow surgeons to collaborate with one another both as clinicians and practice owners. Educating surgeons about the pros and cons of participating in these networking platforms is helping them more astutely manage risks and optimize benefits. This evolving online environment of professional interaction is one of few precedents, but the application of risk management strategies that physicians use in daily practice carries over
Kolosok Valeria M.
Full Text Available The article is concerned with theoretical aspects of the formation of staff management systems for integrated holdings on the basis of valuation models. The place and role of the competences model in the staff management system has been displayed. The constituent elements in the staff management of an integrated enterprise as part of a holding have been determined. A characterization of staff management system in modern conditions has been provided and the most significant issues have been defined using the system management model. The methodical instrumentarium and the HR-technologies of formation and implementation of the competence approach in the management of staff have been developed: methodical and practical recommendations on evaluation have been generated. This management system, in turn, increases the likelihood of concluding successful deals, maintaining the necessary business contacts, increasing labor productivity, creating a favorable image of the organization and attractiveness of the organization to investors, shareholders, potential employees, partners, customers.
Portero de la Cruz, Silvia; Vaquero Abellán, Manuel
... of Andalucía, to assess the degree of professional professional burnout and job satisfaction of those professionals and to study the possible relation between the professional burnout variables and the stress...
Mäenpää, Tiina; Asikainen, Paula; Suominen, Tarja
Nowadays, patients can be more involved in developing healthcare services with their healthcare professionals. Patient-centred information is a key part of improving regional health information exchange (HIE), giving patients an active role in care management. The aim was to get a deeper understanding of the flow of information and collaboration in one hospital district area from the viewpoint of patients, healthcare professionals and administrative staff. The data were collected by themed interviews and analysed using both deductive and inductive content analyses. The interview themes were the flow of information and collaboration after 5 years of HIE usage in one hospital district area in Finland. Health information exchange usage had changed the regional flow of information after the 5-year period. The patients were satisfied that their primary care physician was able to access their special care information. The experiences of healthcare professionals and administrative staff also showed that information availability and information exchange had improved regionally. HIE usage was also found to have improved regional collaboration between different organisations in patient health care. It was recognised that patients had taken on more responsibility for transferring their follow-up treatment information. Healthcare information exchange between professionals not only improves patient care or patient involvement in their own care, but it also requires that patient self-care or self-care management is integrated into HIE systems to share information not only among professionals, but also between patients and professionals. This information will be used in the development of healthcare systems to meet more the developing of the continuity of care the patient's point of view. © 2017 Nordic College of Caring Science.
Taghreed Alqudsi-ghabra; Huda H. Mansouri
Motivation is a force that leads people to act or perform. Motivating staff is a key element in making workers productive. It has the potential to increase incentive, put staff members at ease, and derive some satisfaction from their jobs. Factors that motivate staff vary across the professional, para-professional, and non-professional levels. The research here is a study of motivation techniques used by managers of Kuwait University libraries to improve employees' job satisfaction levels. In...
Reza Alami, Lincoln University College Malaysia, Branch Iran; Reza Sohaei, Lincoln University College Malaysia, Branch Iran; Abdul Karim Maleki Berneti, Education and Training District 2 Sari, Mazandaran, Iran; Ali Younesi, Education and Training District 2 Sari, Mazandaran, Iran; Milad Farnia, University Payam Noor Branch Sari, Iran; Hassan Mirzajani , Department of Educational Studies, University Putra Malaysia
This study examines and analyzes the role of human resources management on improving the effectiveness of education staff. The aim of this study is to analyze the main indicators of organizational management that includes5subscales, searching for staff, staff recruitment and selection, design and implementation of training programs, employee performance evaluation and training of trainers in the organizational unit. For this purpose, 120 people from statistical community of admini...
Porter, Toccara D.
This article reports on the author's enrollment in the SuccessfUL Supervisor Series course. As a new distance education library coordinator the author sought out formal supervisor training to address staff misconduct and establish staff training initiatives for distance library service needs. Structured as a case study, the author discusses how…
Waldmann, Steve; Strasburger, Tom
The everyday operations of a school district depend on a network of people, including students, teachers, staff, and administrators. However, the ancillary services staff are really responsible for making the school day run smoothly. They are often the first employees that students see in the morning, either on the school bus or in the cafeteria,…
Completely updated for the 2011 version of the PMP exam! If you're preparing for the Project Management Professional (PMP) exam, this thorough book is what you need. Not only does it reflect the very latest version of the exam, it is written by popular project management expert Kim Heldman—author of the five previous editions of this top-selling book—and it also includes a CD with practice exams, exam prep software, electronic flashcards, and over two hours of additional audio review. All exam objectives, as well as essential PMP topics, concepts, and key terms are covered.Prepares
L.G. Tummers (Lars); V.J.J.M. Bekkers (Victor); A.J. Steijn (Bram)
textabstractAt the moment, there is an intense debate going on concerning professionals and professionalism in the public sector. Research shows that public professionals are experiencing increasing pressures as they have to take into account several output performance norms, and these often
Araújo, Thamiris Ricci de; Menegueti, Mayra Gonçalves; Auxiliadora-Martins, Maria; Castilho, Valéria; Chaves, Lucieli Dias Pedreschi; Laus, Ana Maria
to calculate the cost of the average time of nursing care spent and required by patients in the Intensive Care Unit (ICU) and the financial expense for the right dimension of staff of nursing professionals. a descriptive, quantitative research, using the case study method, developed in adult ICU patients. We used the workload index - Nursing Activities Score; the average care time spent and required and the amount of professionals required were calculated using equations and from these data, and from the salary composition of professionals and contractual monthly time values, calculated the cost of direct labor of nursing. the monthly cost of the average quantity of available professionals was US$ 35,763.12, corresponding to 29.6 professionals, and the required staff for 24 hours of care is 42.2 nurses, with a monthly cost of US$ 50,995.44. the numerical gap of nursing professionals was 30% and the monthly financial expense for adaptation of the structure is US$ 15,232.32, which corresponds to an increase of 42.59% in the amounts currently paid by the institution. calcular o custo do tempo médio de assistência de enfermagem despendido e requerido pelos pacientes internados em Unidade de Terapia Intensiva (UTI) e o dispêndio financeiro para adequação do quadro de profissionais de enfermagem. pesquisa descritiva, quantitativa, na modalidade de estudo de caso, desenvolvida na UTI de pacientes adultos. Utilizou-se o índice de carga de trabalho - Nursing Activities Score; o tempo médio de assistência despendido, requerido e o quantitativo de profissionais requerido foram calculados por meio de equações e, a partir desses dados, e de valores da composição salarial dos profissionais e tempo mensal contratual, calculou-se o custo da mão de obra direta de enfermagem. o custo mensal do quantitativo médio de profissionais disponível foi de US$ 35.763,12, correspondendo a 29,6 profissionais, e o requerido para 24 horas de cuidado é de 42,2 profissionais de
Rüter, Anders; Vikstrom, Tore
Good staff procedure skills in a management group during incidents and disasters are believed to be a prerequisite for good management of the situation. However, this has not been demonstrated scientifically. Templates for evaluation results from performance indicators during simulation exercises have previously been tested. The aim of this study was to demonstrate the possibility that these indicators can be used as a tool for studying the relationship between good management skills and good staff procedure skills. Good and structured work (staff procedure skills) in a hospital management group during simulation exercises in disaster medicine is related to good and timely decisions (good management skills). Results from 29 consecutive simulation exercises in which staff procedure skills and management skills were evaluated using quantitative measurements were included. The statistical analysis method used was simple linear regression with staff procedure skills as the response variable and management skills as the predictor variable. An overall significant relationship was identified between staff procedure skills and management skills (p(2)0.05). This study suggests that there is a relationship between staff procedure skills and management skills in the educational setting used. Future studies are needed to demonstrate if this also can be observed during actual incidents.
Zori, Susan; Nosek, Laura J; Musil, Carol M
BACKGROUND INFORMATION AND SIGNIFICANCE: Critical thinking (CT) skills and the inclination to engage in critical thinking are essential for nurse managers to function as transformational leaders capable of influencing staff to align with organizational goals. In an extensive literature review, numerous studies were found examining the concept of CT in students and no studies were found exploring CT in nurse managers. Identifying the attributes, such as CT, that lead to success in the nurse manager role is useful when preparing nurse managers to lead effectively in the current healthcare climate. Is there a difference between nurse managers' CT dispositions and their respective staff nurses' perceptions of the practice environment? A convenience sample of 12 nurse managers and a random sample of 132 of their respective staff registered nurses (RNs) participated in this descriptive study. CT in nurse managers was measured by the California Critical Thinking Disposition Inventory (CCTDI). Staff RNs' perceptions of the practice environment were measured by the Practice Environment Scale (PES). The research question was answered using a t test. Significant (p nurse managers' CCTDI scores for open-mindedness, analyticity, and critical thinking confidence, and significant differences (p nurse managers and their respective staff RNs' perceptions of the practice environment. Nurse managers with stronger CT dispositions may be better able to create positive practice environments that are conducive to job satisfaction and thus the retention of staff RNs. Inclusion of strategies to support the development and use of CT in nurse managers is recommended. CT and other leadership attributes and skills including emotional and social intelligence and management of change through an appreciative inquiry process may provide opportunities to improve leadership effectiveness in nurse managers. Enhancing critical thinking skills and dispositions of nurse managers may help to create
Chipeta, Effie; Bradley, Susan; Chimwaza-Manda, Wanangwa; McAuliffe, Eilish
Malawi continues to experience critical shortages of key health technical cadres that can adequately respond to Malawi's disease burden. Difficult working conditions contribute to low morale and frustration among health care workers. We aimed to understand how obstetric care staff perceive their working relationships with managers. A qualitative exploratory study was conducted in health facilities in Malawi between October and December 2008. Critical Incident Analysis interviews were done in government district hospitals, faith-based health facilities, and a sample of health centres' providing emergency obstetric care. A total of 84 service providers were interviewed. Data were analyzed using NVivo 8 software. Poor leadership styles affected working relationships between obstetric care staff and their managers. Main concerns were managers' lack of support for staff welfare and staff performance, lack of mentorship for new staff and junior colleagues, as well as inadequate supportive supervision. All this led to frustrations, diminished motivation, lack of interest in their job and withdrawal from work, including staff seriously considering leaving their post. Positive working relationships between obstetric care staff and their managers are essential for promoting staff motivation and positive work performance. However, this study revealed that staff were demotivated and undermined by transactional leadership styles and behavior, evidenced by management by exception and lack of feedback or recognition. A shift to transformational leadership in nurse-manager relationships is essential to establish good working relationships with staff. Improved providers' job satisfaction and staff retentionare crucial to the provision of high quality care and will also ensure efficiency in health care delivery in Malawi.
Krull, Ivy; Lundgren, Lena; Beltrame, Clelia
Research studies have identified addiction treatment staff who have higher levels of education as having more positive attitudes about evidence-based treatment practices, science-based training, and the usefulness of evidence-based practices. This study examined associations between addiction treatment staff level of education and their perceptions of 3 measures of organizational change: organizational stress, training resources and staffing resources in their treatment unit. The sample included 588 clinical staff from community-based substance abuse treatment organizations who received Substance Abuse and Mental Health Services Administration (SAMHSA) funding (2003-2008) to implement evidence-based practices (EBPs). Bivariate analysis and regression modeling methods examined the relationship between staff education level (no high school education, high school education, some college, associate's degree, bachelor's degree, master's degree, doctoral degree, and other type of degree such as medical assistant, registered nurse [RN], or postdoctoral) and attitudes about organizational climate (stress), training resources, and staffing resources while controlling for staff and treatment unit characteristics. Multivariable models identified staff with lower levels of education as having significantly more positive attitudes about their unit's organizational capacity. These results contradict findings that addiction treatment staff with higher levels of education work in units with greater levels of organizational readiness for change. It cannot be inferred that higher levels of education among treatment staff is necessarily associated with high levels of organizational readiness for change.
... COMMISSION Interim Staff Guidance on Aging Management Program for Steam Generators AGENCY: Nuclear Regulatory... Program for Steam Generators.'' This LR-ISG provides the NRC staff's evaluation of the suitability of using Revision 3 of the Nuclear Energy Institute's (NEI) document, NEI 97-06, ``Steam Generator Program...
Kodama, Yoshimi; Fukahori, Hiroki; Sato, Kana; Nishida, Tomoko
To determine if nurse managers' leadership style is related to Japanese staff nurses' affective commitment to their hospital. In Western countries, nurse managers' transformational leadership style has been found to increase staff nurses' affective commitment to their hospital. However, there are few studies examining this relationship in the context of acute care hospitals in Japan. Staff nurses completed measures of their nurse managers' perceived leadership style and factors related to their own affective commitment. The association between affective commitment and perception of leadership style was assessed with multiple logistic regression. Of 736 questionnaires distributed, 579 (78.9%) were returned, and data from 396 (53.8%) fully completed questionnaires were analysed. The intellectual stimulation aspect of transformational leadership positively increased staff nurses' affective commitment (odds ratio: 2.23). Nurse managers' transactional and laissez-faire leadership styles were not related to affective commitment among staff nurses. The intellectual stimulation aspect of transformational leadership may increase the retention of staff nurses through enhanced affective commitment. To increase staff nurses' affective commitment to their hospital, we suggest that hospital administrators equip nurse managers with intellectual stimulation skills. © 2016 John Wiley & Sons Ltd.
Stagnitti, Karen; Schoo, Adrian; Dunbar, James; Reid, Catherine
Management of allied health staff and services often has implications for staff stability and retention. A survey of allied health staff in South West Victoria was conducted in 2003 to explore issues relating to recruitment and retention. Findings relating to management and retention of staff in their current job are addressed in this report. A total of 138 staff returned their questionnaires. Results were related to Maslow's hierarchy of needs, level of belonging, with professional needs identified as feeling supported, orientation to the position, clear job description, and able to recommend the position to others. Qualitative data showed that recommending the position was associated with job satisfaction, autonomy, flexibility, and variety of work. The immediate management structure was significantly related to retention. Reasons given for intending to leave were related to management categories. These were management structure, lack of career structure, and lack of professional support. Reasons given by respondents for not recommending their current position were as follows: not for long-term career, risk of deskilling if staying too long, and financially unrewarding. These reasons were also related to management. Positive reasons for staying, which were related to management, included flexible work conditions, variety of clinical and management experience, good working environment, good support, and autonomy. Recommendations are given for organizational development and training for managers.
De Brouwer, Brigitte Johanna Maria; Fingal, Cheryl; Schoonhoven, Lisette; Kaljouw, Marian J; Van Achterberg, Theo
The purpose of this study was to determine construct validity of the Dutch Essentials of Magnetism II © instrument, designed to assess nursing practice environments, using hypotheses testing. Reduction in hospital length of stay and the number of inpatient beds increases care intensity. Educational levels and numbers of nursing staff in hospitals, however, do not match this increase, resulting in a strain on quality of care and patient safety. A possible answer to existing concerns about quality of care may be the creation of a productive and healthy practice environment, as this has an impact on the quality of care. Therefore, areas requiring improvement of the practice environment have to be defined. A cross-sectional, correlational study design. We determined construct validity with hypotheses testing by relating the Dutch Essentials of Magnetism II to the Dutch Practice Environment Scale of the Nursing Work Index. We formulated 15 hypotheses prior to data-analysis; 10 related to convergent validity and five related to discriminant validity. Data were collected from qualified nurses (N = 259) on nine randomly selected hospital wards from March to April 2012. Response rate was 47% (n = 121). Total scores of both instruments are strongly correlated (r = 0·88). In total, 12 of 15 hypotheses (80%) were confirmed and three were rejected. The D-EOMII has satisfactory construct validity for measuring the nursing practice environment in hospitals and can be used by nurses, managers, health policy makers, hospitals and governments to assess and identify processes and relationships that are in need of improvement. © 2017 John Wiley & Sons Ltd.
James Avoka Asamani; Florence Naab; Adelaide Maria Ansah Ofei
Introduction: Nursing is a people-centred profession and therefore the issue of leadership is crucial for success. Nurse managers’ leadership styles are believed to be important determinant of nurses’ job satisfaction and retention. In the wake of a global nursing shortage, maldistribution of health workforce, increasing healthcare costs and expanding workload, it has become imperative to examine the role of nurse managers’ leadership styles on their staff outcomes. Using the Path-Goal Leader...
Kantek, Filiz; Kaya, Ayla
The professional values that are typically attributed to nursing managers influence the behaviors of staff nurses as well as of nursing managers. Therefore, the efficient planning and implementation of nursing services require that nursing managers raise their awareness of professional nursing values. This study aims to investigate the correlations between professional values, job satisfaction, and intent to leave the job and the institution. This descriptive and cross-sectional study was conducted on 216 nursing managers in nine different hospitals in Turkey. The data were collected using a personal information form, Nursing Professional Values Scale, Minnesota Job Satisfaction Questionnaire, and scales on intent to leave the job and the institution. Results indicate a positive correlation between the professional values of nurses and their job satisfaction and suggest a negative correlation between professional values and intent to leave the job and the institution. Furthermore, agency was found to be a determinant of job satisfaction. Strong professional values were found to increase job satisfaction and decrease the intent to leave the job and the institution.
Porter, S; Anderson, L; Chetty, A; Dyker, S; Murphy, F; Cheyne, H; Latto, D; Grant, A; McLachlan, M; Wild, P; McDonald, A; Kettles, A M
There is limited literature for operational management competency development in E and F grade nursing staff. These grades of nursing staff have to take over from G grade nurses ward managers on a regular basis. With human resources doing less of the operational management and taking more of an advisory role, nursing staff are now required to deal with disciplinary procedures and other management issues in a more consistent manner. Therefore, this development programme in a Scottish primary care NHS psychiatric service was designed to enable E and F grade nurses to take over from ward managers and to enable ward managers to 'succession plan' for times when they will be absent. The literature is reviewed, the background to the development programme described and the design of the development programme is explained. The results from both the pilot study (n=13) and first group (n=8) through the course are presented, evaluated discussed.
Horn, M; Patel, N; MacLellan, D M; Millard, N
Exposure to blood and body fluids is a major concern to health care professionals working in operating rooms (ORs). Thus, it is essential that hospitals use fluid waste management systems that minimise risk to staff, while maximising efficiency. The current study compared the utility of a 'closed' system with a traditional canister-based 'open' system in the OR in a private hospital setting. A total of 30 arthroscopy, urology, and orthopaedic cases were observed. The closed system was used in five, four, and six cases, respectively and the open system was used in nine, two, and four cases, respectively. The average number of opportunities for staff to be exposed to hazardous fluids were fewer for the closed system when compared to the open during arthroscopy and urology procedures. The open system required nearly 3.5 times as much staff time for set-up, maintenance during procedures, and post-procedure disposal of waste. Theatre staff expressed greater satisfaction with the closed system than with the open. In conclusion, compared with the open system, the closed system offers a less hazardous and more efficient method of disposing of fluid waste generated in the OR.
Ott, Joyce; Ross, Carl
The purpose of the study was to explore the lived experience of nurse managers and staff nurses in shared governance. Shared governance refers to systems and services aligned in partnership. The information gained by studying the lived experience of nurse managers and staff nurses in shared governance is valuable for providing knowledge of empowerment. A qualitative design was used. Data were collected through a semi-structured interview using five questions with 11 Registered Nurses. Data were analysed through thematic analysis. Four themes emerged from data analysis. Nurse managers identified the journey of patient satisfaction; journey of empowerment; journey of self-management and journey of wellness. Staff nurses identified the journey of development and implementation of best practice; journey to provide quality patient care, journey to a new culture of nursing; and journey of a variety of challenges. This study supports the idea that collaboration between nurse managers and staff nurses develops a journey toward shared governance. Nursing management can use findings to empower nurses to collaborate with nurse managers toward best practice. This adds to current knowledge that partnership of nurse managers and staff nurses, supports and encourages ownership in shared governance. © 2013 John Wiley & Sons Ltd.
Montecinos, Carmen; Pino, Mauricio; Campos-Martinez, Javier; Domínguez, Rosario; Carreño, Claudia
As education's main workforce, teachers have been the target of policies designed to shape and affirm new versions of professionalism. This paper examines this issue as it is exemplified by the Teachers of Teachers Network (TTN), a program developed by Chile's Ministry of Education. As a program designed to identify and reward high quality…
Strayhorn, Terrell L.
Prior research on student affairs professionals has focused largely on the nature of student affairs work with most attention given to mid- and senior-level administrators. Thus, relatively little is known about new professionals and their socialization to the student affairs profession. Based on a multivariate analysis of survey data from a…
Maurits, E.E.M.; Veer, A.J.E. de; Groenewegen, P.P.; Francke, A.L.
Background<\\strong> Professional misconduct in healthcare, a (generally) lasting situation in which patients are at risk or actually harmed, can jeopardise the health and well-being of patients and the quality of teamwork. Two types of professional misconduct can be distinguished: misconduct
Maurits, Erica E M; de Veer, Anke J E; Groenewegen, Peter P.; Francke, Anneke L.
Background: Professional misconduct in healthcare, a (generally) lasting situation in which patients are at risk or actually harmed, can jeopardise the health and well-being of patients and the quality of teamwork. Two types of professional misconduct can be distinguished: misconduct associated with
Thewes, B; Brebach, R; Dzidowska, M; Rhodes, P; Sharpe, L; Butow, P
Fear of cancer recurrence (FCR) is common amongst cancer survivors and help with this problem is the most frequently reported unmet need in this population. This study investigated how FCR is perceived and managed by clinical health professionals (medical and nursing staff) and psychosocial professionals in oncology settings. Clinical health professionals and psychosocial professionals in oncology settings received emailed invitations from their professional organisation to participate in an online survey. Data from 77 clinical health professionals and 64 psychosocial professionals indicate that FCR is perceived as common and challenging to manage. Thirty-one percent of psychosocial professionals estimated FCR is present in >50% of cancer survivors seen in their practise. Only a minority (21%) of clinical staff reported always referring patients with high levels of FCR to psychosocial support. Strategies for managing FCR differed considerably amongst psychosocial professionals, and most reported that aspects of acceptance and commitment therapy and/or cognitive behaviour therapy were helpful. Greater than 99% of participants were interested in training to help patients manage FCR. Fear of cancer recurrence is commonly identified in oncology settings and a common focus of discussion in follow-up care. However, patients with high levels of FCR are not routinely referred to psychosocial staff, and barriers to referral to psychosocial care should be investigated. The diversity of approaches reported by psychosocial professionals suggests lack of consensus regarding management of FCR, indicating that the development effective, theoretical-based intervention and evidence-based intervention for FCR is a matter of priority. Copyright © 2013 John Wiley & Sons, Ltd.
Sancinetti, Tânia Regina; Soares, Alda Valéria Neves; Lima, Antonio Fernandes Costa; Santos, Nanci Cristiano; Melleiro, Marta Maria; Fugulin, Fernanda Maria Togeiro; Gaidzinski, Raquel Rapone
Absenteeism in nursing is a difficult problem for health organizations; hence it is an indicator that must be monitored. The objective of this study was to analyze the absenteeism rate of nursing professionals in a public hospital. Absenteeism data were collected monthly, from January to July 2008, and calculated by means of an electronic program. The mean absenteeism index for nurses varied from 5.6% to 9.7% for technicians/nursing aides. Sick leaves were the most prevalent reason for absences. The data revealed the major cause of absenteeism and pointed at the need to change policies for hiring nursing professionals, in addition to reviewing the working processes in order to improve the workers' health conditions.
Charmaraman, Linda; Jones, Ashleigh E.; Stein, Nan; Espelage, Dorothy L.
Background: This study fills a gap in the literature by examining how school staff members view bullying and sexual harassment and their role in preventing both. Given recent legislation, increasingly more attention is paid to bully prevention; however, student-on-student sexual harassment is less addressed. Methods: Four focus groups were…
Zurlinden, J; Bongard, B; Magafas, M
Using the principles of Situational Leadership, nurse managers can deal with people and situations effectively and flexibly--helping to retain nurses on their units. Based on the manager's assessment of the nurse's ability and willingness for a specific task, each nurse falls into one of four readiness quadrants. Each quadrant predicts a corresponding leadership style: telling, selling, participating, or delegating. Nurse managers need to use different combinations of task behavior and relationship behavior for each corresponding leadership style.
Full Text Available Mutual relations between family and professional life have been for many years one of the most important fields of research in economics, sociology and, more and more often, pedagogy, which focuses on searching for factors protecting from the development of burnout syndrome and aims at increasing the effectiveness of pedagogic efforts. Due to the above, this article, being a draft of a research project, is dedicated to the facilitating effect of family life on professional life of the penitentiary staff. The authors take a stance that the feeling of satisfaction from family life can not only significantly neutralize the feeling of failure but, primarily, contribute to the search for more and more innovative forms of work.
Joshi, Sudhir Chandra; Diwan, Vishal; Tamhankar, Ashok J; Joshi, Rita; Shah, Harshada; Sharma, Megha; Pathak, Ashish; Macaden, Ragini; Stålsby Lundborg, Cecilia
Health care or biomedical waste, if not managed properly, can be of high risk to the hospital staff, the patients, the community, public health and the environment, especially in low and middle income settings where proper disposal norms are often not followed. Our aim was to explore perceptions of staff of an Indian rural tertiary care teaching hospital on hospital waste management. A qualitative study was conducted using 10 focus group discussions (FGDs), with different professional groups, cleaning staff, nurses, medical students, doctors and administrators. The FGD guide included the following topics: (i) role of Health Care Waste Management (HCWM) in prevention of health care associated infections, (ii) awareness of and views about HCWM-related guidelines/legislation, (iii) current HCWM practices, (iv) perception and preparedness related to improvements of the current practices, and (v) proper implementation of the available guidelines/legislation. The FGDs were recorded, transcribed verbatim, translated to English (when conducted in Hindi) and analysed using content analysis. Two themes were identified: Theme (A), 'Challenges in integration of HCWM in organizational practice,' with the categories (I) Awareness and views about HCWM, (II) Organizational practices regarding HCWM, and (III) Challenges in Implementation of HCWM; and Theme (B), 'Interventions to improve HCWM,' with three categories, (I) Educational and motivational interventions, (II) Organizational culture change, and (III) Policy-related interventions. A gap between knowledge and actual practice regarding HCWM was highlighted in the perception of the hospital staff. The participants suggested organizational changes, training and monitoring to address this. The information generated is relevant not merely to the microsystem studied but to other institutions in similar settings.
Sudhir Chandra Joshi
Full Text Available Health care or biomedical waste, if not managed properly, can be of high risk to the hospital staff, the patients, the community, public health and the environment, especially in low and middle income settings where proper disposal norms are often not followed. Our aim was to explore perceptions of staff of an Indian rural tertiary care teaching hospital on hospital waste management.A qualitative study was conducted using 10 focus group discussions (FGDs, with different professional groups, cleaning staff, nurses, medical students, doctors and administrators. The FGD guide included the following topics: (i role of Health Care Waste Management (HCWM in prevention of health care associated infections, (ii awareness of and views about HCWM-related guidelines/legislation, (iii current HCWM practices, (iv perception and preparedness related to improvements of the current practices, and (v proper implementation of the available guidelines/legislation. The FGDs were recorded, transcribed verbatim, translated to English (when conducted in Hindi and analysed using content analysis.Two themes were identified: Theme (A, 'Challenges in integration of HCWM in organizational practice,' with the categories (I Awareness and views about HCWM, (II Organizational practices regarding HCWM, and (III Challenges in Implementation of HCWM; and Theme (B, 'Interventions to improve HCWM,' with three categories, (I Educational and motivational interventions, (II Organizational culture change, and (III Policy-related interventions.A gap between knowledge and actual practice regarding HCWM was highlighted in the perception of the hospital staff. The participants suggested organizational changes, training and monitoring to address this. The information generated is relevant not merely to the microsystem studied but to other institutions in similar settings.
Abraham, Pauline J
This study aims to determine whether participation in the Nursing Leadership Perspectives Program (NLPP) at Mayo Clinic in Rochester, Minnesota, produced a change in leadership skills, increased professional activities, leadership promotion, and retention rates of participants. The NLPP is an educational program designed to enhance leadership skills and promote professionalism of registered nurses. The 6-month program provides participants with theoretical knowledge, core competencies, and opportunities to practice application of leadership skills. Outcome metrics were collected from registered nurses who completed the program (n = 15). Data analysis included descriptive and nonparametric methods. Participants reported statistically significant changes in their leadership skills after participation in the program (P = .007) on the Leadership Practices Inventory. Changes in professional behavior were also statistically significant as rated by the Nursing Activity Scale (P = .001). Participants demonstrated a change in leadership skills and professional behavior following the program.
Kapp, Marshall B
The author describes his own negative series of encounters with the front office staff of a large specialty medical practice during a recent lengthy episode of significant medical distress. The author suggests several reasons, including legal risk management, that medical students should be exposed as part of their education to the interactions of patients with front office staffs (not just physicians) to get a fuller picture of patients' actual experiences with the health care system.
Kantek, Filiz; Şimşek, Belkıs
To investigate the self-concept in nurse managers in Turkey and the effects of certain variables on professional self-concept. Professional self-concept plays a significant role in improving certain professional behaviours. Nursing managers have the potential to influence other members of the profession with their attitudes and behaviours. The study was designed as a cross-sectional descriptive study. This study was conducted with 159 nurse managers in nine different hospitals. The study data were collected with a Personal Information Form and Professional Self-concept Nursing Inventory, and the data analysis was accomplished with descriptive statistics, Cronbach's alpha coefficients and Chi-squared Automatic Interaction Detector analyses. The professional self-concept score of nurse managers was 3·33 (SD = 0·308). Professional competence subdimension had the highest scores, while professional satisfaction subdimension had the lowest. The types of hospital were found to be influential on professional self-concept. The types of hospital were reported to influence the professional self-concept of nurses. Nursing managers are visionaries who can potentially influence nursing practices and decisions. Nursing leaders must monitor and administer strategies to improve their professional self-concept. © 2017 John Wiley & Sons Ltd.
This paper presents the results of a study on human resources managers and professional sport coaches at sport organizations in South Africa. It focuses specifically on the management of professional coaches. The methodology involved an extensive literature survey, structured in-depth interviews and the administration ...
The article deals with the problem of forming education managers' professional competency in the context of European integration educational processes. The peculiarities of education managers' competences as well as directions of their professional training in motivational, cognitive and metacognitive spheres have been theoretically justified. The…
Tame, Susan L
To report perceived changes to UK perioperative nurses' relationships with medical staff following periods of formal, university-based study. Continuing professional development is considered important for nursing internationally; however, practice changes may not result following formal study. The literature did not describe perioperative nurses' experiences of formal study, and it was believed differences may exist due to hierarchical interprofessional relationships in the operating theatre. Descriptive, qualitative. Unstructured interviews (N=23) were conducted between 2006-2007 with a purposive sample of perioperative nurses who had recent experience of continuing professional education. All participants were employed by one National Health Service Trust in the North of England, UK. Audio-taped interviews were transcribed fully into the ethnograph computer-assisted qualitative data analysis programme and data coded and analysed to identify themes. Findings. The findings indicated that whilst continuing professional education did not have a direct impact on practice, development of increased knowledge and confidence facilitated participants' collaboration with and questioning of medical colleagues. Such increased interprofessional collaboration was attributed to indirectly enhancing patient care. Continuing professional education appeared to lead to intrinsic changes to practitioners rather than direct behavioural change. Nurses' increased knowledge and confidence affected the balance of power in the doctor-nurse relationship in British perioperative environments. This paper is of significance to perioperative nursing and may be transferable to other areas of care. © 2012 Blackwell Publishing Ltd.
Oleksandra Bakanova; Andriy Yegorov; Tetiana Zakhvatova; Klavdiia Nekrasova
Purpose: to develop a method for estimating the reliability of the control of functional competencies of staff with limited test sample. Material and Methods: statistical process control, sampling by attributes. Results: the dependence of the reliability of the sampling of the sample size and the population of test questions, the control plan, methodical error sampling with a given probability. Conclusions: the proposed method of selecting control plan that allows correct (with a given probab...
Anderson, Scott; Raasch, Kevin
Provides an evaluation template for student activities professionals charged with evaluating competitive event scheduling software. Guides staff in making an informed decision on whether to retain event management technology provided through an existing vendor or choose "best-of-breed" scheduling software. (EV)
Søndenaa, Erik; Lauvrud, Christian; Sandvik, Marita; Nonstad, Kåre; Whittington, Richard
Staff in forensic services for people with intellectual disabilities (ID) are expected to deal with a wide range of emotional challenges when providing care. The potential impact of this demanding work has not been systematically explored previously. This article explores the professional quality of life (QoL) and the resilience (hardiness) of the staff in this setting. The Professional QoL questionnaire and the Disposional Resilience Scale were completed by staff (n=85, 80% response rate) in the Norwegian forensic service for ID offenders. Responses from staff working in institutional settings were compared to those from staff in local community services. Staff in the local community services had higher resilience scores compared to the staff in the institutional setting, (t=2.19; P<0.05). However in the other QoL and resilience domains there were no differences between the staff in the two settings. The greater sense of resilient control among community staff may be a function of both the number of service users they work with and the institutional demands they face. Even though these participants worked with relatively high risk clients, they did not report significantly impaired quality of life compared to other occupations. PMID:26973892
Hirokawa, Kumi; Taniguchi, Toshiyo; Tsuchiya, Masao; Kawakami, Norito
The present study examined effects of a 3-h stress management program for Japanese hospital staffs that included relaxation and assertion training. Twenty-seven hospital staffs (mean age: 29.4 yr) in a stress management group and 28 hospital staffs (mean age: 29.5 yr) in a wait-list group answered evaluation surveys at both pre- and post-intervention. Self-administered questionnaires including items on job stress, coping strategies, and interpersonal behaviors were evaluated. The stress management program was given six different participant groups: 3 groups were the stress management group and 3 groups were the wait-list group. The program increased active coping and decreased dependent behavior scores significantly in the stress management group, while decreasing assertive behavior scores in the wait-list group. A comparison of the education sub-groups showed that the first group had significantly increased assertiveness and decreased dependency scores. The second group had significantly decreased depression-anxiety scores. The data analyzed for men and women separately showed the stress management intervention significantly improved active coping and assertive behavior in men and dependent behavior in women. A brief one-time stress management program can be effective in improving active coping and assertive behaviors as well as reducing dependent behavior in hospital staffs. Sex differences were noteworthy.
Hazell, Juliana; Henry, Richard L; Francis, J Lynn
The aim of this study was to identify the strengths and weaknesses of asthma management in child care services in the Hunter region and to develop, implement and evaluate a health education program to address the deficiencies. A questionnaire was sent to the 190 child care services in the Hunter region in 1997 to assess their asthma management practices. Results of the survey were used to develop a two-hour training workshop for child care staff in the management of asthma. District-based workshops were conducted for 535 child care staff (representing 140 services) over two years. Participants completed pre- and post-workshop knowledge and confidence questionnaires. The survey was repeated in 2000. The baseline survey identified potential for substantial improvement in the management of asthma in child care services and in the training of staff. Training workshops significantly improved asthma knowledge and confidence in managing asthma (pmanagement practices. The program was effective in achieving vast improvements in the knowledge and confidence that child care staff require to manage asthma and has led to the broad dissemination and adoption of the appropriate policies and procedures for the management of asthma in child care services.
Ramón-Jerónimo, Juan Manuel; Flórez-López, Raquel; Domínguez-Lario, Natalia
To analyse the utility perceived by managers of centers of primary care about management tools (budget and balanced scorecard), together their impact on human resources motivation. Qualitative study (case study) based on grounded theory performed between January and June 2014. Units of Clinical Management of Primary Health (UGCAP) in Metropolitan Health Area of Seville, Spain. UGCAP managers and Health Area (CEO) managers. Data were collected through 8 semi-structured interviews using non-probabilistic intentional sampling with representation and sufficiency criteria of discourse. Interviews were recorded, literally transcripted and analysis through in-vivo codes. Both tools are fully implemented but differently used in primary care centers. Budget is perceived as a coercive management tool, which has been imposed for cost saving; however, it is scarcely adequate for day-by-day management. While balanced scorecard is a more flexible tool that allows identifying financial and welfare problems, budgeting limits heavily reduce the possibility of implementing adequate solutions. The policy of incentives is not adequate either, leading on de-motivation. This study shows that budgeting restrictions have led to a significant reduction in autonomy of Spanish Primary Care centers. Management decision making is much centralised, also focused on cost saving over quality of healthcare. As a result, two needs emerge for the future: increasing centers' autonomy and improving staff commitment through training and professional development programs. Copyright © 2017 Elsevier España, S.L.U. All rights reserved.
Kadi, Aysegül; Beytekin, Osman Ferda
It is necessary to know how the members of a school perceive their school management to investigate how they are related to their organizations. In this case, we can refer to metaphors, which are excellent tools for people to express their subconscious thoughts and perceptions about their organizations. On the other hand, metaphors help us to…
Makunye, M. M.; Pelser, T. G.
The purpose of this study was to explore reasons for academics' apathy towards formal professional development programmes at North-West University. The research design was essentially descriptive, employing both qualitative and quantitative research techniques to gather and analyse data. Three techniques, namely, questionnaire surveys, analysis of…
Daroszewski, E B; Meehan, D A
Videotaped role play was an effective staff development strategy used as an initial exercise in a five-part class to update the pain management skills of experienced nurses. It engaged the participants in learning and stimulated discussion and provided concrete feedback of current clinical practices for comparison with the Agency for Health Care Policy and Research pain management guidelines (Acute Pain Management Guideline Panel, 1992).
van Os, Annemiek; de Gilder, Dick; van Dyck, Cathy; Groenewegen, Peter
The purpose of this paper is to explore sensemaking of incidents by health care professionals through an analysis of the role of professional identity in narratives of incidents. Using insights from social identity theory, the authors argue that incidents may create a threat of professional identity, and that professionals make use of identity management strategies in response to this identity threat. The paper draws on a qualitative analysis of incident narratives in 14 semi-structured interviews with physicians, nurses, and residents at a Dutch specialist hospital. The authors used an existing framework of identity management strategies to categorize the narratives. The analysis yielded two main results. First, nurses and residents employed multiple types of identity management strategies simultaneously, which points to the possible benefit of combining different strategies. Second, physicians used the strategy of patronization of other professional groups, a specific form of downward comparison. The authors discuss the implications of the findings in terms of the impact of identity management strategies on the perpetuation of hierarchical differences in health care. The authors argue that efforts to manage incident handling may profit from considering social identity processes in sensemaking of incidents. This is the first study that systematically explores how health care professionals use identity management strategies to maintain a positive professional identity in the face of incidents. This study contributes to research on interdisciplinary cooperation in health care.
Pham, Duc Minh; Byrkit, Mona; Pham, Hoang Van; Pham, Trung; Nguyen, Chien Thang
In many developing countries, private pharmacies play an important role in providing health information and services to local communities for common health issues. The aim of this study was to ascertain medium-term impact of educational interventions on knowledge and practice of pharmacy staff regarding management of childhood diarrhea in Vietnam. This was a pre- and post-intervention study with 32 and 44 months difference from the time of the baseline survey to the conclusion of trainings and the time of the end-line survey, respectively. Interventions included in-class training for pharmacy staff, printed materials at the pharmacy, and supportive supervision. Knowledge/reported practice and actual practice of pharmacy staff were measured before and after interventions. After interventions, significant improvements (ppharmacy staff's knowledge about childhood diarrhea; for instance, 31% and 60% of surveyed staff asked about weight of the child and accompanying symptoms of childhood diarrhea, respectively, an increase from 11% and 45% at the baseline. Oral rehydration solution (ORS) was the most frequently reported product recommended (97% to 99%), but probiotics and antidiarrheals were the products most frequently prescribed at pharmacies. Public health facilities remained the preferred choice for referrals from pharmacies, but the use of private clinics was increasing. Consultations and advice provided to caregivers also improved, but considerable gaps between knowledge and actual practice of staff in real pharmacy settings remained. Educational interventions were effective in improving pharmacy staff knowledge and practice regarding management of childhood diarrhea. Knowledge and actual practice of staff in real pharmacy settings did not always correlate; there is need for a stronger regulatory and law enforcement system. Interventions to improve pharmacy practice in developing countries should be focused, comprehensive, and evidence-based.
Schreuder, Jolanda A H; Roelen, Corné A M; van Zweeden, Nely F; Jongsma, Dianne; van der Klink, Jac J L; Groothoff, Johan W
Sickness absence leads to understaffing and interferes with nursing efficiency and quality. It has been reported in literature that managerial leadership is associated with self-reported sickness absence in the working population. This study investigated the relationship between managerial leadership and sickness absence in health care by associating nurse managers' leadership styles with registered sickness absence among their nursing staff. The cross-sectional study included 699 nurses working in six wards (staff range = 91-140 employees) of a Dutch somatic hospital employing a total of 1,153 persons. The nurse managers heading the wards were asked to complete the Leadership Effectiveness and Adaptability Description questionnaire for situational leadership. The Leadership Effectiveness and Adaptability Description scores were linked to employer-registered nursing staff sickness absence. High relationship-high task behavior (odds ratio [OR] = 0.76, 95% confidence interval [CI] = 0.65-0.85) and high relationship-low task behavior (OR = 0.37, 95% CI = 0.14 -0.98) were inversely related to the number of short (one to seven consecutive days) episodes of sickness absence among the staff. Low relationship-high task styles (OR = 2.44, 95% CI = 1.14-5.22) as well as low relationship-low task styles (OR = 2.44, 95% CI = 1.26-4.71) were positively associated with the number of short episodes of sickness absence. However, the leadership styles only explained 10% of the variance in short episodes of sickness absence. Leadership styles are associated with registered sickness absence. The nursing staff of relationship-oriented nurse managers has fewer short episodes of sickness absence than the staff of task-oriented managers. Training nurse managers in relational leadership styles may reduce understaffing and improve nursing efficiency and quality.
... COMMISSION Draft License Renewal Interim Staff Guidance LR-ISG-2011-02; Aging Management Program for Steam...), LR-ISG-2011-02, ``Aging Management Program for Steam Generators,'' for public comment. This Draft LR... steam generator aging. The Draft LR-ISG revises the NRC staff's aging management recommendations...
Full Text Available ABSTRACT Objective To explore potential associations between nursing workload and professional satisfaction among nursing personnel (NP in Greek Coronary Care Units (CCUs. Method A cross-sectional study was performed involving 66 members of the NP employed in 6 randomly selected Greek CCUs. Job satisfaction was assessed by the IWS and nursing workload by NAS, CNIS and TISS-28. Results The response rate was 77.6%. The reliability of the IWS was α=0.78 and the mean score 10.7 (±2.1, scale range: 0.5-39.7. The most highly valued component of satisfaction was “Pay”, followed by “Task requirements”, “Interaction”, “Professional status”, “Organizational policies” and “Autonomy”. NAS, CNIS and TISS-28 were negatively correlated (p≤0.04 with the following work components: “Autonomy”, “Professional status”, “Interaction” and “Task requirements”. Night shift work independently predicted the score of IWS. Conclusion The findings show low levels of job satisfaction, which are related with nursing workload and influenced by rotating shifts.
Cogin, Julie Ann; Ng, Ju Li; Lee, Ilro
We assess how human resource management (HRM) is implemented in Australian hospitals. Drawing on role theory, we consider the influence HRM has on job attitudes of healthcare staff and hospital operational efficiency. We adopt a qualitative research design across professional groups (physicians, nurses, and allied health staff) at multiple levels (executive, healthcare managers, and employee). A total of 34 interviews were carried out and analyzed using NVivo. Findings revealed a predominance of a control-based approach to people management. Using Snell's control framework (AMJ 35:292-327, 1992), we found that behavioral control was the principal form of control used to manage nurses, allied health workers, and junior doctors. We found a mix between behavior, output, and input controls as well as elements of commitment-based HRM to manage senior physicians. We observed low levels of investment in people and a concentration on transactional human resource (HR) activities which led to negative job attitudes such as low morale and frustration among healthcare professionals. While hospitals used rules to promote conformity with established procedures, the overuse and at times inappropriate use of behavior controls restricted healthcare managers' ability to motivate and engage their staff. Excessive use of behavior control helped to realize short-term cost-cutting goals; however, this often led to operational inefficiencies. We suggest that hospitals reduce the profusion of behavior control and increase levels of input and output controls in the management of people. Poor perceptions of HR specialists and HR activities have resulted in HR being overlooked as a vehicle to address the strategic challenges required of health reform and to build an engaged workforce.
van Oorsouw, W.M.W.J.; Embregts, P.J.C.M.; Bosman, A.M.T.
Staff training is one of the interventions that managers can embed in their organizations to help staff improve their professional competences related to challenging behaviour of clients with intellectual disabilities. Individual coaching adds learning opportunities that are feasible but difficult
Oorsouw, W.M.W.J. van; Embregts, P.J.C.M.; Bosman, A.M.T.
Staff training is one of the interventions that managers can embed in their organizations to help staff improve their professional competences related to challenging behaviour of clients with intellectual disabilities. Individual coaching adds learning opportunities that are feasible but difficult
Molewijk, Bert; Kok, Almar; Husum, Tonje; Pedersen, Reidar; Aasland, Olaf
The use of coercion is morally problematic and requires an ongoing critical reflection. We wondered if not knowing or being uncertain whether coercion is morally right or justified (i.e. experiencing moral doubt) is related to professionals' normative attitudes regarding the use of coercion. This paper describes an explorative statistical analysis based on a cross-sectional survey across seven wards in three Norwegian mental health care institutions. Descriptive analyses showed that in general the 379 respondents a) were not so sure whether coercion should be seen as offending, b) agreed with the viewpoint that coercion is needed for care and security, and c) slightly disagreed that coercion could be seen as treatment. Staff did not report high rates of moral doubt related to the use of coercion, although most of them agreed there will never be a single answer to the question 'What is the right thing to do?'. Bivariate analyses showed that the more they experienced general moral doubt and relative doubt, the more one thought that coercion is offending. Especially psychologists were critical towards coercion. We found significant differences among ward types. Respondents with decisional responsibility for coercion and leadership responsibility saw coercion less as treatment. Frequent experience with coercion was related to seeing coercion more as care and security. This study showed that experiencing moral doubt is related to some one's normative attitude towards coercion. Future research could investigate whether moral case deliberation increases professionals' experience of moral doubt and whether this will evoke more critical thinking and increase staff's curiosity for alternatives to coercion.
Problem: The professional practice of engineering always involves engineering management, but it is difficult to know what specifically to include in the undergraduate curriculum. Approach: The population of New Zealand practising engineers was surveyed to determine the importance they placed on specific professional practice and engineering…
Aleksandr Vladimirovich Dorzhdeev
Full Text Available The article is devoted to building up a financial and mathematical model and designing the appropriate procedure of forming the quota, directed to the payroll of the vocational education teaching staff under the circumstances of normative-per capita financing. Nowadays the given problem occurred after the implementation of normative-per capita financing system is one of the most urgent and complicated problems. The procedures used in many educational institutions are outdated, based on a totally hourly basis and don’t meet the modern requirements of the educational economics and financial management. The approach, suggested in the article, not only solves many financial problems of educational institutions but also reveals problem areas, unprofitable educational programs, resolves optimization tasks, and proposes the algorithm of making the appropriate managerial decisions. Besides, the article describes the distribution procedure of the teaching staff payroll among structural subdivisions of the vocational educational institutions. In the context of the given model, financing should be implemented in proportion to the part of the structural subdivision in the educational process. This part is determined on the basis of the education financial plan of the current academic year of each educational program in this educational institution. In addition, the part of each structural subdivision is determined as the sum of parts of the respective subjects of the educational plan. The suggested procedure promotes the optimization of managing financial performance of vocational educational institutions, provides the opportunity of implementing individual contracts with the teaching staff, and using a number of other modern approaches to financial management of educational institutions.
Training programs at DOE facilities should prepare personnel to safely and efficiently operate the facilities in accordance with DOE requirements. This guide contains information that can be used to develop or validate training programs for technical staff and managers at DOE nuclear facilities. Training programs based on the content of this guide should provide assurance that these personnel perform their jobs safely and competently.
Ruhe Marsh, Linda
The purpose of this qualitative narrative inquiry was to explore the perceptions and lived experiences of Illinois Parents as Teachers (PAT) program leaders managing a multigenerational workforce. Supervisors state that leading a multigenerational staff possesses challenges that affect overall productivity (Bell, 2008). PAT stakeholders including…
Egginton, Bill E.
Historically, higher educational institutions (HEIs) have been independent institutions, backed by an ideology that led staff to expect and enjoy high levels of independence and autonomy, relatively free from any sense of management, commercial responsibility and accountability. However, in recent times, the education sector has been subject to…
Sinclair, Jane; Aho, Anne-Maria
Learning management systems (LMSs) are widely used in higher education and offer a gateway to innovative, technology-enhanced teaching and learning. However, many university staff still choose not to adopt them or do not explore the more creative functionality. Previous research has developed models of technology adoption which map observed…
Vigo, D.; Caremi, C.; Gordini, A.; Bosso, S.; D'Aleo, G.; Beleggia, B.
In this paper, we discuss a decision support system for optimizing staff management of desk customer relations services at Hera, a large Italian multiutility company. The system, SPRINT, which is based on state-of-the-art demand forecasting, implements a novel two-phase optimization procedure based
Cheng, Alison Lai Fong; Yau, Hon Keung
The study aims to examine the effectiveness of the implementation of "Meeting Pupil Needs and Empowering Staff" in the quality management in Hong Kong primary schools. A case study of nine primary schools was conducted and a qualitative method of interviews was adopted in this study. A total of 9 principals and 9 teachers from 9 primary…
Materials and Methods: This study was a qualitative research with thematic analysis method. By using semi structured questionnaire with 2 health system experts interview was conducted and 20 experts participated in focus group discussion. After each interview and group discussion withdrawals were checked with participants. The initial interviews were analyzed by two faculty members and then were combined. Results: 7 main themes about necessary criteria for hospital managers, performance assessment were obtained from experts, views. These themes are: skills related to planning, organization and staff performance management, leadership, information management, clinical governance and performance indicators. Conclusion: All participants in the study had a history of hospital management therefore their comments will be an effective step in identifying the criteria for making hospital managers, performance assessment tool. In addition to Professionals, perspectives and studies done in other countries, in order to design this kind of tools, it is necessary to adjust the obtained findings according to the local hospital conditions.
One of the main organizational factors among staff is job satisfaction. This inner feeling assumed as basic factor that emerged by various elements at workplace. According to the different role of elements that effect on job satisfaction, organizations managers should be consider the correct styles of management. In reality, lack of consideration to this human need leads to appear various abnormal behaviors at organization. The main purpose of present literature review is focused on the vit...
Ronald E. Domen MD; Michael L. Talbert MD; Kristen Johnson PhD; Miriam D. Post MD; Mark D. Brissette MD; Richard Michael Conran MD, PhD, JD; Robert D. Hoffman MD, PhD; Cindy B. McCloskey MD; Patricia M. Raciti MD; Cory Anthony Roberts MD; Amyn M. Rojiani MD, PhD; J. Allan Tucker MD; Suzanne Zein-Eldin Powell MD
Professionalism issues are common in residency training and can be very difficult to recognize and manage. Almost one-third of the milestones for pathology recently instituted by the Accreditation Council for Graduate Medical Education encompass aspects of professionalism. Program directors are often unsure of how and when to remediate residents for unprofessional behavior. We used a case-based educational approach in a workshop setting to assist program directors in the management of unprofe...
Full Text Available This paper presents an empirical study to investigate the relationship between organizational justice and professional commitment in Kermanshah official organizations. The study uses 20 questions to measure professional commitment from a questionnaire originally developed by Spell et al. (2007 [Spell, C. S., & Arnold, T. J. (2007. A multi-level analysis of organizational justice climate, structure, and employee mental health. Journal of Management, 33(5, 724-751.]. In addition, the study adopts 12 questions from another questionnaire developed by Vallas (1999 [Vallas, S. P. (1999. Rethinking post‐Fordism: The meaning of workplace flexibility. Sociological theory, 17(1, 68-101.] to measure organizational justice. Cronbach alpha for organizational justice questionnaire and professional commitment are 0.81 and 0.89, respectively, which are well above the minimum acceptable level. Based on the results of this survey, there is a positive and meaningful relationship between organizational justice and professional commitment. The implementation of the linear regression analysis also reveals that there is a positive and meaningful relationship between inter-organizational justice and professional commitment. The study performs Freedman test to rank three components of organizational justice and the results indicate that interactional justice maintains the highest level of importance while distributive justice comes last in terms of priority.
Quarrie, Kenneth L; Raftery, Martin; Blackie, Josh; Cook, Christian J; Fuller, Colin W; Gabbett, Tim J; Gray, Andrew J; Gill, Nicholas; Hennessy, Liam; Kemp, Simon; Lambert, Mike; Nichol, Rob; Mellalieu, Stephen D; Piscione, Julien; Stadelmann, Jörg; Tucker, Ross
The loads to which professional rugby players are subjected has been identified as a concern by coaches, players and administrators. In November 2014, World Rugby commissioned an expert group to identify the physical demands and non-physical load issues associated with participation in professional rugby. To describe the current state of knowledge about the loads encountered by professional rugby players and the implications for their physical and mental health. The group defined 'load' as it relates to professional rugby players as the total stressors and demands applied to the players. In the 2013-2014 seasons, 40% of professional players appeared in 20 matches or more, and 5% of players appeared in 30 matches or more. Matches account for ∼5-11% of exposure to rugby-related activities (matches, team and individual training sessions) during professional competitions. The match injury rate is about 27 times higher than that in training. The working group surmised that players entering a new level of play, players with unresolved previous injuries, players who are relatively older and players who are subjected to rapid increases in load are probably at increased risk of injury. A mix of 'objective' and 'subjective' measures in conjunction with effective communication among team staff and between staff and players was held to be the best approach to monitoring and managing player loads. While comprehensive monitoring holds promise for individually addressing player loads, it brings with it ethical and legal responsibilities that rugby organisations need to address to ensure that players' personal information is adequately protected. Administrators, broadcasters, team owners, team staff and the players themselves have important roles in balancing the desire to have the 'best players' on the field with the ongoing health of players. In contrast, the coaching, fitness and medical staff exert significant control over the activities, duration and intensity of training
Continuous professional development (CPD) in caring for people with kidney disease is limited in some regions of the UK and within Europe generally. This is compounded for all by limited resources for course fees and the lack of study leave granted away from the clinical area for full-time courses. This is set against recommendations from National and European governments, and renal clinical guidelines concerning expectations of CPD and clinical competency levels of renal nurses (1-4). In the past renal practitioners have been trained in all areas of the renal speciality by Schools of Nursing linked to renal units based in large teaching hospitals. However, more recent changes in the structure of Health Care provision have led in some instances to a rationalising of post registration education delivery.
Anna Leonidovna Nemykina
Full Text Available The article discusses the technological approach to the formation and development of the students’ professional interests at universities. Based on the analysis of fundamental works of Russian scientists the concepts of "interest", "professional interest" were analyzed. The author developed the structural scheme of the technology of management of the professional interests formation and levels of their development. The essential characteristics of these levels were determined in the article. Conclusion of the article is the position that the consecutive passing of motivational and target, activity, adaptive, self-reflexive-identification levels contributes to the formation of professional interest. Article can be used in empirical research on the analyzed topic.
Full Text Available Background . Rhythm is important for the implementation of all processes as in nature and in living organisms. It organizes motor human activity making it more productive and rational. On teaching working and sports motions the process of the impellent work correct rhythm assimilation plays an important role because it determines the movement performance optimum that is shown in its automation process reduction. As a result, man’s physical strength and nervous energy are saved. Rhythm category acquires a special status for the physical training specialist. All his activity including the motor component depends on the rhythm. The aim of the research is to study the physiology of rhythm and justify the more efficient training process for future teachers and coaches. Methods . The following theoretical research methods were used: the abstract and axiomatic methods, analysis and synthesis, induction and deduction, idealization, comparison and generalization. Results. As a result of study of materials from the natural sciences, numerology, psychology, music, cybernetics, synergetic, physiology, was found that the change of different states, as in nature and in living organisms, is an undulating rhythmic character. Physiological basis of the same rhythm is dynamic change excitation and inhibition processes occurring in the central nervous system. In this paper features of rhythm were identified. To accelerate the assimilation of motor action rational rhythm it is necessary to develop a sense of rhythm which is successfully formed in during the musical-motor activities. Conclusions. For today the study of the rhythm phenomenon in professional preparation on physical education and sport, in our opinion, requires the further study. Adding exercises involving certain motor skills elements similar in rhythmic structure with professional and technical actions to the coaches and teachers education and the competitive technology formation should be
Gindlesberger, Danielle R
A family medicine practice in a large multi-specialty clinic undertook a quality improvement initiative focusing on blood pressure control. Current rooming procedures were reviewed, including obtaining accurate and reliable blood pressures. All rooming staff were instructed how to take an accurate blood pressure and were observed at random over a 3-month period to ensure continued accuracy. Rooming staff (medical assistants and licensed practical nurses) were engaged to give patient education and to arrange a standard 2-week follow-up with a rooming staff team member (nurse visit) if the patient's blood pressure was elevated. Clinicians were educated briefly about the importance of managing hypertension regardless of reason for visit. Blood pressure control (<140/90) in patients age 18-85 without diabetes improved from 68.4% to 75.8% in 3 months.
Full Text Available The aim of this study was to investigate time management understandings of university academic staff with their participation or not participation in the sports activities, gender and their work year. The sample of the study consisted of 93 university academic staff who Works at Dumlupinar University (37 women and 56 men. As data collection tool in addition to a questionary, which consists 10 items developed by the researchers, “Time Management Scale”, which was developed by Britton and Tesser (1991 and Turkish adaptation was done by Koçak and Alay (2002 was used. The obtained data were analyzed by using SPSS for windows. In addition to descriptive statistics, Mann Whitney U and Kruskal Wallis test were done in order to determine significant differences between time management understandings of the academic staff. As a result, although, there was no significant difference between participants’ time management understanding according to gender (p>.05 there were significant differences between participants’ time management understandings in the “time attitudes” subscale according to their work year and in “time management” and “time attitudes” subscales according to participation /or not participation in sport activities (p<.05.
McCloughen, Andrea; Foster, Kim
To identify challenging interpersonal interactions experienced by nursing and pharmacy students during clinical placement, and strategies used to manage those situations. Healthcare students and staff experience elevated stress when exposed to dynamic clinical environments, complex care and challenging professional relationships. Emotionally intelligent behaviours are associated with appropriate recognition and management of emotions evoked by stressful experiences and development of effective relationships. Nursing and pharmacy students' use of emotionally intelligent behaviours to manage challenging interpersonal situations is not well known. A qualitative design, using semi-structured interviews to explore experiences of challenging interpersonal situations during clinical placement (Phase two of a larger mixed-methods study). Final-year Australian university nursing and pharmacy students (n = 20) were purposefully recruited using a range of Emotional Intelligence scores (derived in Phase one), measured using the GENOS Emotional intelligence Inventory (concise version). Challenging interpersonal situations involving student-staff and intrastaff conflict, discourteous behaviour and criticism occurred during clinical placement. Students used personal and relational strategies, incorporating emotionally intelligent behaviours, to manage these encounters. Strategies included reflecting and reframing, being calm, controlling discomfort and expressing emotions appropriately. Emotionally intelligent behaviours are effective to manage stressful interpersonal interactions. Methods for strengthening these behaviours should be integrated into education of nursing and pharmacy students and qualified professionals. Education within the clinical/workplace environment can incorporate key interpersonal skills of collaboration, social interaction and reflection, while also attending to sociocultural contexts of the healthcare setting. Students and staff are frequently exposed
Kuy, SreyRam; Romero, Ramon A L
Communication failure is one of the top root causes in patient safety adverse events. Crew resource management (CRM) is a team building communication process intended to improve patient safety by improving team dynamics. First, to describe implementation of CRM in a Veterans Affair (VA) surgical service. Second, to assess whether staff CRM training is related to improvement in staff perception of a safety climate. Mandatory CRM training was implemented for all surgical service staff at a VA Hospital at 0 and 12 mo. Safety climate questionnaires were completed by operating room staff at a baseline, 6 and 12 mo after the initial CRM training. Participants reported improvement on all 27 points on the safety climate questionnaire at 6 mo compared with the baseline. At 12 mo, there was sustained improvement in 23 of the 27 areas. This is the first published report about the effect of CRM training on staff perception of a safety climate in a VA surgical service. We demonstrate that CRM training can be successfully implemented widespread in a surgical program. Overall, there was improvement in 100% of areas assessed on the safety climate questionnaire at 6 mo after CRM training. By 1 y, this improvement was sustained in 23 of 27 areas, with the areas of greatest improvement being the performance of briefings, collaboration between nurses and doctors, valuing nursing input, knowledge about patient safety, and institutional promotion of a patient safety climate. Published by Elsevier Inc.
Radke, Taylor J; Brown, Laura G; Hoover, E Rickamer; Faw, Brenda V; Reimann, David; Wong, Melissa R; Nicholas, David; Barkley, Jonathan; Ripley, Danny
Dining outside of the home can be difficult for persons with food allergies who must rely on restaurant staff to properly prepare allergen-free meals. The purpose of this study was to understand and identify factors associated with food allergy knowledge and attitudes among restaurant managers, food workers, and servers. This study was conducted by the Environmental Health Specialists Network (EHS-Net), a collaborative forum of federal, state, and local environmental health specialists working to understand the environmental factors associated with food safety issues. EHS-Net personnel collected data from 278 randomly selected restaurants through interviews with restaurant managers, food workers, and servers. Results indicated that managers, food workers, and servers were generally knowledgeable and had positive attitudes about accommodating customers' food allergies. However, we identified important gaps, such as more than 10% of managers and staff believed that a person with a food allergy can safely consume a small amount of that allergen. Managers and staff also had lower confidence in their restaurant's ability to properly respond to a food allergy emergency. The knowledge and attitudes of all groups were higher at restaurants that had a specific person to answer food allergy questions and requests or a plan for answering questions from food allergic customers. However, food allergy training was not associated with knowledge in any of the groups but was associated with manager and server attitudes. Based on these findings, we encourage restaurants to be proactive by training staff about food allergies and creating plans and procedures to reduce the risk of a customer having a food allergic reaction.
Bergman Blix, Stina
...’ deliberate emotion management as an embodied professionalisation process, focusing the relation between emotional experience and expression through the concepts of decoupling, double agency and habituation...
Del Vecchio Fernando Diego
Full Text Available Is Design a devaluated profession? The crisis referred to by many professionals can be understood among different perspectives. One of them - systemic approach - enables the analysis of the complexity underlying the issue. This paper analyses the management skills in response to the ¨drawing artist¨ profile who was many times, incorrectly, named after the professional designer by the market.
Ashworth, Natasha; Thompson, Shona
Long-term conditions (LTCs) are the leading cause of morbidity and mortality in New Zealand. The burden upon patients and health care services to manage these conditions has prompted calls for primary care to lead the way in early diagnosis and coordination of LTC care. The purpose of this study was to investigate the perspectives of health professionals in a geographically-isolated region of New Zealand regarding current levels of LTC management to provide direction for future service development. Semi-structured, face-to-face interviews conducted in 2009 with 10 purposively sampled health professionals in the primary care field, including four general practitioners, four nurses and two management team personnel, all practising in a regional District Health Board. The resultant data were analysed using a general inductive thematic approach. Three main themes were identified by the health professionals as being key issues pertaining to the management of LTCs. These are discussed as issues pertaining to management, information and communication and leadership. The results showed that LTC management is rated as highly important by health care professionals who are aware of the need to change current delivery methods to improve client outcomes. All those interviewed highlighted issues related to funding as being a significant barrier to implementing innovations in LTC management, including nurse-led services. Plans to develop integrated family health centres, information technology systems and increased collaboration between clinicians were hailed as potential solutions to improving LTC management.
Purpose: This paper aims to focus on the role of line management and learning culture in the development of professional practice for the human resource (HR) practitioner. Design/methodology/approach: Three-year longitudinal, matched-pair study involving five participants and their line managers. Findings: Two of the five participants experienced…
M. Talebzadeh Nobarian
Full Text Available Empowering employees in specialized and general qualifications fields is required for urban management organization (Tehran Municipality. Planning and establishment of comprehensive system of electronic learning is considered the main goal of human resource and educational managers. . This study tried to investigate the feasibility and execution of electronic learning courses for in-service staff. Training system for in-service staff is the most effective method in educating staff. Implantation of the system includes five necessary variables such as, hardware, software, electronic content, human resources and cultural proceedings. Initially, the main variables and the associated data of 550 people were recorded in the Likert-type scale through the information on the questionnaires. Then correlation analysis, variance and multiple regressions were performed. Description of data containing the collection of general characteristics of respondents, including managers, expertise of human resource and educational managers of Tehran municipality were summarized. The results indicated that the correlation coefficient of variables was R = 0.804 which represents the total correlation of the model. The next output showed the certainty of a linear relationship between the variables through analysis of variance. Then according to the standardized regression coefficients and the initial linear regression equation, the model with five variables was drawn and the effectiveness of each of the variables on the dependent variable (the deployment of Electronic-learning system was examined and interpreted.
Saaranen, Terhi; Sormunen, Marjorita; Pertel, Tiia; Streimann, Karin; Hansen, Siivi; Varava, Liana; Lepp, Kadi; Turunen, Hannele; Tossavainen, Kerttu
Purpose: This paper aims to present the baseline results of a research and development project targeted to improve the occupational well-being of school staff and maintain their ability to work, in Finland and Estonia. It reveals the most problematic factors in the various aspects of the school community and professional competence and outlines…
Bray, Nathaniel J.; Williams, Laine
This study examined communication satisfaction and organisational commitment for professional staff at an American Master's institution using two quantitative surveys: Downs and Hazen's Communication Satisfaction Questionnaire and Meyer and Allen's TCM Employee Commitment Survey. One hundred and sixty-eight full-time and part-time staff…
Full Text Available The problem of professional burnout is extremely relevant in current stress management. By its nature, professional burnout is a unique type of stress syndrome that is characterized by emotional exhaustion. It leads to loss of energy and interest in one’s job. A burnout could be the result of such syndromes as – burnout and boreout. It could emerge as the reaction of the organism to the high working intensity and stress working conditions or due to the boredom and absence of the sphere for professional realization. Both syndromes negatively influence the professional activity and require serious research and an adequate approach to the study. Studies have been conducted in the higher educational environment and among production employees. The studies were conducted with the application of the existing tests for revealing the “boreout” and “burnout” syndromes. Studies have shown that the syndrome “burnout” is common among workers with free working regulations, whose work requires greater independence, initiative and responsibility. According to the results of the study, the employees who are more free in the performance of their professional duties (teachers, managers are less subjected to the boreout syndrome. For the prevention and control of professional burnout company management needs to apply the achievements of stress management.
Full Text Available The article deals with the problem of forming education managers’ professional competency in the context of European integration educational processes. The peculiarities of education managers’ competences as well as directions of their professional training in motivational, cognitive and metacognitive spheres have been theoretically justified. The performed analysis of curricula in higher education institutions of Central European countries has proved their use of the complex approach to forming professional competences of education managers. The author has revealed the peculiarities of education managers’ professional training while mastering accredited specialized courses in School Management in the Centre for Lifelong Education at Faculty of Education at Palacký University in Olomouc, the Czech Republic; a Bachelor’s degree in Education Specialization (School Management at Charles University in Prague, the Czech Republic; in the context of the project launched by the European Social Fund (EFS called “The Development of Education Managers’ Competences in Schools and Educational Institutions in the Hradec Králové Region – the Model of Professional Education”, the Czech Republic. It has been concluded that higher education institutions of Central European countries focus on the development of pedagogical and managerial competencies. It has been highlighted that the complication of training content and the modernization of disciplines will allow to form thinking and actions of education managers as comprehensively educated specialists able to successfully deal with professional tasks using their educational and intellectual potential.
Tønnessen, Siri; Ursin, Gøril; Brinchmann, Berit Støre
Care-managers are responsible for the public administration of individual healthcare decisions and decide on the volume and content of community healthcare services given to a population. The purpose of this study was to investigate the conflicting expectations and ethical dilemmas these professionals encounter in their daily work with patients and to discuss the clinical implications of this. The study had a qualitative design. The data consisted of verbatim transcripts from 12 ethical reflection group meetings held in 2012 at a purchaser unit in a Norwegian city. The participants consist of healthcare professionals such as nurses, occupational therapists, physiotherapists and social workers. The analyses and interpretation were conducted according to a hermeneutic methodology. This study is part of a larger research project. Two main themes emerged through the analyses: 1. Professional autonomy and loyalty, and related subthemes: loyalty to whom/what, overruling of decisions, trust and obligation to report. 2. Boundaries of involvement and subthemes: private or professional, care-manager or provider and accessibility. Underlying values and a model illustrating the dimensions of professional responsibility in the care-manager role are suggested. The study implies that when allocating services, healthcare professionals need to find a balance between responsibility and accountability in their role as care-managers.
Sher, Ming-Ling; Talley, Paul C; Cheng, Tain-Junn; Kuo, Kuang-Ming
The adoption of electronic medical records (EMR) is expected to better improve overall healthcare quality and to offset the financial pressure of excessive administrative burden. However, safeguarding EMR against potentially hostile security breaches from both inside and outside healthcare facilities has created increased patients' privacy concerns from all sides. The aim of our study was to examine the influencing factors of privacy protection for EMR by healthcare professionals. We used survey methodology to collect questionnaire responses from staff members in health information management departments among nine Taiwanese hospitals active in EMR utilisation. A total of 209 valid responses were collected in 2014. We used partial least squares for analysing the collected data. Perceived benefits, perceived barriers, self-efficacy and cues to action were found to have a significant association with intention to protect EMR privacy, while perceived susceptibility and perceived severity were not. Based on the findings obtained, we suggest that hospitals should provide continuous ethics awareness training to relevant staff and design more effective strategies for improving the protection of EMR privacy in their charge. Further practical and research implications are also discussed.
Bennett, Michelle K.; Ward, Elizabeth C.; Scarinci, Nerina A.
Background: There is a high prevalence of communication difficulty among older people living in residential-aged care. Such functional deficits can have a negative impact on resident quality of life, staff workplace satisfaction and the provision of quality care. Systematic research investigating the nature of communication management in…
Jablonski, Anita; Ersek, Mary
The purpose of this study was to determine the extent to which nursing home staff adhere to current evidence-based guidelines to assess and manage persistent pain experienced by elderly residents. A retrospective audit was conducted of the medical records of 291 residents of 14 long-term care facilities in western Washington State. Data revealed a gap between actual practice and current best practice. Assessment of persistent pain was limited primarily to intensity and location. Although pres...
Karami, Abbas; Farokhzadian, Jamileh; Foroughameri, Golnaz
Professional competency is a fundamental concept in nursing, which has a direct relationship with quality improvement of patient care and public health. Organizational commitment as a kind of affective attachment or sense of loyalty to the organization is an effective factor for professional competency. This study was conducted to evaluate the nurses´ professional competency and their organizational commitment as well as the relationship between these two concepts. This descriptive-analytic study was conducted at the hospitals affiliated with a University of Medical Sciences, in the southeast of Iran in 2016. The sample included 230 nurses who were selected using stratified random sampling. Data were gathered by three questionnaires including socio-demographic information, competency inventory for registered nurse (CIRN) and Allen Meyer's organizational commitment. Results showed that professional competency (Mean±SD: 2.82±0.53, range: 1.56-4.00) and organizational commitment (Mean±SD: 72.80±4.95, range: 58-81) of the nurses were at moderate levels. There was no statistically significant correlation between professional competency and organizational commitment (ρ = 0.02; p = 0.74). There were significant differences in professional competency based on marital status (p = 0.03) and work experience (phuman resource managers should pursue appropriate strategies to enhance the professional competency and organizational commitment of their nursing staff. It is necessary to conduct more comprehensive studies for exploring the status and gaps in the human resource management of healthcare in different cultures and contexts.
Kuhlmann, E; Larsen, C
Across Europe, long-term care (LTC) is one of the most challenging areas of social policy. Despite a growing awareness of the problems and improved data, current institutional reforms are an ineffective response to demographic change. This article aims to provide an overview of the challenges of future nursing and care staff in LTC in Europe, and to discuss the German case in a wider European context. We focus on the nursing workforce and on the link between current and prospective analyses on the demand and offer of LTC services and LTC professionals/nursing staff. We draw on a secondary analysis of the literature and public statistics, especially OECD data. The European comparison shows a high variation in the future demand for LTC. In Germany, a number of problematic trends create a negative scenario: the growing demand for LTC meets with a decrease in nursing staff on the supply side. We conclude by suggesting intervention strategies that may reduce this negative scenario.
Sirriyeh, Reema; Armitage, Gerry; Lawton, Rebecca; Gardner, Peter
This study explores the experiences of health professionals in managerial roles at various levels in child and adult hospice care in northern England, studying perspectives around managing medical error, the issues that arise, and the challenges faced. A multicentred, descriptive, exploratory design was adopted. The sample comprised 10 hospice managers (five deputy and five senior managers) from four hospices (two adult and two children's) in the north of England. Participants took part in individual semi-structured interviews, which lasted between 45-60 minutes each. Interviews were transcribed and analysed by a team of three researchers, including two health psychologists and one nurse using a qualitative analytic framework. Emerging themes appeared to be inter-related and were ultimately linked to two meta-concepts; underpinning and fundamental to the data, these issues were intrinsically tied to all emerging themes. Primary themes were defined by their explanatory power and regularity. Primary themes highlighted the impact of managing error on management teams at a professional and personal level, the challenges for error management in hospice settings, the use of error management tools, and the conceptualization of blame in these settings. The strong influence of the health-care setting in which an error takes place on the outcomes of an error event for the health professional, managers, health-care organizations, and ultimately patients was evident.
Cyber Risks for Business Professionals: A Management Guide is a general guide to the origins of cyber risks and to developing suitable strategies for their management. It provides a breakdown of the main risks involved and shows you how to manage them. Covering the relevant legislation on information security and data protection, the author combines his legal expertise with a solid, practical grasp of the latest developments in IT to offer a comprehensive overview of a highly complex subject.
Meneghel, Stela Nazareth; Bairros, Fernanda; Mueller, Betânia; Monteiro, Débora; Oliveira, Lidiane Pellenz de; Collaziol, Marceli Emer
This qualitative study aims to describe the trajectories of female victims of gender violence in Porto Alegre, Rio Grande do Sul State, Brazil. The methodology included in-depth interviews with women and staff, attempting to map the critical paths of women when they made the decision to seek professional help. We interviewed 21 women victims of gender violence and 25 professionals, including law enforcement officials, health and social workers, and nongovernmental organizations. The women's trajectories in the services were mapped, identifying facilitating factors and obstacles in the process of breaking with gender violence. The victims reported: pressure by professional staff to return to their marriages and police inefficiency in providing protection. The discourse of law enforcement officials and health and social workers showed a range of different concepts regarding violence, medicalization of violence, and network fragmentation.
Sunday S. AKPAN
Full Text Available This paper examined safety and security risk management in tertiary institutions in Nigeria. The frequent attacks at workplace, especially schools, have placed safety and security in the front burner of discussion in both business and political circles. This therefore, forms the imperative for the conduct of this study. The work adopted a cross sectional survey research design and collected data from respondents who are security personnel of the University of Uyo. Analysis of data was done with simple percentage statistics while the research hypotheses were tested with mean and simple regression and correlation statistics. The findings of the study revealed that assassination, kidnappings and bombings were principal risk incidents threatening the safety and security of staff in University of Uyo. A significant positive relationship was found between the funding of security management and workers’ performance. It was discovered specifically that employment screening, regular training of security personnel, regular safety and security meetings and strategic security policy formation were the main strategies for managing safety and security in University of Uyo. The paper concluded that safety and security management and control involves every worker (management and staff of University of Uyo. It was recommended, among others, that management should be more committed to safety and security management in the University by means of making safety and security issues an integral part of University’s strategic plan and also by adopting the management line model – one form of management structure-where safety and security are located, with other general management responsibilities. This way, the resurgent cases of kidnapping, hired assassination, etc. would be reduced if not completely eradicated in the University.
Cleary, Michelle; Horsfall, Jan
In clinical settings, nursing staff often find themselves responsible for students who have varying time management skills. Nurses need to respond sensitively and appropriately, and to teach nursing students how to prioritize and better allocate time. This is important not only for developing students' clinical skills but also for shaping their perceptions about the quality of the placement and their willingness to consider it as a potential work specialty. In this column, some simple, practical strategies that nurses can use to assist students with improving their time management skills are identified. Copyright 2011, SLACK Incorporated.
Peter, M A; Lytle, K S; Swearengen, P
This article describes a survey feedback intervention in which staff nurses were surveyed about various job characteristics, job satisfaction, and intent to remain in the organization. Nurse managers received the feedback through graphs and a workshop. A year later the same survey was conducted, and the results were compared with preintervention data. Of the 13 units surveyed, six showed significant improvement in one area and one showed significant improvement in 11. Nurse managers considered the survey feedback helpful, but the feedback alone was not sufficient for achieving broad changes in 1 year. However, the feedback is a useful component of continuous quality improvement efforts.
Kimiafar, Khalil; Sheikhtaheri, Abbas; Sarbaz, Masoumeh; Hoseini, Masoumeh
Health information management (HIM) professionals have a combination of skills and, at the same time, the demand for their skills in the health system is increasing rapidly. This study aimed to assess the educational needs of the HIM staff in Iran. This descriptive analytical study was conducted in eight teaching hospitals. It was found that the maximum educational needs concerned the knowledge of medical terminology, occupational safety, legal aspects, the newest rules and regulations, and ministry guidelines, while the least of the felt needs related to insurance and other aspects of registry, data ownership, and data quality. The need to learn about coding and classifications had a significant relationship with work experience (P = 0.045) and those with a work experience of 6 to 10 years had fewer needs. Educational needs were also significantly associated with the number of years since graduation (P = 0.005), as those with 5-10 years' experience after post-graduation had lesser needs than others. Those who plan educational programs for health information professionals must have a comprehensive view of the needs of the health system. Participation of specialists of different fields must be considered in educational planning of such interdisciplinary fields.
Jacobsen, Alice Juel; Buch, Anders
This article investigates organizational reform changes as they are con-structed in the interaction between managers and teachers in a school context. The empirical basis is comprised of case studies carried out in Danish upper secondary schools. An ethnographic approach and a concept of paradox...... for change in the schools. Significant paradoxes are identi-fied on the basis of the empirical material, and methodological advantages of a pro-posed paradox perspective, are demonstrated....
Akram G H A D I R I
Full Text Available The aim of the present study is relationship between perfectionism of managers and empowerment staff of physical education offices in Tehran. This research is a descriptive – correlation, from Perspective of Nature, Applicable. The po pulation of this research consisted of managers and administrative staff in physical education offices of Tehran are the number of 351 persons. The sample estimate of the population and with using Morgan’s table And Karjsi and 185 patients were selected us ing stratified random number, of which 50 were managers and 135 employees. Independent variables were instrumented perfectionism of managers, 59 item questionnaires of Hill and Associates (2004 and tools to measure the dependent variable of empowerment pe rsonnel was 16 - item questionnaire Aspretizr (2002 . Statistical methods was included descriptive statistics and inferential statistics (Pearson and Friedman and the results in general showed a there is significant relationship between perfectionism of man agers and capabilities of personnel. And so dimensions of perfectionism of Managers had a meaningful significant negative relationship with empowerment personnel. However, discipline and stress had the strongest associations with empowerment personnel.
Kennelly, S; Kennedy, N P; Rughoobur, G F; Slattery, C G; Sugrue, S
Healthcare professionals working in the community setting have limited knowledge of the evidence-based management of malnutrition. The present study aimed to evaluate a community dietetics intervention, which included an education programme for healthcare professionals in conjunction with the introduction of a community dietetics service for patients 'at risk' of malnutrition. Changes in nutritional knowledge and the reported management of malnourished patients were investigated and the acceptability of the intervention was explored. An education programme, incorporating 'Malnutrition Universal Screening Tool (MUST)' training, was implemented in eight of 10 eligible primary care practices (14 general practitioners and nine practice nurses attended), in seven private nursing homes (20 staff nurses attended) and two health centres (53 community nurses attended) in conjunction with a community dietetics service for patients at risk of malnutrition. Nutritional knowledge was assessed before, immediately after, and 6 months after the intervention using self-administered, multiple-choice questionnaires. Reported changes in practice and the acceptability of the education programme were considered using self-administered questionnaires 6 months after the intervention. A significant increase in nutritional knowledge 6 months after the intervention was observed (P dietetics service for patients 'at risk' of malnutrition increased the nutritional knowledge and improved the reported management of malnourished patients in the community by healthcare professionals. © 2010 The Authors. Journal compilation © 2010 The British Dietetic Association Ltd.
Sadoughi, Farahnaz; Ebrahimi, Kamal
Self esteem (SE) and organizational commitment (OC)? have significant impact on the quality of work life. This study aims to gain a better understanding of the relationships between SE and OC among health information management staff in tertiary care hospitals in Tehran (Iran). This was a descriptive correlational and cross sectional study conducted on the health information management staff of tertiary care hospitals in Tehran, Iran. A total of 155 participants were randomly selected from 400 staff. Data were collected by two standard questionnaires. The SE and OC was measured using Eysenck SE scale and Meyer and Allen's three component model, respectively. The collected data were analyzed with the SPSS (version 16) using statistical tests of of independent T-test, Pearson Correlation coefficient, one way ANOVA and F tests. The OC and SE of the employees' were 67.8?, out of 120 (weak) and 21.0 out of 30 (moderate), respectively. The values for affective commitment, normative commitment, and continuance commitment were respectively 21.3 out of 40 (moderate), 23.9 out of 40 (moderate), and 22.7 out of 40 (moderate). The Pearson correlation coefficient test showed a significant OC and SE was statistically significant (Porganizational improvement. Therefore, applying appropriate human resource policies is crucial to reinforce these measures.
Walkíria Gomes de Almeida
Full Text Available In this unstable market, with continuous changes, it is necessary that professionals increase their skills and prepare themselves for an overwhelming competitiveness, seeking for developmental alternatives. Secretariat professionals evolved and developed over a long trajectory of struggles and achievements, including globalization and technological revolution. Their professional profile has changed over the years and nowadays we observe that they act as co-managers, entrepreneurs, and consultants who work in an operational basis focused on results. The profession has won many victories: profession’s regulation law, code of ethics, establishment of the Secretaries’ National Association, Secretaries’ Labor Union in all Brazilian states, and so forth. However, even after all this evolution, there are companies and managers who do not believe in professional changing paradigms. They believe that secretaries’ work is the same as in past decades. This is the reason why this research sought to investigate which are the desirable skills to the secretariat’s professionals in order to allow them to contribute to the company's results-based management.
The NHS has experienced a significant amount of organisational change and restructuring, which has included numerous mergers and de-mergers, since the Labour party came to power in the UK in 1997. However, to date there has been little in the way of evaluation of such changes, particularly the impact of organisational restructuring on the staff involved. This paper examines the human aspect of a merger, and subsequent de-merger, within a primary care trust (PCT) in the North of England, using a focus group methodology. The findings demonstrate that leadership and management styles have a significant impact on staff experiencing such changes. In addition, the psychological contract can be damaged due to the impact of several factors, inducing exit or intention to leave. Employees experienced a constant cycle of change with little time for stabilisation or adjustment, leading to negativity and lowered motivation at times.
José Manuel Hernández Garre
Full Text Available The aim of the study was to investigate the main representations, experiences and coping strategies developed by health professionals involved in perinatal bereavement care. A qualitative and phenomenological approach was used conducting a series of semi-structured interviews to professionals of different categories of obstetric areas of three public hospitals in the region of Murcia. The stories talk about of professionals trained for the life they have to face death, talk about of a lack of institutional training to the professionals react drawing on the experience, empathy or self-taught. They talk about painful situations that are experienced by clinicians with hints of tragedy, speak of care directed to the psychological management of mourning, talks about the transition from coping models duels based on avoidance and emotional detachment to others centered on the verbalization of experience and contact with the stillborn.
Darney, Blair G.; VanDerhei, Deborah; Weaver, Marcia R.; Stevens, Nancy G.; Prager, Sarah W.
Background Including support staff in practice change initiatives is a promising strategy to successfully implement new reproductive health services. The Resident Training Initiative in Miscarriage Management (RTI-MM) is an intervention designed to facilitate implementation of manual vacuum aspiration (MVA) for management of spontaneous abortion. The purpose of this study was to identify training program components that enhanced interprofessional training and provide lessons learned for engaging support staff in implementing uterine evacuation services. Study design We conducted a secondary analysis of qualitative data to identify themes within three broad areas: interprofessional education, the role of support staff, and RTI-MM program components that facilitated support staff engagement in the process of implementing MVA services. Results We identified three key themes around interprofessional training and the role of support staff: “Training together is rare,” “Support staff are crucial to practice change,” and “Transparency, peers and champions.” Conclusions We present lessons learned that may be transferrable to other clinic sites: engage site leadership in a commitment to interprofessional training; engage support staff as teachers and learners and in shared values and building professionalism. Implications This manuscript adds to what is known about how to employ interprofessional education and training to engage support staff in reproductive health services practice change initiatives. Lessons learned may provide guidance to clinical sites interested in interprofessional training, improving service delivery, or implementing new services. PMID:23876430
This qualitative study explored the degree to which knowledge management strategies addressed teacher professional learning at the high school level. In the setting of a Connecticut public high school, interviews were conducted which explored teacher perceptions of knowledge sharing practices in the school and how those practices influenced their…
In this article, the author describes her journey serving in five school districts and finally becoming a business manager in her hometown in Wisconsin. Having become involved in professional organizations and working to share what she knows, she became recognized as a skilled business official and thus never had a problem finding a job or…
This podcast highlights the role of school mental health professionals in the management of food allergies in schools. It also identifies CDC food allergy resources for schools. Created: 1/20/2015 by National Center for Chronic Disease Prevention and Health Promotion (NCCDPHP). Date Released: 1/20/2015.
This podcast highlights the role of school nutrition professionals in the management of food allergies in schools. It also identifies CDC food allergy resources for schools. Created: 1/13/2015 by National Center for Chronic Disease Prevention and Health Promotion (NCCDPHP). Date Released: 1/13/2015.
Singh, Rajesh; Vorbach, James
The evolving demand for workforce skills has often been a topic of discussion at various professional library and information science (LIS) conferences and in the academic literature. Although LIS schools tend to highlight the goal of preparing future members of the LIS profession to be effective leaders, a management and leadership curriculum gap…
Eslamian, Jalil; Fard, Sayed Hasan Hoseini; Tavakol, Khosrow; Yazdani, Mohsen
BACKGROUND: Violence at work is considered as part of the occupational hazards which can affect medical staff and have undesirable effects on quality of patients care. Anger management training causes increases the ability of individuals to change behavior and also can increase the ability of the individual in controlling the excitation in the undesirable conditions. This study aimed to determine the effect of anger management training program by nursing staff on violence rate against them. M...
Cummings, Greta G; Hewko, Sarah J; Wang, Mengzhe; Wong, Carol A; Laschinger, Heather K Spence; Estabrooks, Carole A
Extended lifespans and complex resident care needs have amplified resource demands on nursing homes. Nurse managers play an important role in staff job satisfaction, research use, and resident outcomes. Coaching skills, developed through leadership skill-building, have been shown to be of value in nursing. To test a theoretical model of nursing home staff perceptions of their work context, their managers' use of coaching conversations, and their use of instrumental, conceptual and persuasive research. Using a two-group crossover design, 33 managers employed in seven Canadian nursing homes were invited to attend a 2-day coaching development workshop. Survey data were collected from managers and staff at three time points; we analyzed staff data (n = 333), collected after managers had completed the workshop. We used structural equation modeling to test our theoretical model of contextual characteristics as causal variables, managers' characteristics, and coaching behaviors as mediating variables and staff use of research, job satisfaction, and burnout as outcome variables. The theoretical model fit the data well (χ2 = 58, df = 43, p = .06) indicating no significant differences between data and model-implied matrices. Resonant leadership (a relational approach to influencing change) had the strongest significant relationship with manager support, which in turn influenced frequency of coaching conversations. Coaching conversations had a positive, non-significant relationship with staff persuasive use of research, which in turn significantly increased instrumental research use. Importantly, coaching conversations were significantly, negatively related to job satisfaction. Our findings add to growing research exploring the role of context and leadership in influencing job satisfaction and use of research by healthcare practitioners. One-on-one coaching conversations may be difficult for staff not used to participating in such conversations. Resonant leadership, as
Ahanchian, Mohammad Reza; Emami Zeydi, Amir; Armat, Mohammad Reza
Conflict among nurses has been recognized as an extremely important issue within health care settings throughout the world. Identifying the conflict management style would be a key strategy for conflict management. The aim of this study was to evaluate the prevalence of conflict management styles and its related factors among Iranian critical care nursing staff. In a descriptive cross-sectional study, a total of 149 critical care nurses who worked in the critical care units of 4 teaching hospitals in Sari (Iran) were evaluated. A 2-part self-reported questionnaire including personal information and Rahim Organizational Conflict Inventory II was used for data collection. Although Iranian critical care nurses used all 5 conflict management styles to manage conflict with their peers, the collaborating style was the most prevalent conflict management style used by them, followed by compromising, accommodating, avoiding, and competing. Male gender was a predictor for both compromising and competing styles, whereas position and shift time were significant predictors for compromising and competing styles, respectively. Based on the results of this study, nurse managers need to take these factors into account in designing programs to help nurses constructively manage unavoidable conflicts in health care setting.
Gusarov, O.; Naydyonova, M.
In the article theoretical directions of forming of integral mechanism of management are expounded by professional development of specialists on the basis of separation of competenses that influence on quality of work of industrial hi-tech enterprise. In addition, the questions of sources forming of key professional competenses of managers are examined in the conditions of innovative development. Educating of leaders and specialists must become a primary concern on a management by a personnel...
Full Text Available Partners with Clinical Practice: Evaluating the Student and Staff Experiences of On-line Continuing Professional Development for Qualified Nephrology Practitioners Judith HURST Susannah QUINSEE City University London, THE UNITED KINGDOM ABSTRACT The inclusion of online learning technologies into the higher education (HE curriculum is frequently associated with the design and development of new models of learning. One could argue that e-learning even demands a reconfiguration of traditional methods of learning and teaching. However, this transformation in pedagogic methodology does not just impact on lecturers and teachers alone. Online learning has pervasive impacts and changes in other HE functions (HEFCE, p.2. Thus, e-learning is a transformational process that posits new challenges for staff and students, both in educational methods and support. Many political, clinical, financial and social influences impact on registered health professionals ability to continue their professional development. This is particularly pertinent in the delivery of nephrology care. In order to evaluate the programme that has now run for 2 years in the context of this institution, evaluative research methodology sought to explore the experiences of the staff and students involved. Qualitative data was collected from the students and a reflective framework was used to form the basis of a focus group for the staff. This paper will present how a virtual learning environment (VLE was developed utilising the pedagogic framework of solution-focused learning. It will demonstrate evaluation of the students experiences compared to their traditional classroom-learning counterparts, and highlight the reflections of staff developers as they moved into new roles and developed different aspects of their present roles within a traditional HE context.
Westbrook, J; Callen, J; Alechna, N
The aim of this paper is to present the results of a survey of Australian health information management students relating to their career aspirations and expectations and anticipated involvement in professional activities following graduation. To explain reasons for the differences in results between states and student years, interviews were conducted with academic staff and other health information management educators. Three hundred and sixty three students completed the questionnaire in 1996, which represented a response rate of 86%. It was found that the majority of students thought they had made the correct career choice and were confident they would find full-time employment within six months of graduation. A high percentage of students also indicated that they would undertake continuing education after graduation. There was less support for involvement in the activities of their professional association, particularly at a national level. Students in New South Wales and Queensland indicated that they would be significantly less likely to work in the field of health information management for the rest of their careers. They also reported they would be significantly less likely to conduct research in an area related to health information management. Victorian students were significantly more likely to present a paper at a conference than students from Queensland, New South Wales or Western Australia. Western Australian students were significantly more likely to report that they would undertake postgraduate studies compared to students from the other three states.
Taskov, Nako; Metodijeski, Dejan
The subject of this article is tourism and the role that higher education institutions have in shaping the professional staff in the field of tourism, hospitality and gastronomy in Republic of Macedonia. For this purpose the need of higher education institutions in the field of tourism is explained, and a review of universities in Macedonia in which function faculties of tourism, hospitality and gastronomy is made. Republic of Macedonia is not a country with a long tradition in tourism but st...
Mesters, P; Clumeck, N; Delroisse, S; Gozlan, S; Le Polain, M; Massart, A-C; Pitchot, W
Burnout or professional fatigue syndrome is the result of exposure to a situation in which the strategies of the subject who are supposed to manage the stresses of the environment become outdated and inoperative. An imbalance is created between the demands and the material, operational and psychological resources to cope with them. Many health professions are confronted with the challenge of managing burnout, but the general practitioner is very often on the front line. After a first article devoted to the epidemiology, diagnosis, causes and consequences of the burnout, this second article is focusing on its therapeutic management, through listening, sick leave, dietary supplements, antidepressants, behavioural and cognitive therapy, professional coaching and multidisciplinary approach.
It has become increasingly accepted that important digital data must be retained and shared in order to preserve and promote knowledge, advance research in and across all disciplines of scholarly endeavor, and maximize the return on investment of public funds. To meet this challenge, colleges and universities are adding data services to existing infrastructures by drawing on the expertise of information professionals who are already involved in the acquisition, management and preservation of data in their daily jobs. Data services include planning and implementing good data management practices, thereby increasing researchers’ ability to compete for grant funding and ensuring that data collections with continuing value are preserved for reuse. This volume provides a framework to guide information professionals in academic libraries, presses, and data centers through the process of managing research data from the planning stages through the life of a grant project and beyond. It illustrates principle...
Full Text Available Purpose–The investigation of relationship between professional and family life of managers from Romania in terms of time allocated to these aspects. Design/methodology/approach – This study was conducted on 111 managers from Arad County (56 men and 55 women from various fields of activity. Findings – The results support the idea that leisure time decreases after taking over the position of manager. Practical implications/originality/value – There is no significant association between gender and the amount of leisure time. Although we expected women to report less leisure time after taking over the top management position (and men more leisure time this situation cannot be reported. Explanations: 1. there are differences but they could not be depicted through the manner the data were collected 2. Women managers get help from other people (parents, in-laws, husband, housekeeper after taking over management positions.
The ethical landscape of professional care in everyday practice as perceived by staff: A qualitative content analysis of ethical diaries written by staff in child and adolescent psychiatric in-patient care
Full Text Available Abstract Background Although there has been some empirical research on ethics concerning the attitudes and approaches of staff in relation to adult patients, there is very little to be found on child and adolescent psychiatric care. In most cases researchers have defined which issues are important, for instance, coercive care. The aim of this study was to provide a qualitative description of situations and experiences that gave rise to ethical problems and considerations as reported by staff members on child and adolescent psychiatric wards, although they were not provided with a definition of the concept. Methods The study took place in six child and adolescent psychiatric wards in Sweden. All staff members involved with patients on these wards were invited to participate. The staff members were asked to keep an ethical diary over the course of one week, and data collection comprised the diaries handed in by 68 persons. Qualitative content analysis was used in order to analyse the diaries. Results In the analysis three themes emerged; 1 good care 2 loyalty and 3 powerlessness. The theme ‘good care’ contains statements about the ideal of commitment but also about problems living up to the ideal. Staff members emphasized the importance of involving patients and parents in the care, but also of the need for professional distance. Participants seldom perceived decisions about coercive measures as problematic, in contrast to those about pressure and restrictions, especially in the case of patients admitted for voluntary care. The theme ‘loyalty’ contains statements in which staff members perceived contradictory expectations from different interested parties, mainly parents but also their supervisor, doctors, colleagues and the social services. The theme ‘powerlessness’ contains statements about situations that create frustration, in which freedom of action is perceived as limited and can concern inadequacy in relation to patients and
The ethical landscape of professional care in everyday practice as perceived by staff: A qualitative content analysis of ethical diaries written by staff in child and adolescent psychiatric in-patient care.
Pelto-Piri, Veikko; Engström, Karin; Engström, Ingemar
Although there has been some empirical research on ethics concerning the attitudes and approaches of staff in relation to adult patients, there is very little to be found on child and adolescent psychiatric care. In most cases researchers have defined which issues are important, for instance, coercive care. The aim of this study was to provide a qualitative description of situations and experiences that gave rise to ethical problems and considerations as reported by staff members on child and adolescent psychiatric wards, although they were not provided with a definition of the concept. The study took place in six child and adolescent psychiatric wards in Sweden. All staff members involved with patients on these wards were invited to participate. The staff members were asked to keep an ethical diary over the course of one week, and data collection comprised the diaries handed in by 68 persons. Qualitative content analysis was used in order to analyse the diaries. In the analysis three themes emerged; 1) good care 2) loyalty and 3) powerlessness. The theme 'good care' contains statements about the ideal of commitment but also about problems living up to the ideal. Staff members emphasized the importance of involving patients and parents in the care, but also of the need for professional distance. Participants seldom perceived decisions about coercive measures as problematic, in contrast to those about pressure and restrictions, especially in the case of patients admitted for voluntary care. The theme 'loyalty' contains statements in which staff members perceived contradictory expectations from different interested parties, mainly parents but also their supervisor, doctors, colleagues and the social services. The theme 'powerlessness' contains statements about situations that create frustration, in which freedom of action is perceived as limited and can concern inadequacy in relation to patients and violations in the workplace. The ethical considerations described by
Hill, Linda L; Rybar, Jill; Styer, Tara
As our elderly population increases in proportion with respect to the rest of society, age-related driving impairments are increasing in importance as a public health concern. In this context, health professionals play an important role in identifying impaired drivers. This situation is complicated for two reasons: discussion of driving cessation is a sensitive topic for both health professionals and the elderly, and physicians have limited familiarity with the current American Medical Association (AMA) screening guidelines or mandated reporting laws. To assess curriculum that trains health professionals to increase their awareness, screening, management, and reporting of age-related driving impairments. Between 2009 and September 2011, 47 trainings were delivered to 1202 health professionals. The majority of trainings were seminars or lectures lasting 1h; all were conducted in southern California. The training curriculum was divided into four sections: introduction and background; screening and interpretation; managing outcomes and reporting; and referrals and resources. Videos addressed broaching the topic with patients and counseling on driving cessation. The curriculum was delivered by physicians with the support of public health-trained program staff. Pre- and post-testing was done with 641 of the participants; the majority were physicians. Post-training, participants' confidence in ability to screen increased to 72% and intent to screen increased to 55%. Fully 92% stated they had developed a better understanding of California's mandated reporting laws. Similarly, 92% said they had developed a better understanding of the medical conditions and medications that may impair older adults' ability to drive safely. Furthermore, 91% said mandated-reporting laws helped protect the safety of patients and others, and 59% said it was easier to discuss and justify driving cessation with patients. In-person training of health professionals on age-related driving
Marcilia Helena de Sousa Mascarenhas
Full Text Available Considering the advance of globalization and high competition between the companies, the need of continuous improvement is a requirement of the market. The implementation of the System of Management Integrated (SGI enables the company to and qualify its participants to have higher productivity, with smaller cost, preserving the health of its employees and the environment. The SGI involves the application of approaches for attend to the requirements of the Quality Systems, Environmental management, System of Security and Health in the Work and Social Responsibility, which are determined by Brazilian and/or international standards. In this context it is possible to see the changes in the profile of the executive secretarial professional, making him more qualified and acting straightly in the management skills and assisting in its management processes to ensure satisfactory outcomes for the organization. The present article covers through bibliographical research the concepts of the various management systems and the importance of the action of the executive secretarial professional assistance to the manager in the implementation of the System of Management Integrated.
Moen, A.N.; Boomer, G.S.; Runge, M.C.
This paper describes a cooperative learning environment and a course continuum in wildlife ecology and management which promote the professional development of undergraduates. Students learn about functional relationships in ecology and management in lecture periods that focus on concepts, with participation by students in active learning exercises. Laboratory periods are designed around learning groups, which consist of freshmen through graduate students who focus on a common theme as they work together, while each student is responsible for his or her own research. Undergraduate teaching assistants and senior wildlife management students coordinate the activities of the learning groups and supervise the student research, learning about personnel management by active participation in leadership roles. Publication of research results on a wildlife ecology and management information system in the department's Cooperative Learning Center enables students to share what they learn with their peers and with students who follow in later years.
A. I. Sorokina
Full Text Available The paper considers a didactic potential of computer technologies for professional linguistic education of economists and managers. A special attention is given to computer programs, Internet, e- mail, local area network, and text editor. The integration of linguistic education into professional education enhances personal and professional potential of economists and managers. That is why interaction between linguistic and professional education is a significant necessity and assumes a special importance in professional education of economists and managers.
Ronald E. Domen MD
Full Text Available Professionalism issues are common in residency training and can be very difficult to recognize and manage. Almost one-third of the milestones for pathology recently instituted by the Accreditation Council for Graduate Medical Education encompass aspects of professionalism. Program directors are often unsure of how and when to remediate residents for unprofessional behavior. We used a case-based educational approach in a workshop setting to assist program directors in the management of unprofessional behavior in residents. Eight case scenarios highlighting various aspects of unprofessional behavior by pathology residents were developed and presented in an open workshop forum at the annual pathology program director’s meeting. Prior to the workshop, 2 surveys were conducted: (1 to collect data on program directors’ experience with identifying, assessing, and managing unprofessional behavior in their residents and (2 to get feedback from workshop registrants on how they would manage each of the 8 case scenarios. A wide range of unprofessional behaviors have been observed by pathology program directors. Although there is occasionally general agreement on how to manage specific behaviors, there remains wide variation in how to manage many of the presented unprofessional behaviors. Remediation for unprofessional behavior in pathology residents remains a difficult and challenging process. Additional education and research in this area are warranted.
E. V. Lebedeva; Shchipanova, D. Y.; Konovalova, M. E.; Kutyin, A. O.
Topicality of the problem under research is stipulated by the necessity of personal characteristics consideration in the process of organization of educational and vocational activities of the future teachers in the conditions of educational medium, which sets high requirements to the students' time competence. The aim of the article is to study the influence of time management peculiarities on the components of students' professional identity. The primary research method applied was psychodi...
María Domingas Cassinda-Vissupe
Full Text Available The research aimed to characterize the emotional expression of primary school children, events linked to its manifestation and its management from the perspective of the teaching staff. For this descriptive exploratory study, a non-probabilistic sample of 53 teachers from various primary schools was conformed. The study was carried out by using the analysis of documents, interviews and observation, and implementing the content analysis for interpretation. Teachers identified a predominance of pleasant emotions in school, mainly joy. The main unpleasant emotions were anxiety and anger. In the school context, the unpleasant emotions were associated with the activities and the academic demands; in the family, with conflict and little family support, fundamentally. The principal drivers of pleasant emotions in school are the group acceptance, teacher professionalism and recreation; the latter is also present in the family, together with the support, dedication and harmonious coexistence. The professor says not to possess the necessary theoretical and methodological training to direct the emotional education of their students, although they recognize its importance. It is very important to provide a more solid training that allows them to know, understand and regulate their emotions as well as enhance the emotional development of their students, creating an emotional environment which facilitates the process of learning.
Ebrahimi, Hossein; Hosseinzadeh, Rahele; Tefreshi, Mansoreh Zaghari; Hosseinzadeh, Sadaf
Background: Effective time management is considered important for managers for achieving the goals in an organization. Head nurses can improve their efficiency and performance with effective use of time. There has always been a lot of disagreement in understanding time management behaviors of head nurses; therefore, the present study was conducted with an aim to compare the understanding of head nurses and staff nurses of the time management behaviors of head nurses employed in Social Security Hospitals in Tehran, Iran in 2011. Materials and Methods: This was a comparative descriptive study in which 85 head nurses were selected through census and 170 staff nurses were also selected through simple random sampling method from hospitals covered by the Social Security. Data collection was done through a standard inventory with high validity and reliability, which consisted of two parts: Socio-demographic characteristics and time management inventory. The obtained data were analyzed by descriptive and inferential statistics through SPSS software version 13. Results: Mean score of time management in head nurses’ viewpoint was 143.22 (±18.66) and in staff nurses’ viewpoint was 136.04 (±21.45). There was a significant correlation between the mean scores of head nurses’ time management and some of their socio-demographic characteristics such as gender, clinical experience, passing a time management course, and book reading (P < 0.05). There was a significant correlation between the mean scores of staff nurses’ time management and their clinical working experience, education, using time management approach, and type of hospital (P < 0.05). The majority of head nurses (52.9%) believed that their time management was in a high level; besides, most of the staff nurses also (40%) believed that time management of their head nurses was high. However, there was a significant difference between the perceptions of both groups on using Mann–Whitney test (P < 0
Introducing new methods of teaching and learning requires an institutional approach to professional development in order to cater for the different levels and requirements of staff. The increase in e-learning use has prompted many institutions to adopt a whole organisation approach to professional development for lecturers. This paper proposes to…
McClure, M L
In Part I of this article, the author reviewed the ideas of some of the major administrative thinkers over the past 30 years. Having set the stage with an overview of current thinking in the general area of management theory, the author here examines some of the specific challenges involved in managing the professional nurse. Often, these problems are unique and the management theorists offer only limited help. In other instances, management theory is directly relevant. The author addresses the following four broad categories that are unique to the profession of nursing: nursing as a female profession, professionalism and the lack of it, stress and burnout, and expectancy congruence.
Esther M. Maimela
Full Text Available Orientation: Institutions of higher learning in South Africa are fast embracing performance management system (PMS as a mechanism for the achievement of teaching excellence and enhancement of research productivity. However, literature provided evidence to show that application of PMS in the private sector had failed to drive competition, efficiency and productivity.Research purpose: The main purpose of this article was to evaluate the perception of academic staff members of an open distance learning institution regarding the implementation of a PMS.Motivation for the study: PMS as a mechanism through which performance of academics is measured has been described as inconsistent with the long tradition of academic freedom, scholarship and collegiality in the academy. Moreso, previous research on the implementation of PMS was limited to private sector organisations, thus resulting in the dearth of empirical literature relating to its practice in service-driven public sector institutions.Research design, approach and method: The article adopted a quantitative research approach using census survey methodology. Data were collected from 492 academic staff from the surveyed institution using a self-developed questionnaire that was tested for high content validity with a consolidated Cronbach’s alpha value of 0.83. Data were analysed using a onesample t-test because of the one-measurement nature of the variable under investigation.Main findings: Major findings of the study indicated that respondents were satisfied with the implementation of the PMS by management. However, the payment of performance bonuses was not considered as sufficiently motivating, thus necessitating a pragmatic review by management.Practical/managerial implications: The findings of this article provided a practical guide to managers on the implementation and management of PMS as an employee performance reward mechanism in non-profit and service-oriented organisations
Yuen C. B.
Full Text Available Property management has often been described as an after-sale service because the participation of professional property managers is only required upon completion of the building. Recently, however, property management has become an integral part of project development based on its value. These days, managing recreational facilities such as residents’ clubs, gyms and swimming pools, given the frequent use of electronic installations, no longer falls under basic caretaking services. The early detection of hidden problems such as poor quality concealed cables, conduits and pipes and the improper selection of building materials saves time and money in subsequent maintenance and repair work, simultaneously reducing any inconvenience experienced by end-users due to a breakdown in services or defective rectification.
Full Text Available to identify staff and institutional factors associated with substandard care by midwives managing postpartum hemorrhage (PPH.A multicenter vignette-based study was e-mailed to a random sample of midwives at 145 French maternity units that belonged to 15 randomly selected perinatal networks. Midwives were asked to describe how they would manage two case-vignettes about PPH and to complete a short questionnaire about their individual (e.g., age, experience, and full- vs. part-time practice and institutional (private or public status and level of care characteristics. These previously validated case-vignettes described two different scenarios: vignette 1, a typical immediate, severe PPH, and vignette 2, a severe but gradual hemorrhage. Experts consensually defined 14 criteria to judge adherence to guidelines. The number of errors (possible range: 0 to 14 for the 14 criteria quantified PPH guideline adherence, separately for each vignette.450 midwives from 87 maternity units provided complete responses. Perfect adherence (no error for any of the 14 criteria was low: 25.1% for vignette 1 and 4.2% for vignette 2. After multivariate analysis, midwives' age remained significantly associated with a greater risk of error in guideline adherence in both vignettes (IRR 1.19 [1.09; 1.29] for vignette 1, and IRR 1.11 [1.05; 1.18] for vignette 2, and the practice of mortality and morbidity reviews in the unit with a lower risk (IRR 0.80 [0.64; 0.99], IRR 0.78 [0.66; 0.93] respectively. Risk-taking scores (IRR 1.41 [1.19; 1.67] and full-time practice (IRR 0.83 [0.71; 0.97] were significantly associated with adherence only in vignette 1.Both staff and institutional factors may be associated with substandard care in midwives' PPH management.
Schafer, Ethan D
Preseason staff training is an exciting and stressful time for all camping professionals. By using principles of developmental psychology, learning theory, and self-monitoring, however, we can maximize the usefulness of training sessions. This article also discusses educating staff about children's mental health issues and managing challenging situations with adolescents.
Kleijnen, Jan; Dolmans, Diana; Willems, Jos; van Hout, Hans
This qualitative research examines the similarities and differences between three teaching departments within Universities of Applied Sciences (UAS) in the Netherlands that provide effective and three that provide less effective quality management. What are staff members' conceptions and perceptions of quality, quality management and…
Full Text Available Gill Lewin,1 Karyn Concanen,2 David Youens3 1School of Nursing, Midwifery and Paramedicine, Curtin University, Perth, WA, Australia; 2Silver Chain Group, Osborne Park, WA, Australia; 3Faculty of Health Science, Curtin University, Perth, WA, Australia Abstract: The Home Independence Program (HIP, an Australian restorative home care/reablement service for older adults, has been shown to be effective in reducing functional dependency and increasing functional mobility, confidence in everyday activities, and quality of life. These gains were found to translate into a reduced need for ongoing care services and reduced health and aged care costs over time. Despite these positive outcomes, few Australian home care agencies have adopted the service model – a key reason being that few Australian providers employ health professionals, who act as care managers under the HIP service model. A call for proposals from Health Workforce Australia for projects to expand the scope of practice of health/aged care staff then provided the opportunity to develop, implement, and evaluate a service delivery model, in which nonprofessionals replaced the health professionals as Care Managers in the HIP service. Seventy older people who received the HIP Coordinator (HIPC service participated in the outcomes evaluation. On a range of personal outcome measures, the group showed statistically significant improvement at 3 and 12 months compared to baseline. On each outcome, the improvement observed was larger than that observed in a previous trial in which the service was delivered by health professionals. However, differences in the timing of data collection between the two studies mean that a direct comparison cannot be made. Clients in both studies showed a similarly reduced need for ongoing home care services at both follow-up points. The outcomes achieved by HIPC, with non-health professionals as Care Managers, were positive and can be considered to compare favorably
Hickey, Anne; Horgan, Frances; O'Neill, Desmond; McGee, Hannah
The extent of stroke-related disability typically becomes most apparent after patient discharge to the community. As part of the Irish National Audit of Stroke Care (INASC), a national survey of community-based allied health professionals and public health nurses was conducted. The aim was to document the challenges to service availability for patients with stroke in the community and to identify priorities for service improvement. The study was a cross-sectional tailored interview survey with key managerial and service delivery staff. As comprehensive listings of community-based health professionals involved in stroke care were not available, a cascade approach to information gathering was adopted. Representative regional managers for services incorporating stroke care (N = 7) and disciplinary allied health professional and public health nurse managers (N = 25) were interviewed (94% response rate). Results indicated a lack of formal, structured community-based services for stroke, with no designated clinical posts for stroke care across disciplines nationally. There was significant regional variation in availability of allied health professionals. Considerable inequity was identified in patient access to stroke services, with greater access, where available, for older patients (≥ 65 years). The absence of a stroke strategy and stroke prevalence statistics were identified as significant impediments to service planning, alongside organisational barriers limiting the recruitment of additional allied health professional staff, and lack of sharing of discipline-specific information on patients. This study highlighted major gaps in the provision of inter-disciplinary team community-based services for people with stroke in one country. Where services existed, they were generic in nature, rarely inter-disciplinary in function and deficient in input from salient disciplines. Challenges to optimal care included the need for strategic planning; increased funding of
Full Text Available Abstract Background The extent of stroke-related disability typically becomes most apparent after patient discharge to the community. As part of the Irish National Audit of Stroke Care (INASC, a national survey of community-based allied health professionals and public health nurses was conducted. The aim was to document the challenges to service availability for patients with stroke in the community and to identify priorities for service improvement. Methods The study was a cross-sectional tailored interview survey with key managerial and service delivery staff. As comprehensive listings of community-based health professionals involved in stroke care were not available, a cascade approach to information gathering was adopted. Representative regional managers for services incorporating stroke care (N = 7 and disciplinary allied health professional and public health nurse managers (N = 25 were interviewed (94% response rate. Results Results indicated a lack of formal, structured community-based services for stroke, with no designated clinical posts for stroke care across disciplines nationally. There was significant regional variation in availability of allied health professionals. Considerable inequity was identified in patient access to stroke services, with greater access, where available, for older patients (≥ 65 years. The absence of a stroke strategy and stroke prevalence statistics were identified as significant impediments to service planning, alongside organisational barriers limiting the recruitment of additional allied health professional staff, and lack of sharing of discipline-specific information on patients. Conclusions This study highlighted major gaps in the provision of inter-disciplinary team community-based services for people with stroke in one country. Where services existed, they were generic in nature, rarely inter-disciplinary in function and deficient in input from salient disciplines. Challenges to optimal care
Waddington, I; Roderick, M
To examine the ways in which confidential matters are dealt with in the context of the relationship between the club doctor (or physiotherapist) and the player as patient in English professional football clubs. Semistructured tape recorded interviews with 12 club doctors, 10 club physiotherapists, and 27 current and former players. A questionnaire was also sent to 90 club doctors; 58 were returned. There is among club doctors and physiotherapists no commonly held code of ethics governing how much and what kind of information about players may properly be passed on to managers; associated with this, there is considerable variation from one club to another in terms of the amount and kind of information passed on to managers. In some clubs, medical staff attempt to operate more or less on the basis of the rules governing confidentiality that apply in general practice, but in other clubs, medical staff are more ready to pass on personal information about players. In some situations, this raises serious ethical questions. Guidelines dealing with confidentiality in practitioner-patient relationships in medical practice have long been available and have recently been restated, specifically in relation to the practice of sports medicine, by the British Olympic Association, the British Medical Association, and the Football Association. This is a welcome first step. However, if the guidelines are to have an impact on practice, detailed consideration needs to be given to ensuring their effective implementation; if this is to be achieved, consideration also needs to be given to identifying those aspects of the culture and organisation of professional football clubs that may hinder the full and effective implementation of those guidelines.
Silva, Vitor V.A.; Santos, Andre A.C. dos; Cunha, Renan O., E-mail: email@example.com, E-mail: firstname.lastname@example.org, E-mail: email@example.com [Centro de Desenvolvimento da Tecnologia Nuclear (CDTN/CNEN-MG), Belo Horizonte, MG (Brazil)
The specification, configuration and management of a professional computer cluster are specialized tasks usually hold by well trained teams, often full-time hired computer scientists. However, in many situations and for widely different reasons, these very specific technical tasks must be carried on by no other than the user itself. This is the situation at Centro de Desenvolvimento da Tecnologia Nuclear - and in many nuclear research and educational centres in developing countries - where the scientists are the users of the cluster but also the technical team responsible to keep the system running. This paper presents the process of planning and installing the whole operating system and scientific software of a professional cluster aimed to be used in the nuclear engineering eld from the point of view of its users. The drawbacks of lack of expertise and technical skills to manage such type of technology are opposed to the advantages of freedom to chose the solutions which best t to the problems to be solved. The details of selected methods or technologies chosen for addressing a specific matter are presented together with other possible options, offering a broader view of the whole process of cluster's configuration. Specificities of dealing with closed, restricted and open software, common in the nuclear engineering eld, are also put in perspective. The ideas and solutions presented in this paper can be a valuable reference to other research teams found in a similar situation: being scientists and its own technical staff at the same time. (author)
Ebrahimi, Hossein; Hosseinzadeh, Rahele; Tefreshi, Mansoreh Zaghari; Hosseinzadeh, Sadaf
Effective time management is considered important for managers for achieving the goals in an organization. Head nurses can improve their efficiency and performance with effective use of time. There has always been a lot of disagreement in understanding time management behaviors of head nurses; therefore, the present study was conducted with an aim to compare the understanding of head nurses and staff nurses of the time management behaviors of head nurses employed in Social Security Hospitals in Tehran, Iran in 2011. This was a comparative descriptive study in which 85 head nurses were selected through census and 170 staff nurses were also selected through simple random sampling method from hospitals covered by the Social Security. Data collection was done through a standard inventory with high validity and reliability, which consisted of two parts: Socio-demographic characteristics and time management inventory. The obtained data were analyzed by descriptive and inferential statistics through SPSS software version 13. Mean score of time management in head nurses' viewpoint was 143.22 (±18.66) and in staff nurses' viewpoint was 136.04 (±21.45). There was a significant correlation between the mean scores of head nurses' time management and some of their socio-demographic characteristics such as gender, clinical experience, passing a time management course, and book reading (P nurses' time management and their clinical working experience, education, using time management approach, and type of hospital (P nurses (52.9%) believed that their time management was in a high level; besides, most of the staff nurses also (40%) believed that time management of their head nurses was high. However, there was a significant difference between the perceptions of both groups on using Mann-Whitney test (P management and its vital role in the quality of nursing care for clients, and also the fact that head nurses believed more in their time management behaviors, they are expected to
Vargas Bustamante, Arturo; Martinez, Ana; Chen, Xiao; Rodriguez, Hector P
We examine whether workplace climate-quality of staff relationships (QSR) and manageable clinic workload (MCW) are related to better patient care experiences and diabetes care in community health centers (CHCs) catering to Latino and Chinese patients. Patient experience surveys of adult patients with type 2 diabetes and workplace climate surveys of clinicians and staff from CHCs were included in an analytic sample. Comparisons of means analyses examine patient and provider characteristics. The associations of QSR, MCW and the diabetes care management were examined using regression analyses. Diabetes care process were more consistently provided in CHCs with high quality staff relations and more manageable clinic workload, but HbA1c, LDL cholesterol, and blood pressure outcomes were no different between clinics with high vs. low QSR and MCW. Focusing efforts on improvements in practice climate may lead to more consistent provision of important processes of diabetes care for these patients.
Swartz, A J
The necessity for evaluating hospital pharmacy department personnel, and the recognized methods for performing such evaluations, including their advantages and deficiencies, are reviewed. Performance appraisal systems using ranking, person-to-person comparison, grading, graphic scales, checklists, forced-choice description, selection of critical incidents and management by objectives (MBO) are detailed, with emphasis upon their use in hospital pharmacy departments. All of these systems, with the exception of MBO, place inappropriate emphasis upon various subjective personality trails while failing to include objective results attained by personnel. Most of these methods (again excepting MBO) deny the evaluate-manager the opportunity to coach staff members in an attempt to improve results achievement. Staff evaluation, when carried out under an MBO system, is more likely to provide the hospital pharmacy department and its director with improved staff performance and development.
Gould, D; Kelly, D; Goldstone, L; Maidwell, A
To identify areas where clinical nurse managers perceived that they would benefit from further training and to make recommendations for planning future programmes to meet their needs. The effectiveness of the clinical nurse manager has traditionally been associated with maintaining standards of care. Continuing professional development (CPD) is essential to ensure this important group feel adequately prepared to perform their role and has been recognized as an important factor in maintaining job satisfaction and reducing wasteful staff turnover. A review of the literature indicated that since the 1980s the CPD needs of clinical nurse managers have tended to be overlooked despite increasing complexity of the tasks expected of them. Thus it appeared that a fresh study to address these needs would be justified and should take into account sources of work-related stress and variables relating to job satisfaction. The study involved clinical nurse managers employed in all four acute hospital National Health Service (NHS) trusts where training needs were served by a major inner city educational consortium. Data collection proceeded in two stages. Initially interviews were undertaken with a random sample of 15 clinical nurse managers to provide in-depth, qualitative data. This information was used to develop a survey questionnaire distributed to the remaining 182 clinical nurse managers in each of the trusts. Data from the interviews indicated that clinical nurse managers appeared to feel clinically competent but generally experienced lack of confidence when dealing with a range of issues, in particular; human resources, managing budgets, deputizing for senior colleagues across the trust ('acting up') and using information technology in everyday practice. Response rate to the survey was good (65%). The results corroborated the interview findings, indicating a need for updating in the same wide range of topics. There were few differences in training needs across all four
Brodaty, Henry; Low, Lee-Fay; Liu, Zhixin; Fletcher, Jennifer; Roast, Joel; Goodenough, Belinda; Chenoweth, Lynn
To test the hypothesis that individual and institutional-level factors influence the effects of a humor therapy intervention on aged care residents. Data were from the humor therapy group of the Sydney Multisite Intervention of LaughterBosses and ElderClowns, or SMILE, study, a single-blind cluster randomized controlled trial of humor therapy conducted over 12 weeks; assessments were performed at baseline, week 13, and week 26. One hundred eighty-nine individuals from 17 Sydney residential aged care facilities were randomly allocated to the humor therapy intervention. Professional performers called "ElderClowns" provided 9-12 weekly humor therapy 2-hour sessions, augmented by trained staff, called "LaughterBosses." Outcome measures were as follows: Cornell Scale for Depression in Dementia, Cohen-Mansfield Agitation Inventory, Neuropsychiatric Inventory, the withdrawal subscale of Multidimensional Observation Scale for Elderly Subjects, and proxy-rated quality of life in dementia population scale. Facility-level measures were as follows: support of the management for the intervention, commitment levels of LaughterBosses, Environmental Audit Tool scores, and facility level of care provided (high/low). Resident-level measures were engagement, functional ability, disease severity, and time-in-care. Multilevel path analyses simultaneously modeled resident engagement at the individual level (repeated measures) and the effects of management support and staff commitment to humor therapy at the cluster level. Models indicated flow-on effects, whereby management support had positive effects on LaughterBoss commitment, and LaughterBoss commitment increased resident engagement. Higher resident engagement was associated with reduced depression, agitation, and neuropsychiatric scores. Effectiveness of psychosocial programs in residential aged care can be enhanced by management support, staff commitment, and active resident engagement. Copyright © 2014 American Association for
Problem: The professional practice of engineering always involves engineering management, but it is difficult to know what specifically to include in the undergraduate curriculum. Approach: The population of New Zealand practising engineers was surveyed to determine the importance they placed on specific professional practice and engineering management competencies. Findings: Results show that communication and project planning were the two most important topics, followed by others as identified. The context in which practitioners use communication skills was found to be primarily with project management, with secondary contexts identified. The necessity for engineers to develop the ability to use multiple soft skills in an integrative manner is strongly supported by the data. Originality: This paper is one of only a few large-scale surveys of practising engineers to have explored the soft skill attributes. It makes a didactic contribution of providing a ranked list of topics which can be used for designing the curriculum and prioritising teaching effort, which has not previously been achieved. It yields the new insight that combinations of topics are sometimes more important than individual topics.
Naradko, Anthony M.
The purpose of this qualitative single-subject case study was to identify the elements critical to crisis management professional development for school principals; the factors influencing the implementation of the National Incident Management System Phases of Emergency Management (2010) for principals; and the necessary elements for fostering…
Full Text Available Social networks occupy more places in development of people and organizations. Confidence in institutions and social networking are different and based on referentiality in Internet. For communication in network persons choose a different strategies and behavior in LinkedIn, resources of whom may be in different degree are interesting in Human Resources Management for organizations. Members of different social groups and cultures demonstrate some differences in interaction with Russian identity native. There are gender differences behavior in networks. Participating in groups need ethical behavior and norms in social networking for professional development and communication in future.
Chan, I Y S; Leung, M Y; Liu, A M M
Due to its direct impact on the safety and function of organizations, occupational health has been a concern of the construction industry for many years. The inherent complexity of occupational health management presents challenges that make a systems approach essential. From a systems perspective, health is conceptualized as an emergent property of a system in which processes operating at the individual and organizational level are inextricably connected. Based on the fundamental behavior-to-performance-to-outcome (B-P-O) theory of industrial/organizational psychology, this study presents the development of an I-CB-HP-O (Input-Coping Behaviors-Health Performance-Outcomes) health management systems model spanning individual and organizational boundaries. The model is based on a survey of Hong Kong expatriate construction professionals working in Mainland China. Such professionals tend to be under considerable stress due not only to an adverse work environment with dynamic tasks, but also the need to confront the cross-cultural issues arising from expatriation. A questionnaire was designed based on 6 focus groups involving 44 participants, and followed by a pilot study. Of the 500 questionnaires distributed in the main study, 137 valid returns were received, giving a response rate of 27.4%. The data were analyzed using statistical techniques such as factor analysis, reliability testing, Pearson correlation analysis, multiple regression modeling, and structural equation modeling. Theories of coping behaviors and health performance tend to focus on the isolated causal effects of single factors and/or posits the model at single, individual level; while industrial practices on health management tend to focus on organizational policy and training. By developing the I-CB-HP-O health management system, incorporating individual, interpersonal, and organizational perspectives, this study bridges the gap between theory and practice while providing empirical support for a
V. S. Kucher
Full Text Available The syndrome of professional burning out is a complex of symptoms and signs evidenced in various negative psychic conditions at individual, interpersonal and organizational levels. It is formed owing to a long mismatch between the requirements of the professional environment and the resources of the expert. Analysis of the preventive and correctional programs as a psychological assistance showed insufficiency of such approach. Creation of preventive and correctional programs within psychological maintenance from the position of involution of professional resources, taking into account the theoretical - methodological basis (the concept, the purposes, tasks, system approach, criteria of efficiency and the subjective-personal resources of counteraction directed at activization to burning out at all stages of professional development is progressive.
Zozus, Meredith N; Lazarov, Angel; Smith, Leigh R; Breen, Tim E; Krikorian, Susan L; Zbyszewski, Patrick S; Knoll, Shelly K; Jendrasek, Debra A; Perrin, Derek C; Zambas, Demetris N; Williams, Tremaine B; Pieper, Carl F
To assess and refine competencies for the clinical research data management profession. Based on prior work developing and maintaining a practice standard and professional certification exam, a survey was administered to a captive group of clinical research data managers to assess professional competencies, types of data managed, types of studies supported, and necessary foundational knowledge. Respondents confirmed a set of 91 professional competencies. As expected, differences were seen in job tasks between early- to mid-career and mid- to late-career practitioners. Respondents indicated growing variability in types of studies for which they managed data and types of data managed. Respondents adapted favorably to the separate articulation of professional competencies vs foundational knowledge. The increases in the types of data managed and variety of research settings in which data are managed indicate a need for formal education in principles and methods that can be applied to different research contexts (ie, formal degree programs supporting the profession), and stronger links with the informatics scientific discipline, clinical research informatics in particular. The results document the scope of the profession and will serve as a foundation for the next revision of the Certified Clinical Data Manager TM exam. A clear articulation of professional competencies and necessary foundational knowledge could inform the content of graduate degree programs or tracks in areas such as clinical research informatics that will develop the current and future clinical research data management workforce.
This book was written to help the environmental and safety student learn about the field and to help the working professional manage hazardous material and waste issues. For example, one issue that will impact virtually all of these people mentioned is the upcoming environmental standardization movement. The International Standards Organization (ISO) is in the process of adding comprehensive environmental and hazardous waste management systems to their future certification requirements. Most industries worldwide will be working hard to achieve this new level of environmental management. This book presents many of the systems needed to receive certification. In order to properly manage hazardous waste, it is important to consider the entire life cycle, including when the waste was a useful chemical or hazardous material. Waste minimization is built upon this concept. Understanding the entire life cycle is also important in terms of liability, since many regulations hold generators responsible from cradle to grave. This book takes the life-cycle concept even further, in order to provide additional insight. The discussion starts with the conception of the chemical and traces its evolution into a waste and even past disposal. At this point the story continues into the afterlife, where responsibility still remains.
Judith L. Stella
Full Text Available Understanding cat owners’ housing, care, and management practices is important for promoting cat welfare. A survey study was conducted on the housing and management practices used for cats by students, faculty, and staff of The Ohio State University and Purdue University veterinary colleges. Subjects were 138 cat-owner dyads. Most cats (74% were housed strictly indoors in keeping with common US veterinary recommendations. However, many did not implement best practices outlined for behavior and other welfare needs of indoor cats. The percentage of respondents placing resources where cats could be disrupted while using them was 31%, 53%, and 30% for resting areas, food/water dishes, and litter boxes, respectively. Many cats were not provided a litter box in a private area (35%, in multiple areas of the house (51%, or that was regularly washed (73%. Horizontal scratching opportunities were not provided to 38% of cats; 32% were not provided toys that mimic prey and 91% of cats were fed a diet consisting of >75% dry food. These findings suggest a need for more concerted efforts to educate owners about meeting their cats’ welfare needs so as to attenuate risks and improve cat physical and behavioral welfare outcomes.
Storkholm, Marie Højriis
Money’s (not) on my mind: A qualitative study of how staff and managers understand health care’s Triple Aim Purpose The “Triple Aim” – provision of a better care experience and improved population health at a lower cost – seems theoretically sound but in practice it´s difficult to achieve....... This study aimed to explore staff and manager’s understandings and underlying mental models, which guide planning and change strategies to implement organizational interventions when facing efficiency requirements. Design/methodology We performed an inductive content analysis of thirty semi...... Contextual factors tied to the specific single case may have influenced which mental models were surfaced. Research/Practical implication Conflicting understandings of the quality-cost relationship exist and the mental models of change and economics can guide managers to actively involving staff...
Paiva, Mirian Santos; Coelho, Edméia de Almeida Cardoso; Nascimento, Enilda Rosendo do; Melo, Cristina Maria Meira de; Fernandes, Josicelia Dumêt; Santos, Ninalva de Andrade
The objective of the present study was to analyze the professional profile of the nursing graduate students of Federal University of Bahia, more specifically of the nursing management area. This descriptive, exploratory study was performed using documental research. The data was collected from the graduates' curriculum on the Lattes Platform and from the graduate program documents, using a form. The study population consisted of graduates enrolled under the line of research The Organization and Evaluation of Health Care Systems, who developed dissertations/theses addressing Nursing/Health Management. The data were stored using Microsoft Excel, and then transferred to the STATA 9.0 statistical software. Results showed that most graduates are women, originally from the State of Bahia, and had completed the course between 2000 and 2011; faculty of public institutions who continued involved in academic work after completing the course. These results point at the program as an academic environment committed to preparing researchers.
Cascón-Pereira, Rosalía; Valverde, Mireia
To understand the process by which clinician managers construct their professional identities and develop their attitudes toward managing. A qualitative study was performed, based on grounded theory, through in-depth interviews with 20 clinician managers selected through theoretical sampling in two public hospitals of Catalonia (Spain), participant observation, and documentation. Clinician managers' role meanings are constructed by comparing their roles with those of senior managers and clinicians. In this process, clinician managers seek to differentiate themselves from senior managers through the meanings constructed. In particular, they use proximity with reality and clinical knowledge as the main sources of differentiation. This study sheds light on why clinician managers develop adverse attitudes to managing and why they define themselves as clinicians rather than as managers. The explanation lies in the construction of the meanings they assign to managing as the basis of their attitudes to this role and professional identity. These findings have some practical implications for healthcare management. Copyright © 2014. Published by Elsevier Espana.
White, Meagan; Shellenbarger, Teresa
E-learning provides an alternative approach to traditional professional development activities. A learning management system may help nursing professional development practitioners deliver content more efficiently and effectively; however, careful consideration is needed during planning and implementation. This article provides essential information in the selection and use of a learning management system for professional development.
Hooke, J.H.; Landry, B.J.; Hart, D. [Natural Resources Canada, Ottawa, ON (Canada). Office of Energy Efficiency
There are many opportunities for industrial and commercial facilities to improve energy efficiency by minimizing waste through process optimization. Large energy users can effectively reduce energy costs, improve profits and reduce greenhouse gas emissions by using computing and control equipment. This book covers all aspects of an Energy Management Information System (EMIS) including metering, data collection, data analysis, reporting and cost benefit analyses. EMIS provides relevant information to businesses that enables them to improve energy performance. EMIS deliverables include early detection of poor performance, support for decision making and effective energy reporting. EMIS also features data storage, calculation of effective targets for energy use and comparative energy consumption. Computer systems can be used to improve business performance in terms of finance, personnel, sales, resource planning, maintenance, process control, design and training. In the 1980s, the Canadian Industry Program for Energy Conservation (CIPEC) developed 2 versions of an energy accounting manual to help industrial, commercial and institutional sectors implement energy-accounting systems. The manual was revised in 1989 and is a useful energy management tool for business and other organizations. The EMIS examples described in this booklet reflect that energy is a variable operating cost, not a fixed overhead charge. 8 tabs., 38 figs.
N. I. Yusupova
Full Text Available The article discusses the problem of information management process support staff at various stages of the life cycle of employees. Scheme presented information processes in the lifecycle of an employee and information flow diagram in the personnel management system. The urgency of creating an integrated information system to support the management of staff, based on the methods and tools for development of intelligent decision support systems.
Perceptions of staff shortage as a predisposing factor for stress among professional orthopaedic nurses at a public hospital in Buffalo City Municipality, Eastern Cape ... Orthopaedic Unit managers should develop strategies to reduce stress in the workplace and promote coping skills for professional orthopaedic nurses.
Furumoto, Naoko; Hirose, Kyoko; Shobatake, Tadataka; Yano, Hidemi; Okazaki, Noriko
In home palliative care, care managers play an important part. But we suspect that care managers, who don't have a medical license, may feel an anxiety. So, we investigated if these care managers felt an anxiety, and would like to report a role of nursing staffs in home palliative care. We surveyed care managers who were working in the western part of Hiroshima. The number of care managers was 199. And 129 of them(86.9%)filled out the questionnaire. We used c 2 -test and analyzed the difference of an anxiety between nursing staffs and the others. The care managers felt an anxiety about the patient's condition and the therapy rather than nursing staffs. Nursing staffs play an important role by doing a therapeutic management for terminal cancer patients, an explanation for the family of patients, and a cooperation with other staffs.
Henderson, Amanda; Burmeister, Liz; Schoonbeek, Sue; Ossenberg, Christine; Gneilding, Julieanne
This study evaluated the impact of different levels of engaging middle management in ward based strategies implemented by a project educator. The challenge for learning in practice is to develop effective teams where experienced staff engage and foster learning with students and other novice staff. A quasi-experimental pre- and post- intervention four group design was conducted from November 2009 to May 2010 across four general surgical and four general medical inpatient matched units in two settings in South East Queensland, Australia. Staff survey data was used to compare control and intervention groups (one actively engaging nurse managers) before and after 'practice learning' interventions. The survey comprised demographic data and data from two validated scales (support instrument for nurses facilitating learning and clinical learning organisational culture). Number of surveys returned pre- and post-intervention was 336 from 713 (47%). There were significant differences across many subscales pertaining to staff perception of support in the intervention groups, with only one change in the control group. The number of significant different subscales in the learning culture was also greater when middle management supported the intervention. Middle management should work closely with facilitators to assist embedding practice interventions. © 2013 John Wiley & Sons Ltd.
Amzat, Ismail Hussein; Idris, Datuk Abdul Rahman
Purpose: The purpose of this paper is to discuss the effect of management and decision-making styles on the job satisfaction of academic staff in a Malaysian Research University. Design/methodology/approach: The sample consisted of 218 respondents. The instruments used in the study were the Teacher Job Satisfaction Questionnaire and the Decision…
Veenman, Simon; Raemaekers, Jan
Presents the findings of a six-year staff development program for multigrade teachers. Discovers a significant increase in the time on task levels of the pupils and the instructional and classroom management skills of the teachers. Discusses the implications of, and problems with, the study. (MJP)
Campbell, C. Dean; Smith, Jahmaine
Using qualitative inquiry and professional socialization as a framework to draw meaning from the work experiences of graduate admissions professionals, this project examines individual beliefs and organizational behaviors as they relate to enrollment management.
Elkjær, Bente; Nielsen, Lise Tingleff
insights about possible compositions of professionals’ learning through working life and participation in education. The focus is upon management biographies, and it is theoretically anchored in research on professionals’ practice and working life learning in a pragmatist version focussing on meetings...... professional practitioners as well as the relation between education and working life learning. The issues that are dealt with are the ‘when’ and ‘where’ of professionals’ learning by viewing practice, education and learning in a trajectory of life and subject to certain conditions. The purpose is to provide...... with tensions and ruptures as important for learning. The project is in its initial phase, and is as such mainly oriented towards proposing a framework for which to interpret professionals’ learning to practice a profession through biographical data. An example of interpretation is, however, provided and a most...
Zijlstra-Shaw, S.; Kropmans, TJB; Tams, J
Objective: A study was set up to assess usefulness and acceptability of a method of assessing professional behaviour of undergraduate dental students. Setting: The first year preclinical course at the Department of Dentistry and Oral Hygiene, University of Groningen, the Netherlands. Materials and
Zwetsloot, G.I.J.M.; Gort, J.; Steijger, N.; Moonen, C.
Increasing global competition and shareholder pressure are causing major changes in the chemical industry. Over the last decade companies have been continuously improving staff efficiency. As a result, most modern chemical plants can be regarded as lean. Plans to further reduce the number of staff
Riveros S, Jorge; Berné M, Carmen
The implementation of the marketing strategies in public hospitals provides management advantages and improves the relationship between customers and staff. To analyze the application of marketing strategies in a public hospital, from the perspective of the staff. A structured survey that asked about perceptions in 50 items about communication between personnel and customers/users, customer satisfaction, participation in the development of new policies and incentives for efficiency was applied to a stratified sample of the staff. Factorial and regression analyses were performed to define the impact of marketing strategies on the degree of preoccupation and orientation of the organization towards the satisfaction of customer needs. The survey was applied to 74 males and 122 females. The survey showed that the orientation of the hospital towards the satisfaction of its beneficiaries basically depends on the generation of an organizational culture oriented towards them and the implementation of adequate policies in staff management and quality of service. These basic aspects can be accompanied with practices associated to the new marketing approaches such as a market orientation, customer orientation and relational marketing. All these factors presented positive and significant relations. New marketing strategies should be applied, to achieve an efficient and customer oriented hospital management.
Whitney, Premila A.
The event management segment of the hospitality industry has experienced tremendous growth in recent years. As a result, demand for qualified event management professionals continues to increase. To help prepare qualified professionals for the event management industry, higher education institutions in the United States are now offering…
Smyth, Sinéad; Reading, Benjamin E; McDowell, Claire
Research-based evidence points to the efficacy and value of applied behavior analysis (ABA) in meeting the needs of individuals with learning disabilities and autism. Nonetheless, public, government, and professional perception of ABA can be negative. The current study was designed to measure the impact of a short intervention on professionals' attitudes toward, and knowledge of, ABA. Teachers and classroom assistants from two separate schools for children with severe learning difficulties completed a self-report survey on knowledge of and attitudes toward ABA. They were then presented with a 90-min training module designed to increase their knowledge of the history of ABA and their functional assessment skills. Following training, the self-report was readministered. The mean scores for each group increased only after the training had been delivered. Further research is needed to address the impact of training on classroom practice.
Ahmed, Osman I
With the changing landscape of health care delivery in the United States since the passage of the Patient Protection and Affordable Care Act in 2010, health care organizations have struggled to keep pace with the evolving paradigm, particularly as it pertains to population health management. New nomenclature emerged to describe components of the new environment, and familiar words were put to use in an entirely different context. This article proposes a working framework for activities performed in case management, disease management, care management, and care coordination. The author offers standard working definitions for some of the most frequently used words in the health care industry with the goal of increasing consistency for their use, especially in the backdrop of the Centers for Medicaid & Medicare Services offering a "chronic case management fee" to primary care providers for managing the sickest, high-cost Medicare patients. Health care organizations performing case management, care management, disease management, and care coordination. Road map for consistency among users, in reporting, comparison, and for success of care management/coordination programs. This article offers a working framework for disease managers, case and care managers, and care coordinators. It suggests standard definitions to use for disease management, case management, care management, and care coordination. Moreover, the use of clear terminology will facilitate comparing, contrasting, and evaluating all care programs and increase consistency. The article can improve understanding of care program components and success factors, estimate program value and effectiveness, heighten awareness of consumer engagement tools, recognize current state and challenges for care programs, understand the role of health information technology solutions in care programs, and use information and knowledge gained to assess and improve care programs to design the "next generation" of programs.
Locatelli, Sara M; LaVela, Sherri L
Changes to the work environment prompted by the movement toward patient-centered care have the potential to improve occupational stress among health care workers by improving team-based work activities, collaboration, and employee-driven quality improvement. This study was conducted to examine professional quality of life among providers at patient-centered care pilot facilities. Surveys were conducted with 76 Veterans Affairs employees/providers at facilities piloting patient-centered care interventions, to assess demographics, workplace practices and views (team-based environment, employee voice, quality of communication, and turnover intention), and professional quality of life (compassion satisfaction, burnout, and secondary traumatic stress).Professional quality-of-life subscales were not related to employee position type, age, or gender. Employee voice measures were related to lower burnout and higher compassion satisfaction. In addition, employees who were considering leaving their position showed higher burnout and lower compassion satisfaction scores. None of the work practices showed relationships with secondary traumatic stress.
Gollop, R; Whitby, E; Buchanan, D; Ketley, D
To explore scepticism and resistance towards changes in working practice designed to achieve service improvement. Two principal questions were studied: (1). why some people are sceptical or resistant towards improvement programmes and (2). what influences them to change their minds. Semi-structured qualitative interviews were conducted with 19 clinicians and 19 managers who held national and regional roles in two national programmes of service improvement within the NHS involving systematic organisational changes in working practices: the National Booking Programme and the Cancer Services Collaborative (now the Cancer Services Collaborative Improvement Partnership). Scepticism and resistance exist in all staff groups, especially among medical staff. Reasons include personal reluctance to change, misunderstanding of the aims of improvement programmes, and a dislike of the methods by which programmes have been promoted. Sceptical staff can be influenced to become involved in improvement, but this usually takes time. Newly won support may be fragile, requiring ongoing evidence of benefits to be maintained. The support of health service staff, particularly doctors, is crucial to the spread and sustainability of the modernisation agenda. Scepticism and resistance are seen to hamper progress. Leaders of improvement initiatives need to recognise the impact of scepticism and resistance, and to consider ways in which staff can become positively engaged in change.
Mills, Katie; Harte, Emma; Martin, Adam; MacLure, Calum; Griffin, Simon J; Mant, Jonathan; Meads, Catherine; Saunders, Catherine L; Walter, Fiona M; Usher-Smith, Juliet A
To synthesise data concerning the views of commissioners, managers and healthcare professionals towards the National Health Service (NHS) Health Check programme in general and the challenges faced when implementing it in practice. A systematic review of surveys and interview studies with a descriptive analysis of quantitative data and thematic synthesis of qualitative data. An electronic literature search of MEDLINE, Embase, Health Management Information Consortium, Cumulative Index of Nursing and Allied Health Literature, Global Health, PsycInfo, Web of Science, OpenGrey, the Cochrane Library, NHS Evidence, Google Scholar, Google, ClinicalTrials.gov and the International Standard Randomised Controlled Trial Number registry from 1 January 1996 to 9 November 2016 with no language restriction and manual screening of reference lists of all included papers. Primary research reporting views of commissioners, managers or healthcare professionals on the NHS Health Check programme and its implementation in practice. Of 18 524 citations, 15 articles met the inclusion criteria. There was evidence from both quantitative and qualitative studies that some commissioners and general practice (GP) healthcare professionals were enthusiastic about the programme, whereas others raised concerns around inequality of uptake, the evidence base and cost-effectiveness. In contrast, those working in pharmacies were all positive about programme benefits, citing opportunities for their business and staff. The main challenges to implementation were: difficulties with information technology and computer software, resistance to the programme from some GPs, the impact on workload and staffing, funding and training needs. Inadequate privacy was also a challenge in pharmacy and community settings, along with difficulty recruiting people eligible for Health Checks and poor public access to some venues. The success of the NHS Health Check Programme relies on engagement by those responsible for its
Suggestions for motivating institutional advancement staff at colleges and universities include nonfinancial motivators (such as appreciation, team building, empowerment, professional development opportunities, flexibility, and formal recognition) and financial rewards (such as bonuses and merit pay). (DB)
M. Noordegraaf (Mirko); W. Schinkel (Willem)
textabstractAlthough Bourdieu paid scant attention to (and in fact discredited) the notion of professionalism, his social theory is well-equipped to understand the evolution of professional work. Professionalism can be conceived as a set of symbolic resources that (re)produce an occupational order,
Schellekens, A. (2004). Towards flexible programmes in higher professional education: An operations-management approach. Unpublished doctoral dissertation, Open University of the Netherlands, The Netherlands.
Full Text Available The article is devoted to the academic mobility projects management on the example of Pavlo Tychyna Uman State Pedagogical University in the Erasmus Mundus Projects, namely, EMINENCE and EMINENCE II. It has been pointed out that modern university is a constantly developing system possessing a hidden potential for innovations. Thus, the significance of international projects has been justified as they are the way for using the opportunities. And they have also been considered the means of funding research through collaboration and academic mobility. The description of EMINENCE and EMINENCE II has been given. The author stresses that the EMINENCE idea is that only through multiplication and spreading of gained abroad benefits the mobility of project participants will have wider impact on the capacity of sending partners. The responsibilities of PTUSPU performing the function of Joint-Coordinator within the projects have been enumerated and commented on. It has been mentioned by the author that twenty four representatives of PTUSPU have participated in the academic mobility hosted by European Universities. The statistical information illustrating the above given information has also been presented. The levels presupposed by the system of preparing for managing international projects have been listed, namely cultural, organizational, management and economic level. The characterization of each of these levels has been given. Different project phases such as pre-selection, selection, mobility and post-mobility periods have been described. In terms of description of the selection stage, the panels of EMINENCE Selection Committee along with their responsibilities have been listed. The number of challenges associated with international projects management, faced by Ukrainian professional education has been mentioned and emphasized.
Full Text Available Staff rostering is a key factor in nursing management with potential to bring life to, or to paralyse the system. This places immense responsibility on those in charge of rostering, and an all but intolerable load if the task is incumbent upon any one person. Nurse administrators (managers who have handled such a task, are to be congratulated on the order they have created out of potential ‘chaos’. It would seem, however, that the time is surely ripe for regular appraisals of the situation with a resultant increased participation in the policy and decision-making process.
The success that sport organizations can achieve is largely depends on the ability and competence of their human resources. Amongst the paid professional employees in sport is the professional coach who has received relatively little academic enquiry since commercial and professional sport emerged in the 21st century.
Daniel Gómez Asensio
Full Text Available The Musical Societies are the cultural agent that produces most musical events in Valencia, gathering around them the vast majorities of local amateur musicians, who are the main support that conforms them and at the same time leads its management. Its rise and proliferation has led to the growth and complexity of their structures, making it increasingly difficult operation with management based on volunteerism. In this study we analyzed each of the areas of Music Societies from the perspective of its managers in charge, aware of its management, and its musicians, who are aware of the real effects of it. Thus checking to what extent each structural framework needs an increasingly dedicated and expert figure, we also show to the Musical Societies some operating possibilities at their fingertips and finally we enable a self-analysis that objectively will assess the advantages of professionalism in management.
Wood, Pamela J
To examine lay-professional nursing boundaries, using challenges to the New Zealand nursing profession following the 1918-1919 influenza pandemic as the example. The influenza pandemic of 1918-1919 had an overwhelming international impact on communities and the nursing profession. After the pandemic, the expectation for communities to be able to nurse the sick reflects today's increasing reliance on families to care for people at home. It similarly raised questions about the profession's role and professional boundaries in relation to volunteer or lay nursing. In New Zealand, the postpandemic challenge to build community lay nursing capacity tested these boundaries. Historical research. Analysis of historical primary sources of official reports, newspaper accounts, articles in New Zealand's professional nursing journal Kai Tiaki and the memoir of Hester Maclean, the country's chief nurse. Interpretation of findings in relation to secondary sources examining similar historical tensions between professional and lay nursing, and to the more recent notion of professional resilience. Maclean guarded nursing's professional boundaries by maintaining considerable control over community instruction in nursing and by strenuously resisting the suggestion that this should be done in hospitals where professional nurses trained. This historical example shows how the nursing profession faced the perceived threat to its professional boundaries. It also shows how competing goals of building community lay nursing capacity and protecting professional boundaries can be effectively managed. In the context of a global nursing shortage, limited healthcare budgets and a consequently increasing reliance on households to provide care for family members, this historical research shows nurses today that similar issues have been faced and effectively managed in the past. © 2016 John Wiley & Sons Ltd.
Tabash, Mohammed I; Hussein, Rim A; Mahmoud, Aleya H; El-Borgy, Mohamed D; Abu-Hamad, Bassam A
In health care facilities, pharmaceutical waste is generally discharged down the drain or sent to landfill. Poor knowledge about their potential downstream impacts may be a primary factor for improper disposal behavior. The objective of this study was to determine the impact of an intervention program on knowledge and practice of health care staff regarding pharmaceutical waste management. The study was designed as a pre/posttest intervention study. Total sample size was 530 in the pre-intervention phase, and then a subsample of 69 individuals was selected for the intervention and the post-intervention phases. Paired-sample t test was used to assess the difference between pretest and follow-up test results. A statistically significant improvement in knowledge and practice was achieved (Ppharmaceutical waste management. In health care facilities, pharmaceutical waste is generally discharged down the drain or sent to landfill. A lack of knowledge about the potential impacts of this type of waste may be a leading factor in improper disposal behavior. Following an educational program, statistically significant improvement in knowledge and practice of health care staff as regards to pharmaceutical waste management (PWM) was achieved. It is thus recommended that authorities implement training-of-trainers (TOT) programs to educate health care staff on PWM and organize refreshment workshops regularly.
Gremmen, C.C.M.; Benschop, Y.W.M.
This paper contributes to the growing stream of organization research that explores the relationship between professional identities and gender. Our central question pertains to how account managers ‘do gender’ in constructing their professional identities. While account management has been
Rauf, Parwazalam Abdul; Ali, Syed Kamaruzaman Syed; Aluwi, Aliza; Noor, Nor Afizah Mohd
This study explores the influence of school culture on the management of professional development in secondary schools in Malaysia. It illustrates how school culture influences the school professional development management. The instrument used in this study is a self-administered questionnaire involving 515 secondary school teachers. The results…
Iorio-Morin, Christian; Germain, Pascale; Parent, Jean-Luc
Western blotting is a proven technique essential to a significant proportion of molecular biology projects. However, as results accumulate over the years, managing data can become daunting. Recognizing that the needs of a scientist working with Western blotting results are conceptually the same as those of a professional photographer managing a summer's worth of wedding photos, we report here a new workflow for managing Western blotting results using professional photo management software. The workflow involves (i) scanning all film-based results; (ii) importing the scans into the software; (iii) processing the scans; (iv) tagging the files with metadata, and (v) creating appropriate "smart-albums." Advantages of this system include space savings (both on our hard drives and on our desks), safer archival, quicker access, and easier sharing of the results. In addition, metadata-based workflows improve cross-experiment discovery and enable questions like "show me all blots labelled with antibody X" or "show me all experiments featuring protein Y". As project size and breadth increase, workflows delegating results management to the computer will become more and more important so that scientists can keep focussing on science. © 2013 WILEY-VCH Verlag GmbH & Co. KGaA, Weinheim.
Adams Cindy L
Full Text Available Abstract Background Enteric outbreaks associated with child care centres (CCC have been well documented internationally and in Canada. The current literature focuses on identifying potential risk factors for introduction and transmission of enteric disease, but does not examine why these risk factors happen, how the risk is understood and managed by the staff of CCCs, or what challenges they experience responding to enteric illness. The purpose of this study was to explore the understanding, knowledge and actions of CCC staff regarding enteric illness and outbreaks, and to identify challenges that staff encounter while managing them. Methods Focus groups were conducted with staff of regulated CCCs in Southern Ontario. Five focus groups were held with 40 participants. An open ended style of interviewing was used. Data were analyzed using content analysis. Results CCC staff play an important role in preventing and managing enteric illness. Staff used in-depth knowledge of the children, the centre and their personal experiences to assist in making decisions related to enteric illness. The decisions and actions may differ from guidance provided by public health officials, particularly when faced with challenges related to time, money, staffing and parents. Conclusion CCC staff relied on experience and judgment in coordination with public health information to assist decision-making in the management of enteric illness and outbreaks. Advice and guidance from public health officials to CCC staff needs to be consistent yet flexible so that it may be adapted in a variety of situations and meet regulatory and public health requirements.
Cerinus, Marie; Shannon, Marina
This article, the second in a series of articles on Leading Better Care, describes the actions undertaken in recent years in NHS Lanarkshire to improve selection processes for nursing, midwifery and allied health professional (NMAHP) posts. This is an area of significant interest to these professions, management colleagues and patients given the pivotal importance of NMAHPs to patient care and experience. In recent times the importance of selecting staff not only with the right qualifications but also with the right attributes has been highlighted to ensure patients are well cared for in a safe, effective and compassionate manner. The article focuses on NMAHP selection processes, tracking local, collaborative development work undertaken to date. It presents an overview of some of the work being implemented, highlights a range of important factors, outlines how evaluation is progressing and concludes by recommending further empirical research.
van Oorsouw, Wietske M W J; Embregts, Petri J C M; Bosman, Anna M T; Jahoda, Andrew
Helping staff serving clients with intellectual disability and challenging behaviour to cope with stress has implications for their own well-being and for the lives of those they support. This study examined staff members' views of stress and the effectiveness of a stress-management intervention. Effectiveness was assessed using written assignments regarding stress management, and changes in views presented were tested in a pre- and post-test control group design. In the first phase, a content analysis was conducted across groups, which revealed that participants expressed a broad variety of views about stress and coping mechanisms, with considerable individual differences. In the second phase, a more fine-grained quantitative analysis was conducted to assess training effectiveness. Results showed an increase in the proportion of coping strategies referred to by the experimental group post-training. This positive change remained at follow-up. The results of the content analysis and the outcome data have implications for staff training. © 2013 John Wiley & Sons Ltd.
Black, D A; Taggart, J; Jayasinghe, U W; Proudfoot, J; Crookes, P; Beilby, J; Powell-Davis, G; Wilson, L A; Harris, M F
There is evidence for a team-based approach in the management of chronic disease in primary health care. However, the standard of care is variable, probably reflecting the limited organisational capacity of health services to provide the necessary structured and organised care for this group of patients. This study aimed to evaluate the impact of a structured intervention involving non-GP staff in GP practices on the quality of care for patients with diabetes or cardiovascular disease. A cluster randomised trial was undertaken across 60 GP practices. The intervention was implemented in 30 practices with staff and patients interviewed at baseline and at 12-15 months follow up. The change in team roles was evaluated using a questionnaire completed by practice staff. The quality of care was evaluated using the Patient Assessment of Chronic Illness Care questionnaire. We found that although the team roles of staff improved in the intervention practices and there were significant differences between practices, there was no significant difference between those in the intervention and control groups in patient-assessed quality of care after adjusting for baseline-level score and covariates at the 12-month follow up. Practice team roles were not significantly associated with change in Patient Assessment of Chronic Illness Care scores. Patients with multiple conditions were more likely to assess their quality of care to be better. Thus, although previous research has shown a cross-sectional association between team work and quality of care, we were unable to replicate these findings in the present study. These results may be indicative of insufficient time for organisational change to result in improved patient-assessed quality of care, or because non-GP staff roles were not sufficiently focussed on the aspects of care assessed. The findings provide important information for researchers when designing similar studies.
Currie, Kay; McCallum, Jacqueline; Murray, John; Scott, Janine; Strachan, Evelyn; Yates, Lynda; Wright, Marty
Reducing avoidable nursing student attrition is an international challenge. A pattern of falling attendance is recognised as a frequent precursor to withdrawal from nursing programmes. To address concerns regarding nursing student attrition, the Scottish Government implemented a pilot project for a centralised Computerised Absence Management and Monitoring System (CAMMS). The CAMMS adopted an 'assertive outreach' approach, contacting students every two weeks via colour coded letters to tell them whether their attendance was 'excellent', 'good, but potentially causing concern'; or 'warning; attendance concerns/contact academic staff for support'. This article reports key findings from an evaluation of CAMMS. To explore the perceived impact of CAMMS on student support and attrition, from the perspectives of academic and administrative staff and students. Mixed methods evaluation design. Three large geographically dispersed Schools of Nursing in Scotland. 83 students; 20 academic staff; and 3 lead administrators. On-line cohort survey of academic staff and students; structured interviews with lead administrators. Findings reflected a spectrum of negative and positive views of CAMMS. Students who are attending regularly seem pleased that their commitment is recognised. Lecturers who teach larger groups report greater difficulty getting to know students individually and acknowledge the benefit of identifying potential attendance concerns at an early stage. Conversely, some students who received a 'warning' letter were frequently annoyed or irritated, rather than feeling supported. Increased staff workload resulted in negative perceptions and a consequent reluctance to use CAMMS. However, students who were causing concern reported subsequent improvement in attendance. CAMMS has the potential to identify 'at-risk' students at an early stage; however, the system should have flexibility to tailor automatically generated letters in response to individual circumstances, to
Full Text Available Introduction: In Total Quality Management, Quality is not only an admirable phenomenon but also is a customer inalienable right and will be created through the involvement and participation of all employees, managers and customers of an organization. This study was designed to evaluate staff attitudes in teaching hospitals of Yazd in the field of Total Quality Management by using fuzzy logic. Methods: This was a descriptive, analytical, cross – sectional study. Research population, were all staff in teaching hospitals of Yazd that among them 235 people were randomly Stratified, selected and studied. Data for this study were collected through a questionnaire. Since the theory of fuzzy is more suitable approach for measuring linguistic variables, so this paper determines the attitude of staff in the field of Quality Management by the use of fuzzy logic. Results: Results showed that the dimensions of the “Identification and training of staff," "empowerment and teamwork of Employees" and "support and leadership of the top management organization" respectively ranked first, second and third importance In terms of staff. Conclusion: Criteria of identification and training of staff and teamwork and support and leadership of the top management organization are Important in motivating Total Quality Management. So in total quality management improve programs, these aspects should be prioritized according to the degree of importance and effort to improve the quality of service.
Lemmens, Karin; Strating, Mathilde; Huijsman, Robbert; Nieboer, Anna
The aim of this exploratory study was to investigate to what extent primary care professionals are able to change their systems for delivering care to chronic obstructive pulmonary disease (COPD) patients and what professional and organizational factors are associated with the degree of process implementation. Quasi-experimental design with 1 year follow-up after intervention. Three regional COPD management programmes in the Netherlands, in which general practices cooperated with regional hospitals. All participating primary care professionals (n = 52). COPD management programme. Professional commitment, organizational context and degree of process implementation. Professionals significantly changed their systems for delivering care to COPD patients, namely self-management support, decision support, delivery system design and clinical information systems. Associations were found between organizational factors, professional commitment and changes in processes of care. Group culture and professional commitment appeared to be, to a moderate degree, predictors of process implementation. COPD management was effective; all processes improved significantly. Moreover, theoretically expected associations between organizational context and professional factors with the implementation of COPD management were indeed confirmed to some extent. Group culture and professional commitment are important facilitators.
Kibanov Ardalon Iakovlevich
This article examines the history of the essence and value concepts "Personnel Management" and "Human Resources Management". Proved that "Personnel Management and Human Resource Management" - is a single and continuous process baziruschihsya theories on the same paradigm, and human resource management - a new stage of the science of management personnel. Methodologically incorrect to contrast two completely contrived "approach": traditional (personnel management) and the new (human resource m...
ANALYSIS . . . . . . . . . . . . . . . . . . . . . 29 A. INTRODUCTION ........... ................. .. 29 B. LEADERSHIP / MANAGEMENT COURSES...that could be tailored to meet the leadership and management requirements of Navy medical professionals. The first course was Leadership Management Education...BRP) recommended that Navy Medicine "...develop leadership / management skills and training requirements for a formal command development process, and
In the heart of the Staff Association, internal commissions carry out preparatory work which is indispensable for productive discussions in Staff Council and Executive Committee meetings. These working groups, composed of staff delegates and interested staff members, are think tanks for all subjects in the area assigned to them. Five commissions are active in 2010 : The “In-Form-Action” Commission develops a communication strategy (Information), organizes staff mobilization and action (Action) and promotes delegate training (Formation [training]), in order to enhance, support and professionalize the activities of the Staff Association. The Commission for “Employment Conditions” deals with remuneration, the advancement system, working hours, recruitment, and retention, among other things. It gives its opinion on proposals by the Management or elaborates its own proposals. The Commission for “Health and Safety” examines all aspec...
Satink, Ton; Cup, Edith H C; de Swart, Bert J M; Nijhuis-van der Sanden, Maria W G
Self-management has become an important concept in stroke rehabilitation. This study explored allied healthcare professionals' (AHPs) perceptions and beliefs regarding the self-management of stroke survivors and their knowledge and skills regarding stroke self-management interventions. Four focus group interviews were conducted with 27 professionals. Verbal questions and mind mapping were used to collect data. A constant comparative framework was used for analysis. The AHPs discussed different levels of post-stroke self-management, depending on factors such as pre-stroke skills, recovery-phases post-stroke and cognitive abilities of the stroke patients. They hesitated about stroke clients' capacities to self-manage. AHPs questioned whether their own attitudes and skills were really supportive for stroke clients' self-management and criticised stroke services as being too medically oriented. They recommended that self-management programmes should focus both on clients and caregivers and be delivered at peoples' homes. Professional perceptions and beliefs are important factors to take into account when implementing stroke self-management programmes. Before professionals can enable stroke survivors to self-manage, they first need support in acquiring knowledge and skills regarding post-stroke self-management. Moreover, professionals could benefit from behavioural change models, and professionals recognised that stroke self-management interventions would be most beneficial when delivered post-discharge at people's homes. Post-stroke self-management is a learning process with different levels dependent on pre-stroke lifestyle and self-management skills, the post-stroke phase of recovery, the cognitive abilities of stroke survivors and the support of caregivers (co-management). Persons with cognitive impairments are not persons who cannot learn to self-manage; rather, they need more specific self-management support. Case studies describing the abilities of stroke
The labor conditions and environment of electric power production are quite complicated. It is very difficult to realize the real-time supervision of the employees' working conditions and safety. Using the existing base stations in the power plant, the wireless fidelity network is established to realize the wireless coverage of the work site. We can use mobile phone to communicate and achieve positioning. The main content of this project is based on the special environment of the power plant, designed a suitable for ordinary Android mobile phone indoor wireless fidelity positioning system, real-time positioning and record the scene of each employee's movement trajectory, has achieved real-time staff check Gang, Staff in place, and for the safety of employees to provide a guarantee.
Allan, Helen T; Brearley, Sally; Byng, Richard; Christian, Sara; Clayton, Julie; Mackintosh, Maureen; Price, Linnie; Smith, Pam; Ross, Fiona
To explore the experiences of governance and incentives during organizational change for managers and clinical staff. Three primary care settings in England in 2006-2008. Data collection involved three group interviews with 32 service users, individual interviews with 32 managers, and 56 frontline professionals in three sites. The Realistic Evaluation framework was used in analysis to examine the effects of new policies and their implementation. Integrating new interprofessional teams to work effectively is a slow process, especially if structures in place do not acknowledge the painful feelings involved in change and do not support staff during periods of uncertainty. Eliciting multiple perspectives, often dependent on individual occupational positioning or place in new team configurations, illuminates the need to incorporate the emotional as well as technocratic and system factors when implementing change. Some suggestions are made for facilitating change in health care systems. These are discussed in the context of similar health care reform initiatives in the United States. © Health Research and Educational Trust.
Leone, Elsa; Deudon, Audrey; Bauchet, Murielle; Laye, Mathilde; Bordone, Nathalie; Lee, Ji-Hyun; Piano, Julie; Friedman, Leah; David, Renaud; Delva, Fleur; Brocker, Patrice; Yesavage, Jerome; Robert, Philippe Henri
This study aimed to evaluate the effectiveness of a nursing home (NH) staff education to manage apathy in older individuals with a diagnosis of dementia. Sixteen NHs agreed to participate, and 230 demented apathetic residents were randomly assigned to the reference group (RG) or the intervention group (IG). IG received a month of weekly 4-h training. Qualitative evaluation was performed through interviews and questionnaires regarding work practices and knowledge about dementia. Quantitative evaluation was at baseline, at the end of the training program (week 4), and 3 months after the end of it with the use of the Neuropsychiatric Inventory (NPI), the Apathy Inventory, and two observation scales. In the qualitative evaluation, very few staff responded to the questionnaire. Concerning the difficulty that managing residents' behavioral symptoms presented, aggressiveness was ranked as the most difficult behavior to manage and apathy as the least difficult. In the quantitative evaluation, the results are as follows. NPI: the IG scores increased from baseline to week 4 more than the RG for symptoms belonging to the affective and the psychotic NPI item subgroup. Apathy Inventory: there was a significant decrease of the emotional blunting score dimension in the IG. Group Observation Scale: significant improvement was observed for the emotional blunting dimension in the IG only. Apathy is rarely identified as a problem in NH. Emotional blunting was the only dimension sensitive to change. Failure to improve residents' level of interest could be explained by the difficulties encountered in accessing information regarding the subjects' personal interests. But it remains possible to modify residents' emotional reactivity and staff's perceptions of residents' behaviors and emotions. Copyright © 2012 John Wiley & Sons, Ltd.
Mohammad Nasir Uddin
Full Text Available Background. Healthcare wastes include all types of wastes generated by healthcare establishments. Waste disposal problem is growing with an ever-increasing number of hospitals, clinics, and diagnostic laboratories in Bangladesh and also in Faridpur town. Aim and Objective. The outcomes of this study will contribute to increase proper waste management practice among nurses in Bangladesh. Methods. A descriptive type of cross sectional study design was used to assess the level of knowledge regarding hospital waste management among senior staff nurses working in Faridpur Medical College Hospital, Bangladesh. All respondents (n=125 were selected by random sampling. Results. In the answer of knowledge about general waste only 4% (n=5 gave all correct answers. In the answer of knowledge about infectious waste 63.2% (n=79 gave one correct answer, of knowledge about pharmaceutical waste only 8% (n=10 gave all correct answers, and of knowledge about biomedical waste only 7.2% (n=9 gave all correct answers. In the answer of knowledge about color coded bins collecting waste 53.6% (n=67 cannot give any correct answer and only 46.4% (n=58 gave all correct answers and of knowledge about the safe disposal of hospital waste 16% (n=8 could not give any correct answer. However, against all questions were 5 options. Conclusion. Knowledge about hospital waste and its management is very poor among senior staff nurses. As a recommendation to improve this situation continuous training should be made compulsory for healthcare personnel specially staff nurses working in Bangladesh.
Shivers, Charles Herbert; Parker, Nelson C. (Technical Monitor)
This article presents a discussion of the configuration management (CM) and the Data Management (DM) functions and provides a perspective of the importance of configuration and data management processes to the success of system safety activities. The article addresses the basic requirements of configuration and data management generally based on NASA configuration and data management policies and practices, although the concepts are likely to represent processes of any public or private organization's well-designed configuration and data management program.
J.P. Fouché; Kgapola, M. P.
In South Africa, not only is the shortage in skills a general predicament, but so also is the shortage of professional accountants. The markets and business environments are changing almost every day and so do the skills sets required by professional accountants. The purpose of the study is to assist professional accountants in defining the skills required for management positions and to enable them to plan their careers better. A cross-sectional survey was used. The majority of participants ...
Kibanov Ardalon Iakovlevich
Full Text Available This article examines the history of the essence and value concepts "Personnel Management" and "Human Resources Management". Proved that "Personnel Management and Human Resource Management" - is a single and continuous process baziruschihsya theories on the same paradigm, and human resource management - a new stage of the science of management personnel. Methodologically incorrect to contrast two completely contrived "approach": traditional (personnel management and the new (human resource management. Second "approach" has grown from the first, is based on its results, it continues, develops and completes the first part of it is, without denying its foundations based on the same paradigm. Happening is not a revolution, but an inevitable evolutionary change stages of development of personnel management - the science of man labor.
Deveau, Roy; McGill, Peter
Practice leadership (PL) style of frontline management has been shown to be associated with better experiences for staff working with people who may exhibit challenging behaviours (Deveau & McGill, 2014). This study aimed to examine additional staff experience factors with a different, larger sample and to partially replicate the findings of (Deveau & McGill, 2014). This study was a survey of staff self-reported data collected as part of a larger study. Information was collected on PL and staff experiences of: stress, turnover, job satisfaction and positive work experiences. The results broadly supported Deveau and McGill (2014) and demonstrated an association between PL and greater job satisfaction and positive experiences for staff. Results on staff turnover were inconsistent. The positive impact of PL on staff experience was further supported by this study. Suggestions are made for further research. These findings suggest further research is needed to examine the potential of interventions in frontline management/leadership practice to improve staff experience of working in challenging environments. Copyright © 2016 Elsevier Ltd. All rights reserved.
A. Mordant-Dols; Jol Stoffers
Professionals' willingness to change is a necessity for successful implementation of changes in the organisation. This study focused on the influence of a transformational leadership style on professionals' willingness to change. This multiple case study was performed in three project management
Jo van Hoecke; Gerco van Dalfsen
This research aims to investigate the usefulness of a connected leadership model for sport organizations. The following research questions were designed: 1) How can professional sport managers successfully make use of the developments of new professionalism (Leijnse, Hulst & Vromans, 2006), the new
Stummann, Cathy Brown
in supporting professional learning of new concepts. These uses of practice stories are not evident in public natural resource management (NRM) continuing professional education. In light of greater public involvement in NRM practice over the last 20 years, however, the use of practice stories could now...
The higher vocational and professional specialty of "construction management" of China begun late, and the talent training mode of various colleges are different, especially the analysis to the specialty ability modules on the higher vocational and professional layer is not mature. In this article, combining with the practice of Manjing…
Anderson, Gary; Herr, Kathryn
This article provides an introductory frame for this special issue dedicated to New Public Management and the New Professional Educator. We will introduce the five articles and how they analyze the characteristics of NPM and this emerging new professional as well as forms of educator resistance and advocacy.
Behrstock-Sherratt, Ellen; Jacques, Catherine
This brief provides district and other educational leaders with research-based information on aligning professional development policies with teacher evaluations to drive more comprehensive human capital management. First, this brief describes an aligned evaluation and professional development system. Next, it discusses existing models and…
Academic conferences operate under a range of models from nearly all volunteer to a mix of volunteer and professional event management. This paper compares the event management practices of five conferences: The Organizational Behavior Teaching Conference (OBTC), The Western Academy of Management (WAM), The North American Case Research Association (NACRA), The Academy of Management (AOM), and The Institute of Behavioral and Applied Management (IBAM) The analysis will examine the mix of volunt...
Self-management post-stroke is challenging for many persons after a stroke. In this thesis is explored how stroke survivors, spouses and professionals perceived self-management post-stroke and how the process of self-management post-stroke evolved over time. The following studies are conducted: a
Satink, T.J.; Cup, E.H.; Swart, B.J.M. de; Sanden, M.W. van der
PURPOSE: Self-management has become an important concept in stroke rehabilitation. This study explored allied healthcare professionals' (AHPs) perceptions and beliefs regarding the self-management of stroke survivors and their knowledge and skills regarding stroke self-management interventions.
Todd, Ross J.; Southon, Gary
Discussion of knowledge management focuses on the program for professional education for knowledge management at the University of Technology, Sydney (Australia). Considers attributes of graduates, industry trends that inform the program, the information-knowledge debate, information management, organizational culture, and learning principles and…
Verkaik, R.; Antwerpen-Hogenraad, P. van; Veer, A. de; Francke, A.; Huis in het Veld, J.
Background: Self-management in patients and family caregivers confronted with dementia is not self-evident. Self-management skills may be limited because of the progressive cognitive decline of the patient and because family caregivers are often also very aged. Self-management
Machado, Cristiani Vieira; de Lima, Luciana Dias; O'Dwyer, Gisele; de Andrade, Carla Lourenço Tavares; Baptista, Tatiana Wargas de Faria; Pitthan, Rachel Guimarães Vieira; Ibañez, Nelson
In the late 2000s, the expansion of Emergency Care Units (UPAs) in Brazil's policy for provision of urgent healthcare included hiring a large contingent of health professionals. This article analyzes government strategies for workforce management and the profile of these professionals in the UPAs in the State of Rio de Janeiro, which has the largest number of such units in the country. The methods included document analysis, interviews with managers, and visits to the UPAs and interviews with coordinators, physicians, and nurses. The results showed that the workforce management strategies varied over time and according to administrative sphere (state versus municipal). The so-called Social Organizations became the main hirers of health professionals in the UPAs, since they allowed management flexibility. However, there were problems with selection and stability, with a predominance of young professionals with limited experience and high physician turnover. Instability associated with outsourced hiring reinforced the view of work at the UPA as a temporary job.
Machado, Cristiani Vieira; de Lima, Luciana Dias; O'Dwyer, Gisele; de Andrade, Carla Lourenço Tavares; Baptista, Tatiana Wargas de Faria; Pitthan, Rachel Guimarães Vieira; Ibañez, Nelson
.... This article analyzes government strategies for workforce management and the profile of these professionals in the UPAs in the State of Rio de Janeiro, which has the largest number of such units in the country...
Ditterich, Rafael Gomes; Moysés, Simone Tetu; Moysés, Samuel Jorge
Results-based management is a cornerstone of reform in public administration, including the health field, and has become the basis for other innovations such as the institutionalization of management contracts and the use of professional incentives. This review article aims to introduce and discuss the use of such management contracts in the public health sector. Management by results has developed means and tools that highlight the importance of shared responsibility and mutual commitment between workers and management-level directors. Thus, preset goals are negotiated among all the stakeholders and are evaluated periodically in order to grant professional incentives. It is necessary to improve the mechanisms for control and observation, to more precisely determine the healthcare and management indicators and their patterns, to train stakeholders in designing the plan, and to improve the use of professional incentives in order to effectively increase accountability vis-à-vis the desired results.
Boissoneau, R; McPherson, J
Employee participation and involvement are at the leading edge of management thinking today. Not only behaviorally oriented managers, but managers of all styles include personnel in decision-making. The purpose of this article is to communicate to clinical laboratory managers some recent developments in people management. Several suggestions for team building and the desired outcome of worker participation are included. Although employee participation has been a major issue in management for 10 years, many business schools still emphasize only the traditional quantitative subjects of accounting, finance, statistics, and systems engineering. Obviously, these subjects are important, but modern managers must learn qualitative or behavioral material as well. Students are affected by the lack of a notable behavioral emphasis. Unfortunately, some students think that learning in the behavioral domain is unimportant. Too often, these students encounter problems later in their careers with employees and can only wish for greater knowledge.
Healthcare professionals working in the community setting have limited knowledge of the evidence-based management of malnutrition. The present study aimed to evaluate a community dietetics intervention, which included an education programme for healthcare professionals in conjunction with the introduction of a community dietetics service for patients \\'at risk\\' of malnutrition. Changes in nutritional knowledge and the reported management of malnourished patients were investigated and the acceptability of the intervention was explored.
In addition to describing how the concept of stigma continues to be a pervasive influence in encounters between people with intellectual disability and others, the present study suggests that the management of this situation has passed into the control of care staff. An ethnographic study of young adults and community relationships suggests that the activities of staff are crucial in shaping the social profile of people with intellectual disability. The views of care staff about the taken-for-granted rights which characterize presence and participation in the community domain encourage them to adopt a semi-insulation approach to their work. Staff extend this approach by adopting information control strategies to conceal important information from students. The present author argues that there is a need for on-going research into staff activity in the community domain.
Full Text Available The main research problems and tasks of a new scientific field in Russia—the psychology of professional health — are formulated. A definition of professional health as the abilities of a person successfully to cope with the demands and requirements in a professional environment is offered. A psychological vision for professional health with four basic provisions is proposed. The aim of the research was to study the extent of the influence on the professional health of managers of such psychological factors as systems of values, stress in professional activity, individual and psychological features, strategies for overcoming stressful situations. Data are provided from research conducted in 2002-2012 on managers in Russian companies. Taking part in the research were 651 managers of various organizations in St. Petersburg, Moscow, Yekaterinburg, Veliky Novgorod, and Kharkov. For collecting empirical material on methods of supervision, I used polls, tests, interviews, content analysis, self-reports of participants in training programs, and a method for forming the experiment. In addition I employed psychodiagnostic techniques intended for studying the cognitive, behavioral, and emotional components of health, a technique for revealing the personal potentials (regulatory, communicative, intellectual of the managers, and also my own techniques. The study positively correlated health with such values as having interesting work, having a happy family life, being financially secure, having an active life, and giving and receiving love. Connections between the behavioral manifestations of type A behavior and the managers’ values were revealed. The greatest negative impact on the managers was made by such factors of professional activity as an excessive workload, emotional pressure at work, difficulty in carrying out activity, and insufficient time. Health is important in the structure of the professional activity of managers; it acts as a strategic
Sport has become a part of life in South Africa. It has grown into an attractive mega-industry that employs many people. Among them is the professional sport coach who is an important member of the human resources in a sport organisation. This individual performs multiple roles that ensure that the sport organisation is ...
Skaates, Maria Anne; Seppänen, Veikko
Client relations play a major role in the competence development of professional service providers. However mutuality and particularity are also key concerns in providers' client relationships. Therefore four inter-linked frameworks for classifying relationship-related competence dynamics at the ...
Bleich, Sara N; Bandara, Sachini; Bennett, Wendy; Cooper, Lisa A; Gudzune, Kimberly A
(1) To determine the nonphysician health profession perceived as best qualified to provide weight management. (2) To examine nutrition professionals' current practice characteristics and perceived challenges and solutions for obesity care. (3) To examine the association between nutrition professionals' quality of training and self-efficacy in weight management. A 2014 national cross-sectional online survey of 500 U.S. nonphysician health professionals (100 from each: nutrition, nursing, behavioral/mental health, exercise, pharmacy) was analyzed. Nutrition professionals most commonly self-identified as the most qualified group to help patients lose weight (92%), sentiments supported by other health professionals (57%). The most often cited challenge was lack of patient adherence (87%). Among nutrition professionals, 77% reported receiving high-quality training in weight loss counseling. Nutrition professionals who reported high-quality training were significantly more likely to report confidence (95% vs. 48%) and success (74 vs. 50%) in helping obese patients lose weight (Pcounseling to obese patients. Yet nutrition professionals' receipt of high-quality weight management training appears critical to their success in helping patients lose weight. © 2014 The Obesity Society.
structures and management systems. As a result, many universities are rethinking their reward strategies to better align them with the new realities in order to improve teaching staff motivation and retention. This study was conducted to identify academic staff reward related problems and to examine the effectiveness of both ...
The University of Pennsylvania's Wharton School introduced a "distributed" organization for managing computing support services. The hybrid structure combined elements of centralized computing and departmental computing by placing computing personnel in the departments, under central management. The program covers a wide range of support…
Kraus, Shane W; Stein, Catherine H
Present cross-sectional study examined perceptions of recovery-oriented services and reports of professional burnout and job satisfaction in a sample of 114 case managers working in community mental health centers across Ohio. The research examined the relative contribution of demographic characteristics, the structure of case management services, and case managers' beliefs about recovery-oriented services in describing their reports of professional burnout and job satisfaction. Regardless of individual characteristics of case managers and reports of the structure of their jobs, case managers who perceived their agency to offer higher levels of recovery-oriented services also reported lower levels of depersonalization and emotional exhaustion at work, and higher levels of professional accomplishment and job satisfaction. Directions for future research in the area are discussed.
Cowman, Seamus; Björkdahl, Anna; Clarke, Eric; Gethin, Georgina; Maguire, Jim
In mental health services what is commonplace across international frontiers is that to prevent aggressive patients from harming themselves, other patients or staff, coercive measures and foremost, violence management strategies are required. There is no agreement, recommendations or direction from the EU on which measures of coercion should be practiced across EU countries, and there is no overall one best practice approach. The project was conceived through an expert group, the European Violence in Psychiatry Research Group (EViPRG). The study aimed to incorporate an EU and multidisciplinary response in the determination of violence management practices and related research and education priorities across 17 European countries. From the EVIPRG members, one member from each country agreed to act as the national project coordinator for their country. Given the international spread of respondents, an eDelphi survey approach was selected for the study design and data collection. A survey instrument was developed, agreed and validated through members of EVIPRG. The results included a total of 2809 respondents from 17 countries with 999 respondents who self-selected for round 2 eDelphi. The majority of respondents worked in acute psychiatry, 54% (n = 1511); outpatient departments, 10.5% (n = 295); and Forensic, 9.3% (n = 262). Other work areas of respondents include Rehabilitation, Primary Care and Emergency. It is of concern that 19.5% of respondents had not received training on violence management. The most commonly used interventions in the management of violent patients were physical restraint, seclusion and medications. The top priorities for education and research included: preventing violence; the influence of environment and staff on levels of violence; best practice in managing violence; risk assessment and the aetiology and triggers for violence and aggression. In many European countries there is an alarming lack of clarity on matters of procedure
Full Text Available The implementation of a knowledge management program in an organization has the potential of im-proving customer services, quickly bringing new products to market, and reducing cost of business operations. Information technologies are often used in knowledge management programs in informing clients and employees of latest innovation/development in the business sector as well as sharing knowledge among the employees. The key professionals involved in knowledge management programs are information technologists and human resource managers but the information professionals also have a role to play as they are traditionally known as good managers of explicit knowledge. Hence, the aim of this study is to provide empirical evidence of the role of information professionals in knowledge management programs. 386 information professionals working in Canadian organizations were selected from the Special Libraries Association's Who's Who in Special Libraries 2001/2002, and a questionnaire with a stamped self-addressed envelope for its return was sent to each one of them. 63 questionnaires were completed and returned, and 8 in-depth interviews conducted. About 59% of the information professionals surveyed are working in organizations that have knowledge management programs with about 86% of these professionals being involved in the programs. Factors such as gender, age, and educational background (i.e. highest educational qualifications and discipline did not seem to have any relationship with involvement in knowledge management programs. Many of those involved in the programs are playing key roles, such as the design of the information architecture, development of taxonomy, or con-tent management of the organization's intranet. Others play lesser roles, such as providing information for the intranet, gathering competitive intelligence, or providing research services as requested by the knowledge management team.
Lauvrud, Christian; Nonstad, Kåre; Palmstierna, Tom
Violence is frequent towards nurses in forensic mental health hospitals. Implications of this high risk environment have not been systematically explored. This paper explores occurrence of symptoms on post traumatic stress and their relationship to professional quality of life. Self report questionnaires assessing symptoms of post traumatic stress and professional quality of life were distributed among psychiatric nurses in a high security forensic psychiatric unit with high frequency of violent behaviour. Relationships between post traumatic stress symptoms, forensic nursing experience, type of ward and compassion satisfaction, burnout and compassion fatigue were explored. The prevalence of post traumatic stress symptoms was low. Low scores were found on compassion satisfaction. Length of psychiatric nursing experience and low scores on compassion satisfaction were correlated to increased post traumatic stress symptoms. Although high violence frequency, low rate of post traumatic stress symptoms and low compassion satisfaction scores was found. High staff/patient ratio and emotional distance between staff and patients are discussed as protective factors.
Full Text Available Academic conferences operate under a range of models from nearly all volunteer to a mix of volunteer and professional event management. This paper compares the event management practices of five conferences: The Organizational Behavior Teaching Conference (OBTC, The Western Academy of Management (WAM, The North American Case Research Association (NACRA, The Academy of Management (AOM, and The Institute of Behavioral and Applied Management (IBAM The analysis will examine the mix of volunteer and professional management used to organize and operate the annual meeting of each organization separate from the program content; such as reserving the hotel, ordering meals, and offering special group events. Along a continuum, OBTC uses the least professional event management and IBAM uses the most. The other organizations fall somewhere in between. Professional event managers who organize conferences on a repeated basis have a distinct advantage over volunteers who change jobs every year, thereby losing large amounts of experiential learning. The all-volunteer organizations justify their choice of amateur event managers on the basis of lower up-front cost and "preserving our culture," but neglect to account for the wide variations in performance, lack of accountability, and burnout that can come with use of volunteers.
Eslamian, Jalil; Fard, Sayed Hasan Hoseini; Tavakol, Khosrow; Yazdani, Mohsen
Violence at work is considered as part of the occupational hazards which can affect medical staff and have undesirable effects on quality of patients care. Anger management training causes increases the ability of individuals to change behavior and also can increase the ability of the individual in controlling the excitation in the undesirable conditions. This study aimed to determine the effect of anger management training program by nursing staff on violence rate against them. This was a two-group, two-phase, semi-experimental study. Sixty six qualified nurses employed in emergency unit of Al-Zahra Hospital were divided into test and control groups. In this study, the modified questionnaire of World Health Organization was used with adequate validity and reliability to measure the violence rate and anger control. Thereafter, the test group received anger management training for four 60-minute sessions. The results of the study showed that there was no significant difference between the two groups in terms of demographic characteristics except marital status. In addition, there was a significant difference between the two groups in frequency distribution of psychological violence against nurses after the intervention, but there was no significant difference between the two groups in frequency distribution of physical violence against nurses. The results of this study corroborated the findings of the previous studies. Therefore, increase in self-control and communication skills and problem solving skills at the time of dealing with the patients and their relatives is a step in reducing one of the factors of violence at workplace.
Aguilar-Martínez, Alicia; Tort, Elena; Medina, F Xavier; Saigí-Rubió, Francesc
Given the increasing use and importance of mobile telephone applications (apps) in the health setting, this study aimed to ascertain the views of health professionals involved in the treatment of obesity about their current needs and gaps in their requirements, their willingness to use mobile apps, and the features these devices should have for the treatment of obesity. A qualitative study was conducted through semi-structured interviews with experts treating obesity. The experts believed that apps could be useful to interact or deal with patients. However, their willingness to use apps contrasts with the current limited use of these devices. Practitioners felt that apps could partly compensate for the lack of daily contact between patients and professionals and could increase interaction with patients, achieving more favourable weight control results, especially with regard to improved adherence and motivation. In terms of the functionality and requirements of such apps, the main elements to be included were records of weight, physical activity and food consumption. Adding apps to the existing treatment of overweight and obesity still requires further definition of its functions. Additionally, further investigation is needed into both the role and involvement of professionals in the design process and during treatment. Copyright © 2015 SESPAS. Published by Elsevier Espana. All rights reserved.
Full Text Available Objectives: Self-management is widely promoted but evidence of effectiveness is limited. Policy encourages health care professionals to support people with long-term conditions to learn self-management skills, yet little is known about the extent to which both parties share a common understanding of self-management. Thus, we compared health care professional and lay understandings of self-management of long-term conditions. Methods: Systematic review and narrative synthesis of qualitative studies identified from relevant electronic databases, hand-searching of references lists, citation tracking and recommendations by experts. Results: In total, 55 studies were included and quality was assessed using a brief quality assessment tool. Three conceptual themes, each with two subthemes were generated: traditional and shifting models of the professional–patient relationship (self-management as a tool to promote compliance; different expectations of responsibility; quality of relationship between health care professional and lay person (self-management as a collaborative partnership; self-management as tailored support and putting self-management into everyday practice (the lived experience of self-management; self-management as a social practice. Conclusion: Self-management was conceptualised by health care professionals as incorporating both a biomedical model of compliance and individual responsibility. Lay people understood self-management in wider terms, reflecting biomedical, psychological and social domains and different expectations of responsibility. In different ways, both deviated from the dominant model of self-management underpinned by the concept of self-efficacy. Different understandings help to explain how self-management is practised and may help to account for limited evidence of effectiveness of self-management interventions.
Clarke, M; Jinks, M; McMurran, M
One third of people diagnosed with PD do not complete treatment and non-completion is associated with poorer clinical outcomes. Equipping staff to be better able to engage this client group is important, and web-based, self-directed learning is a potentially cost-effective way to train staff. This study examined the implementation of a web-based training programme called Readiness Enhancement Management Strategies (REMS) in three types of service. Completion rates were 94.4% in community health services; 92.3% in prison offender health services; and 46.5% in probation services. Staff found the content of REMS acceptable and useful. This study demonstrated that staff in NHS and criminal justice settings can complete REMS, but staff in probation services are challenged by time pressures and limited computer access. Staff at probation sites were less familiar with PD issues compared with the NHS staff. A web-based staff training programme called Readiness Enhancement Management Strategies (REMS) was developed to promote the engagement of people with personality difficulties in treatment. This 'proof of concept' study examined the REMS implementation process, its acceptability and the feasibility of using service data for future evaluation. Staff in six services working with people diagnosed with personality disorder or undiagnosed people with personality difficulties were eligible to participate: two community health services, two prison offender health services and two probation services. Of 92 eligible staff, 74 were available to undertake REMS. These staff completed knowledge and acceptability surveys and rated service user engagement with treatment. The proportion of treatment sessions attended by service users was collected for a 30-week period. REMS completion rates were community - 94.4%, prison - 92.3% and probation - 46.5%. Three quarters of participants rated REMS as 7 out of 10 or higher. All teams were able to provide service data for the study period
Clarice Secches Kogut
Full Text Available Abstract Regarding the debate on which sort of management - professional or family administration - would more effectively run businesses, this paper discusses the advantages and shortcomings of family and professional management from a theoretical and a practitioner’s viewpoint. The study aims at contributing to our understanding about the superiority that either type of management might have delivering long-term performance and value creation to shareholders. Six investors from top value investment funds were interviewed regarding the management of seven fashion retail Brazilian companies. Data analysis revealed that investors do not prefer either type of management - family or professional - when they make investments. Instead, they do look for specific characteristics and patterns of behavior in a CEO, which resemble Selznick’s (1957 definition of an institutional leader. Finally, the paper suggests a new path of research for scholars (relating old institutionalism and professionalism and practical guidelines for each type of management (family or professional, offering, therefore, an academic as well as a practical contribution.
Using a post-structural approach this article investigates the working lives of frontline managers in VET and how they negotiate change in their day to day practices and decision making. The article is organised around accounts made by managers from different types of Vocational Education and Training (VET) organisations, namely: Technical and…
Moskovskaia, A. A.
Management in Russia is as difficult to define as a profession as it is in other countries, and the question of what education is appropriate for a future manager is also difficult to define. Business schools in Russia need to think more carefully about their curriculums and about what they should be preparing their students for. (Contains 6…
Weaver, R. Glenn; Beets, Michael W.; Turner-McGrievy, Gabrielle; Webster, Collin A.; Moore, Justin
The YMCA of the USA serves more than nine million youth in its summer day camping programs nationwide. In spring 2011, the YMCA of Columbia, SC, with support from the University of South Carolina, adopted a competency-based staff-level training approach in an attempt to align staff behaviors with the YMCA of the USA new physical activity standards…
Reglin, Gary; Akpo-Sanni, Joretta; Losike-Sedimo, Nonofo
The problem in the study was that at-risk elementary school students had too many classroom disruptive behaviors. The purpose was to investigate the effect a Professional Development Classroom Management Model would have on reducing these students' misbehaviors. The study implemented a classroom management model to improve the classroom management…
Conclusion: Fatigue can lead to severe functional impairment with adverse workplace outcomes. One-day workshops can be effective in training OH professionals in how to diagnose and manage fatigue and CFS. Training may increase general knowledge of fatigue and confidence in fatigue management in an OH setting.
Medlin, E. Lander; Judd, R. Holly
APPA's Facilities Management Evaluation Program (FMEP) provides an integrated system to optimize organizational performance. The criteria for evaluation not only provide a tool for organizational continuous improvement, they serve as a compelling leadership development tool essential for today's facilities management professional. The senior…
In the current higher education climate, there is a growing perception that the pressures associated with being an academic middle manager outweigh the perceived rewards of the position. This article investigates the personal and professional circumstances that lead academics to become middle managers by drawing on data from life history…
Full Text Available The purpose of this paper is to explore supportive and shared leadership structures at one Indonesian Islamic boarding school (Pesantren as a function of school culture policies and procedures in a professional learning community in the disctrict. A qualitative study was conducted at one Pesantren located in Jambi, an Indonesian province in west part of Sumatra island. We interviewed three administrators and five teachers to get in-depth information about the purpose of this paper. The interview transcriptions were translated, coded, divided into themes, and elaborated in the findings of the paper. The findings of study conclude that Pesantren leaders in the perspective of the participants must provide supportive and shared leadership structures for teachers in order to create positive cultures and effective a professional learning community for the development of the Pesantren. Leaders of the Pesantren must directly cooperate with teaching staff to provide policies and procedures for teachers in the leadership structure to directly impact school improvement through professional learning community collaborative attempts. This study was conducted based on the school culture and professional learning communities literature by exploring existent policies and practices in schools as unique cases. This study is significant to the community as specific cases informing educational leaders especially in Islamic education on mechanisms that may be leveraged to ensure successful implementation of policies and procedures on the leadership and school culture of a professional learning community literature.
This manual is divided into three parts. Part One applies to the management of Government personal property within the Department of Energy in general terms. Part Two describes the specifics of the application of personal property management techniques to On-Site Contractors. Part three applies to Off-Site Contractors. Part One introduces the field of property management. It discusses: the legal basis and requirements established by Federal Statutes and the parallel authorities and responsibilities; the related evolution of the Department of Energy; the regulation system within the Federal Government and its implementation by the Department for personal property management. The life cycle of equipment is presented and how control over personal property is maintained through an accountability system. Classifications of property and contract clauses are discussed. The relationships of contracting officers and property administrators with contractors are presented in each of the discussions as appropriate. Part One consists of only one chapter and is applicable to the management of property utilized by all types of contractors. It provides the foundation to explore in some detail the actions and interactions that occur between the Department's procurement and property personnel and those of the contractor. This exploration in depth is made in Parts Two and Three.
Nildes Raimunda Pitombo Leite
Full Text Available The main objective of this paper is to analyze the characteristics of the strategic people management, the strategy of retention of professional and of obtaining of organizational commitment, by taking up basis the case of Caulim da Amazônia S.A. – CADAM/Pará Pigmentos S.A. – PPSA and seeking to answer the question: what are the characteristics of the strategic management of people, focusing on retention strategy of professional and obtaining of organizational commitment in their peculiarities of remote organizational structure? The research subjects are directors, managers, HR professionals, supervisors and coordinators of units Ipixuna, Monte Dourado and Barcarena, located in northern region of Brazil, for a total of thirty-six respondents. The results show, at the interfaces of the three units, traits that unite people in all these places and around the same purpose: to retain talented professionals. One could say that, it becomes possible to identify the peculiarities that leads to commitment of people with the organizational objectives, these organizational structures, from the strategic approach of people management. The retention of professionals is conditioned on adaptive capacity of these professionals and their families in these regions.
Weir, Ryan O
Informative, useful, current, Managing Electronic Resources: A LITA Guide shows how to successfully manage time, resources, and relationships with vendors and staff to ensure personal, professional, and institutional success.
Jeffs, Lianne; Beswick, Susan; Lo, Joyce; Lai, Yonda; Chhun, Aline; Campbell, Heather
Performance data can be used to monitor and guide interventions aimed at improving the quality and safety of patient care. To use performance data effectively, nurses need to understand how to interpret and use data in meaningful ways to guide practice. Dashboards are interactive computerised tools that display performance data. In one large, urban teaching hospital in Toronto, Canada, unit-specific dashboards were implemented across the organisation. A qualitative study was undertaken to explore the perceptions and experiences of front-line nurses and managers associated with the implementation of a unit-level dashboard. Six units were selected to participate in the study. Data were analysed using a directed content analysis approach. The sample included 56 study participants, including 51 front-line nurses and 5 unit managers. Three key themes emerged around nurses' and unit managers' perspectives on the implementation of unit-specific dashboards. Nurses and managers described that the Care Utilising Evidence dashboard was a visual tool that displayed data on the impact of the nursing care provided to patients. This tool also was used by the nurses and managers to keep track of processes of care and patient outcomes and experiences at a unit level. Further, nurses were able to use performance data to identify quality care improvements specific to their unit. The results highlight how unit-specific dashboards are being used to monitor performance and drive quality improvement efforts from the perspectives of nurses and unit managers. In practice, nurse leaders may consider investing in dashboards as a quality improvement strategy to optimise the use of performance data at their organisations. Published by the BMJ Publishing Group Limited. For permission to use (where not already granted under a licence) please go to http://group.bmj.com/group/rights-licensing/permissions.
Andréia de Abreu; Rosane Lúcia Chicarelli Alcântara
Supply Chain Management can be seen as a way to achieve integration of all corporate functions. In practice, Supply Chain Management is complex and characterized by numerous activities spread over multiple functions and organizations, which pose challenges to reach effective implementation. Based on literature review, the objective of this paper is to present the theoretical indications regarding professional profile recommended for the Supply Chain Management and discuss the role of these pr...
Liukko, Jyri; Kuuva, Niina
This article explores which concrete factors hinder or facilitate the cooperation of return-to-work (RTW) professionals in a complex system of multiple stakeholders. The empirical material consists of in-depth interviews with 24 RTW professionals from various organizations involved in work disability management in Finland. The interviews were analyzed using thematic content analysis. The study revealed several kinds of challenges in the cooperation of the professionals. These were related to two partly interrelated themes: communication and distribution of responsibility. The most difficult problems were connected to the cooperation between public employment offices and other stakeholders. However, the study distinguished notable regional differences depending primarily on the scale of the local network. The main areas of improvement proposed by the interviewees were related to better networking of case managers and expansion of expertise. The article argues for the importance of systematic networking and stresses the role of public employment services in the multi-actor management of work disabilities. The article contributes to existing work disability case management models by suggesting the employment administration system as an important component in addition to health care, workplace and insurance systems. The study also highlights the need for expansion of expertise in the field. Implications for Rehabilitation Cooperation between RTW professionals in public employment offices and other organizations involved in work disability management was considered inadequate. In order to improve the cooperation of RTW professionals, the stakeholders need to create more systematic ways of communication and networking with professionals in other organizations. There is a need to expand the expertise in work disability management and rehabilitation, partly by increasing the role of other professionals than physicians.
Bergström, Helena; Wihlman, Ulla
Managers and caregivers in community residences for people with intellectual disabilities are expected both to promote residents' health and to support their autonomy. The aim of this article was to explore variation in views among managers and caregivers on the role of staff in health promotion. A qualitative study was conducted using semi-structured interviews with six managers and six caregivers. The analysis used a phenomenographic approach to categorize variation in views. We identified five qualitatively different main categories of roles staff play in health promotion: the parent, the manipulator, the coach, the educator and the libertarian. In addition lifestyle-related risk factors for ill-health and barriers to a healthy lifestyle were analysed and described using qualitative content analysis. The results highlight the ethical conflict that faces staff trying to support a healthy lifestyle as well as the autonomy of the residents.
Tang, Thomas Li-Ping; Butler, Edie Aguilar
Quality circles, a management practice that involves groups of workers from the same work area voluntarily meeting on a regular basis to identify, analyze, and solve various work-related problems, have been used in Japan for over 40 years. In the United States, quality circles have been tried in many organizations during the past 2 decades and…
Deboeck, Guido; Kinsey, Bill
The study summarizes discussions and conclusions of the Regional Workshop on Monitoring and Evaluation of Rural Development Projects in East Africa (Nairobi, Kenya, April 1979), whose purpose was to share lessons learned from field experiences in managing information for rural development. An initial section summarizes information in papers…
Higher education is a key sector for the United Kingdom contributing over £70 billion of output. It functions in an increasingly complex operating, regulatory, and legislative environment that has led to an increased need for effective nonacademic business managers. This study evaluates the benefits of a specialist master of business…
Cembrowski, Barbara Joan; da Costa, Jose L.
This study used naturalistic inquiry to gain an understanding of how managerial personnel perceived career development and succession planning at a postsecondary technical institute in Canada. A total of nine individuals in three different career development stages completed semistructured interviews. It was found that managers perceived the…
Knudsen, Christina; Møllenbach, Emilie
standard processes, but rather focus on developing a set of design tasks for each unique project, where design thinking and methods are implemented in unique ways. Chaos generation through chaos management as job to be done by the design professional is the main argument of this paper.......The task model presented here is a working vision for the design professional redirecting focus from the application of predefined project structures to a process of complex evaluation. The task model is developed through a hermeneutic analysis of the discourse applied by design professionals...... to their practice. The tasks identified provide both a new focus and direction to the value creation process, in which the design professional is engaged. The intention of this paper is to provide the professional practitioner with deeper insights into own design role and design agenda. It is suggested not to use...
Full Text Available Aim To determine the effect of anger management levels and communication skills of emergency department staff on their frequency of being exposed to violence. Methods This cross-sectional study was conducted in the Training and Research Hospital, Istanbul, Turkey between 11 April and 15 October 2013 by using a questionnaire including descriptive features, anger management scale, and communication skills scale applied to 283 health personnel working in children and adult emergency department clinics. Results Statistically significant differences were found between the health workers’ ages and their anger control levels, marital status and anger-in and anger control levels, working position and anger-in levels, and between anger-in, anger-out and anger control levels based on their level of education. Statistically significant differences were also found between age and communication levels based on the personnel’s working position. Statistically significant difference between the anger-in subscale of health personnel based on their state of being exposed to violence was found (78.4% of the health workers had been exposed to violence. Conclusion In the in-service programs of institutions, there should be trainings conducted about anger management and effective communication techniques so that the health personnel can be aware of their own feelings and express anger in a suitable way.
This analysis of the preferences of how sisters and charge nurses are managed is the result of a two centre descriptive study using theoretical models of professionalism, developing preferences and exercising situational leadership. It was conducted to determine if the management structure preferred by sisters and charge nurses, in a general acute hospital setting, supported the professionalism of nursing. The outcomes were intended to help develop a strategic plan for the future of nursing and the management of nurses. The research instruments were a self-completed questionnaire (19 were returned, a response rate of 31.1%) and four semi-structured interviews. The findings disclosed some dissatisfaction with the present management arrangements. The sisters and charge nurses felt that their priorities for practice and professional issues were better supported by clinically involved, ward-based senior nurses than by unit-based senior nurses with a general management function. However, sisters' and charge nurses' discussions with ward-based senior nurses were apparently less effective than discussions in peer groups which led to influential collegial autonomy. This preferred management style can be supported by the use of situational leadership theory which would enhance collegial autonomy and professional satisfaction. Recognition of the sisters and charge nurses preferences and adjustment of their management would therefore enable them to participate effectively in organizational decision-making.
Hoecke, van, Jo; Dalfsen, van, P.
This research aims to investigate the usefulness of a connected leadership model for sport organizations. The following research questions were designed: 1) How can professional sport managers successfully make use of the developments of new professionalism (Leijnse, Hulst & Vromans, 2006), the new way of working and managerial leadership? 2) What are the features of a connected managerial leadership model? 3) What are the design principles of an applicable learning environment for profession...
Nico Schutte; Nicolene Barkhuizen; Lidewey van der Sluis
Orientation: The last two decades have seen a great interest in the development of human resource management (HRM) professional competence models to advance the value-add of HR practitioners in organisations. However, empirical research on competency requirements for HR practitioners in the South African context has not been forthcoming.Research purpose: The main objective of the present research was to validate a HRM competence measure for the assessment of professional HRM competencies in t...
Seim, Rikke; Limborg, Hans Jørgen; Jensen, Per Langaa
The development of the internal OHS management is studied in sixty Danish companies, the results indicates an increase in professionalization, where employees - employed specifically with the purpose of managing OHS – are either supplementing or taking over from the mandatory OHS - committees...... leaving the role of employee elected OHS rep as an empty formality without any powers or duties associated with the OHS management and removing initiative and commitment from the OHS reps....
Searle, Aidan; Jago, Russell; Henderson, John; Turner, Katrina M
The management of childhood asthma is often sub-optimal. Parents and other caregivers are primarily responsible for disease management and this responsibility includes communication with health professionals. The aim of this multi-perspective qualitative study was to explore the views of children, parents and health professionals to gain insight into the approach to clinical care in the management of childhood asthma. Interviews were held with nine parent-child (6-8 years) dyads, and 13 health professionals working in primary and secondary care. Interviews were transcribed verbatim and analysed thematically. Three key themes emerged that were common to all data sets; (1) Child and parent awareness of symptoms; (2) Management and child wellbeing; and (3) Professional communication education and consultation with families. Although some children demonstrate good awareness of symptoms and appropriate use of medication, some parents expressed difficulty in identifying triggers and symptoms of asthma. Furthermore, parents lacked awareness regarding appropriate use of medication for preventing and managing symptoms of asthma. Health professionals believed that communication and education was lacking. Data from all participants suggested that consultations could be enhanced with greater emphasis on children's and parents' perceptions of asthma in the development of asthma management plans. GUIDING FAMILIES THROUGH DISEASE MANAGEMENT: Both parents' and children's perceptions and understanding of childhood asthma should be considered when developing asthma management plans. The management of asthma is challenging and can result in poor disease outcomes if care is not taken. An individual's perception of their (or their child's) asthma can also affect the efficacy of treatment. Aidan Searle at the Bristol Biomedical Research Centre, UK, and co-workers, interviewed nine parent-child groups and thirteen health professionals to determine their perceptions of childhood asthma
Dalum, Helle Stentoft; Waldemar, Anna Kristine; Korsbek, Lisa
BACKGROUND: Psychoeducational interventions for people with severe mental illness are developed to enable them to manage their illness effectively to improve prognosis and recovery. AIM: The aim was to investigate the benefits and harms of the Illness Management and Recovery (IMR) program among...... people with severe mental illness in Denmark. IMR builds among other approaches on a psychoeducational approach. METHODS: A randomized, multi-center, clinical trial of the IMR program compared with treatment as usual among 198 participants with schizophrenia or bipolar disorder investigating outcomes....... CONCLUSIONS: IMR appears not to be better than treatment as usual in any of the outcomes. Further studies with a longer follow-up period, better assessments of recovery and a systematic review of the existing trials are needed to assess if the program is effective....
Supporting underserved patients with their medicines: a study protocol for a patient/professional coproduced education intervention for community pharmacy staff to improve the provision and delivery of Medicine Use Reviews (MURs)
Latif, Asam; Pollock, Kristian; Anderson, Claire; Waring, Justin; Solomon, Josie; Chen, Li-Chia; Anderson, Emma; Gulzar, Sulma; Abbasi, Nasa; Wharrad, Heather
Introduction Community pharmacy increasingly features in global strategies to modernise the delivery of primary healthcare. Medicine Use Reviews (MURs) form part of the English Government's medicines management strategy to improve adherence and reduce medicine waste. MURs provide space for patient–pharmacist dialogue to discuss the well-known problems patients experience with medicine taking. However, ‘underserved’ communities (eg, black and minority ethnic communities, people with mental illness), who may benefit the most, may not receive this support. This study aims to develop, implement and evaluate an e-learning education intervention which is coproduced between patients from underserved communities and pharmacy teams to improve MUR provision. Methods and analysis This mixed-methods evaluative study will involve a 2-stage design. Stage 1 involves coproduction of an e-learning resource through mixed patient–professional development (n=2) and review (n=2) workshops, alongside informative semistructured interviews with patients (n=10) and pharmacy staff (n=10). Stage 2 involves the implementation and evaluation of the intervention with community pharmacy staff within all community pharmacies within the Nottinghamshire geographical area (n=237). Online questionnaires will be completed at baseline and postintervention (3 months) to assess changes in engagement with underserved communities and changes in self-reported attitudes and behaviour. To triangulate findings, 10 pharmacies will record at baseline and postintervention, details of actual numbers of MURs performed and the proportion that are from underserved communities. Descriptive and inferential statistics will be used to analyse the data. The evaluation will also include a thematic analysis of one-to-one interviews with pharmacy teams to explore the impact on clinical practice (n=20). Interviews with patients belonging to underserved communities, and who received an MUR, will also be conducted (n
Jørgensen, Michael Søgaard; Jørgensen, Ulrik
they can use in complex situations on the job is not simply a question of combining different university disciplines in the right blend and topping it with some experience. It involves combining science-based knowledge into thematic structures in carefully organized learning processes. The education...... becomes a place where interplay is created between knowledge from research and development on the one side and competencies from professional practice on the other. In actual teaching, this is accomplished through the creation of linkages between theoretical knowledge and methods and practical knowledge...... in the environmental field. Subjects and themes originates to a large extent from the wide range of realistic problems that participants meet in their jobs – and teachers are required to find and use exactly sources of knowledge and methodology that meet these demands. Each basic semester contain both class teaching...
Gershoff, Elizabeth T.; Font, Sarah A.; Taylor, Catherine A.; Foster, Rebecca H.; Garza, Ann Budzak; Olson-Dorff, Denyse; Terreros, Amy; Nielsen-Parker, Monica; Spector, Lisa
Several medical professional organizations, including the American Academy of Pediatrics, recommend that parents avoid hitting children for disciplinary purposes (e.g., spanking) and that medical professionals advise parents to use alternative methods. The extent to which medical professionals continue to endorse spanking is unknown. This study is the first to examine attitudes about spanking among staff throughout medical settings, including non-direct care staff. A total of 2,580 staff at a...
Grönlund, Catarina Fischer; Dahlqvist, Vera; Zingmark, Karin; Sandlund, Mikael; Söderberg, Anna
Several studies show that healthcare professionals need to communicate inter-professionally in order to manage ethical difficulties. A model of clinical ethics support (CES) inspired by Habermas' theory of discourse ethics has been developed by our research group. In this version of CES sessions healthcare professionals meet inter-professionally to communicate and reflect on ethical difficulties in a cooperative manner with the aim of reaching communicative agreement or reflective consensus. In order to understand the course of action during CES, the aim of this study was to describe the communication of value conflicts during a series of inter-professional CES sessions. Ten audio- and video-recorded CES sessions were conducted over eight months and were analyzed by using the video analysis tool Transana and qualitative content analysis. The results showed that during the CES sessions the professionals as a group moved through the following five phases: a value conflict expressed as feelings of frustration, sharing disempowerment and helplessness, the revelation of the value conflict, enhancing realistic expectations, seeing opportunities to change the situation instead of obstacles. In the course of CES, the professionals moved from an individual interpretation of the situation to a common, new understanding and then to a change in approach. An open and permissive communication climate meant that the professionals dared to expose themselves, share their feelings, face their own emotions, and eventually arrive at a mutual shared reality. The value conflict was not only revealed but also resolved.
Marcos Roberto Piscopo
Full Text Available As a profession that dates back the scribes’ time, the secretariat has significantly evolved over time but research on this field seems not to follow the practitioners’ role. Nowadays, the specialization required from the administrative professional involves not only the previously skills that for long time characterized the secretary’s job but also a set of new ones that are more related to the organization’s management. They may include but are not limited to enabling results in a wide sense as getting involved in change management, creativity and entrepreneurship, productivity increasing plans, cost cutting actions, and project management. Due to the complexity that characterizes the business environment and companies’ projects, this article aims at investigating the role of the administrative professional in the management of complex projects. As an exploratory research, three case studies have been conducted with global companies in which complex projects are part of their reality and the administrative professional is officially existent. Findings show that the involvement of this professional has been very positive to project performance due to the way he supported the project manager and the project team. Both secretary’s hard and soft skills were of great importance to project performance, especially communication, negotiation, and attitude. The executive secretariat has moved from an operational to a strategic perspective. To continue growing in the profession the secretary needs to improve his knowledge on project management.
Hewitt, Julie E.
Adjunct faculty comprise a large percentage of part-time faculty for many colleges and universities today. Adjunct faculty are hired because they are experts in their content areas; however, this does not guarantee that they are skilled in effective classroom management. These instructors can become bewildered and frustrated because they lack the…
The article is devoted to the academic mobility projects management on the example of Pavlo Tychyna Uman State Pedagogical University in the Erasmus Mundus Projects, namely, EMINENCE and EMINENCE II. It has been pointed out that modern university is a constantly developing system possessing a hidden potential for innovations. Thus, the…
Nurse managers have to address shortcomings in their managerial and leadership skills and implement changes within a multigenerational nursing workforce and challenging working environments. Opsomming. Suid-Afrika ervaar 'n ernstige tekort aan verpleegkundiges wat aangespreek moet word ten einde krisisse in ...
J.M.P. de Kok (Jan); L.M. Uhlaner (Lorraine); A.R. Thurik (Roy)
textabstractHuman resource management (HRM) has been defined as the “process of attracting, developing and maintaining a talented and energetic workforce to support organizational mission, objectives, and strategies” (Schermerhorn, 2001, p. 2400). Audretsch and Thurik (2000, 2001) argue that
Steffensky, Mirjam; Gold, Bernadette; Holdynski, Manfred; Möller, Kornelia
The present study investigates the internal structure of professional vision of in-service teachers and student teachers with respect to classroom management and learning support in primary science lessons. Classroom management (including monitoring, managing momentum, and rules and routines) and learning support (including cognitive activation…
Natalia Nikolaevna Startseva
Full Text Available The main research question focuses on studying of the «new», non-traditional, recent forming professional group of event managers in modernRussia. This article provides the event group boundaries, its numerical and structural composition. On the basis of existing community event stereotypes, perceptions of event managers, supervisors’ event agencies and customers such the all agents included in the event activities, the author designed the image of professional and nonprofessional manager.Scientific, theoretical and practical significance of the work is leading to characterize agent-field-event activities and outline the prospects for the professional groups’ formation of event managers in modernRussia.Conceptuality and validity of the study is based on using theoretical and methodological comparative, functional and activity approaches.The obtained results can be used for further investigations in the event managers’ field and for other professional-groups, as well as useful in the study plan such as «Sociology of professions and professional groups» and «Sociology of culture and spiritual life».
O'Neill, Barbara J; Dwyer, Trudy; Reid-Searl, Kerry; Parkinson, Lynne
To predict the factors that are most important in explaining nursing staff intentions towards early detection of the deteriorating health of a resident and providing subacute care in the nursing home setting. Nursing staff play a pivotal role in managing the deteriorating resident and determining whether the resident needs to be transferred to hospital or remain in the nursing home; however, there is a dearth of literature that explains the factors that influence their intentions. This information is needed to underpin hospital avoidance programs that aim to enhance nursing confidence and skills in this area. A convergent parallel mixed methods study, using the Theory of Planned Behaviour as a framework. Surveys and focus groups were conducted with nursing staff (n = 75) at a 94-bed nursing home at two points in time, prior to and following the implementation of a hospital avoidance program. The quantitative and qualitative data was analyzed separately and merged during final analysis. Nursing staff had strong intentions, a positive attitude that became significantly more positive with the hospital avoidance program in place, and a reasonable sense of control; however, the influence of important referents was the strongest predictor of intention towards managing residents with deteriorating health. Support from a hospital avoidance program empowered staff and increased confidence to intervene. The Theory of Planned Behaviour served as an effective framework for identifying the strong influence referents had on nursing staff intentions around managing residents with deteriorating health. Although nursing staff had a reasonable sense of control over this area of their work, they believed they benefitted from a hospital avoidance program initiated by the nursing home. This article is protected by copyright. All rights reserved. This article is protected by copyright. All rights reserved.
van der Veen, Albertien; van Pietersom, Tineke; Lopes Cardozo, Barbara; Rushiti, Feride; Ymerhalili, Genc; Agani, Ferid
Background Staff well-being including stress awareness and stress management skills is usually not a priority in (mental) health policies. In Kosovo, the level of stress amongst primary health care (PHC) professionals is high because health professionals are part of the population seriously affected by conflict. The need to support staff and look after their well-being was recognised by the Director of the Centre for Development of Family Medicine, Head of Primary Care. In response, the Antar...
Full Text Available Orientation: The last two decades have seen a great interest in the development of human resource management (HRM professional competence models to advance the value-add of HR practitioners in organisations. However, empirical research on competency requirements for HR practitioners in the South African context has not been forthcoming.Research purpose: The main objective of the present research was to validate a HRM competence measure for the assessment of professional HRM competencies in the workplace. Motivation for the study: Competency models can assist HR professionals in supporting their organisations to achieve success and sustainability.Research approach, design and method: A cross-sectional research approach was followed. The proposed HRM Professional Competence Model was administered to a diverse population of HR managers and practitioners (N = 483. Data were analysed using SPSS 22.0 for Windows. Main findings: Exploratory factor analysis resulted in three distinguishable competency dimensions for HR professionals: Professional behaviour and leadership (consisting of the factors Leadership and personal credibility, Solution creation, Interpersonal communication and Innovation, Service orientation and execution (consisting of the factors Talent management, HR risk, HR metrics and HR service delivery and Business intelligence (consisting of the factors Strategic contribution, HR business knowledge, HR business acumen and HR technology. All factors showed acceptable construct equivalence for the English and indigenous language groups. Practical/managerial implications: Managers can utilise the validated competence measure to measure the performance of HR practitioners in the organisation. Contribution/value-add: This research adds to the limited HR professional competence measures that currently exist.
Lerbaek, Birgitte; Aagaard, Jørgen; Andersen, Mette Braendstrup; Buus, Niels
Assertive community treatment (ACT) case managers provide healthcare services to people with severe and persistent mental illness. These case managers take on generic roles in multidisciplinary teams and provide all-around services in the clients' private homes. This focus group study aimed to gain insight into Danish ACT case managers' professional identity work by examining their discussions of ethical dilemmas and collaboration in their everyday practice. Data were collected during five focus groups at three ACT teams in the North Denmark Region and subjected to discourse analysis emphasizing how identity work was accomplished through talk. The findings indicated that the case managers constructed professional identities by actively positioning themselves and the particular ACT approach in relation to other mental healthcare professionals and clients. They represented themselves as achieving better client-related outcomes by being more assertive and persistent, and as responsible caregivers who provided the help that their clients needed when other services had failed to do so. They depicted their services as being focused on the clients' well-being, and their persistent efforts to establish and sustain interpersonal relationships with clients were an important part of their service. Basic nursing tasks were described as an important part of their everyday work, and even though such tasks were not distinctive for ACT case managers, the representations of their work seemed to give them a sense of worth as professionals and legitimized a unique role in the community mental healthcare services. © 2016 Australian College of Mental Health Nurses Inc.
Viviana Cristina Gianini
Full Text Available With several opportunities in the labor market, hence the professional secretary has the opportunity to perform in various industries. This is because of his knowledge and training multifunctional pluralistic in many areas of knowledge and the ability to organize, plan, execute and optimize tasks yet. He is currently responsible for valuable information, assume positions of leadership, executive and consultant in many situations a manager. This article aims to address information concerning the action of Professional Secretary in educational organizations and open space for discussion that this professional training for its comprehensive, is able to act in academic environments and not only in traditional enterprise settings. This work grounded in bibliographic study raises questions regarding the professional practice of executive secretary, interweaving their activities with those of the educational manager. The study results show that the professional executive secretary is able to perform their professional activities also in academic environment, given its pluralistic training, ensuring effective performance of functions corresponding to this segment.
Soler-González, J; Fernández de Sanmamed, M J; Gérvas, J
To make feasible and practical proposals to improve equality in the course of clinical care during the patient-provider encounter. Design: A focus group study was conducted with a qualitative approach from the perspective of reducing health inequalities in the clinic. Setting: A classroom discussion focused on equality in clinical work. Subjects: 98 professionals from several countries. Measurement tools: An analysis of the responses was performed, grouped by themes interpreted by analysts, and restructured to provide consistency and uniformity to responses given. Data were collected using a questionnaire with open answers, allowing free-form answers to three general questions that addressed improving equality from the perspective of the professional themselves, patients, and health policy managers. No saturation horizon of analytical discourses was set, to understand that from this subjective prioritization of opinion there is no possibility that discourses reached saturation. Responses were added to the 3 principal axes, recommending that professionals be aware of their discriminatory ability. Patients were asked to trust their health professionals and that they should be assigned to a professional. It was also proposed that managers provide information systems, help reduce health inequalities, and encourage professional freedom. The paper presents concrete measures to promote improved equality in clinics during the delivery of health care. Copyright © 2014 SECA. Published by Elsevier Espana. All rights reserved.
Gousset, Mickey; Krishnamoorthy, Ajoy
Get up to speed on Application Lifecycle Management (ALM) with Visual Studio 2010 through a combination of hands-on instruction and deep-dives. Microsoft has packed a lot of brand new testing and modeling tools into Visual Studio 2010, tools that previously were available only to Microsoft internal development teams. Developers will appreciate the focus on practical implementation techniques and best practices. A team of Microsoft insiders provides a nuts-and-bolts approach. This Wrox guide is designed as both a step-by-step guide and a reference for modeling, designing, and coordinating softw
Dias, Gisele Loise; Franco, Gianfábio Pimentel; Sarturi, Fernanda; Martins, Cleverson Antonio Ferreira
http://dx.doi.org/10.5902/2236130811318 The aim of this study was to analyze the behavior with respect to the correct classification of medical waste of nurses working at hospitals in two cities located in the north and northwest of the state of Rio Grande do Sul (Brazil). This is an exploratory-descriptive and cross-sectional study on medical waste management (MWM). It was found that the nurses have difficulty in identifying and sorting the waste according to the classification proposed in t...
Rajbhandari-Thapa, Janani; Bennett, Ashley; Keong, Farrah; Palmer, Wendy; Hardy, Trisha; Welsh, Jean
The goal of the Strong4Life School Nutrition Program is to promote healthy eating in school cafeterias in Georgia by training school nutrition managers and staff members to implement changes in the cafeteria to nudge children to make healthier choices. The objective of our study was to evaluate program effect on (1) school nutrition manager and staff member knowledge of evidence-based strategies and their self-efficacy to make positive changes, (2) the school cafeteria environment, and (3) National School Lunch Program participation. We assessed changes in participant knowledge, beliefs, and self-efficacy by administering a survey before and after training (February-July 2015); a follow-up survey (3 school months posttraining) assessed changes in the cafeteria. A total of 842 school nutrition managers and staff members were trained and completed pre- and posttraining surveys; 325 managers completed the follow-up survey. We used cafeteria records from a subsample of the first schools trained (40 intervention and 40 control) to assess National School Lunch Program participation. From pretraining to posttraining, we found a significant increase in manager and staff member (n = 842) knowledge of strategies for enhancing taste perception through the use of creative menu item names (from 78% to 95%, P cafeteria environment (from 91% to 96%, P 2 locations, P cafeteria managers and staff members in Smarter Lunchrooms Movement techniques may be an effective way to make changes in the school cafeteria environment to encourage healthier choices among students. Additional studies allowing time for more complex changes to be implemented are needed to assess the full effect of the program.
Jeon, Yun-Hee; Simpson, Judy M; Li, Zhicheng; Cunich, Michelle M; Thomas, Tamsin H; Chenoweth, Lynn; Kendig, Hal L
To evaluate the effectiveness of a leadership and management program in aged care. Double-blind cluster randomized controlled trial. Twelve residential and community-aged care sites in Australia. All care staff employed for 6 months or longer at the aged care sites were invited to participate in the surveys at 3 time points: baseline (time 1), 9 months from baseline (time 2), and 9 months after completion of time 2 (time 3) from 2011 to 2013. At each time point, at least 500 care staff completed a survey. At baseline (N = 503) the largest age group was 45 to 54 years (37%), and the majority of care staff were born in Australia (70%), spoke English (94%), and had at least completed secondary education (57%). A 12-month Clinical Leadership in Aged Care (CLiAC) program for middle managers, which aimed to further develop their leadership and management skills in creating positive workplace relationships and in enabling person-centered, evidence-based care. The primary outcomes were care staff ratings of the work environment, care quality and safety, and staff turnover rates. Secondary outcomes were care staff's intention to leave their employer and profession, workplace stress, job satisfaction, and cost-effectiveness of implementing the program. Absenteeism was excluded due to difficulty in obtaining reliable data. Managers' self-rated knowledge and skills in leadership and management are not included in this article, which focuses on care staff perceptions only. At 6 months after its completion, the CLiAC program was effective in improving care staff's perception of management support [mean difference 0.61, 95% confidence interval (CI) 0.04-1.18; P = .04]. Compared with the control sites, care staff at the intervention sites perceived their managers' leadership styles as more transformational (mean difference 0.30, 95% CI 0.09-0.51; P = .005), transactional (mean difference 0.22, 95% CI 0.05-0.39; P = .01), and less passive avoidant (mean difference 0.30, 95% CI 0
Full Text Available Objective – To measure the use of off-site storage for special collections materials and to examine how this use impacts core special collections activities. Design – Survey questionnaire containing both structured and open ended questions. Follow-up interviews were also conducted. Setting – Association of Research Libraries (ARL member institutions in the United States of America. Subjects – 108 directors of special collections. Methods – Participants were recruited via email; contact information was compiled through professional directories, web searches, and referrals from professionals at ARL member libraries. The survey was sent out on October 31, 2013, and two reminder emails were distributed before it closed three weeks later. The survey was created and distributed using Qualtrics, a research software that supports online data collection and analysis. All results were analyzed using Microsoft Excel and Qualtrics. Main Results – The final response rate was 58% (63 out of 108. The majority (51 participants, or 81% reported use of off-site storage for library collections. Of this group, 91% (47 out of 51 house a variety of special collections in off-site storage. The criteria most frequently utilized to designate these materials to off-site storage are use (87%, size (66%, format (60%, and value (57%. The authors found that special collections directors are most likely to send materials to off-site storage facilities that are established and in use by other departments at their home institution; access to established workflows, especially those linked to transit and delivery, and space for expanding collections are benefits. In regard to core special collections activities, results indicated that public service was most impacted by off-site storage. The authors discussed challenges related to patron use and satisfaction. In regard to management and processing, directors faced challenges using the same level of staff to maintain
Bleich, Sara N.; Bandara, Sachini; Bennett, Wendy; Cooper, Lisa A.; Gudzune, Kimberly A.
Objective 1) To determine the non-physician health profession perceived as best qualified to provide weight management; 2) To examine nutrition professionals’ current practice characteristics and perceived challenges and solutions for obesity care; and 3) To examine the association between nutrition professionals’ quality of training and self-efficacy in weight management. Design and methods We analyzed a 2014 national cross-sectional online survey of 500 U.S. non-physician health professionals (100 from each: nutrition, nursing, behavioral/mental health, exercise, pharmacy). Results Nutrition professionals most commonly self-identified as the most qualified group to help patients lose weight (92%), sentiments supported by other health professionals (57%). The most often cited challenge was lack of patient adherence (87%). Among nutrition professionals, 77% reported receiving high quality training in weight loss counseling. Nutrition professionals who reported high quality training were significantly more likely to report confidence (95% vs. 48%) and success (74% vs. 50%) in helping obese patients lose weight (pcounseling to obese patients. Yet, nutrition professionals’ receipt of high quality weight management training appears critical to their success in helping patients lose weight. PMID:25445319
Suzanne J. Snodgrass
Full Text Available The prevalence of obesity is increasing. The potential for allied health professionals to intervene through the provision of lifestyle advice is unknown. This study aimed to determine the knowledge, attitudes and practices of health professionals in the provision of dietary and physical activity advice for clients with overweight or obesity. Dietitians, exercise physiologists, nurses, occupational therapists, physiotherapists and psychologists (n = 296 working in New South Wales were surveyed using paper-based and online methods. The majority of health professionals (71% believed that providing weight management advice was within their scope of practice; 81% provided physical activity advice but only 57% provided dietary advice. Other than dietitians, few had received training in client weight management during their professional qualification (14% or continuing education (16%. Providing dietary advice was associated with: believing it was within their scope of practice (OR 3.9, 95% CI 1.9–7.9, p < 0.01, training during their entry-level qualification (OR 7.2, 3.2–16.4, p < 0.01 and having departmental guidelines (OR 4.7, 2.1–10.9, p < 0.01. Most health professionals are willing to provide lifestyle advice to clients with overweight or obesity but few have received required training. Developing guidelines and training for in client weight management may potentially impact on rising obesity levels.
Rostow, Eugene V.
A staff paper to the President's Task Force on Communications Policy analyses the use of the electromagnetic spectrum for communications and suggests improvements. The evolution of spectrum use and its present federal management are described together with the problem of achieving efficient use in the areas of electromagnetic congestion. Criticism…
Hensel, Kai O.; van den Bruck, Rhea; Klare, Ingo; Heldmann, Michael; Ghebremedhin, Beniam; Jenke, Andreas C.
In the course of a hospital management takeover, a microbial outbreak took place in a tertiary neonatal intensive care unit (NICU). Here, we characterize the outbreak and its management. About 4 months prior to takeover, there was a sharp increase in positive isolates for MSSA and multidrug-resistant organisms (MDROs). Simultaneously, the nursing staff sick leave rate increased dramatically which directly correlated with the number of infection/colonization per week (r2 = 0.95, p = 0.02). During the following months we observed several peaks in positive isolates of methicillin-sensitive staphylococcus aureus (MSSA), MDROs and subsequently a vancomycin-resistant enterococcus (VRE) outbreak. Interventional outbreak management measures were only successful after substantial recruitment of additional nursing staff. None of the VRE, but 44% (n = 4) of MDRO and 32% (n = 23) of MSSA colonized infants developed symptomatic infections (p = 0.02). Among the latter, 35% suffered from serious consequences such as osteomyelitis. The most important risk factors for colonization-to-infection progression were low gestational age and birth weight. Nursing staff fluctuation poses a substantial risk for both bacterial colonization and infection in neonates. Comprehensive outbreak management measures are only successful if adequate nursing staff is available. Non resistant strains account for most neonatal infections – possibly due to their limited perception as being harmful. PMID:28322345
Odusola, A.O.; Stronks, K.; Hendriks, M.E.; Schultsz, C.; Akande, T.; Osibogun, A.; van Weert, H.; Haafkens, J.A.
Background: Hypertension is a highly prevalent risk factor for cardiovascular diseases in sub-Saharan Africa (SSA) that can be modified through timely and long-term treatment in primary care. Objective: We explored perspectives of primary care staff and health insurance managers on enablers and
Odusola, Aina O.; Stronks, Karien; Hendriks, Marleen E.; Schultsz, Constance; Akande, Tanimola; Osibogun, Akin; Weert, Henk van; Haafkens, Joke A.
Background Hypertension is a highly prevalent risk factor for cardiovascular diseases in sub-Saharan Africa (SSA) that can be modified through timely and long-term treatment in primary care. Objective We explored perspectives of primary care staff and health insurance managers on enablers and
Roelofs, Erik; And Others
A quasi-experimental, treatment-control group investigation was designed to test the effects on Dutch primary school teachers of the staff development program "Dealing with Mixed-Age Classes." Research findings from mixed-age classes, effective teaching, and classroom management and organization were translated into teaching behaviors.…
Laing, Brian Yoshio; Dixit, Ravi K; Berry, Sandra H; Steers, W Neil; Brook, Robert H
Unit-based teams (UBTs), initially developed by Kaiser Permanente and affiliated unions, are natural work groups of clinicians, managers, and frontline staff who work collaboratively to identify areas for improvement and implement solutions. We evaluated the UBT model implemented by the Los Angeles County Department of Health Services in partnership with its union to engage frontline staff in improving patient care. We conducted a quasi-experimental study, comparing surveys at baseline and 6 months, among personnel in 10 clinics who received UBT training to personnel in 5 control clinics. We also interviewed staff from 5 clinics that received UBT training and 3 control clinics. We conducted 330 surveys and 38 individual, semi-structured interviews with staff at an outpatient facility in South Los Angeles. Each UBT leader received an 8-hour training in basic performance improvement methods, and each UBT was assigned a team "coach." Our outcome measure was 6-month change in the "adaptive reserve" score, the units' self-reported ability to make and sustain change. We analyzed transcripts of the interviews to find common themes regarding the UBT intervention. The survey response rate was 63% (158/252) at baseline and 75% (172/231) at 6 months. There was a significant difference-in-change in adaptive reserve between UBTs and non-UBTs at 6 months (+0.11 vs -0.13; P = .02). Nine of the 10 UBTs reported increases in adaptive reserve and 8 UBTs reported decreased no-show rates or patient length of stay in clinic. Staff overwhelmingly felt the UBTs were a positive intervention because it allowed all levels of staff to have a voice in improvement. Our results indicate that partnership between management and unions to engage frontline staff in teams may be a useful tool to improve delivery of health care in a safety-net setting.
Andréia de Abreu
Full Text Available Supply Chain Management can be seen as a way to achieve integration of all corporate functions. In practice, Supply Chain Management is complex and characterized by numerous activities spread over multiple functions and organizations, which pose challenges to reach effective implementation. Based on literature review, the objective of this paper is to present the theoretical indications regarding professional profile recommended for the Supply Chain Management and discuss the role of these professionals in cross-functional business processes. The literature review demonstrated a growing interest in the thematic, especially because the “soft” aspects (human and behavioral to achieve supply chain internal and external integration. All functions must be involved in Supply Chain Management and supply chain managers have a critical role to play: challenge the supremacy of functions in the organizational structure, implementing the practice of "horizontal work" through cross-functional teams. Overall, this research contributes to academic and practical professionals by the description of the job profile of the supply chain managers and presentation of forms to achieve internal integration.
Desimone, Laura; Porter, Andrew C.; Birman, Beatrice F.; Garet, Michael S.; Yoon, Kwang Suk
Examined policy mechanisms and processes that districts used to provide high quality inservice professional development to teachers. Data from a national probability sample of professional development coordinators in districts that received federal funding for professional development highlighted specific management and implementation strategies…
Reiger, Kerreen; Keleher, Helen
Drawing on research into cultural and organizational change in the Victorian Maternal and Child Health Service during the 1990s, this paper examines implications for the nursing leadership provided by service coordinators. The project included a quantitative survey of nurses and semistructured interviews with managers and coordinators. Under a strongly neo-liberal state government in Victoria, Australia, services were fundamentally restructured through tendering processes. A competitive, productivist culture was introduced that challenged the professional ethos of nurses and a primary health orientation to the care of mothers and infants. This paper focuses on the pressures that the entrepreneurial environment presented to maternal and child health nurses' identity and collegial relations and to the coordination role. It argues that coordinators emerged as a significant nursing management group at the interface of administrative change and the management of professional practice. Although many nurses skillfully negotiated tensions with peers and management, their leadership role needs further clarification and support.
Doronin Andrii V.
Full Text Available The preconditions and problems of developing the concept of the study and transformation of collective professional mobility of management personnel are generalized. The necessity of specifying the content and structure of the scientific and methodological concept of «paradigm» is justified. The possibility of using philosophy and economic theory to determine the initial ideas on the development of technique for studying collective professional mobility of management personnel are analyzed; contradictions, which resolution would create a constructive theoretical basis of such a study are revealed. The need to focus on the interdisciplinary approach in the development of the conceptual preconditions of studying collective professional mobility is substantiated. The versions of the world view allowing to ensure productive discussions of representatives of various scientific disciplines at the phenomenological stage of building a new paradigm are developed.
Nancy J Adler; Susan Bartholomew
Increasing global competition is changing the nature of knowledge needed for international human resource management. This article assesses the publishing trends in international organizational behaviour and human resource management (OB/HRM) and interprets their implications for conducting transnational business. A review of over 28,000 articles in seventy-three academic and professional journals identified three important trends in international OB/HRM: first, the focus has shifted from sin...
Remove of the staff association office The Staff Association offices are going to be renovated during the coming four months, February to May 2014. The physical move from our current premises 64/R-002 to our temporary office in 510/R-010 will take place on Friday January 31st, so the Secretariat will be closed on that day. Hence, from Monday February 3rd until the end of May 2014 the Staff Association Secretariat will be located in 510/R-010 (entrance just across the CERN Printshop).
Full Text Available Conditions and problems of the formation of рrofessionally significant qualities in the process of professional training of future managers of foreign economic activity are determined in the following article. For this purpose certain patterns in the formation of рrofessionally significant qualities in the process of professional training of future managers of foreign economic activity in such countries as Germany, France, Great Britain, the USA in comparison to the Ukrainian pattern have been analysed and observed. In the course of research work common and different traits in studying system, curriculum, credit division, subject teaching in Ukrainian and foreign system of education have been defined. Peculiarities of professional training of foreign specialists and the set of competences of future managers have been specified. In conclusion, faults and problems of the Ukrainian system, steps to their solutions and changes through the positive charachteristics of professional training and quality of education in foreign universities have been determined.
McEwen, Lindsey; Stokes, Alison; Crowley, Kate; Roberts, Carolyn
This paper explores role-play pedagogies in learning and communicating about cutting-edge flood science by flood risk management professionals in local government. It outlines role-play process/structure and evaluates participant perceptions of their learning experiences. Issues were impacts of prior role-play experience on attitudes brought to…
Stumann, Cathy Brown; Gamborg, Christian
Over 25 years ago, the ‘wicked problems’ concept was introduced into forestry to describe the increasingly complex work situations faced by many natural resource management (NRM) professionals and at the same time the demand and frequency of public involvement in NRM issues also grew. Research...
Taiwo Adeleke, Ibrahim; Hakeem Lawal, Adedeji; Adetona Adio, Razzaq; Adisa Adebisi, AbdulLateef
There is a lack of effective health information management systems in Nigeria due to the prevalence of cumbersome paper-based and disjointed health data management systems. This can make informed healthcare decision making difficult. This study examined the information technology (IT) skills, utilisation and training needs of Nigerian health information management professionals. We deployed a cross-sectional structured questionnaire to determine the IT skills and training needs of health information management professionals who have leadership roles in the nation's healthcare information systems (n=374). It was found that ownership of a computer, level of education and age were associated with knowledge and perception of IT. The vast majority of participants (98.8%) acknowledged the importance and relevance of IT in healthcare information systems and many expressed a desire for further IT training, especially in statistical analysis. Despite this, few (8.1 %) worked in settings where such systems operate and there exists an IT skill gap among these professionals which is not compatible with their roles in healthcare information systems. To rectify this anomaly they require continuing professional development education, especially in the areas of health IT. Government intervention in the provision of IT infrastructure in order to put into practice a computerised healthcare information system would therefore be a worthwhile undertaking.
Romi, Shlomo; Salkovsky, Merav; Lewis, Ramon
This investigation was designed to determine whether there are significant relationships between the reasons teachers provide for aggressive classroom management techniques and the type of professional education created to help them reduce their reliance on such techniques. The study reports data from a survey of 192 Australian teachers showing…
Bish, Adelle J.; Newton, Cameron J.; Browning, Vicky; O'Connor, Peter; Anibaldi, Renata
Engineering asset management (EAM) is a rapidly growing and developing field. However, efforts to select and develop engineers in this area are complicated by our lack of understanding of the full range of competencies required to perform. This exploratory study sought to clarify and categorise the professional competencies required of individuals…
Nir, Adam E.
Examined how the introduction of school-based management (SBM) in Israeli schools and the authority thereby delegated to principals to hire and dismiss supervision instructors (professional development experts) have changed these instructors' role expectations and job conflict. Found that the discrepancy among role expectations increased, as did…
Memmel, Martin; Ras, Eric; Weibelzahl, Stephan; Burgos, Daniel; Olmedilla, Daniel; Wolpers, Martin
Memmel, M., Ras, E., Weibelzahl, S., Burgos, D., Olmedilla, D., & Wolpers, M. (2006). Joint International Workshop on Professional Learning, Competence Development and Knowledge Management - LOKMOL and L3NCD. Proceedings of ECTEL 2006. October 2nd-4th, Crete, Greece. Retrieved October 2nd, 2006,
Stummann, C. B.; Gamborg, C.
Over 25 years ago, the "wicked problems" concept was introduced into forestry to describe the increasingly complex work situations faced by many natural resource management (NRM) professionals and at the same time the demand and frequency of public involvement in NRM issues also grew. Research on the impact of these changes for NRM…
Qiu, Xiao Ling
Business education has been booming in China due to the increasing demand of business graduates since China's economic reform. Chinese health care professionals are eager for business education to improve their competencies. The purpose of the study was to investigate the determinants of a successful health care management program for Chinese…
Gray, C.M.; Hunt, K.; Mutrie, N.; Anderson, A.S.; Treweek, S.; Wyke, S.
BACKGROUND: The prevalence of male obesity is increasing, but men are less likely than women to attend existing weight management programmes. We have taken a novel approach to reducing perceived barriers to weight loss for men by using professional football (soccer) clubs to encourage participation
Downs, R. R.; Chen, R. S.
Improved capabilities of information and communication technologies (ICT) enable the development of new systems and applications for collecting, managing, disseminating, and using scientific data. New knowledge, skills, and techniques are also being developed to leverage these new ICT capabilities and improve scientific data management practices throughout the entire data lifecycle. In light of these developments and in response to increasing recognition of the wider value of scientific data for society, government agencies are requiring plans for the management, stewardship, and public dissemination of data and research products that are created by government-funded studies. Recognizing that data management and dissemination have not been part of traditional science education programs, new educational programs and learning resources are being developed to prepare new and practicing scientists, data scientists, data managers, and other data professionals with skills in data science and data management. Professional development and training programs also are being developed to address the need for scientists and professionals to improve their expertise in using the tools and techniques for managing and preserving scientific data. The Geospatial Data Preservation Resource Center offers an online catalog of various open access publications, open source tools, and freely available information for the management and stewardship of geospatial data and related resources, such as maps, GIS, and remote sensing data. Containing over 500 resources that can be found by type, topic, or search query, the geopreservation.org website enables discovery of various types of resources to improve capabilities for managing and preserving geospatial data. Applications and software tools can be found for use online or for download. Online journal articles, presentations, reports, blogs, and forums are also available through the website. Available education and training materials include
Oorsouw, W.M.W.J. van; Embregts, P.J.C.M.; Bosman, A.M.T.; Jahoda, A.
Background Helping staff serving clients with intellectual disability and challenging behaviour to cope with stress has implications for their own well-being and for the lives of those they support. Method This study examined staff members' views of stress and the effectiveness of a
Odusola, Aina O; Stronks, Karien; Hendriks, Marleen E; Schultsz, Constance; Akande, Tanimola; Osibogun, Akin; van Weert, Henk; Haafkens, Joke A
Hypertension is a highly prevalent risk factor for cardiovascular diseases in sub-Saharan Africa (SSA) that can be modified through timely and long-term treatment in primary care. We explored perspectives of primary care staff and health insurance managers on enablers and barriers for implementing high-quality hypertension care, in the context of a community-based health insurance programme in rural Nigeria. Qualitative study using semi-structured individual interviews with primary care staff (n = 11) and health insurance managers (n=4). Data were analysed using standard qualitative techniques. Both stakeholder groups perceived health insurance as an important facilitator for implementing high-quality hypertension care because it covered costs of care for patients and provided essential resources and incentives to clinics: guidelines, staff training, medications, and diagnostic equipment. Perceived inhibitors included the following: high staff workload; administrative challenges at facilities; discordance between healthcare provider and insurer on how health insurance and provider payment methods work; and insufficient fit between some guideline recommendations and tools for patient education and characteristics/needs of the local patient population. Perceived strategies to address inhibitors included the following: task-shifting; adequate provider payment benchmarking; good provider-insurer relationships; automated administration systems; and tailoring guidelines/patient education. By providing insights into perspectives of primary care providers and health insurance managers, this study offers information on potential strategies for implementing high-quality hypertension care for insured patients in SSA.
Aina O. Odusola
Full Text Available Background: Hypertension is a highly prevalent risk factor for cardiovascular diseases in sub-Saharan Africa (SSA that can be modified through timely and long-term treatment in primary care. Objective: We explored perspectives of primary care staff and health insurance managers on enablers and barriers for implementing high-quality hypertension care, in the context of a community-based health insurance programme in rural Nigeria. Design: Qualitative study using semi-structured individual interviews with primary care staff (n = 11 and health insurance managers (n=4. Data were analysed using standard qualitative techniques. Results: Both stakeholder groups perceived health insurance as an important facilitator for implementing high-quality hypertension care because it covered costs of care for patients and provided essential resources and incentives to clinics: guidelines, staff training, medications, and diagnostic equipment. Perceived inhibitors included the following: high staff workload; administrative challenges at facilities; discordance between healthcare provider and insurer on how health insurance and provider payment methods work; and insufficient fit between some guideline recommendations and tools for patient education and characteristics/needs of the local patient population. Perceived strategies to address inhibitors included the following: task-shifting; adequate provider payment benchmarking; good provider–insurer relationships; automated administration systems; and tailoring guidelines/patient education. Conclusions: By providing insights into perspectives of primary care providers and health insurance managers, this study offers information on potential strategies for implementing high-quality hypertension care for insured patients in SSA.
Campling, N; Richardson, A; Mulvey, M; Bennett, M; Johnston, B; Latter, S
Pain is a frequently reported symptom by patients approaching the end of life and well-established that patients and carers hold fears relating to opioids, and experience side effects related to their use. The management of medicines is intrinsic to achieving effective pain relief. The concept of self-management support whilst well characterised in the context of chronic illness has not been elaborated with respect to end of life care. To identify patient, carer and professional views on the concept of self-management support at end of life, specifically in relation to analgesia and related medicines (for side-effect management) in order to describe, characterise and explain self-management support in this context. Qualitative design, data collection methods involved focus groups and interviews. Topics included the meaning of self-management support in this context, roles and behaviours adopted to manage pain-related medicines, and factors that influence these. A largely deductive approach was used, involving verification and validation of key frameworks from the literature, but with capacity for new findings to emerge. Participants were drawn from two different localities in England, one North, the other South. Interviews with patients and carers took place in their own homes and focus groups with healthcare professionals were held at local hospices. 38 individuals participated. 15 patients, in the last year of life, and 4 carers under the care of community-based specialist palliative care services and 19 specialist palliative care health professionals (predominantly community palliative care nurses). The concept of self-management support had salience for patients, carers and specialist nurses alongside some unique features, specific to the end of life context. Specifically self-management was identified as an ever-changing process enacted along a continuum of behaviours fluctuating from full to no engagement. Disease progression, frequent changes in symptoms and
Allied health professionals treat clients in varying degrees of distress with complex needs in a wide range of services. A client could be experiencing a chronic or life-changing illness, have a trauma from a critical event, have preexisting mental illness, be dealing with significant health or personal loss, be using substances, or experiencing a depression. At some point an allied health professional will treat a client who may have a diagnosed depression, appear depressed, or have thoughts of suicide. Mental health of clients is everyone's responsibility, especially those working in health. This article aims to increase allied health professionals' understanding of some risk factors and clinical features a client at risk may have and will discuss some initial options of management. It is recommended the allied health professional and organisation be aware of risk factors for suicide but not rely too heavily on risk screening. The worker should have basic skills in recognising poor mood and have a list of useful questions to ask in a crisis. Know your local crisis and supportive mental health services, create links with them, have ongoing professional education and protocols for managing clients at-risk, and be acutely aware of your role and limitations.
Rui Manuel Lima
Full Text Available Abstract The engineering professional profiles have been discussed by several branches of the engineering field. On the one hand, this discussion helps to understand the professional practice and contributes to the specification of the competences that are suitable for each function and company culture. On the other hand, it is an essential starting point for the definition of curricula in engineering schools. Thus, this study aims to characterize, in an innovative way based on job advertisements, the demand for competences and areas of practice for Industrial Engineering and Management contributing for the definition of a professional profile. This characterization is based on the analysis of 1391 job advertisements, collected during seven years from a Portuguese newspaper. The data analysis takes into account the job description in which two categories were considered: areas of professional practice (e.g. project management and transversal competences (e.g. teamwork. Considering the total number of job advertisements, it was possible to identify 1,962 cumulative references for 11 professional practice areas and 5,261 cumulative references for transversal competences. The contribution of this study lies on the identification of the main areas of practice and the main transversal competences demanded by employers.
Association du personnel
The Staff Association, your representative with the Management and the Member States The article VII 1.01 of the Staff Rules and Regulations (SR&R) provides that “the relations between the Director-General and the personnel shall be established either on an individual basis or on a collective basis with the Staff Association as intermediary”. This essential role of the Staff representatives, of being the spokesperson of the entire staff of the Organization vis-à-vis the Director-General and the Members States, is achieved through regular participation in the various joint advisory committees defined in the SR&R. The most important are the Standing Concertation Committee and the TREF, tripartite forum where your representatives meet with the Member States delegates, in the presence of the Management, to explain the position of the staff on the various issues concerning employment conditions. The Finance Committee also gives the opportunity to the Staff Association to ...
Silove, Derrick; Rees, Susan; Tam, Natalino; Liddell, Belinda; Zwi, Anthony
The task of staff capacity building is particularly important, albeit challenging, in low and middle income countries emerging from prolonged periods of persecution and conflict. Mental health professionals engaged in development and research projects are acutely aware of the impact of past and current conditions including trauma exposure, insecurity, and poverty on the capacity of local workers to acquire and apply skills. In this article we reflect on these challenges by drawing on our experience spanning 10 years of mental health work and capacity building in Timor-Leste. It is important to be proactive in identifying the needs and career objectives of workers early in any development initiative so that an effective program of capacity building can be initiated. Careful consideration needs to be given to ensure a compassionate and considered response to the psychosocial needs of staff, one that takes into account the impact of past trauma, ongoing insecurity and socioeconomic conditions on the capacity of workers to function effectively.
The article presents the experiences from the continued academic education in Environmental Management at DTU and identifies the demands that these types of professional educations forces on universities.......The article presents the experiences from the continued academic education in Environmental Management at DTU and identifies the demands that these types of professional educations forces on universities....
Phrónêsis or practical wisdom is an important element of Aristotelian virtue ethics. This paper is an attempt to study what is meant by Phrónêsis, how it might be understood, reinterpreted, applied, and extended in contemporary professional management practice and its role in enhancing professional excellence in modern managers. Phrónêsis can…
In recent years the use of geographic information systems (GIS) in healthcare has expanded rapidly. Although the use of GIS has increased quickly, very little consensus has been reached on which healthcare professionals are best suited to be trained in and use GIS. A moderate amount of research has addressed the use of GIS in healthcare, but very little research has addressed selecting and training healthcare professionals in the area of GIS. As the use of GIS becomes more closely tied to electronic health records (EHRs), the thought arises that those best versed in EHRs, health information management (HIM) professionals, would be best suited to take on the GIS role. This mixed-methods study explored the current status of HIM professionals' role in GIS as well as the extent to which GIS is being taught in health information educational programs. Although the findings indicate that few HIM professionals are currently using GIS in their jobs and few HIM programs are currently teaching GIS, there is interest in GIS in the future for HIM professionals and in HIM educational programs.
Lauvergeon, S; Burnand, B; Peytremann-Bridevaux, I
A reorganization of healthcare systems is required to meet the challenge of the increasing prevalence of chronic diseases, e.g. diabetes. In North-America and Europe, several countries have thus developed national or regional chronic disease management programs. In Switzerland, such initiatives have only emerged recently. In 2010, the canton of Vaud set up the "Diabetes Cantonal Program", within the framework of which we conducted a study designed to ascertain the opinions of both diabetic patients and healthcare professionals on the elements that could be integrated into this program, the barriers and facilitators to its development, and the incentives that could motivate these actors to participate. We organized eight focus-groups: one with diabetic patients and one with healthcare professionals in the four sanitary areas of the canton of Vaud. The discussions were recorded, transcribed and submitted to a thematic content analysis. Patients and healthcare professionals were rather in favour of the implementation of a cantonal program, although patients were more cautious concerning its necessity. All participants envisioned a set of elements that could be integrated to this program. They also considered that the program could be developed more easily if it were adapted to patients' and professionals' needs and if it used existing structures and professionals. The difficulty to motivate both patients and professionals to participate was mentioned as a barrier to the development of this program however. Quality or financial incentives could therefore be created to overcome this potential problem. The identification of the elements to consider, barriers, facilitators and incentives to participate to a chronic disease management program, obtained by exploring the opinions of patients and healthcare professionals, should favour its further development and implementation. Copyright © 2013. Published by Elsevier Masson SAS.
Lerum, Sverre Vigeland; Solbraekke, Kari Nyheim; Frich, Jan C
Motor neurone disease (MND) is a progressive neurological disease causing muscle wasting, gradual paralysis and respiratory failure, with a life expectancy of 2-4 years. In order to better understand how MND is managed in the community, we conducted a qualitative study to explore the challenges healthcare professionals encounter when managing MND in primary healthcare. Based on data from 15 semi-structured interviews with primary healthcare professionals in Norway, we found that MND is viewed as a condition that requires exceptional effort and detailed planning. Healthcare professionals reported five main challenges in managing MND in primary healthcare: (i) building relationships with those giving and receiving care in the home; (ii) preventing caregiver burnout and breakdown; (iii) providing tailored care; (iv) ensuring good working conditions in patients' homes; and (v) recruiting and retaining qualified nursing assistants. Healthcare professionals reported needing working conditions that allow them to tailor their approach to the personal, emotional and existential nature of care preferences of those living with MND. However, people with MND and their families were sometimes perceived by healthcare professionals to prefer a strictly task-focused relationship with care providers. Such relationships limited the healthcare professionals' control over the MND trajectory and their capacity to prevent family caregiver burnout and breakdown. Adequate resources, along with training and support of nursing assistants, may increase the continuity of nursing assistants. Responsiveness to patient and family needs may enhance collaboration and promote tailored primary care and support for patients with MND and their families. © 2017 John Wiley & Sons Ltd.
Rees, Susan; Glynn, Michele; Moore, Rebecca; Rankin, Rebecca; Stevens, Linda
Professional certification is desirable for nursing staff and leaders to demonstrate high levels of knowledge and expertise. Nurse managers can be role models for staff by attaining certification. The organization highlighted in this article developed a process that included an in-house nurse manager certification review course resulting in increased certification rates from 33% to 50% for nurse managers in a 14-month period.
Kulkamp, Irene Clemes; Barbosa, Camila Goulart; Bianchini, Karine Cargnin
Pain is a public health problem whose management shows a series of deficiencies. This study evaluates both perception and knowledge of pharmacists, physicians and nurses about pain management and aspects related to utilization of opioids such as legislation, side effects, creeds, fear and prejudice. This exploratory qualitative study was conducted by means of focal interviews of a stratified random sample composed by thirty pharmacists, physicians and nurses. The results show that the health professionals, although being familiar with some aspects, need to acquire more knowledge about this subject. Pharmacists and physicians showed more knowledge about side effects while nurses knew more about analgesic scales. Some subjective aspects regarding opioid utilization observed in the study, among others fear and prejudice, might be contributing to the under-utilization of these drugs. There is an undeniable need for a multi-disciplinary approach of health professionals for managing pain and improving the quality of life of the patients.
Müller, Oliver; Schmiedel, Theresa; Gorbacheva, Elena
-related job advertisements in order to develop a typology of BPM professionals. This empirical analysis reveals distinct ideal types and profiles of BPM professionals on several levels of abstraction. A closer look at these ideal types and profiles confirms that BPM is a boundary-spanning field that requires......While researchers have analysed the organisational competences that are required for successful Business Process Management (BPM) initiatives, individual BPM competences have not yet been studied in detail. In this study, latent semantic analysis is used to examine a collection of 1507 BPM...
Lect. Ph. D. Priti Jain
Full Text Available As a result of global environmental change, global warming is the greatest environmental challenge in the 21st century. It could lead to the ultimate end of existence of earth and man. Potential catastrophic effects on the environment and for human life are one of the biggest concerns and most widely discussed issues in the world. This paper will explore how Information Professionals can build knowledge management related to global warming and thus make their contribution towards a sustainable environment. With a brief discussion of causes, effects, solutions and challenges related to global warming, the conclusion suggests a way forward for librarians and information professionals.
Collins, Sandra K
Complex economic factors require health care professionals to possess multiple skills. Although controversial, some characteristics associated with Machiavellianism may be needed for the maintenance of organizational solvency. A study was conducted to determine the differences between aspiring health care managers and patient care professionals regarding Machiavellian tendencies. The results of the study indicate a significant mix of Machiavellian traits exists within both groups and that these need to be both cultivated and controlled. Efforts should be made to increase some Machiavellian tendencies such as risk taking and creativity while extinguishing counterproductive traits that lead to unethical decision making.
Research is such an important subject for information professionals that there will always be a need for effective guides to it. Research skills are a prerequisite for those who want to work successfully in information environments, an essential set of tools which enable information workers to become information professionals. This book focuses on producing critical consumers of research. It also goes some way towards producing researchers in the fields of information management and systems.The first edition of this book was enthusiastically received by researchers, students and information pr
Girman Alla P.
Full Text Available The article is aimed at generalizing and systematizing various knowledge, related to evaluation of staff, on a common theoretical-methodological basis. Concept, objectives, directions, methods, and indicators for evaluating staff in the contemporary economy were analyzed. The topicality of using the theoretical developments on staff evaluation in actual practice of functioning of enterprises has been substantiated. A new approach to the procedure of evaluation of the total human resource of enterprise, based on the life cycle of organization, has been proposed. On the basis of the proposed scientific algorithmic step-by-step approach to the evaluation of staff, managers of companies can design their own models for staff evaluation, develop its separate elements. Prospects for further researches in this direction involve relation of staff evaluation to the life cycle of employee no less than the life cycle of enterprise. Management of the life cycle of employee represents methods for management of his development that would change the level of the employee’s professional maturity as result of a system impact.
Hälleberg Nyman, Maria; Forsman, Henrietta; Ostaszkiewicz, Joan; Hommel, Ami; Eldh, Ann Catrine
To describe what nursing and rehabilitation staff know and do with regard to urinary incontinence and risk of urinary incontinence in patients 65 years or older undergoing hip surgery. Urinary incontinence is a common but often neglected issue for older people. Despite the existence of evidence-based guidelines on how to assess, manage and prevent urinary incontinence, there are indications that these guidelines are not applied in hospital care. A qualitative study with descriptive design was conducted in two orthopaedic units. Forty-six interviews and 36 observations of care were conducted from January-October 2014 and analysed with qualitative content analysis. Enrolled nurses performed most of the care related to bladder function, with focus on urinary catheterisation and preventing urinary tract infection and urinary retention. Registered nurses' role in urinary matters mainly comprised documentation, while the rehabilitation staff focused on making it possible for the patient to be independent in toileting. The nursing staff considered urinary incontinence a common condition for older people and that it was convenient for the patients to have an indwelling catheter or incontinence pad/pant, although they acknowledged some of the risks associated with these procedures. Urinary incontinence is not a priority in orthopaedic care, and urinary incontinence guidelines are not applied. Further, attitudes and actions are mainly characterised by a lack of urinary incontinence knowledge and the nursing and rehabilitation staff do not take a team approach to preventing and managing urinary incontinence. An increased focus on knowledge on urinary incontinence and evidence-based guidelines is needed. To secure evidence-based practice, the team of nursing and rehabilitation staff and managers must be aligned and work actively together, also including the patient in the team. © 2016 John Wiley & Sons Ltd.
Full Text Available Abstract Background Violence is frequent towards nurses in forensic mental health hospitals. Implications of this high risk environment have not been systematically explored. This paper explores occurrence of symptoms on post traumatic stress and their relationship to professional quality of life. Methods Self report questionnaires assessing symptoms of post traumatic stress and professional quality of life were distributed among psychiatric nurses in a high security forensic psychiatric unit with high frequency of violent behaviour. Relationships between post traumatic stress symptoms, forensic nursing experience, type of ward and compassion satisfaction, burnout and compassion fatigue were explored. Results The prevalence of post traumatic stress symptoms was low. Low scores were found on compassion satisfaction. Length of psychiatric nursing experience and low scores on compassion satisfaction were correlated to increased post traumatic stress symptoms. Conclusion Although high violence frequency, low rate of post traumatic stress symptoms and low compassion satisfaction scores was found. High staff/patient ratio and emotional distance between staff and patients are discussed as protective factors.
Full Text Available Identifying, evaluating, and controlling workplace hazards are important functions of safety professionals (SPs. The purpose of this study was to investigate the content and frequency of hazard management dealt by safety professionals in colleges. The authors also explored the effects of organizational factors/individual factors on SPs’ perception of frequency of hazard management. The researchers conducted survey research to achieve the objective of this study. The researchers mailed questionnaires to 200 SPs in colleges after simple random sampling, then received a total of 144 valid responses (response rate = 72%. Exploratory factor analysis indicated that the hazard management scale (HMS extracted five factors, including physical hazards, biological hazards, social and psychological hazards, ergonomic hazards, and chemical hazards. Moreover, the top 10 hazards that the survey results identified that safety professionals were most likely to deal with (in order of most to least frequent were: organic solvents, illumination, other chemicals, machinery and equipment, fire and explosion, electricity, noise, specific chemicals, human error, and lifting/carrying. Finally, the results of one-way multivariate analysis of variance (MANOVA indicated there were four individual factors that impacted the perceived frequency of hazard management which were of statistical and practical significance: job tenure in the college of employment, type of certification, gender, and overall job tenure. SPs within colleges and industries can now discuss plans revolving around these five areas instead of having to deal with all of the separate hazards.
Full Text Available Background: Hospitals are the centre of cure and also the important centres of infectious waste generation. Effective management of Biomedical Waste (BMW is not only a legal necessity but also a social responsibility. Aims and Objectives: To assess the knowledge and practice in managing the biomedical wastes among nursing staff and student nurses in RIMS, Ranchi. Materials and methods: The study was conducted at RIMS, Ranchi from Oct 2013 to March 2014 (6 months. It was a descriptive, hospital based, cross-sectional study. A total of 240 nurses participated in the present study, randomly chosen from various departments A pre-designed, pre-tested, structured proforma was used for data collection after getting their informed consent. Self-made scoring system was used to categorize the participants as having good, average and poor scores. Data was tabulated and analyzed using percentages and chi-square test. Results: The knowledge regarding general information about BMW management was assessed(with scores 0-8,it was found that level of knowledge was better in student nurses than staff nurses as student nurses scored good(6-8correct answers in more than half of the questions (65%.Whereas staff nurses scored good in only 33.33% questions. When the practical information regarding the BMW management is assessed (with scores 0-8, it was found that staff nurses had relatively better practice regarding BMW management than students as they scored good(6-8correct answers in 40% and 30% respectively. Conclusion: Though overall knowledge of study participants was good but still they need good quality training to improve their current knowledge about BMW.
O. M. Gyshchina
development of pedagogical staff. The experience of Togliatti State University of MOOC approbation is briefly summarized.Practical significance. The authors consider MOOC as a future-oriented form of e-learning in network professional communities. The proposed innovative model of professional development of pedagogical staff allows to quickly realize the progressive pedagogical ideas, and to apply the tutorials created on the basis of modern information and communication tools. This model can be used by managers of inter-industry institutes of professional development and professional retraining of personnel.
Lux, Kathleen M; Hutcheson, Jane B; Peden, Ann R
The purpose of this qualitative descriptive study was to identify educational strategies that can prepare new graduates to manage disruptive behavior (DB) in the workplace. DB is any inappropriate behavior, confrontation, or conflict - ranging from verbal abuse to sexual harassment - that harms or intimidates others to the extent that quality of care or patient safety could be compromised. Individual interviews were conducted with nine staff nurses currently in practice in acute care settings in the United States. Staff nurses recommended educational strategies that focused on communication skills for professional practice. These included learning how to communicate with hostile individuals, and giving and receiving constructive criticism. Descriptions that participants provided about their work culture were an unexpected finding that has relevance for nurse educators as they prepare students for transition to practice Nurses described lack of management support and intervention for DB situations, personality clashes with coworkers, and devaluation of nursing work as affecting professional practice. Copyright © 2013 Elsevier Ltd. All rights reserved.
Simpson, Grahame; Anwar, Samir; Wilson, Joan; Bertapelle, Tanya
To evaluate the effectiveness of a staff sexuality training programme as a means of improving the rehabilitative management of client sexual health concerns after neurological disability. A prospective controlled pre- and posttest evaluation design with six-month follow-up. Seventy-four multidisciplinary rehabilitation and disability staff who attended a two-day workshop, and a control group of 25 staff members who did not receive the training. Two workshops were held at major rehabilitation centres in the North and South Islands of New Zealand respectively. The Sex Attitude Scale, as well as three purpose-designed measures including an objective knowledge test, a self-rating inventory of skills and clinical activity, and a single-item measure of the degree of staff comfort. Workshop participants showed significant increases in knowledge, skills and comfort comparing pre-to post-workshop scores. A number of these gains were maintained at the six-month follow-up. There was an associated increase in the level of reported staff activity in addressing patient/client sexual health concerns in the six months to follow-up, compared to a similar time period preceding the workshop. In contrast, the control group had similar pre-workshop scores to the workshop participants, but recorded no increase on the measures, or in their level of reported activity, at the six-month follow-up. The programme showed initial promise as an effective intervention in upgrading the capacity of staff working in rehabilitation and disability agencies to address the sexual health concerns of their patients/clients.
Galina S. Mirolyubova
Full Text Available This article deals with the results of a pilot research of a subjective system of activitycriteria represented in professional experience of business managers from the Uralregion. The authors investigate the question of changes in an individual criterionorientedsystem of assessing effectiveness of activities depending on a subject’sprofessional experience and his/her position. The cluster analysis helped to singleout groups of criteria that underwent a preliminary quantitative and qualitativeanalysis. A complex interdisciplinary approach was used in this research.
M.Phil. The major socio-political, technical and global changes in the world have placed increased demands on managers in the corporate environment to develop people orientated skills. In this study emotional leadership was offered as a possible solution to this problem. This essay researched the problem from a personal and professional leadership perspective with the aim to: • investigate the nature of emotional leadership; • investigate the role and contribution of emotional leadership i...
Much of the PR literature tends to focus on engagement in building relationships between organisations and publics or stakeholders. However, less is known about everyday interpersonal engagement, especially in regard to the professional context of the PR consulting firm (Sissons, 2015). This paper asks what it means to engage with clients and journalists, from the perspectives of managing directors and owners of London-based public relations agencies. What are the “feeling rules” (Hochschild,...
Piamjariyakul, Ubolrat; Smith, Carol E; Werkowitch, Marilyn; Elyachar, Andrea
Using qualitative research study methods, this study identified the key factors that patients, health care professionals, and family caregivers perceived as most helpful in effectively managing heart failure (HF) at home. These key factors were the following: (a) family caregiver involvement, (b) continuous learning about HF, (c) acceptance of and coping with HF diagnosis, (d) learning from other patients with HF, (e) guidance for daily problem solving, (f) lifestyle changes, and (g) financial resources. Copyright © 2012 Elsevier Inc. All rights reserved.
Wong, S; van Middendorp, J; Belci, M; van Nes, I; Roels, E; Smith, É; Hirani, S P; Forbes, A
To (1) examine the opinions of medical staff working in spinal cord injury (SCI) centres (SCICs); (2) evaluate their knowledge, attitudes and practices towards obesity prevention and management; (3) report the number of beds and dietitians available at each SCIC. A 37-item questionnaire was sent to 23 SCICs in the UK, the Netherlands, Belgium and the Republic of Ireland between September 2012 and January 2013. Eighteen SCICs returned the questionnaires for analysis. All respondents stated that they had an interest in obesity treatment but only 2.3% of the respondents received training in obesity management. Sixty-one percent of staff did not consider body mass index (BMI) to be appropriate for use in SCI patients and subsequently less than half of the respondents use BMI routinely. The majority of respondents reported that they are confident in dealing with overweight (74.5%) and obese (66.1%) SCI adults, less than half (44.1%) are confident in treating overweight and obese SCI children. Respondents also indicated the need for nationally adopted guidelines and a lack of physical activity provision. There were 17.5 whole-time equivalent (WTE) dietitians recorded in 22 SCICs, equivalent to 47.8 beds per WTE dietitians (range 10-420). Non-UK SCIC dietitians are significantly better resourced than in UK SCICs (beds per WTE dietitian: 36 vs 124, P=0.035). Medical staff expressed the need to participate in obesity prevention and management. Appropriate training should be considered for all medical staff and the development of specific weight management guidelines and dietetic provision should be considered.
Hallam, S.; Creech, A.; McQueen, H.
This research aimed to provide an account of the impact of the Musical Futures approach on the wider school community in Musical Futures ‘Champion Schools’. Questionnaires were completed by 344 non-music teachers. Interviews were undertaken with members of senior management teams. The majority of staff indicated that Musical Futures had had a positive impact on student motivation, well-being, self-esteem and confidence and had encouraged students to work together. There was less agreement tha...
Full Text Available Improvement methodology is based on processes to achieve quality and safety in health care in order to improve patient care, especially in management. The aim of this study was to identify differences regarding the method of estimating pain within palliative care in north-eastern Sweden. The study comprised three different data collections—questions from 22 staff members who worked in palliative care, data from the Swedish Palliative Registry, and patients’ medical records. Data were analyzed using a quantitative approach to measure the proportion of differences and similarities in everyday pain management. The two categories “Documentation of Pain Management” and “Pain Management Activities” were identified and illustrated how repeated pain management measurements contributed to a clearer view of pain management activities. The use of numbers instead of words contributed to a better, clearer, and more unified documentation of pain ratings. Use of validated rating tools regarding patients last week of life increased from 47%–100%. This study may inspire better routines to estimate pain and quantify no pain in palliative care. Evidence-based measurement tools from the patient’s perspective, can improve pain management.
This article presents research undertaken as part of a PhD by Carolyn Anderson who is a senior lecturer on the BSc (Hons) in Speech and Language Pathology at the University of Strathclyde. The study explores the professional learning experiences of 49 teachers working in eight schools and units for children with additional support needs in…
Lake, Amelia J; Staiger, Petra K
Few studies have investigated the views of health professionals with respect to their use of chronic disease self-management (CDSM) in the workplace. This qualitative study, conducted in an Australian health care setting, examined health professional's formal self-management (SM) training and their views and experiences on the use of SM techniques when working with people living with a chronic illness. Purposive sample of 31 health care professionals from a range of service types participated in semi-structured interviews. The majority of participants (65%) had received no formal training in SM techniques. Participants reported a preference for an eclectic approach to SM, relying primarily on five elements: collaborative care, self-responsibility, client's individual situation, structured support and linking with community agencies. Problems with CDSM centred on medication management, complex measuring devices and limited efficacy with some patient groups. This study provides valuable information with respect to the use of CDSM within the workplace from the unique perspective of a range of healthcare providers within an Australian health care setting. Training implications, with respect to CDSM and patient care, are discussed, together with how these findings contribute to the debate concerning how SM principles are translated into healthcare settings. 2009 Elsevier Ireland Ltd. All rights reserved.
As work demands increase, educators need to manage time and work projects effectively. This column provides guidelines and tips that continuing education and staff development professionals in all settings can use to take control of time and work projects.
Kircher, Manfred; Breves, Roland; Taden, Andreas; Herzberg, Dennis
The bioeconomy transforms the fossil-based economy by forming new value chains and linking until now distinct industrial sectors. It provides an opportunity for rural as well as industrialized regions. The transformation process can be accelerated by building bioeconomy clusters comprising industries, academia and investors. Using the model of the German cluster CLIB2021 the role of cluster organisations and professional cluster management in moderating the transformation process and gaining a competetive advantage is discussed. In addition examples of how cluster management supports the formation of an industrial consortium and the analysis of regional options are presented. Copyright © 2017 Elsevier B.V. All rights reserved.
Friedman, Joshua; Friedman, Susan Hatters; Collin, Marc; Martin, Richard J
To characterise neonatal intensive care unit (NICU) staff perceptions regarding factors which may lead to more challenging staff-parent interactions, and beneficial strategies for working with families with whom such interactions occur. A survey of 168 physician and nursing staff at two NICUs in American teaching hospitals inquired about their perceptions of challenging parent-staff interactions and situations in which such interactions were likely to occur. From a medical perspective, staff perceptions of challenging interactions were noted when infants had recent decompensation, high medical complexity, malformations or long duration of stay in the NICU. From a psychological/social perspective, a high likelihood of challenging interactions was noted with parents who were suspicious, interfere with equipment, or parents who hover in the NICU, express paranoid or delusional thoughts, repeat questions, perceive the staff as inaccessible, are managing addictions, or who require child protective services involvement. Frequent family meetings, grieving opportunities, education of parents, social work referrals, clearly defined rules, partnering in daily care and support groups were perceived as the most beneficial strategies for improving difficult interactions. This study delineates what staff perceive as challenging interactions and provides support for an educational and interventional role that incorporates mental health professionals. ©2017 Foundation Acta Paediatrica. Published by John Wiley & Sons Ltd.
This is an article about how patient education is managed in Norway, but it also addresses a matter of broader relevance that of how an organization imbued with a request for rational choices is able to take on board a contradictory ideology. In Norway, patient education under the auspice of hospitals is to be conducted as an equal collaboration between users and professionals, posing challenges to the ethos of rationally justified choices within the hospital sector. This calls for an exploration of how the organization copes with the contradictory demands. A theoretical approach on the basis of theories from Scandinavian institutional theory and science and technology studies, informed by documents, interviews and experiences from national, regional and local levels in Norway. The field of patient education is divided into three decoupled domains: one at management level, one at the practical level, and in the middle a domain that acts as an interface between management and practice. This interface mediates the relationship between ideas and practice, without making overt the fact that ideas might not be possible to put into practice and that practice might not reflect ideas. The decoupling of practice and management allows patient education as equal collaboration between users and professionals to thrive as an idea, not subjugated by practical challenges. Thus, it can exist as a guiding star that both management and practitioners can attune to, but this situation might now be threatened by the demand for quality assurance in the field. © 2011 Blackwell Publishing Ltd.
Abstract Background This is an article about how patient education is managed in Norway, but it also addresses a matter of broader relevance that of how an organization imbued with a request for rational choices is able to take on board a contradictory ideology. In Norway, patient education under the auspice of hospitals is to be conducted as an equal collaboration between users and professionals, posing challenges to the ethos of rationally justified choices within the hospital sector. This calls for an exploration of how the organization copes with the contradictory demands. Methods A theoretical approach on the basis of theories from Scandinavian institutional theory and science and technology studies, informed by documents, interviews and experiences from national, regional and local levels in Norway. Discussion The field of patient education is divided into three decoupled domains: one at management level, one at the practical level, and in the middle a domain that acts as an interface between management and practice. This interface mediates the relationship between ideas and practice, without making overt the fact that ideas might not be possible to put into practice and that practice might not reflect ideas. Conclusions The decoupling of practice and management allows patient education as equal collaboration between users and professionals to thrive as an idea, not subjugated by practical challenges. Thus, it can exist as a guiding star that both management and practitioners can attune to, but this situation might now be threatened by the demand for quality assurance in the field. PMID:21624027
Full Text Available Orientation: Human research (HR practitioners have an important role to play in the sustainability and competitiveness of organisations. Yet their strategic contribution and the value they add remain unrecognised.Research purpose: The main objective of this research was to explore the extent to which HR practitioners are currently allowed to display HR competencies in the workplace, and whether any significant differences exist between perceived HR competencies, based on the respondents’ demographic characteristics.Motivation for the study: Limited empirical research exists on the extent to which HR practitioners are allowed to display key competencies in the South African workplace.Research approach, design, and method: A quantitative research approach was followed. A Human Resource Management Professional Competence Questionnaire was administered to HR practitioners and managers (N = 481.Main findings: The results showed that HR competencies are poorly applied in selected South African workplaces. The competencies that were indicated as having the poorest application were talent management, HR metrics, HR business knowledge, and innovation. The white ethic group experienced a poorer application of all human research management (HRM competencies compared to the black African ethnic group.Practical/managerial implications: The findings of the research highlighted the need for management to evaluate the current application of HR practices in the workplace and also the extent to which HR professionals are involved as strategic business partners.Contribution/value-add: This research highlights the need for the current application of HR competencies in South African workplaces to be improved.
Background Healthcare worldwide needs translation of basic ideas from engineering into the clinic. Consequently, there is increasing demand for graduates equipped with the knowledge and skills to apply interdisciplinary medicine/engineering approaches to the development of novel solutions for healthcare. The literature provides little guidance regarding barriers to, and facilitators of, effective interdisciplinary learning for engineering and medical students in a team-based project context. Methods A quantitative survey was distributed to engineering and medical students and staff in two universities, one in Ireland and one in Belgium, to chart knowledge and practice in interdisciplinary learning and teaching, and of the teaching of innovation. Results We report important differences for staff and students between the disciplines regarding attitudes towards, and perceptions of, the relevance of interdisciplinary learning opportunities, and the role of creativity and innovation. There was agreement across groups concerning preferred learning, instructional styles, and module content. Medical students showed greater resistance to the use of structured creativity tools and interdisciplinary teams. Conclusions The results of this international survey will help to define the optimal learning conditions under which undergraduate engineering and medicine students can learn to consider the diverse factors which determine the success or failure of a healthcare engineering solution. PMID:24450310
Nuriane Santos Montezano
Full Text Available The article presents the reality of the new Executive Secretariat professional and its relation to the Strategic Information System. All the concepts were worked out based on the national integrative literature review. The aim was to determine what is the importance of information management and its applicability to the professional context of the Executive Secretariat. The discussion and theoretical reflection showed that the current Executive Secretary professional is prepared for the new organizational dynamics to incorporate technologically execution management information in context. This is another task that gives and confirms its multifunctional character as an important information manager figure in decision-making organizations.
Trow, Jo Anne J.
In order to help beginning professionals to be better administrators, this manual (one in a series of documents for and about women in education) provides information on such administrative tasks as running an office, hiring and training a staff, managing a budget, and doing public relations work. Office organization and management are discussed…
Jacquez, R.B.; Bhada, R.K. [New Mexico State Univ., Las Cruces, NM (United States)
A unique program, the Environmental Fellows Program (EFP), has been established by the Waste-management Education & Research Consortium. The mission of the program is to expand the world`s capability to address issues associated with the management of wastes. The mission will be accomplished by establishing a world-wide community of highly qualified administrators, engineers, and scientists in the field of environmental management. The EFP is the only program in the world that provides intensive graduate level training to world leaders emerging from academia, government, and industry. Through this program, future strategies of the international community of leaders will be directed with an understanding of the technology, economics, the risk awareness, and other issues related to environmental management. The program includes five components: Professional Fellows Training Program, Graduate Fellows Program, Colloquium series featuring world-class experts in environmental management, Annual international conference focusing on a timely, relevant, specific issue of environmental management, and Practical internship. The Professional Fellows Training Program and Graduate Program are provided to individuals selected from industry and government on the basis of their technical and administrative abilities. These Fellows receive intensive graduate level training at a New Mexico university in an area relevant to environmental management. This program has been initiated with nine Fellows from Mexico selected jointly by the Mexican authorities and the U.S. The Colloquim Series is designed to bring the Fellows together on a frequent basis to discuss specific environmental issues, thus using their expertise to shed light on a major international environmental issue, the conference on environmental management. The practical internship will be made available to the Fellows who desire practical experience at a government laboratory, university, or industry.
Fu, Yu; McNichol, Elaine; Marczewski, Kathryn; Closs, S José
Chronic back pain is common, and its self-management may be a lifelong task for many patients. While health professionals can provide a service or support for pain, only patients can actually experience it. It is likely that optimum self-management of chronic back pain may only be achieved when patients and professionals develop effective partnerships which integrate their complementary knowledge and skills. However, at present, there is no evidence to explain how such partnerships can influence patients' self-management ability. This review aimed to explore the influence of patient-professional partnerships on patients' ability to self-manage chronic back pain, and to identify key factors within these partnerships that may influence self-management. A systematic review was undertaken, aiming to retrieve relevant studies using any research method. Five databases were searched for papers published between 1980 and 2014, including Cochrane Library, CINAHL, Medline, EMBASE and PsycINFO. Eligible studies were those reporting on patients being supported by professionals to self-manage chronic back pain; patients being actively involved for self-managing chronic back pain; and the influence of patient-professional partnerships on self-management of chronic back pain. Included studies were critically appraised for quality, and findings were extracted and analysed thematically. A total of 738 studies were screened, producing 10 studies for inclusion, all of which happened to use qualitative methods. Seven themes were identified: communication, mutual understanding, roles of health professionals, information delivery, patients' involvement, individualised care and healthcare service. These themes were developed into a model suggesting how factors within patient-professional partnerships influence self-management. Review findings suggest that a partnership between patients and professionals supports patients' self-management ability, and effective communication is a
Weise, F O; McMullen, T D
The study seeks to determine how medical library professionals performing information-technology (IT) roles are compensated and how their positions are designed compared to information technology staff in their institutions. 550 medical library directors in hospital and academic medical libraries were surveyed. The data was then compared to survey data from other compensation studies of the IT industry. There is a gap in compensation between medical library professionals and IT professionals performing similar functions using information technology. Technology-intense library jobs are compensated at higher levels than more traditional jobs. To compete with IT salaries, managers of medical library professionals will need to be ever more cognizant of the employment practices of IT professionals in nonmedical library disciplines. It is typically in the medical library's best interest to ensure that IT-related jobs, accountabilities, and capabilities of the medical library are known and understood by others, especially in the human resources and information technology staff departments.
Manias, Elizabeth; Claydon-Platt, Kate; McColl, Geoffrey J; Bucknall, Tracey K; Brand, Caroline A
Managing medications is complex, particularly for consumers with multiple coexisting conditions for whom benefits and adverse effects are unpredictable and health priorities may be variable. To investigate perceptions of and experiences with managing drug regimens from the perspectives of consumers with osteoarthritis and coexisting chronic conditions and of healthcare professionals from diverse backgrounds. Using an exploratory research design, focus groups were formed with 34 consumers and 19 healthcare professionals. Individual interviews were undertaken with 3 community medical practitioners. Consumers' management of medications was explored in terms of 3 themes: administration of medications, provision of information, and the perceived role of healthcare professionals. In general, consumers lacked understanding regarding the reason that they were prescribed certain medications. Since all consumer participants had at least 2 chronic conditions, they were taking many drugs to relieve undesirable symptoms. Some consumers were unable to achieve improved pain relief and were reluctant to take analgesics prescribed on an as-needed basis. Healthcare professionals discussed the importance of using non-pharmacologic measures to improve symptoms; however, consumers stated that physicians encourage them to continue using medications, often for prolonged periods, even when these agents are not helpful. Consumers were dissatisfied about the complexity of their medication regimens and also lacked understanding as to how to take their drugs effectively. Dedicated time should be devoted during medical consultations to facilitate verbal exchange of information about medications. Pharmacists must communicate regularly with physicians about consumers' medication needs to help preempt any problems that may arise. Instructions need to be revised through collaboration between physicians and pharmacists so that "as needed" directions provide more explicit advice about when and how
Scott, Vera; Mathews, Verona; Gilson, Lucy
Much of current research on issues of equity in low- and middle-income countries focuses on uncovering and describing the extent of inequities in health status and health service provision. In terms of policy responses to inequity, there is a growing body of work on resource reallocation strategies. However, little published work exists on the challenges of implementing new policies intended to improve equity in health status or health service delivery. While the appropriateness of the technical content of policies clearly influences whether or not they promote equity, policy analysis theory suggests that it is important to consider how the processes of policy development and implementation influence policy achievements. Drawing on actor analysis and implementation theory, we seek to understand some of the dynamics surrounding the proposed implementation of one set of South African staff allocation strategies responding to broader equity-oriented policy mandates. These proposals were developed by a team of researchers and mid-level managers in 2003 and called for the reallocation of staff between better- and lesser-resourced districts in the Cape Town Metropolitan region to reduce broader resource allocation inequities. This was felt necessary because up to 70% of public health expenditure was on staff, and new financing for health care was unavailable. We focus on the views and reactions of the two sets of implementing actors most directly influenced by the proposed staff reallocation strategies: district health managers and clinic nurses. One strength of this analysis is that it gives voice to the experience of the district level--the key but much neglected implementation arena in a decentralized health system. The paper's findings unpack differences in these actors' positions on the proposed strategies, and explore the factors influencing their positions. Ultimately, we show how a lack of trust in the relationships between mid-level managers and nurse service
Full Text Available Knowledge is the most crucial resource of the 21st century. For professional service firms (PSFs, knowledge represents the input as well as the output, and thus the fundamental base for performance. As every organization, PSFs have to deal with errors – and how they do that indicates their error culture. Considering the positive potential of errors (e.g., innovation, error management culture is positively related to organizational performance. This longitudinal quantitative study investigates the impact of error management culture on knowledge performance in four waves. The study was conducted in 131 PSFs, i.e. tax accounting offices. As a standard quality management system (QMS was assumed to moderate the relationship between error management culture and knowledge performance, offices' ISO 9000 certification was assessed. Error management culture correlated positively with knowledge performance at a significant level and predicted knowledge performance one year later. While the ISO 9000 certification correlated positively with knowledge performance, its assumed moderation of the relationship between error management culture and knowledge performance was not consistent. The process-oriented QMS seems to function as facilitator for the more behavior-oriented error management culture. However, the benefit of ISO 9000 certification for tax accounting remains to be proven. Given the impact of error management culture on knowledge performance, PSFs should focus on actively promoting positive attitudes towards errors.
Full Text Available Was analyzed literature devoted to the preparation of students of physical education to administrative activities. In the context of their training we held a comparative analysis of the approaches to organize the pedagogical process. As a reference point for the formation of professional preparedness specialist physical education and sports identified qualifying characteristics posts in this industry. Based on the analysis of literature given the definition of the concept of "readiness for organization of the Youth sports school.
Lee, Daphnee Hui Lin; Chiu, Chi Shing
Purpose: The purpose of this paper is to explore how principals' leadership approaches to teacher professional development arise from school banding and may impact upon teacher professional capital and student achievement. Design/methodology/approach: The case study is situated within the context of school-based management, comprising reflective…
Full Text Available Purpose: The paper aims to study the relationship of Line Managers’ (LMs Human Resource (HR role and its facets within employee’s Continuous Professional Development (CPD.Design/methodology/approach: A quantitative approach using 100 questionnaires were distributed to line managers in a South East Asia with a response rate of 87%.Findings: Results depict that LMs are actively involved in Strategic Partner, Employee Champion, and Change Agent roles. Study also shows that these three HR roles correlate with employee CPD. LMs’ are neither involved in Administrative Expert role, nor it correlates with employee Continuous Professional Development.Research limitations: Inability of the line managers to be fully involved with the four HR roles constraints the process of line manager deployment of HR roles specifically to employee CPD.Practical implications: Argues that the importance of strategic partner, employee champion, and change agent roles are the most important barrier and enabler of employee CPD, thus indirectly promoting organizational success and productivity.Social implications: Highlights the difficulties of managing organisations by getting the line managers directly involve in the development of employee CPD. Many line managers have to be made and given opportunities to develop their capabilities on this platform. Contends that HR can help an organization to succeed, provided that all line managers understand their roles, work together and take responsibility for their contribution. In addition is the adoption of the HR roles for the smooth delivery of HR functions which aligns with the overall organizational success.Originality/value: Specific HR roles are significant importance to the development of employee CPD within the setting of this South East Asian organization.
Knapik, Derrick M; Trem, Anthony; Sheehan, Joseph; Salata, Michael J; Voos, James E
High ankle "syndesmosis" injuries are common in American football players relative to the general population. At the professional level, syndesmotic sprains represent a challenging and unique injury lacking a standardized rehabilitation protocol during conservative management. PubMed, Biosis Preview, SPORTDiscus, PEDro, and EMBASE databases were searched using the terms syndesmotic injuries, American football, conservative management, and rehabilitation. Clinical review. Level 3. When compared with lateral ankle sprains, syndesmosis injuries result in significantly prolonged recovery times and games lost. For stable syndesmotic injuries, conservative management features a brief period of immobilization and protected weightbearing followed by progressive strengthening exercises and running, and athletes can expect to return to competition in 2 to 6 weeks. Further research investigating the efficacy of dry needling and blood flow restriction therapy is necessary to evaluate the benefit of these techniques in the rehabilitation process. Successful conservative management of stable syndesmotic injuries in professional American football athletes requires a thorough understanding of the anatomy, injury mechanisms, diagnosis, and rehabilitation strategies utilized in elite athletes.
Advances in laser technology provide not only new opportunities, but an increase in laser applications. Many independent clinics now offer laser treatments. Use of laser treatment and related services should only be provided to patients by appropriately trained and qualified personnel. This article outlines the roles and responsibilities of the healthcare team working in independent laser healthcare facilities. The article is meant to assist clinics in developing their own quality management programs and is intended only to act as a guide to ensure that treatment is provided by qualified professionals in the safest, most effective manner. Staff working in laser clinics are responsible for the operation of lasers during treatment. They are also responsible for patient and staff safety, implementation of standards of care, and providing only procedures that meet and follow strict safety parameters. Accidents will occur with lasers when providers do not have the proper skills, training, and education on laser treatments. Regardless of many safety regulations involving laser use, little is written on the qualifications, selection, and ongoing education of the professional and technical staff working in independent healthcare facilities offering laser services. This article provides a detailed outline of the necessary skills and knowledge the nurses and the support staff need to possess to use lasers for patient treatment in laser treatment centers. Staff educated in laser science and safety can recognize potential hazards and ensure that safety standards are actively integrated into the daily practice of patient care.
Maloy, Debra A.
Traditionally, nurse anesthesia educators have utilized prior academic achievement to predict student success. However, research has indicated that prior academic achievement offers an inadequate assessment of student success in graduate healthcare programs with extensive clinical residencies. The educational literature has identified many non-cognitive factors, such as self-efficacy and locus of control, that may provide a more holistic prediction model of student success. An experimental study with pretest-posttest design and stratified random assignment was conducted to evaluate the effectiveness of an educational intervention to promote self-management, professional socialization, and academic achievement among first semester graduate nurse anesthesia students. Participants (N = 66) were demographically similar to the national graduate nurse anesthesia student body, though Hispanics and younger students were a little over-represented in the sample (56% female, 75.8% White, 15.2% Hispanic, 6% Other, 59% ≤ 30-years-old, 67% ≤ 3 years of ICU). The results showed that most graduate anesthesia students had strong self-management and professional socialization characteristics on admission. The results did not support the effectiveness of this educational intervention. Thus, ceiling effect may have accounted in part for statistically non-significant results regarding self-efficacy (p = .190, o2 = .03), locus of control (p = .137, o2 = .04), professional socialization (p = .819, o2 = .001), and academic achievement (p = .689, o2 = .003). Future researchers may need to expand the scope of the intervention, use a more powerful and sensitive instrument, and utilize a larger sample.
Haapakorpi, Arja; Geirsdóttir, Guðrún; Jóhannsdóttir, Gyða
With quality assurance related to the Bologna goals, universities are required to fulfil internationally accepted standardized criteria of quality. This tends to reinforce control in assessment. However, control-oriented evaluations seem to lack meaning for academic staff. The article explored the possibilities and space for improvement-oriented…
Pivarnik, Lori F.; Patnoad, Martha S.; Nyachuba, David; McLandsborough, Lynne; Couto, Stephen; Hagan, Elsina E.; Breau, Marti
Food safety training materials, targeted for residential childcare institution (RCCI) staff of facilities of 20 residents or less, were developed, piloted, and evaluated. The goal was to assist in the implementation of a Hazard Analysis Critical Control Points (HACCP)-based food safety plan as required by Food and Nutrition Service/United States…
Little, Erica Sherese
Mid-level leadership is key to a functioning university and it is important that mid-level leaders feel they have the tools and resources they need in order to succeed. To be successful in a new mid-level leadership position, entering supervisors must clearly communicate a strong sense of vision, values, and principles to their staff and establish…
Walker, Christopher; White, Melanie
When student plagiarism occurs, academic interest and institutional policy generally assume the fault rests with the student. This paper questions this assumption. We claim that plagiarism is a shared responsibility and a complex phenomenon that requires an ongoing calibration of the relative skills and experiences of students and staff in…
Interviews with faculty, administrators, staff, and students at four engineering programs reveal the role of undergraduate student employment on retention and timely degree completion among engineering students. Dueling narratives reveal how student approaches to earning an engineering degree differ greatly from faculty, administrator, and staff…
Hunt, Kate; Gray, Cindy M; Maclean, Alice; Smillie, Susan; Bunn, Christopher; Wyke, Sally
.... Football Fans in Training (FFIT), a men-only weight management programme delivered to groups of men at top professional football clubs, encourages men to lose weight by working with, not against, cultural ideals of masculinity...
Heslop, Liza; Plummer, Virginia
Coding, costing, and accounting for nursing care requirements in Australian public and private hospitals lacks systematic research. Nurse costing for two nurse staffing allocation methods--nurse patient ratios and a computerized nurse dependency management system--were compared. Retrospective nursing workload management data were obtained from hospital information systems in 21 acute care public and private hospitals in Australia and New Zealand. Descriptive statistics, cost analysis, and cost modeling were conducted for 103,269 shifts of nursing care. The comparison of costs for nursing staff by nurse-patient ratios and by a computerized nurse dependency management system demonstrated differences. The provision of nursing care using the computerized nurse dependency management system was, overall, lower in cost than for nurse-patient ratios.
Medicaid program; third party liability for medical assistance; FFP rates for skilled professional medical personnel and supporting staff; and sources of state share of financial participation--HCFA. Proposed rules.
These proposed regulations would--(1) Broaden the scope of services for which a State must collect from third parties the cost of medical assistance furnished to Medicaid recipients, remove the specific requirements for the terms of cooperative agreements for third party collections, and revise the methods of paying claims involving third party liability; (2) Clarify criteria used in determining whether skilled professional medical personnel and supporting staff involved in the administration of the Medicaid program quality for 75 percent Federal matching; and (3) Clarify policy to permit public and private donations to be used as a State's share of financial participation in the entire Medicaid program, instead of only for training expenditures. The proposed amendments would clarify policy and reduce program expenditures.
Müller, Oliver; Schmiedel, Theresa; Gorbacheva, Elena; vom Brocke, Jan
While researchers have analysed the organisational competences that are required for successful Business Process Management (BPM) initiatives, individual BPM competences have not yet been studied in detail. In this study, latent semantic analysis is used to examine a collection of 1507 BPM-related job advertisements in order to develop a typology of BPM professionals. This empirical analysis reveals distinct ideal types and profiles of BPM professionals on several levels of abstraction. A closer look at these ideal types and profiles confirms that BPM is a boundary-spanning field that requires interdisciplinary sets of competence that range from technical competences to business and systems competences. Based on the study's findings, it is posited that individual and organisational alignment with the identified ideal types and profiles is likely to result in high employability and organisational BPM success.