Training reactor operators and shift supervisors

International Nuclear Information System (INIS)

Schwarz, O.

1980-01-01

To establish a central institution run by power plant operators to harmonize the training of power plant operating personnel was raised, and put into practice, quite early in the Federal Republic of Germany. A committee devoted to training plant crews, which had been set up by the organizations of German electricity utilities responsible for operating power plants, was changed into a Kraftwerksschule e.V. (Power Plant School) in 1963. This school runs training courses, along standard lines, for operating personnel of thermal power plants, especially for operators and power plant supervisors, in close cooperation with power plant operators. As the peaceful utilization of nuclear energy expanded, also the training of nuclear power plant operators was included in 1969. Since September 1977, the center has had a simulator of a PWR nuclear power plant, since January 1978 also that of a BWR plant available for training purposes. Besides routine operation the trainees also learn to control those incidents which occur only very rarely in real nuclear power plants. (orig./UA) [de

Training organizational supervisors to detect and prevent cyber insider threats: two approaches

Directory of Open Access Journals (Sweden)

Dee H. Andrews

2013-05-01

Full Text Available Cyber insider threat is intentional theft from, or sabotage of, a cyber system by someone within the organization. This article explores the use of advanced cognitive and instructional principles to accelerate learning in organizational supervisors to mitigate the cyber threat. It examines the potential advantage of using serious games to engage supervisors. It also posits two systematic instructional approaches for this training challenge – optimal path modelling and a competency-based approach. The paper concludes by discussing challenges of evaluating training for seldom occurring real world phenomena, like detecting a cyber-insider threat.

Training Master's Thesis Supervisors within a Professional Learning Community

Science.gov (United States)

Fossøy, Ingrid; Haara, Frode Olav

2016-01-01

Completion of a master's degree has changed significantly from being the specific responsibility of the candidate and his/her supervisor to being the responsibility of the whole educational institution. As a consequence, we have initiated an internal training course for professional development related to the supervision of master's theses. In…

DOE handbook: Guide to good practices for the selection, training, and qualification of shift supervisors

International Nuclear Information System (INIS)

1999-04-01

This Department of Energy (DOE) handbook is approved for use by all DOE Components and their contractors. The Handbook incorporates editorial changes to DOE-STD-1061-93, ''Guide to Good Practices for the Selection, Training, and Qualification of shift Supervisors,'' and supersedes DOE-STD-1061-93. Technical content of this Handbook has not changed from the original technical standard. Changes are primarily editorial improvements, redesignation of the standard to a Handbook, and format changes to conform with current Technical Standards Program procedures. This guide, used in conjunction with a facility-specific job analysis, provides a framework for the selection, training, qualification, and professional development of reactor facility and non-reactor nuclear facility shift supervisors. Training and qualification programs based on this guide should provide assurance that shift supervisors perform their jobs safely and competently

DOE handbook: Guide to good practices for the selection, training, and qualification of shift supervisors

Energy Technology Data Exchange (ETDEWEB)

NONE

1999-04-01

This Department of Energy (DOE) handbook is approved for use by all DOE Components and their contractors. The Handbook incorporates editorial changes to DOE-STD-1061-93, ``Guide to Good Practices for the Selection, Training, and Qualification of shift Supervisors,`` and supersedes DOE-STD-1061-93. Technical content of this Handbook has not changed from the original technical standard. Changes are primarily editorial improvements, redesignation of the standard to a Handbook, and format changes to conform with current Technical Standards Program procedures. This guide, used in conjunction with a facility-specific job analysis, provides a framework for the selection, training, qualification, and professional development of reactor facility and non-reactor nuclear facility shift supervisors. Training and qualification programs based on this guide should provide assurance that shift supervisors perform their jobs safely and competently.

On-The-Job Training: A Practical Guide for Food Service Supervisors.

Science.gov (United States)

Hospital Research and Educational Trust, Chicago, IL.

The on-the-job training guide was developed to assist food service supervisors in preparing, presenting, and evaluating a Job Instruction Training (JIT) lesson, a method which employs step-by-step learning of job-related tasks. Part 1, preparing for a JIT lesson, discusses the checklist of duties, the job description, the skills inventory, the…

The training needs of supervisors of postgraduate students in the ...

African Journals Online (AJOL)

... some general or generic competencies cut through all the phases of research, such as management outcomes, relationship outcomes, and conceptual and professional outcomes. Some skills and knowledge are very important but are not susceptive to training, such as the personality traits of students and supervisors.

Promoting Early, Safe Return to Work in Injured Employees: A Randomized Trial of a Supervisor Training Intervention in a Healthcare Setting.

Science.gov (United States)

Spector, June T; Reul, Nicholas K

2017-03-01

Purpose Supervisors in the healthcare sector have the potential to contribute to disability prevention in injured employees. Published data on the evaluation of return to work (RTW) interventions aimed at direct supervisors are scarce. We sought to determine the effect of a brief audiovisual supervisor training module on supervisor RTW attitudes and knowledge. Methods A parallel-group study, using equal randomization, comparing the training module intervention to usual practice in healthcare supervisors at a quaternary care hospital was conducted. Differences between groups in changes in RTW attitude and knowledge survey question scores between baseline and 3 months were assessed using the Mann-Whitney U test. The Benjamini-Hochberg-Yekutieli procedure was used to control for false discovery rate and generate adjusted p values. Results Forty supervisors were allocated to the intervention group and 41 to the usual practice group. Attitude and knowledge scores for most questions improved between baseline and immediately after intervention administration. Comparing intervention (n = 33) and usual practice groups (n = 37), there was a trend toward greater increase between baseline and 3 months follow-up in agreement that the supervisor can manage the RTW process (U = 515, adjusted p value = 0.074) and in confidence that the supervisor can answer employees' questions (U = 514, adjusted p value = 0.074) in the intervention group, although these findings were not statistically significant. Conclusions The training intervention may have provided the initial tools for supervisors to navigate the RTW process in collaboration with others in the RTW community of practice. A larger study with longer follow-up is needed to confirm results.

How personality traits affect clinician-supervisors' work engagement and subsequently their teaching performance in residency training.

Science.gov (United States)

Scheepers, Renée A; Arah, Onyebuchi A; Heineman, Maas Jan; Lombarts, Kiki M J M H

2016-11-01

Clinician-supervisors often work simultaneously as doctors and teachers. Supervisors who are more engaged for their teacher work are evaluated as better supervisors. Work engagement is affected by the work environment, yet the role of supervisors' personality traits is unclear. This study examined (i) the impact of supervisors' personality traits on work engagement in their doctors' and teachers' roles and (ii) how work engagement in both roles affects their teaching performance. Residents evaluated supervisors' teaching performance, using the validated System for Evaluation of Teaching Qualities. Supervisors' reported work engagement in doctor and teacher roles separately using the validated Utrecht Work Engagement Scale. Supervisors' personality traits were measured using the Big Five Inventory's five factor model covering conscientiousness, agreeableness, extraversion, emotional stability and openness. Overall, 549 (68%) residents and 636 (78%) supervisors participated. Conscientiousness, extraversion and agreeableness were positively associated with supervisors' engagement in their teacher work, which was subsequently positively associated with teaching performance. Conscientious, extraverted, and agreeable supervisors showed more engagement with their teacher work, which made them more likely to deliver adequate residency training. In addition to optimizing the work environment, faculty development and career planning could be tailor-made to fit supervisors' personality traits.

The Ceremonial Side of Training--Of What Value to First-Line Supervisors?

Science.gov (United States)

Adams, Fred P.

1976-01-01

A case study to determine whether the recognition of being selected for a training program and the satisfactory completion of it result in increased job satisfaction using 56 first-line supervisors from a textile company. (WL)

MOECSW trains master trainers and supervisors.

Science.gov (United States)

1995-01-01

The Ministry of Education, Culture and Social Welfare (MOECSW), as part of the Population Education Programs (formal and informal), undertook a series of training programs to upgrade the knowledge and skills of master trainers, supervisors, and resource persons. As part of the Population Education in the Formal School Sector Project (NEP/93/P01), under the Curriculum Development Centre five training courses were organized to train 220 master trainers. Under the "Three Steps Training Strategy," these 220 master trainers would teach 825 secondary school headmasters who would reach 2025 secondary school teachers. The training courses were held in Dhangadi, April 23-27, 1995; in Pokhara, April 2-7; and in Biratnagar, February 20-24. The areas covered included: 1) the pedagogical aspect of population education (content, scope, objectives, nature, teaching methodologies); 2) demography and population dynamics (composition, distribution and density, sources of population data, demographic transition, consequences and determinants of population growth); 3) family life and adolescence and human sexuality education, including acquired immunodeficiency syndrome (AIDS) education; 4) maternal and child health, and family planning; 5) environment; and 6) population policy and programs. As part of the Population Education Programme (NEP/93/P08), a Master Trainers Training Workshop was held in Makwanpur, March 26-28, 1995. These master trainers would train trainers who would train the facilitators and teachers at learning centers for adult learners under the literacy and post literacy programs. This course focused on the approaches and strategies for integrating population education in development programs, and non-formal education, adult literacy, post literacy, and out-of-school children programs. Dr. D. de Rebello and Mr. S. Hutabarat, CST Advisors on Population Education, organized the training courses and served as resource persons.

Fieldcrest Cannon Workplace Literacy Modules for Supervisors. Alabama Partnership for Training.

Science.gov (United States)

Alabama State Dept. of Education, Montgomery.

This packet contains eight learning modules developed for use in Fieldcrest Cannon workplace literacy classes for supervisors. The modules cover the following topics: (1) coaching/communication; (2) coaching/communication and motivation; (3) communication skills; (4) training/coaching; (5) time management; (6) policy and procedures; (7) safety;…

Plant and Industry Experience. MAS-122. Waste Isolation Division (WID). Management and Supervisor Training (MAST) Program.

Science.gov (United States)

Westinghouse Electric Corp., Carlsbad, NM.

This learning module, which is part of a management and supervisor training program for managers and supervisors employed at the Department of Energy's Waste Isolation Division, is designed to prepare trainees to use plant and industry experience to improve plant safety and reliability. The following topics are covered in the module's individual…

Training facilitators and supervisors

DEFF Research Database (Denmark)

Kjær, Louise Binow; O Connor, Maja; Krogh, Kristian

At the Master’s program in Medicine at Aarhus University, Denmark, we have developed a faculty development program for facilitators and supervisors in 4 progressing student modules in communication, cooperation, and leadership. 1) A course for module 1 and 3 facilitators inspired by the apprentic...

Clarifying Work-Family Intervention Processes: The Roles of Work-Family Conflict and Family Supportive Supervisor Behaviors

Science.gov (United States)

Hammer, Leslie B.; Kossek, Ellen E.; Anger, W. Kent; Bodner, Todd; Zimmerman, Kristi L.

2010-01-01

Drawing on a conceptual model integrating research on training, work-family interventions, and social support, we conducted a quasi-experimental field study to assess the impact of a supervisory training and self-monitoring intervention designed to increase supervisors' use of family supportive supervisor behaviors. Pre- and post-intervention surveys were completed, nine months apart, by 239 employees at six intervention (N = 117) and six control (N = 122) grocery store sites. Thirty-nine supervisors in the six intervention sites received the training consisting of one hour of self-paced computer-based training, one hour of face-to-face group training, followed by instructions for behavioral self-monitoring (recording the frequency of supportive behaviors) to support on-the-job transfer. Results demonstrated a disordinal interaction for the effect of training and family-to-work conflict on employee job satisfaction, turnover intentions and physical health. In particular, for these outcomes, positive training effects were observed for employees with high family-to-work conflict, while negative training effects were observed for employees with low family-to-work conflict. These moderation effects were mediated by the interactive effect of training and family-to-work conflict on employee perceptions of family-supportive supervisor behaviors. Implications of our findings for future work-family intervention development and evaluation are discussed. PMID:20853943

Genetic Counseling Supervisors' Self-Efficacy for Select Clinical Supervision Competencies.

Science.gov (United States)

Finley, Sabra Ledare; Veach, Pat McCarthy; MacFarlane, Ian M; LeRoy, Bonnie S; Callanan, Nancy

2016-04-01

Supervision is a primary instructional vehicle for genetic counseling student clinical training. Approximately two-thirds of genetic counselors report teaching and education roles, which include supervisory roles. Recently, Eubanks Higgins and colleagues published the first comprehensive list of empirically-derived genetic counseling supervisor competencies. Studies have yet to evaluate whether supervisors possess these competencies and whether their competencies differ as a function of experience. This study investigated three research questions: (1) What are genetic counselor supervisors' perceptions of their capabilities (self-efficacy) for a select group of supervisor competencies?, (2) Are there differences in self-efficacy as a function of their supervision experience or their genetic counseling experience, and 3) What training methods do they use and prefer to develop supervision skills? One-hundred thirty-one genetic counselor supervisors completed an anonymous online survey assessing demographics, self-efficacy (self-perceived capability) for 12 goal setting and 16 feedback competencies (Scale: 0-100), competencies that are personally challenging, and supervision training experiences and preferences (open-ended). A MANOVA revealed significant positive effects of supervision experience but not genetic counseling experience on participants' self-efficacy. Although mean self-efficacy ratings were high (>83.7), participant comments revealed several challenging competencies (e.g., incorporating student's report of feedback from previous supervisors into goal setting, and providing feedback about student behavior rather than personal traits). Commonly preferred supervision training methods included consultation with colleagues, peer discussion, and workshops/seminars.

Respirators: Supervisors Self-Study #43442

Energy Technology Data Exchange (ETDEWEB)

Chochoms, Michael [Los Alamos National Lab. (LANL), Los Alamos, NM (United States)

2016-04-20

This course, Respirators: Supervisors Self-Study (#43442), addresses training requirements for supervisors of respirator wearers as specified by the American National Standard Institute (ANSI) Standard for Respiratory Protection, ANSI Z88.2, and as incorporated by reference in the Department of Energy (DOE) Worker Health and Safety Rule, 10 Code of Federal Regulations (CFR) 851. This course also presents the responsibilities of supervisors of respirator wearers at Los Alamos National Laboratory (LANL).

Professional development of new rig supervisors a must

International Nuclear Information System (INIS)

Nordt, D.P.; Stone, M.S.

1992-01-01

This paper reports that because the number of drilling personnel has dropped dramatically over the last decade, many operators now face a shortage of competent rig supervisors. To be effective, the rig supervisor must develop a knowledge of drilling operations, apply optimization techniques to improve drilling performance, demand safe work practices, and protect the environment. Petroleum engineering degree programs and industry training programs can teach the rig supervisor specific technical and management skills; however, traditionally, the supervisor trainee shadows an experienced company man to learn how to direct a drilling operation. The success of this method depends not only on the skills and learning capabilities of the trainee but also on the trainer's time, motivation, knowledge, and ability to teach the skills necessary to direct drilling activities

Supporting transfer of training : effects of the supervisor

NARCIS (Netherlands)

Nijman, D.J.J.M.

2004-01-01

One of the best-known and most widely used ways to improve employee performance in organisations is the use of corporate training. As a consequence, the effects of training are of major interest to both scholars and scientists in the field of human resource development. The results of research

Training Older Siblings to be Better Supervisors: An RCT Evaluating the "Safe Sibs" Program.

Science.gov (United States)

Schell, Stacey L; Morrongiello, Barbara A; Pogrebtsova, Ekaterina

2015-09-01

This study evaluated a new online training program, Safe Sibs, aimed at improving supervision knowledge and behaviors of sibling supervisors. Participants included older children (7-11 years) and their younger siblings (2-5 years). A randomized controlled trial design was used, with older siblings randomly assigned to either an intervention or wait-list control group. Before and after either the intervention or wait-list period, older siblings completed measures of supervision knowledge and their supervision behaviors were unobtrusively observed when with their younger sibling. Compared with the control group, the intervention group showed significant improvements in supervision knowledge (child development, knowledge of effective supervision practices, injury beliefs, intervention-specific knowledge) and in some aspects of supervision behavior (frequency of proactive safety behaviors to prevent supervisee access to injury hazards). Although adult supervision is ideal, this new program can support older children to become more knowledgeable and improved supervisors of younger ones. © The Author 2015. Published by Oxford University Press on behalf of the Society of Pediatric Psychology. All rights reserved. For permissions, please e-mail: journals.permissions@oup.com.

Clinical supervisors' perceived needs for teaching communication skills in clinical practice.

Science.gov (United States)

Perron, N Junod; Sommer, J; Hudelson, P; Demaurex, F; Luthy, C; Louis-Simonet, M; Nendaz, M; De Grave, W; Dolmans, D; van der Vleuten, C P M

2009-07-01

Lack of faculty training is often cited as the main obstacle to post-graduate teaching in communication skills. To explore clinical supervisors' needs and perceptions regarding their role as communication skills trainers. Four focus group discussions were conducted with clinical supervisors from two in-patient and one out-patient medical services from the Geneva University Hospitals. Focus groups were audio taped, transcribed verbatim and analyzed in a thematic way using Maxqda software for qualitative data analysis. Clinical supervisors said that they frequently addressed communication issues with residents but tended to intervene as rescuers, clinicians or coaches rather than as formal instructors. They felt their own training did not prepare them to teach communication skills. Other barriers to teach communication skills include lack of time, competing demands, lack of interest and experience on the part of residents, and lack of institutional priority given to communication issues. Respondents expressed a desire for experiential and reflective training in a work-based setting and emphasised the need for a non-judgmental learning atmosphere. Results suggest that organisational priorities, culture and climate strongly influence the degree to which clinical supervisors may feel comfortable to teach communication skills to residents. Attention must be given to these contextual factors in the development of an effective communication skills teaching program for clinical supervisors.

The national portfolio of learning for postgraduate family medicine training in South Africa: experiences of registrars and supervisors in clinical practice.

Science.gov (United States)

Jenkins, Louis; Mash, Bob; Derese, Anselme

2013-11-08

In South Africa the submission of a portfolio of learning has become a national requirement for assessment of family medicine training. A national portfolio has been developed, validated and implemented. The aim of this study was to explore registrars' and supervisors' experience regarding the portfolio's educational impact, acceptability, and perceived usefulness for assessment of competence. Semi-structured interviews were conducted with 17 purposively selected registrars and supervisors from all eight South African training programmes. The portfolio primarily had an educational impact through making explicit the expectations of registrars and supervisors in the workplace. This impact was tempered by a lack of engagement in the process by registrars and supervisors who also lacked essential skills in reflection, feedback and assessment. The acceptability of the portfolio was limited by service delivery demands, incongruence between the clinical context and educational requirements, design of the logbook and easy availability of the associated tools. The use of the portfolio for formative assessment was strongly supported and appreciated, but was not always happening and in some cases registrars had even organised peer assessment. Respondents were unclear as to how the portfolio would be used for summative assessment. The learning portfolio had a significant educational impact in shaping work-place based supervision and training and providing formative assessment. Its acceptability and usefulness as a learning tool should increase over time as supervisors and registrars become more competent in its use. There is a need to clarify how it will be used in summative assessment.

Supervisors in ergonomic change of meat cutting work.

Science.gov (United States)

Vogel, K

2012-01-01

Being a supervisor is an important and lonely occupation. The aim of this study was to identify barriers and opportunities in working conditions for supervisors, being facilitators and implementers of change for meat cutters. Nine supervisors of meat cutters in one large company were interviewed. The semi-structured interviews covered their roles as supervisors, performance of the change process and their own working conditions. Notes were taken and structured in themes. Similarities, differences, plus and minus were identified. There was a nuanced view on the change processes and their effects. The change processes and the decisions were anchored in a democratic process with groups of employees and the union. All were clear on what demands the company had on them. They were secure in a functioning network of peers and their immediate superior. On their own education, most were as a whole satisfied, but in need of more training and talked of lifelong learning. They considered their work demanding and lonely, with a need both to be manager and leader. A shared leadership could mean doing a better job. There is a need for education and training as a manager and leader as well as the opportunity to discuss with peers.

Management competencies required in the transition from a technician to a supervisor

Directory of Open Access Journals (Sweden)

Sibongile R. Mahlangu (Kubheka

2015-05-01

Full Text Available Orientation: Technicians are frequently promoted to supervisory positions based on their technical abilities, with scant attention focused on developing management competencies. This oversight often poses significant challenges. The effective transition from technician to supervisor is important in any organisation. Research objective: The primary objective is to identify and verify the competencies that are required for a technician and a supervisory position; the secondary objective is to identify the gap that must be filled with relevant training interventions to enable technicians to make an effective transition to a supervisory position. Motivation for this study: The identification of the management competencies required for a technician who makes a career change to a supervisor position. Research method: The sequential mixed method approach was used to enable the twophase data collection process: phase one was the quantitative phase and phase two was the qualitative phase. Main findings: The overall findings confirm that there are indeed management competencies that technicians require training and development on before being promoted to a supervisory position. Implication: Organisations need to identify the key competencies for a technician and a supervisor and implement development or training interventions that are essential to successfully transition an employee from the level of a technician to the level of a supervisor. Contribution: Organisations need to implement essential development or training interventions focused on developing management competencies and put in place support interventions such as coaching, job shadowing, mentoring and networking.

Usefulness of a virtual community of practice and web 2.0 tools for general practice training: experiences and expectations of general practitioner registrars and supervisors.

Science.gov (United States)

Barnett, Stephen; Jones, Sandra C; Bennett, Sue; Iverson, Don; Bonney, Andrew

2013-01-01

General practice training is a community of practice in which novices and experts share knowledge. However, there are barriers to knowledge sharing for general practioner (GP) registrars, including geographic and workplace isolation. Virtual communities of practice (VCoP) can be effective in overcoming these barriers using social media tools. The present study examined the perceived usefulness, features and barriers to implementing a VCoP for GP training. Following a survey study of GP registrars and supervisors on VCoP feasibility, a qualitative telephone interview study was undertaken within a regional training provider. Participants with the highest Internet usage in the survey study were selected. Two researchers worked independently conducting thematic analysis using manual coding of transcriptions, later discussing themes until agreement was reached. Seven GP registrars and three GP supervisors participated in the study (average age 38.2 years). Themes emerged regarding professional isolation, potential of social media tools to provide peer support and improve knowledge sharing, and barriers to usage, including time, access and skills. Frequent Internet-using GP registrars and supervisors perceive a VCoP for GP training as a useful tool to overcome professional isolation through improved knowledge sharing. Given that professional isolation can lead to decreased rural work and reduced hours, a successful VCoP may have a positive outcome on the rural medical workforce.

Leadership effectiveness: a supervisor's approach to manage return to work

NARCIS (Netherlands)

Schreuder, J. A. H.; Groothoff, J. W.; Jongsma, D.; van Zweeden, N. F.; van der Klink, J. J. L.; Roelen, C. A. M.

2013-01-01

To investigate adaptive leadership in relation to personnel sickness absence (SA). In situational leadership, supervisors are effective if they adapt their leadership style appropriately to a given situation. A managerial reorganization in a Dutch hospital with reassignment of supervisors provided

Subjects and educational objectives of specialized training courses for shift supervisors in nuclear power plants. Vol. 4

International Nuclear Information System (INIS)

1983-01-01

Presentation of subjects taught, curricula, educational objectives of training courses for shift supervisors in nuclear power plants. The curricula for nuclear engineering fundamentals include subjects such as nuclear physics, reactor physics, reactor safety, radiation protection, legal provisions, job safety, reactor technology, applied thermohydraulics and thermodynamics, materials. (HAG) [de

Associations of Work Stress, Supervisor Unfairness, and Supervisor Inability to Speak Spanish with Occupational Injury among Latino Farmworkers.

Science.gov (United States)

Clouser, Jessica Miller; Bush, Ashley; Gan, Wenqi; Swanberg, Jennifer

2017-06-22

Little is known about how psychosocial work factors such as work stress, supervisor fairness, and language barriers affect risk of occupational injury among Latino farmworkers. This study attempts to address these questions. Surveys were administered via interviews to 225 Latino thoroughbred farmworkers. Multivariable logistic regression analyses were performed to calculate odds ratios (OR) and 95% confidence intervals (CI) of occupational injury in the past year in relation to occupational characteristics. Work stress (OR 6.70, 95% CI 1.84-24.31), supervisor unfairness (OR 3.34, 95% CI 1.14-9.73), longer tenure at farm (OR 2.67, 95% CI 1.13-6.34), and supervisor inability to speak Spanish (OR 2.29, 95% CI 1.05-5.00) were significantly associated with increased odds of occupational injury. Due to the associations between work stress, supervisor unfairness, supervisor inability to speak Spanish and injury, supervisor training to improve Spanish language ability and equitable management practices is merited. Future research is needed to understand the antecedents of work stress for Latino farmworkers.

Clarifying Work-Family Intervention Processes: The Roles of Work-Family Conflict and Family-Supportive Supervisor Behaviors

Science.gov (United States)

Hammer, Leslie B.; Kossek, Ellen Ernst; Anger, W. Kent; Bodner, Todd; Zimmerman, Kristi L.

2011-01-01

Drawing on a conceptual model integrating research on training, work-family interventions, and social support, we conducted a quasi-experimental field study to assess the impact of a supervisor training and self-monitoring intervention designed to increase supervisors' use of family-supportive supervisor behaviors. Pre- and postintervention…

The role of supervisor emotional support on individual job satisfaction: A multilevel analysis.

Science.gov (United States)

Pohl, Sabine; Galletta, Maura

2017-02-01

Supervisor emotional support is a strong determinant of job satisfaction. There is no study examining the effect of supervisor emotional support at the group level on job satisfaction. Multilevel statistical techniques can help disentangle the effects of subjective assessments from those of group factors. The study's aim was to examine the moderating role of supervisor emotional support (group-level variable) on the relationship between work engagement and job satisfaction (individual-level variables). A cross-sectional study was performed in 39units from three Belgian hospitals. A total of 323 nurses completed a self-reported questionnaire. We carried out a multilevel analysis by using Hierarchical Linear Modeling. The results showed that the cross-level interaction was significant. Hence, at individual-level, the nurses with high levels of work engagement showed high levels of job satisfaction and this relationship was stronger when supervisor emotional support at group-level was high. Contextual differences among groups had an impact on the form of the work engagement-job satisfaction relationship. This relationship between work engagement and job satisfaction is an individual and group level phenomenon. Ways to enhance emotional supervisor support include training supervisors in providing support and enhancing communication between nurses and supervisors. Copyright © 2016 Elsevier Inc. All rights reserved.

Leadership in the clinical workplace: what residents report to observe and supervisors report to display: an exploratory questionnaire study.

Science.gov (United States)

van der Wal, Martha A; Scheele, Fedde; Schönrock-Adema, Johanna; Jaarsma, A Debbie C; Cohen-Schotanus, Janke

2015-11-02

Within the current health care system, leadership is considered important for physicians. leadership is mostly self-taught, through observing and practicing. Does the practice environment offer residents enough opportunities to observe the supervisor leadership behaviours they have to learn? In the current study we investigate which leadership behaviours residents observe throughout their training, which behaviours supervisors report to display and whether residents and supervisors have a need for more formal training. We performed two questionnaire studies. Study 1: Residents (n = 117) answered questions about the extent to which they observed four basic and observable Situational Leadership behaviours in their supervisors. Study 2: Supervisors (n = 201) answered questions about the extent to which they perceived to display these Situational Leadership behaviours in medical practice. We asked both groups of participants whether they experienced a need for formal leadership training. One-third of the residents did not observe the four basic Situational Leadership behaviours. The same pattern was found among starting, intermediate and experienced residents. Moreover, not all supervisors showed these 4 leadership behaviours. Both supervisors and residents expressed a need for formal leadership training. Both findings together suggest that current practice does not offer residents enough opportunities to acquire these leadership behaviours by solely observing their supervisors. Moreover, residents and supervisors both express a need for more formal leadership training. More explicit attention should be paid to leadership development, for example by providing formal leadership training for supervisors and residents.

Principal forensic physicians as educational supervisors.

Science.gov (United States)

Stark, Margaret M

2009-10-01

This research project was performed to assist the Faculty of Forensic and Legal Medicine (FFLM) with the development of a training programme for Principal Forensic Physicians (PFPs) (Since this research was performed the Metropolitan Police Service have dispensed with the services of the Principal Forensic Physicians so currently (as of January 2009) there is no supervision of newly appointed FMEs or the development training of doctors working in London nor any audit or appraisal reviews.) to fulfil their role as educational supervisors. PFPs working in London were surveyed by questionnaire to identify the extent of their knowledge with regard to their role in the development training of all forensic physicians (FPs) in their group, the induction of assistant FPs and their perceptions of their own training needs with regard to their educational role. A focus group was held at the FFLM annual conference to discuss areas of interest that arose from the preliminary results of the questionnaire. There is a clear need for the FFLM to set up a training programme for educational supervisors in clinical forensic medicine, especially with regard to appraisal. 2009 Elsevier Ltd and Faculty of Forensic and Legal Medicine.

Supervisor leadership in relation to resident job satisfaction.

Science.gov (United States)

van der Wal, Martha A; Schönrock-Adema, Johanna; Scheele, Fedde; Schripsema, Nienke R; Jaarsma, A Debbie C; Cohen-Schotanus, Janke

2016-08-01

Research from outside the medical field shows that leadership behaviours influence job satisfaction. Whether the same is true for the medical training setting needs to be explored. The aim of this study was to investigate the influence of residents' overall appreciation of their supervisor's leadership and observation of specific supervisor leadership behaviours on job satisfaction. We invited residents (N = 117) to rate how often they observed certain task and relation-oriented leadership behaviours in their supervisor and overall appreciation of their supervisor's leadership. Furthermore, they rated their satisfaction with 13 different aspects of their jobs on a 10-point scale. Using exploratory factor analysis we identified four factors covering different types of job satisfaction aspects: personal growth, autonomy, affective, and instrumental job satisfaction aspects. Influence of overall appreciation for supervisor leadership and observation of certain leadership behaviours on these job satisfaction factors were analysed using multiple regression analyses. The affective aspects of job satisfaction were positively influenced by overall appreciation of leadership (B = 0.792, p = 0.017), observation of specific instructions (B = 0.972, p = 0.008) and two-way communication (B = 1.376, p = 0.008) and negatively by mutual decision-making (B = -1.285, p = 0.007). No effects were found for the other three factors of job satisfaction. We recommend that supervisors become more aware of whether and how their behaviours influence residents' job satisfaction. Especially providing specific instructions and using two-way communication seem important to help residents deal with their insecurities and to offer them support.

Good Undergraduate Dissertation Supervision: Perspectives of Supervisors and Dissertation Coordinators

Science.gov (United States)

Roberts, Lynne D.; Seaman, Kristen

2018-01-01

There is a paucity of research, training, and material available to support supervisors of undergraduate dissertation students. This article explores what "good" supervision might look like at this level. Interviews were conducted with eight new supervisors and six dissertation coordinators using a critical incident methodology. Thematic…

GP supervisors--an investigation into their motivations and teaching activities.

Science.gov (United States)

Ingham, Gerard; O'Meara, Peter; Fry, Jennifer; Crothers, Natalie

2014-11-01

There is little empirical information on how general practitioner (GP) supervisors teach and the reasons for the variation in their teaching methods. Could the variation be due to differing motivations to teach? Supervisors from one regional training provider who attended educational workshops in 2013 were surveyed, seeking infor-mation on their motivation to become and remain a supervisor, and the frequency of use of selected teaching activities. The majority of respondents cited intrinsic motivators, including enjoying teaching (84%), contribution to the profession and community (82%), adding variety (78%) and workforce/succession planning (69%), as reasons for becoming GP supervisors. The expected relationships between motivations and teaching activities were not found. Variation in teaching activities used by supervisors does not appear to be associated with differing motivations. Measuring the use of teaching activities is not a mechanism to determine a supervisor's commitment to teaching.

The effectiveness of educational supervisors from the viewpoints of nurse managers and clinical nurses

Directory of Open Access Journals (Sweden)

M Khodayarian

2012-09-01

Full Text Available Introduction: The educational supervisors should attempt to plan and implement nurses’ development programs according to the principles of educational process. The present study was conducted to assess the effectiveness of educational supervisors from the viewpoints of clinical nurses and nurse managers in 2007. Methods : 97 clinical nurses and 33 nurse managers in educational hospitals of Yazd participated in this cross sectional study. The questionnaire including 56 items related to expected professional competencies of educational supervisor was prepared and its validity and reliability was confirmed. Overall Cronbach’s alpha was 0.97 ranging from 0.77 to 0.96 for different dimensions which indicated internal consistency of the questionnaire. Results: The results showed 42.3% of nurses considered the function of their hospital as effective, 52.6% as ineffective, and 5.2% as relatively effective. One hundred percent of metrons considered the function of educational supervisors as effective. All the educational supervisors considered their function effective. The study samples reported that all the listed criteria were important in the effectiveness of educational supervisors’ function. Conclusion: In order to improve the effectiveness of educational supervisors’ function their management and leadership competencies should be developed. Competency-based approach is suggested in preparing educational supervisors for implementing the educational process from the problem solving skills. This will help nurse managers to make their work environments a learning and educational institute.

[Effectiveness of mental health training including active listening for managers].

Science.gov (United States)

Ikegami, Kazunori; Tagawa, Yoshimasa; Mafune, Kosuke; Hiro, Hisanori; Nagata, Shoji

2008-07-01

significant increases post-training in "Job demands", "Worksite support by supervisor" and "Worksite support by co-worker", subscales of the BJSQ 12 items version. Particularly, the "Worksite support by supervisor" subscale increased significantly in 8 of the 47 sections in a comparison among sections. In this present study, we investigated the effectiveness of mental health training including Active Listening for managers, and suggest that to train Active Listening and use it at the worksite possibly strengthens "Worksite support by supervisor".

Trickle-down effects of supervisor perceptions of interactional justice: a moderated mediation approach.

Science.gov (United States)

Ambrose, Maureen L; Schminke, Marshall; Mayer, David M

2013-07-01

Supervisors' perceptions of how fairly they are treated by their own supervisors can influence their subordinates' perceptions, attitudes, and behavior. We present a moderated mediation model that demonstrates how work group structure can enhance or constrain these effects. Results show supervisors' perceptions of the fairness of the interactional treatment they receive relate to their subordinates' perceptions of interactional justice climate, and this relationship is stronger in work groups with more organic structures. Furthermore, consistent with the moderated mediation prediction, interactional justice climate mediates the relationship between supervisors' perceptions of interactional justice and outcomes when work group structures are more organic. We discuss the implications of the findings for research on justice and trickle-down effects. PsycINFO Database Record (c) 2013 APA, all rights reserved.

Effect of ingratiation on supervisor satisfaction through helping behavior: A moderated mediation model

Directory of Open Access Journals (Sweden)

Muhammad Ali Asadullah

2016-10-01

Full Text Available Purpose: This research intends to investigate the mediating role of helping behavior in relationship between employee ingratiation and supervisor satisfaction across high and low levels of ingratiation behavior, and answers the questions: how, when and why ingratiation is effective. Design/methodology/approach: Data were collected through questionnaire surveys in hotel industry, and structural equation modelling was applied to analyze these data by using hypothetical-deductive approach. Findings: The results indicate that helping behavior is an important mediator of the relationship between ingratiation and supervisor satisfaction. Moreover, ingratiation is also a strong moderator of the relationship between helping behavior and supervisor satisfaction. This research concludes that employee ingratiation positively predicts helping behaviors, and consequently the supervisor satisfaction. Research limitations/implications: This study is not experimental in nature, but a cross-sectional design has been followed. Future research can focus on an experimental design by incorporating a time element, and the design and analysis should be nested since this study did not use multilevel analysis. Moreover, this study used only two forms of ingratiation for measuring employee ingratiation behavior. We suggest researchers to consider all four dimensions of ingratiation by using some distinct scales. Practical implications: This research explains mechanisms underlying supervisor-subordinate relationship, and contributes to organizational behavior research by answering the question; 'when and how ingratiation could be effective?' The findings of this study have important managerial implications, and provide future lines of research.  Social implications: The findings of this research demonstrate that ingratiation is an important tool for satisfying superiors if employees exhibit helping behaviors towards coworkers and supervisors. Particularly, new employees

Ergonomics Risk Assessment with Participation of Supervisors in Production Line: a Successful Experience in Pars Khodro Company

Directory of Open Access Journals (Sweden)

Adel Mazloumi

2014-04-01

Full Text Available Background & Objectives: According to previous researches, workers' participation in issues affecting their working condition is the key to success in ergonomics interventions in working environments. Therefore, the present study was performed to increase active particapitation of supervisors in production line and also to identify and assess ergonomics risks and presenting modification actions (Kaizen by themselves in Pars Khodro automobile manufacturing company. Methods: A manual regarding lifting objects and body postures, according to the Finish evaluation method, was provided for supervisors in production line and related trainings were presented to them. Then, they were asked to insert the results of their assessments and suggestions in special forms during one year. The presented assessments and suggestions were examined by ergonomics experts. Results: According to the assessments conducted by supervisors, 26 work stations had high ergonomics risks, 51 had ergonomics risks with an average level, and 45 had low ergonomics risks. Moreover, the number of required Kaizens presented by supervisors was increased from 18 cases in the first year to 42 cases in the second year, after implementation of ergonomics training and identifying and assessing ergonomic risks by supervisors. Conclusion: Empowering and training supervisors increased workers' participation. In case of adequate training, supervisors can present practical solutions to reduce ergonomics risks in their workstations.

Core Competencies in Advanced Training: What Supervisors Say about Graduate Training

Science.gov (United States)

Nelson, Thorana S.; Graves, Todd

2011-01-01

In an attempt to identify needed mental health skills, many professional organizations have or are in the process of establishing core competency standards for their professions. The AAMFT identified 128 core competencies for the independent practice of MFT. The aim of this study was to learn the opinions of AAMFT Approved Supervisors as to how…

How Does Supervisor Support Influence Turnover Intent Among Frontline Hospital Workers? The Mediating Role of Affective Commitment.

Science.gov (United States)

Nichols, Helen M; Swanberg, Jennifer E; Bright, Charlotte Lyn

2016-01-01

Turnover among frontline hospital service workers can disrupt organizational effectiveness, reduce profitability, and limit the ability to provide high-quality, patient-centered care. This concern is compounded by the increasing reliance on frontline supervisors to manage this workforce, often without necessary training and support. However, research addressing the relationship between frontline supervisor support and intent to turnover among service workers and the process by which these variables are related is limited. By surveying 270 housekeeping and dietary service workers employed at 2 US hospitals, this study examined the relationship between supervisor support and turnover intent and assessed the mediating role of affective commitment between supervisor support and intent to turnover. Turnover intentions were lower for workers who reported greater levels of supervisor support and affective commitment; both supervisor support and affective commitment were significant predictors of turnover intent when tested individually. However, when controlling for affective commitment, supervisor support no longer predicted turnover intent, indicating that affective commitment fully mediated the relationship between supervisor support and intent to turnover. Implications for further research and organizational practice are discussed.

A Comparison of Selected Supervisory Skills of Content Specialist and Non-Content Specialist University Supervisors

Science.gov (United States)

Hunt, Kevin; Mitchell, Murray; Maina, Michael; Griffin, Lisa

2015-01-01

The purpose of this study was to describe and contrast selected approaches to the supervision of student teachers between Content Specialist and Non-Content Specialist university supervisors. Content Specialist supervisors were identified as trained university supervisors with a background in physical education. Non-Content Specialist supervisors…

Graduate-Assistant Athletic Trainers' Perceptions of the Supervisor's Role in Professional Socialization: Part II.

Science.gov (United States)

Thrasher, Ashley B; Walker, Stacy E; Hankemeier, Dorice A; Mulvihill, Thalia

2016-10-01

Many new athletic trainers (ATs) obtain graduate-assistant (GA) positions to gain more experience and professional development while being mentored by a veteran AT; however, GA ATs' perceptions of the supervisor's role in professional development are unknown. To explore the supervisor's role in the professional development of GAs in the collegiate setting. Qualitative study. Phone interviews. A total of 19 collegiate GAs (15 women, 4 men; average age = 23 ± 0.15 years; National Collegiate Athletic Association Division I = 13, II = 3, III = 2; National Association of Intercollegiate Athletics = 2; postprofessional athletic training program = 5). Data were collected via phone interviews and transcribed verbatim. Interviews were conducted until data saturation occurred. Data were analyzed through phenomenologic reduction. Trustworthiness was established via member checks and peer review. Three themes emerged: (1) GAs' expectations of supervisors, (2) professional development, and (3) mentoring and support. Participants expected their supervisors to provide mentorship, support, and feedback to help them improve their athletic training skills, but they also realized supervisors were busy with patient care responsibilities. Most participants felt their supervisors were available, but others believed their supervisors were too busy to provide support and feedback. Participants felt their supervisors provided professional development by teaching them new skills and socializing them into the profession. Furthermore, they thought their supervisors provided mentorship professionally, personally, and clinically. Supervisors supported the participants by standing behind them in clinical decisions and having open-door policies. The graduate assistantship allows new ATs to gain experience while pursuing professional development, mentorship, and support from a supervisor. The extent of development is highly dependent on the supervisor, but most supervisors mentor GAs. When

How personality traits affect clinician-supervisors' work engagement and subsequently their teaching performance in residency training

NARCIS (Netherlands)

Scheepers, Renée A.; Arah, Onyebuchi A.; Heineman, Maas Jan; Lombarts, Kiki M. J. M. H.

2016-01-01

Clinician-supervisors often work simultaneously as doctors and teachers. Supervisors who are more engaged for their teacher work are evaluated as better supervisors. Work engagement is affected by the work environment, yet the role of supervisors' personality traits is unclear. This study examined

Moving empirically supported practices to addiction treatment programs: recruiting supervisors to help in technology transfer.

Science.gov (United States)

Amodeo, Maryann; Storti, Susan A; Larson, Mary Jo

2010-05-01

Federal and state funding agencies are encouraging or mandating the use of empirically supported treatments in addiction programs, yet many programs have not moved in this direction (Forman, Bovasso, and Woody, 2001 ; Roman and Johnson, 2002 ; Willenbring et al., 2004 ). To improve the skills of counselors in community addiction programs, the authors developed an innovative Web-based course on Cognitive Behavioral Therapy (CBT), a widely accepted empirically-supported practice (ESP) for addiction. Federal funding supports this Web course and a randomized controlled trial to evaluate its effectiveness. Since supervisors often play a pivotal role in helping clinicians transfer learned skills from training courses to the workplace, the authors recruited supervisor-counselor teams, engaging 54 supervisors and 120 counselors. Lessons learned focus on supervisor recruitment and involvement, supervisors' perceptions of CBT, their own CBT skills and their roles in the study, and implications for technology transfer for the addiction field as a whole. Recruiting supervisors proved difficult because programs lacked clinical supervisors. Recruiting counselors was also difficult because programs were concerned about loss of third-party reimbursement. Across the addiction field, technology transfer will be severely hampered unless such infrastructure problems can be solved. Areas for further investigation are identified.

Work force retention: Role of work environment, organization commitment, supervisor support and training & development in ceramic sanitary ware industries in India

Energy Technology Data Exchange (ETDEWEB)

Umamaheswari S, Jayasree Krishnan

2016-07-01

Although retention of employees has become hot topic in this career turbulent era, practically no empirical research is carried out in the fast growing ceramic sector till now and this research fills the gap in the literature. The literatures surveys reported that organization commitment is an important determinant of retention and work environment, supervisor support and training and development are the most relevant antecedents increasing commitment towards organization. This paper examines the impact of the above factors over organization commitment and explores the effects of organization commitment on retention, and verifies the mediating effect of organization commitment on the relationship between proposed factors and retention. Design/methodology/approach: A survey was completed by 416 employees working in five ceramic sanitary ware factories located at different places in India. Questionnaire consisting of items adopted from previous researches were used to collect data. The selection of respondents was based on the simple random sampling. Findings: Findings reveals that organization commitment influences retention and all the above factors enhances it. Moreover organization commitment partially mediates the relationship between proposed factors and retention. However multiple regression analysis indicated that training and development did not have any notable influence on retention. Limitations: This study was conducted in a particular country and also in a particular sector of manufacturing industry, which limits generalization .Possibility of bias towards their organization and assumption that respondents know about their organization are other limitations. Implications: This paper offers recommendations to HR(Human resource) managers that they should extend their support to work environment, supervisor support and training and development in order to generate better relationship with employees and to reduce their likelihood of leaving the company

Employee experience of workplace supervisor contact and support during long-term sickness absence.

Science.gov (United States)

Buys, Nicholas J; Selander, John; Sun, Jing

2017-12-07

Workplace support is an important factor in promoting successful return to work. The purpose of this article is to examine relationships between supervisor contact, perceived workplace support and demographic variables among employees on long-term sickness absence. Data were collected from 204 public employees at a municipality in Sweden who had been on long term sickness absence (60 days or more) using a 23 question survey instrument that collected information on demographic variables, supervisor contact and perceived workplace support. Most injured employees (97%) reported having contact with their supervisors during their sickness absence, with a majority (56%) reporting high levels of support, including early (58.6%) and multiple (70.7%) contacts. Most were pleased with amount of contact (68.9%) and the majority had discussed workplace accommodations (68.1%). Employees who self-initiated contact, felt the amount of contact was appropriate, had a personal meeting with their supervisors and discussed workplace adjustments reported experiencing higher levels of support from supervisors. Employees on long-term sickness absence appreciate contact from their supervisors and this is associated with perceived workplace support. However, the amount and employee experience of this contact is important. It needs to be perceived by employees as supportive, which includes a focus on strategies (e.g., work adjustment) to facilitate a return to work. Supervisor training is required in this area to support the return to work process. Implications for Rehabilitation Contact and support from workplace supervisors is important to workers on long-term sickness absence. Employees appreciate frequent contact from supervisors during long-terms sickness absence. Employees appreciate a personal meeting with supervisors and the opportunity to discuss issues related to return to work such as work adjustment. Employers should provide training to supervisors on how to communicate and

Supervisors' Perspective on Electronic Logbook System for Postgraduate Medical Residents of CPSP.

Science.gov (United States)

Gondal, Khalid Masood; Iqbal, Uzma; Ahmed, Arslan; Khan, Junaid Sarfraz

2017-09-01

To find out the perspective of the supervisors about the role of electronic logbook (E-Logbook) of College of Physicians and Surgeons, Pakistan (CPSP) in monitoring the training of postgraduate medical residents of CPSP. Descriptive cross-sectional study. College of Physicians and Surgeons Pakistan (CPSP), Karachi, from May to October 2015. An electronic computer-based questionnaire designed in Hypertext Preprocessor (PHP) language was distributed to the registered CPSPsupervisors through the e-log system. The questionnaire comprised of seven close ended questions. The data were entered and analyzed by SPSS version 20. Descriptive statistics were determined. Atotal of 1,825 supervisors responded to the questionnaire. Fifteen hundred and ninety-eight (87.6%) supervisors gave regular feedback for their trainees, 88.2% considered it a better monitoring tool than conventional logbook, 92.5% responded that e-logbook helped in the regular assessment of the trainees, 87.8% believe that quality of training will improve after introduction of e-logbook, 89.2% found e-logbook useful in implementation of outcome-based learning and 88.4% considered e-logbook user-friendly. The main reasons for not providing regular feedback included the supervisors not familiar to e-logbook interface, internet access problems, and busy schedules of supervisors. There was a wide acceptability of the e-log system among the supervisors with positive perception about its usefulness. The common reasons that hinder the provision of regular feedback include not being familiar to e-log interface, internet access problem, busy schedule and some consider using e-logbook a cumbersome task. These reasons can be alleviated to provide a better training monitoring system for the residents.

Preparing supervisors to provide safeguarding supervision for healthcare staff.

Science.gov (United States)

Smikle, Marcia

2017-11-28

This paper outlines why experienced supervisors at a London healthcare provider received skills training so they could offer safeguarding supervision to front-line colleagues with case management responsibilities for vulnerable children and young people. It examines how supervisors use the main functions of supervision and a cycle of reflection in clinical practice with supervisees. As well as the professional issues encountered by supervisors in relation to the benefits, the challenges of providing supervision and the action required to make safeguarding supervision a part of the organisational culture are also explored. ©2017 RCN Publishing Company Ltd. All rights reserved. Not to be copied, transmitted or recorded in any way, in whole or part, without prior permission of the publishers.

Learner, Patient, and Supervisor Features Are Associated With Different Types of Cognitive Load During Procedural Skills Training: Implications for Teaching and Instructional Design.

Science.gov (United States)

Sewell, Justin L; Boscardin, Christy K; Young, John Q; Ten Cate, Olle; O'Sullivan, Patricia S

2017-11-01

Cognitive load theory, focusing on limits of the working memory, is relevant to medical education; however, factors associated with cognitive load during procedural skills training are not well characterized. The authors sought to determine how features of learners, patients/tasks, settings, and supervisors were associated with three types of cognitive load among learners performing a specific procedure, colonoscopy, to identify implications for procedural teaching. Data were collected through an electronically administered survey sent to 1,061 U.S. gastroenterology fellows during the 2014-2015 academic year; 477 (45.0%) participated. Participants completed the survey immediately following a colonoscopy. Using multivariable linear regression analyses, the authors identified sets of features associated with intrinsic, extraneous, and germane loads. Features associated with intrinsic load included learners (prior experience and year in training negatively associated, fatigue positively associated) and patient/tasks (procedural complexity positively associated, better patient tolerance negatively associated). Features associated with extraneous load included learners (fatigue positively associated), setting (queue order positively associated), and supervisors (supervisor engagement and confidence negatively associated). Only one feature, supervisor engagement, was (positively) associated with germane load. These data support practical recommendations for teaching procedural skills through the lens of cognitive load theory. To optimize intrinsic load, level of experience and competence of learners should be balanced with procedural complexity; part-task approaches and scaffolding may be beneficial. To reduce extraneous load, teachers should remain engaged, and factors within the procedural setting that may interfere with learning should be minimized. To optimize germane load, teachers should remain engaged.

Developing effective supervisors: Concepts of research | Lee | South ...

African Journals Online (AJOL)

The untrained Ph.D. supervisor will copy (or avoid copying) the way that they were supervised themselves. Current literature on Ph.D. supervision focuses either on lists of tasks that the supervisor must undertake or on conceptions of research. There is a need for a conceptual approach to research supervision.

The effect of personality traits of managers/supervisor on job ...

African Journals Online (AJOL)

The effect of personality traits of managers/supervisor on job satisfaction of medical ... of their time life in their workplace therefore investigation for job satisfaction related ... Keywords: Employees, Job satisfaction, Managers, Personality trait ...

The Statistical Knowledge Gap in Higher Degree by Research Students: The Supervisors' Perspective

Science.gov (United States)

Baglin, James; Hart, Claire; Stow, Sarah

2017-01-01

This study sought to gain an understanding of the current statistical training and support needs for Australian Higher Degree by Research (HDR) students and their supervisors. The data reported herein are based on the survey responses of 191 (18.7%) eligible supervisors from a single Australian institution. The survey was composed of both…

Improving the retention of child welfare workers by strengthening skills and increasing support for supervisors.

Science.gov (United States)

Renner, Lynette M; Porter, Rebecca L; Preister, Steven

2009-01-01

Increasingly, effective supervision has been found to be critical in the retention of child welfare workers. In 2006 the State of Missouri Children's Division implemented a supervisory strategic plan to concentrate on supervisory training and effectiveness, with the expectation that emphasis on supervision would improve the retention of frontline workers. Using annual responses to the survey of organizational excellence and retention data, this study examines perceptions of child welfare workers and supervisors on three workplace constructs. Analyses support hypotheses that retention of workers improved in the year following the implementation of the supervisory plan, and measures of supervisor effectiveness, team effectiveness, and job satisfaction also increased. Explanations of primary findings are provided and implications for practice and policy are discussed.

Work force retention: Role of work environment, organization commitment, supervisor support and training & development in ceramic sanitary ware industries in India

Directory of Open Access Journals (Sweden)

Umamaheswari S

2016-08-01

Full Text Available Purpose: Although retention of employees has become hot topic in this career turbulent era, practically no empirical research is carried out in the fast growing ceramic sector till now and this research fills the gap in the literature. The literatures surveys reported that organization commitment is an important determinant of retention and work environment, supervisor support and training and development are the most relevant antecedents increasing commitment towards organization. This paper examines the impact of the above factors over organization commitment and explores the effects of organization commitment on retention, and verifies the mediating effect of organization commitment on the relationship between proposed factors and retention. Design/methodology/approach: A survey was completed by 416 employees working in five ceramic sanitary ware factories located at different places in India. Questionnaire consisting of items adopted from previous researches were used to collect data. The selection of respondents was based on the simple random sampling. Findings: Findings reveals that organization commitment influences retention and all the above factors enhances it. Moreover organization commitment partially mediates the relationship between proposed factors and retention. However multiple regression analysis indicated that training and development did not have any notable   influence on retention. Limitations: This study was conducted in a particular country and also in a particular sector of manufacturing industry, which limits generalization .Possibility of bias towards their organization and assumption that respondents know about their organization are other limitations. Implications: This paper offers recommendations to HR(Human resource managers that they should extend their support to work environment, supervisor support and training and development in order to generate better relationship with employees and to reduce their

Developing skilled doctor-patient communication in the workplace: a qualitative study of the experiences of trainees and clinical supervisors.

Science.gov (United States)

Giroldi, Esther; Veldhuijzen, Wemke; Geelen, Kristel; Muris, Jean; Bareman, Frits; Bueving, Herman; van der Weijden, Trudy; van der Vleuten, Cees

2017-12-01

To inform the development of recommendations to facilitate learning of skilled doctor-patient communication in the workplace, this qualitative study explores experiences of trainees and supervisors regarding how trainees learn communication and how supervisors support trainees' learning in the workplace. We conducted a qualitative study in a general practice training setting, triangulating various sources of data to obtain a rich understanding of trainees and supervisors' experiences: three focus group discussions, five discussions during training sessions and five individual interviews. Thematic network analysis was performed during an iterative process of data collection and analysis. We identified a communication learning cycle consisting of six phases: impactful experience, change in frame of reference, identification of communication strategies, experimentation with strategies, evaluation of strategies and incorporation into personal repertoire. Supervisors supported trainees throughout this process by creating challenges, confronting trainees with their behaviour and helping them reflect on its underlying mechanisms, exploring and demonstrating communication strategies, giving concrete practice assignments, creating safety, exploring the effect of strategies and facilitating repeated practice and reflection. Based on the experiences of trainees and supervisors, we conclude that skilled communication involves the development of a personal communication repertoire from which learners are able to apply strategies that fit the context and their personal style. After further validation of our findings, it may be recommended to give learners concrete examples, opportunities for repeated practise and reflection on personal frames of reference and the effect of strategies, as well as space for authenticity and flexibility. In the workplace, the clinical supervisor is able to facilitate all these essential conditions to support his/her trainee in becoming a skilled

A Comparison of Pyramidal Staff Training and Direct Staff Training in Community-Based Day Programs

Science.gov (United States)

Haberlin, Alayna T.; Beauchamp, Ken; Agnew, Judy; O'Brien, Floyd

2012-01-01

This study evaluated two methods of training staff who were working with individuals with developmental disabilities: pyramidal training and consultant-led training. In the pyramidal training, supervisors were trained in the principles of applied behavior analysis (ABA) and in delivering feedback. The supervisors then trained their direct-care…

Leadership Effectiveness : A Supervisor's Approach to Manage Return to Work

NARCIS (Netherlands)

Schreuder, J. A. H.; Groothoff, J. W.; Jongsma, D.; van Zweeden, N. F.; van der Klink, J. J. L.; Roelen, C. A. M.

Purpose To investigate adaptive leadership in relation to personnel sickness absence (SA). In situational leadership, supervisors are effective if they adapt their leadership style appropriately to a given situation. Methods A managerial reorganization in a Dutch hospital with reassignment of

Supervisors' pedagogical role at a clinical education ward - an ethnographic study.

Science.gov (United States)

Manninen, Katri; Henriksson, Elisabet Welin; Scheja, Max; Silén, Charlotte

2015-01-01

Clinical practice is essential for health care students. The supervisor's role and how supervision should be organized are challenging issues for educators and clinicians. Clinical education wards have been established to meet these challenges and they are units with a pedagogical framework facilitating students' training in real clinical settings. Supervisors support students to link together theoretical and practical knowledge and skills. From students' perspectives, clinical education wards have shown potential to enhance students' learning. Thus there is a need for deeper understanding of supervisors' pedagogical role in this context. We explored supervisors' approaches to students' learning at a clinical education ward where students are encouraged to independently take care of patients. An ethnographic approach was used to study encounters between patients, students and supervisors. The setting was a clinical education ward for nursing students at a university hospital. Ten observations with ten patients, 11 students and five supervisors were included in the study. After each observation, individual follow-up interviews with all participants and a group interview with supervisors were conducted. Data were analysed using an ethnographic approach. Supervisors' pedagogical role has to do with balancing patient care and student learning. The students were given independence, which created pedagogical challenges for the supervisors. They handled these challenges by collaborating as a supervisory team and taking different acts of supervision such as allowing students their independence, being there for students and by applying patient-centredness. The supervisors' pedagogical role was perceived as to facilitate students' learning as a team. Supervisors were both patient- and student-centred by making a nursing care plan for the patients and a learning plan for the students. The plans were guided by clinical and pedagogical guidelines, individually adjusted and

Role of Headmasters, Teachers, and Supervisors in Knowledge Transfer about Occupational Health and Safety to Pupils in Vocational Education

Directory of Open Access Journals (Sweden)

Ing-Marie Andersson

2015-12-01

Conclusion: Teachers and supervisors did not plan the training in OHS in accordance with the provisions of systematic work environment management. Instead, the teachers based the training on their own experiences. Most of the supervisors did not receive information from the schools as to what should be included when introducing OHS issues in WPL.

Input-output supervisor

International Nuclear Information System (INIS)

Dupuy, R.

1970-01-01

The input-output supervisor is the program which monitors the flow of informations between core storage and peripheral equipments of a computer. This work is composed of three parts: 1 - Study of a generalized input-output supervisor. With sample modifications it looks like most of input-output supervisors which are running now on computers. 2 - Application of this theory on a magnetic drum. 3 - Hardware requirement for time-sharing. (author) [fr

Role of commitment to the supervisor, leader-member exchange, and supervisor-based self-esteem in employee-supervisor conflicts.

Science.gov (United States)

Landry, Guylaine; Vandenberghe, Christian

2009-02-01

Using survey data from 240 employees working in a variety of organizations, the authors examined the relations among commitment to the supervisor, leader-member exchange, supervisor-based self-esteem (SBSE), and relationship and substantive supervisor-subordinate conflicts. They found affective commitment was negatively related to both types of conflicts; perceived lack of alternatives commitment was positively related to relationship conflicts; and leader-member exchange was negatively related to substantive conflicts. SBSE was negatively associated with both types of conflicts. In addition, when SBSE was low, affective commitment was more strongly related to both types of conflicts, and normative commitment more strongly and positively related to substantive conflicts. The authors discuss the implications of these findings for the understanding of employee-supervisor conflicts.

Music therapy internship supervisors and preinternship students: a comparative analysis of questionnaires.

Science.gov (United States)

Knight, Andrew J

2008-01-01

The purpose of this study was to compare perceptions of professional competency between preinternship music therapy students and internship supervisors. Preinternship music therapy students and internship supervisors were asked to fill out the Internship Concerns Questionnaire (ICQ-ST, student; ICQ-SU, supervisor). Participants (N = 106) included 85 students at 16 AMTA-approved universities (n = 85), and 21 internship supervisors at active AMTA national roster internship sites (n = 21). Twenty items on the ICQ were rated on a Likert-type scale, and 1 item (Part B) asked the participant to indicate any other concerns not addressed in the ICQ. Music therapy interns and supervisors differed significantly in their mean ratings on 2 of the 20 items: "Communicating with facility staff" (p = .025) and "Maintaining client confidence" (p = .016). In both cases the student interns reported a significantly lower mean level of concern about getting assistance in these areas than did their supervisors. The present study suggests that music therapy educators may better prepare music therapy students for a successful internship by evaluating the perceptual gaps in professional training expectations between students and supervisors prior to the internship. Internship supervisors may also benefit from student's own perceptions of their knowledge and skills upon beginning the internship. Ultimately, the student is responsible for being prepared to begin the process from intern to beginning professional at the start of the internship, and to commit to gaining as much as possible from the combination of academic and clinical experiences available to them.

Impressed by impression management: Newcomer reactions to ingratiated supervisors.

Science.gov (United States)

Foulk, Trevor A; Long, David M

2016-10-01

Organizational newcomers are unfamiliar with many aspects of their workplace and look for information to help them reduce uncertainty and better understand their new environment. One aspect critical to newcomers is the disposition of their supervisor-the person who arguably can impact the newcomer's career the most. To form an impression of their new supervisor, newcomers look to social cues from coworkers who have interpersonal contact with the supervisor. In the present research, we investigate the ways newcomers use observed ingratiation-a common impression management strategy whereby coworkers try to appear likable (Schlenker, 1980)-to form impressions of a supervisor's warmth. Research on social influence cannot easily account for how third parties will interpret ingratiation, as the behaviors linked to ingratiation suggest something positive about the target, yet the unsavory aspects of the behavior imply it may not have the same effects as other positive behaviors. Our findings suggest that newcomers are unique in that they are motivated to learn about their new supervisor, and are prone to ignore those unsavory aspects and infer something positive about a supervisor targeted with ingratiation. Our findings also suggest that this effect can be weakened based on the supervisor's response. In other words, newcomers rely less on evidence from a coworker's ingratiation in the presence of direct behaviors from the supervisor. (PsycINFO Database Record (c) 2016 APA, all rights reserved).

Job analysis of the maintenance supervisor and instrument and control supervisor positions for the nuclear power plant maintenance personnel reliability model

International Nuclear Information System (INIS)

Bartter, W.D.; Siegel, A.I.; Federman, P.J.

1982-11-01

The present report presents the results of an analysis of the jobs of maintenance mechanic supervisors and instrument and control technician supervisors in nuclear power plants. Such an analysis was considered to be a necessary step in defining the scope and focus of a model for predicting and analyzing nuclear power maintenance reliability. The model will focus upon tasks and subtasks performed by various job positions. The results of this job analysis, along with the results of a survey of user needs vis-a-vis such a model and the results of parallel analyses of the job of maintenance mechanics and of instrument and control technicians provide the sound foundation on which such a model may be built. Job analysis possesses implications for a number of purposes. It provides insight into selection standards, job structuring and organization, performance analysis, training objective establishment, and training content derivation. Accordingly, the results of the present work possess implications for a variety of interest areas relative to safe and efficient operation of nuclear power plants

Survey and analysis of radiation safety management systems at medical institutions. Initial report. Radiation protection supervisor, radiation safety organization, and education and training

International Nuclear Information System (INIS)

Ohba, Hisateru; Ogasawara, Katsuhiko; Aburano, Tamio

2005-01-01

In this study, a questionnaire survey was carried out to determine the actual situation of radiation safety management systems in Japanese medical institutions with nuclear medicine facilities. The questionnaire consisted of questions concerning the Radiation Protection Supervisor license, safety management organizations, and problems related to education and training in safety management. Analysis was conducted according to region, type of establishment, and number of beds. The overall response rate was 60%, and no significant difference in response rate was found among regions. Medical institutions that performed nuclear medicine practices without a radiologist participating accounted for 10% of the total. Medical institutions where nurses gave patients intravenous injections of radiopharmaceuticals as part of the nuclear medicine practices accounted for 28% of the total. Of these medical institutions, 59% provided education and training in safety management for nurses. The rate of acquisition of Radiation Protection Supervisor licenses was approximately 70% for radiological technologists and approximately 20% for physicians (regional difference, p=0.02). The rate of medical institutions with safety management organizations was 71% of the total. Among the medical institutions (n=208) without safety management organizations, approximately 56% had 300 beds or fewer. In addition, it became clear that 35% of quasi-public organizations and 44% of private organizations did not provide education and training in safety management (p<0.001, according to establishment). (author)

Leadership in the clinical workplace: what residents report to observe and supervisors report to display: an exploratory questionnaire study

OpenAIRE

van der Wal, Martha A.; Scheele, Fedde; Sch?nrock-Adema, Johanna; Jaarsma, A. Debbie C.; Cohen-Schotanus, Janke

2015-01-01

Background: Within the current health care system, leadership is considered important for physicians. leadership is mostly self-taught, through observing and practicing. Does the practice environment offer residents enough opportunities to observe the supervisor leadership behaviours they have to learn? In the current study we investigate which leadership behaviours residents observe throughout their training, which behaviours supervisors report to display and whether residents and supervisor...

How do supervisors perceive and manage employee mental health issues in their workplaces?

Science.gov (United States)

Kirsh, Bonnie; Krupa, Terry; Luong, Dorothy

2018-01-01

Organizations have become increasingly concerned about mental health issues in the workplace as the economic and social costs of the problem continue to grow. Addressing employees' mental health problems and the stigma that accompanies them often falls to supervisors, key people in influencing employment pathways and the social climate of the workplace. This study examines how supervisors experience and perceive mental illness and stigma in their workplaces. It was conducted under the mandate of the Mental Health Commission of Canada's Opening Minds initiative. The study was informed by a theoretical framework of stigma in the workplace and employed a qualitative approach. Eleven supervisors were interviewed and data were analyzed for major themes using established procedures for conventional content analysis. Themes relate to: perceptions of the supervisory role relative to managing mental health problems at the workplace; supervisors' perceptions of mental health issues at the workplace; and supervisors' experiences of managing mental health issues at work. The research reveals the tensions supervisors experience as they carry out responsibilities that are meant to benefit both the individual and workplace, and protect their own well-being as well. This study emphasizes the salience of stigma and mental health issues for the supervisor's role and illustrates the ways in which these issues intersect with the work of supervisors. It points to the need for future research and training in areas such as balancing privacy and supports, tailoring disclosure processes to suit individuals and workplaces, and managing self-care in the workplace.

Job Instruction Training.

Science.gov (United States)

Pfau, Richard H.

Job Instruction Training (JIT) is a step-by-step, relatively simple technique used to train employees on the job. It is especially suitable for teaching manual skills or procedures; the trainer is usually an employee's supervisor but can be a co-worker. The JIT technique consists of a series of steps that a supervisor or other instructor follows…

Occupational Survey Report on Automotive Mechanics: Task Data from Workers and Supervisors Indicating Job Relevance and Training Criticalness. [Interim Report]. Research and Development Series No. 110.

Science.gov (United States)

Ammerman, Harry L.; Pratzner, Frank C.

The study was conducted to develop methods for using timely, firsthand occupational task information on automotive mechanics in order to identify critical performance requirements that warrant formal training. The methodology used is described in detail. A Task Inventory Questionnaire was completed by 18 auto mechanics and 12 supervisors in each…

"They Will Come to Understand": Supervisor Reflections on International Medical Electives.

Science.gov (United States)

Roebbelen, Erica; Dorman, Katie; Hunter, Andrea; Kraeker, Christian; O'Shea, Tim; Bozinoff, Nikki

2018-03-22

Phenomenon: Increasing numbers of medical students from high-income countries are undertaking international medical electives (IMEs) during their training. Much has been written about the benefits of these experiences for the student, and concerns have been raised regarding the burden of IMEs on host communities. The voices of physicians from low- and middle-income countries who supervise IMEs have not been explored in depth. The current study sought to investigate host-physician perspectives on IMEs. Host supervisors were recruited by convenience sampling through students travelling abroad for IMEs during the summer of 2012. From 2012 through 2014, 11 semistructured interviews were conducted by telephone with host supervisors from Nepal, Uganda, Ghana, Guyana, and Kenya. Participants were invited to describe their motivations for hosting IMEs and their experiences of the benefits and harms of IMEs. Interviews were transcribed verbatim and checked for accuracy. An initial coding framework was developed and underwent multiple revisions, after which analytic categories were derived using conventional qualitative content analysis. For host supervisors, visits from international medical students provided a window into the resource-rich medical practice of high-income countries, and supervisors positioned themselves, their education, and clinical expertise against perceived standards of the international students' context. Hosting IMEs also contributed to supervisors' identities as educators connected to a global community. Supervisors described the challenge of helping students navigate their distress when confronting global health inequity. Finally, the desire for increasingly reciprocal relationships was expressed as a hope for the future. Insights: IMEs can be formative for host supervisors' identities and are used to benchmark host institutions compared with international medical standards. Reciprocity was articulated as essential for IMEs moving forward.

Supervisor Autonomy and Considerate Leadership Style are Associated with Supervisors' Likelihood to Accommodate Back Injured Workers.

Science.gov (United States)

McGuire, Connor; Kristman, Vicki L; Shaw, William; Williams-Whitt, Kelly; Reguly, Paula; Soklaridis, Sophie

2015-09-01

To determine the association between supervisors' leadership style and autonomy and supervisors' likelihood of supporting job accommodations for back-injured workers. A cross-sectional study of supervisors from Canadian and US employers was conducted using a web-based, self-report questionnaire that included a case vignette of a back-injured worker. Autonomy and two dimensions of leadership style (considerate and initiating structure) were included as exposures. The outcome, supervisors' likeliness to support job accommodation, was measured with the Job Accommodation Scale (JAS). We conducted univariate analyses of all variables and bivariate analyses of the JAS score with each exposure and potential confounding factor. We used multivariable generalized linear models to control for confounding factors. A total of 796 supervisors participated. Considerate leadership style (β = .012; 95% CI .009-.016) and autonomy (β = .066; 95% CI .025-.11) were positively associated with supervisors' likelihood to accommodate after adjusting for appropriate confounding factors. An initiating structure leadership style was not significantly associated with supervisors' likelihood to accommodate (β = .0018; 95% CI -.0026 to .0061) after adjusting for appropriate confounders. Autonomy and a considerate leadership style were positively associated with supervisors' likelihood to accommodate a back-injured worker. Providing supervisors with more autonomy over decisions of accommodation and developing their considerate leadership style may aid in increasing work accommodation for back-injured workers and preventing prolonged work disability.

Effective and efficient learning in the operating theater with intraoperative video-enhanced surgical procedure training.

Science.gov (United States)

van Det, M J; Meijerink, W J H J; Hoff, C; Middel, B; Pierie, J P E N

2013-08-01

INtraoperative Video Enhanced Surgical procedure Training (INVEST) is a new training method designed to improve the transition from basic skills training in a skills lab to procedural training in the operating theater. Traditionally, the master-apprentice model (MAM) is used for procedural training in the operating theater, but this model lacks uniformity and efficiency at the beginning of the learning curve. This study was designed to investigate the effectiveness and efficiency of INVEST compared to MAM. Ten surgical residents with no laparoscopic experience were recruited for a laparoscopic cholecystectomy training curriculum either by the MAM or with INVEST. After a uniform course in basic laparoscopic skills, each trainee performed six cholecystectomies that were digitally recorded. For 14 steps of the procedure, an observer who was blinded for the type of training determined whether the step was performed entirely by the trainee (2 points), partially by the trainee (1 point), or by the supervisor (0 points). Time measurements revealed the total procedure time and the amount of effective procedure time during which the trainee acted as the operating surgeon. Results were compared between both groups. Trainees in the INVEST group were awarded statistically significant more points (115.8 vs. 70.2; p < 0.001) and performed more steps without the interference of the supervisor (46.6 vs. 18.8; p < 0.001). Total procedure time was not lengthened by INVEST, and the part performed by trainees was significantly larger (69.9 vs. 54.1 %; p = 0.004). INVEST enhances effectiveness and training efficiency for procedural training inside the operating theater without compromising operating theater time efficiency.

Putting the Super in Supervisor: Determinants of Federal Employee Evaluation of Supervisors.

Science.gov (United States)

Daley, Dennis M.

1997-01-01

Cross-sectional analysis of federal employee opinions of their supervisors showed that they believed the following to be crucial supervisor responsibilities: performance appraisal, protecting the merit system from prohibited practices, and enhancing employee job satisfaction and intrinsic motivation. (SK)

Family supportive supervisor behaviors and organizational culture:Effects on work engagement and performance

OpenAIRE

Rofcanin, Yasin; Heras , Mireia Las; Bakker, Arnold B

2017-01-01

Informed by social information processing (SIP) theory, in this study, we assessed the associations among family supportive supervisor behaviors (FSSBs) as perceived by subordinates, subordinate work engagement, and supervisor-rated work performance. Moreover, we explored the role of family supportive organizational culture as a contextual variable influencing our proposed associations. Our findings using matched supervisor-subordinate data collected from a financial credit company in Mexico ...

Are we on the same page? The performance effects of congruence between supervisor and group trust.

Science.gov (United States)

Carter, Min Z; Mossholder, Kevin W

2015-09-01

Taking a multiple-stakeholder perspective, we examined the effects of supervisor-work group trust congruence on groups' task and contextual performance using a polynomial regression and response surface analytical framework. We expected motivation experienced by work groups to mediate the positive influence of trust congruence on performance. Although hypothesized congruence effects on performance were more strongly supported for affective rather than for cognitive trust, we found significant indirect effects on performance (via work group motivation) for both types of trust. We discuss the performance effects of trust congruence and incongruence between supervisors and work groups, as well as implications for practice and future research. (c) 2015 APA, all rights reserved).

Trust in Supervisor and Job Engagement: Mediating Effects of Psychological Safety and Felt Obligation.

Science.gov (United States)

Basit, Ameer A

2017-11-17

In the social context of job engagement, the role of trust in supervisor in predicting engagement of employees has received attention in research. Very limited research, however, has investigated the mechanisms mediating this dynamic relationship. To address this important gap in knowledge, the aim of this study was to examine psychological safety and felt obligation as two psychological mechanisms mediating the effect of trust in supervisor on job engagement. Drawing from job engagement and social exchange theories, the mediating roles of psychological safety and felt obligation in the trust-engagement relationship were empirically investigated in the Malaysian context. Using self-report questionnaires, data were collected from 337 nurses employed in a public hospital located near Kuala Lumpur, Malaysia. Results fully supported the proposed serial multiple mediator model. Trust in supervisor was indirectly related to job engagement via psychological safety followed by felt obligation. This study provides empirical evidence that trust in supervisor makes employees feel psychologically safe to employ and express their selves in their job roles. This satisfaction of the psychological safety need is interpreted by employees as an important socioemotional benefit that, in turn, makes them feel obligated to pay back to their organization through their enhanced level of job engagement. Implications for theory and practice were discussed.

Clinical teaching in restorative dentistry and the variation between students' and supervisors' perceptions of its effectiveness.

LENUS (Irish Health Repository)

Polyzois, I

2010-05-01

To investigate if there was an agreement between the students and supervisors on the quality of clinical teaching in Restorative Dentistry in the Dublin Dental School and Hospital and to identify differences on how effective clinical teaching is perceived between three academic years. In addition it aimed to identify the existence of any similarities between students\\' and supervisors\\' perceptions of specific teaching behaviours that are most and least helpful in learning.

Relationships among supervisor feedback environment, work-related stressors, and employee deviance.

Science.gov (United States)

Peng, Jei-Chen; Tseng, Mei-Man; Lee, Yin-Ling

2011-03-01

Previous research has demonstrated that the employee deviance imposes enormous costs on organizational performance and productivity. Similar research supports the positive effect of favorable supervisor feedback on employee job performance. In light of such, it is important to understand the interaction between supervisor feedback environment and employee deviant behavior to streamline organization operations. The purposes of this study were to explore how the supervisor feedback environment influences employee deviance and to examine the mediating role played by work-related stressors. Data were collected from 276 subordinate-supervisor dyads at a regional hospital in Yilan. Structural equation modeling analyses were conducted to test hypotheses. Structural equation modeling analysis results show that supervisor feedback environment negatively related to interpersonal and organizational deviance. Moreover, work-related stressors were found to partially mediate the relationship between supervisor feedback environment and employee deviance. Study findings suggest that when employees (nurses in this case) perceive an appropriate supervisor-provided feedback environment, their deviance is suppressed because of the related reduction in work-related stressors. Thus, to decrease deviant behavior, organizations may foster supervisor integration of disseminated knowledge such as (a) how to improve employees' actual performance, (b) how to effectively clarify expected performance, and (c) how to improve continuous performance feedback. If supervisors absorb this integrated feedback knowledge, they should be in a better position to enhance their own daily interactions with nurses and reduce nurses' work-related stress and, consequently, decrease deviant behavior.

Mentoring Function and Quality of Supervisor Auditor Relationship: Organizational Justice as A Mediation

Directory of Open Access Journals (Sweden)

Rahmawati Rahmawati

2017-06-01

Full Text Available This study empirically examines the antecedents and consequences of organization justice consisting of distributive justice, procedural justice, and interactional justice. The hypothesis of this study are mentoring function positive effect on organization justice, organizational justice positive effect on quality of supervisor-auditor relationship, mentoring function positive effect on quality of supervisor-auditor relationship. In additional, this study also hypothesized that organization justice as mediation between mentoring functions and quality of supervisor-auditor relationship. This study is a survey of 228 government internal auditors of Financial and Development Supervisory Agency-Badan Pengawasan Keuangan dan Pembangunan (BPKP in Java-Bali Indonesia. The technique of collecting data using questionnaires. Test hypotheses using path analysis with SEM-AMOS. The results showed that mentoring function positive effect on organization justice, organizational justice positive effect on quality of supervisor-auditor relationship, mentoring function positive effect on quality of supervisor-auditor relationship. The study also provide an empirical finding that organization justice as mediation between mentoring functions and quality of supervisor-auditor relationship. The study provides recommendations to the BPKP in solving the problems faced by the government in realizing good and clean governance. This study is the first empirically examines the potential benefit of organization justice as a mediation between mentoring function and quality of supervisor-auditor relationship.

Nuclear medicine installations supervisors interactive course (CD-ROM)

International Nuclear Information System (INIS)

Williart, A.; Shaw, M.; Tellez, M.

2000-01-01

The professionals who work as Nuclear Medicine Installations Supervisors need a suitable training. This training must be based on the guidelines of the C.S.N. (the Spanish Agency for Nuclear Safety). The traditional training courses must comply with a set of requirements, that not always is possible to get: They are given in a settled place. They are developed during a time, more or less lengthy. This time is pre-established. However, the persons willing to follow these courses have some difficulties with the place and the time. Many of them do not live near the places where the courses are given, in general in big cities, while there are Nuclear Medicine Installations scattered through all Spain. Moreover in some occasions they have not available time to attend the courses. Many times, faced with so many obstacles, the option is not to do the suitable training course. In order to solve this kind of problems we offer an Interactive Training Course (supported by CD-ROM). The course contents are based on Spanish Regulations and on the Safety Guide, established by C.S.N., for approval Radioactive Installations Supervisors Training Courses. This guide includes General Topics for Radioactive Installations and Specific Subjects for Nuclear Medicine. (General topics) Basic knowledge on the fundamental concepts on the action and nature of Ionizing Radiations, their risks and preventions. The ionizing radiations. Biological effects of ionizing radiations. Radiological protection. Legislation on radioactive installations. (Specific Subjects) Knowledge on the radiological risks associated to the proper techniques in the specific field of application. In our case the specific field is Nuclear Medicine Installations, where the radioactive sources are used for diagnostic or for therapy. Specific legal and administrative aspects. Non-encapsulated radioactive sources. Associated radiological risks to the use of non-encapsulated sources. Installations design. Operative procedures

General practitioners as supervisors in postgraduate clinical education

DEFF Research Database (Denmark)

Wearne, Susan; Dornan, Tim; Teunissen, Pim W.

2012-01-01

Context General practice supervisors are said to serve as the cornerstones of general practice postgraduate education and therefore it is important to clearly define their roles and what makes them effective. The commonly used definition of a supervisor is not primarily based on general practice...... with resident doctors that provided a foundation for learning. Residents needed a balance of challenge, usually provided by patients, and support, provided by supervisors. Supervisors established learning environments, assessed residents' learning needs, facilitated learning, monitored the content and process...... of learning and the well-being of residents, and summarised learning in ways that turned 'know that' into 'know how'. Conclusions General practice must be expert in ensuring patients are well cared for 'by proxy' and in giving residents just the right amount of support they need to face the challenges posed...

PhD supervisor-student relationship

Directory of Open Access Journals (Sweden)

FILIPE PRAZERES

2017-10-01

Full Text Available The relationship between the PhD supervisor and the PhD student is a complex one. When this relationship is neither effective nor efficient, it may yield negative consequences, such as academic failure (1. The intricacy of the supervisor-student relationship may be in part comparable to the one between the physician and his/her patient [see, for example (2]. Both interactions develop over several years and the players involved in each relationship – PhD supervisor-student on the one side and physician-patient on the other side – may at some point of the journey develop different expectations of one another [see, for example (3, 4] and experience emotional distress (5. In both relationships, the perceived satisfaction with the interaction will contribute to the success or failure of the treatment in one case, and in the other, the writing of a thesis. To improve the mentioned satisfaction, not only there is a need to invest time (6, as does the physician to his/ her patients, but also both the supervisor and the PhD student must be willing to negotiate a research path to follow that would be practical and achievable. The communication between the physician and patient is of paramount importance for the provision of health care (7, and so is the communication between the supervisor and PhD student which encourages the progression of both the research and the doctoral study (8. As to a smooth transition to the postgraduate life, supervisors should start thinking about providing the same kind of positive reinforcement that every student is used to experience in the undergraduate course. The recognition for a job well done will mean a lot for a PhD student, as it does for a patient. One good example is the increase in medication compliance by patients with high blood pressure who receive positive reinforcement from their physicians (9. Supervisors can organize regular meetings for (and with PhD students in order to not only discuss their projects

Transparency of Banking Supervisors

NARCIS (Netherlands)

Liedorp, Franka; Mosch, Robert; van der Cruijsen, Carin; de Haan, Jakob

Following Eijffinger and Geraats (2006), this paper constructs an index of transparency of banking supervisors that takes political, economic, procedural, policy, and operational transparency into account. Based on a survey, the index is constructed for 24 banking supervisors. The average score is

Operator training for the abnormal

International Nuclear Information System (INIS)

Marzec, R.J.

1977-01-01

Training of nuclear power plant control room operators, on actions to be taken for an abnormal event, has classically been limited to discussion, on-shift and/or during requalification training classes, of symptoms, logical thought processes, systems analysis, and operator experience. The prerequisites for these discussions are a common technical vocabulary, and a minimum basic comprehension of nuclear power plant fundamentals, plant component theory of operation, system configuration, system control philosophy and operating procedures. Nuclear power plant control room operators are not the only personnel who are or should be involved in these discussions. The shift supervisors, operations management, and auxiliary equipment operators require continuing training in abnormal operations, as well. More in-depth training is necessary for shift supervisors and control room operators. The availability of vendor simulators has improved the effectiveness of training efforts for these individuals to some extent by displaying typical situations and plant performance characteristics and by providing a degree of ''hands on'' experience. The evolution of in-depth training with these simulators is reviewed

Linking subordinate political skill to supervisor dependence and reward recommendations: a moderated mediation model.

Science.gov (United States)

Shi, Junqi; Johnson, Russell E; Liu, Yihao; Wang, Mo

2013-03-01

In this study, we examined the relations of subordinate political skill with supervisor's dependence on the subordinate and supervisor reward recommendation, as well as mediating (interaction frequency with supervisor) and moderating (supervisor political behavior) variables of these relations. Our theoretical model was tested using data collected from employees in a company that specialized in construction management. Analyses of multisource and lagged data from 53 construction management team supervisors and 296 subordinates indicated that subordinate political skill was positively related to supervisor reward recommendation via subordinate's interaction frequency with supervisor. Although interaction frequency with a supervisor was also positively related to the supervisor's dependence on the subordinate, the indirect effect of subordinate political skill on dependence was not significant. Further, both the relationship between subordinate political skill and interaction frequency with a supervisor and the indirect relationships between subordinate political skill and supervisor reward recommendation were stronger when supervisors exhibited more political behavior.

Interactive training improves workplace climate, knowledge, and support towards domestic violence.

Science.gov (United States)

Glass, Nancy; Hanson, Ginger C; Laharnar, Naima; Anger, W Kent; Perrin, Nancy

2016-07-01

As Intimate Partner Violence (IPV) affects the workplace, a supportive workplace climate is important. The study evaluated the effectiveness of an "IPV and the Workplace" training on workplace climate towards IPV. IPV training was provided to 14 intervention counties and 13 control counties (receiving training 6 months delayed). Measures included workplace climate surveys, IPV knowledge test, and workplace observations. (i) Training significantly improved supervisor knowledge on IPV and received positive evaluations, (ii) training improved workplace climate towards IPV significantly which was maintained over time, and (iii) after the training, supervisors provided more IPV information to employees and more IPV postings were available in the workplace. The study provides evidence to support on-site interactive, computer based training as a means for improved workplace safety. IPV and the Workplace training effectively increased knowledge and positively changed workplace climate. Am. J. Ind. Med. 59:538-548, 2016. © 2016 Wiley Periodicals, Inc. © 2016 Wiley Periodicals, Inc.

How internal and external supervisors influence employees' self-serving decisions

NARCIS (Netherlands)

de Waal, Melanie; Rink, Floor; Stoker, Janka

2015-01-01

The current investigation examined the effects of internal and external supervisors (i.e., formally installed institutions that hold employees accountable for their actions) on employees’ self-serving decisions. In two studies, it was found that internal supervisors reduced self-serving decisions

Family supportive supervisor behaviors and organizational culture: Effects on work engagement and performance.

Science.gov (United States)

Rofcanin, Yasin; Las Heras, Mireia; Bakker, Arnold B

2017-04-01

Informed by social information processing (SIP) theory, in this study, we assessed the associations among family supportive supervisor behaviors (FSSBs) as perceived by subordinates, subordinate work engagement, and supervisor-rated work performance. Moreover, we explored the role of family supportive organizational culture as a contextual variable influencing our proposed associations. Our findings using matched supervisor-subordinate data collected from a financial credit company in Mexico (654 subordinates; 134 supervisors) showed that FSSBs influenced work performance through subordinate work engagement. Moreover, the positive association between subordinates' perceptions of FSSBs and work engagement was moderated by family supportive organizational culture. Our results contribute to emerging theories on flexible work arrangements, particularly on family supportive work policies. Moreover, our findings carry practical implications for improving employee work engagement and work performance. (PsycINFO Database Record (c) 2017 APA, all rights reserved).

FFTF operator training

International Nuclear Information System (INIS)

1979-01-01

The qualifications required and the training received by FFTF operators are described. The training includes sodium fill training and cold plant qualification. Requirements for supervisors are also outlined. Arrangement of personnel at FFTF is described. Requalification training and recertification are considered

Transformational Leaders? The Pivotal Role That Supervisors Play in Safety Culture

Science.gov (United States)

Bahn, Susanne

2013-01-01

The purpose of this paper is to investigate the impact frontline supervisors have on workplace safety culture and to argue for increased formal supervisory training. Two studies conducted in 2006-08 and 2011 are examined and compared in which 28 Managers and Occupational Health and Safety Managers in the construction industry in Western Australia…

"Don't Leave Us Out There Alone": A Framework for Supporting Supervisors

Science.gov (United States)

Dangel, Julie Rainer; Tanguay, Carla

2014-01-01

Professional development that scaffolds and supports supervisors is critical for quality field experiences and is our responsibility as teacher educators. The literature supports this statement and two ideas that conceptually frame our work: (1) quality field experiences are a critical component of preservice programs and (2) training and support…

Social Support at the Workplace, Motivation to Transfer and Training Transfer: A Multilevel Indirect Effects Model

Science.gov (United States)

Massenberg, Ann-Christine; Spurk, Daniel; Kauffeld, Simone

2015-01-01

Supervisor support, peer support and transfer motivation have been identified as important predictors of training transfer. Transfer motivation is thought to mediate the support-training transfer relationship. Especially after team training interventions that include all team members (i.e. whole-team training), individual perception of these…

Lost in Transition: Examining Transitions in Psychotherapy Training.

Science.gov (United States)

Tan, Adrienne; Philipp, Diane; Malat, Jan; Feder, Victor; Kulkarni, Chetana; Lawson, Andrea; So, Vivien; Ravitz, Paula

2015-10-01

Disruptions are inevitable during psychiatry residency training and can affect resident learning and patient care. This exploratory study examined the nature and impact of transitions in psychotherapy training. PGY2-5 residents (45/150; 30% response rate) and psychotherapy supervisors (46/247; 18.6% response rate) were surveyed about transitional events during residency training in psychotherapy. Supervisors and residents ranked the frequency of occurrence of transitional events and their impact very similarly, as well as the "feed forward" items when transitioning to a new supervisor. Residents feeling confused or overwhelmed with the balancing of learning differing models with differing levels of comfort or knowledge was ranked as the issue that occurred most frequently by both supervisors and residents. This study highlights issues that arise at transitions during psychotherapy training in psychiatry residency. Strategies for managing these periods are discussed, with a focus on resident learning and improved continuity of patient care.

Disentangling the roles of safety climate and safety culture: Multi-level effects on the relationship between supervisor enforcement and safety compliance.

Science.gov (United States)

Petitta, Laura; Probst, Tahira M; Barbaranelli, Claudio; Ghezzi, Valerio

2017-02-01

Despite increasing attention to contextual effects on the relationship between supervisor enforcement and employee safety compliance, no study has yet explored the conjoint influence exerted simultaneously by organizational safety climate and safety culture. The present study seeks to address this literature shortcoming. We first begin by briefly discussing the theoretical distinctions between safety climate and culture and the rationale for examining these together. Next, using survey data collected from 1342 employees in 32 Italian organizations, we found that employee-level supervisor enforcement, organizational-level safety climate, and autocratic, bureaucratic, and technocratic safety culture dimensions all predicted individual-level safety compliance behaviors. However, the cross-level moderating effect of safety climate was bounded by certain safety culture dimensions, such that safety climate moderated the supervisor enforcement-compliance relationship only under the clan-patronage culture dimension. Additionally, the autocratic and bureaucratic culture dimensions attenuated the relationship between supervisor enforcement and compliance. Finally, when testing the effects of technocratic safety culture and cooperative safety culture, neither safety culture nor climate moderated the relationship between supervisor enforcement and safety compliance. The results suggest a complex relationship between organizational safety culture and safety climate, indicating that organizations with particular safety cultures may be more likely to develop more (or less) positive safety climates. Moreover, employee safety compliance is a function of supervisor safety leadership, as well as the safety climate and safety culture dimensions prevalent within the organization. Copyright © 2016 Elsevier Ltd. All rights reserved.

The relationship between supervisor support and registered nurse outcomes in nursing care units.

Science.gov (United States)

Hall, Debra S

2007-01-01

Workplace social support is a major characteristic related to the Job Demand-Control model of job stress. Organizational and managerial support have an effect on nurse satisfaction and burnout. The relationships between perceived supervisor support and measures of nurse occupation-related outcomes were investigated in 3 nursing units within an academic medical center. Nurses with greater levels of perceived supervisor support experienced more positive job outcomes and less negative outcomes, including less occupational stress, than nurses with less perceived supervisor support. Implications for refocusing the role of the nurse supervisor and its effect on multiple nursing occupation-related outcomes are discussed.

CERN's Merit Appraisal and Recognition System from the point of view of the supervisor

CERN Multimedia

CERN. Geneva

2013-01-01

The required training consists of 2 parts : This presentation explaining “CERN’s merit recognition system”, followed by a session of questions/answers – duration : 2 hours A training session on “How to get, as a supervisor, the most out of the annual interview” – duration : 1 day. This hands-on training focuses on how to set smart work and development objectives, how to give feedback and how to run the annual interview in a constructive way.

Enhancing nurses' empowerment: the role of supervisors' empowering management practices.

Science.gov (United States)

Montani, Francesco; Courcy, François; Giorgi, Gabriele; Boilard, Amélie

2015-09-01

This study tests a theoretical model where: (a) nurses' dispositional resistance to change is indirectly negatively related to behavioural empowerment through the mediating role of psychological empowerment; and (b) supervisors' empowering management practices buffer both the negative relationship between dispositional resistance to change and psychological empowerment and the indirect negative relationship between resistance to change and behavioural empowerment via psychological empowerment. Promoting a high level of empowerment among nursing personnel is important to ensure their effectiveness in the context of organizational change. It is thus essential to advance our current understanding of the factors that hamper nurses' psychological and behavioural expressions of empowerment and to clarify supervisor practices that can overcome such barriers. A cross-sectional research design. We collected survey data during 2012 from a sample of 197 nurses from a Canadian hospital undergoing a major organizational change. Results from moderated mediation analyses provided evidence for an indirect negative relationship between dispositional resistance to change and behavioural empowerment through psychological empowerment, and for a moderating (buffering) effect of supervisors' empowering management practices on this mediated relationship. These findings provided support for our hypotheses. Supervisors' empowering management practices represent an important contextual buffer against the negative effects of dispositional resistance to change on nurses' empowerment. Organizations should develop empowering management skills among nurses' supervisors to counteract the detrimental effects of dispositional resistance to change and to sustain an empowered nursing workforce. © 2015 John Wiley & Sons Ltd.

Developement of supervisor's bullying questionnaire at workplace

Directory of Open Access Journals (Sweden)

Mohsen Golparvar

2018-03-01

Full Text Available Bullying is one of behaviors which occur in various forms at workplaces. These types of behaviors are associated with diverse range of behaviors and other variables. Considering the lack of instrument to assess supervisor's bullying in workplaces of Iran, this research was carried out to constructing and studying reliability and validity of supervisor's bullying questionnaire at workplace. Statistical population of this research was all of Isfahan oil refinery’s staff that 402 participants was chosen as participant by simple random sampling mehod. The tools included perceived organizational justice questionnaire, organizational citizenship behaviors questionnaire and deviant behaviors questionnaire which used for studying convergent and divergent validity of researcher-made questionnaire of supervisor's bullying. Data were analyzed by using confirmatory and exploratory factor analysis, canonical correlation coefficient (for studying convergent and divergent validity and reliability coefficient (Cronbach’s alpha and test- retest reliability. Results showed that supervisor's bullying questionnaire has five factor structures which named: supervisors’ threat, insult and scorn by supervisor, anger and revengefulness of supervisor, ignorance and unconventional work pressure of supervisor, supervisors’ boring and cheap. Cronbach’s alpha for the five factors was equal to 0.87, 0.84, 0.82, 0.81, 0.81, and test-retest reliability for those five factors was equal to 0.81, 0.59, 0.58, 0.83, and 0.77. The results of this study revealed that supervisor's bullying questionnaire has suitable validity and reliability for assessment the level of supervisor's bullying at workplaces.

Managing the consultation with patients with medically unexplained symptoms: a grounded theory study of supervisors and registrars in general practice.

Science.gov (United States)

Stone, Louise

2014-12-05

Patients with medically unexplained symptoms (MUS) commonly present in general practice. They often experience significant disability and have difficulty accessing appropriate care. Many feel frustrated and helpless. Doctors also describe feeling frustrated and helpless when managing these patients. These shared negative feelings can have a detrimental effect on the therapeutic relationship and on clinical outcomes. The aim of this study was to explore how novice and experienced GPs manage patients with MUS and how these skills are taught and learned in GP training. A constructivist grounded theory study with 24 general practice registrars and supervisors in GP training practices across Australia. Registrars lacked a framework for managing patients with MUS. Some described negative feelings towards patients that were uncomfortable and confronting. Registrars also were uncertain about their clinical role: where their professional responsibilities began and ended. Supervisors utilised a range of strategies to address the practical, interpersonal and therapeutic challenges associated with the care of these patients. Negative feelings and a lack of diagnostic language and frameworks may prevent registrars from managing these patients effectively. Some of these negative feelings, such as frustration, shame and helplessness, are shared between doctors and patients. Registrars need assistance to identify and manage these difficult feelings so that consultations are more effective. The care of these patients also raises issues of professional identity, roles and responsibilities. Supervisors can assist their registrars by proactively sharing models of the consultation, strategies for managing their own feelings and frustrations, and ways of understanding and managing the therapeutic relationship in this difficult area of practice.

Effects of an in-training assessment programme on supervision of and feedback on competencies in an undergraduate Internal Medicine clerkship

NARCIS (Netherlands)

Daelmans, H.E.M.; Hoogenboom, R.J.; Scherpbier, A.J.J.A.; Stehouwer, C.D.A.; Vleuten, van der C.P.M.

2005-01-01

Assessment drives the educational behaviour of students and supervisors. Therefore, an assessment programme targeted at specific competencies may be expected to motivate supervisors and students to pay more attention to those competencies. In-training assessment (ITA) is regarded as a feasible

Integration of Lower Level Supervisors into the Management Structure.

Science.gov (United States)

1981-08-31

sessions. Brief (2-3 hour) training "work sessions" could be developed to help lower level supervisors 4 solve specific problema . These sessions...34 In D. Cartwright (ed.), Studies in Social Power. Ann Arbor, MI: The University of Michigan Press, 1959. Gardner, B.B. & Whyte, W.F. "The man in the...line supervisory problem redefined." Personnel Journal, 1975, 54(12), 620-623+. Stouffer, S.A. "An analysis of conflicting social norms." American

Proactivity despite discouraging supervisors: The powerful role of prosocial motivation.

Science.gov (United States)

Lebel, R David; Patil, Shefali V

2018-03-26

Although considerable research demonstrates that employees are unlikely to be proactive when they view their supervisors as discouraging this type of behavior, we challenge the assumption that this is true for all employees. Drawing on motivated information processing theory, we argue that prosocial motivation can spark employees to be proactive even when supervisors are perceived as discouraging. Specifically, prosocial motivation may weaken the negative relationship between perceived discouraging supervisor behaviors and proactivity by driving employees to bring about change to impact coworkers or the organization. Because they are less focused on self-interest and more focused on benefitting others, prosocially motivated employees are able to maintain their reason-to (felt responsibility for change) and can-do (efficacy to be proactive) motivation even when supervisors do not welcome proactivity. We test our hypotheses across three studies, using multisource data from employees and supervisors in two organizations (Studies 1a and 1b), and lagged data from employees working in a range of industries (Study 2). By identifying the mechanisms driving prosocially motivated employees to be proactive despite having supervisors who are perceived to be discouraging, we offer novel theoretical and practical insights regarding the effects of context on proactivity at work. (PsycINFO Database Record (c) 2018 APA, all rights reserved).

Restaurant supervisor safety training: evaluating a small business training intervention.

Science.gov (United States)

Bush, Diane; Paleo, Lyn; Baker, Robin; Dewey, Robin; Toktogonova, Nurgul; Cornelio, Deogracia

2009-01-01

We developed and assessed a program designed to help small business owners/managers conduct short training sessions with their employees, involve employees in identifying and addressing workplace hazards, and make workplace changes (including physical and work practice changes) to improve workplace safety. During 2006, in partnership with a major workers' compensation insurance carrier and a restaurant trade association, university-based trainers conducted workshops for more than 200 restaurant and food service owners/managers. Workshop participants completed posttests to assess their knowledge, attitudes, and intentions to implement health and safety changes. On-site follow-up interviews with 10 participants were conducted three to six months after the training to assess the extent to which program components were used and worksite changes were made. Post-training assessments demonstrated that attendees increased their understanding and commitment to health and safety, and felt prepared to provide health and safety training to their employees. Follow-up interviews indicated that participants incorporated core program concepts into their training and supervision practices. Participants conducted training, discussed workplace hazards and solutions with employees, and made changes in the workplace and work practices to improve workers' health and safety. This program demonstrated that owners of small businesses can adopt a philosophy of employee involvement in their health and safety programs if provided with simple, easy-to-use materials and a training demonstration. Attending a workshop where they can interact with other owners/ managers of small restaurants was also a key to the program's success.

Supervisors' perspective on medical thesis projects and dropout rates: survey among thesis supervisors at a large German university hospital.

Science.gov (United States)

Can, Elif; Richter, Felicitas; Valchanova, Ralitsa; Dewey, Marc

2016-10-14

To identify underlying causes for failure of medical thesis projects and the constantly high drop-out rate in Germany from the supervisors' perspective and to compare the results with the students' perspective. Cross-sectional survey. Online questionnaire for survey of medical thesis supervisors among the staff of Charité-Universitätsmedizin Berlin, Germany. Published, earlier longitudinal survey among students for comparison. 1069 thesis supervisors participated. Data are presented using descriptive statistics, and the χ 2 test served to compare the results among supervisors with the earlier data from the longitudinal survey of doctoral students. Not applicable. This survey is an observational study. Of 3653 potential participants, 1069 (29.3%) supervising 3744 doctoral candidates participated in the study. Supervisors considered themselves to be highly motivated and to offer adequate supervision. On the other hand, 87% stated that they did not feel well prepared for thesis supervision. Supervisors gave lack of timeliness of doctoral students and personal differences (p=0.024 and p=0.001) as the main reasons for terminating thesis projects. Doctoral students predominantly mentioned methodological problems and difficult subjects as critical issues (p=0.001 and pthesis supervisors and medical students feel ill prepared for their roles in the process of a medical dissertation. Contradictory reasons for terminating medical thesis projects based on supervisors' and students' self-assessment suggest a lack of communication and true scientific collaboration between supervisors and doctoral students as the major underlying issue that requires resolution. Published by the BMJ Publishing Group Limited. For permission to use (where not already granted under a licence) please go to http://www.bmj.com/company/products-services/rights-and-licensing/.

Supervisor-employee power distance incompatibility, gender similarity, and relationship conflict: A test of interpersonal interaction theory.

Science.gov (United States)

Graham, Katrina A; Dust, Scott B; Ziegert, Jonathan C

2018-03-01

According to interpersonal interaction theory, relational harmony surfaces when two individuals have compatible interaction styles. Building from this theory, we propose that supervisor-employee power distance orientation incompatibility will be related to employees' experience of higher levels of relationship conflict with their supervisors. Additionally, we propose an asymmetrical incongruence effect such that relationship conflict will be highest when supervisors are high in power distance and employees are low in power distance. Furthermore, we address calls in interpersonal interaction research for more direct attention to the social context of the dyadic interaction and explore the moderating effects of supervisor-employee gender (dis)similarity on the relationship between this incompatibility and conflict. We propose that supervisor-employee gender dissimilarity (e.g., male-female or female-male pairs) acts as a conditional moderator, neutralizing the power distance incongruence effect and the asymmetrical incongruence effect. Using 259 supervisor-employee dyads in the physical therapy industry, the hypotheses were generally supported. Theoretical and practical implications regarding the unique benefits of power distance compatibility and gender diversity in supervisor-employee dyads are discussed. (PsycINFO Database Record (c) 2018 APA, all rights reserved).

The perceptions of inquiry held by greater Houston area science supervisors

Science.gov (United States)

Aoki, Jon Michael

of inquiry held by the science teachers whom they work with. Both of these implications may limit the process of integrating inquiry into the classroom. The third implication is that a rubric can be designed based on the results of this study to help determine which categories or components of inquiry the participant needs assistance with. Implications for further research include increasing the sample size, describing the effects of teaching and/or science supervisor experience on the perceptions of inquiry, determining the effects of advanced degrees on inquiry perceptions, and investigating the effects of research experience on inquiry perceptions. (Abstract shortened by UMI.)

The Jefferson Lab Trigger Supervisor System

International Nuclear Information System (INIS)

Ed Jastrzembsi; David Abbott; Graham Heyes; R.W. MacLeod; Carl Timmer; Elliott Wolin

2000-01-01

We discuss the design and performance of a Trigger Supervisor System for use in nuclear physics experiments at Jefferson Lab. We also discuss the enhanced features of a new Trigger Supervisor Module now under construction

The Jefferson Lab Trigger Supervisor System

International Nuclear Information System (INIS)

Jastrzembski, E.; Abbott, D.J.; Heyes, W.G.; MacLeod, R.W.; Timmer, C.; Wolin, E.

1999-01-01

The authors discuss the design and performance of a Trigger Supervisor System for use in nuclear physics experiments at Jefferson Lab. They also discuss the enhanced features of a new Trigger Supervisor Module now under construction

Is all support equal? The moderating effects of supervisor, coworker, and organizational support on the link between emotional labor and job performance

Directory of Open Access Journals (Sweden)

Hyun Jeong Kim

2017-04-01

Full Text Available This study was designed to examine the moderating roles of perceived supervisor, coworker, and organizational support in the relationship between emotional labor and job performance in the airline service context. A sample of flight attendants working for one major airline company in South Korea participated in this study. The flight attendants’ official job performance data were provided by the airline company. For data analyses, a series of hierarchical moderated regression analyses were employed. The results showed differential moderation effects of the three sources of support at work. Specifically, the positive relationship between deep acting and job performance was strengthened by perceived supervisor and coworker support. The negative relationship between surface acting and job performance was exacerbated by perceived supervisor support, indicating the reverse buffering effect. Perceived organizational support showed only main effects on employee performance with no moderation effects.

Effectiveness of a training program in supervisors' ability to provide feedback on residents' communication skills

NARCIS (Netherlands)

Junod Perron, N.; Nendaz, M.; Louis-Simonet, M.; Sommer, J.; Gut, A.; Baroffio, A.; Dolmans, D.; Vleuten, C.P.M. van der

2013-01-01

Teaching communication skills (CS) to residents during clinical practice remains problematic. Direct observation followed by feedback is a powerful way to teach CS in clinical practice. However, little is known about the effect of training on feedback skills in this field. Controlled studies are

Improving Doctoral Success by Matching PhD Students with Supervisors

Directory of Open Access Journals (Sweden)

Antònia Darder

2016-02-01

Full Text Available A key aspect of the effective supervision of PhD research is the supervisor-student relationship. This interaction is affected by the characteristics and needs of students and institutional conditions, as well as the skills, attitudes, and roles of supervisors and their supervisory styles. When supervision is carried out at a distance, it entails an additional challenge, mainly concerning interaction. The purpose of this study is to improve the research process, supervision, and design of virtual environments in order to support this supervision. The study identifies the supervisory relationships that affect doctoral research conducted at a distance from the student’s academic institution. It also describes how students and their supervisors perceived the characteristics of supervision and the skills and attitudes students perceived in and expected from their supervisors. For data collection, semistructured interviews were used. The results indicate important differences between supervisors’ perceptions concerning their own role and students’ needs regarding supervision, and they demonstrate the importance of attending to student needs and, on the part of supervisors, exercising responsibility in the development of research competencies in students, as is the case of independence of criteria and autonomy.

Organizational environment factors associated with corporate social responsibility: effects on communication and guanxi relationship between supervisors and subordinates in SMEs

Directory of Open Access Journals (Sweden)

Edward WONG SEK KHIN

2016-09-01

Full Text Available Effective communication within an organization as part of CSR benchmarking factor that helps align employee expectations facilitates problem solving, builds cooperative relationships and channels employee efforts to achieve common goals. This paper seeks to determine how CSR benchmarking factors of the organizational environment (such as management style, organizational structure and workplace culture affect the effectiveness of intra-organizational communication and to examine the moderating effect of supervisor – subordinate guanxi. Data for the study was collected using self-administered questionnaires from working respondents in Kuala Lumpur in Selangor State, Malaysia. This study found that a more participative management style, less formalized organizational structure of SMEs and a healthier workplace culture are positively related to intra-organizational communication effectiveness. It was also discovered that the supervisor – subordinate relationship known as guanxi, has a positive moderating effect on all three relationships between management style, organizational structure and workplace culture with intra-organizational communication effectiveness. This study concludes that an organization’s management attitude towards employee participation, formalization of structure and healthiness of culture play important roles in encouraging effective communication and close supervisor – subordinate guanxi and further promotes communication, in addition to the mentioned environmental conditions.

Effect of ingratiation on supervisor satisfaction through helping behavior: a moderated mediation model

OpenAIRE

Asadullah, Muhammad Ali; Haider, Sajid; Pablos Heredero, Carmen de; Musaddiq, Mariam

2016-01-01

Purpose: This research intends to investigate the mediating role of helping behavior in relationship between employee ingratiation and supervisor satisfaction across high and low levels of ingratiation behavior, and answers the questions: how, when and why ingratiation is effective. Design/methodology/approach: Data were collected through questionnaire surveys in hotel industry, and structural equation modelling was applied to analyze these data by using hypothetical-deductive approach. ...

Employees' Perceptions of the Status and Effectiveness of the Training and Development System and of the Value of Training and Development

OpenAIRE

Kunder, Linda Holder

1998-01-01

This study examines employees' perceptions of the training and development system in a large Federal government agency. Data come from a database built from a survey with over 3800 respondents. The survey is representative of five populations: executives, managers, supervisors, professional/ administrative and technical/clerical support staff. The survey instrument used to measure employee' perceptions of the training and development system consisted of 68 items in three sectio...

The Effects of Supervisors' Support and Mediating Factors on the Nurses' Job Performance Using Structural Equation Modeling: A Case Study.

Science.gov (United States)

Ravangard, Ramin; Yasami, Shamim; Shokrpour, Nasrin; Sajjadnia, Zahra; Farhadi, Payam

2015-01-01

Nurses are the largest group and an important part of the providers in the health care systems that who a key role in hospitals. Any defect and deficiency in their work can result in irreversible outcomes. This study aimed to determine the effect of supervisors' support and mediating factors on the job performance (JOBPER) of 400 nurses working in the teaching hospitals affiliated to Shiraz University of Medical Sciences, using structural equation modeling. The results showed that the supervisor's support had a significant negative effect on work-family conflict (t = -2.57) and a positive effect on organizational commitment (t = 4.03); Work-family conflict had a significant positive effect on job stress (t = 11.24) and a negative effect on organizational commitment (t = -3.35) and JOBPER (t = -2.29). Family-work conflict had a positive effect on job stress (t = 4.48) and a negative effect on organizational commitment (t = -2.54). Finally, job stress had a negative effect (t = -3.30), and organizational commitment showed a positive effect (t = 5.96) on the studied nurses' JOBPER. According to the results, supervisor's support could influence JOBPER through reducing work-family conflict and increasing organizational commitment. Therefore, to improve the nurses' JOBPER in the hospitals, some strategies are recommended.

7 CFR 58.53 - Supervisor of packaging required.

Science.gov (United States)

2010-01-01

... 7 Agriculture 3 2010-01-01 2010-01-01 false Supervisor of packaging required. 58.53 Section 58.53... Packaging Products with Official Identification § 58.53 Supervisor of packaging required. The official....54 through 58.57, shall be done only under the supervision of a supervisor of packaging. The...

Supervisor's accident investigation handbook

International Nuclear Information System (INIS)

1980-02-01

This pamphlet was prepared by the Environmental Health and Safety Department (EH and S) of Lawrence Berkeley Laboratory (LBL) to provide LBL supervisors with a handy reference to LBL's accident investigation program. The publication supplements the Accident and Emergencies section of LBL's Regulations and Procedures Manual, Pub. 201. The present guide discusses only accidents that are to be investigated by the supervisor. These accidents are classified as Type C by the Department of Energy (DOE) and include most occupational injuries and illnesses, government motor-vehicle accidents, and property damages of less than $50,000

The application of utility analysis processes to estimate the impact of training for nuclear maintenance personnel

International Nuclear Information System (INIS)

Groppel, C.F.

1991-01-01

The primary objectives of this study were to test two utility analysis models, the Cascio-Ramos Estimate of Performance in Dollars (CREPID) model and Godkewitsch financial utility analysis model and to determine their appropriateness as tools for evaluating training. This study was conducted in conjunction with Philadelphia Electric Company's Nuclear Training Group. Job performance of nuclear maintenance workers was assessed to document the impact of the training program. Assessment of job performance covered six job performance themes. Additionally, front-line nuclear maintenance supervisors were interviewed to determine their perceptions of the nuclear maintenance training. A comparison of supervisor's perceptions and outcomes of the utility analysis models was made to determine the appropriateness of utility analysis as quantitative tools for evaluating the nuclear maintenance training program. Application of the CREPID utility analysis model indicated the dollar value of the benefits of training through utility analysis was $5,843,750 which represented only four of the job performance themes. Application of the Godkewitsch utility analysis model indicated the dollar value of the benefits of training was $3,083,845 which represented all six performance themes. A comparison of the outcomes indicated a sizeable difference between the dollar values produced by the models. Supervisors indicated training resulted in improved productivity, i.e., improved efficiency and effectiveness. Additionally, supervisors believed training was valuable because it provided nonmonetary benefits, e.g., improved self-esteem and confidence. The application of utility analysis addressed only monetary benefits of training. The variation evidenced by the difference in the outcome of the two models suggests that utility analysis open-quotes estimatesclose quotes may not accurately reflect the impact of training

Rig supervisors

International Nuclear Information System (INIS)

Nordt, D.P.; Stone, M.S.

1992-01-01

This paper helps prepare the inexperienced rig supervisor to manage a drilling operation. It outlines operational-knowledge requirements and optimization concepts for improving drilling performance and lowering drilling costs. It gives guidelines on safety and environmental responsibilities, and provides recommendations on work tools, leadership, and communication

Work stress prevention needs of employees and supervisors.

Science.gov (United States)

Havermans, Bo M; Brouwers, Evelien P M; Hoek, Rianne J A; Anema, Johannes R; van der Beek, Allard J; Boot, Cécile R L

2018-05-21

Work stress prevention can reduce health risks for individuals, as well as organisational and societal costs. The success of work stress interventions depends on proper implementation. Failure to take into account the needs of employees and supervisors can hinder intervention implementation. This study aimed to explore employee and supervisor needs regarding organisational work stress prevention. Semi-structured telephone interviews were conducted with employees (n = 7) and supervisors (n = 8) from different sectors, such as the finance, health care, and services industry. The interviews focused on respondents' needs regarding the prevention of work stress within an organisational setting. Performing thematic analysis, topics and themes were extracted from the verbatim transcribed interviews using Atlas.ti. Both employees and supervisors reported a need for: 1) communication about work stress, 2) attention for determinants of work stress, 3) supportive circumstances (prerequisites) for work stress prevention, 4) involvement of various stakeholders in work stress prevention, and 5) availability of work stress prevention measures. Both employees and supervisors expressed the need for supervisors to communicate about work stress. Employees and supervisors reported similar psychosocial work factors that should be targeted for prevention (e.g., social support and autonomy). There was greater variety in the sub-themes within communication about work stress and supportive circumstances for work stress prevention in supervisor responses, and greater variety in the sub-themes within availability of work stress prevention measures in employee responses. Both employees and supervisors were explicit about who should take part in communication about work stress, what prerequisites for work stress prevention should exist, and which stakeholders should be involved. These results can inform work stress prevention practice, supporting selection and implementation of

Preparedness for clinical practice - Perceptions of graduates and their work supervisors

International Nuclear Information System (INIS)

Mackay, S.J.; Anderson, A.C.; Hogg, P.

2008-01-01

Purpose: The standards of performance of healthcare professionals are now well defined and used to determine health professional curricula. Empirical research evidence exists in medicine and nursing which explores how well these curricula prepare their students for clinical practice but not in the radiography profession. This research aims to determine how well prepared newly qualified radiographers were for clinical practice and to identify strengths and weaknesses in their preparedness to inform curriculum development. Methods: A postal questionnaire and semi-structured interview were used to obtain data from newly qualified diagnostic radiographers and their work-based supervisors. The questionnaire assessed graduate preparedness against a number of items drawn from published documents which define UK radiographic practice. Statistical analysis, using ANOVA and Wilcoxon, examined differences between the groups' perception of preparedness. A sample of graduates and their work supervisors were interviewed to explore preparedness. Results: There were significant differences (p ≤ 0.05) between; the preparedness scores of the graduates and supervisors, with supervisors rating the graduates higher than the graduates themselves; subscales of teamwork (p ≤ 0.05), personal attributes (p ≤ 0.05) and digital skills (p ≤ 0.01). No significant differences were found between graduates employed in their training hospital and those employed elsewhere. Interview data revealed perceived areas of graduate strength, weaknesses and areas for curriculum development. Suggestions for improvement to the methodology were identified for exploring preparedness in other health professional programmes. Conclusion: The graduates were well prepared for their role as a diagnostic radiographer. Some curriculum development is needed in specific areas and advice on methodological improvement is offered

Revising the Role of Principal Supervisor

Science.gov (United States)

Saltzman, Amy

2016-01-01

In Washington, D.C., and Tulsa, Okla., districts whose efforts are supported by the Wallace Foundation, principal supervisors concentrate on bolstering their principals' work to improve instruction, as opposed to focusing on the managerial or operational aspects of running a school. Supervisors oversee fewer schools, which enables them to provide…

Upcoming training sessions (up to end October) - Places available

CERN Multimedia

2016-01-01

Please find below a list of training sessions scheduled to take place up to the end of October with places available.   Safety and Language courses are not included here, you will find an up-to-date list in the Training Catalogue. If you need a course which is not featured  in the catalogue, please contact one of the following: your supervisor, your Departmental Training Officer or the relevant learning specialist. Leadership Training           Training Course Title Next Session Language Duration Available places Needed to maintain the session Driving for Impact and Influence 13-Sep-2016 to 14-Sep-2016 French 2 days 4 0 Essentials of People Management for CERN Supervisors (Adapted from CDP for CERN Supervisors) 22-Sep-2016 to 23-Sep-2016, 18-Nov-2016, 17-Jan-2017 to 18-Jan-2017 English 5 days 5 0 Eléments essentiels de la gestion du personnel pour les superviseurs (adapt&a...

The Professional Needs of Clinical Practice Supervisors Necesidades de desarrollo profesional de supervisores de prácticas clínicas Necessidades de desenvolvimento profissional de supervisores de prática clínica

Directory of Open Access Journals (Sweden)

Clara Amador-Watson

2011-04-01

Full Text Available This article outlines the principal findings of a study intended fundamentally to research the needs of clinical practice supervisors in terms of their professional development. An online survey was designed and sent to more than 400 supervisors who were asked to supply information on the type of support provided to candidates. The initial results of the study suggest there are three fundamental types of effective support: 1 classroom management; 2 design of classes; and 3 individualized study programs for students with disabilities. Three challenges were identified: 1 gathering comments and observations from school supervisors; 2 not enough time for comments and observations; and 3 insufficient time for conversing with the candidate. The findings of this study suggest the need to develop a systematic approach to counseling and guidance, in addition to having support teams with different functions.Se presentan los principales hallazgos de una investigación cuyo objetivo central fue investigar las necesidades de desarrollo profesional de los supervisores de prácticas clínicas. Se diseñó una encuesta en línea, que se envío a más de 400 supervisores, en la cual se proporcionaba información sobre el tipo de apoyo que brindan a los candidatos. Los resultados iniciales sugieren que hay tres tipos fundamentales de apoyo efectivo: 1. Manejo del salón de clase; 2. Diseño de clases, y 3. Programa individualizado de educación para estudiantes con discapacidades. Se identifican tres desafíos: 1. Recolección de observaciones de supervisores de escuelas; 2. Escasez de tiempo para las observaciones, y 3. Escasez de tiempo para conversar con el candidato. Los hallazgos del estudio señalan la necesidad de desarrollar un enfoque sistémico para proporcionar la asesoría, al igual que contar con equipos de apoyo que tengan funciones diferenciadas.Este artigo apresenta os principáis resultados de um estudo cujo principal objetivo foi pesquisar as

Misery loves company: team dissonance and the influence of supervisor-focused interpersonal justice climate on team cohesiveness.

Science.gov (United States)

Stoverink, Adam C; Umphress, Elizabeth E; Gardner, Richard G; Miner, Kathi N

2014-11-01

The organizational justice literature has examined the effects of supervisor-focused interpersonal justice climate, or a team's shared perception of the dignity and respect it receives from its supervisor, on a number of important outcomes directed at organizational authorities. Considerably less is known about the potential influence of these shared perceptions on coworker-directed outcomes. In 2 experiments, we predict that a low (unfair) supervisor-focused interpersonal justice climate generates greater team cohesiveness than a high (fair) supervisor-focused interpersonal justice climate. We further examine the process through which this effect occurs. Drawing from cognitive dissonance theory, we predict that low (vs. high) supervisor-focused interpersonal justice climate generates greater team dissonance, or shared psychological discomfort, for team members and that this dissonance serves as an underlying mechanism through which supervisor-focused interpersonal justice climate influences a team's cohesiveness. Our results demonstrate support for these predictions in that low supervisor-focused interpersonal justice climate led to higher levels of both team dissonance and team cohesiveness than did high supervisor-focused interpersonal justice climate, and team dissonance mediated this relationship. Implications and areas for future research are discussed. (PsycINFO Database Record (c) 2014 APA, all rights reserved).

Discovering Supervisors' Thought Patterns through Journals.

Science.gov (United States)

Niemeyer, Roger C.; Moon, R. Arden

This study focused on the thoughts, related schema, and decision-making of student teaching supervisors as they go about their work of supervision. Twelve practicing supervisors were asked to write their thoughts on a three-stage data gathering, circle instrument. These concepts were weighted to reflect the significance each concept had in the…

Why and how do general practitioners teach? An exploration of the motivations and experiences of rural Australian general practitioner supervisors.

Science.gov (United States)

Ingham, Gerard; Fry, Jennifer; O'Meara, Peter; Tourle, Vianne

2015-10-29

In medical education, a learner-centred approach is recommended. There is also a trend towards workplace-based learning outside of the hospital setting. In Australia, this has resulted in an increased need for General Practitioner (GP) supervisors who are receptive to using adult learning principles in their teaching. Little is known about what motivates Australian GP supervisors and how they currently teach. A qualitative study involving semi-structured interviews with 20 rural GP supervisors who work within one Regional Training Provider region in Australia explored their reasons for being a supervisor and how they performed their role. Data was analysed using a thematic analysis approach. GP supervisors identified both personal and professional benefits in being a supervisor, as well as some benefits for their practice. Supervision fulfilled a perceived broader responsibility to the profession and community, though they felt it had little impact on rural retention of doctors. While financial issues did not provide significant motivation to teach, the increasing financial inequity compared with providing direct patient care might impact negatively on the decision to be or to remain a supervisor in the future. The principal challenge for supervisors was finding time for teaching. Despite this, there was little evidence of supervisors adopting strategies to reduce teaching load. Teaching methods were reported in the majority to be case-based with styles extending from didactic to coach/facilitator. The two-way collegiate relationship with a registrar was valued, with supervisors taking an interest in the registrars beyond their development as a clinician. Supervisors report positively on their teaching and mentoring roles. Recruitment strategies that highlight the personal and professional benefits that supervision offers are needed. Practices need assistance to adopt models of supervision and teaching that will help supervisors productively manage the increasing

42 CFR 493.1469 - Standard: Cytology general supervisor qualifications.

Science.gov (United States)

2010-10-01

... 42 Public Health 5 2010-10-01 2010-10-01 false Standard: Cytology general supervisor... Nonwaived Testing Laboratories Performing High Complexity Testing § 493.1469 Standard: Cytology general supervisor qualifications. The cytology general supervisor must be qualified to supervise cytology services...

Abilities for radiological protection supervisor in the ionizing radiation for industrial applications

Energy Technology Data Exchange (ETDEWEB)

Sordi, G.M., E-mail: adelia@atomo.com.b [ATOMO Radioprotecao e Seguranca Nuclear S/C Ltda., Sao Paulo, SP (Brazil); Sahyun, A., E-mail: gian@atomo.b [ABENDI - Associacao Brasileira de Ensaios Nao Destrutivos e Inspecao, Sao Paulo, SP (Brazil); Andreucci, R., E-mail: zzricardo.zzandreucci@Voith.co [Voith Hydro Ltda., Sao Paulo, SP (Brazil); Oliveira, P.G. [Multiend Ltda., Sao Paulo, SP (Brazil)

2011-07-01

The authors of this paper, has introduced an industrial training program for the R.P.E - Radiation Protection Expert to comply with contents of CNEN Standard NN 3.01 'Basic Guideline of Radiation Protection'. The 'training program' has been divided in four steps, based on: professional R.P.E work, knowledge level to perform his activities, education program and detailed basic bibliography. In the last congress we have presented a paper about the content of radiation protection training program. In this paper we will discuss the abilities that the supervisor need to obtain to perform the radiation protection report. We discuss the number of abilities for each one of the disciplines mentioned in the last paper and we provide some particular abilities. (author)

Supervision--growing and building a sustainable general practice supervisor system.

Science.gov (United States)

Thomson, Jennifer S; Anderson, Katrina J; Mara, Paul R; Stevenson, Alexander D

2011-06-06

This article explores various models and ideas for future sustainable general practice vocational training supervision in Australia. The general practitioner supervisor in the clinical practice setting is currently central to training the future general practice workforce. Finding ways to recruit, retain and motivate both new and experienced GP teachers is discussed, as is the creation of career paths for such teachers. Some of the newer methods of practice-based teaching are considered for further development, including vertically integrated teaching, e-learning, wave consulting and teaching on the run, teaching teams and remote teaching. Approaches to supporting and resourcing teaching and the required infrastructure are also considered. Further research into sustaining the practice-based general practice supervision model will be required.

5 CFR 724.203 - Training obligations.

Science.gov (United States)

2010-01-01

...) Each agency must develop a written plan to train all of its employees (including supervisors and... materials and method of its training plan. Each agency training plan shall describe: (1) The instructional materials and method of the training, (2) The training schedule, and (3) The means of documenting completion...

[Path analysis of the Influence of Hospital Ethical Climate Perceived by Nurses on Supervisor Trust and Organizational Effectiveness].

Science.gov (United States)

Noh, Yoon Goo; Jung, Myun Sook

2016-12-01

The purpose of this study was to analyze the paths of influence that a hospital's ethical climate exerts on nurses' organizational commitment and organizational citizenship behavior, with supervisor trust as the mediating factor, and verify compatibility of the models in hospital nurses. The sample consisted of 374 nurses recruited from four hospitals in 3 cities in Korea. The measurements included the Ethical Climate Questionnaire, Supervisor Trust Questionnaire, Organizational Commitment Questionnaire and Organizational Citizenship Behavior Questionnaire. Ethical Climate Questionnaire consisted of 6 factors; benevolence, personal morality, company rules and procedures, laws and professional codes, self-interest and efficiency. Data were analysed using SPSS version 18.0 and AMOS version 18.0. Supervisor trust was explained by benevolence and self-interest (29.8%). Organizational commitment was explained by benevolence, supervisor trust, personal morality, and rules and procedures (40.4%). Organizational citizenship behavior was explained by supervisor trust, laws and codes, and benevolence (21.8%). Findings indicate that managers need to develop a positive hospital ethical climate in order to improve nurses' trust in supervisors, organizational commitment and organizational citizenship behavior.

42 CFR 493.1471 - Standard: Cytology general supervisor responsibilities.

Science.gov (United States)

2010-10-01

... 42 Public Health 5 2010-10-01 2010-10-01 false Standard: Cytology general supervisor... Nonwaived Testing Laboratories Performing High Complexity Testing § 493.1471 Standard: Cytology general supervisor responsibilities. The technical supervisor of cytology may perform the duties of the cytology...

The effects of self-assessment and supervisor feedback on residents' patient-education competency using videoed outpatient consultations

NARCIS (Netherlands)

Wouda, Jan C.; van de Wiel, Harry B. M.

2014-01-01

Objectives: To determine the effects of residents' communication self-assessment and supervisor feedback on residents' communication-competency awareness, on their patient-education competency, and on their patients' opinion. Methods: The program consisted of the implementation of a communication

Acquiring and refining CBT skills and competencies: which training methods are perceived to be most effective?

Science.gov (United States)

Bennett-Levy, James; McManus, Freda; Westling, Bengt E; Fennell, Melanie

2009-10-01

A theoretical and empirical base for CBT training and supervision has started to emerge. Increasingly sophisticated maps of CBT therapist competencies have recently been developed, and there is evidence that CBT training and supervision can produce enhancement of CBT skills. However, the evidence base suggesting which specific training techniques are most effective for the development of CBT competencies is lacking. This paper addresses the question: What training or supervision methods are perceived by experienced therapists to be most effective for training CBT competencies? 120 experienced CBT therapists rated which training or supervision methods in their experience had been most effective in enhancing different types of therapy-relevant knowledge or skills. In line with the main prediction, it was found that different training methods were perceived to be differentially effective. For instance, reading, lectures/talks and modelling were perceived to be most useful for the acquisition of declarative knowledge, while enactive learning strategies (role-play, self-experiential work), together with modelling and reflective practice, were perceived to be most effective in enhancing procedural skills. Self-experiential work and reflective practice were seen as particularly helpful in improving reflective capability and interpersonal skills. The study provides a framework for thinking about the acquisition and refinement of therapist skills that may help trainers, supervisors and clinicians target their learning objectives with the most effective training strategies.

Effects of implementing time-variable postgraduate training programmes on the organization of teaching hospital departments.

Science.gov (United States)

van Rossum, Tiuri R; Scheele, Fedde; Sluiter, Henk E; Paternotte, Emma; Heyligers, Ide C

2018-01-31

As competency-based education has gained currency in postgraduate medical education, it is acknowledged that trainees, having individual learning curves, acquire the desired competencies at different paces. To accommodate their different learning needs, time-variable curricula have been introduced making training no longer time-bound. This paradigm has many consequences and will, predictably, impact the organization of teaching hospitals. The purpose of this study was to determine the effects of time-variable postgraduate education on the organization of teaching hospital departments. We undertook exploratory case studies into the effects of time-variable training on teaching departments' organization. We held semi-structured interviews with clinical teachers and managers from various hospital departments. The analysis yielded six effects: (1) time-variable training requires flexible and individual planning, (2) learners must be active and engaged, (3) accelerated learning sometimes comes at the expense of clinical expertise, (4) fast-track training for gifted learners jeopardizes the continuity of care, (5) time-variable training demands more of supervisors, and hence, they need protected time for supervision, and (6) hospital boards should support time-variable training. Implementing time-variable education affects various levels within healthcare organizations, including stakeholders not directly involved in medical education. These effects must be considered when implementing time-variable curricula.

Effects of subordinate feedback to the supervisor and participation in decision-making in the prediction of organizational support.

Science.gov (United States)

1992-03-01

The present study tested the hypothesis that participation in decision-making (PDM) and perceived effectiveness of subordinate feedback to the supervisor would contribute unique variance in the prediction of perceptions of organizational support. In ...

How do social networks and faculty development courses affect clinical supervisors' adoption of a medical education innovation? An exploratory study.

Science.gov (United States)

Jippes, Erik; Steinert, Yvonne; Pols, Jan; Achterkamp, Marjolein C; van Engelen, Jo M L; Brand, Paul L P

2013-03-01

To examine the impact of social networks and a two-day faculty development course on clinical supervisors' adoption of an educational innovation. During 2007-2010, 571 residents and 613 clinical supervisors in four specialties in the Netherlands were invited to complete a Web-based questionnaire. Residents rated their clinical supervisors' adoption of an educational innovation, the use of structured and constructive (S&C) feedback. Clinical supervisors self-assessed their adoption of this innovation and rated their communication intensity with other clinical supervisors in their department. For each supervisor, a centrality score was calculated, representing the extent to which the supervisor was connected to departmental colleagues. The authors analyzed the effects of supervisor centrality and participation in a two-day Teach-the-Teacher course on the degree of innovation adoption using hierarchical linear modeling, adjusting for age, gender, and attitude toward the S&C feedback innovation. Respondents included 370 (60%) supervisors and 357 (63%) residents. Although Teach-the-Teacher course participation (n=172; 46.5%) was significantly related to supervisors' self-assessments of adoption (P=.001), it had no effect on residents' assessments of supervisors' adoption (P=.371). Supervisor centrality was significantly related to innovation adoption in both residents' assessments (P=.023) and supervisors' self-assessments (P=.024). A clinical supervisor's social network may be as important as faculty development course participation in determining whether the supervisor adopts an educational innovation. Faculty development initiatives should use faculty members' social networks to improve the adoption of educational innovations and help build and maintain communities of practice.

Curricular Goals and Personal Goals in Master's Thesis Projects: Dutch Student-Supervisor Dyads

Science.gov (United States)

de Kleijn, Renske A. M.; Meijer, Paulien C.; Brekelmans, Mieke; Pilot, Albert

2013-01-01

To be effective, feedback should be goal-related. In order to better understand goal-related feedback in Master's thesis projects, the present study explores the goals of supervisors and students in supervision dyads and similarities and differences within and between these dyads. Twelve supervisors and students were interviewed, and their goals…

Effects of Co-Worker and Supervisor Support on Job Stress and Presenteeism in an Aging Workforce: A Structural Equation Modelling Approach

Directory of Open Access Journals (Sweden)

Tianan Yang

2015-12-01

Full Text Available We examined the effects of co-worker and supervisor support on job stress and presenteeism in an aging workforce. Structural equation modelling was used to evaluate data from the 2010 wave of the Health and Retirement Survey in the United States (n = 1649. The level of presenteeism was low and the level of job stress was moderate among aging US workers. SEM revealed that co-worker support and supervisor support were strongly correlated (β = 0.67; p < 0.001. Job stress had a significant direct positive effect on presenteeism (β = 0.30; p < 0.001. Co-worker support had a significant direct negative effect on job stress (β = −0.10; p < 0.001 and presenteeism (β = −0.11; p < 0.001. Supervisor support had a significant direct negative effect on job stress (β = −0.40; p < 0.001 but not presenteeism. The findings suggest that presenteeism is reduced by increased respect and concern for employee stress at the workplace, by necessary support at work from colleagues and employers, and by the presence of comfortable interpersonal relationships among colleagues and between employers and employees.

Printing and Publishing Industry Training Board

Science.gov (United States)

Industrial Training International, 1974

1974-01-01

Accounted is the supervisory training program currently in operation in the printing and publishing industry. The purpose of the training program is to increase managerial efficiency and to better prepare new supervisors. (DS)

Association between supervisors' behavior and wage workers' job stress in Korea: analysis of the fourth Korean working conditions survey.

Science.gov (United States)

Kang, Shin Uk; Ye, Byeong Jin; Kim, ByoungGwon; Kim, Jung Il; Kim, Jung Woo

2017-01-01

In modern society, many workers are stressed. Supervisors' support or behavior can affect the emotional or psychological part of the worker. The purpose of this study is to investigate the effect of supervisor's behavior on worker's stress. The study included 19,272 subjects following the assignment of weighted values to workers other than soldiers using data from the Fourth Korean Working Condition Survey. Supervisors' behavior was measured using 5 items: "supervisor feedback regarding work," "respectful attitude," "good conflict-resolution ability," "good work-related planning and organizational ability," and the encouragement of participation in important decision making. Job stress was measured using 1 item: "I experience stress at work." Multiple logistic regression analysis was performed to examine the effects of supervisors' behavioral, general, occupational, and psychosocial characteristics on job stress in workers. Organizational characteristics associated with supervisors' behavior were also analyzed. The results showed that supervisors' provision of feedback regarding work increased workers' job stress (OR = 1.329, 95% CI = 1.203 ~ 1.468). When a supervisor respect workers (OR = 0.812, 95% CI = 0.722 ~ 0.913) or good at planning and organizing works (OR = 0.816, 95% CI: 0.732 ~ 0.910), workers' job stress decreased. In particular, the two types of supervisor behaviors, other than feedback regarding work, were high in private-sector organizations employing less than 300 employees. Supervisors' behavior influenced job stress levels in workers. Therefore, it is necessary to increase education regarding the effects of supervisors' behavior on job stress, which should initially be provided in private-sector organizations with up to 300 employees.

Utility of learning plans in general practice vocational training: a mixed-methods national study of registrar, supervisor, and educator perspectives.

Science.gov (United States)

Garth, Belinda; Kirby, Catherine; Silberberg, Peter; Brown, James

2016-08-19

Learning plans are a compulsory component of the training and assessment requirements of general practice (GP) registrars in Australia. There is a small but growing number of studies reporting that learning plans are not well accepted or utilised in general practice training. There is a lack of research examining this apparent contradiction. The aim of this study was to examine use and perceived utility of formal learning plans in GP vocational training. This mixed-method Australian national research project utilised online learning plan usage data from 208 GP registrars and semi-structured focus groups and telephone interviews with 35 GP registrars, 12 recently fellowed GPs, 16 supervisors and 17 medical educators across three Regional Training Providers (RTPs). Qualitative data were analysed thematically using template analysis. Learning plans were used mostly as a log of activities rather than as a planning tool. Most learning needs were entered and ticked off as complete on the same day. Learning plans were perceived as having little value for registrars in their journey to becoming a competent GP, and as a bureaucratic hurdle serving as a distraction rather than an aid to learning. The process of learning planning was valued more so than the documentation of learning planning. This study provides creditable evidence that mandated learning plans are broadly considered by users to be a bureaucratic impediment with little value as a learning tool. It is more important to support registrars in planning their learning than to enforce documentation of this process in a learning plan. If learning planning is to be an assessed competence, methods of assessment other than the submission of a formal learning plan should be explored.

Supervisor, Library & Training Services | IDRC - International ...

International Development Research Centre (IDRC) Digital Library (Canada)

S/he recommends training and advises on career development opportunities, and ... the value of library and corporate software support services, and new tools to ... the other members of the management group with respect to the implementation ... S/he leads project teams and working groups made up of colleagues and ...

Supervisors' attitudes and skills for active listening with regard to working conditions and psychological stress reactions among subordinate workers.

Science.gov (United States)

Mineyama, Sachiko; Tsutsumi, Akizumi; Takao, Soshi; Nishiuchi, Kyoko; Kawakami, Norito

2007-03-01

We investigated whether supervisors' listening attitudes and skills were related to working conditions and psychological stress reactions among their subordinates. The subjects included 41 male supervisors and their immediate subordinates (n=203). The supervisors completed a short version of the Active Listening Attitude Scale (ALAS) consisting of two subscales: Listening Attitude and Listening Skill for Active Listening. The subordinates rated working conditions and their psychological stress reactions using selected scales of the Job Content Questionnaire and the Brief Job Stress Questionnaire. Those subordinates who worked under supervisors with a higher score of Listening Attitude and Listening Skill reported a more favorable psychological stress reaction than those who worked under supervisors with a lower score of Listening Attitude and Listening Skill. Those subordinates who worked under supervisors with a higher score of Listening Skill reported higher worksite support than those who worked under supervisors with a lower score of Listening Skill. Those subordinates who worked under supervisors with a higher score of Listening Attitude reported higher job control than those who worked under supervisors with a lower score of Listening Attitude. A supervisor's listening attitude and skill appeared to affect psychological stress reactions predominantly among male subordinates than among female subordinates. Psychological stress reactions were lower among younger subordinates who worked under supervisors with high listening skill, while no statistically difference was observed among older subordinates. These findings suggest that a supervisor's listening attitude and skill have an effect on working conditions and psychological stress reactions among subordinates and that the effects vary according to the subordinates' sex and age.

Contextualizing Emotional Exhaustion and Positive Emotional Display : The Signaling Effects of Supervisors' Emotional Exhaustion and Service Climate

NARCIS (Netherlands)

Lam, Catherine K.; Huang, Xu; Janssen, Onne; Lam, K.C.

In this study, we investigated how supervisors' emotional exhaustion and service climate jointly influence the relationship between subordinates' emotional exhaustion and their display of positive emotions at work. Using data from frontline sales employees and their immediate supervisors in a

Establishing supervisor-students’ relationships through mutual expectation: A study from supervisors’ point of view

Science.gov (United States)

Masek, Alias

2017-08-01

The literature suggests that failure to establish a good relationship in communicating expectations of research supervision is one of the factors contributing to the slow pace of research progress. Moreover, it is not fully understood how students and a supervisor ‘pre-define’ their styles and communicate their expectations through a successful relationship. As a result, the students might lose motivation to do their research during the study period and are not able to complete their research on time. This will subsequently entail an extension of the study period. Without a good relationship between students and the supervisor, miscommunication occurs, leading to mismatched expectations from both parties. This research attempts to explore the establishment of a good supervisor-students’ relationship from supervisor point of views, so that supervision expectations can be clearly delivered and effectively communicated; guidelines will be drawn up for forging the supervisor-students’ relationship basing on mutual expectations of both parties.

Anticipating Doctoral Supervision: (Not) Bridging the Transition from Supervisee to Supervisor

Science.gov (United States)

Henderson, Emily F.

2018-01-01

Building on existing studies that ask doctoral supervisors how they understand their role, and what has influenced this understanding, this article explores invitations that are issued to supervisors to reflect in certain ways about the role of supervisor. The article calls into question the ways in which supervisors are invited to think about and…

General Practitioner Supervisor assessment and teaching of Registrars consulting with Aboriginal patients - is cultural competence adequately considered?

Science.gov (United States)

Abbott, Penelope; Reath, Jennifer; Gordon, Elaine; Dave, Darshana; Harnden, Chris; Hu, Wendy; Kozianski, Emma; Carriage, Cris

2014-08-13

General Practitioner (GP) Supervisors have a key yet poorly defined role in promoting the cultural competence of GP Registrars who provide healthcare to Aboriginal and Torres Strait Islander people during their training placements. Given the markedly poorer health of Indigenous Australians, it is important that GP training and supervision of Registrars includes assessment and teaching which address the well documented barriers to accessing health care. A simulated consultation between a GP Registrar and an Aboriginal patient, which illustrated inadequacies in communication and cultural awareness, was viewed by GP Supervisors and Medical Educators during two workshops in 2012. Participants documented teaching points arising from the consultation which they would prioritise in supervision provided to the Registrar. Content analysis was performed to determine the type and detail of the planned feedback. Field notes from workshop discussions and participant evaluations were used to gain insight into participant confidence in cross cultural supervision. Sixty four of 75 GPs who attended the workshops participated in the research. Although all documented plans for detailed teaching on the Registrar's generic communication and consultation skills, only 72% referred to culture or to the patient's Aboriginality. Few GPs (8%) documented a plan to advise on national health initiatives supporting access for Aboriginal and Torres Strait Islander people. A lack of Supervisor confidence in providing guidance on cross cultural consulting with Aboriginal patients was identified. The role of GP Supervisors in promoting the cultural competence of GP Registrars consulting with Aboriginal and Torres Strait Islander patients could be strengthened. A sole focus on generic communication and consultation skills may lead to inadequate consideration of the health disparities faced by Indigenous peoples and of the need to ensure Registrars utilise health supports designed to decrease the

Turnover Intentions of Employees With Informal Eldercare Responsibilities: The Role of Core Self-Evaluations and Supervisor Support.

Science.gov (United States)

Greaves, Claire E; Parker, Stacey L; Zacher, Hannes; Jimmieson, Nerina L

2015-12-01

As longevity increases, so does the need for care of older relatives by working family members. This research examined the interactive effect of core self-evaluations and supervisor support on turnover intentions in two samples of employees with informal caregiving responsibilities. Data were obtained from 57 employees from Australia (Study 1) and 66 employees from the United States and India (Study 2). Results of Study 1 revealed a resource compensation effect, that is, an inverse relationship between core self-evaluations and turnover intentions when supervisor care support was low. Results of Study 2 extended these findings by demonstrating resource boosting effects. Specifically, there was an inverse relationship between core self-evaluations and subsequent turnover intentions for those with high supervisor work and care support. In addition, employees' satisfaction and emotional exhaustion from their work mediated the inverse relationship between core self-evaluations and subsequent turnover intentions when supervisor work support and care support were high. Overall, these findings highlight the importance of employee- and supervisor-focused intervention strategies in organizations to support informal caregivers. © The Author(s) 2016.

Losing sleep over organizational injustice: attenuating insomniac reactions to underpayment inequity with supervisory training in interactional justice.

Science.gov (United States)

Greenberg, Jerald

2006-01-01

Self-reports of insomnia were collected among 467 nurses working at 4 hospitals. At 2 of these hospitals, a change in pay policy resulted in reduced pay for all nurses, whereas nurses' pay was unchanged at the other 2 hospitals. Nursing supervisors at 1 hospital in each group received training in promoting interactional justice, whereas no training was provided at the other 2 hospitals. Reflecting the stressful nature of underpayment, insomnia was significantly greater among nurses whose pay was reduced than among those whose pay remained unchanged. However, the degree of insomnia was significantly lower among nurses whose supervisors were trained in interactional justice, both immediately after training and 6 months later. These findings demonstrate the buffering effects of interactionally fair treatment on reactions to underpayment. (c) 2006 APA, all rights reserved.

Using Communicative Action Theory to Analyse Relationships Between Supervisors and Phd Students in a Technical University in Sweden

Directory of Open Access Journals (Sweden)

Michael Christie

2013-04-01

Full Text Available In this paper the authors use the theory of communicative action (Habermas, 1984-6 to analyse problematic relationships that can occur between supervisors and PhD students, between co-supervisors and between the students themselves. In a situation where power is distributed unequally, instrumental and strategic action on the part of either party can complicate and disturb efficacious relationships. We use Flanagan’s critical incident technique (Flanagan, 1954 to analyse twenty-five incidents that are told from a supervisor perspective and twentyfive from a PhD student perspective. The analysis reveals that a large proportion of incidents involved power struggles. Other categories include lack of professional or emotional support and poor communication. Rational dialogue based on Habermasian principles might have avoided many of these problems. The analysis concludes with some practical suggestions as to how the use of communicative action theory and critical incident technique can improve supervision, supervision training and the PhD process.

Social constructionism and supervision: experiences of AAMFT supervisors and supervised therapists.

Science.gov (United States)

Hair, Heather J; Fine, Marshall

2012-10-01

A phenomenological research process was used to investigate the supervision experience for supervisors and therapists when supervisors use a social constructionist perspective. Participants of the one-to-one interviews were six AAMFT Approved Supervisors and six therapists providing counseling to individuals, couples and families. The findings suggest supervisors were committed to their self-identified supervision philosophy and intentionally sought out congruence between epistemology and practice. The shared experience of therapists indicates they associated desirable supervision experiences with their supervisors' social constructionist perspective. Our findings also indicated that supervisors' and therapists' understanding of social constructionism included the more controversial concepts of agency and extra-discursiveness. This research has taken an empirical step in the direction of understanding what the social constructionist supervision experience is like for supervisors and therapists. Our findings suggest a linkage between epistemology and supervision practice and a satisfaction with the supervision process. © 2012 American Association for Marriage and Family Therapy.

Coming soon - Launch of e-learning initiative for supervisors

CERN Multimedia

2015-01-01

In early July, the Learning and Development group is launching a new learning initiative specifically targeted at supervisors here at CERN. With the assistance of  experts on the subject, we have designed an exclusive series of five e-learning modules. These modules will help supervisors to synthesise some of the important processes that influence and impact their daily work and build key competencies as people managers.   Each module may take up to a maximum of 60 minutes to complete and covers the following topics: • CERN as an Organisation • People Management (Part 1) • People Management (Part 2) • Financial Management • Administrative Information Tools for Supervisors Supervisors will receive an invitation from the L&D group to access the modules on a dedicated e-learning space created on SharePoint. We recommend that all newly appointed supervisors access and complete the five modules within the first month of taking up their su...

Major issues in the training of security personnel

International Nuclear Information System (INIS)

Knauf, W.M.; Robertson, L.P.

1982-01-01

The effectiveness of the response component of a physical protection system depends greatly upon the training received by the security personnel. The issues and problems in the area of training which were of greatest concern to the attendees of the 1980 and 1981 INMM sponsored Technical Workshops on Guard Training are discussed. The attendees were training supervisors of managers of security personnel and represented a variety of organizations and companies including DOE facilities, NRC licensees, the military, private security contractors, and governmental agencies. Major categories of concern include: professionalism in security, legal constraints and obligations, physical and psychological testing and standards, governmental requirements, morale and motivation, and tactical training techniques

Impact of postgraduate training on communication skills teaching: a controlled study.

Science.gov (United States)

Junod Perron, Noelle; Nendaz, Mathieu; Louis-Simonet, Martine; Sommer, Johanna; Gut, Anne; Cerutti, Bernard; van der Vleuten, Cees P; Dolmans, Diana

2014-04-14

Observation of performance followed by feedback is the key to good teaching of communication skills in clinical practice. The fact that it occurs rarely is probably due to clinical supervisors' perceived lack of competence to identify communication skills and give effective feedback. We evaluated the impact of a faculty development programme on communication skills teaching on clinical supervisors' ability to identify residents' good and poor communication skills and to discuss them interactively during feedback. We conducted a pre-post controlled study in which clinical supervisors took part to a faculty development program on teaching communication skills in clinical practice. Outcome measures were the number and type of residents' communication skills identified by supervisors in three videotaped simulated resident-patient encounters and the number and type of communication skills discussed interactively with residents during three feedback sessions. 48 clinical supervisors (28 intervention group; 20 control group) participated. After the intervention, the number and type of communication skills identified did not differ between both groups. There was substantial heterogeneity in the number and type of communication skills identified. However, trained participants engaged in interactive discussions with residents on a significantly higher number of communication items (effect sizes 0.53 to 1.77); communication skills items discussed interactively included both structural and patient-centered elements that were considered important to be observed by expert teachers. The faculty development programme did not increase the number of communication skills recognised by supervisors but was effective in increasing the number of communication issues discussed interactively in feedback sessions. Further research should explore the respective impact of accurate identification of communication skills and effective teaching skills on achieving more effective communication

Language Training: English Training

CERN Multimedia

2004-01-01

If you wish to participate in one of the following courses, please discuss with your supervisor and apply electronically directly from the course description pages that can be found on the Web at: http://www.cern.ch/Training/ or fill in an "application for training" form available from your Divisional Secretariat or from your DTO (Divisional Training Officer). Applications will be accepted in the order of their receipt. Language Training Françoise Benz tel. 73127 language.training@cern.ch General and Professional English Courses The next session will take place: from 1st March to 25 June 2004 (2 weeks break at Easter). These courses are open to all persons working on the Cern site, and to their spouses. For registration and further information on the courses, please consult our Web pages: http://cern.ch/Training or contact Mr. Liptow: tel. 72957.

Language Training: English Training

CERN Multimedia

2004-01-01

If you wish to participate in one of the following courses, please discuss with your supervisor and apply electronically directly from the course description pages that can be found on the Web at: http://www.cern.ch/Training/ or fill in an "application for training" form available from your Divisional Secretariat or from your DTO (Divisional Training Officer). Applications will be accepted in the order of their receipt. LANGUAGE TRAINING Françoise Benz tel. 73127 language.training@cern.ch General and Professional English Courses The next session will take place: from 1st March to 25 June 2004 (2 weeks break at Easter). These courses are open to all persons working on the Cern site, and to their spouses. For registration and further information on the courses, please consult our Web pages: http://cern.ch/Training or contact Mr. Liptow: tel. 72957.

Pengaruh Dukungan Supervisor dan Pemberdayaan Terhadap Organizational Citizenship Behavior

Directory of Open Access Journals (Sweden)

Tinjung Desy Nursanti

2014-05-01

Full Text Available Study aims to determine and obtain a clear picture of supportive supervisor, empowerment, and organizational citizenship behavior; and to determine the impact of supportive supervisor and empowerment towards organizational citizenship behavior of employees in PT Setia Makmur Cemerlang. Research used explanatory survey method, while the sample was taken from employees of the company. Research instrument (questionnaires was used as primary data collection to explain the causal relationship between supportive supervisor and empowerment on organizational citizenship behavior of employees in PT Setia Makmur Cemerlang. Analysis used simple linear regression and multiple linear regression method. Result of this study shows that there is significant influence between supportive supervisor and empowerment towards organizational citizenship behavior.

29 CFR 1960.55 - Training of supervisors.

Science.gov (United States)

2010-07-01

... applicable to the assigned workplaces, agency procedures for reporting hazards, agency procedures for... unit, including the training and motivation of subordinates toward assuring safe and healthful work...

Employee Trust in Supervisors and Affective Commitment: The Moderating Role of Authentic Leadership.

Science.gov (United States)

Xiong, Kehan; Lin, Weipeng; Li, Jenny C; Wang, Lei

2016-06-01

Although previous research has examined the main/direct effects of subordinates' trust in their supervisors on the levels of subordinates' affective commitment towards the organizations, little attention has been paid to explore the boundary conditions of this relationship. Two studies were conducted to examine the moderating effect of authentic leadership on the relationship between subordinates' trust in supervisor and their levels of affective commitment towards the organization. In line with the hypothesized model, both Study 1 (cross-sectional design, n = 138) and Study 2 (lagged design, n = 154) demonstrated that authentic leadership moderated the relationship between employees' trust in supervisor and their levels of affective commitment towards their organizations. Specifically, the positive relationship was stronger for employees under higher levels of authentic leadership. The implications for theory and practice are discussed. © The Author(s) 2016.

Supervisor descriptions of veterinary student performance in the clinical workplace: a qualitative interview study.

Science.gov (United States)

Norman, E J

2017-06-10

This qualitative study investigated the qualities of veterinary student performance that inform a supervisor's impression of their competency. Semi-structured interviews were conducted with a purposive sample of 15 supervisors from different veterinary subdisciplines, to elicit descriptions of excellent, weak and marginal students. Thematic analysis of transcriptions revealed 12 themes, of which engagement was frequently discussed and of stated importance, and trustworthiness was a differentiator of weak and marginal students from excellent students. Other themes were knowledge, application of knowledge, technical and animal handling skills, communication, social interaction, personal functioning, caring for animals, impact, prospects and the difficulty in judging competency. Patterns of association of themes were found, however themes were also used independently in unique combinations for most students described. The findings show the range of abilities, behaviours, attitudes and personal characteristics of students that are considered by supervisors and how these are weighted and balanced. The key contribution of engagement and trustworthiness to the overall impression aligns with research indicating their importance for success in clinical practice, as both contributors to competency and indicators of it. The findings may inform future design and investigation of workplace-based learning and in-training evaluation, as well as conceptions of veterinary competency. British Veterinary Association.

393 Competencies Required by Primary School Supervisors: Basis ...

African Journals Online (AJOL)

Nekky Umera

in Onitsha Education Zone, specifically, in all the Public Primary Schools in the three Local ... the competencies instruction supervisors require for effective supervision. Mean .... that…. have little to do with actual classroom observation nor improvement ..... Table 2: t-test comparison of the mean ratings of head teachers and.

CERN Management & Communication Training programme

CERN Multimedia

2007-01-01

Calendar of courses for November to December 2007Calendrier des cours prévus de novembre à décembre 2007 Please check our Web site to find out the number of places available which may vary.Veuillez consulter notre site Web pour connaître le nombre de places disponibles qui peut varier. Managing Teams (English) 13, 14, 15 November (Full) Communicating effectively - residential (Bilingual) 20, 21, 22 November (Full) FP7 Training - How to Negotiate and Administer Framework 7 Grant Agreements (English) 21 November (12 places available) Core Development Package for new Supervisors and Section leaders (MARS exercise) (English) 20, 21, 22 November (Full) Core Development Package for new Supervisors and Section leaders (MARS exercise) (français) 5, 6, 7 décembre (4 places disponibles) Core Development Pa...

CERN Management & Communication Training programme

CERN Multimedia

2007-01-01

Calendar of courses for November to December 2007Calendrier des cours prévus de novembre à décembre 2007 Please check our Web site to find out the number of places available which may vary.Veuillez consulter notre site Web pour connaître le nombre de places disponibles qui peut varier. Managing Teams (English) 13, 14, 15 November (Full) Communicating effectively - residential (Bilingual) 20, 21, 22 November (Full) FP7 Training - How to Negotiate and Administer Framework 7 Grant Agreements (English) 21 November (7 places available) Core Development Package for new Supervisors and Section leaders (MARS exercise) (English) 20, 21, 22 November (Full) Core Development Package for new Supervisors and Section leaders (MARS exercise) (français) 5, 6, 7 décembre (2 places disponibles) Core Development Pac...

General Practitioner Supervisor assessment and teaching of Registrars consulting with Aboriginal patients – is cultural competence adequately considered?

Science.gov (United States)

2014-01-01

Background General Practitioner (GP) Supervisors have a key yet poorly defined role in promoting the cultural competence of GP Registrars who provide healthcare to Aboriginal and Torres Strait Islander people during their training placements. Given the markedly poorer health of Indigenous Australians, it is important that GP training and supervision of Registrars includes assessment and teaching which address the well documented barriers to accessing health care. Methods A simulated consultation between a GP Registrar and an Aboriginal patient, which illustrated inadequacies in communication and cultural awareness, was viewed by GP Supervisors and Medical Educators during two workshops in 2012. Participants documented teaching points arising from the consultation which they would prioritise in supervision provided to the Registrar. Content analysis was performed to determine the type and detail of the planned feedback. Field notes from workshop discussions and participant evaluations were used to gain insight into participant confidence in cross cultural supervision. Results Sixty four of 75 GPs who attended the workshops participated in the research. Although all documented plans for detailed teaching on the Registrar’s generic communication and consultation skills, only 72% referred to culture or to the patient’s Aboriginality. Few GPs (8%) documented a plan to advise on national health initiatives supporting access for Aboriginal and Torres Strait Islander people. A lack of Supervisor confidence in providing guidance on cross cultural consulting with Aboriginal patients was identified. Conclusions The role of GP Supervisors in promoting the cultural competence of GP Registrars consulting with Aboriginal and Torres Strait Islander patients could be strengthened. A sole focus on generic communication and consultation skills may lead to inadequate consideration of the health disparities faced by Indigenous peoples and of the need to ensure Registrars utilise

The Role of Gratitude in Enhancing the Relationship between Doctoral Research Students and Their Supervisors

Science.gov (United States)

Howells, Kerry; Stafford, Karen; Guijt, Rosanne; Breadmore, Michael

2017-01-01

While increasing attention is being placed on the crucial importance of a positive supervisor-student relationship, few studies have investigated how to enhance this. Our paper investigates the effect of gratitude practices, proposing it brings both focus and intentionality to the student-supervisor relationship resulting in better research…

The Impact of Support at the Workplace on Transfer of Training: A Study of an Indian Manufacturing Unit

Science.gov (United States)

Chauhan, Ragini; Ghosh, Piyali; Rai, Alka; Shukla, Divya

2016-01-01

This study aims to assess the individual impacts of two components of support at the workplace, namely, support from peers and supervisor, on transfer of training in a post-training environment. Mediation by motivation to transfer in the relationship of supervisor and peer support with transfer of training has also been examined. Data on 149…

Perceived Supervisor's Support and Job Insecurity as Predictors of ...

African Journals Online (AJOL)

Organisational stability is central to the strength of human development and organizational effectiveness which enables sustainable nation's development amidst global competitiveness. Hence this study examined perceived supervisor's support and job insecurity as predictors of employee anxiety. The study participants ...

Studies of the relationship between employee`s safety consciousness, morale, and supervisor`s leadership in nuclear power plant

Energy Technology Data Exchange (ETDEWEB)

Misumi, Jyuji; Hiraki, Tadao; Sakurai, Yukihiro [Institute of Nuclear Safety System Inc., Kyoto (Japan); Yoshida, Michio; Misumi, Emiko; Tokudome, Eiji

1996-09-01

This study examined the relationship between employee`s safety consciousness, morale, and supervisor`s leadership using multiple regression analysis. Respondents were 2152 male employees who were working at nuclear power plants (operation division, maintenance division, and joint companies). Main results were as follows. (1) Individual morale variables, such as `work motivation` and `mental hygine`, were correlated with leadership M behavior rather than with P behavior. On the other hand, group morale variables, such as `teamwork` and `meeting quality`, were correlated with both P and M behavior. These results shows P and M leadership affect the employee`s morale. (2) With regard to safety consciousness variables, `communication` and `work place norm` to ensure safety were strongly correlated to leadership both P and M behavior. However, neither `sense of tension to ensure safety` nor `experiencing cold shiver` were related to leadership P or M behavior. It was suggested that practices for accidents prevention in workplace are related to supervisor`s P and M leadership behavior. (3) `Sense of tension` to ensure safety and `experiencing cold shiver` were negatively correlated with `mental hygine`, but positively correlated with `work motivation`. These results suggest that increase of the work motivation might improve employee`s awareness and ability for detecting human errors. (author)

Training in radiological protection at the Institute of Naval Medicine

International Nuclear Information System (INIS)

Powell, P.E.; Robb, D.J.

1991-01-01

The Training Division at the Institute of Naval Medicine, Alverstoke, UK, provides courses in radiological protection for government and military personnel who are radiation protection supervisors, radiation safety officers, members of naval emergency monitoring teams and senior medical officers. The course programmes provide formal lectures, practical exercises and tabletop exercises. The compliance of the Ministry of Defence with the Ionising Radiations Regulations 1985 and the implementation of Ministry of Defence instructions for radiological protection rely to a large extent on its radiation protection supervisors understanding of the training he receives. Quality assurance techniques are therefore applied to the training. (author)

Supervisand og supervisor

DEFF Research Database (Denmark)

Jacobsen, Claus Haugaard

2007-01-01

Kapitlet redegør for aspekter ved det komplekse forhold mellem supervisand og supervisor, og der anlægges en række forskellige perspektiver. Først beskrives forholdet fra supervisandens perspektiv. At indtræde i rollen som supervisand er, foruden at være lærerigt og fagligt udviklende, ofte også ...

Effectiveness of a Training Program in Supervisors' Ability to Provide Feedback on Residents' Communication Skills

Science.gov (United States)

Junod Perron, Noelle; Nendaz, Mathieu; Louis-Simonet, Martine; Sommer, Johanna; Gut, Anne; Baroffio, Anne; Dolmans, Diana; van der Vleuten, Cees

2013-01-01

Teaching communication skills (CS) to residents during clinical practice remains problematic. Direct observation followed by feedback is a powerful way to teach CS in clinical practice. However, little is known about the effect of training on feedback skills in this field. Controlled studies are scarce as well as studies that go beyond…

How Supervisor Experience Influences Trust, Supervision, and Trainee Learning: A Qualitative Study.

Science.gov (United States)

Sheu, Leslie; Kogan, Jennifer R; Hauer, Karen E

2017-09-01

Appropriate trust and supervision facilitate trainees' growth toward unsupervised practice. The authors investigated how supervisor experience influences trust, supervision, and subsequently trainee learning. In a two-phase qualitative inductive content analysis, phase one entailed reviewing 44 internal medicine resident and attending supervisor interviews from two institutions (July 2013 to September 2014) for themes on how supervisor experience influences trust and supervision. Three supervisor exemplars (early, developing, experienced) were developed and shared in phase two focus groups at a single institution, wherein 23 trainees validated the exemplars and discussed how each impacted learning (November 2015). Phase one: Four domains of trust and supervision varying with experience emerged: data, approach, perspective, clinical. Early supervisors were detail oriented and determined trust depending on task completion (data), were rule based (approach), drew on their experiences as trainees to guide supervision (perspective), and felt less confident clinically compared with more experienced supervisors (clinical). Experienced supervisors determined trust holistically (data), checked key aspects of patient care selectively and covertly (approach), reflected on individual experiences supervising (perspective), and felt comfortable managing clinical problems and gauging trainee abilities (clinical). Phase two: Trainees felt the exemplars reflected their experiences, described their preferences and learning needs shifting over time, and emphasized the importance of supervisor flexibility to match their learning needs. With experience, supervisors differ in their approach to trust and supervision. Supervisors need to trust themselves before being able to trust others. Trainees perceive these differences and seek supervision approaches that align with their learning needs.

How does culture affect experiential training feedback in exported Canadian health professional curricula?

Science.gov (United States)

Wilbur, Kerry; Mousa Bacha, Rasha; Abdelaziz, Somaia

2017-03-17

To explore feedback processes of Western-based health professional student training curricula conducted in an Arab clinical teaching setting. This qualitative study employed document analysis of in-training evaluation reports (ITERs) used by Canadian nursing, pharmacy, respiratory therapy, paramedic, dental hygiene, and pharmacy technician programs established in Qatar. Six experiential training program coordinators were interviewed between February and May 2016 to explore how national cultural differences are perceived to affect feedback processes between students and clinical supervisors. Interviews were recorded, transcribed, and coded according to a priori cultural themes. Document analysis found all programs' ITERs outlined competency items for students to achieve. Clinical supervisors choose a response option corresponding to their judgment of student performance and may provide additional written feedback in spaces provided. Only one program required formal face-to-face feedback exchange between students and clinical supervisors. Experiential training program coordinators identified that no ITER was expressly culturally adapted, although in some instances, modifications were made for differences in scopes of practice between Canada and Qatar.  Power distance was recognized by all coordinators who also identified both student and supervisor reluctance to document potentially negative feedback in ITERs. Instances of collectivism were described as more lenient student assessment by clinical supervisors of the same cultural background. Uncertainty avoidance did not appear to impact feedback processes. Our findings suggest that differences in specific cultural dimensions between Qatar and Canada have implications on the feedback process in experiential training which may be addressed through simple measures to accommodate communication preferences.

PhD students’ expectations from their supervisors: A qualitative content analysis

Directory of Open Access Journals (Sweden)

SH Rimaz

2015-03-01

Full Text Available Introduction: Quality of research in PhD programs increases if supervisors become aware of students' expectations from them. This qualitative study aimed to explore expectations of PhD students from their supervisors was done.   Methods: This qualitative content analysis study was conducted on 22 graduated PhD students of Iran University of Medical Sciences, in 2014. The samples were purposefully selected and interviewed. All interviews were recorded and transcribed verbatim.   Results: After analyzing and coding data, it was found that PhD students have four main expectations from their supervisors. These expectations consist of scientific support including help with selection of subject, preparation and registration of proposal, data collection and support for writing and examination of the thesis. Developing scientific skills and help with preparing manuscripts were other expectations. Emotional-social support with five categories including relationship between supervisor-student, general expectations of supervisor, supervisor personality characteristics, needed emotional skills and social activities related to thesis and finally providing adequate resources including financial support and access to facilities inside and outside the university were among the other expectations.   Conclusion: PhD students need to scientific, emotional, social and material supports from their supervisors in the process of performing thesis. These expectations should be told to supervisors.

[The Internet:an alternative to face-to-face training for teachers in remote locations?].

Science.gov (United States)

Gagnon, Suzanne; Minguet, Cassian

2008-08-01

For some family medicine supervisors working in rural and remote areas, access to face-to-face training is problematic. They need distance training programs designed specifically for them. To study the advantages, disadvantages, and feasibility of a training program for these supervisors that is delivered over the Internet. This was a pilot project for international on-line training consisting of a platform of courses and a collaborative type of Web conferencing that ran for 2 hours each week for 5 weeks. The training focused on the acquisition of teaching skills and the use of information and communications technology, and included discussions on topics related to practising and teaching in rural areas. Such a program is feasible and economical. The main difficulties are recruiting participants, keeping them in the program, and the amount of time spent on development and supervision. Participants who persevered reported high levels of satisfaction. The content of this type of training, barriers to participation, and the role of distance education in rural supervisor training programs remain to be explored.

Supervisor behaviour and its associations with employees' health in Europe.

Science.gov (United States)

Montano, Diego

2016-02-01

To estimate the magnitude of the associations between different facets of supervisor behaviour and several health-related outcomes, and to assess whether these associations are mediated by known occupational health factors. Cross-sectional data from the European Working Conditions Survey were analysed by generalised linear mixed models (n = 32,770). Six regression models were estimated. Dependent variables include musculoskeletal (upper body, lower limbs, backache) and psychosomatic symptoms (stress and self-assessed general health). Independent variables correspond to several facets of supervisor behaviours such as supervisor support, feedback on work, ability to solve conflicts, encouragement to participate in decisions, and known occupational risk and protective factors. Even though supervisor behaviour is mediated by several known occupational risk factors, it still accounts for a substantial proportion of explained variance. The order of magnitude of associations was comparable to the strength of associations of known occupational risk factors. Odds ratios vary from 0.79 95% CI [0.73-0.86] to 1.12 95% CI [0.97-1.29] for dichotomous dependent variables. Regression coefficients vary from -0.22 95% CI [-0.28 to -0.17] to 0.07 95% CI [0.04-0.10] for metric dependent variables. Results suggest that good conflict solving skills, supervisor's work-planning ability, and a participative leadership style have the strongest predictive power regarding all health-related outcomes considered. Supervisor behaviour seems to play a non-negligible role from an occupational health perspective concerning the prevalence of musculoskeletal and psychosomatic symptoms. Results suggest that supervisor behaviour should be routinely assessed and monitored, especially among occupational groups reporting a lower quality of supervisor behaviours.

Effects of Co-Worker and Supervisor Support on Job Stress and Presenteeism in an Aging Workforce: A Structural Equation Modelling Approach.

Science.gov (United States)

Yang, Tianan; Shen, Yu-Ming; Zhu, Mingjing; Liu, Yuanling; Deng, Jianwei; Chen, Qian; See, Lai-Chu

2015-12-23

We examined the effects of co-worker and supervisor support on job stress and presenteeism in an aging workforce. Structural equation modelling was used to evaluate data from the 2010 wave of the Health and Retirement Survey in the United States (n = 1649). The level of presenteeism was low and the level of job stress was moderate among aging US workers. SEM revealed that co-worker support and supervisor support were strongly correlated (β = 0.67; p worker support had a significant direct negative effect on job stress (β = -0.10; p employee stress at the workplace, by necessary support at work from colleagues and employers, and by the presence of comfortable interpersonal relationships among colleagues and between employers and employees.

Radiation protection supervisors certification in Brazil

International Nuclear Information System (INIS)

Mendonca Costa, Eduardo; Arraes Monteiro, Iara

2008-01-01

In order to accomplish its legal assignments CNEN certifies the qualification of radiation protection supervisors. The current certification process is presented and discussed in this paper. This paper discusses the main points of the certification process including: knowledge tests, stake holder's communication, standards, supervisor responsibilities and profiles. The importance of safety certification of nuclear facilities and radiation protection of public individuals and workers are also discussed. Taking into account the characteristics of the Brazilian Nuclear program, the future improvements and goals in the certification process is also presented. (author)

A Model of Supervisor Decision-Making in the Accommodation of Workers with Low Back Pain.

Science.gov (United States)

Williams-Whitt, Kelly; Kristman, Vicki; Shaw, William S; Soklaridis, Sophie; Reguly, Paula

2016-09-01

Purpose To explore supervisors' perspectives and decision-making processes in the accommodation of back injured workers. Methods Twenty-three semi-structured, in-depth interviews were conducted with supervisors from eleven Canadian organizations about their role in providing job accommodations. Supervisors were identified through an on-line survey and interviews were recorded, transcribed and entered into NVivo software. The initial analyses identified common units of meaning, which were used to develop a coding guide. Interviews were coded, and a model of supervisor decision-making was developed based on the themes, categories and connecting ideas identified in the data. Results The decision-making model includes a process element that is described as iterative "trial and error" decision-making. Medical restrictions are compared to job demands, employee abilities and available alternatives. A feasible modification is identified through brainstorming and then implemented by the supervisor. Resources used for brainstorming include information, supervisor experience and autonomy, and organizational supports. The model also incorporates the experience of accommodation as a job demand that causes strain for the supervisor. Accommodation demands affect the supervisor's attitude, brainstorming and monitoring effort, and communication with returning employees. Resources and demands have a combined effect on accommodation decision complexity, which in turn affects the quality of the accommodation option selected. If the employee is unable to complete the tasks or is reinjured during the accommodation, the decision cycle repeats. More frequent iteration through the trial and error process reduces the likelihood of return to work success. Conclusion A series of propositions is developed to illustrate the relationships among categories in the model. The model and propositions show: (a) the iterative, problem solving nature of the RTW process; (b) decision resources necessary

7 CFR 1962.16 - Accounting by County Supervisor.

Science.gov (United States)

2010-01-01

... 7 Agriculture 14 2010-01-01 2009-01-01 true Accounting by County Supervisor. 1962.16 Section 1962... § 1962.16 Accounting by County Supervisor. The Agency will maintain a current record of each borrower's... risk exists. An FO borrower who has been current with the Agency and who has provided chattels as...

A Good Supervisor--Ten Facts of Caring Supervision

Science.gov (United States)

Määttä, Kaarina

2015-01-01

This article describes the elements of caring supervision of doctoral theses. The purpose was to describe the best practices as well as challenges of supervision especially from the supervisor's perspective. The analysis is based on the author's extensive experience as a supervisor and related data obtained for research and developmental purposes.…

Master's Thesis Supervision: Relations between Perceptions of the Supervisor-Student Relationship, Final Grade, Perceived Supervisor Contribution to Learning and Student Satisfaction

Science.gov (United States)

de Kleijn, Renske A. M.; Mainhard, M. Tim; Meijer, Paulien C.; Pilot, Albert; Brekelmans, Mieke

2012-01-01

Master's thesis supervision is a complex task given the two-fold goal of the thesis (learning and assessment). An important aspect of supervision is the supervisor-student relationship. This quantitative study (N = 401) investigates how perceptions of the supervisor-student relationship are related to three dependent variables: final grade,…

The development of a TED-Ed online resident research training program.

Science.gov (United States)

Moreau, Katherine A; Pound, Catherine M; Peddle, Beth; Tokarewicz, Jaclyn; Eady, Kaylee

2014-01-01

Pediatric health research is important for improving the health and well-being of children and their families. To foster the development of physicians' research competencies, it is vital to integrate practical and context-specific research training into residency programs. To describe the development of a resident research training program at one tertiary care pediatric academic health sciences center in Ontario, Canada. We surveyed residents and pediatricians/research staff to establish the need and content for a resident research training program. Residents and resident research supervisors agreed or strongly agreed that research training is important for residents. However, few residents and supervisors believed that their academic health sciences center provided adequate training and resources to support resident research. As such, an online resident research training program was established. Residents and supervisors agreed that the program should focus on the following topics: 1) critically evaluating research literature, 2) writing a research proposal, 3) submitting an application for research funding, and 4) writing a manuscript. This highly accessible, context-specific, and inexpensive online program model may be of interest and benefit to other residency programs as a means to enhance residents' scholarly roles. A formal evaluation of the research training program is now underway.

The development of a TED-Ed online resident research training program

Directory of Open Access Journals (Sweden)

Katherine A. Moreau

2014-12-01

Full Text Available Background: Pediatric health research is important for improving the health and well-being of children and their families. To foster the development of physicians’ research competencies, it is vital to integrate practical and context-specific research training into residency programs. Purpose: To describe the development of a resident research training program at one tertiary care pediatric academic health sciences center in Ontario, Canada. Methods: We surveyed residents and pediatricians/research staff to establish the need and content for a resident research training program. Results: Residents and resident research supervisors agreed or strongly agreed that research training is important for residents. However, few residents and supervisors believed that their academic health sciences center provided adequate training and resources to support resident research. As such, an online resident research training program was established. Residents and supervisors agreed that the program should focus on the following topics: 1 critically evaluating research literature, 2 writing a research proposal, 3 submitting an application for research funding, and 4 writing a manuscript. Discussion: This highly accessible, context-specific, and inexpensive online program model may be of interest and benefit to other residency programs as a means to enhance residents’ scholarly roles. A formal evaluation of the research training program is now underway.

TEFL Graduate Supervisees' Views of Their Supervisors' Supervisory Styles and Satisfaction with Thesis Supervision

Science.gov (United States)

Gedamu, Abate Demissie

2018-01-01

Thesis supervisor supervisory styles play central roles in enhancing timely and quality completion of thesis works. To this effect, this study aimed at exploring TEFL graduate supervisees' perception of their thesis supervisors' supervisory style(s), the supervisees' level of satisfaction with thesis supervision, and the association between…

The Relation Between Supervisors' Big Five Personality Traits and Employees' Experiences of Abusive Supervision.

Science.gov (United States)

Camps, Jeroen; Stouten, Jeroen; Euwema, Martin

2016-01-01

The present study investigates the relation between supervisors' personality traits and employees' experiences of supervisory abuse, an area that - to date - remained largely unexplored in previous research. Field data collected from 103 supervisor-subordinate dyads showed that contrary to our expectations supervisors' agreeableness and neuroticism were not significantly related to abusive supervision, nor were supervisors' extraversion or openness to experience. Interestingly, however, our findings revealed a positive relation between supervisors' conscientiousness and abusive supervision. That is, supervisors high in conscientiousness were more likely to be perceived as an abusive supervisor by their employees. Overall, our findings do suggest that supervisors' Big Five personality traits explain only a limited amount of the variability in employees' experiences of abusive supervision.

Audit and feedback by medical students to improve the preventive care practices of general practice supervisors.

Science.gov (United States)

Gilkes, Lucy A; Liira, Helena; Emery, Jon

Medical students benefit from their contact with clinicians and patients in the clinical setting. However, little is known about whether patients and clinicians also benefit from medical students. We developed an audit and feedback intervention activity to be delivered by medical students to their general practice supervisors. We tested whether the repeated cycle of audit had an effect on the preventive care practices of general practitioners (GPs). The students performed an audit on topics of preventive medicine and gave feedback to their supervisors. Each supervisor in the study had more than one student performing the audit over the academic year. After repetitive cycles of audit and feedback, the recording of social history items by GPs improved. For example, recording alcohol history increased from 24% to 36%. This study shows that medical students can be effective auditors, and their repeated audits may improve their general practice supervisors' recording of some aspects of social history.

When supervisors perceive non-work support: test of a trickle-down model.

Science.gov (United States)

Wu, Tsung-Yu; Lee, Shao-Jen; Hu, Changya; Yang, Chun-Chi

2014-01-01

Using the trickle-down model as the theoretical foundation, we explored whether subordinates' perceived supervisory non-work support (subordinates' PSNS) mediates the relationship between supervisors' perception of higher-level managers' non-work support (supervisors' PSNS) and subordinates' organizational citizenship behaviors. Using dyadic data collected from 132 employees and their immediate supervisors, we found support for the aforementioned mediation process. Furthermore, supervisors' perceived in-group/out-group membership of subordinates moderated the aforementioned supervisors' PSNS-subordinates' PSNS relationship, such that this relationship is stronger for out-group subordinates. Theoretical and practical implications and future research directions are discussed.

The Supervisor and the Organised Worker. The Supervisor's "Self-Development" Series 4.

Science.gov (United States)

Corfield, Tony

This guide, which is intended for new supervisors and managers to use in an independent study setting, deals with maintaining working relations with organized labor. The following topics are discussed in the individual sections: good personal relations (psychological aspects, wages and job security, a good working environment, techniques for…

Model for behavior observation training programs

International Nuclear Information System (INIS)

Berghausen, P.E. Jr.

1987-01-01

Continued behavior observation is mandated by ANSI/ANS 3.3. This paper presents a model for behavior observation training that is in accordance with this standard and the recommendations contained in US NRC publications. The model includes seventeen major topics or activities. Ten of these are discussed: Pretesting of supervisor's knowledge of behavior observation requirements, explanation of the goals of behavior observation programs, why behavior observation training programs are needed (legal and psychological issues), early indicators of emotional instability, use of videotaped interviews to demonstrate significant psychopathology, practice recording behaviors, what to do when unusual behaviors are observed, supervisor rationalizations for noncompliance, when to be especially vigilant, and prevention of emotional instability

42 CFR 493.1461 - Standard: General supervisor qualifications.

Science.gov (United States)

2010-10-01

..., oral pathology, dermatopathology, and ophthalmic pathology because all tests and examinations, must be... supervisor under §§ 493.1449(b) or 493.1449(l) or (2); (3) In ophthalmic pathology, by an individual who is qualified as a technical supervisor under §§ 493.1449(b) or 493.1449(1)(3); and (4) In oral pathology, by an...

Language Training: French Training

CERN Multimedia

2004-01-01

If you wish to participate in one of the following courses, please discuss with your supervisor and apply electronically directly from the course description pages that can be found on the Web at: http://www.cern.ch/Training/ or fill in an "application for training" form available from your Divisional Secretariat or from your DTO (Divisional Training Officer). Applications will be accepted in the order of their receipt. LANGUAGE TRAINING Françoise Benz tel. 73127 language.training@cern.ch General and Professional French Courses The next session will take place from 26 April to 02 July 2004. These courses are open to all persons working on the Cern site, and to their spouses. For registration and further information on the courses, please consult our Web pages: http://cern.ch/Training or contact Mrs. Benz: Tel. 73127. Writing Professional Documents in French The next session will take place from 26 April to 02 July 2004. This course is designed for people with a good level of s...

Language Training: French Training

CERN Multimedia

2004-01-01

If you wish to participate in one of the following courses, please discuss with your supervisor and apply electronically directly from the course description pages that can be found on the Web at: http://www.cern.ch/Training/ or fill in an "application for training" form available from your Divisional Secretariat or from your DTO (Divisional Training Officer). Applications will be accepted in the order of their receipt. LANGUAGE TRAINING Françoise Benz tel. 73127 language.training@cern.ch General and Professional French Courses The next session will take place from 26 April to 02 July 2004. These courses are open to all persons working on the Cern site, and to their spouses. For registration and further information on the courses, please consult our Web pages: http://cern.ch/Training or contact Mrs. Benz: Tel. 73127. Writing Professional Documents in French The next session will take place from 26 April to 02 July 2004. This course is designed for people with a good level...

Development and Initial Psychometrics of Counseling Supervisor's Behavior Questionnaire

Science.gov (United States)

Lee, Ahram; Park, Eun Hye; Byeon, Eunji; Lee, Sang Min

2016-01-01

This study describes the development and psychometric properties of the Counseling Supervisor's Behavior Questionnaire, designed to assess the specific behaviors of supervisors, which can be observed by supervisees during supervision sessions. Factor structure, construct and concurrent validity, and internal consistency reliability of the…

Working with Conflict in Clinical Supervision: Wise Supervisors' Perspectives

Science.gov (United States)

Nelson, Mary Lee; Barnes, Kristin L.; Evans, Amelia L.; Triggiano, Patrick J.

2008-01-01

Eight female and 4 male supervisors identified by professional peers as highly competent were interviewed about experiences of conflict in supervision and their dependable strategies for managing it. Highly competent supervisors were open to conflict and interpersonal processing, willing to acknowledge shortcomings, developmentally oriented, and…

Collusion and Renegotiation in a Principal-Supervisor-Agent Relationship

NARCIS (Netherlands)

Strausz, R.G.

1995-01-01

This paper describes a principal-agent relationship with a supervisor who has information about the agent. The agent and the supervisor have the possibility to collude and misinform the principal. From the literature we know that there exists an optimal contract which excludes collusion in

The Influence of Supervisor's Transformational Leadership on Learning Culture and Learning Transfer of Nuclear R and D Personnel

International Nuclear Information System (INIS)

Min, Sang-Ki; Hwang, Hye-Seon; Jin, You-Rim; Lee, Eui-Jin; Lee, Soo-Jin

2017-01-01

Transformational leadership means that supervisors try to support the members individually, and encourage them to find new methods and approaches. In this study, it was identified empirically that a supervisor's transformational leadership has a strong influence on the learning culture and learning transfer of nuclear R and D personnel. To develop the competency of R and D personnel, not only formal education programs but also informal learning such as workplace learning have been carried out in the nuclear R and D organization. In this situation, transformational leadership has an effect on willingness and behavior of nuclear R and D personnel on the formal and informal learning. Therefore, transformational leadership is crucial factor in the human resource development system. The leadership required by them is not a one-sided order, but rather individual consideration, charisma, and intellectual stimulation for their nuclear R and D members. As a point of nuclear training and education, it is necessary to consider the operation of leadership programs that strengthen the transformational leadership of the project managers.

The Opinions of The Primary Education Supervisors in Relation With Strategic Management Approach in Continuing The Supervising Services About The Regions

Directory of Open Access Journals (Sweden)

Durdağı AKAN

2009-12-01

Full Text Available In this study, it is aimed to reveal perception about the service regions of the primary education supervisors working in the five regions all around Turkey which are determined by the Ministry of Education, concidering the geographical situation, economical and social development level, transportation condition and service necessities. The primary education supervisors in the research, who were classified in accordance with the service regions they worked, were continuing thier “ guiding and on the job training, Inspecting and Evaluation, Investigating ind Inquisition” services, they put forward their opinions about the “strong and weak sides, opportunities and threats” which they confronted in their service regions.

Security personnel training using a computer-based game

International Nuclear Information System (INIS)

Ralph, J.; Bickner, L.

1987-01-01

Security personnel training is an integral part of a total physical security program, and is essential in enabling security personnel to perform their function effectively. Several training tools are currently available for use by security supervisors, including: textbook study, classroom instruction, and live simulations. However, due to shortcomings inherent in each of these tools, a need exists for the development of low-cost alternative training methods. This paper discusses one such alternative: a computer-based, game-type security training system. This system would be based on a personal computer with high-resolution graphics. Key features of this system include: a high degree of realism; flexibility in use and maintenance; high trainee motivation; and low cost

Rater Accuracy and Training Group Effects in Expert- and Supervisor-Based Monitoring Systems

Science.gov (United States)

Baird, Jo-Anne; Meadows, Michelle; Leckie, George; Caro, Daniel

2017-01-01

This study evaluated rater accuracy with rater-monitoring data from high stakes examinations in England. Rater accuracy was estimated with cross-classified multilevel modelling. The data included face-to-face training and monitoring of 567 raters in 110 teams, across 22 examinations, giving a total of 5500 data points. Two rater-monitoring systems…

When the dark ones gain power : perceived position power strengthens the effect of supervisor Machiavellianism on abusive supervision in work teams.

OpenAIRE

Wisse, B.; Sleebos, E.

2016-01-01

Previous work has focused on the potential maladaptive consequences of the Dark Triad personality traits (i.e., Machiavellianism, psychopathy, and narcissism) in organizational contexts. This research builds upon this work, examining the influence of supervisor position power on the relationship between supervisor Dark Triad traits and abusive supervision in teams. Regression analysis on the data of 225 teams revealed that supervisor Machiavellianism is positively related to abusive supervisi...

Design of asynchronous supervisors

NARCIS (Netherlands)

Beohar, H.; Cuijpers, P.J.L.; Baeten, J.C.M.

2009-01-01

One of the main drawbacks while implementing the interaction between a plant and a supervisor, synthesised by the supervisory control theory of Ramadge and Wonham, is the inexact synchronisation. Balemi was the first to consider this problem, and the solutions given in his PhD thesis were in the

Role stress and turnover intentions among information technology personnel in South Africa: The role of supervisor support

Directory of Open Access Journals (Sweden)

Rennie Naidoo

2018-04-01

Full Text Available Orientation: High turnover of information technology (IT personnel is a major problem facing many global and local organisations. An increasingly important area of turnover research of IT personnel experiencing role stress involves examining their perceptions of supervisor support. Research purpose: This study aimed to examine the effects of role-related stress and supervisor support on job satisfaction, job performance and IT turnover intentions. Motivations for the study: It is important to assess from both a theoretical and a practical perspective the extent to which turnover can be explained by relational factors such as supervisor support. Research design, approach and method: An online voluntary survey yielded a sample of 163 respondents. Six constructs were measured: turnover intention, job performance, job satisfaction, supervisor support, role ambiguity and role conflict. A total of 158 usable responses were subjected to descriptive, correlation and regression analysis. Mediation and moderation effects were assessed using a multiple regression bootstrapping procedure. Main findings: Role ambiguity has a greater impact on job satisfaction than role conflict. Job satisfaction fully mediated the relationship between role stress and turnover intention. Supervisor support mediated the relationship between role stressors and job satisfaction and role stressors and job performance. There was no evidence in favour of a moderating role of supervisor support. Practical and managerial implications: Higher priority should be given to tackling role ambiguity. Supervisor support can increase job satisfaction, improve job performance and ultimately reduce turnover intentions, despite the presence of role stress. Contribution or value-add: Human resource managers and IT managers could use these results to improve job performance and staff retention.

A distributed supervisor synthesis approach based on weak bisimulation

NARCIS (Netherlands)

Su, Rong; Thistle, J.G.; Lafortune, S.; Lin, F.; Tilbury, D.

2006-01-01

It is well known that space and time complexity is one of the main bottlenecks of supervisor synthesis. The model of a large system is usually too big to be explicitly expressed, owing to composition of local components’ models, making supervisor synthesis difficult, if still possible. In this paper

Supervisor and Student Co-Writing: An Apprenticeship Perspective

Directory of Open Access Journals (Sweden)

Charlotte Wegener

2013-09-01

Full Text Available This is a story about the creation of a co-authored research article. The purpose is to emphasize co-writing as a significant pedagogic practice within doctoral supervision. Regarding apprenticeship as a pedagogical methodology as well as a theoretical framework makes co-writing more than an output-driven technique for increasing productivity. Becoming a researcher requires intense involvement in real research, and it is difficult to teach somebody how to do it. It entails practice. This practice is presented by means of an e-mail correspondence between a doctoral student and her supervisor during the article production. These real-time reflections show that effective apprenticeship in this context is a matter of giving access to the practice of doing research, opening up the field and thereby providing direction. However, it is also a theoretical perspective concerned with adding materiality and real tasks to the relational space between supervisor and the novice researcher. URN: http://nbn-resolving.de/urn:nbn:de:0114-fqs1303149

The learning effect of intraoperative video-enhanced surgical procedure training.

Science.gov (United States)

van Det, M J; Meijerink, W J H J; Hoff, C; Middel, L J; Koopal, S A; Pierie, J P E N

2011-07-01

The transition from basic skills training in a skills lab to procedure training in the operating theater using the traditional master-apprentice model (MAM) lacks uniformity and efficiency. When the supervising surgeon performs parts of a procedure, training opportunities are lost. To minimize this intervention by the supervisor and maximize the actual operating time for the trainee, we created a new training method called INtraoperative Video-Enhanced Surgical Training (INVEST). Ten surgical residents were trained in laparoscopic cholecystectomy either by the MAM or with INVEST. Each trainee performed six cholecystectomies that were objectively evaluated on an Objective Structured Assessment of Technical Skills (OSATS) global rating scale. Absolute and relative improvements during the training curriculum were compared between the groups. A questionnaire evaluated the trainee's opinion on this new training method. Skill improvement on the OSATS global rating scale was significantly greater for the trainees in the INVEST curriculum compared to the MAM, with mean absolute improvement 32.6 versus 14.0 points and mean relative improvement 59.1 versus 34.6% (P=0.02). INVEST significantly enhances technical and procedural skill development during the early learning curve for laparoscopic cholecystectomy. Trainees were positive about the content and the idea of the curriculum.

Factors influencing motivation and job satisfaction among supervisors of community health workers in marginalized communities in South Africa.

Science.gov (United States)

Akintola, Olagoke; Chikoko, Gamuchirai

2016-09-06

Management and supervision of community health workers are factors that are critical to the success of community health worker programmes. Yet few studies have explored the perspectives of supervisors in these programmes. This study explored factors influencing motivations of supervisors in community health worker programmes. We conducted qualitative interviews with 26 programme staff providing supervision to community health workers in eight community-based organizations in marginalized communities in the greater Durban area of South Africa from July 2010 to September 2011. Findings show that all the supervisors had previous experience working in the health or social services sectors and most started out as unpaid community health workers. Most of the participants were poor women from marginalized communities. Supervisors' activities include the management and supply of material resources, mentoring and training of community health workers, record keeping and report writing. Supervisors were motivated by intrinsic factors like making a difference and community appreciation and non-monetary incentives such as promotion to supervisory positions; acquisition of management skills; participation in capacity building and the development of programmes; and support for educational advancement like salary, bonuses and medical benefits. Hygiene factors that serve to prevent dissatisfaction are salaries and financial, medical and educational benefits attached to the supervisory position. Demotivating factors identified are patients' non-adherence to health advice and alienation from decision-making. Dissatisfiers include working in crime-prevalent communities, remuneration for community health workers (CHWs), problems with material and logistical resources, job insecurity, work-related stressors and navigating the interface between CHWs and management. While participants were dissatisfied with their low remuneration, they were not demotivated but continued to be motivated

Help me if you can: Psychological distance and help-seeking intentions in employee-supervisor relations.

Science.gov (United States)

Berkovich, Izhak; Eyal, Ori

2018-02-15

Social support at work is considered useful in treating job-related stress, and supervisors' emotional support has been found to be the most effective source of support at work. But an understanding of what elements make employees use supervisors as a source of emotional support is lacking. The present qualitative study included in-depth interviews with 24 teachers and 12 principals and a focus group with 12 school counsellors. The findings pointed at 2 groups of determinants of subordinates' intentions of asking socioemotional help from supervisors. The structural-organizational factors included low formalization structure, supportive and open work climate, shared goals, and manager's professional expertise; the dyadic factors included quality of relationship and demographic similarity. The determinants reflected different dimensions of psychological distance forming a close construal level that played a central part in employees' viewing the supervisor as an accessible socioemotional resource. The role of construal fit is discussed. Copyright © 2018 John Wiley & Sons, Ltd.

General job performance of first-line supervisors: the role of conscientiousness in determining its effects on subordinate exhaustion.

Science.gov (United States)

Perry, Sara Jansen; Rubino, Cristina; Witt, L A

2011-04-01

In an integrated test of the job demands-resources model and trait activation theory, we predicted that the general job performance of employees who also hold supervisory roles may act as a demand to subordinates, depending on levels of subordinate conscientiousness. In a sample of 313 customer service call centre employees, we found that high-conscientiousness individuals were more likely to experience emotional exhaustion, and low-conscientiousness individuals were less likely as the general job performance of their supervisor improved. The results were curvilinear, such that high-conscientiousness individuals' exhaustion levelled off with very high supervisor performance (two standard deviations above the mean), and low-conscientiousness individuals' exhaustion levelled off as supervisor performance improved from moderate to high. These findings suggest high-conscientiousness employees may efficiently handle demands presented by a low-performing coworker who is their boss, but when performance expectations are high (i.e. high-performing boss), these achievement-oriented employees may direct their resources (i.e. energy and time) towards performance-related efforts at the expense of their well-being. Conversely, low-conscientiousness employees suffer when paired with a low-performing boss, but benefit from a supervisor who demonstrates at least moderate job performance.

Participative Leadership and the Organizational Commitment of Civil Servants in China: The Mediating Effects of Trust in Supervisor

OpenAIRE

Miao, Qing; Newman, Alexander; Schwarz, Gary; Xu, Lin

2013-01-01

The present study examines whether participative leadership engenders organizational commitment among Chinese civil servants, and analyzes the mechanisms by which it transmits its effects. Confirmatory factor analysis and structural equation modeling revealed that there was a significant relationship between supervisor-level participative leadership and the affective and normative commitment of subordinates, but no relationship with continuance commitment. Affective trust was identified as th...

Proceedings of the Radiation protection supervisors' day of November 7, 2013

International Nuclear Information System (INIS)

Langlet, Jean; Piferrer, Jean-Paul; Morin, Catherine; Lefaure, Christian; Tourneux, Christophe; CONAN, Nadine; MARC, Benoit; Etard, Cecile; Rehel, J.L.; Aubert, B.; Ranouil, Julien

2013-11-01

Organised by the Association for radioprotection Techniques and Sciences (ATSR) and sponsored by the Commission of external radiation protection supervisors, this radiation protection supervisors' day was the occasion to take stock of the regulation, of the recurrent problems and advances in radiation protection. The conference brought together 9 presentations dealing with: 1 - Works of the Commission of external radiation protection supervisors (J.P. Piferrer); 2 - National and European regulation updates (T. Lahaye); 3 - Problems relating to control equipments (J. Langlet); 4 - Problems relating to the professional insurance for external radiation protection supervisors: national consultation by the ATSR (key points for the development of a national multidisciplinary consultative meeting by the ATSR, C. Morin); 5 - Situation of radiation protection supervisor networks (C. Lefaure, C. Tourneux); 6 - RPE-RPA-RSSO functions at CERN: creation and experience feedback (Experience feedback of the implementation of the RPE/RPO(A) European regulation at CERN, N. Conan); 7 - Industry: PCR n + Σ TQRP = SRP* (B. Marc); 8 - Interventional radiology: lessons to be learnt from recent overexposure incidents? (Medicine: protection supervisor and interventional radiology, C. Etard, J.L. Rehel, B. Aubert); 9 - GEDOC: research group on eye lens dosimetry (Eye lens exposure to ionizing radiations, J. Ranouil). This document brings together the presentations (slides) presented during the conference

Medical students, early general practice placements and positive supervisor experiences.

Science.gov (United States)

Henderson, Margaret; Upham, Susan; King, David; Dick, Marie-Louise; van Driel, Mieke

2018-03-01

Introduction Community-based longitudinal clinical placements for medical students are becoming more common globally. The perspective of supervising clinicians about their experiences and processes involved in maximising these training experiences has received less attention than that of students. Aims This paper explores the general practitioner (GP) supervisor perspective of positive training experiences with medical students undertaking urban community-based, longitudinal clinical placements in the early years of medical training. Methods Year 2 medical students spent a half-day per week in general practice for either 13 or 26 weeks. Transcribed semi-structured interviews from a convenience sample of participating GPs were thematically analysed by two researchers, using a general inductive approach. Results Identified themes related to the attributes of participating persons and organisations: GPs, students, patients, practices and their supporting institution; GPs' perceptions of student development; and triggers enhancing the experience. A model was developed to reflect these themes. Conclusions Training experiences were enhanced for GPs supervising medical students in early longitudinal clinical placements by the synergy of motivated students and keen teachers with support from patients, practice staff and academic institutions. We developed an explanatory model to better understand the mechanism of positive experiences. Understanding the interaction of factors enhancing teaching satisfaction is important for clinical disciplines wishing to maintain sustainable, high quality teaching.

Concept of the CMS Trigger Supervisor

CERN Document Server

Magrans de Abril, Ildefons; Varela, Joao

2006-01-01

The Trigger Supervisor is an online software system designed for the CMS experiment at CERN. Its purpose is to provide a framework to set up, test, operate and monitor the trigger components on one hand and to manage their interplay and the information exchange with the run control part of the data acquisition system on the other. The Trigger Supervisor is conceived to provide a simple and homogeneous client interface to the online software infrastructure of the trigger subsystems. This document specifies the functional and non-functional requirements, design and operational details, and the components that will be delivered in order to facilitate a smooth integration of the trigger software in the context of CMS.

Grader Operator. Open Pit Mining Job Training Series.

Science.gov (United States)

Savilow, Bill

This training outline for grader operators, one in a series of eight outlines, is designed primarily for company training foremen or supervisors and for trainers to use as an industry-wide guideline for heavy equipment operator training in open pit mining in British Columbia. Intended as a guide for preparation of lesson plans both for classroom…

Shovel Operator. Open Pit Mining Job Training Series.

Science.gov (United States)

Hartley, Larry

This training outline for shovel operators, one in a series of eight outlines, is designed primarily for company training foremen or supervisors and for trainers to use as an industry-wide guideline for heavy equipment operator training in open pit mining in British Columbia. Intended as a guide for preparation of lesson plans both for classroom…

42 CFR 493.1467 - Condition: Laboratories performing high complexity testing; cytology general supervisor.

Science.gov (United States)

2010-10-01

... testing; cytology general supervisor. 493.1467 Section 493.1467 Public Health CENTERS FOR MEDICARE....1467 Condition: Laboratories performing high complexity testing; cytology general supervisor. For the subspecialty of cytology, the laboratory must have a general supervisor who meets the qualification...

Infection prevention and control training and capacity building during the Ebola epidemic in Guinea.

Directory of Open Access Journals (Sweden)

Heidi M Soeters

Full Text Available During the 2014-2016 Ebola epidemic in West Africa, a key epidemiological feature was disease transmission within healthcare facilities, indicating a need for infection prevention and control (IPC training and support.IPC training was provided to frontline healthcare workers (HCW in healthcare facilities that were not Ebola treatment units, as well as to IPC trainers and IPC supervisors placed in healthcare facilities. Trainings included both didactic and hands-on components, and were assessed using pre-tests, post-tests and practical evaluations. We calculated median percent increase in knowledge.From October-December 2014, 20 IPC courses trained 1,625 Guineans: 1,521 HCW, 55 IPC trainers, and 49 IPC supervisors. Median test scores increased 40% (interquartile range [IQR]: 19-86% among HCW, 15% (IQR: 8-33% among IPC trainers, and 21% (IQR: 15-30% among IPC supervisors (all P<0.0001 to post-test scores of 83%, 93%, and 93%, respectively.IPC training resulted in clear improvements in knowledge and was feasible in a public health emergency setting. This method of IPC training addressed a high demand among HCW. Valuable lessons were learned to facilitate expansion of IPC training to other prefectures; this model may be considered when responding to other large outbreaks.

Infection prevention and control training and capacity building during the Ebola epidemic in Guinea

Science.gov (United States)

Koivogui, Lamine; de Beer, Lindsey; Johnson, Candice Y.; Diaby, Dianka; Ouedraogo, Abdoulaye; Touré, Fatoumata; Bangoura, Fodé Ousmane; Chang, Michelle A.; Chea, Nora; Dotson, Ellen M.; Finlay, Alyssa; Fitter, David; Hamel, Mary J.; Hazim, Carmen; Larzelere, Maribeth; Park, Benjamin J.; Rowe, Alexander K.; Thompson-Paul, Angela M.; Twyman, Anthony; Barry, Moumié; Ntaw, Godlove; Diallo, Alpha Oumar

2018-01-01

Background During the 2014–2016 Ebola epidemic in West Africa, a key epidemiological feature was disease transmission within healthcare facilities, indicating a need for infection prevention and control (IPC) training and support. Methods IPC training was provided to frontline healthcare workers (HCW) in healthcare facilities that were not Ebola treatment units, as well as to IPC trainers and IPC supervisors placed in healthcare facilities. Trainings included both didactic and hands-on components, and were assessed using pre-tests, post-tests and practical evaluations. We calculated median percent increase in knowledge. Results From October–December 2014, 20 IPC courses trained 1,625 Guineans: 1,521 HCW, 55 IPC trainers, and 49 IPC supervisors. Median test scores increased 40% (interquartile range [IQR]: 19–86%) among HCW, 15% (IQR: 8–33%) among IPC trainers, and 21% (IQR: 15–30%) among IPC supervisors (all P<0.0001) to post-test scores of 83%, 93%, and 93%, respectively. Conclusions IPC training resulted in clear improvements in knowledge and was feasible in a public health emergency setting. This method of IPC training addressed a high demand among HCW. Valuable lessons were learned to facilitate expansion of IPC training to other prefectures; this model may be considered when responding to other large outbreaks. PMID:29489885

Directory of Instructional Programs in Supervision and Management Training.

Science.gov (United States)

Civil Service Commission, Washington, DC. Training Assistance Div.

This directory, which is designed for the use of training officers in the Washington, D.C. area in prescribing learning programs to meet employee training needs, describes available group and self instructional programs used for the training of supervisors and managers. Each of the 21 courses listed contains the pertinent information necessary to…

Exploring Supervisor-Related Job Resources as Mediators between Supervisor Conflict and Job Attitudes in Hospital Employees

Directory of Open Access Journals (Sweden)

Achim Elfering

2017-03-01

Conclusion: Conflicts with supervisors are likely to reduce job resources and in turn to lower job attitudes. Work design in hospitals should, therefore, address interpersonal working conditions and conflict management in leadership development.

A Multiple Source Approach to Organisational Justice: The Role of the Organisation, Supervisors, Coworkers, and Customers

Directory of Open Access Journals (Sweden)

Agustin Molina

2015-07-01

Full Text Available The vast research on organisational justice has focused on the organisation and the supervisor. This study aims to further this line of research by integrating two trends within organisational justice research: the overall approach to justice perceptions and the multifoci perspective of justice judgments. Specifically, this study aims to explore the effects of two additional sources of justice, coworker-focused justice and customer-focused justice, on relevant employees’ outcomes—burnout, turnover intentions, job satisfaction, and workplace deviance— while controlling the effect of organisation-focused justice and supervisor-focused justice. Given the increased importance attributed to coworkers and customers, we expect coworker-focused justice and customer-focused justice to explain incremental variance in the measured outcomes, above and beyond the effects of organisation-focused justice and supervisor-focused justice. Participants will be university students from Austria and Germany employed by service organisations. Data analysis will be conducted using structural equation modeling.

Work engagement in cancer care: The power of co-worker and supervisor support.

Science.gov (United States)

Poulsen, Michael G; Khan, Asaduzzaman; Poulsen, Emma E; Khan, Shanchita R; Poulsen, Anne A

2016-04-01

Co-worker and supervisor support can provide knowledge, advice and expertise which may improve motivation, confidence and skills. This exploratory study aimed to examine the association of co-worker and supervisor support, and other socio-demographic and practice variables with work engagement for cancer workers. The study surveyed 573 cancer workers in Queensland (response rate 56%). Study participants completed surveys containing demographics and psychosocial questionnaires measuring work engagement, co-worker and supervisor support. Of these respondents, a total of 553 responded to the items measuring work engagement and this forms the basis for the present analyses. Oncology nurses represented the largest professional group (37%) followed by radiation therapists (22%). About 54% of the workforce was aged >35 years and 81% were female. Multiple regression analysis was performed to identify explanatory variables independently associated with work engagement for cancer workers. After adjusting for the effects of other factors, co-worker and supervisor support were both significantly associated with work engagement. Having 16 years or more experience, being directly involved in patient care, having children and not being a shift worker were positively associated with work engagement. Annual absenteeism of six days or more was associated with low work engagement. The fitted model explained 23% of the total variability in work engagement. This study emphasises that health care managers need to promote co-worker and supervisor support in order to optimise work engagement with special attention to those who are not directly involved in patient care. Crown Copyright © 2015. Published by Elsevier Ltd. All rights reserved.

Language Training: English Training

CERN Document Server

Françoise Benz

2004-01-01

If you wish to participate in one of the following courses, please discuss with your supervisor and apply electronically directly from the course description pages that can be found on the Web at: http://www.cern.ch/Training/ or fill in an 'application for training' form available from your Divisional Secretariat or from your DTO (Divisional Training Officer). Applications will be accepted in the order of their receipt. General and Professional English Courses The next session will take place from 04 October 2004 to 11 February 2005 (3 weeks break at Christmas). These courses are open to all persons working on the CERN site, and to their spouses. For registration and further information on the courses, please consult our Web pages: http://cern.ch/Training or contact Mr. Liptow, tel. 72957. Oral Expression This course is intended for people with a good knowledge of English who want to practise and maintain their speaking skills while extending their vocabulary. There will be approximately 8 participants in...

32 CFR 806b.52 - Who needs training.

Science.gov (United States)

2010-07-01

... specialists, finance officers, information managers, supervisors, and individuals working with medical and security records. Commanders will ensure that above personnel are trained annually in the principles and...

Effects of a Workplace Intervention Targeting Psychosocial Risk Factors on Safety and Health Outcomes

Science.gov (United States)

Hammer, Leslie B.; Truxillo, Donald M.; Bodner, Todd; Rineer, Jennifer; Pytlovany, Amy C.; Richman, Amy

2015-01-01

The goal of this study was to test the effectiveness of a workplace intervention targeting work-life stress and safety-related psychosocial risk factors on health and safety outcomes. Data were collected over time using a randomized control trial design with 264 construction workers employed in an urban municipal department. The intervention involved family- and safety-supportive supervisor behavior training (computer-based), followed by two weeks of behavior tracking and a four-hour, facilitated team effectiveness session including supervisors and employees. A significant positive intervention effect was found for an objective measure of blood pressure at the 12-month follow-up. However, no significant intervention results were found for self-reported general health, safety participation, or safety compliance. These findings suggest that an intervention focused on supervisor support training and a team effectiveness process for planning and problem solving should be further refined and utilized in order to improve employee health with additional research on the beneficial effects on worker safety. PMID:26557703

Effects of a Workplace Intervention Targeting Psychosocial Risk Factors on Safety and Health Outcomes

Directory of Open Access Journals (Sweden)

Leslie B. Hammer

2015-01-01

Full Text Available The goal of this study was to test the effectiveness of a workplace intervention targeting work-life stress and safety-related psychosocial risk factors on health and safety outcomes. Data were collected over time using a randomized control trial design with 264 construction workers employed in an urban municipal department. The intervention involved family- and safety-supportive supervisor behavior training (computer-based, followed by two weeks of behavior tracking and a four-hour, facilitated team effectiveness session including supervisors and employees. A significant positive intervention effect was found for an objective measure of blood pressure at the 12-month follow-up. However, no significant intervention results were found for self-reported general health, safety participation, or safety compliance. These findings suggest that an intervention focused on supervisor support training and a team effectiveness process for planning and problem solving should be further refined and utilized in order to improve employee health with additional research on the beneficial effects on worker safety.

SUPERVISORS' TRANSFORMATIONAL LEADERSHIP AND BULLYING IN THE WORKPLACE.

Science.gov (United States)

Dussault, Marc; Frenette, Éric

2015-12-01

The study tests the relationship between supervisors' transformational, transactional, and laissez-faire leadership and perceived bullying in the workplace. Transformational and transactional leaders can create conditions that make bullying at work less frequent but laissez-faire leadership may cause conflict that can result in bullying. The participants were 288 adults (122 women, 164 men; M age = 38.9 yr., SD = 11.7; M tenure = 7.2 yr.) employed across several organizations. Of the participants, 53.2% were contacted during an evening class in organizational behavior, and the others were workers from a waterproofing company. Scales measuring perceived leadership of a supervisor and perceived bullying at work were administered. Supervisor's transformational and transactional leadership were negatively related to work-related bullying, person-related bullying, and physically intimidating bullying. Transactional leadership was also negatively related to Work-related bullying, perceived Person-related bullying, and perceived Physically intimidating bullying. Supervisor's laissez-faire leadership was positively related to Work-related bullying, perceived Person-related bullying, and perceived Physically intimidating bullying. The use of Bass's model of transformational leadership in relation with the three-factor structure of the Negative Acts Questionnaire-Revised is unique in research on leadership and bullying. The relationship between laissez-faire leadership and leadership support results from previous studies: transactional or transformational leadership is likely to provide an environment that makes bullying more rare than under a negative or passive leadership.

SIMULA - C a simplified PC simulation training fool developed for the initial training of NPP operations personnel

International Nuclear Information System (INIS)

Reuhl, R.

1997-01-01

During initial training of some 50 young reactor operators and shift supervisors in the last 5 years in Biblis it was found that it takes some time before trainees gain a food overview of the most important plant systems and develop a ''feeling'' of the dynamic plant behaviour which is an important prerequisite for the first full-scope simulator training courses. To enhance this, a PC software training tool was developed SIMULA - C. (author)

Effects of Co-Worker and Supervisor Support on Job Stress and Presenteeism in an Aging Workforce: A Structural Equation Modelling Approach

Science.gov (United States)

Yang, Tianan; Shen, Yu-Ming; Zhu, Mingjing; Liu, Yuanling; Deng, Jianwei; Chen, Qian; See, Lai-Chu

2015-01-01

We examined the effects of co-worker and supervisor support on job stress and presenteeism in an aging workforce. Structural equation modelling was used to evaluate data from the 2010 wave of the Health and Retirement Survey in the United States (n = 1649). The level of presenteeism was low and the level of job stress was moderate among aging US workers. SEM revealed that co-worker support and supervisor support were strongly correlated (β = 0.67; p Job stress had a significant direct positive effect on presenteeism (β = 0.30; p job stress (β = −0.10; p job stress (β = −0.40; p < 0.001) but not presenteeism. The findings suggest that presenteeism is reduced by increased respect and concern for employee stress at the workplace, by necessary support at work from colleagues and employers, and by the presence of comfortable interpersonal relationships among colleagues and between employers and employees. PMID:26703705

Heavy Duty Tireman. Open Pit Mining Job Training Series.

Science.gov (United States)

McColman, Don

This training outline for heavy duty tiremen, one in a series of eight outlines, is designed primarily for company training foremen or supervisors and for trainers to use as an industry-wide guideline for heavy equipment operator training in open pit mining in British Columbia. Intended as a guide for preparation of lesson plans both for classroom…

Track Dozer Operator. Open Pit Mining Job Training Series.

Science.gov (United States)

British Columbia Dept. of Education, Victoria.

This training outline for track dozer operators, one in a series of eight outlines, is designed primarily for company training foremen or supervisors and for trainers to use as an industry-wide guideline for heavy equipment operator training in open pit mining in British Columbia. Intended as a guide for preparation of lesson plans both for…

Rotary Drill Operator. Open Pit Mining Job Training Series.

Science.gov (United States)

Savilow, Bill

This training outline for rotary drill operators, one in a series of eight outlines, is designed primarily for company training foremen or supervisors and for trainers to use as an industry-wide guideline for heavy equipment operator training in open pit mining in British Columbia. Intended as a guide for preparation of lesson plans both for…

Haulage Truck Operator. Open Pit Mining Job Training Series.

Science.gov (United States)

British Columbia Dept. of Education, Victoria.

This training outline for haulage truck operators, one in a series of eight outlines, is designed primarily for company training foremen or supervisors and for trainers to use as an industry-wide guideline for heavy equipment operator training in open pit mining in British Columbia. Intended as a guide for preparation of lesson plans both for…

Care, Thoughtfulness, and Tact: A Conceptual Framework for University Supervisors

Science.gov (United States)

Cuenca, Alexander

2010-01-01

The pedagogical work of university supervisors has received little attention in teacher education literature. Based on this concern, this paper provides a conceptual framework for university supervisors, recasting their role as teacher pedagogues focused on responding to the particular contextual needs of student teachers as they learn to teach.…

Supervisor-trainee continuity and the quality of work-based assessments.

Science.gov (United States)

Cheung, Warren J; Dudek, Nancy L; Wood, Timothy J; Frank, Jason R

2017-12-01

Work-based assessments (WBAs) represent an increasingly important means of reporting expert judgements of trainee competence in clinical practice. However, the quality of WBAs completed by clinical supervisors is of concern. The episodic and fragmented interaction that often occurs between supervisors and trainees has been proposed as a barrier to the completion of high-quality WBAs. The primary purpose of this study was to determine the effect of supervisor-trainee continuity on the quality of assessments documented on daily encounter cards (DECs), a common form of WBA. The relationship between trainee performance and DEC quality was also examined. Daily encounter cards representing three differing degrees of supervisor-trainee continuity (low, intermediate, high) were scored by two raters using the Completed Clinical Evaluation Report Rating (CCERR), a previously published nine-item quantitative measure of DEC quality. An analysis of variance (anova) was performed to compare mean CCERR scores among the three groups. Linear regression analysis was conducted to examine the relationship between resident performance and DEC quality. Differences in mean CCERR scores were observed between the three continuity groups (p = 0.02); however, the magnitude of the absolute differences was small (partial eta-squared = 0.03) and not educationally meaningful. Linear regression analysis demonstrated a significant inverse relationship between resident performance and CCERR score (p < 0.001, r 2  = 0.18). This inverse relationship was observed in both groups representing on-service residents (p = 0.001, r 2  = 0.25; p = 0.04, r 2  = 0.19), but not in the Off-service group (p = 0.62, r 2  = 0.05). Supervisor-trainee continuity did not have an educationally meaningful influence on the quality of assessments documented on DECs. However, resident performance was found to affect assessor behaviours in the On-service group, whereas DEC quality remained poor regardless

Getting safely through the shift: a qualitative exploration of the administrative supervisor role.

Science.gov (United States)

Weaver, Susan H; Lindgren, Teri G

2017-09-01

The purpose of this qualitative study was to explore the administrative supervisors' perspective of their managerial practices and how these practices contribute to nurse and patient safety. The position of administrative supervisor, often referred to as house supervisor on the evening and night shifts, lacks empirical data supporting efficacy. A focused ethnographic study was conducted with 30 administrative supervisors from acute care hospitals, using in-depth interviews and job descriptions. Regardless of the size, location or type of hospital, the interviews revealed the administrative supervisor as the hospital shift leader, who achieves nurse and patient safety when performing his/her role responsibilities, despite being disconnected from the nursing management team. To support patient care quality and safety, the administrative supervisor competencies need to be developed along with role-specific education programmes. Additionally, there is a need to recognise these off-shift leaders as a key stakeholder on the nursing leadership team. Although nurse leaders in many countries may believe they understand this role, this is among the first empirical studies. These results can lead discussions on enhancing nurse and patient safety with additional support for administrative supervisors, along with the discussion of a best practice model for off-shift leadership. © 2017 John Wiley & Sons Ltd.

Aging and training and development willingness: employee and supervisor mindsets

NARCIS (Netherlands)

van Vianen, A.E.M.; Dalhoeven, B.A.G.W.; de Pater, I.E.

2011-01-01

In this study, we examined individual and situational factors that impact the relationship between age and employee training and development willingness. We proposed that the relationship between age and training and development willingness would be moderated by employees' entity self-theory and

Training at Kodak

Science.gov (United States)

Training in Business and Industry, 1971

1971-01-01

Article discusses the vast number of educational programs which the Kodak company offers to employees, supervisors, workers in related fields and to the community by way of educational training programs for inner city and underprivileged youth. Discussed are the ways in which Kodak enhances its own position in the industry by keeping its employees…

Group Leader Reflections on Their Training and Experience: Implications for Group Counselor Educators and Supervisors

Science.gov (United States)

Ohrt, Jonathan H.; Ener, Elizabeth; Porter, Jessica; Young, Tabitha L.

2014-01-01

Effective group leaders possess specialized counseling skills and abilities; however, attention to group leadership training appears to be lagging behind that of individual counseling. In this phenomenological study we explored group leaders' perceptions of their training and experience. Twenty-two professional counselors participated in…

Development and Validation of a Novice Teacher and Supervisor Survey

Science.gov (United States)

Finster, Matthew

2017-01-01

This brief presents initial evidence about the reliability and validity of a novice teacher survey and a novice teacher supervisor survey. The novice teacher and novice teacher supervisor surveys assess how well prepared novice teachers are to meet the job requirements of teaching. The surveys are designed to provide educator preparation programs…

Effectiveness of Supervisions Conducted by Primary Education Supervisors According to School Principals' Evaluations

Science.gov (United States)

Yavuz, Mustafa

2010-01-01

The author conducted a qualitative case study. The population of the study consisted of 8 randomly selected school principals in the area of primary education supervisors working in Konya, a province of the Turkish Republic. Face-to-face and semistructured interviews were held with the school principals within the population for 90 min. The…

Management Versus Non-Management Knowledge Transfer from Training to Real Work Environments: A Meta-Analysis

National Research Council Canada - National Science Library

2007-01-01

.... A meta-analysis was performed with training transfer as a dependent variable and post-training independent variables of supervisor support, subordinate support, peer support, workplace support...

A Computer-based Training Intervention for Work Supervisors to Respond to Intimate Partner Violence

Directory of Open Access Journals (Sweden)

Nancy Glass

2010-12-01

Conclusion: Effective training on the impacts of IPV can improve knowledge, achieving a large effect size, and produce changes in perspective about domestic violence and motivation to address domestic violence in the workplace, based on questionnaire responses.

Protean and Boundaryless Career Attitudes and Organizational Commitment: The Effects of Perceived Supervisor Support

Science.gov (United States)

Cakmak-Otluoglu, K. Ovgu

2012-01-01

Despite the traditional sentiment that protean and boundaryless career attitudes indicate a decline in organizational commitment, little empirical evidence is available. The present study examined the relation of protean and boundaryless career attitudes to organizational commitment and whether the perceived supervisor support moderated these…

Training community matrons in basic cognitive behavioural therapy-based techniques for patients with COPD.

Science.gov (United States)

Barker, David; Davies, Caroline; Dixon, Brendan; Hodgson, Amanda; Reay, Simon; Barclay, Nicola

2014-06-01

People with chronic obstructive pulmonary disease (COPD) experience anxiety and depression with a higher prevalence than the general population. Despite this, they are under-represented in mental health services on a national scale, but do regularly have contact with health-care professionals such as community matrons. We aimed to explore the process of CBT-based skills supervision and the practical implications for community matrons using CBT-based techniques with COPD clients as part of their standard practice. Twenty community matrons took part in a 2-day CBT-based skills training programme. Measurements of their knowledge and understanding of CBT-based skills were taken before and following the training. Additionally, they completed written feedback relating to the training. They were then supervised by CBT therapists for 6 months. Written feedback was obtained following this and some supervisors participated in a 1-hour focus group to discuss the process. Community matrons' knowledge and understanding of CBT-based techniques significantly improved following training, although findings did indicate that merely training did not always seamlessly translate into effective practice. Supervisor feedback suggested that it would be beneficial for community matrons to share positive practice of their use of basic CBT-based techniques among peers to maximise the perceived value of this approach.

Communication Competence, Leadership Behaviors, and Employee Outcomes in Supervisor-Employee Relationships

Science.gov (United States)

Mikkelson, Alan C.; York, Joy A.; Arritola, Joshua

2015-01-01

Supervisor communication competence and leadership style were used to predict specific employee outcomes. In the study, 276 participants working in various industries completed measures of communication competence and leadership styles about their direct supervisor along with measures of their job satisfaction, motivation, and organizational…

Display rule "regulators": the relationship between supervisors and worker emotional exhaustion.

Science.gov (United States)

Wilk, Steffanie L; Moynihan, Lisa M

2005-09-01

This field study examined the effect of supervisory regulation of display rules--the rules about what kind of emotion to express on the job (R. Ekman, 1992; A. Rafaeli & R. I. Sutton, 1987)--on the emotional exhaustion of subordinates. On the basis of a sample of 940 call center employees, the authors found that worker emotional exhaustion varied across supervisors within jobs, suggesting that emotion work is influenced at the supervisory, rather than job, level. Moreover, the authors found that the importance supervisors place on interpersonal job demands of their workers was positively related to worker emotional exhaustion. Worker career identity moderated the interpersonal-job-demands--emotional-exhaustion relationship, but self-efficacy did not. Study conclusions and suggestions for future research are provided. Copyright 2005 APA, all rights reserved.

Training in radiological protection for nuclear programmes

International Nuclear Information System (INIS)

1975-01-01

Many Member States are developing or already have developed their own national training programmes. The IAEA is actively involved in promoting training in radiological protection for nuclear programmes. The various types of training are fully discussed, with suggested curricula. An earlier report was published as Technical Reports Series No.31 in 1964. In 1973, new and additional information was received from Member States which is reflected in the present report. Training programmes are classified, according to those requiring training: specialists; persons whose work is closely related to radiological protection (administrators, public health officers and industrial health personnel, safety inspectors and engineers in nuclear installations, public service personnel); persons working with radiation; and the general public. Forms, scope and duration of training are discussed. Different types of training programmes are currently required for training of medical doctors (those providing medical surveillance for radiation workers and others dealing with public health aspects of radiation hazards), for technical supervisors, radiologists, and qualified workers in nuclear medicine, technological staff, administrators, persons working with radiation, and public service personnel. Standard curricula and desirable experiments and exercises are discussed. The organization of training together with the facilities, equipment and teaching staff required are considered, as is follow-up training. Annexes 1 to 4 give examples of training curricula and training courses available in various countries, a suggested syllabus for training of technical supervisors, and a bibliography consisting of 210 references dealing with general topics, nuclear radiation physics, radiochemistry and radiation chemistry, radiation biology and biophysics, dosimetry and health physics and radiation protection, medical aspects and toxicology, and environmental aspects

Front End Loader Operator. Open Pit Mining Job Training Series.

Science.gov (United States)

Savilow, Bill

This training outline for front end loader operators, one in a series of eight outlines, is designed primarily for company training foremen or supervisors and for trainers to use as an industry-wide guideline for heavy equipment operator training in open pit mining in British Columbia. Intended as a guide for preparation of lesson plans both for…

Rubber Tire Dozer Operator. Open Pit Mining Job Training Series.

Science.gov (United States)

British Columbia Dept. of Education, Victoria.

This training outline for rubber tire dozer operators, one in a series of eight outlines, is designed primarily for company training foremen or supervisors and for trainers to use as an industry-wide guideline for heavy equipment operator training in open pit mining in British Columbia. Intended as a guide for preparation of lesson plans both for…

Nurses' but not supervisors' safety practices are linked with job satisfaction.

Science.gov (United States)

Hurtado, David A; Kim, Seung-Sup; Subramanian, S V; Dennerlein, Jack T; Christiani, David C; Hashimoto, Dean M; Sorensen, Glorian

2017-10-01

To test the associations of safety practices as reported by nurses and their respective unit supervisors with job satisfaction. Psychosocial workplace factors are associated with job satisfaction; however, it is unknown whether nurses and supervisors accounts of safety practices are differentially linked to this outcome. Cross-sectional study design including nurses (n = 1052) nested in 94 units in two hospitals in Boston (MA, USA). Safety practices refer to the identification and control of occupational hazards at the unit. Safety practices were measured aggregating nurses' responses per unit, and supervisory levels. Individual's job satisfaction for each nurse was the response variable. Supervisors assessed safety practices more favourably than their unit nursing staff. Adjusted random intercept logistic regressions showed that the odds of higher job satisfaction were higher for nurses at units with better safety practices (OR: 1.67, 95% CI: 1.04, 2.68) compared with nurses at units that averaged lower safety practices. Supervisors' reports of safety practices were not correlated with the job satisfaction of their staff. Adequate safety practices might be a relevant managerial role that enhances job satisfaction among nurses. Nursing supervisors should calibrate their safety assessments with their nursing staff to improve nurses' job satisfaction. © 2017 John Wiley & Sons Ltd.

Employee-Organization Pro-environmental Values Fit and Pro-environmental Behavior: The Role of Supervisors' Personal Values.

Science.gov (United States)

Lu, Hui; Liu, Xia; Chen, Hong; Long, Ruyin

2017-12-18

This study examines the relationship among the employees-organization pro-environmental values fit (E-O PEVs fit), supervisors' PEVs and employees' pro-environmental behaviors (PEB). Informed by the PEB, organizational values and employee-organization fit literature, we propose and test hypotheses that under egoistic, altruistic and biosphere-value orientations, E-O PEVs fit versus non-fit have significant effects on employees' private-sphere PEB and public-sphere PEB, identifying supervisors' PEVs as a moderator. An empirical investigation indicates that the effect of E-O PEVs fit on employees' private-sphere PEB and public-sphere PEB varies as the value orientation differs. More specifically, under the context of altruistic and biosphere-value orientations, if the organizational PEVs do not match the employees' PEVs, especially when the former exceeds the latter, employees' PEB will rise as the organizational PEVs increase. As for egoistic value orientation, when organizational PEVs exceed employees' PEVs, not only will public-sphere PEB stop decreasing and tend to stabilize, but also private-sphere PEB will rise to a slight degree. Furthermore, compared with altruistic and biospheric values dimensions, supervisors who promote egoistic PEVs will have a more significant effect on the relationship between global E-O PEVs fit and employees' PEB. Finally, we suggest that the goals of an organization and its supervisors need to be combined within the actual situation of Chinese corporations to truly implement corporate green practices by balancing the profit goal and the environmental goal.

LANGUAGE TRAINING

CERN Multimedia

2004-01-01

If you wish to participate in one of the following courses, please discuss with your supervisor and apply electronically directly from the course description pages that can be found on the Web at: http://www.cern.ch/Training/ or fill in an "application for training" form available from your Divisional Secretariat or from your DTO (Divisional Training Officer). Applications will be accepted in the order of their receipt. LANGUAGE TRAINING Françoise Benz tel. 73127 language.training@cern.ch FRENCH TRAINING General and Professional French Courses The next session will take place from 26 January to 02 April 2004. These courses are open to all persons working on the Cern site, and to their spouses. For registration and further information on the courses, please consult our Web pages: http://cern.ch/Training or contact Mrs. Benz: Tel. 73127. Writing Professional Documents in French The next session will take place from 26 January to 02 April 2004. This course is designed for people wi...

LANGUAGE TRAINING

CERN Multimedia

2004-01-01

If you wish to participate in one of the following courses, please discuss with your supervisor and apply electronically directly from the course description pages that can be found on the Web at: http://www.cern.ch/Training/ or fill in an "application for training" form available from your Divisional Secretariat or from your DTO (Divisional Training Officer). Applications will be accepted in the order of their receipt. LANGUAGE TRAINING Françoise Benz tel. 73127 language.training@cern.ch FRENCH TRAINING General and Professional French Courses The next session will take place from 26 January to 02 April 2004. These courses are open to all persons working on the Cern site, and to their spouses. For registration and further information on the courses, please consult our Web pages: http://cern.ch/Training or contact Mrs. Benz : Tel. 73127. Writing Professional Documents in French The next session will take place from 26 January to 02 April 2004. This course is designed for peop...

Effects of Students'Narcissistic Personality Traits on Their Relationship with Supervisors%研究生自恋型人格特质对导学关系的影响

Institute of Scientific and Technical Information of China (English)

李政

2015-01-01

为了探讨自恋型人格特质对导师制功能运转的影响，采用问卷形式调查了某“985工程”大学301位研究生的自恋水平及其指导经历，结果发现：研究生的自恋水平与指导关系维持的时间具有显著的负相关关系；而与负面指导经历呈显著的正相关关系；自恋与职业支持和心理支持也有显著的负相关关系；自恋作为调节变量，使得负面指导经历与疏远指导关系意向和关系质量间的正向与负向关系更为显著。研究结果启示我们要格外关注个性特征在指导关系发展中的作用。%A questionnaire‐based survey was made of 301 graduate students from a Program 985 university to investigate the effects of students' narcissistic personality traits on their relationship with supervisors . Results show that the level of narcissistic personality traits is negatively correlated with the length of students'relationship with supervisors and positively correlated with their negative experiences with supervisors;narcissistic personality is negatively correlated with psychological support or career support ;narcissistic personality as an adjustment variable intensifies both the positive and negative relationship between negative experiences with supervisors and intention to stay away from supervisors .Our findings suggest that importance should be attached to the effects of personality traits on the relationship between students and supervisors .

Validation of the Implementation Leadership Scale (ILS) with Supervisors' Self-Ratings.

Science.gov (United States)

Torres, Elisa M; Ehrhart, Mark G; Beidas, Rinad S; Farahnak, Lauren R; Finn, Natalie K; Aarons, Gregory A

2018-01-01

Although often discussed, there is a lack of empirical research on the role of leadership in the management and delivery of health services. The implementation leadership scale (ILS) assesses the degree to which leaders are knowledgeable, proactive, perseverant, and supportive during evidence-based practice (EBP) implementation. The purpose of this study was to examine the psychometric properties of the ILS for leaders' self-ratings using a sample of mental health clinic supervisors (N = 119). Supervisors (i.e., leaders) completed surveys including self-ratings of their implementation leadership. Confirmatory factor analysis, reliability, and validity of the ILS were evaluated. The ILS factor structure was supported in the sample of supervisors. Results demonstrated internal consistency reliability and validity. Cronbach alpha's ranged from 0.92 to 0.96 for the ILS subscales and 0.95 for the ILS overall scale. The factor structure replication and reliability of the ILS in a sample of supervisors demonstrates its applicability with employees across organizational levels.

The mediating relationship of self-awareness on supervisor burnout and workgroup Civility & Psychological Safety: A multilevel path analysis

Directory of Open Access Journals (Sweden)

William Hernandez

2015-03-01

Full Text Available The purpose of this study was to examine whether managerial self-awareness (defined as degree of agreement between self and subordinate ratings of leaders’ behaviors mediates the relationship between supervisor burnout and supervised workgroup climate. Using an HLM approach, supervisor emotional exhaustion, depersonalization and personal accomplishment exhibited significant indirect relationships with workplace Civility and Psychological Safety, via managerial self-awareness. No direct relationships between supervisor burnout and workgroup climate were found, suggesting that self-awareness may be an important mediator for individual characteristics of leaders previously thought to be non-significant. Additional post hoc comparisons indicated that workgroups with supervisors who over-rated their own performance behaviors reported the lowest levels of Civility and Psychological Safety compared to workgroups with supervisors who accurately rated or under-rated their own performance behaviors. However, supervisors that under-rated their own performance reported the highest levels of burnout, highlighting the importance of self-awareness (accurately rating oneself in relation to individual and group outcomes. The relationships between supervisor burnout, managerial self-awareness, and workgroup perceptions of Civility and Psychological Safety differed when considering the directionality of self-other rating agreement, with the negative impact of burnout at the supervisor level having a more direct impact on the workgroup level perceptions of Civility and Psychological Safety when the workgroup is managed by an under-rater, as opposed to an accurate- or over-rater. Practically, organizations should consider the role of managerial self-awareness in influencing subordinate performance and creating desirable work climates. Also, this study suggests the effects of burnout extend beyond the individual and have significant implications for the performance

A Mobile-Based Community Health Management Information System for Community Health Workers and Their Supervisors in 2 Districts of Zambia.

Science.gov (United States)

Biemba, Godfrey; Chiluba, Boniface; Yeboah-Antwi, Kojo; Silavwe, Vichaels; Lunze, Karsten; Mwale, Rodgers K; Russpatrick, Scott; Hamer, Davidson H

2017-09-27

Effective community health management information systems (C-HMIS) are important in low-resource countries that rely heavily on community-based health care providers. Zambia currently lacks a functioning C-HMIS to provide real-time, community-based health information from community health workers (CHWs) to health center staff and higher levels of the health system. We developed a C-HMIS mobile platform for use by CHWs providing integrated community case management (iCCM) services and their supervisors to address challenges of frequent stock-outs and inadequate supportive supervision of iCCM-trained CHWs. The platform used simple feature mobile phones on which were loaded the District Health Information System version 2 (DHIS2) software and Java 2 platform micro edition (J2ME) aggregation and tracker applications. This project was implemented in Chipata and Chadiza districts, which supported previous mHealth programs and had cellular coverage from all 3 major network carriers in Zambia. A total of 40 CHWs and 20 CHW supervisors received mobile phones with data bundles and training in the mobile application, after which they implemented the program over a period of 5.5 months, from February to mid-July 2016. CHWs used the mobile phones to submit data on iCCM cases seen, managed, and referred, as well as iCCM medical and diagnostic supplies received and dispensed. Using their mobile phones, the supervisors tracked CHWs' reported cases with medicine consumption, sent CHWs feedback on their referrals, and received SMS reminders to set up mentorship sessions. CHWs were able to use the mobile application to send weekly reports to health center supervisors on disease caseloads and medical commodities consumed, to make drug and supply requisitions, and to send pre-referral notices to health centers. Health center staff used the mobile system to provide feedback to CHWs on the case outcomes of referred patients and to receive automated monthly SMS reminders to invite CHWs to

Federal Supervisors and Strategic Human Resources Management

National Research Council Canada - National Science Library

1998-01-01

.... The premise of the report is that many of the problems that supervisors face in fulfilling their human resources management responsibilities spring from an organizational orientation towards short...

Recognizing Our Cultural Biases as Counsellor Supervisors: A Reflective Learning Approach

Science.gov (United States)

Brinson, Jesse A.

2004-01-01

This article encourages supervisors, in general, and counsellor supervisors, in particular, to engage in reflective learning as a way to identify their cultural biases. Awareness of counsellor bias has been addressed by ethical standards outlined for professional helpers. This article presents reflective learning as a potentially useful strategy…

2005-06 Academic Training Programme Questionnaire

CERN Multimedia

Françoise Benz

2005-01-01

Please help the Academic Training Committee to plan the 2005-06 programme of lectures by filling in the 2005-06 Academic Training Programme Questionnaire which can be found at: http://cern.ch/Academic.Training/questionnaire ENSEIGNEMENT ACADEMIQUE ACADEMIC TRAINING Françoise Benz 73127 academic.training@cern.ch If you wish to participate in one of the following courses, please discuss with your supervisor and apply electronically directly from the course description pages that can be found on the Web at: http://www.cern.ch/Training/ or fill in an 'application for training' form available from your Divisional Secretariat or from your DTO (Divisional Training Officer). Applications will be accepted in the order of their receipt.

B-WEST Regional Workforce Training Center. Building Workers Entering Skilled Trades. Employer Training Guide.

Science.gov (United States)

Portland Community Coll., OR.

This guide, which was developed during the B-WEST (Building Workers Entering Skilled Trades) project, includes materials for use in training and providing on-site consultations to contractors, managers, supervisors, office/technical staff, and others in two areas: diversity in the workplace and sexual harassment in the workplace. Part 1, which…

The associations of supervisor support and work overload with burnout and depression: a cross-sectional study in two nursing settings.

Science.gov (United States)

Weigl, Matthias; Stab, Nicole; Herms, Isabel; Angerer, Peter; Hacker, Winfried; Glaser, Jürgen

2016-08-01

To investigate the moderating effects of work overload and supervisor support on the emotional exhaustion-depressive state relationship. Burnout and depression are prevalent in human service professionals and have a detrimental impact on clients. Work overload and supervisor support are two key job demands and job resources, whose role and interplay for the development and maintenance of burnout and depression are not fully understood yet. Two consecutive cross-sectional surveys: survey 1 investigated 111 hospital nursing professionals and survey 2 examined 202 day care professionals. Data collection was completed in 2010. After controlling for general well-being and sociodemographic characteristics, nurses' emotional exhaustion was associated with increased depressive state in both samples. We found a meaningful three-way interaction: our results show consistently that the relationship between emotional exhaustion and depressive state was strongest for nurses with high work overload and low supervisor support. Additionally, nurses with low work overload and low supervisor support were also found to have stronger associations between emotional exhaustion and depressive state. The findings indicate that nurses' reported supervisor support exerts its buffering effect on the burnout-depression link differentially and serves as an important resource for nurses dealing with high self-reported work stress. © 2016 John Wiley & Sons Ltd.

GP Supervisors' Experience in Supporting Self-Regulated Learning: A Balancing Act

Science.gov (United States)

Sagasser, Margaretha H.; Kramer, Anneke W. M.; van Weel, Chris; van der Vleuten, Cees P. M.

2015-01-01

Self-regulated learning is essential for professional development and lifelong learning. As self-regulated learning has many inaccuracies, the need to support self-regulated learning has been recommended. Supervisors can provide such support. In a prior study trainees reported on the variation in received supervisor support. This study aims at…

Employee conscientiousness, agreeableness, and supervisor justice rule compliance: A three-study investigation.

Science.gov (United States)

Huang, Jason L; Cropanzano, Russell; Li, Andrew; Shao, Ping; Zhang, Xin-An; Li, Yuhui

2017-11-01

Researchers have paid limited attention to what makes organizational authority figures decide to treat their employees either justly or unjustly. Drawing from the actor-focused model of justice, as well as the stereotype content model, we argue that employee conscientiousness and agreeableness can impact the extent to which supervisors adhere to normative rules for distributive, procedural, informational, and interpersonal justice, as a result of supervisors' evaluations of their employees' effort and their liking of the employees. Supervisory compliance with justice rules may, in turn, impact the extent to which employees judge themselves to be treated either justly or unjustly. We tested these possibilities in 3 studies. In Study 1, we utilized a meta-analysis to demonstrate positive relationships between employees' conscientiousness, agreeableness, and their justice perceptions. In Study 2, we conducted 3 experiments to test the causal relationship between employee personality and supervisor intentions to comply with justice rules. In Study 3, we conducted an employee-supervisor dyadic field survey to examine the entire mediation model. Results are discussed in terms of the potential roles that both employees and supervisors may play in shaping employees' justice perceptions. (PsycINFO Database Record (c) 2017 APA, all rights reserved).

Improving core medical training--innovative and feasible ideas to better training.

Science.gov (United States)

Tasker, Fiona; Dacombe, Peter; Goddard, Andrew F; Burr, Bill

2014-12-01

A recent survey of UK core medical training (CMT) training conducted jointly by the Royal College of Physicians (RCP) and Joint Royal College of Physicians Training Board (JRCPTB) identified that trainees perceived major problems with their training. Service work dominated and compromised training opportunities, and of great concern, almost half the respondents felt that they had not been adequately prepared to take on the role of medical registrar. Importantly, the survey not only gathered CMT trainees' views of their current training, it also asked them for their 'innovative and feasible ways to improve CMT'. This article draws together some of these excellent ideas on how the quality of training and the experience of trainees could be improved. It presents a vision for how CMT trainees, consultant supervisors, training programme directors, clinical directors and managers can work together to implement relevant, feasible and affordable ways to improve training for doctors and deliver the best possible care for patients. © 2014 Royal College of Physicians.

Factors Influencing Gen-Y Undergraduates’ Choice of Research Supervisor: A Case Study of a Malaysian Private University

Directory of Open Access Journals (Sweden)

Ali Shafiq

2017-12-01

Full Text Available This paper explored what factors Gen-Y undergraduates deem important, and how they are ranked in selecting a research supervisor. Focus group was used at the first stage to elicit factors that were important to the respondents. The second step included ranking those factors through qualitative survey. The 12 identified factors ranked in descending order of importance are: Educational qualification, experience in the field, previous encounter with the supervisor, previous projects supervised by the supervisor, word-of-mouth related to the supervisor, referral by other faculty members, research methodology used by the supervisor, age, gender, nationality/ethnicity, religion, and profile picture of the supervisor. Being an exploratory study, the data is collected from a small sample from one university only, hence raising generalization issues. For future research, these dimensions can be validated via a large sample study. This research sheds light on what attracts millennials when selecting their research supervisor; from which academics and higher education institutions can identify potential areas of weaknesses and introduce subsequent improvements. The existing literature focusses on postgraduate researchers, after they have chosen a supervisor; whereas this research explores how undergraduates choose a research supervisor. The model formulated in this study could also be applied to postgraduate students as to what attracts them when selecting their supervisor.

Operator training for the Yacyreta binational hydroelectric power plant; Formacion de operadores para la Central Hidroelectrica de Yacireta

Energy Technology Data Exchange (ETDEWEB)

Dure, Francisco; Tachella, Heriberto [Entidad Binacional Yacyreta, Isla Yacireta (Paraguay). Central Hidroelectrica Yacyreta]. E-mail: yacyreta@internet.siscotel.com

1998-07-01

This work is oriented to the power plant operators, by exposing the criteria and methods adopted for operators selection, training and incorporation to the Yacyreta Hydroelectric Power Plant. The used criteria considered some aspects, as follows: the operation staff should be consisted of equal numbers of Argentine and Paraguayan nationalities, viewing the both systems operation; experience of the shift supervisors in operating a plant for a minimum of 10 years; the supervisors should participate training the auxiliary operators.

25 CFR 47.5 - What is the school supervisor responsible for?

Science.gov (United States)

2010-04-01

... 25 Indians 1 2010-04-01 2010-04-01 false What is the school supervisor responsible for? 47.5 Section 47.5 Indians BUREAU OF INDIAN AFFAIRS, DEPARTMENT OF THE INTERIOR EDUCATION UNIFORM DIRECT FUNDING AND SUPPORT FOR BUREAU-OPERATED SCHOOLS § 47.5 What is the school supervisor responsible for? Each...

Supervision in Language Teaching: A Supervisor's and Three Trainee Teachers' Perspectives

Science.gov (United States)

Kahyalar, Eda; Yazici, lkay Çelik

2016-01-01

This article reports on the findings from a study which investigated supervision in language teaching from a supervisor's and her three trainee teachers' perspectives. The data in the study were from three sources: 1) audio recordings of the supervisor's feedback sessions with each trainee teacher, 2) audio recording of an interview between the…

WORKPLACE SOCIAL SUPPORT AND WORK–FAMILY CONFLICT: A META-ANALYSIS CLARIFYING THE INFLUENCE OF GENERAL AND WORK–FAMILY-SPECIFIC SUPERVISOR AND ORGANIZATIONAL SUPPORT

Science.gov (United States)

KOSSEK, ELLEN ERNST; PICHLER, SHAUN; BODNER, TODD; HAMMER, LESLIE B.

2011-01-01

This article uses meta-analysis to develop a model integrating research on relationships between employee perceptions of general and work–family-specific supervisor and organizational support and work–family conflict. Drawing on 115 samples from 85 studies comprising 72,507 employees, we compared the relative influence of 4 types of workplace social support to work–family conflict: perceived organizational support (POS); supervisor support; perceived organizational work–family support, also known as family-supportive organizational perceptions (FSOP); and supervisor work–family support. Results show work–family-specific constructs of supervisor support and organization support are more strongly related to work–family conflict than general supervisor support and organization support, respectively. We then test a mediation model assessing the effects of all measures at once and show positive perceptions of general and work–family-specific supervisor indirectly relate to work–family conflict via organizational work–family support. These results demonstrate that work–family-specific support plays a central role in individuals’ work–family conflict experiences. PMID:21691415

WORKPLACE SOCIAL SUPPORT AND WORK-FAMILY CONFLICT: A META-ANALYSIS CLARIFYING THE INFLUENCE OF GENERAL AND WORK-FAMILY-SPECIFIC SUPERVISOR AND ORGANIZATIONAL SUPPORT.

Science.gov (United States)

Kossek, Ellen Ernst; Pichler, Shaun; Bodner, Todd; Hammer, Leslie B

2011-01-01

This article uses meta-analysis to develop a model integrating research on relationships between employee perceptions of general and work-family-specific supervisor and organizational support and work-family conflict. Drawing on 115 samples from 85 studies comprising 72,507 employees, we compared the relative influence of 4 types of workplace social support to work-family conflict: perceived organizational support (POS); supervisor support; perceived organizational work-family support, also known as family-supportive organizational perceptions (FSOP); and supervisor work-family support. Results show work-family-specific constructs of supervisor support and organization support are more strongly related to work-family conflict than general supervisor support and organization support, respectively. We then test a mediation model assessing the effects of all measures at once and show positive perceptions of general and work-family-specific supervisor indirectly relate to work-family conflict via organizational work-family support. These results demonstrate that work-family-specific support plays a central role in individuals' work-family conflict experiences.

Development of the psychotherapy supervisor: review of and reflections on 30 years of theory and research.

Science.gov (United States)

Watkins, C Edward

2012-01-01

The psychotherapy supervisor's development (i.e., the unfolding process of growth in being and becoming a supervisor) has long been considered a substantive issue in clinical supervision. Theory and clinical wisdom suggest that supervisors' level of development can have a significant and far-reaching impact on the supervision experience, potentially affecting supervisory alliance formation, in-session conceptualization and strategy utilization, and even the outcomes experienced by both supervisees and patients. Consensus seems to be that there is a critical need for empirical study of psychotherapy supervisor development. But with a generation of theory and research on psychotherapy supervisor development behind us, what do we know (or not know); where does this area of inquiry stand today, and what do we need to know about supervisor development going forward? In this paper, I attempt to address those questions. I examine the last 30-year period (approximately) of supervisor development theory, measurement, and quantitative and qualitative study; provide a contemporary status report of sorts on this subject; and identify some important matters for research and practical consideration. Despite a generation of inquiry, the psychotherapy supervisor still remains the largely unknown party in the supervision experience. But that long-standing reality can be changed, some possibilities for doing so are presented, and the promise of supervisor development study is seen to be an ever-inviting hope that awaits realization.

290 Supervisors' Leadership Frames: Implications for ...

African Journals Online (AJOL)

User

The purpose of this study was to explore the leadership frames of supervisor of public schools in .... according to the paper in a bid to counter the factors that were known to have hindered the .... success in their leadership roles. 2. The type of ...

TEACHER PERCEPTIONS OF SUPERVISOR-TEACHER INTERACTION.

Science.gov (United States)

AMIDON, EDMUND; BLUMBERG, ARTHUR

TEACHER PERCEPTIONS OF SUPERVISOR-TEACHER INTERACTION WERE ANALYZED TO SUPPORT THE HYPOTHESIS THAT FOUR GROUPS, REPRESENTING DIFFERENT PERCEPTIONS OF SUPERVISORY BEHAVIOR, WOULD DIFFER WITH RESPECT TO TEACHER EVALUATIONS OF CONFERENCE PRODUCTIVITY, CONFERENCE LEARNING, AND THE COMMUNICATIVE ATMOSPHERE. THE 166 GRADUATE INSERVICE TEACHERS AT TEMPLE…

On being supervised: getting value from a clinical supervisor and making the relationship work when it is not.

Science.gov (United States)

Parker, Stephen; Suetani, Shuichi; Motamarri, Balaji

2017-12-01

The importance of clinical supervision is emphasised in psychiatric training programs. Despite this, the purpose and processes of supervision are often poorly defined. There is limited guidance available for trainees about their role in making supervision work. This paper considers the nature of supervision in psychiatric training and provides practical advice to help supervisees take active steps to make supervision work. In obtaining value from supervision, the active role of the supervisee in seeking feedback, finding value in criticism and building autonomy is emphasised. Additionally, the importance of exploring what value a supervisor can offer and maintaining realistic expectations is considered. Trainees can benefit from taking an active role in planning and managing their supervision to maximise their learning.

Effective Clinical Supervision in Substance Use Disorder Treatment Programs and Counselor Job Performance.

Science.gov (United States)

Rothrauff-Laschober, Tanja C; Eby, Lillian Turner de Tormes; Sauer, Julia B

2013-01-01

When mental health counselors have limited and/or inadequate training in substance use disorders (SUDs), effective clinical supervision (ECS) may advance their professional development. The purpose of the current study was to investigate whether ECS is related to the job performance of SUD counselors. Data were obtained in person via paper-and-pencil surveys from 392 matched SUD counselor-clinical supervisor dyads working in 27 SUD treatment organizations across the United States. ECS was rated by counselors and measured with five multi-item scales (i.e., sponsoring counselors' careers, providing challenging assignments, role modeling, accepting/confirming counselors' competence, overall supervisor task proficiency). Clinical supervisors rated counselors' job performance, which was measured with two multi-item scales (i.e., task performance, performance within supervisory relationship). Using mixed-effects models, we found that most aspects of ECS are related to SUD counselor job performance. Thus, ECS may indeed enhance counselors' task performance and performance within the supervisory relationship, and, as a consequence, offset limited formal SUD training.

Design of River System Deadlock Avoidance Supervisor by Using Petri Net

Directory of Open Access Journals (Sweden)

Danko Kezić

2010-05-01

Full Text Available Advanced function of the computer-based river traffic management system should automatically predict and prevent possible conflict and deadlock states between vessels by using adequate control policy (supervisor. This paper proposes a formal method for calculating maximally permissive deadlock prevention supervisor. To model the river system, the authors use a class of Petri net suitable for describing multiple re-entrant flowlines with disjoint sets of resources, jobs and control places, and matrix-based formal method to analyze the system. By using matrix algebra, the structural characteristics of the Petri net (circular waits, P-invariants, critical siphons and subsystem, key resource have been analyzed and the steps for supervisor design proposed. The first and the second level deadlocks can be avoided by maintaining the number of tokens in the critical subsystems and ensuring that the key resource would not be the last available resource in the system. The derived supervisor has been verified by a computer simulation using MATLAB environment. KEYWORDS: traffic management system, deadlock avoidance, discrete event system, Petri net

The supervisor as gender analyst: feminist perspectives on group supervision and training.

Science.gov (United States)

Schoenholtz-Read, J

1996-10-01

Supervision and training groups have advantages over dyadic supervision and training that include factors to promote group learning and interaction within a sociocultural context. This article focuses on the gender aspects of group supervision and training. It provides a review of feminist theoretical developments and presents their application to group supervision and training in the form of eight guidelines that are illustrated by clinical examples.

2006-2007 Academic Training Programme Questionnaire

CERN Multimedia

Françoise Benz

2006-01-01

Please help the Academic Training Committee to plan the 2006-07 programme of lectures by filling in the 2006-07 Academic Training Programme Questionnaire, which can be found at: http://academia.web.cern.ch/academia/questionnaire/ If you wish to participate in one of the following courses, please tell to your supervisor and apply electronically from the course description pages that can be found on the Web at: http://www.cern.ch/Training/ or fill in an 'application for training'form available from your Departmental Secretariat or from your DTO (Departmental Training Officer). Applications will be accepted in the order in which they are received.

Patterns of workplace supervisor support desired by abused women.

Science.gov (United States)

Perrin, Nancy A; Yragui, Nanette L; Hanson, Ginger C; Glass, Nancy

2011-07-01

The purpose of this study was to understand differences in patterns of supervisor support desired by female victims of intimate partner violence (IPV) and to examine whether the pattern of support desired at work is reflective of a woman's stage of change in the abusive relationship, IPV-related work interference, and IPV-related job reprimands or job loss. We conducted interviews in Spanish or English with adult women working in low-income jobs who had been physically or sexually abused by an intimate partner/ ex-partner in the past year ( N = 133). Cluster analysis revealed three distinct clusters that form a hierarchy of type of support wanted: those who desired limited support; those who desired confidential, time-off, and emotional support; and those who desired support in wide variety of ways from their supervisor. The clusters appeared to reflect stages of behavior change in an abusive relationship. Specifically, the limited-support cluster may represent an early precontemplation stage, with women reporting the least interference with work. The support-in-every-way cluster may represent later stages of change, in which women are breaking away from the abusive partner and report the greatest interference with work. Women in the confidential-, time-off-, and emotional-support cluster are in a transition stage in which they are considering change and are exploring options in their abusive relationship. Understanding the hierarchy of the type of support desired, and its relationship to stages of change in the abusive relationship and work interference, may provide a strong foundation for developing appropriate and effective workplace interventions to guide supervisors in providing support to women experiencing IPV.

Procedural justice, supervisor autonomy support, work satisfaction, organizational identification and job performance: the mediating role of need satisfaction and perceived organizational support.

Science.gov (United States)

Gillet, Nicolas; Colombat, Philippe; Michinov, Estelle; Pronost, Anne-Marie; Fouquereau, Evelyne

2013-11-01

To test a model linking procedural justice, supervisor autonomy support, need satisfaction, organizational support, work satisfaction, organizational identification and job performance. Research in industrial and organizational psychology has shown that procedural justice and supervisor autonomy support lead to positive outcomes. However, very little research related to this subject has been conducted in healthcare settings. Moreover, few studies have examined mechanisms that could account for these positive relationships. A cross-sectional correlational design was used. Convenience sampling was used and a sample of 500 nurses working in haematology, oncology and haematology/oncology units in France was surveyed in 2011. The final sample consisted of 323 nurses (64.6% response rate). The hypothesized model was tested using structural equation modelling. Procedural justice and supervisor autonomy support significantly and positively influenced need satisfaction and perceived organizational support, which in turn positively predicted work satisfaction, organizational identification and job performance. Organizations could deliver training programmes for their managers aimed at enhancing the use of fair procedures in allocating outcomes and developing their autonomy-supportive behaviours to improve nurses' work satisfaction, organizational identification and job performance. © 2013 Blackwell Publishing Ltd.

Impact of postgraduate training on communication skills teaching: a controlled study

Science.gov (United States)

2014-01-01

Background Observation of performance followed by feedback is the key to good teaching of communication skills in clinical practice. The fact that it occurs rarely is probably due to clinical supervisors’ perceived lack of competence to identify communication skills and give effective feedback. We evaluated the impact of a faculty development programme on communication skills teaching on clinical supervisors’ ability to identify residents’ good and poor communication skills and to discuss them interactively during feedback. Methods We conducted a pre-post controlled study in which clinical supervisors took part to a faculty development program on teaching communication skills in clinical practice. Outcome measures were the number and type of residents’ communication skills identified by supervisors in three videotaped simulated resident-patient encounters and the number and type of communication skills discussed interactively with residents during three feedback sessions. Results 48 clinical supervisors (28 intervention group; 20 control group) participated. After the intervention, the number and type of communication skills identified did not differ between both groups. There was substantial heterogeneity in the number and type of communication skills identified. However, trained participants engaged in interactive discussions with residents on a significantly higher number of communication items (effect sizes 0.53 to 1.77); communication skills items discussed interactively included both structural and patient-centered elements that were considered important to be observed by expert teachers. Conclusions The faculty development programme did not increase the number of communication skills recognised by supervisors but was effective in increasing the number of communication issues discussed interactively in feedback sessions. Further research should explore the respective impact of accurate identification of communication skills and effective teaching

Language Training: Anglais

CERN Multimedia

Françoise Benz

2004-01-01

If you wish to participate in one of the following courses, please discuss with your supervisor and apply electronically directly from the course description pages that can be found on the Web at: http://www.cern.ch/Training/ or fill in an 'application for training' form available from your Divisional Secretariat or from your DTO (Divisional Training Officer). Applications will be accepted in the order of their receipt. Writing Professional Documents in English This course is designed for people with a good level of spoken English. Duration: 2 hours a week between 26 April and 1 July 2004. Timetable: Thursdays 12.00 to 14.00 Price: 440 CHF (for 8 students and 20 hours) For registration and further information, please consult our Web pages: http://cern.ch/Training or contact Mr. Liptow: tel. 72957 FORMATION EN LANGUES LANGUAGE TRAINING Françoise Benz 73127 language.training@cern.ch

Organizational safety climate and supervisor safety enforcement: Multilevel explorations of the causes of accident underreporting.

Science.gov (United States)

Probst, Tahira M

2015-11-01

According to national surveillance statistics, over 3 million employees are injured each year; yet, research indicates that these may be substantial underestimates of the true prevalence. The purpose of the current project was to empirically test the hypothesis that organizational safety climate and transactional supervisor safety leadership would predict the extent to which accidents go unreported by employees. Using hierarchical linear modeling and survey data collected from 1,238 employees in 33 organizations, employee-level supervisor safety enforcement behaviors (and to a less consistent extent, organizational-level safety climate) predicted employee accident underreporting. There was also a significant cross-level interaction, such that the effect of supervisor enforcement on underreporting was attenuated in organizations with a positive safety climate. These results may benefit human resources and safety professionals by pinpointing methods of increasing the accuracy of accident reporting, reducing actual safety incidents, and reducing the costs to individuals and organizations that result from underreporting. (c) 2015 APA, all rights reserved).

Attitudes towards disability management: A survey of employees returning to work and their supervisors.

Science.gov (United States)

Busse, Jason W; Dolinschi, Roman; Clarke, Andrew; Scott, Liz; Hogg-Johnson, Sheilah; Amick, Benjamin C; Rivilis, Irina; Cole, Donald

2011-01-01

Return to work after a leave on disability is a common phenomenon, but little is known about the attitudes of employees or their supervisors towards the disability management process. We report on employee and supervisor feedback from one disability management experience. 389 consecutive employees from the Ontario offices of a single private Canadian insurance company returning to work from short-term disability, and their supervisors. We surveyed employees and their supervisors about their experience with, and attitudes towards, the disability management process. Of those surveyed, 88 employees and 75 supervisors provided data (response rates of 22.6% and 19.3% respectively). The majority of respondents (79.1% of employees and supervisors) endorsed positive attitudes towards their disability management experience. More than 25% of employees disagreed with the following three items: case managers contributed to recovery, case managers removed barriers to recovery, and sufficient support was provided in the return to work process. More than 25% of employees and managers reported that a commitment to modify an unhelpful work situation was not followed through. The majority of participating employees returning to work from short-term disability, and their supervisors, reported a high level of satisfaction with the disability management process. Areas that may benefit from attention include some aspects of case manager-employee interaction and ensuring that support during the return to work process is provided, including modification to work situations when appropriate.

ENGLISH TRAINING

CERN Multimedia

2003-01-01

If you wish to participate in one of the following courses, please discuss with your supervisor and apply electronically directly from the course description pages that can be found on the Web at: http://www.cern.ch/Training/ or fill in an "application for training" form available from your Divisional Secretariat or from your DTO (Divisional Training Officer). Applications will be accepted in the order of their receipt. LANGUAGE TRAINING Françoise Benz tel. 73127 language.training@cern.ch PLACES AVAILABLE Writing Professional Documents in English This course is designed for people with a good level of spoken English who need to improve their professional writing (administrative, scientific, technical). Duration: 20 hours (2 hours a week) Price: 440 CHF (for 8 students) Date and timetable will be fixed when there are sufficient participants enrolled. Oral Expression This course is intended for people with a good knowledge of English who want to practise and maintain their sp...

Clinical Supervision Marriage: A Matrimonial Metaphor for Understanding the Supervisor-Teacher Relationship.

Science.gov (United States)

Bennett, Tyson

The relationship between teacher and supervisor can be compared to that of husband and wife. Both relationships require care, commitment, communication, respect, truthfulness, and trust. Certain characteristics must exist between the supervisor and teacher for the process to be successful and, ultimately, lead to improved instruction. This paper…

State liberalism, female supervisors, and the gender wage gap.

Science.gov (United States)

Maume, David J; Ruppanner, Leah

2015-03-01

Whereas some are concerned that the gender revolution has stalled, others note the rapid increase in women's representation in the ranks of management, and the reduction of wage inequality in larger and more active welfare states. Although these latter trends portend an attenuation of gender inequality, their effects on the gender pay gap in the U.S. are understudied due to data limitations, or to the assumption that in the U.S. pay is determined by market forces. In this study we extend research on the determinants of the gender wage gap by examining sex-of-supervisor effects on subordinates' pay, and to what degree the state's commitment to equality conditions this relationship. We pooled the 1997 and 2002 National Study of the Changing Workforce surveys to estimate hierarchical models of reporting to a female supervisor and wages, with theoretically important predictors at the individual level, and at the state of residence (an index composed of women's share of legislators, a measure of the liberal leanings of the state, and the size of the public sector relative to the labor force). We found that state effects on pay were mixed, with pay generally rising with state liberalism on the one hand. On the other hand, working for a female boss significantly reduced wages. We discussed the theoretical implications of our results, as well as the need for further study of the career effects on subordinates as women increasingly enter the ranks of management. Copyright © 2014 Elsevier Inc. All rights reserved.

Training of young researchers and PhD supervisors for the future

DEFF Research Database (Denmark)

Kolmos, Anette

2004-01-01

If Europe is to develop an integrated knowledge society and ERA, the research practice has to be developed. Further development of the research practice can among others take place through training of young researchers, which is not only based on the principles of apprenticeship, but a training w...

Initiating undergraduate medical students into communities of research practise: what do supervisors recommend?

Directory of Open Access Journals (Sweden)

Riley Simon C

2010-11-01

Full Text Available Abstract Background Much has been written in the educational literature on the value of communities of practise in enhancing student learning. Here, we take the experience of senior undergraduate medical students involved in short-term research as a member of a team as a paradigm for learning in a community of practise. Based on feedback from experienced supervisors, we offer recommendations for initiating students into the research culture of their team. In so doing, we endeavour to create a bridge between theory and practise through disseminating advice on good supervisory practise, where the supervisor is perceived as an educator responsible for designing the research process to optimize student learning. Methods Using the questionnaire design tool SurveyMonkey and comprehensive lists of contact details of staff who had supervised research projects at the University of Edinburgh during 1995 - 2008, current and previous supervisors were invited to recommend procedures which they had found successful in initiating students into the research culture of a team. Text responses were then coded in the form of derivative recommendations and categorized under general themes and sub-themes. Results Using the chi-square tests of linear trend and association, evidence was found for a positive trend towards more experienced supervisors offering responses (χ2 = 16.833, p 2 = 0.482, p = 0.487, n = 203, respectively. A total of 126 codes were extracted from the text responses of 65 respondents. These codes were simplified to form a complete list of 52 recommendations, which were in turn categorized under seven derivative overarching themes, the most highly represented themes being Connecting the student with others and Cultivating self-efficacy in research competence. Conclusions Through the design of a coding frame for supervisor responses, a wealth of ideas has been captured to make communities of research practise effective mediums for undergraduate

Rumors and gossip: a guide for the health care supervisor.

Science.gov (United States)

Dowd, S B; Davidhizar, R; Dowd, L P

1997-09-01

Rumor and gossip are long-standing means of communication among humans and are prevalent in health care settings in part due to the nature of the organization. Rumor and gossip may be negative or positive, and health care supervisors should monitor the grapevine and consider themselves personally responsible for transmitting accurate information whenever possible to ensure that rumor and gossip do not have a negative effect on the department or institution.

Nurse supervisors' actions in relation to their decision-making style and ethical approach to clinical supervision.

Science.gov (United States)

Berggren, Ingela; Severinsson, Elisabeth

2003-03-01

The aim of the study was to explore the decision-making style and ethical approach of nurse supervisors by focusing on their priorities and interventions in the supervision process. Clinical supervision promotes ethical awareness and behaviour in the nursing profession. A focus group comprised of four clinical nurse supervisors with considerable experience was studied using qualitative hermeneutic content analysis. The essence of the nurse supervisors' decision-making style is deliberations and priorities. The nurse supervisors' willingness, preparedness, knowledge and awareness constitute and form their way of creating a relationship. The nurse supervisors' ethical approach focused on patient situations and ethical principles. The core components of nursing supervision interventions, as demonstrated in supervision sessions, are: guilt, reconciliation, integrity, responsibility, conscience and challenge. The nurse supervisors' interventions involved sharing knowledge and values with the supervisees and recognizing them as nurses and human beings. Nurse supervisors frequently reflected upon the ethical principle of autonomy and the concept and substance of integrity. The nurse supervisors used an ethical approach that focused on caring situations in order to enhance the provision of patient care. They acted as role models, shared nursing knowledge and ethical codes, and focused on patient related situations. This type of decision-making can strengthen the supervisees' professional identity. The clinical nurse supervisors in the study were experienced and used evaluation decisions as their form of clinical decision-making activity. The findings underline the need for further research and greater knowledge in order to improve the understanding of the ethical approach to supervision.

Maximizing work integration in job placement of individuals facing mental health problems: Supervisor experiences.

Science.gov (United States)

Skarpaas, Lisebet Skeie; Ramvi, Ellen; Løvereide, Lise; Aas, Randi Wågø

2015-01-01

Many people confronting mental health problems are excluded from participation in paid work. Supervisor engagement is essential for successful job placement. To elicit supervisor perspectives on the challenges involved in fostering integration to support individuals with mental health problems (trainees) in their job placement at ordinary companies. Explorative, qualitative designed study with a phenomenological approach, based on semi-structured interviews with 15 supervisors involved in job placements for a total of 105 trainees (mean 7, min-max. 1-30, SD 8). Data were analysed using qualitative content analysis. Superviors experience two interrelated dilemmas concerning knowledge of the trainee and degree of preferential treatment. Challenges to obtaining successful integration were; motivational: 1) Supervisors previous experience with trainees encourages future engagement, 2) Developing a realistic picture of the situation, and 3) Disclosure and knowledge of mental health problems, and continuity challenges: 4) Sustaining trainee cooperation throughout the placement process, 5) Building and maintaining a good relationship between supervisor and trainee, and 6) Ensuring continuous cooperation with the social security system and other stakeholders. Supervisors experience relational dilemmas regarding pre-judgment, privacy and equality. Job placement seem to be maximized when the stakeholders are motivated and recognize that cooperation must be a continuous process.

Upcoming training sessions (up to end October) - Places available

CERN Multimedia

2016-01-01

Please find below a list of training sessions scheduled to take place up to the end of October with places available.   Safety and Language courses are not included here, you will find an up-to-date list in the Training Catalogue. If you need a course which is not featured  in the catalogue, please contact one of the following: your supervisor, your Departmental Training Officer or the relevant learning specialist.  

CERN Technical Training 2006: ANSYS Course Sessions (August-September 2006)

CERN Multimedia

Davide Vitè

2006-01-01

If you wish to participate in one of the following courses, please tell to your supervisor and apply electronically from the course description pages that can be found on the Web at: http://www.cern.ch/Training/ or fill in an 'application for training'form available from your Departmental Secretariat or from your DTO (Departmental Training Officer). Applications will be accepted in the order in which they are received. The following ANSYS course sessions are currently scheduled in the framework of the CERN Technical Training Programme 2006, and in collaboration with CAD-FEM AG (CH): ANSYS DesignModeler (course in French): 29-30.8.2006 (2 days) ANSYS Workbench (course in French): 12-15.9.2006 (4 days, only 3 places available) If you are interested in attending any of the above course sessions, please discuss with your supervisor and/or your DTO, and apply electronically via EDH from the course description pages that can be found at http://cta.cern.ch/cta2/f?p=300 under 'Upcoming course sessions', with th...

Comparison of the number of supervisors on medical student satisfaction during a child and adolescent psychiatry rotation.

Science.gov (United States)

Mascioli, Kelly J; Robertson, Catharine J; Douglass, Alan B

2016-01-01

Traditionally, third-year medical students are assigned to one supervisor during their 1-week rotation in child and adolescent psychiatry. However, the majority of supervisory staff in the Division of Child and Adolescent Psychiatry opted to switch the supervision schedule to one in which some medical students are assigned to two primary supervisors. The aim of the study was to determine if students assigned to two primary supervisors had greater rotation satisfaction compared with students assigned to one primary supervisor during a 1-week clerkship rotation in child and adolescent psychiatry. A satisfaction questionnaire was sent to 110 third-year medical students who completed their child and adolescent clerkship rotation. Based on the responses, students were divided into groups depending on their number of supervisors. Questionnaire responses were compared between the groups using independent t-tests. When students who had one primary supervisor were compared to students who had two primary supervisors, the lone item showing a statistically significant difference was regarding improvement of assessment reports/progress notes. The number of supervisors does not significantly affect the satisfaction of students during a 1-week clerkship rotation in child and adolescent psychiatry. Other factors are important in rotation satisfaction.

Supervisor localization a top-down approach to distributed control of discrete-event systems

CERN Document Server

Cai, Kai

2016-01-01

This monograph presents a systematic top-down approach to distributed control synthesis of discrete-event systems (DES). The approach is called supervisor localization; its essence is the allocation of external supervisory control action to individual component agents as their internal control strategies. The procedure is: first synthesize a monolithic supervisor, to achieve globally optimal and nonblocking controlled behavior, then decompose the monolithic supervisor into local controllers, one for each agent. The collective behavior of the resulting local controllers is identical to that achieved by the monolithic supervisor. The basic localization theory is first presented in the Ramadge–Wonham language-based supervisory control framework, then demonstrated with distributed control examples of multi-robot formations, manufacturing systems, and distributed algorithms. An architectural approach is adopted to apply localization to large-scale DES; this yields a heterarchical localization procedure, which is...

Factors Supporting the Employment of Young Adult Peer Providers: Perspectives of Peers and Supervisors.

Science.gov (United States)

Delman, Jonathan; Klodnick, Vanessa V

2017-10-01

Peer providers are a promising practice for transition-age youth community mental health treatment engagement and support, yet little is known about the experience of being a young adult peer provider or what helps to make an individual in this role successful. Utilizing a capital theory lens, this study uses data from focus groups (two with young adult peer providers and two with their supervisors) to examine facilitators of young adult peer provider success in community mental health treatment settings. Eight factors were identified as critical to young adult peer provider on-the-job success: persistence, job confidence, resilience, job training, skilled communications with colleagues, regular and individualized supervision, support from colleagues, and family support. Findings suggest that young adult peer providers may benefit immensely from an agency level focus on fostering social organizational capital as well as more individualized efforts to increase cultural, social, and psychological capital through training and supervision.

Perfil dos Supervisores de Psicologia em Serviços-Escola Brasileiros

Directory of Open Access Journals (Sweden)

Fabiana Vieira Gauy

Full Text Available Perfil dos supervisores de psicologia em Serviços-Escola Brasileiros (treino/atendimento Este trabalho teve como objetivo descrever o perfil demográfico dos supervisores dos cursos de graduação em Psicologia, obtidos pelo projeto de pesquisa intitulado "Serviços-Escola de Psicologia no Brasil", que tinha entre seus objetivos a caracterização dos serviços-escola de psicologia brasileiros. A pesquisa foi disponibilizada on-line em umsite da internet específico para a pesquisa, divulgado através de vários meios de comunicação, no qual, o participante em potencial da pesquisa (supervisor, estagiário ou gestor de uma das clinica escolas de Psicologia do Brasil, depois de acessar a pagina e o seu campo específico, informava dados pessoais (sexo e idade, dados institucionais (vínculo de trabalho, tipo de instituição e localização e dados profissionais (abordagem teórica e tempo de experiência/área. Do total de 846 participantes potenciais apenas 147 eram supervisores de cursos de Psicologia que haviam completado totalmente o questionário e foram, por isso, considerados para presente análise. Os dados coletados, no período de 2008 a 2010, apontaram que a maioria dos respondentes era do sexo feminino (77,6%, tinha idade entre 38 a 45 anos (45,5%, possuía vínculo formal de trabalho (90% com instituições de ensino privado (56%, localizadas nas Regiões Sul e Sudeste (78%. A Psicanálise figurou como abordagem mais referida (24% e aqueles que referiam ter mais de 10 anos de experiência em Psicodiagnóstico/Psicoterapia (64,4%. Apesar do tamanho da amostra não ser representativa do perfil dos supervisores brasileiros, os dados obtidos forneceram informações importantes sobre o perfil dos supervisores, peça chave na formação do aluno de graduação.

A core physical examination in internal medicine: what should students do and how about their supervisors?

Science.gov (United States)

Haring, Catharina M; van der Meer, Jos W M; Postma, Cornelis T

2013-09-01

Performance of a focused physical examination will induce a high cognitive load for medical students in the early phase of the clinical clerkships. To come to a workable and clinically applicable standard physical examination for medical students to be used in every new patient in the daily clinical practice of internal medicine. A questionnaire held among physicians that supervise students during the clerkship of internal medicine in one Dutch training region. Of the complete list of physical examination 55 items were considered to be an integral part of the standard general physical examination for medical students. Most emphasized were elements of the physical examination aimed at general parameters, thorax and abdomen, vascular status, lymph nodes, spinal column, skin and some parts of the neurological examination. The standard physical examinations performed by supervisors themselves contain fewer items than they expected from the students. The expectations a supervisor has towards the student correlates with the frequency with which they apply the various components in their own physical examination. This study provides us with a 'core' physical examination for medical students that can be applied in the early phase of the clinical clerkships.

Turnover intention among Italian nurses: the moderating roles of supervisor support and organizational support.

Science.gov (United States)

Galletta, Maura; Portoghese, Igor; Penna, Maria Pietronilla; Battistelli, Adalgisa; Saiani, Luisa

2011-06-01

The purpose of this study was to examine the variables that are related to person-environment fit in Italian nurses, highlighting the role of supervisor support and organizational support in the relationship between nurses' perceptions of care adequacy, job satisfaction, and turnover intention. Therefore, 1240 nurses from three hospitals completed a self-administered questionnaire. The results showed that supervisor support and organizational support act differently as moderators of the care adequacy-job satisfaction-turnover intention relationship. Finally, job satisfaction was a mediating variable between care adequacy and turnover intention. These findings have important implications for hospitals because they help to promote effective work environments and to reduce turnover intention. © 2011 Blackwell Publishing Asia Pty Ltd.

The joint impact of perceived influence and supervisor supportiveness on employee innovative behaviour

NARCIS (Netherlands)

Janssen, O.

2005-01-01

A questionnaire survey among 170 employees of a Dutch company showed that supervisor supportiveness moderated the relationship between employees' perceived influence in the workplace and their levels of innovative behaviour. As hypothesized, the results suggest that when supervisors are perceived as

The Effects of Leader-Member Exchanges on the Relationships Between Extension Agents and County Extension Directors in Florida

OpenAIRE

Matt Benge; Amy Harder

2017-01-01

The relationship between a supervisor and employee has a direct effect on the employee’s job satisfaction, work productivity, and efficiency. Understanding the interactions between Extension agents and County Extension Directors is critical to maintaining positive relationships and providing adequate support to Extension supervisors through professional development and training opportunities. This article examined the dyadic relationships between Extension agents and County Extension Direc...

Achieving excellence in human performance through leadership, education, and training in nuclear power industry

International Nuclear Information System (INIS)

Clark, C.R.; Kazennov, A.; Kossilov, A.; Mazour, T.; Yoder, J.

2004-01-01

Full text: In order to achieve and maintain high levels of safety and productivity, nuclear power plants are required to be staffed with an adequate number of highly qualified and experienced personnel who are duly aware of the technical and administrative requirements for safety and are motivated to adopt a positive attitude to safety, as an element of safety culture. To establish and maintain a high level of human performance, appropriate education and training programmes should be in place and kept under constant review to ensure their relevance. As the nuclear power industry continues to be challenged by increasing safety requirements, a high level of competition and decreasing budgets, it becomes more important than ever to maintain excellence in human performance and ensure that NPP personnel training provides a value to the organization. Nuclear industry managers and supervisors bear the primary responsibility to assure that people perform their jobs safely and effectively. Training personnel must be responsive to the needs of the organization, working hand-in-hand with line managers and supervisors to ensure that human performance improvement needs are properly analyzed, and that training as well as other appropriate interventions are developed and implemented in the most effective and efficient way possible. The International Atomic Energy Agency together with its Member States has provided for coordinated information exchange and developed guidance on methods and practices to identify and improve the effectiveness NPP personnel training. This has resulted in: plant performance improvements, improved human performance, meeting goals and objectives of the business (quality, safety, productivity), and more effective training programs. This article describes the IAEA activities and achievements in the subject area for systematically understanding and improving human performance in nuclear power industry. The article also describes cooperation programmes

The impact of a human resource management intervention on the capacity of supervisors to support and supervise their staff at health facility level.

Science.gov (United States)

Uduma, Ogenna; Galligan, Marie; Mollel, Henry; Masanja, Honorati; Bradley, Susan; McAuliffe, Eilish

2017-08-30

A systematic and structured approach to the support and supervision of health workers can strengthen the human resource management function at the district and health facility levels and may help address the current crisis in human resources for health in sub-Saharan Africa by improving health workers' motivation and retention. A supportive supervision programme including (a) a workshop, (b) intensive training and (c) action learning sets was designed to improve human resource management in districts and health facilities in Tanzania. We conducted a randomised experimental design to evaluate the impact of the intervention. Data on the same measures were collected pre and post the intervention in order to identify any changes that occurred (between baseline and end of project) in the capacity of supervisors in intervention a + b and intervention a + b + c to support and supervise their staff. These were compared to supervisors in a control group in each of Tanga, Iringa and Tabora regions (n = 9). A quantitative survey of 95 and 108 supervisors and 196 and 187 health workers sampled at baseline and end-line, respectively, also contained open-ended responses which were analysed separately. Supervisors assessed their own competency levels pre- and post-intervention. End-line samples generally scored higher compared to the corresponding baseline in both intervention groups for competence activities. Significant differences between baseline and end-line were observed in the total scores on 'maintaining high levels of performance', 'dealing with performance problems', 'counselling a troubled employee' and 'time management' in intervention a + b. In contrast, for intervention a + b + c, a significant difference in distribution of scores was only found on 'counselling a troubled employee', although the end-line mean scores were higher than their corresponding baseline mean scores in all cases. Similar trends to those in the supervisors' reports are seen in

The Japanese and the American First-Line Supervisor.

Science.gov (United States)

Bryan, Leslie A., Jr.

1982-01-01

Compares the American and Japanese first-line supervisor: production statistics, supervisory style, company loyalty, management style, and communication. Also suggests what Americans might learn from the Japanese methods. (CT)

Instructor training at the Swedish Nuclear Power Training and Safety Centre

International Nuclear Information System (INIS)

Persson, P.-E.

1988-01-01

In spite of the fact that full-scope simulators are very powerful training tools, the transfer of knowledge and skills to the trainees during simulator training is completely dependent on the instructors' technical competence and their ability to transfer it to the trainees by efficient use of these training tools. Accordingly, the instructor candidates must pass a technical training programme equivalent to that for shift supervisors and have at least a few months of experience in each operator position at a nuclear power plant. To be authorized, the instructors must also pass a teacher training programme consisting of four 2 week instructor courses. To stay authorized the instructors must pass an annual retraining programme consisting of at least two weeks of technical refresher and one week teacher retraining. The retraining programme also includes at least three weeks of operational practice at a nuclear power plant. (author)

Language Training: French course for beginners

CERN Multimedia

Françoise Benz

2004-01-01

If you wish to participate in one of the following courses, please discuss with your supervisor and apply electronically directly from the course description pages that can be found on the Web at: http://www.cern.ch/Training/ or fill in an 'application for training' form available from your Divisional Secretariat or from your DTO (Divisional Training Officer). Applications will be accepted in the order of their receipt. A French course for beginners (level 0) will take place from 12 July to 27 August. Timetable: not yet fixed Duration: 54 hours / 2 hours a day Price: CHF 702 Please enrol as soon as possible through the Web: http://cern.ch/Training FORMATION EN LANGUES LANGUAGE TRAINING Françoise Benz 73127 language.training@cern.ch

Language Training: French course for beginners

CERN Multimedia

Françoise Benz

2004-01-01

If you wish to participate in one of the following courses, please discuss with your supervisor and apply electronically directly from the course description pages that can be found on the Web at: http://www.cern.ch/Training/ or fill in an 'application for training' form available from your Divisional Secretariat or from your DTO (Divisional Training Officer). Applications will be accepted in the order of their receipt. A French course for beginners (level 0) will take place from 12 July to 27 August. Timetable: not yet fixed Duration: 54 hours / 2 hours a day Price: 702 SF Please enrol as soon as possible through the Web: http://cern.ch/Training FORMATION EN LANGUES LANGUAGE TRAINING Françoise Benz 73127 language.training@cern.ch

On-orbit supervisor for controlling spacecraft

Science.gov (United States)

Vandervoort, Richard J.

1992-07-01

Spacecraft systems of the 1990's and beyond will be substantially more complex than their predecessors. They will have demanding performance requirements and will be expected to operate more autonomously. This underscores the need for innovative approaches to Fault Detection, Isolation and Recovery (FDIR). A hierarchical expert system is presented that provides on-orbit supervision using intelligent FDIR techniques. Each expert system in the hierarchy supervises the operation of a local set of spacecraft functions. Spacecraft operational goals flow top down while responses flow bottom up. The expert system supervisors have a fairly high degree of autonomy. Bureaucratic responsibilities are minimized to conserve bandwidth and maximize response time. Data for FDIR can be acquired local to an expert and from other experts. By using a blackboard architecture for each supervisor, the system provides a great degree of flexibility in implementing the problem solvers for each problem domain. In addition, it provides for a clear separation between facts and knowledge, leading to an efficient system capable of real time response.

A Handbook for Doctoral Supervisors Stan Taylor and Nigel Beasley A Handbook for Doctoral Supervisors Routledge 256 £24.99 0415335450 0415335450 [Formula: see text].

Science.gov (United States)

2006-07-01

It can often be an enlightening affair to be made aware of the limitations of one's knowledge on a subject in which one is gainfully employed - having read this book, I am grateful for such a salutary experience. As a doctoral supervisor, I feel justified in considering myself better informed and equipped to perform a role for which, there is very little contemporary literature available. The manner in which Taylor and Beasley have comprehensively tackled this omission, going beyond the usual checklist for supervisors, is a huge strength of the book, bringing to life the real world of doctoral supervision. This text is a timely publication given the momentous changes of the past decade in terms of the doctorate, modes and methods of study, the candidate population and new demands upon supervisors. Although the book appears to be primarily written for a UK audience it is relevant to all those involved in helping the doctoral candidate achieve their goal.

Some aspects of increasing the quality of personnel training for nuclear power plants in Czechoslovakia

International Nuclear Information System (INIS)

Jacko, J.; Frimmelova, A.

1989-01-01

Nuclear power plant personnel in Czechoslovakia is subject to periodical training in accordance with the Unified System of Nuclear Facility Personnel Training. This training is the responsibility of the Educational and Training Centre of the Nuclear Plant Research Institute in Trnava. Nuclear plant personnel is divided into 7 groups as follows: A - supervisory technical-administrative management staff; B - selected operating personnel such as shift supervisors, unit supervisors, reactor operators and secondary circuit operators; C - engineering-technical personnel of technical and maintenance departments; D - managing shift-operating staff; E - workers at technical plant departments; F - operational shift workers and servicemen; and G - maintenance personnel. These groups are respected in the training, which includes basic training, re-training and additional training. The basic training comprises 8 stages: general theoretical education; specialized theoretical education; on-the-job training in a plant designated for training; training on a simulator (group B); preparing for and taking final examinations for the certificate; doubling in the NPP designated for training (groups B, D, F); preparation in the NPP of future employment; preparing for and taking the state examination for obtaining the license (group B). Details of the management of the training process, experience gained during the implementation of the training and challenges for future improvement of the system are outlined. (P.A.)

Technical Training: Places available

CERN Multimedia

Monique Duval

2004-01-01

If you wish to participate in one of the following courses, please discuss with your supervisor and apply electronically directly from the course description pages that can be found on the Web at: http://www.cern.ch/Training/ or fill in an 'application for training' form available from your Divisional Secretariat or from your DTO (Divisional Training Officer). Applications will be accepted in the order of their receipt. The number of places available may vary. Please check our Web site to find out the current availability. Places are available in the following courses: The Joint PVSS JCOP Framework: 14 - 18.6.2004 (5 days) EXCEL 2003 - niveau 2 : 17 & 18.6.2004 (2 jours) MAGNE-04 : Magnétisme pour l'électrotechnique : 6 au 8.7.2004 (3 jours) Technical Training Monique Duval - Tel.74924 technical.training@cern.ch

Workers with hand dermatitis and workplace training experiences: A qualitative perspective.

Science.gov (United States)

Zack, Bethany; Arrandale, Victoria H; Holness, Dorothy Linn

2017-01-01

Workplace training may help to prevent contact dermatitis, a common work-related disease. Information on the characteristics of existing workplace training programs and worker perceptions of this training is limited. Fourteen workers with suspected occupational contact dermatitis participated in one-on-one, semi-structured interviews. An inductive thematic analysis approach was used to identify interview themes. Workers expressed a desire for hands-on training with content relevant to their job tasks, favored training from supervisors who had practical experience, and were conflicted about employer motivations for providing training. Few workers had received training on skin protection. In many cases, the training workers had received differed greatly from their desired training. Although, workers with contact dermatitis describe having received workplace training, some question its value and effectiveness. This perspective may be attributed not only to the content and methods of training but also the health and safety culture of the workplace. Am. J. Ind. Med. 60:69-76, 2017. © 2016 Wiley Periodicals, Inc. © 2016 Wiley Periodicals, Inc.

The Perceived Effectiveness of Supervision In Cognitive Behavioral Therapy Training

Directory of Open Access Journals (Sweden)

Erkan Kuru

2016-12-01

Full Text Available Psychotherapy is a general name for the problem solving techniques to address mental disorders or struggles through verbal interaction. Cognitive Behavioral Therapy (CBT is one of the leading approaches in psychotherapy field. The first aim of this study; to evaluate the contribution of theoretical and supervision trainings perceived by mental health professionals to their CBT skills and personal development. The second one was to evaluate the CBT training process in psychotherapy training. To this end, 54 mental health professionals who agree to participate the study were given questionnaires each consisting of 18 items. This questionnaire was created by three supervisors who have been certified by the Academy of Cognitive Therapy (ACT. Mean duration of work as a mental health professional were 7.6 years. Mean duration of using psychotherapy in their clinical practice were 4,8 years. Mean duration of application of CBT as a psychotherapy modality were 3,2 years. Mean durations of theoretical and supervision trainings the participants had participated were 55,4 hours and 69,1 respectively. Seventy-nine point six of the participants reported that the theoretical training had contributed to their CBT practice at “quite” to “too much” levels. Fifty-nine point two of the participants reported that the same training contributed to their personal development at “quiet” to “too much” levels. For the supervision traning these perceived contributions were 92,6 % and 70,4% respectively. That the therapists reported high degree of satisfaction with the theoretical and supervision trainings they need to accomplish is promising about the psychotherapy training in Turkey. Besides, results of this study suggests that although theoretical training is of perceived value, supervision has been perceived as had given extra contribution. [JCBPR 2016; 5(3.000: 119-124

Student and Supervisor Perceptions of the Ethical Environment of Retail Merchandising Internship Sites.

Science.gov (United States)

Paulins, V. Ann

2001-01-01

Senior retail merchandising students (n=37) and their internship supervisors (n=25) were surveyed about ethical practices. Perceptions of ethics did not vary by internship location. Supervisors perceived their organizations to be more ethical than students did on two of five questions. (Contains 15 references.) (SK)

The influence of the perception of a familial climate on job performance: mediation of loyalty to supervisors and moderation of filial behaviour.

Science.gov (United States)

Jen, Chin-Kang; Chou, Li-Fang; Lin, Chu-Yen; Tsai, Ming-Che

2012-01-01

With a collectivist cultural perspective, we examined the positive effects of employees' perceptions of a familial climate on loyalty to supervisors, the mediation of loyalty between perception of a familial climate and job performance, and the moderation of employees' filial behaviour on the relationship between perception of a familial climate and loyalty. The participants consisted of 247 supervisor-and-subordinate dyads in Taiwan. The results supported our hypotheses. Through the mechanisms of family behaviour transference, social identification and supervisor-subordinate exchange, perception of an organizational familial climate enhanced loyalty to supervisors. Furthermore, loyalty to supervisors mediated the relationship between perception of a familial climate and job performance. Filial behaviour moderated the relationship between perception of a familial climate and loyalty; thus, the relationship of perception of a familial climate and loyalty was stronger for employees with low levels of filial behaviour and weaker for employees with high levels of filial behaviour. These findings are discussed in terms of their theoretical and practical implications for future research and management practices.

Framework of orientation for the discussion of measures required to maintain and further the expert knowledge and qualification of nuclear power plant managers and supervisors

International Nuclear Information System (INIS)

Farber, G.

1984-01-01

This report is focussed on the important aspects of the training and retraining of nuclear power plant managers and supervisors. The functional levels of the onsite operating organization of nine nuclear power plants are described and analyzed in order to determine the comparability of management positions as well as the responsibilities of the job incumbents. Retraining requirements are suggested depending on position, responsibilities, and relevance to safety. The manager's role in case of emergencies leads to specific demands with regard to regular training to cope with inadequate core cooling and to mitigate accidents. (orig.) [de

Affective and Normative Commitment to Organization, Supervisor, and Coworkers: Do Collectivist Values Matter?

Science.gov (United States)

Wasti, S. Arzu; Can, Ozge

2008-01-01

Employees' commitment to their organization is increasingly recognized as comprising of different bases (affect-, obligation-, or cost-based) and different foci (e.g., supervisor, coworkers). Two studies investigated affective and normative commitment to the organization, supervisor and coworkers in the Turkish context. The results of Study 1…

Overall Well-Being and Supervisor Ratings of Employee Performance, Accountability, Customer Service, Innovation, Prosocial Behavior, and Self-Development.

Science.gov (United States)

Wu, Hao; Sears, Lindsay E; Coberley, Carter R; Pope, James E

2016-01-01

The aim of this study was to study the effects of overall well-being and well-being change on six supervisor-rated indicators of employee performance valued by organizations: overall performance, accountability, customer service, innovation, prosocial behavior, and self-development. The current study used two waves of well-being survey data collected over 2 years and supervisor performance ratings for 5691 employees. Ordinary least squares regression was conducted. Both well-being at baseline and two-year change in well-being were related to all six supervisor-rated performance dimensions, controlling for other employee characteristics. Overall well-being likely functioned as a resource enabling people to successfully perform across the specific areas highly valued by their company. Given this connection, well-being interventions could be used as a means to accomplish improved performance in dimensions that contribute to organizational performance.

Academic Training: 2004 - 2005 ACADEMIC TRAINING PROGRAMME

CERN Multimedia

Françoise Benz

2004-01-01

1st Term - 01 October to 17 December 2004 REGULAR LECTURE PROGRAMME New Trends in Fusion Research by A. Fasoli, EPFL, Lausanne, CH 11, 12, 13 October Physics at e+e- linear collider by K. Desch, DESY, Hamburg, D 15, 16, 17, 18, 19 November LECTURE SERIES FOR POSTGRADUATE STUDENTS Standard Model by R. Barbieri, CERN-PH-TH 6, 7, 8, 9 10 December The lectures are open to all those interested, without application. The abstract of the lectures, as well as any change to the above information (title, dates, time, place etc) will be published in the CERN Bulletin, the WWW, and by notices before each term and for each series of lectures. ENSEIGNEMENT ACADEMIQUE ACADEMIC TRAINING Françoise Benz 73127 academic.training@cern.ch If you wish to participate in one of the following courses, please discuss with your supervisor and apply electronically directly from the course description pages that can be found on the Web at: http://www.cern.ch/Training/ or fill in an 'application for training' form a...

Technical Training: CERN Technical Training 2004: Instructor-led WBTechT Course for Microsoft Applications

CERN Multimedia

2004-01-01

If you wish to participate in one of the following courses, please discuss with your supervisor and apply electronically directly from the course description pages that can be found on the Web at: http://www.cern.ch/Training/ or fill in an "application for training" form available from your Divisional Secretariat or from your DTO (Divisional Training Officer). Applications will be accepted in the order of their receipt. TECHNICAL TRAINING Monique Duval tel. 74924 technical.training@cern.ch Would you need to enhance your skills in Microsoft Office applications or Outlook? A new "blended learning" course, combining instructor-led and computer-based multimedia training, is now offered by Technical Training: the Instructor-led CERN Web-Based Technical Training (WBTechT) Course for Microsoft Applications. The next session will take place on April 1st, morning. Course sessions will be self-paced and self-directed, with participants being in control of their learning, while ...

Chapter 9. Personnel qualification and training

International Nuclear Information System (INIS)

2000-01-01

In 1999 the Nuclear Regulatory Authority of the Slovak Republic (UJD) focused on the overall training system and on developing programmes for individual categories for NPP V-1 Bohunice, NPP V-2 Bohunice, NPP Mochovce and SE-VYZ. The fundamental theoretical and periodical training for both Bohunice and Mochovce NPPs personnel, simulator training for NPP Bohunice, and periodical simulator training for Bohunice personnel is carried out by the VUJE Training center in Trnava, whereas the simulator training and periodical training for NPP Mochovce is carried at Mochovce plant. Based on a successful passing of examination before the examining committee, UJD issues, a certificate on special professional skills of selected staff of nuclear installations for specific activity for the given type of nuclear installation and for the following positions: (a)Shift manager for scientific start up with the right of manipulation; (b) Shift supervisor; (c) Unit supervisor; (d) Primary circuit operator; (e) Secondary circuit operator; (f) Reactor physicist; (g) Shift manager for scientific start up without the right of manipulation. Examination of selected personnel is described. Last year the examining committee held twelve session for oral theoretical examination. The number of licenses issued in 1999 and the total number of valid licenses is given.Conclusions from inspections carried out by UJD and inspections and tests carried out by the NPP operators in 1999, as well as results from operation and start up of nuclear units confirm that the standard of professional skills of the staff at nuclear installations a high standard of operational safety is being achieved on a permanent basis. Increasing the qualification of UJD staff was done in a form of training and courses scheduled in the plan of training for the staff for 1999. These training, composed of specialized qualification study, functional study, as well as study aimed at maintaining qualification. Training courses organized

Automobile Starting and Lighting System Maintenance Training ...

African Journals Online (AJOL)

The purpose of this study is to develop automobile starting and lighting system maintenance training manual for technical college students. Research and Development (R and D) design was adopted for the study. The population of the study is 348, comprising of 76 auto-mechanics teachers, 36 automobile supervisors and ...

General Electric's training program for BWR chemists

International Nuclear Information System (INIS)

Osborn, R.N.; Lim, W.

1981-01-01

This paper describes the development and implementation of the General Electric boiling water reactor chemistry training program from 1959 to the present. The original intention of this program was to provide practical hands on type training in radiochemistry to BWR chemistry supervisors with fossil station experience. This emphasis on radiochemistry has not changed through the years, but the training has expanded to include the high purity water chemistry of the BWR and has been modified to include new commission requirements, engineering developments and advanced instrumentation. Student and instructor qualifications are discussed and a description of the spin off courses for chemistry technicians and refresher training is presented

Formal Analysis and Design of Supervisor and User Interface Allowing for Non-Deterministic Choices Using Weak Bi-Simulation

Directory of Open Access Journals (Sweden)

Shazada Muhammad Umair Khan

2018-01-01

Full Text Available In human machine systems, a user display should contain sufficient information to encapsulate expressive and normative human operator behavior. Failure in such system that is commanded by supervisor can be difficult to anticipate because of unexpected interactions between the different users and machines. Currently, most interfaces have non-deterministic choices at state of machine. Inspired by the theories of single user of an interface established on discrete event system, we present a formal model of multiple users, multiple machines, a supervisor and a supervisor machine. The syntax and semantics of these models are based on the system specification using timed automata that adheres to desirable specification properties conducive to solving the non-deterministic choices for usability properties of the supervisor and user interface. Further, the succinct interface developed by applying the weak bi-simulation relation, where large classes of potentially equivalent states are refined into a smaller one, enables the supervisor and user to perform specified task correctly. Finally, the proposed approach is applied to a model of a manufacturing system with several users interacting with their machines, a supervisor with several users and a supervisor with a supervisor machine to illustrate the design procedure of human–machine systems. The formal specification is validated by z-eves toolset.

The training and qualification of nuclear power plant operations personnel in Canada. A regulatory overview

International Nuclear Information System (INIS)

Thomas, R.

1993-01-01

This report gives the history of training programmes for reactor operation personnel in Canada. With increased experience in reactor operation and awareness of reactor safety, more importance is given to the selection of a candidate and his training as control room operator or shift supervisor

Pre-Service Teachers' Beliefs about the Roles of Thesis Supervisors: A Case Study

Science.gov (United States)

Tapia Carlín, Rebeca Elena

2013-01-01

Trainee beliefs about the roles of thesis supervisors can exert an important influence on timely and successful completion of theses. This research article explores pre-service teacher beliefs about the roles of thesis supervisors through the analysis of their learning diaries. The aim of this study is to identify ways to improve supervisory…

Quality assessment and comparison of grading between examiners and supervisors of Bachelor theses in nursing education.

Science.gov (United States)

Lundgren, Solveig M; Halvarsson, Maud; Robertsson, Barbro

2008-01-01

This study compares supervisors' and examiners' grading of quality of theses at Bachelor level in nursing. An instrument developed to asses the quality of theses was used. Eight aspects of quality were rated. One hundred and fifteen theses were rated by both examiner and supervisor. Significant correlations were found between examiners' and supervisors' ratings of all aspects of quality. Good agreement was found in 89-96% of the ratings on individual aspects of quality. The means of differences between ratings were small but significantly differed from zero in four out of eight aspects. In theses rated low for quality of language and formality, differences between examiners' and supervisors' ratings on all aspects of quality were significantly larger than in theses rated high for quality of language and formality. The general conclusion is that the evaluations made by examiners and by supervisors corresponded well. Differences found indicates that examiners in general give lower scores than supervisors especially on quality aspects that are most closely related to research methods and experiences. This study is part of a larger project that is investigating quality of theses and the student's attitudes and learning experiences of writing theses.

Antecedents and organizational consequences of family supportive supervisor behavior: A multilevel conceptual framework for research

NARCIS (Netherlands)

Straub, C.

2012-01-01

Family supportive supervision has emerged as an important prerequisite for effective work-family integration and employees' well-being. Scholars are addressing the need to develop family supportive managers and have introduced a new construct and measure, 'family supportive supervisor behavior'. So

Motivations and Training Needs of General Practitioner Preceptors

Science.gov (United States)

Ren, Wen; Hasenbieke, Nulanbieke; Liu, Ying; Qiu, Yan; Zhou, Zhao-Nong; Mao, Xiao-Yan; Ren, Jing-Jing

2017-01-01

Background: General practitioner (GP) preceptors play an important role in the cultivation of GPs. Many problems exist in the training of GP preceptors. This study aimed to explore the willingness and training needs of GP preceptors and compare the differences between preceptors from general practice and other specialties. Methods: A total of 375 questionnaire forms were sent to 375 GP preceptors from 11 different provinces, and 344 completed forms were returned. The main outcome included general information, teaching motivations, and training needs of GP preceptors. Results: The study showed that about 89.2% of GP preceptors were willing to be teachers. The majority of respondents strongly agreed that the motivation for becoming a GP supervisor was to learn from teaching. The most important capability they should master was clinical teaching (92.2%), followed by lecture (83.1%) and doctor–patient communication (83.1%). The top three preferred methods of GP preceptors training were case discussion (78.8%), workshop (57.6%), and classroom teaching (56.4%). The domains in which most GP preceptors wanted to acquire knowledge and skill were mental health (59.3%), rehabilitation (47.1%), pediatrics (41.0%), and obstetrics (37.5%). No significant differences were found in the willingness to train GPs (χ2 = 3.34, P > 0.05) and whether they would become or continue to become a GP supervisor after the training (χ2 = 1.106, P > 0.05). Conclusions: Although most preceptors were under on-the-job training, they were glad to train GPs. To be qualified, preceptors should be trained according to the actual needs of GP preceptors. PMID:28685719

Technical Training: CERN Technical Training 2004: Instructor-led WBTechT Course for Microsoft Applications

CERN Multimedia

2004-01-01

If you wish to participate in one of the following courses, please discuss with your supervisor and apply electronically directly from the course description pages that can be found on the Web at: http://www.cern.ch/Training/ or fill in an "application for training" form available from your Divisional Secretariat or from your DTO (Divisional Training Officer). Applications will be accepted in the order of their receipt. TECHNICAL TRAINING Monique Duval tel. 74924 technical.training@cern.ch Would you need to enhance your skills in Microsoft Office applications or Outlook ? A new "blended learning" course, combining instructor-led and computer-based multimedia training, is now offered by Technical Training: the Instructor-led CERN Web-Based Technical Training course for Microsoft Applications. The next session will take place on February 26, Thursday morning. Course sessions will be self-paced and self-directed, with participants being in control of their learning, while ...

Implementation of the Participatory Approach for Supervisors to Increase Self-Efficacy in Addressing Risk of Sick Leave of Employees : Results of a Cluster-Randomized Controlled Trial

NARCIS (Netherlands)

Ketelaar, S. M.; Schaafsma, F. G.; Geldof, M. F.; Kraaijeveld, R. A.; Boot, C. R. L.; Shaw, W. S.; Bultmann, U.; Anema, J. R.

Purpose To study the effectiveness of a multifaceted strategy to implement the participatory approach (PA) for supervisors to increase their self-efficacy in addressing risk of sick leave of employees. Methods Supervisors from three organizations were invited to participate. Randomization was

The Philippine Atomic Energy Commission overseas nuclear training program: a follow-up evaluation

International Nuclear Information System (INIS)

Relunia, E.D.

1985-03-01

This study was made to assess the Philippine Atomic Energy Commission (PAEC) overseas nuclear training programme for the period 1959-1984. Based on the survey and interview, the PAEC overseas nuclear training has a significant impact on the institutional outputs, outside supports, internal operations, and development targets of the recipient-agencies. It was found to be effective in terms of the research studies completed. The agricultural sector was most effective in terms of researches completed. In terms of extent of utilization, data show that the skills and or techniques acquired by scholars during training were not fully utilized. The existing PAEC procedures in selection of nominee is effective. The author recommended that scholars be given greater opportunity to discuss and help plan their training programme, especially with their supervisors amd peers; provisions should be made by the PAEC administrators of training with scholars on transmission of training to others, upon their return; control in the system of guarantee return of scholars; allocation of training slots should be by field and development-oriented as well as the organization where the scholars works must be ready for change. (ELC). 22 tabs.; appendix

Radiation Protection Training frame in Virgen del Rocio University Hospital

International Nuclear Information System (INIS)

Herrador, M.; Baeza, M.; Luis-Simon, J.; Carbajo, J.; Gomez-Puerto, A.; Gonzalez, V.; Mateos; Haro, G.; Gomez, M.

2003-01-01

The International Community has established a dose limitation system to control the risks due to the ionizing radiation pacific use. The education and training of the occupational exposed workers is necessary to achieve the objectives of this dose limitation system.The second largest contribution to exposures of the individuals worldwide after natural background radiation, comes from medical radiation procedures. For this reason, the radiation protection training of medical workers is essential. In the particular autonomous region of Andalusia, most medical radiation procedures comes from the Public Health Service. Therefore, Andalusia Healthy Service maintains a radiation protection training plan for their occupational exposed workers. This training plan includes: training of the radioactive facilities supervisors and operators in both nuclear medicine and radiotherapy areas; training for medical radiodiagnosis facility management; quality assurance in medical diagnosis and therapy; and update on radiation protection. The training plan is performed with theoretical and practical course homologated by the Spanish Nuclear Safety Council. These courses cover four basic fields related to radiation: Physics, Radiobiology, Radiation Protection and Legislation. These courses have been organised by the Andalusia Healthy System since 1993. A total of 722 medical workers have been trained for radiation protection. Therefore, optimum conditions for the safe and correct use of ionizing radiation have been provided to these workers. The supervisor or operator's license of the radioactive facility can be also obtained by these courses. (Author) 17 refs

Input-output supervisor; Le superviseur d'entree-sortie dans les ordinateurs

Energy Technology Data Exchange (ETDEWEB)

Dupuy, R [Commissariat a l' Energie Atomique, Vaujours (France). Centre d' Etudes Nucleaires

1970-07-01

The input-output supervisor is the program which monitors the flow of informations between core storage and peripheral equipments of a computer. This work is composed of three parts: 1 - Study of a generalized input-output supervisor. With sample modifications it looks like most of input-output supervisors which are running now on computers. 2 - Application of this theory on a magnetic drum. 3 - Hardware requirement for time-sharing. (author) [French] Le superviseur d'entree-sortie est le programme charge de gerer les echanges d'information entre la memoire rapide et les organes peripheriques d'un ordinateur. Ce travail se compose de trois parties: 1 - Etude d'un systeme d'entree-sortie general et theorique qui, en faisant un certain nombre d'hypotheses simplificatrices, permet de retrouver la plupart des superviseurs d'entree-sortie actuels. 2 - Expose d'une realisation concrete, gestion d'un tambour magnetique. 3 - Suggestions hardware en vue de faciliter le timesharing. (auteur)

The Effect of School Supervisors Competence and School Principals Competence on Work Motivation and Performance of Junior High School Teachers in Maros Regency, Indonesia

Science.gov (United States)

Arman; Thalib, Syamsul Bachri; Manda, Darman

2016-01-01

This study aims at analyzing the effect of the competence of school supervisors and school principals on work motivation and performance of Junior High School teachers in Maros Regency. This research was a quantitative research by using survey approach. This approach was used because it is adjusted to the nature and assumptions of the study in…

Predicting Supervisor Capacities to Foster Higher Forms of Learning through Undergraduate Medical Student Research

Science.gov (United States)

MacDougall, Margaret

2014-01-01

The credibility of short-term undergraduate research as a paradigm for effective learning within Medicine has been recognized. With a view to strengthening this paradigm and enhancing research-teaching linkages, this study explores whether particular types of research supervisor are pre-disposed to providing supportive learning environments.…

Work-Integrated Learning Process in Tourism Training Programs in Vietnam: Voices of Education and Industry

Science.gov (United States)

Khuong, Cam Thi Hong

2016-01-01

This paper addresses the work-integrated learning (WIL) initiative embedded in selected tourism training programs in Vietnam. The research was grounded on the framework of stakeholder ethos. Drawing on tourism training curriculum analysis and interviews with lecturers, institutional leaders, industry managers and internship supervisors, this study…

RCRA Personnel Training, Course 7488

Energy Technology Data Exchange (ETDEWEB)

Simpson, Lewis Edward [Los Alamos National Lab. (LANL), Los Alamos, NM (United States)

2017-01-30

Federal and state regulations require hazardous and mixed waste facility workers at treatment and storage facilities (TSFs) and <90-day accumulation areas to be trained in hazardous and mixed waste management. This course will refamiliarize and update <90-day accumulation area workers, TSF workers, and supervisors of TSF workers regarding waste identification, pollution prevention, storage area requirements, emergency response procedures, and record-keeping requirements.

Experiences in the use of systematic approach to training (SAT) for nuclear power plant personnel training. Working material. Final draft

International Nuclear Information System (INIS)

1997-07-01

This document complements two previous IAEA documents: the Guidebook on Nuclear Power Plant Personnel Training and its Evaluation (IAEA-TRS 380) and the IAEA World Survey of Nuclear Power Plant Personnel Training. It provides a detailed overview and analysis of the experience gained world-wide on the introduction and use of SAT, including the reasons why SAT was introduced and important lessons learned. The Technical Document will be especially useful for nuclear power plant management and supervisors, all those responsible for the training of nuclear power plant personnel, and those in regulatory bodies whose duties relate to nuclear power plant personnel training and qualification. 41 refs, figs, tabs

Experiences in the use of systematic approach to training (SAT) for nuclear power plant personnel training. Working material. Final draft

Energy Technology Data Exchange (ETDEWEB)

NONE

1997-07-01

This document complements two previous IAEA documents: the Guidebook on Nuclear Power Plant Personnel Training and its Evaluation (IAEA-TRS 380) and the IAEA World Survey of Nuclear Power Plant Personnel Training. It provides a detailed overview and analysis of the experience gained world-wide on the introduction and use of SAT, including the reasons why SAT was introduced and important lessons learned. The Technical Document will be especially useful for nuclear power plant management and supervisors, all those responsible for the training of nuclear power plant personnel, and those in regulatory bodies whose duties relate to nuclear power plant personnel training and qualification. 41 refs, figs, tabs.

Supervisor self-disclosure: balancing the uncontrollable narcissist with the indomitable altruist.

Science.gov (United States)

Ladany, Nicholas; Walker, Jessica A

2003-05-01

The purpose of this article is to provide supervisors with a framework to determine the effectiveness of self-disclosure in supervision. We posit how self-disclosures can be both memorable to the trainee and facilitative of supervision process and outcome, specifically the supervisory working alliance, trainee disclosure, and trainee edification. Case examples based on the literature and our own personal experiences are offered to illustrate the models' applicability. Copyright 2003 Wiley Periodicals, Inc.

Resistance to awareness of the supervisor's transferences with special reference to the parallel process.

Science.gov (United States)

Stimmel, B

1995-06-01

Supervision is an essential part of psychoanalytic education. Although not taken for granted, it is not studied with the same critical eye as is the analytic process. This paper examines the supervision specifically with a focus on the supervisor's transference towards the supervisee. The point is made, in the context of clinical examples, that one of the ways these transference reactions may be rationalised is within the setting of the parallel process so often encountered in supervision. Parallel process, a very familiar term, is used frequently and easily when discussing supervision. It may be used also as a resistance to awareness of transference phenomena within the supervisor in relation to the supervisee, particularly because of its clinical presentation. It is an enactment between supervisor and supervisee, thus ripe with possibilities for disguise, displacement and gratification. While transference reactions of the supervisee are often discussed, those of the supervisor are notably missing in our literature.

Occupational safety training and practices in selected vocational training institutions and workplaces in Kampala, Uganda.

Science.gov (United States)

Kintu, Denis; Kyakula, Michael; Kikomeko, Joseph

2015-01-01

Several industrial accidents, some of them fatal, have been reported in Uganda. Causes could include training gaps in vocational training institutions (VTIs) and workplaces. This study investigated how occupational safety training in VTIs and workplaces is implemented. The study was carried out in five selected VTIs and workplaces in Kampala. Data were collected from instructors, workshop technicians, students, workshop managers, production supervisors, machine operators and new technicians in the workplaces. A total of 35 respondents participated in the study. The results revealed that all curricula in VTIs include a component of safety but little is practiced in VTI workshops; in workplaces no specific training content was followed and there were no regular consultations between VTIs and industry on safety skills requirements, resulting in a mismatch in safety skills training. The major constraints to safety training include inadequate funds to purchase safety equipment and inadequate literature on safety.

The training of specialists in Family and Community Health Nursing according to the supervisors of the teaching units.

Science.gov (United States)

Oltra-Rodríguez, Enrique; Martínez-Riera, José Ramón; Mármol-López, María Isabel; Pastor-Gallardo, Francisco Javier; Gras-Nieto, Elvira; Holgado-Fernández, Ana

To analyze the current situation of the training of specialists in family and community nursing from the perspective of nurses responsible for teaching units. Exploratory analysis using nominal group technique of the contributions made by representatives of 19 multidisciplinary teaching units in family and community care from 11 Spanish autonomous communities. They categorized and weighted those contributions. The emerging categories on the strengths and difficulties encountered related to the tutors, the environment where the training took place, the structure of the teaching unit, the organization of the teaching and the official programme of the speciality, the external supports and the theoretical training. Training in Family and Community Nursing is an opportunity to improve primary health care to train in news and necessary but complex skills. Support is required for training to be effective and the specialty and training should be made known. Tutors are a key part of this process. Copyright © 2017 Elsevier España, S.L.U. All rights reserved.

New program of initial training for staff of engineering ANAV The training required for a particular job in ANAV is divided into three sections

International Nuclear Information System (INIS)

Gonzalez Rabasa, D.

2013-01-01

- Common Primary Education - Initial training specific job - Training in the workplace For engineering has detected an area for improvement in the described model, consisting of providing the initial formation of a common engineering approach rather than the current operational approach. In preparing this plan takes into account the INPO standards, a functional analysis of the different jobs, the managers and supervisors of the observations and feedback from students, among others.

The Impact of Workplace Support and Identity on Training Transfer: A Case Study of Drug and Alcohol Safety Training in Australia

Science.gov (United States)

Pidd, Ken

2004-01-01

Previous research has indicated that the transfer climate of work organisations is an important factor in determining the degree to which knowledge, skills and abilities gained in training transfer to the workplace. In particular, workplace social support from supervisors and coworkers is consistently cited as an important factor that can…

Technical Training: CERN Technical Training 2004: Instructor-led WBTechT Course for Microsoft Applications

CERN Multimedia

2004-01-01

If you wish to participate in one of the following courses, please discuss with your supervisor and apply electronically directly from the course description pages that can be found on the Web at: http://www.cern.ch/Training/ or fill in an "application for training" form available from your Divisional Secretariat or from your DTO (Divisional Training Officer). Applications will be accepted in the order of their receipt. TECHNICAL TRAINING Monique Duval tel. 74924 technical.training@cern.ch Would you need to enhance your skills in Microsoft Office applications or Outlook ? A new "blended learning" course, combining instructor-led and computer-based multimedia training, is now offered by Technical Training: the Instructor-led CERN Web-Based Technical Training course for Microsoft Applications. The next sessions will take place on the 19 and 26 February (Thursday mornings), with 8 participants at most. Course sessions will be self-paced and self-directed, with participants...

Technical Training: Places available

CERN Multimedia

2004-01-01

If you wish to participate in one of the following courses, please discuss with your supervisor and apply electronically directly from the course description pages that can be found on the Web at: http://www.cern.ch/Training/ or fill in an "application for training" form available from your Divisional Secretariat or from your DTO (Divisional Training Officer). Applications will be accepted in the order of their receipt. TECHNICAL TRAINING Monique Duval tel. 74924 technical.training@cern.ch The number of places available may vary. Please check our Web site to find out the current availability. Places are available in the following courses: FrontPage XP - niveau 2 : 26 & 27.4.2004 (2 jours) The Joint PVSS JCOP Framework : 26 - 30.4.2004 (5 days) Computational Electromagnetics with the ELEKTRA Module of OPERA-3D : 27 & 28.4.2004 (2 days) Hands-on Introduction to Python Programming : 3 - 5.5.2004 (3 days) LabVIEW Base 2 : 6 & 7.5.2004 (2 jours) Project Pla...

TECHNICAL TRAINING: Places available**

CERN Multimedia

2003-01-01

If you wish to participate in one of the following courses, please discuss with your supervisor and apply electronically directly from the course description pages that can be found on the Web at: http://www.cern.ch/Training/ or fill in an "application for training" form available from your Divisional Secretariat or from your DTO (Divisional Training Officer). Applications will be accepted in the order of their receipt. TECHNICAL TRAINING Monique Duval tel. 74924 technical.training@cern.ch ** The number of places available may vary. Please check our Web site to find out the current availability. Places are available in the following courses: Hands-on Introduction to Python Programming : 12 - 14.11.03(3 days) ACCESS 2000 - niveau 1 : 13 & 14.11.03 (2 jours) C++ for Particle Physicists : 17 - 21.11.03 (6 X 3-hour lectures) Programmation automate Schneider TSX Premium - niveau 2 : 18 - 21.11.03 (4 jours) Project Planning with MS-Project  (free of charg...

Associations of Low-Income Working Mothers' Daily Interactions with Supervisors and Mother-Child Interactions

Science.gov (United States)

Gassman-Pines, Anna

2011-01-01

This study investigated associations of low-income working mothers' daily interactions with supervisors and their interactions with children. Sixty-one mothers of preschool-aged children were asked to report on their interactions with their supervisors at work and their interactions with children for 2 weeks (N = 520 workdays). Results show…

Comparison of the number of supervisors on medical student satisfaction during a child and adolescent psychiatry rotation

Directory of Open Access Journals (Sweden)

Mascioli KJ

2016-04-01

Full Text Available Kelly J Mascioli,1 Catharine J Robertson,1,2 Alan B Douglass1,31Department of Psychiatry, University of Ottawa, Ottawa, ON, Canada; 2Department of Psychiatry, Children’s Hospital of Eastern Ontario, Ottawa, ON, Canada; 3Royal Ottawa Mental Health Centre, University of Ottawa Institute of Mental Health Research, Ottawa, ON, Canada Background: Traditionally, third-year medical students are assigned to one supervisor during their 1-week rotation in child and adolescent psychiatry. However, the majority of supervisory staff in the Division of Child and Adolescent Psychiatry opted to switch the supervision schedule to one in which some medical students are assigned to two primary supervisors.Objective: The aim of the study was to determine if students assigned to two primary supervisors had greater rotation satisfaction compared with students assigned to one primary supervisor during a 1-week clerkship rotation in child and adolescent psychiatry.Methods: A satisfaction questionnaire was sent to 110 third-year medical students who completed their child and adolescent clerkship rotation. Based on the responses, students were divided into groups depending on their number of supervisors. Questionnaire responses were compared between the groups using independent t-tests.Results: When students who had one primary supervisor were compared to students who had two primary supervisors, the lone item showing a statistically significant difference was regarding improvement of assessment reports/progress notes.Conclusion: The number of supervisors does not significantly affect the satisfaction of students during a 1-week clerkship rotation in child and adolescent psychiatry. Other factors are important in rotation satisfaction.Keywords: medical students, clerkship, child psychiatry

Language Training

CERN Multimedia

Françoise Benz

2005-01-01

If you wish to participate in one of the following courses, please tell to your supervisor and apply electronically from the course description pages that can be found on the Web at: http://www.cern.ch/Training/ or fill in an 'application for training' form available from your Departmental Secretariat or from your DTO (Departmental Training Officer). Applications will be accepted in the order in which they are received. General and Professional English Courses The next session will take place: from end of September 2005 to middle of February 2006 (2/ 3 weeks break at Christmas). These courses are open to all persons working on the CERN site, and to their spouses. For registration and further information on the courses, please consult our Web pages: http://cern.ch/Training or contact Mr. Liptow: tel. 72957. Oral Expression The next session will take place from end of September to December 2005. This course is intended for people with a good knowledge of English who want to practise and maintain the...

Language training

CERN Document Server

Françoise Benz

2006-01-01

If you wish to participate in one of the following courses, please tell to your supervisor and apply electronically from the course description pages that can be found on the Web at: http://www.cern.ch/Training/ or fill in an 'application for training'form available from your Departmental Secretariat or from your DTO (Departmental Training Officer). Applications will be accepted in the order in which they are received. General and Professional English Courses The next session will take place from beginning of October 2006 to beginning of February 2007 (3 weeks break at Christmas).These courses are open to all persons working on the CERN site and to their spouses. For registration and further information on the courses, please consult our Web pages: http://cern.ch/Training or contact Tessa Osborne, tel.16 23 40. Oral Expression The next session will take place from beginning of October 2006 to beginning of February 2007 (3 weeks break at Christmas).This course is intended for people with a goo...

Language training

CERN Multimedia

2006-01-01

If you wish to participate in one of the following courses, please tell to your supervisor and apply electronically from the course description pages that can be found on the Web at: http://www.cern.ch/Training/ or fill in an 'application for training' form available from your Departmental Secretariat or from your DTO (Departmental Training Officer). Applications will be accepted in the order in which they are received. General and Professional English Courses The next session will take place from beginning of October 2006 to beginning of February 2007 (3 weeks break at Christmas).These courses are open to all persons working on the CERN site and to their spouses. For registration and further information on the courses, please consult our Web pages: http://cern.ch/Training or contact Tessa Osborne, tel.16 23 40. Oral Expression The next session will take place from beginning of October 2006 to beginning of February 2007 (3 weeks break at Christmas).This course is intended for people with a good knowl...

Longitudinal evaluation of a pilot e-portfolio-based supervision programme for final year medical students: views of students, supervisors and new graduates.

Science.gov (United States)

Vance, Gillian H S; Burford, Bryan; Shapiro, Ethan; Price, Richard

2017-08-22

Little is known about how best to implement portfolio-based learning in medical school. We evaluated the introduction of a formative e-portfolio-based supervision pilot for final year medical students by seeking views of students, supervisors and graduates on use and educational effects. Students and supervisors were surveyed by questionnaire, with free text comments invited. Interviews were held with new graduates in their first Foundation Programme placement. Most students used the e-portfolio (54%) and met with their supervisor (62%) 'once or twice' only. Students had more negative views: 22% agreed that the pilot was beneficial, while most supervisors thought that e-portfolio (72%) and supervision (86%) were a 'good idea'. More students reported supervision meetings benefited learning (49%) and professional development (55%) than the e-portfolio did (16%; 28%). Only 47% of students felt 'prepared' for future educational processes, though graduates noted benefits for navigating and understanding e-portfolio building and supervision. Factors limiting engagement reflected 'burden', while supervision meetings and early experience of postgraduate processes offered educational value. Final year students have negative attitudes to a formative e-portfolio, though benefits for easing the educational transition are recognised by graduates. Measures to minimize time, repetition and redundancy of processes may encourage use. Engagement is influenced by the supervisor relationship and educational value may be best achieved by supporting supervisors to develop strategies to facilitate, and motivate self-directed learning processes in undergraduates.

Selection, training, qualification and licensing of Three Mile Island reactor operating personnel

International Nuclear Information System (INIS)

Eytchison, R.M.

1980-01-01

The various programs which were intended to staff Three Mile Island with competent, trained operators and supervisors are reviewed. The analysis includes a review of the regulations concerning operator training and licensing, and describes how the requirements were implemented by the NRC, Metropolitan Edison Company, and Babcock and Wilcox Company. Finally the programs conducted by these three organisations are evaluated. (U.K.)

Recent experience of Almaraz NPP in operator training

International Nuclear Information System (INIS)

Sanchez Cabanero, J.G.; Gomez de la Torre, J.M.

1994-01-01

In recent years the nuclear industry has been paying special attention to boosting nuclear power plant operation. To this end, it has optimized its maintenance, engineering, safety, management and other systems, using the appropriate resources to achieve its target. Optimization of these systems required the allocation of new resources for training plant personnel. The activity of training, which hitherto dedicated most of its attention and resources to the operating area, now extends them to schooling required in other areas of the plant, with the aim of updating the skills and knowledge of personnel to deal with new needs which have arisen. Regulations at present cover the training and qualification of only personnel responsible for handling reactor or for directing plant operation activities and capable of evaluating the nature and magnitude of possible incidents, especially those causing radioactive emissions, and of personnel requiring knowledge and experience to guarantee effective protection of individuals, ie, operators, supervisors, and qualified radiological protection experts. However, it should be borne in mind that, in the future, the training of other plant personnel could also be subject to regulations. (Author)

Academic Training: Surviving in space: the challenges of a manned mission to Mars

CERN Multimedia

Françoise Benz

2005-01-01

2005-2006 ACADEMIC TRAINING PROGRAMME LECTURE SERIES 26, 27, 28 October from 11:00 to 12:00 - Main Auditorium, bldg. 500 Surviving in space: the challenges of a manned mission to Mars by L. S. Pinsky / Univ. Houston, USA Program : Lecture I: Understanding the Space Radiation Environment Lecture II: Dosimetry and the Effects of the Exposure of Human Tissue to Heavily Ionizing Radiation Lecture III: Modelling the Interaction of the Space Radiation in Spacecraft & Humans, and Assessing the Risks on a Mission to Mars... ENSEIGNEMENT ACADEMIQUE ACADEMIC TRAINING Françoise Benz 73127 academic.training@cern.ch If you wish to participate in one of the following courses, please tell to your supervisor and apply electronically from the course description pages that can be found on the Web at: http://www.cern.ch/Training/ or fill in an 'application for training' form available from your Departmental Secretariat or from your DTO (Departmental Training Officer). Applications will be accepted in the order ...

Language Training: Formation en anglais

CERN Multimedia

2004-01-01

If you wish to participate in one of the following courses, please discuss with your supervisor and apply electronically directly from the course description pages that can be found on the Web at: http://www.cern.ch/Training/ or fill in an "application for training" form available from your Divisional Secretariat or from your DTO (Divisional Training Officer). Applications will be accepted in the order of their receipt. LANGUAGE TRAINING Françoise Benz tel. 73127 language.training@cern.ch Cours d'anglais général et professionnel La prochaine session se déroulera: du 1er mars au 25 juin 2004 (interruption de 2 semaines à Pâques). Ces cours s'adressent à toute personne travaillant au CERN ainsi qu'à leur conjoint. Pour vous inscrire et voir tout le détail des cours proposés, consultez nos pages Web: http://cern.ch/Training. Vous pouvez aussi contacter M. Liptow, tél. 7295...

The capital expenditure process for the health care supervisor.

Science.gov (United States)

Rogers, M M

1993-12-01

Competition for health care capital dollars has increased as third-party and government reimbursement decreases, patient volume decreases, and alternative services increase. Given this rationing situation, it is more important than ever that the health care supervisor carefully document and present a capital expenditure request. This request should outline skillfully the benefits and costs of undertaking a new service or replacing an old asset. A supervisor who can quantify the costs and benefits of a project and utilize one of the four common capital budgeting techniques: payback period, net present value, profitability index, or internal rate of return, will certainly be taking a step in the right direction for ensuring a serious evaluation of his or her proposal. This article attempts to explain this process using both narrative and quantitative examples.

Influencing supervisor ratings : three quasi-experiments

OpenAIRE

Langeland, Synne; Lindahl, Thomas

2014-01-01

In three experiments we investigated the relationship between a set of influence tactics and three work outcomes in organizations in which the supervisor rated his/her employees on; (a) competence assessment, (b) salary increase, and (c) job promotion. Results showed that rational persuasion produced better ratings than assertiveness with respect to all three work outcomes. However, using an external source for information produced the highest overall scores in two of the experiments. Further...

Technical Training: CERN Technical Training 2004: Instructor-led WBTechT Course for Microsoft Applications

CERN Multimedia

2004-01-01

If you wish to participate in one of the following courses, please discuss with your supervisor and apply electronically directly from the course description pages that can be found on the Web at: http://www.cern.ch/Training/ or fill in an "application for training" form available from your Divisional Secretariat or from your DTO (Divisional Training Officer). Applications will be accepted in the order of their receipt. TECHNICAL TRAINING Monique Duval tel. 74924 technical.training@cern.ch The Instructor-led CERN WBTechT course for Microsoft Applications is a new type of course offered in the framework of the Technical Training Programme, combining instructor-led and computer-based multimedia training, also known as "blended learning". The next sessions will take place on the 12, 19, and 26 February (Thursday mornings), and subsequent sessions will be organised following demand. Based on the new ElementK 2004 CERN WBTechT catalogue, courses will be self-paced and self-d...

Training programme for direct operating functions

International Nuclear Information System (INIS)

Reuhl, R.

1986-01-01

In the lecture the initial and retraining programs for licensed and non-licensed nuclear power plant shift personnel will be commented. The programs were developed by Biblis Nuclear Power Plant Operations Management (RWE-Betriebsverwaltung) with regard to one decade of operational experience in Biblis nuclear power plants (2 PWR, 1300/1204 MW) and on the basis of the existing guidelines issued by the German Federal Ministry of the Interior. During the application and the constant development of the training programs emphasis was put on the connection of theory and practice following a special training strategy using different training facilities. In this context the role and qualification of the licensed instructors with shift supervisor experience get high importance. (orig./GL)

21 CFR 111.13 - What supervisor requirements apply?

Science.gov (United States)

2010-04-01

... 21 Food and Drugs 2 2010-04-01 2010-04-01 false What supervisor requirements apply? 111.13 Section 111.13 Food and Drugs FOOD AND DRUG ADMINISTRATION, DEPARTMENT OF HEALTH AND HUMAN SERVICES (CONTINUED) FOOD FOR HUMAN CONSUMPTION CURRENT GOOD MANUFACTURING PRACTICE IN MANUFACTURING, PACKAGING, LABELING...

Training of power plant operating personnel

International Nuclear Information System (INIS)

Kraftwerksschule, E.V.

1986-01-01

In Germany, professional training of power plant operating personnel became an important issue in the fifties, when power plant parameters as well as complexity of instrumentation and control increased considerably. Working Groups of VGB Technische Vereiningung der Grosskraftwerketreiber e.v. (Association of Large Power Plant Operators) developed a professional career for power plant operating personnel and defined pre-requisites, scope and objectives of training. In 1957 the German utilities founded KRAFTWERKSSCHULE E.V. (kws) as a school for theoretical training and for guidance of practical training in the power plants. KWS is a non-profit organisation and independent of authorities. Today KWS has 127 members in Germany and in 6 other countries. The objectives of KWS include the training of: -Kraftwerker (control room operators; - Kraftwerksmesiter (shift supervisors); and - shift engineers; according the guidelines of the VGB

Training effectiveness evaluation model

International Nuclear Information System (INIS)

Penrose, J.B.

1993-01-01

NAESCO's Training Effectiveness Evaluation Model (TEEM) integrates existing evaluation procedures with new procedures. The new procedures are designed to measure training impact on organizational productivity. TEEM seeks to enhance organizational productivity through proactive training focused on operation results. These results can be identified and measured by establishing and tracking performance indicators. Relating training to organizational productivity is not easy. TEEM is a team process. It offers strategies to assess more effectively organizational costs and benefits of training. TEEM is one organization's attempt to refine, manage and extend its training evaluation program

Input-output supervisor; Le superviseur d'entree-sortie dans les ordinateurs

Energy Technology Data Exchange (ETDEWEB)

Dupuy, R. [Commissariat a l' Energie Atomique, Vaujours (France). Centre d' Etudes Nucleaires

1970-07-01

The input-output supervisor is the program which monitors the flow of informations between core storage and peripheral equipments of a computer. This work is composed of three parts: 1 - Study of a generalized input-output supervisor. With sample modifications it looks like most of input-output supervisors which are running now on computers. 2 - Application of this theory on a magnetic drum. 3 - Hardware requirement for time-sharing. (author) [French] Le superviseur d'entree-sortie est le programme charge de gerer les echanges d'information entre la memoire rapide et les organes peripheriques d'un ordinateur. Ce travail se compose de trois parties: 1 - Etude d'un systeme d'entree-sortie general et theorique qui, en faisant un certain nombre d'hypotheses simplificatrices, permet de retrouver la plupart des superviseurs d'entree-sortie actuels. 2 - Expose d'une realisation concrete, gestion d'un tambour magnetique. 3 - Suggestions hardware en vue de faciliter le timesharing. (auteur)

The Views of Educational Supervisors on Clinical Supervision

Science.gov (United States)

Kayikçi, Kemal; Yilmaz, Ozan; Sahin, Ahmet

2017-01-01

Contemporary educational supervision expresses democratic and leadership focused supervisory approach which consists of collaboration, trust, sharing and improving. The aims of the study are to investigate the answer of how current teacher supervision in Turkey is conducted according to the views of educational supervisors, and to unearth what the…

Template for letter of approval by Research Supervisor

International Development Research Centre (IDRC) Digital Library (Canada)

Liliane Castets-Poupart

a) As research supervisor of J. Smith, I confirm that I approve and support the research proposal submitted by the candidate. b) J. Smith has successfully completed the following course(s):. STAT 890: Statistics, Survey Design and Analysis INAF 540: International Affairs Dynamics. ECON 700: Qualitative Research Data.

Assertive Communication and Teamwork: Results of an Intervention Program to the Supervisors of a Company

Science.gov (United States)

Montes de Oca, Jesús H.

2014-01-01

The study aimed to determine the effect of the implementation of the program "Manage your Talent" on assertive communication and teamwork competences. A quasi-experimental research design was used with pretest - intervention - post-test with control group. The sample included 28 supervisors from a private company, 13 in the experimental…

A Comparison of Female Supervisors in Business and Government Organizations

Science.gov (United States)

DiMarco, Nicholas; Whitsitt, Susan E.

1975-01-01

This exploratory study compared the life style and interpersonal need orientation, leadership style, and perception of the organization structure of female supervisors in business and government organizations. (Author)

Supervisory training: From self awareness to leadership skills

International Nuclear Information System (INIS)

Kelly, M.

1991-01-01

This presentation will trace the development of the New York Power Authority's three-phase first line supervisory training curriculum. In twenty-two days of classroom training, this program follows our new supervisors though their first two years on the job. The objectives of this presentation are to: share the ups and downs experienced during the three years it took to design and fully implement the program; describe the rationale for, and content of, each of the program's three phases; and describe the corporate impact of the training, including the unexpected demand by higher level staff for similar comprehensive management development programs. Topics covered will include management support, needs assessment, program design and evolution, and training impact

The supervisor in the project-organized group work should participate in developing the students' project competencies

DEFF Research Database (Denmark)

Hansen, Søren

2004-01-01

The article demonstrates how the supervisor can facilitate development of competencies as an implicit part of supervising study projects.......The article demonstrates how the supervisor can facilitate development of competencies as an implicit part of supervising study projects....

Comparing interactive videodisc training effectiveness to traditional training methods

International Nuclear Information System (INIS)

Kenworthy, N.W.

1987-01-01

Videodisc skills training programs developed by Industrial Training Corporation are being used and evaluated by major industrial facilities. In one such study, interactive videodisc training programs were compared to videotape and instructor-based training to determine the effectiveness of videodisc in terms of performance, training time and trainee attitudes. Results showed that when initial training was done using the interactive videodisc system, trainee performance was superior to the performance of trainees using videotape, and approximately equal to the performance of those trained by an instructor. When each method was used in follow-up training, interactive videodisc was definitely the most effective. Results also indicate that training time can be reduced using interactive videodisc. Attitudes of both trainees and instructors toward the interactive videodisc training were positive

Aversive workplace conditions and absenteeism: taking referent group norms and supervisor support into account.

Science.gov (United States)

Biron, Michal; Bamberger, Peter

2012-07-01

Past research reveals inconsistent findings regarding the association between aversive workplace conditions and absenteeism, suggesting that other, contextual factors may play a role in this association. Extending contemporary models of absence, we draw from the social identity theory of attitude-behavior relations to examine how peer absence-related norms and leader support combine to explain the effect of aversive workplace conditions on absenteeism. Using a prospective design and a random sample of transit workers, we obtained results indicating that perceived job hazards and exposure to critical incidents are positively related to subsequent absenteeism, but only under conditions of more permissive peer absence norms. Moreover, this positive impact of peer norms on absenteeism is amplified among employees perceiving their supervisor to be less supportive and is attenuated to the point of nonsignificance among those viewing their supervisor as more supportive. (PsycINFO Database Record (c) 2012 APA, all rights reserved).

Mobile learning: a workforce development strategy for nurse supervisors.

Science.gov (United States)

Mather, Carey; Cummings, Elizabeth

2014-01-01

Digital technology provides opportunities for using mobile learning strategies in healthcare environments. To realise the vision of the National Workforce Development Strategy there needs to be innovation of health professionals to further develop knowledge and skills of clinical supervisors to access and gain an understanding of the value of mobile learning at the workplace. The use of digital technology by clinical supervisors was explored in 2012 as part of a teaching development grant to evaluate the use of Web 2.0 technology to develop a community of practice about clinical supervision. Prior to developing the virtual network of clinical supervisors, feedback about the use of Web 2.0 technology by clinicians was sought via an online survey. Over 90% of respondents used social media, 85% understood what a blog and wiki were and approximately half of the respondents used smart phones. More than one-third indicated they would participate in a virtual community of practice and would like to receive information about clinical facilitation at least once per week. Findings indicate both inhibitors and opportunities for workforce development within healthcare environments that need to be addressed. Support of graduate-ready nurses can be achieved through an integrated outlook that enables health professionals within organisations to undertake mobile learning in situ. A flexible and collaborative approach to continuing professional development within organisations could enhance practice development and could positively impact on workforce development.

Introduction of leadership training based on PM theory at a nuclear power plant. An analysis of leadership, morale and self-efficacy

Energy Technology Data Exchange (ETDEWEB)

Yoshida, Michio [Kumamoto Univ. (Japan). Dept. of Physics; Yoshiyama, Naohiro; Misumi, Emiko; Matsuda, Ryosuke; Misumi, Jyuji; Hiraki, Tadao; Sakurai, Yukihiro

1997-09-01

PM leadership training(PMT) course was introduced into three nuclear power plants for the purpose of accident prevention. PMT is a six-month training course consisting of three parts, i.e., lecture, PM survey, and participants` practice at their workplace. The major aim of PMT is to change participants` leadership behavior into PM-type that is the most desirable for group effectiveness. In this study, we examined the effects of PMT on participants` leadership, subordinates` morale and participants` self-efficacy. Participants were fifty-six supervisors working in operation or maintenance in each nuclear power plant. The supervisors have eight hundred forty five subordinates in all. The major results were as follows: (1) Not only participants` leadership Performance(P) and Maintenance(M) behavior was strengthened, but also their subordinates` morale increased during PMT`s 6-month course. (2) Strengthening both P and M behavior was the most effective in building up subordinates` morale, especially in teamwork, meeting satisfaction, and communication. (3) Participants` self-efficacy was related with the strength of their P behavior and subordinates` group morale. These results show that PMT course is effective in accident prevention in nuclear power plants. Finally, we discuss some future problems of the development of PMT in nuclear power plants. (author)

Introduction of leadership training based on PM theory at a nuclear power plant. An analysis of leadership, morale and self-efficacy

International Nuclear Information System (INIS)

Yoshida, Michio; Yoshiyama, Naohiro; Misumi, Emiko; Matsuda, Ryosuke; Misumi, Jyuji; Hiraki, Tadao; Sakurai, Yukihiro.

1997-01-01

PM leadership training(PMT) course was introduced into three nuclear power plants for the purpose of accident prevention. PMT is a six-month training course consisting of three parts, i.e., lecture, PM survey, and participants' practice at their workplace. The major aim of PMT is to change participants' leadership behavior into PM-type that is the most desirable for group effectiveness. In this study, we examined the effects of PMT on participants' leadership, subordinates' morale and participants' self-efficacy. Participants were fifty-six supervisors working in operation or maintenance in each nuclear power plant. The supervisors have eight hundred forty five subordinates in all. The major results were as follows: (1) Not only participants' leadership Performance(P) and Maintenance(M) behavior was strengthened, but also their subordinates' morale increased during PMT's 6-month course. (2) Strengthening both P and M behavior was the most effective in building up subordinates' morale, especially in teamwork, meeting satisfaction, and communication. (3) Participants' self-efficacy was related with the strength of their P behavior and subordinates' group morale. These results show that PMT course is effective in accident prevention in nuclear power plants. Finally, we discuss some future problems of the development of PMT in nuclear power plants. (author)

US Department of Energy standardized radiation safety training

International Nuclear Information System (INIS)

Trinoskey, P.A.

1997-02-01

The following working groups were formed under the direction of a radiological training coordinator: managers, supervisors, DOE auditors, ALARA engineers/schedulers/planners, radiological control personnel, radiation-generating device operators, emergency responders, visitors, Pu facilities, U facilities, tritium facilities, accelerator facilities, biomedical researchers. General courses for these groups are available, now or soon, in the form of handbooks

Supervisor behaviour, psychological need satisfaction, employee engagement and intention to leave / Chanelle Badenhorst

OpenAIRE

Badenhorst, Chanélle

2015-01-01

For organisations in South Africa to preserve talented and skilled employees it is important that these organisations consider the psychological needs of their employees. This is particularly true for supervisors and their relationships with their subordinates. South Africans are daily engaged in working and influencing people within their workplaces. Although supervisors are not capable of addressing or changing all the problems and concerns of employees, they can intervene in order to impro...

Female Supervisors of Arab School Education in Israel

Science.gov (United States)

Arar, Khalid Husny

2014-01-01

This paper discusses the characteristics of women discipline supervisors in the Arab education system in Israel, through their professional development to their attainment of senior supervisory posts. It examines how they attain supervision posts and perform various managerial functions in what is considered a male role, in a patriarchal society,…

Technical Training: Places available

CERN Multimedia

Monique Duval

2004-01-01

If you wish to participate in one of the following courses, please discuss with your supervisor and apply electronically directly from the course description pages that can be found on the Web at: http://www.cern.ch/Training/ or fill in an 'application for training' form available from your Divisional Secretariat or from your DTO (Divisional Training Officer). Applications will be accepted in the order of their receipt. The number of places available may vary. Please check our Web site to find out the current availability. Places are available in the following courses: AutoCAD 2002 - niveau 1 : 13, 14, 23, 24.09.2004 (4 jours) Introduction to the CERN EDMS : 22.6.2004 (1 day) The CERN EDMS for local administrators : 23 & 24.6.2004 (2 days) MAGNE-04 : Magnétisme pour l'électrotechnique : 6 - 8.7.2004 (3 jours) Introduction au VHDL et utilisation du simulateur NCVHDL de CADENCE : 7 & 8.9.2004 (2 jours) ENSEIGNEMENT TECHNIQUE TECHNICAL TRAINING...

Setting a good example: supervisors as work-life-friendly role models within the context of boundary management.

Science.gov (United States)

Koch, Anna R; Binnewies, Carmen

2015-01-01

This multisource, multilevel study examined the importance of supervisors as work-life-friendly role models for employees' boundary management. Particularly, we tested whether supervisors' work-home segmentation behavior represents work-life-friendly role modeling for their employees. Furthermore, we tested whether work-life-friendly role modeling is positively related to employees' work-home segmentation behavior. Also, we examined whether work-life-friendly role modeling is positively related to employees' well-being in terms of feeling less exhausted and disengaged. In total, 237 employees and their 75 supervisors participated in our study. Results from hierarchical linear models revealed that supervisors who showed more segmentation behavior to separate work and home were more likely perceived as work-life-friendly role models. Employees with work-life-friendly role models were more likely to segment between work and home, and they felt less exhausted and disengaged. One may conclude that supervisors as work-life-friendly role models are highly important for employees' work-home segmentation behavior and gatekeepers to implement a work-life-friendly organizational culture. PsycINFO Database Record (c) 2014 APA, all rights reserved.

Cross-lagged relations between mentoring received from supervisors and employee OCBs: Disentangling causal direction and identifying boundary conditions.

Science.gov (United States)

Eby, Lillian T; Butts, Marcus M; Hoffman, Brian J; Sauer, Julia B

2015-07-01

Although mentoring has documented relationships with employee attitudes and outcomes of interest to organizations, neither the causal direction nor boundary conditions of the relationship between mentoring and organizational citizenship behaviors (OCBs) has been fully explored. On the basis of Social Learning Theory (SLT; Bandura, 1977, 1986), we predicted that mentoring received by supervisors would causally precede OCBs, rather than employee OCBs resulting in the receipt of more mentoring from supervisors. Results from cross-lagged data collected at 2 points in time from 190 intact supervisor-employee dyads supported our predictions; however, only for OCBs directed at individuals (OCB-Is) and not for OCBs directed at the organization (OCB-Os). Further supporting our theoretical rationale for expecting mentoring to precede OCBs, we found that coworker support operates as a substitute for mentoring in predicting OCB-Is. By contrast, no moderating effects were found for perceived organizational support. The results are discussed in terms of theoretical implications for mentoring and OCB research, as well as practical suggestions for enhancing employee citizenship behaviors. (c) 2015 APA, all rights reserved).

Analysis of the effect of conflict-management and resolution training on employee stress at a healthcare organization.

Science.gov (United States)

Haraway, Dana L; Haraway, William M

2005-01-01

Conflict is inevitable and can be both positive and negative. Although it is impossible, and probably not wise, to eliminate conflict, it is prudent for healthcare organizations to provide direct instruction in conflict-management training. In this study, 23 supervisors and managers in a local healthcare organization participated in two 3-hour sessions designed to teach practical conflict-management strategies immediately applicable to their workplace duties and responsibilities. A comparison of pretest and posttest measures indicates statistically significant differences in four areas and suggests a positive influence of the brief intervention.

Teachers' Loyalty to Their Supervisors and Organizational Commitment

Science.gov (United States)

Çelebi, Nurhayat; Korumaz, Mithat

2016-01-01

A number of studies on teachers' organizational commitment based some findings of western context in Turkey. But some of the characteristics prove that organizational issues cannot be resulted with the terms in Western World. One of the new concepts in organizational issues for Eastern culture is loyalty to supervisor (in school context supervisor…

Instructional games and activities for criticality safety training

International Nuclear Information System (INIS)

Bullard, B.; McBride, J.

1993-01-01

During the past several years, the Training and Management Systems Division (TMSD) staff of Oak Ridge Institute for Science and Education (ORISE) has designed and developed nuclear criticality safety (NCS) training programs that focus on high trainee involvement through the use of instructional games and activities. This paper discusses the instructional game, initial considerations for developing games, advantages and limitations of games, and how games may be used in developing and implementing NCS training. It also provides examples of the various instructional games and activities used in separate courses designed for Martin Marietta Energy Systems (MMES's) supervisors and U.S. Nuclear Regulatory Commission (NRC) fuel facility inspectors

Therapist and supervisor competencies in cognitive behavioural therapy.

Science.gov (United States)

Prasko, Jan; Vyskocilová, Jana; Mozny, Petr; Novotny, Miroslav; Slepecky, Milos

2011-01-01

For cognitive behavioural therapy, acquisition and maintenance of psychotherapeutic and supervisory competencies is crucial. The PubMed, Web of Science and Scopus databases were searched for articles containing the following keywords: cognitive-behavioural therapy, competencies, therapeutic relationship, intervention, technique, training, supervision, self-reflection, empirically supported, transference, countertransference, scheme of therapy, dialectical behaviour therapy. The search was performed by repeating the words in different combinations with no language or time limitations. The articles were sorted and key articles listed in reference lists were searched. In addition, original texts by A.T. Beck, J. Beck, C. Padesky, M. Linehan, R. Leahy, J. Young, W. Kuyken and others were used. The resources were confronted with our own psychotherapeutic and supervisory experiences and only most relevant information was included in the text. Thus, the article is a review with conclusions concerned with competencies in cognitive behavioural therapy. For cognitive behavioural therapy, four domains of competencies in psychotherapy are crucial - relationship, case assessment and conceptualization, self-reflection and intervention. These may be divided into foundational, specific and supervisory. The foundational competencies include recognition of empirical basis for a clinical approach, good interpersonal skills, ability to establish and maintain the therapeutic relationship, self-reflection, sensitivity to a difference and ethical behaviour. The specific competencies involve the skill of case conceptualization in terms of maladaptive beliefs and patterns of behaviour, ability to think scientifically and teach this to the patient, structure therapy and sessions, assign and check homework, etc. The supervisor's competencies include multiple responsibilities in supporting the supervisee, identification and processing of the therapist's problems with the patient, continuous

Mutual assumptions and facts about nondisclosure among clinical supervisors and students in group supervision

DEFF Research Database (Denmark)

Nielsen, Geir Høstmark; Skjerve, Jan; Jacobsen, Claus Haugaard

2009-01-01

In the two preceding papers of this issue of Nordic Psychology the authors report findings from a study of nondisclosure among student therapists and clinical supervisors. The findings were reported separately for each group. In this article, the two sets of findings are held together and compared......, so as to draw a picture of mutual assumptions and facts about nondisclosure among students and supervisors....

Technical Training: C++ for Particle Physicists

CERN Multimedia

2004-01-01

If you wish to participate in one of the following courses, please discuss with your supervisor and apply electronically directly from the course description pages that can be found on the Web at: http://www.cern.ch/Training/ or fill in an "application for training" form available from your Divisional Secretariat or from your DTO (Divisional Training Officer). Applications will be accepted in the order of their receipt. TECHNICAL TRAINING Monique Duval tel. 74924 technical.training@cern.ch Please note that Paul Kunz will be giving his very popular and highly recommended C++ course again on 8 - 12 March. The course costs 200 CHF, and advance registration is required. People with CERN EDH accounts can apply electronically directly from the Web course description page : http://cern.ch/TechnicalTraining/ENSTEC/p2002/Software/cpppp_e.asp Team Visitors should ask their Group Leader to send an e-mail to the DTO of PH Department, M. Burri, referring to the ‘C++ for Particle Physicists' ...

Technical Training: C++ for Particle Physicists

CERN Multimedia

2004-01-01

If you wish to participate in one of the following courses, please discuss with your supervisor and apply electronically directly from the course description pages that can be found on the Web at: http://www.cern.ch/Training/ or fill in an "application for training" form available from your Divisional Secretariat or from your DTO (Divisional Training Officer). Applications will be accepted in the order of their receipt. TECHNICAL TRAINING Monique Duval tel. 74924 technical.training@cern.ch Please note that Paul Kunz will be giving his very popular and highly recommended C++ course again on 8 - 12 March. The course costs 200 CHF, and advance registration is required. People with CERN EDH accounts can apply electronically directly from the Web course description page: http://cern.ch/TechnicalTraining/ENSTEC/p2002/Software/cpppp_e.asp Team Visitors should ask their Group Leader to send an e-mail to the DTO of PH Department, M. Burri, referring to the ‘C++ for Particle Physicists' c...

Language Training: French

CERN Multimedia

Françoise Benz

2004-01-01

If you wish to participate in one of the following courses, please discuss with your supervisor and apply electronically directly from the course description pages that can be found on the Web at: http://www.cern.ch/Training/ or fill in an 'application for training' form available from your Divisional Secretariat or from your DTO (Divisional Training Officer). Applications will be accepted in the order of their receipt.General and Professional French Courses The next session will take place from 26 April to 02 July 2004. These courses are open to all persons working on the Cern site, and to their spouses. For registration and further information on the courses, please consult our Web pages: http://cern.ch/Training or contact Mrs. Benz: Tel. 73127. Writing Professional Documents in French The next session will take place from 26 April to 02 July 2004. This course is designed for people with a good level of spoken French. Duration: 30 hours Price: 660 CHF (for 8 students) For further information and registra...

Workplace Climate and Peer Support as Determinants of Training Transfer

Science.gov (United States)

Martin, Harry J.

2010-01-01

Although billions of dollars are spent annually on training and development, much about the transfer processes is not well understood. This study investigated the interaction of workplace climate and peer support on the transfer of learning in a corporate field setting. Supervisor ratings of performance on several skill dimensions were obtained…

The Use of Role Play in the Training of Hypnotherapy.

Science.gov (United States)

Sanders, Shirley

A model has been developed for using role play in the supervision and training of hypnotherapy. Specific techniques can be role played by trainee and supervisor which can enable the trainee to develop skill and confidence in the use of hypnotic techniques. Hypnotic induction, listening, observing and providing feedback, relaxation,…

The Content Feedback Practices of Applied Linguistics Doctoral Supervisors in New Zealand and Australian Universities

Science.gov (United States)

Bitchener, John

2016-01-01

The focus of this article is on the written feedback that supervisors say they often give their second language (L2) doctoral students. Little is known about the focus of this feedback and about what supervisors consider as priorities in the early draft writing of dissertation chapters. Given the potentially different priorities and foci of…

Challenges Facing Supervisors and Students in the Process of ...

African Journals Online (AJOL)

The paper established that communication, supervisorstudent relationship, access to literature, plagiarism, and poor writing skills among some students are some of the key challenges facing students and supervisors in writing dissertations/theses at OUT. The paper recommends that communication between students and ...

Simulator training effectiveness: instructor training and qualifications

International Nuclear Information System (INIS)

Scholand, G.W.

1985-01-01

Nuclear power plant simulators have become the most important tool in training nuclear power plant operators. Yet, as these machines continue to become even more sophisticated, highly trained and experienced instructors with unique skills and insights are still essential in order to achieve effective and meaningful training. The making of a qualified simulator instructor involves training and techniques that exceed the traditional programs required of a Senior Reactor Operator (SRO). This paper discusses (i) the training necessary to produce a competent simulator instructor; and (ii) the continuing task of maintaining his or her proficiency. (author)

Technical Training: Places available

CERN Multimedia

2004-01-01

If you wish to participate in one of the following courses, please discuss with your supervisor and apply electronically directly from the course description pages that can be found on the Web at: http://www.cern.ch/Training/ or fill in an "application for training" form available from your Divisional Secretariat or from your DTO (Divisional Training Officer). Applications will be accepted in the order of their receipt. TECHNICAL TRAINING Monique Duval tel. 74924 technical.training@cern.ch The number of places available may vary. Please check our Web site to find out the current availability. Places are available in the following courses: Project Planning with MS-Project :6 & 13.5.2004 (2 days) Word 2003 - niveau 1 : 10 & 11.5.2004 (2 jours) Oracle 9i : SQL : 17 - 19.5.2004 (3 days) Word 2003 - niveau 2 : 24 & 25.5.2004 (2 jours) EXCEL 2003 - niveau 1: 27 & 28.5.2004 (2 jours) STEP7 Programming Level 1 : 1 - 4.6.2004 (4 days) Oracle 9i : Programming with PL/SQL : 2 - 4.6.2...

Technical Training: Places available

CERN Multimedia

Monique Duval

2004-01-01

If you wish to participate in one of the following courses, please discuss with your supervisor and apply electronically directly from the course description pages that can be found on the Web at: http://www.cern.ch/Training/ or fill in an "application for training" form available from your Divisional Secretariat or from your DTO (Divisional Training Officer). Applications will be accepted in the order of their receipt. TECHNICAL TRAINING Monique Duval tel. 74924 technical.training@cern.ch The number of places available may vary. Please check our Web site to find out the current availability. Places are available in the following courses: C++ for Particle Physicists : 8 - 12.3.2004 (6 X 4-hour sessions) Introduction to the CERN EDMS : 9.3.2004 (1 day, free of charge) The EDMS MTF in Practice : 10.3.2004 (morning, free of charge) CLEAN-2002: Working in a Cleanroom : 10.3.2004 (afternoon, free of charge) The CERN EDMS for Engineers : 11.3.2004 (1 day, free of charge) LabVIEW hands-on (E):...

Technical Training: Places available

CERN Multimedia

2004-01-01

If you wish to participate in one of the following courses, please discuss with your supervisor and apply electronically directly from the course description pages that can be found on the Web at: http://www.cern.ch/Training/ or fill in an "application for training" form available from your Divisional Secretariat or from your DTO (Divisional Training Officer). Applications will be accepted in the order of their receipt. TECHNICAL TRAINING Monique Duval tel. 74924 technical.training@cern.ch The number of places available may vary. Please check our Web site to find out the current availability. Places are available in the following courses: LabVIEW base 1 : 25 - 27.2.2004(3 jours) Instructor-led WBTechT study or follow-up for Microsoft applications : 26.2.2004 (morning) CLEAN-2002 : Working in a Cleanroom : 10.3.2004 (afternoon - free of charge) C++ for Particle Physicists : 8 - 12.3.2004 (6 X 4-hour sessions) LabVIEW hands-on (E) : 16.3.2004 (afternoon) LabVIEW Basics 1 : 22 - 24.3.2004 ...

Technical Training: Places available

CERN Multimedia

2004-01-01

If you wish to participate in one of the following courses, please discuss with your supervisor and apply electronically directly from the course description pages that can be found on the Web at: http://www.cern.ch/Training/ or fill in an "application for training" form available from your Divisional Secretariat or from your DTO (Divisional Training Officer). Applications will be accepted in the order of their receipt. TECHNICAL TRAINING Monique Duval tel. 74924 technical.training@cern.ch The number of places available may vary. Please check our Web site to find out the current availability. Places are available in the following courses: Instructor-led WBTechT study for Microsoft applications :12.2.2004 (morning) Instructor-led WBTechT study or follow-up for Microsoft applications : 19.2.2004 (morning) LabVIEW TestStand I (E) : 23 & 24.2.2004 (2 days) LabVIEW base 1 : 25 - 27.2.2004 (3 jours) Instructor-led WBTechT study or follow-up for Microsoft applications : 19.2.2004 (morning) CLEAN-2002 ...

Technical Training: Places available

CERN Multimedia

2004-01-01

If you wish to participate in one of the following courses, please discuss with your supervisor and apply electronically directly from the course description pages that can be found on the Web at: http://www.cern.ch/Training/ or fill in an "application for training" form available from your Divisional Secretariat or from your DTO (Divisional Training Officer). Applications will be accepted in the order of their receipt. TECHNICAL TRAINING Monique Duval tel. 74924 technical.training@cern.ch The number of places available may vary. Please check our Web site to find out the current availability. Places are available in the following courses: Instructor-led WBTechT study or follow-up for Microsoft applications : 19.2.2004 (morning) LabVIEW TestStand I (E) : 23 & 24.2.2004 (2 days) LabVIEW base 1 : 25 - 27.2.2004 (3 jours) Instructor-led WBTechT study or follow-up for Microsoft applications : 26.2.2004 (morning) CLEAN-2002 : Working in a Cleanroom : 10.3.2004 (afternoon - free of charge) C++ for Pa...

Technical Training: Places Available

CERN Multimedia

Monique Duval

2004-01-01

If you wish to participate in one of the following courses, please discuss with your supervisor and apply electronically directly from the course description pages that can be found on the Web at: http://www.cern.ch/Training/ or fill in an 'application for training' form available from your Divisional Secretariat or from your DTO (Divisional Training Officer). Applications will be accepted in the order of their receipt. Technical Training Monique Duval - Tel.74924 technical.training@cern.ch The number of places available may vary. Please check our Web site to find out the current availability. Places are available in the following courses: Oracle 9i: SQL: 17 - 19.5.2004 (3 days) Word 2003 - niveau 2 : 24 & 25.5.2004 (2 jours) EXCEL 2003 - niveau 1 : 27 & 28.5.2004 (2 jours) STEP7 Programming Level 1: 1 - 4.6.2004 (4 days) Oracle 9i : Programming with PL/SQL: 2 - 4.6.2004 (3 days) CST Microwave Studio: 3 & 4.6.2004 (2 days) Oracle 9i : New f...

Technical Training: Places available

CERN Multimedia

Monique Duval

2004-01-01

If you wish to participate in one of the following courses, please discuss with your supervisor and apply electronically directly from the course description pages that can be found on the Web at: http://www.cern.ch/Training/ or fill in an 'application for training' form available from your Divisional Secretariat or from your DTO (Divisional Training Officer). Applications will be accepted in the order of their receipt. Technical Training Monique Duval - Tel.74924 technical.training@cern.ch The number of places available may vary. Please check our Web site to find out the current availability. Places are available in the following courses: Word 2003 - niveau 2 : 24 & 25.5.2004 (2 jours) VisualEliteHDL : 25 & 26.5.2004 (2 days) EXCEL 2003 - niveau 1 : 27 & 28.5.2004 (2 jours) STEP7 Programming Level 1: 1 - 4.6.2004 (4 days) Oracle 9i : Programming with PL/SQL: 2 - 4.6.2004 (3 days) CST Microwave Studio: 3 & 4.6.2004 (2 days) Oracle 9...

Technical Training: Places available

CERN Multimedia

2004-01-01

If you wish to participate in one of the following courses, please discuss with your supervisor and apply electronically directly from the course description pages that can be found on the Web at: http://www.cern.ch/Training/ or fill in an "application for training" form available from your Divisional Secretariat or from your DTO (Divisional Training Officer). Applications will be accepted in the order of their receipt. TECHNICAL TRAINING Monique Duval tel. 74924 technical.training@cern.ch The number of places available may vary. Please check our Web site to find out the current availability. Places are available in the following courses: C++ for Particle Physicists : 8 - 12.3.2004 (6 X 4-hour sessions) Introduction to the CERN EDMS : 9.3.2004 (1 day, free of charge) The EDMS MTF in Practice : 10.3.2004 (morning, free of charge) CLEAN-2002 : Working in a Cleanroom : 10.3.2004 (afternoon, free of charge) The CERN EDMS for Engineers : 11.3.2004 (1 day, free of charge) LabVIEW...

Technical Training: Places available**

CERN Multimedia

2004-01-01

If you wish to participate in one of the following courses, please discuss with your supervisor and apply electronically directly from the course description pages that can be found on the Web at: http://www.cern.ch/Training/ or fill in an "application for training" form available from your Divisional Secretariat or from your DTO (Divisional Training Officer). Applications will be accepted in the order of their receipt. TECHNICAL TRAINING Monique Duval tel. 74924 technical.training@cern.ch ** The number of places available may vary. Please check our Web site to find out the current availability. Places are available in the following courses: The JAVA Programming Language Level 1 : 9 & 10.1.2004 (2 days) LabVIEW TestStand I (E) : 23 & 24.2.2004 (2 days) LabVIEW base 1 : 25 - 27.2.2004 (3 jours) CLEAN-2002 : Working in a Cleanroom : 10.3.2004 (afternoon - free of charge) C++ for Particle Physicists : 8 - 12.3.2004 ( 6 X 4-hour sessions) LabVIEW hands-on (E) 16.3...

Technical Training: Places available

CERN Multimedia

2004-01-01

If you wish to participate in one of the following courses, please discuss with your supervisor and apply electronically directly from the course description pages that can be found on the Web at: http://www.cern.ch/Training/ or fill in an "application for training" form available from your Divisional Secretariat or from your DTO (Divisional Training Officer). Applications will be accepted in the order of their receipt. TECHNICAL TRAINING Monique Duval tel. 74924 technical.training@cern.ch The number of places available may vary. Please check our Web site to find out the current availability. Places are available in the following courses: Instructor-led WBTechT study or follow-up for Microsoft applications : 1.4.2004 (morning) FrontPage XP - niveau 1 : 5 & 6.4.2004 (2 jours) AutoCAD 2002 - niveau 1 : 19, 20.4 et 3, 4.5.2004 (4 jours) Oracle 8i/9i - Develop Web-based Applications with PL/SQL : 19 & 20.4.2004 (2 days) Introduction to ANSYS : 20 - 23.4.2004 (4 day...

Technical Training: Places available

CERN Multimedia

2004-01-01

If you wish to participate in one of the following courses, please discuss with your supervisor and apply electronically directly from the course description pages that can be found on the Web at: http://www.cern.ch/Training/ or fill in an "application for training" form available from your Divisional Secretariat or from your DTO (Divisional Training Officer). Applications will be accepted in the order of their receipt. TECHNICAL TRAINING Monique Duval tel. 74924 technical.training@cern.ch The number of places available may vary. Please check our Web site to find out the current availability. Places are available in the following courses: Computational Electromagnetics with the ELEKTRA Module of OPERA-3D : 27 & 28.4.2004 (2 days) Hands-on Introduction to Python Programming : 3 - 5.5.2004 (3 days) LabVIEW Base 2 : 6 & 7.5.2004 (2 jours) Project Planning with MS-Project : 6 & 13.5.2004 (2 days) Word 2003 - niveau 1 : 10 & 11.5.2004 (2 jours) Oracle 9i : SQL : 10 - 12.5.2004 (3...

Technical Training: Places available

CERN Multimedia

2004-01-01

If you wish to participate in one of the following courses, please discuss with your supervisor and apply electronically directly from the course description pages that can be found on the Web at: http://www.cern.ch/Training/ or fill in an "application for training" form available from your Divisional Secretariat or from your DTO (Divisional Training Officer). Applications will be accepted in the order of their receipt. TECHNICAL TRAINING Monique Duval tel. 74924 technical.training@cern.ch The number of places available may vary. Please check our Web site to find out the current availability. Places are available in the following courses: AutoCAD 2002 - niveau 1 : 19, 20.4 et 3, 4.5.2004 (4 jours) Oracle 8i/9i - Develop Web-based Applications with PL/SQL : 19 & 20.4.2004 (2 days) Introduction to ANSYS : 20 - 23.4.2004 (4 days) LabVIEW Hands-on : 20.4.2004 (half-day, p.m.) FrontPage XP - niveau 2 : 26 & 27.4.2004 (2 jours) The Joint PVSS JCOP Framework : 26 -...

TECHNICAL TRAINING: Places available**

CERN Multimedia

2003-01-01

If you wish to participate in one of the following courses, please discuss with your supervisor and apply electronically directly from the course description pages that can be found on the Web at: http://www.cern.ch/Training/ or fill in an "application for training" form available from your Divisional Secretariat or from your DTO (Divisional Training Officer). Applications will be accepted in the order of their receipt. TECHNICAL TRAINING Monique Duval Tel. 74924 technical.training@cern.ch ** The number of places available may vary. Please check our Web site to find out the current availability. Places are available in the following courses: The EDMS-MTF in practice (free of charge) : 28 -  30.10.03 (6 half-day sessions) AutoCAD 2002 – Level 1 : 3, 4, 12, 13.11.03 (4 days) LabVIEW TestStand ver. 3 : 4 & 5.11.03 (2 days) Introduction to PSpice : 4.11.03 p.m. (half-day) Hands-on Introduction to Python Programming : 12 – 14.11.03 (3 days) ACCESS ...

Language Training: English

CERN Multimedia

Françoise Benz

2005-01-01

If you wish to participate in one of the following courses, please discuss with your supervisor and apply electronically directly from the course description pages that can be found on the Web at: http://www.cern.ch/Training/ or fill in an 'application for training' form available from your Divisional Secretariat or from your DTO (Divisional Training Officer). Applications will be accepted in the order of their receipt. Oral Expression The next session will take place from January to March 2005. This course is intended for people with a good knowledge of English who want to practise and maintain their speaking skills while extending their vocabulary. There will be a maximum of 10 participants in a class. Speaking activities will include discussions, meeting simulations, role-plays etc. depending on the needs of the students. Timetable: Tuesday 11.30 to 13.30 Duration: 20 hours Price: 440 CHF (for a minimum of 8 students) Writing Professional Documents in English The next session will take place from Januar...

Handbook of Social Media for Researchers and Supervisors

OpenAIRE

Minocha, Shailey; Petre, Marian

2012-01-01

The goal of this handbook is to assist researchers and their supervisors to adopt and use social media tools in the service of their research, and, in particular, in engaging in the discourse of research. The handbook presents an innovative suite of resources for developing and maintaining a social media strategy for research dialogues.

Template for letter of approval by Research Supervisor

International Development Research Centre (IDRC) Digital Library (Canada)

Liliane Castets-Poupart

a) the approval of the candidate's final version of their research proposal (not just the research topic) by the research supervisor; b) the list of courses already completed and still to be completed by the candidate in the master's/PhD program; c) confirmation that all courses will be completed, and, for PhD candidates,.

Interpreting the SARA and RCRA training requirements

International Nuclear Information System (INIS)

Moreland, W.M.; Wells, S.M.

1987-01-01

The Resource Conservation and Recovery Act (RCRA) and the Superfund Amendments and Reauthorization Act (SARA) promulgated by the EPA (RCRA) and the OSHA (SARA) require hazardous materials training for all individuals working with hazardous materials. Facilities that are involved in the generation, storage, treatment, transportation, or disposal/removal of hazardous materials/waste must comply with all relevant training regulations. Using the guidelines contained in the RCRA and SARA regulations, decisions must be made to determine: the type of regulatory requirement based on facility function (i.e., whether the facility is a RCRA or CERCLA facility). The type of training required for specific categories of workers (e.g. managers, supervisors, or general site workers). The level of training needed for each category of worker. This presentation outlines how the Environmental Compliance and Health Protection Technical Resources and Training Group, working with waste operations personnel, establishes specific training requirements

CERN Technical Training Programme: Learning for the LHC!

CERN Multimedia

2003-01-01

In collaboration with AS and AC divisions, the Technical Training Programme is launching EVM Hands-on Tutorials specifically designed for those people involved in the current EVM for LHC exercise. The goal of the EVM Hands-on Training Sessions is to provide insight in Earned Value Management as implemented at CERN. Following this course will enable you to understand the EVM methodology, the tools used at CERN, the procedures used for the data-collection and data-reporting and assist you in analysing cost & schedule variances. The course is an intensive 2-hour 'hands-on' training session. If you are interested in this course, please discuss with your supervisor or your DTO. More information and online registration by EDH are available from the Technical Training web pages: http://www.cern.ch/TechnicalTraining/

CERN Technical Training Programme: Learning for the LHC !

CERN Multimedia

2003-01-01

In collaboration with AS and AC divisions, the Technical Training Programme is launching EVM Hands-on Tutorials specifically designed for those people involved in the current EVM for LHC exercise. The goal of the EVM Hands-on Training Sessions is to provide insight in Earned Value Management as implemented at CERN. Following this course will enable you to understand the EVM methodology, the tools used at CERN, the procedures used for the data-collection and data-reporting and assist you in analysing cost & schedule variances. The course is an intensive 2-hour 'hands-on' training session. If you are interested in this course, please discuss with your supervisor or your DTO. More information and online registration by EDH are available from the Technical Training web pages: http://www.cern.ch/TechnicalTraining/

Academic Training: Climate change and challenges for the environment / POSTPONED!!!

CERN Multimedia

Françoise benz

2005-01-01

2004-2005 ACADEMIC TRAINING PROGRAMME LECTURE SERIES 20, 21, 22 June 20, 21, 22 June, from 11:00 to 12:00 - Main Auditorium, bldg. 500 Climate change and challenges for the environment C. SCHLUECHTER / Univ. Bern, CH The seminar is postponed. ENSEIGNEMENT ACADEMIQUE ACADEMIC TRAINING Françoise Benz 73127 academic.training@cern.ch If you wish to participate in one of the following courses, please discuss with your supervisor and apply electronically directly from the course description pages that can be found on the Web at: http://www.cern.ch/Training/ or fill in an 'application for training' form available from your Divisional Secretariat or from your DTO (Divisional Training Officer). Applications will be accepted in the order of their receipt.

Job satisfaction and teamwork : the role of supervisor support

NARCIS (Netherlands)

Griffin, M.A.; Patterson, M.G.; West, M.A.

2001-01-01

The link between teamwork and job satisfaction was investigated in a sample of 48 manufacturing companies comprising 4708 employees. Two separate research questions were addressed. First, it was proposed that supervisor support would be a weaker source of job satisfaction in companies with higher

How supervisors' reminders relate to subordinates' absorption and creativity

NARCIS (Netherlands)

Gevers, J.M.P.; Demerouti, E.

2013-01-01

Purpose – This study aims to examine supervisors' temporal reminders and subordinates' pacing style as they relate to employees' absorption in work tasks, and subsequently creativity. Design/methodology/approach – The study involved a weekly diary study among 32 employees of an IT-development

Effects of Delayed Audio-Based Self-Monitoring on Teacher Completion of Learning Trials

Science.gov (United States)

Lylo, Brooke J.; Lee, David L.

2013-01-01

Although instructors may teach effective instructional behaviors in pre-service training programs, pre-service teachers frequently do not generalize those behaviors to classroom practicum settings. Feedback within the practicum setting is necessary to promote generalization, but is often limited by university supervisors' availability. Using a…

Effects of a work injury prevention program for housekeeping in the hotel industry.

Science.gov (United States)