Feedback: an essential element of student learning in clinical practice.

Science.gov (United States)

Clynes, Mary P; Raftery, Sara E C

2008-11-01

Clinical practice is an essential component of the nursing curriculum. In order for the student to benefit fully from the experience regular performance feedback is required. Feedback should provide the student with information on current practice and offer practical advice for improved performance. The importance of feedback is widely acknowledged however it appears that there is inconsistency in its provision to students. The benefits of feedback include increased student confidence, motivation and self-esteem as well as improved clinical practice. Benefits such as enhanced interpersonal skills and a sense of personal satisfaction also accrue to the supervisor. Barriers to the feedback process are identified as inadequate supervisor training and education, unfavourable ward learning environment and insufficient time spent with students. In addition to the appropriate preparation of the supervisor effective feedback includes an appreciation of the steps of the feedback process, an understanding of the student response to feedback and effective communication skills.

The Nature of Feedback Given to Elementary Student Teachers from University Supervisors after Observations of Mathematics Lessons

Science.gov (United States)

Schwartz, Catherine; Walkowiak, Temple A.; Poling, Lisa; Richardson, Kerri; Polly, Drew

2018-01-01

This research explores the frequency and nature of mathematics-specific feedback given to elementary student teachers by university supervisors across a collection of post-lesson observation forms. Approximately one-third of the forms (n = 250) analysed from five large universities had no comments related to mathematics. Forms that did have…

Comprehensive feedback on trainee surgeons’ non-technical skills

Science.gov (United States)

Dieckmann, Peter; Beier-Holgersen, Randi; Rosenberg, Jacob; Oestergaard, Doris

2015-01-01

Objectives This study aimed to explore the content of conversations, feedback style, and perceived usefulness of feedback to trainee surgeons when conversations were stimulated by a tool for assessing surgeons’ non-technical skills. Methods Trainee surgeons and their supervisors used the Non-Technical Skills for Surgeons in Denmark tool to stimulate feedback conversations. Audio recordings of post-operation feedback conversations were collected. Trainees and supervisors provided questionnaire responses on the usefulness and comprehensiveness of the feedback. The feedback conversations were qualitatively analyzed for content and feedback style. Usefulness was investigated using a scale from 1 to 5 and written comments were qualitatively analyzed. Results Six trainees and six supervisors participated in eight feedback conversations. Eighty questionnaires (response rate 83 percent) were collected from 13 trainees and 12 supervisors. Conversations lasted median eight (2-15) minutes. Supervisors used the elements and categories in the tool to structure the content of the conversations. Supervisors tended to talk about the trainees’ actions and their own frames rather than attempting to understand the trainees’ perceptions. Supervisors and trainees welcomed the feedback opportunity and agreed that the conversations were useful and comprehensive. Conclusions The content of the feedback conversations reflected the contents of the tool and the feedback was considered useful and comprehensive. However, supervisors talked primarily about their own frames, so in order for the feedback to reach its full potential, supervisors may benefit from training techniques to stimulate a deeper reflection among trainees. PMID:25602262

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.

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…

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.

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

Feedback on students' clinical reasoning skills during fieldwork education.

Science.gov (United States)

de Beer, Marianne; Mårtensson, Lena

2015-08-01

Feedback on clinical reasoning skills during fieldwork education is regarded as vital in occupational therapy students' professional development. The nature of supervisors' feedback however, could be confirmative and/or corrective and corrective feedback could be with or without suggestions on how to improve. The aim of the study was to evaluate the impact of supervisors' feedback on final-year occupational therapy students' clinical reasoning skills through comparing the nature of feedback with the students' subsequent clinical reasoning ability. A mixed-method approach with a convergent parallel design was used combining the collection and analysis of qualitative and quantitative data. From focus groups and interviews with students, data were collected and analysed qualitatively to determine how the students experienced the feedback they received from their supervisors. By quantitatively comparing the final practical exam grades with the nature of the feedback, their fieldwork End-of-Term grades and average academic performance it became possible to merge the results for comparison and interpretation. Students' clinical reasoning skills seem to be improved through corrective feedback if accompanied by suggestions on how to improve, irrespective of their average academic performance. Supervisors were inclined to underrate high performing students and overrate lower performing students. Students who obtained higher grades in the final practical examinations received more corrective feedback with suggestions on how to improve from their supervisors. Confirmative feedback alone may not be sufficient for improving the clinical reasoning skills of students. © 2015 The Authors. Australian Occupational Therapy Journal published by Wiley Publishing Asia Pty Ltd on behalf of Occupational Therapy Australia.

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…

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.

Feedback in formative OSCEs: comparison between direct observation and video-based formats

Science.gov (United States)

Junod Perron, Noëlle; Louis-Simonet, Martine; Cerutti, Bernard; Pfarrwaller, Eva; Sommer, Johanna; Nendaz, Mathieu

2016-01-01

Introduction Medical students at the Faculty of Medicine, University of Geneva, Switzerland, have the opportunity to practice clinical skills with simulated patients during formative sessions in preparation for clerkships. These sessions are given in two formats: 1) direct observation of an encounter followed by verbal feedback (direct feedback) and 2) subsequent review of the videotaped encounter by both student and supervisor (video-based feedback). The aim of the study was to evaluate whether content and process of feedback differed between both formats. Methods In 2013, all second- and third-year medical students and clinical supervisors involved in formative sessions were asked to take part in the study. A sample of audiotaped feedback sessions involving supervisors who gave feedback in both formats were analyzed (content and process of the feedback) using a 21-item feedback scale. Results Forty-eight audiotaped feedback sessions involving 12 supervisors were analyzed (2 direct and 2 video-based sessions per supervisor). When adjusted for the length of feedback, there were significant differences in terms of content and process between both formats; the number of communication skills and clinical reasoning items addressed were higher in the video-based format (11.29 vs. 7.71, p=0.002 and 3.71 vs. 2.04, p=0.010, respectively). Supervisors engaged students more actively during the video-based sessions than during direct feedback sessions (self-assessment: 4.00 vs. 3.17, p=0.007; active problem-solving: 3.92 vs. 3.42, p=0.009). Students made similar observations and tended to consider that the video feedback was more useful for improving some clinical skills. Conclusion Video-based feedback facilitates discussion of clinical reasoning, communication, and professionalism issues while at the same time actively engaging students. Different time and conceptual frameworks may explain observed differences. The choice of feedback format should depend on the educational

Feedback in formative OSCEs: comparison between direct observation and video-based formats

Directory of Open Access Journals (Sweden)

Noëlle Junod Perron

2016-11-01

Full Text Available Introduction: Medical students at the Faculty of Medicine, University of Geneva, Switzerland, have the opportunity to practice clinical skills with simulated patients during formative sessions in preparation for clerkships. These sessions are given in two formats: 1 direct observation of an encounter followed by verbal feedback (direct feedback and 2 subsequent review of the videotaped encounter by both student and supervisor (video-based feedback. The aim of the study was to evaluate whether content and process of feedback differed between both formats. Methods: In 2013, all second- and third-year medical students and clinical supervisors involved in formative sessions were asked to take part in the study. A sample of audiotaped feedback sessions involving supervisors who gave feedback in both formats were analyzed (content and process of the feedback using a 21-item feedback scale. Results: Forty-eight audiotaped feedback sessions involving 12 supervisors were analyzed (2 direct and 2 video-based sessions per supervisor. When adjusted for the length of feedback, there were significant differences in terms of content and process between both formats; the number of communication skills and clinical reasoning items addressed were higher in the video-based format (11.29 vs. 7.71, p=0.002 and 3.71 vs. 2.04, p=0.010, respectively. Supervisors engaged students more actively during the video-based sessions than during direct feedback sessions (self-assessment: 4.00 vs. 3.17, p=0.007; active problem-solving: 3.92 vs. 3.42, p=0.009. Students made similar observations and tended to consider that the video feedback was more useful for improving some clinical skills. Conclusion: Video-based feedback facilitates discussion of clinical reasoning, communication, and professionalism issues while at the same time actively engaging students. Different time and conceptual frameworks may explain observed differences. The choice of feedback format should depend on

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

Comprehensive feedback on trainee surgeons' non-technical skills

DEFF Research Database (Denmark)

Spanager, Lene; Dieckmann, Peter; Beier-Holgersen, Randi

2015-01-01

OBJECTIVE: This study aimed to explore the content of conversations, feedback style, and perceived usefulness of feedback to trainee surgeons when conversations were stimulated by a tool for assessing surgeons' non-technical skills. METHODS: Trainee surgeons and their supervisors used the Non...... qualitatively analyzed for content and feedback style. Usefulness was investigated using a scale from 1 to 5 and written comments were qualitatively analyzed. RESULTS: Six trainees and six supervisors participated in eight feedback conversations. Eighty questionnaires (response rate 83 percent) were collected...

Examination of a perceived cost model of employees' negative feedback-seeking behavior.

Science.gov (United States)

Lu, Kuo-Ming; Pan, Su-Ying; Cheng, Jen-Wei

2011-01-01

The present study extends the feedback-seeking behavior literature by investigating how supervisor-related antecedents (i.e., supervisors' expert power, reflected appraisals of supervisors, and supervisors' emotional intelligence) influence subordinates' negative feedback-seeking behavior (NFSB) through different cost/value perceptions (i.e., expectancy value, self-presentation cost, and ego cost). Using data collected from 216 supervisor-subordinate dyads from various industries in Taiwan, we employ structural equation modeling analysis to test our hypotheses. The results show that expectancy value mediates the relationship between supervisor expert power and subordinates' NFSB. Moreover, self-presentation cost mediates the relationship between reflected appraisals of supervisors' and subordinates' NFSB. Theoretical and practical implications of this study are also discussed.

Am I ready for it? Students’ perceptions of meaningful feedback on entrustable professional activities

NARCIS (Netherlands)

Duijn, Chantal C. M. A.; Welink, Lisanne S; Mandoki, Mira; Ten Cate, Olle Th J; Kremer, Wim D. J.; Bok, Harold G. J.

2017-01-01

Background Receiving feedback while in the clinical workplace is probably the most frequently voiced desire of students. In clinical learning environments, providing and seeking performance-relevant information is often difficult for both supervisors and students. The use of entrustable professional

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.

Trends in Industry Supervisors' Feedback on Business Communication Internships

Science.gov (United States)

Sapp, David Alan; Zhang, Qin

2009-01-01

The purpose of this empirical study is to explore expectations of industry insiders and identify how student interns are performing in relation to those expectations as defined by 11 performance areas. The results of a survey of 238 industry supervisors were collected over a 5-year period in the departments of English and communication at a…

Master's Thesis Projects: Student Perceptions of Supervisor Feedback

Science.gov (United States)

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

2013-01-01

A growing body of research has investigated student perceptions of written feedback in higher education coursework, but few studies have considered feedback perceptions in one-on-one and face-to-face contexts such as master's thesis projects. In this article, student perceptions of feedback are explored in the context of the supervision of…

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.

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.

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…

How does feedback and peer feedback affect collaborative writing in a virtual learning environment?

NARCIS (Netherlands)

Guasch, Teresa; Espasa, Anna; Alvarez, Ibis; Kirschner, Paul A.

2011-01-01

Guasch, T., Espasa, A., Alvarez, I., & Kirschner, P. A. (2011, 31 May). How does feedback and peer feedback affect collaborative writing in a virtual learning environment? Presentation at a Learning & Cognition meeting, Open Universiteit in the Netherlands, Heerlen, The Netherlands.

360-degree feedback for medical trainees

DEFF Research Database (Denmark)

Holm, Ellen; Holm, Kirsten; Sørensen, Jette Led

2015-01-01

feedback and assessment. In order to secure reliability 8-15 respondents are needed. It is a matter of discussion whether the respondents should be chosen by the trainee or by a third part, and if respondents should be anonymous. The process includes a feedback session with a trained supervisor....

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.

Confidential conversations between supervisor and employee as a means for improving leadership: a quasi-experimental study in hospital wards.

Science.gov (United States)

Kivimäki, M

1996-11-01

Although yearly confidential conversations between a supervisor and an employee have been recommended as a means for improving leadership, evidence on the actual effects of these conversations has been lacking. The present study therefore investigated whether confidential conversations improve perceptions of goal clarity, sufficiency of feedback and innovativeness, and elicit satisfaction with the supervisor's leadership style within the hospital setting. Nine wards were divided into one experimental group (3 wards) and two control groups (3 + 3 wards). A questionnaire on goal clarity, feedback, innovativeness and satisfaction was administered twice to every group (1st measurement: r = 186, 2nd measurement: n = 163). The experimental group began confidential conversations after the first measurement, control group 1 entered into conversations during both measurements, and control group 2 did not enter into conversations at the time of either measurement. Confidential conversations improved perceived feedback. In both measurements, the sufficiency of feedback was reported to be significantly better in the groups having conversations than in the other groups. In addition, there was a significant positive change in the perceived sufficiency of feedback in the experimental group but not in the other groups. Confidential conversations did not affect the perceptions of goal clarity and innovativeness or elicit satisfaction with the supervisor's management style.

Home nurses' turnover intentions: the impact of informal supervisory feedback and self-efficacy.

Science.gov (United States)

Van Waeyenberg, Thomas; Decramer, Adelien; Anseel, Frederik

2015-12-01

To examine how home nurses' turnover intentions are affected by the quality and frequency of supervisory feedback and by their own self-efficacy. Little is known about effective retention strategies for the growing home healthcare sector that struggles to retain an adequate workforce. While the work environment and supervisors have been found to play a key-role in nurses' turnover intentions, home nurses mostly work autonomously and apart from their supervisors. These circumstances require a customized approach and need to be understood to ensure high-quality home health care. We used a correlational, cross-sectional survey design. A convenience sample of 312 home nurses was selected from a division of a large home health care organization in Flanders, Belgium. Data were collected in 2013 using structured questionnaires and analysed using descriptive statistics, structural equation modelling and relative weight analysis. The quality of feedback was related to lower levels of turnover intentions. This relationship was fully mediated by home nurses' self-efficacy. Frequent favourable feedback was directly related to lower turnover intentions while the relationship between frequent unfavourable feedback and turnover intentions was conditional on home nurses' level of self-efficacy. This study contributes to our understanding of home nurses' turnover intentions and the role of informal supervisory feedback and home nurses' self-efficacy. © 2015 John Wiley & Sons Ltd.

Partially blind instantly decodable network codes for lossy feedback environment

KAUST Repository

Sorour, Sameh

2014-09-01

In this paper, we study the multicast completion and decoding delay minimization problems for instantly decodable network coding (IDNC) in the case of lossy feedback. When feedback loss events occur, the sender falls into uncertainties about packet reception at the different receivers, which forces it to perform partially blind selections of packet combinations in subsequent transmissions. To determine efficient selection policies that reduce the completion and decoding delays of IDNC in such an environment, we first extend the perfect feedback formulation in our previous works to the lossy feedback environment, by incorporating the uncertainties resulting from unheard feedback events in these formulations. For the completion delay problem, we use this formulation to identify the maximum likelihood state of the network in events of unheard feedback and employ it to design a partially blind graph update extension to the multicast IDNC algorithm in our earlier work. For the decoding delay problem, we derive an expression for the expected decoding delay increment for any arbitrary transmission. This expression is then used to find the optimal policy that reduces the decoding delay in such lossy feedback environment. Results show that our proposed solutions both outperform previously proposed approaches and achieve tolerable degradation even at relatively high feedback loss rates.

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

Exploring Occupational Therapy Students' Meaning of Feedback during Fieldwork Experiences

Science.gov (United States)

Rathgeber, Karen Lynne

2014-01-01

Researchers have revealed that students' confidence and performance improve after they receive feedback from clinical supervisors regarding the delivery of quality patient care. Multiple studies of feedback have focused on the provision and acceptance of feedback; however, it was not known if or how students internalized feedback to promote…

Penilaian Kinerja dengan Menggunakan Konsep 360 Derajat Feedback

OpenAIRE

Widya, Rita

2004-01-01

The concept of 360 degree appraisal is straight forward enough. In the systems, individuals evalute themselves and receive feedback from other employees and organizational members. The feedback comes from an individuals immediate supervisor and peers, and if the individual is manager from his or her direct subordinates. Employees performance can improved through feedback with evaluate themselves and receives feedback from other employees. With apply the concept of 360 degree feedback for gett...

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)

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...

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.

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

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).

Design of Feedback in Interactive Multimedia Language Learning Environments

Directory of Open Access Journals (Sweden)

Vehbi Türel

2012-01-01

Full Text Available In interactive multimedia environments, different digital elements (i. e. video, audio, visuals, text, animations, graphics and glossary can be combined and delivered on the same digital computer screen (TDM 1997: 151, CCED 1987, Brett 1998: 81, Stenton 1998: 11, Mangiafico 1996: 46. This also enables effectively provision and presentation of feedback in pedagogically more efficient ways, which meets not only the requirement of different teaching and learning theories, but also the needs of language learners who vary in their learning-style preferences (Robinson 1991: 156, Peter 1994: 157f.. This study aims to bring out the pedagogical and design principles that might help us to more effectively design and customise feedback in interactive multimedia language learning environments. While so doing, some examples of thought out and customized computerised feedback from an interactive multimedia language learning environment, which were designed and created by the author of this study and were also used for language learning purposes, will be shown.

"Ignoring Me Is Part of Learning": Supervisory Feedback on Doctoral Writing

Science.gov (United States)

Carter, Susan; Kumar, Vijay

2017-01-01

Doctoral supervisors aim for two goals. One is a strong thesis, timely in submission. The other is the fully fledged independent researcher who is able to write about research clearly within an epistemologically accepted framework. Feedback and feedforward on writing should address both goals. However, in many institutions, supervisors are under…

Designing and Evaluating Tutoring Feedback Strategies for digital learning environments on the basis of the Interactive Tutoring Feedback Model

Directory of Open Access Journals (Sweden)

Susanne Narciss

2013-06-01

Full Text Available This paper describes the interactive tutoring feedback model (ITF-model; Narciss, 2006; 2008, and how it can be applied to the design and evaluation of feedback strategies for digital learning environments. The ITF-model conceptualizes formative tutoring feedback as a multidimensional instructional activity that aims at contributing to the regulation of a learning process in order to help learners acquire or improve the competencies needed to master learning tasks. It integrates findings from systems theory with recommendations of prior research on interactive instruction and elaborated feedback, on task analyses, on error analyses, and on tutoring techniques. Based on this multi-dimensional view of formative tutoring feedback methodological implications for designing and investigating multiple effects of feedback under multiple individual and situational conditions are described. Furthermore, the paper outlines how the implications of the ITF-model have been applied in several studies to the design and evaluation of tutoring feedback strategies for digital learning environments (e.g., Narciss, 2004; Narciss & Huth, 2006; Narciss, Schnaubert, Andres, Eichelmann, Goguadze, & Sosnovsky, 2013.

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.

Designing and Evaluating Tutoring Feedback Strategies for Digital Learning Environments on the Basis of the Interactive Tutoring Feedback Model

Science.gov (United States)

Narciss, Susanne

2013-01-01

This paper describes the interactive tutoring feedback model (ITF-model; Narciss, 2006; 2008), and how it can be applied to the design and evaluation of feedback strategies for digital learning environments. The ITF-model conceptualizes formative tutoring feedback as a multidimensional instructional activity that aims at contributing to the…

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.

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.

Virtual environment to evaluate multimodal feedback strategies for augmented navigation of the visually impaired.

Science.gov (United States)

Hara, Masayuki; Shokur, Solaiman; Yamamoto, Akio; Higuchi, Toshiro; Gassert, Roger; Bleuler, Hannes

2010-01-01

This paper proposes a novel experimental environment to evaluate multimodal feedback strategies for augmented navigation of the visually impaired. The environment consists of virtual obstacles and walls, an optical tracking system and a simple device with audio and vibrotactile feedback that interacts with the virtual environment, and presents many advantages in terms of safety, flexibility, control over experimental parameters and cost. The subject can freely move in an empty room, while the position of head and arm are tracked in real time. A virtual environment (walls, obstacles) is randomly generated, and audio and vibrotactile feedback are given according to the distance from the subjects arm to the virtual walls/objects. We investigate the applicability of our environment using a simple, commercially available feedback device. Experiments with unimpaired subjects show that it is possible to use the setup to "blindly" navigate in an unpredictable virtual environment. This validates the environment as a test platform to investigate navigation and exploration strategies of the visually impaired, and to evaluate novel technologies for augmented navigation.

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.

Peer Feedback to Facilitate Project-Based Learning in an Online Environment

Science.gov (United States)

Ching, Yu-Hui; Hsu, Yu-Chang

2013-01-01

There has been limited research examining the pedagogical benefits of peer feedback for facilitating project-based learning in an online environment. Using a mixed method approach, this paper examines graduate students' participation and perceptions of peer feedback activity that supports project-based learning in an online instructional design…

Does Narrative Feedback Enhance Children's Motor Learning in a Virtual Environment?

Science.gov (United States)

Levac, Danielle E; Lu, Amy S

2018-04-30

Augmented feedback has motivational and informational functions in motor learning, and is a key feature of practice in a virtual environment (VE). This study evaluated the impact of narrative (story-based) feedback as compared to standard feedback during practice of a novel task in a VE on typically developing children's motor learning, motivation and engagement. Thirty-eight children practiced navigating through a virtual path, receiving narrative or non-narrative feedback following each trial. All participants improved their performance on retention but not transfer, with no significant differences between groups. Self-reported engagement was associated with acquisition, retention and transfer for both groups. A narrative approach to feedback delivery did not offer an additive benefit; additional affective advantages of augmented feedback for motor learning in VEs should be explored.

Supervisor training

DEFF Research Database (Denmark)

Pedersen, Inge Nygaard

2015-01-01

on the experience of an integrated supervisor training programme offered in Aalborg, Denmark in 2009/2010. In this programme general issues of professional supervision and the application of artistic media as a core element in the supervisory process were Integrated. It is the hope of the author that this article...... will inspire other music therapists to develop supervisor training programmes for professional music therapists and also to undertake further research into professional supervision....

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.

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)

Feedback in clinical education: untying the Gordian knot.

Science.gov (United States)

Weinstein, Debra F

2015-05-01

Feedback is essential to clinical education, especially in the era of competencies, milestones, and entrustable professional activities. It is, however, an area where medical educators often fall short. Although educational leaders and faculty supervisors provide feedback in a variety of clinical settings, surveys show important gaps in medical student and resident satisfaction with the feedback received, suggesting lost opportunities to identify performance problems as well as to help each learner reach his or her greatest potential.In this issue of Academic Medicine, Telio and colleagues extend the empirically validated concept of a "therapeutic alliance" to propose the "educational alliance" as a framework for enhancing feedback in medical education. They highlight the importance of source credibility, which depends on the teacher-learner relationship and alignment of values, the teacher's understanding of the learner's role and goals, the teacher's direct observation of the learner, and the learner's perception of the teacher's good intentions. The author of this Commentary suggests that the educational alliance framework should prompt medical educators to reconsider feedback and explore opportunities for optimizing it. Most medical schools and graduate medical education programs are not designed in a way that supports the education alliance model, but the Commentary author offers suggestions for cultivating educational alliances, including rethinking supervisor selection criteria. Such interventions should be combined with ongoing faculty development and efforts to improve coaching and mentoring for students, residents, and fellows. Untying the Gordian knot of effective feedback will require innovative approaches, exchange of successful strategies, and continued research.

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.

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

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

Unipedal balance in healthy adults: effect of visual environments yielding decreased lateral velocity feedback.

Science.gov (United States)

Deyer, T W; Ashton-Miller, J A

1999-09-01

To test the (null) hypotheses that the reliability of unipedal balance is unaffected by the attenuation of visual velocity feedback and that, relative to baseline performance, deterioration of balance success rates from attenuated visual velocity feedback will not differ between groups of young men and older women, and the presence (or absence) of a vertical foreground object will not affect balance success rates. Single blind, single case study. University research laboratory. Two volunteer samples: 26 healthy young men (mean age, 20.0yrs; SD, 1.6); 23 healthy older women (mean age, 64.9 yrs; SD, 7.8). Normalized success rates in unipedal balance task. Subjects were asked to transfer to and maintain unipedal stance for 5 seconds in a task near the limit of their balance capabilities. Subjects completed 64 trials: 54 trials of three experimental visual scenes in blocked randomized sequences of 18 trials and 10 trials in a normal visual environment. The experimental scenes included two that provided strong velocity/weak position feedback, one of which had a vertical foreground object (SVWP+) and one without (SVWP-), and one scene providing weak velocity/strong position (WVSP) feedback. Subjects' success rates in the experimental environments were normalized by the success rate in the normal environment in order to allow comparisons between subjects using a mixed model repeated measures analysis of variance. The normalized success rate was significantly greater in SVWP+ than in WVSP (p = .0001) and SVWP- (p = .013). Visual feedback significantly affected the normalized unipedal balance success rates (p = .001); neither the group effect nor the group X visual environment interaction was significant (p = .9362 and p = .5634, respectively). Normalized success rates did not differ significantly between the young men and older women in any visual environment. Near the limit of the young men's or older women's balance capability, the reliability of transfer to unipedal

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).

Partially blind instantly decodable network codes for lossy feedback environment

KAUST Repository

Sorour, Sameh; Douik, Ahmed S.; Valaee, Shahrokh; Al-Naffouri, Tareq Y.; Alouini, Mohamed-Slim

2014-01-01

an expression for the expected decoding delay increment for any arbitrary transmission. This expression is then used to find the optimal policy that reduces the decoding delay in such lossy feedback environment. Results show that our proposed solutions both

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...

Frequency modulation atomic force microscopy in ambient environments utilizing robust feedback tuning

Science.gov (United States)

Kilpatrick, J. I.; Gannepalli, A.; Cleveland, J. P.; Jarvis, S. P.

2009-02-01

Frequency modulation atomic force microscopy (FM-AFM) is rapidly evolving as the technique of choice in the pursuit of high resolution imaging of biological samples in ambient environments. The enhanced stability afforded by this dynamic AFM mode combined with quantitative analysis enables the study of complex biological systems, at the nanoscale, in their native physiological environment. The operational bandwidth and accuracy of constant amplitude FM-AFM in low Q environments is heavily dependent on the cantilever dynamics and the performance of the demodulation and feedback loops employed to oscillate the cantilever at its resonant frequency with a constant amplitude. Often researchers use ad hoc feedback gains or instrument default values that can result in an inability to quantify experimental data. Poor choice of gains or exceeding the operational bandwidth can result in imaging artifacts and damage to the tip and/or sample. To alleviate this situation we present here a methodology to determine feedback gains for the amplitude and frequency loops that are specific to the cantilever and its environment, which can serve as a reasonable "first guess," thus making quantitative FM-AFM in low Q environments more accessible to the nonexpert. This technique is successfully demonstrated for the low Q systems of air (Q ˜40) and water (Q ˜1). In addition, we present FM-AFM images of MC3T3-E1 preosteoblast cells acquired using the gains calculated by this methodology demonstrating the effectiveness of this technique.

Learning feedback and feedforward control in a mirror-reversed visual environment.

Science.gov (United States)

Kasuga, Shoko; Telgen, Sebastian; Ushiba, Junichi; Nozaki, Daichi; Diedrichsen, Jörn

2015-10-01

When we learn a novel task, the motor system needs to acquire both feedforward and feedback control. Currently, little is known about how the learning of these two mechanisms relate to each other. In the present study, we tested whether feedforward and feedback control need to be learned separately, or whether they are learned as common mechanism when a new control policy is acquired. Participants were trained to reach to two lateral and one central target in an environment with mirror (left-right)-reversed visual feedback. One group was allowed to make online movement corrections, whereas the other group only received visual information after the end of the movement. Learning of feedforward control was assessed by measuring the accuracy of the initial movement direction to lateral targets. Feedback control was measured in the responses to sudden visual perturbations of the cursor when reaching to the central target. Although feedforward control improved in both groups, it was significantly better when online corrections were not allowed. In contrast, feedback control only adaptively changed in participants who received online feedback and remained unchanged in the group without online corrections. Our findings suggest that when a new control policy is acquired, feedforward and feedback control are learned separately, and that there may be a trade-off in learning between feedback and feedforward controllers. Copyright © 2015 the American Physiological Society.

Novice supervisors' tasks and training - a descriptive study

DEFF Research Database (Denmark)

Nielsen, Jan; Jacobsen, Claus H.; Mathiesen, Birgit Bork

development, experience, and practice. In this presentation we focus on the tasks and training of the respondents as novice supervisors. The results show, that a majority of novice supervisors were confronted with complicated jobs, e.g., group, internal and interdisciplinary supervision, but were not prepared......There is a lack of data on the influence of the debut as a supervisor on the later career. However, extrapolating data from therapist development, we assume that the first years as novice supervisor are important for the following career as supervisor in particular. The first job as novice......, i.e. trained, prior to these tasks. These findings imply that more training is needed for novice supervisors. Preferably, this training should be introduced before, or at least parallel to, the first supervisor tasks, preparing the novice supervisors for the often complicated tasks they are meeting....

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.

Novice supervisors' tasks and training

DEFF Research Database (Denmark)

Nielsen, Jan; Jacobsen, Claus Haugaard; Mathiesen, Birgit Bork

2012-01-01

were confronted with complicated jobs, e.g., group, internal and interdisciplinary supervision, but were not prepared, i.e. trained, prior to these tasks. These findings imply that more training is needed for novice supervisors. Preferably, this training should be introduced before, or at least...... Questionnaire covering a wide range of items on professional development, experience, and practice. In this paper we focus on background data (experience, training and practice), specifically the tasks and training of the respondents as novice supervisors. The results show, that a majority of novice supervisors...

Fieldwork practice for learning: Lessons from occupational therapy students and their supervisors

Directory of Open Access Journals (Sweden)

Deshini Naidoo

2016-05-01

Full Text Available Background. Fieldwork practice forms a vital part of occupational therapy (OT education and contributes significantly to competent practice and students’ clinical reasoning. Students’ learning is positively or negatively influenced by their fieldwork experience. Objective. To explore the views and experiences of final-year OT students, site-based clinicians and university-based academic supervisors to identify strategies that influenced students’ learning during fieldwork practice. Methods. This descriptive qualitative study used a purposeful sampling technique. Data collection strategies included focus group discussions with clinical and academic supervisors and semistructured interviews with final-year students. Each set of data was analysed according to the research questions. The researcher analysed the data into themes, which were corroborated by a supervisor. Data source and analyst triangulation ensured trustworthiness of the study. Results. Two themes, i.e. difficulties experienced by students during fieldwork and supervision strategies that they found beneficial for learning, are described. Guidance and mentoring from experienced therapists helped students to link observations from assessments and intervention plans. Observations of treatment sessions, peer learning and practice in the skills laboratories were beneficial for learning, competence and confidence. Guided questions from supervisors to enhance reflexive practice and peer learning strengthened the students’ confidence and ability to give feedback to their peers. The students also benefited from sessions that allowed them the freedom and space to work autonomously. Conclusion. This study provides insight into the difficulties that students experienced when engaging with fieldwork and offers some strategies that have been found to advance their learning.

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.

Ombud’s Corner: the gift of feedback

CERN Multimedia

Sudeshna Datta-Cockerill

2016-01-01

Dealing with feedback is an essential part of any learning process. Taking into account other people’s perceptions of what we do or say can be a very valuable insight into ways in which we can develop and improve our performance. However, knowing how to give feedback does not come naturally, and we can all gain from developing this skill.   In the workplace, feedback can be considered a gift when delivered with positive intent and empathy. It is a two-way process and everyone – supervisors and staff alike – can benefit from listening to feedback from others. Giving feedback effectively, however, can sometimes present a challenge, and it is certainly in everyone’s interest to invest in learning how to deliver honest and appropriate messages in the most constructive way possible. Feedback is often of a sensitive nature and it can backfire badly if it is delivered at the wrong time (e.g. too late) or in the wrong place (e.g. during team meetings as opposed to ...

Measurement of worker perceptions of trust and safety climate in managers and supervisors at commercial grain elevators.

Science.gov (United States)

Mosher, G A; Keren, N; Freeman, S A; Hurburgh, C R

2013-04-01

The safety climate of an agricultural workplace may be affected by several things, including the level of trust that workers have in their work group supervisor and organizational management. Safety climate has been used by previous safety researchers as a measure of worker perceptions of the relative importance of safety as compared with other operational goals. Trust has been linked to several positive safety outcomes, particularly in hazardous work environments, but has not been examined relative to safety climate in the perennially hazardous work environment of a commercial grain elevator. In this study, 177 workers at three Midwest grain elevator companies completed online surveys measuring their perceptions of trust and safety at two administrative levels: organizational management and work group supervisors. Positive and significant relationships were noted between trust and safety climate perceptions for organizational managers and for work group supervisors. Results from this research suggest that worker trust in organizational management and work group supervisors has a positive influence on the employees' perceptions of safety climate at the organizational and work group levels in an agricultural workplace.

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.

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.

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/.

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.

Who wants feedback? An investigation of the variables influencing residents' feedback-seeking behavior in relation to night shifts.

Science.gov (United States)

Teunissen, Pim W; Stapel, Diederik A; van der Vleuten, Cees; Scherpbier, Albert; Boor, Klarke; Scheele, Fedde

2009-07-01

The literature on feedback in clinical medical education has predominantly treated trainees as passive recipients. Past research has focused on how clinical supervisors can use feedback to improve a trainee's performance. On the basis of research in social and organizational psychology, the authors reconceptualized residents as active seekers of feedback. They investigated what individual and situational variables influence residents' feedback-seeking behavior on night shifts. Early in 2008, the authors sent obstetrics-gynecology residents in the Netherlands--both those in their first two years of graduate training and those gaining experience between undergraduate and graduate training--a questionnaire that assessed four predictor variables (learning and performance goal orientation, and instrumental and supportive leadership), two mediator variables (perceived feedback benefits and costs), and two outcome variables (frequency of feedback inquiry and monitoring). They used structural equation modeling software to test a hypothesized model of relationships between variables. The response rate was 76.5%. Results showed that residents who perceive more feedback benefits report a higher frequency of feedback inquiry and monitoring. More perceived feedback costs result mainly in more feedback monitoring. Residents with a higher learning goal orientation perceive more feedback benefits and fewer costs. Residents with a higher performance goal orientation perceive more feedback costs. Supportive physicians lead residents to perceive more feedback benefits and fewer costs. This study showed that some residents actively seek feedback. Residents' feedback-seeking behavior partially depends on attending physicians' supervisory style. Residents' goal orientations influence their perceptions of the benefits and costs of feedback-seeking.

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

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

Using a Feedback Environment to Improve Creative Performance: A Dynamic Affect Perspective

OpenAIRE

Gong, Zhenxing; Zhang, Na

2017-01-01

Prior research on feedback and creative performance has neglected the dynamic nature of affect and has focused only on the influence of positive affect. We argue that creative performance is the result of a dynamic process in which a person experiences a phase of negative affect and subsequently enters a state of high positive affect that is influenced by the feedback environment. Hierarchical regression was used to analyze a sample of 264 employees from seven industry firms. The results indi...

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

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

Defeating abusive supervision: Training supervisors to support subordinates.

Science.gov (United States)

Gonzalez-Morales, M Gloria; Kernan, Mary C; Becker, Thomas E; Eisenberger, Robert

2018-04-01

Although much is known about the antecedents and consequences of abusive supervision, scant attention has been paid to investigating procedures to reduce its frequency. We conducted a quasiexperiment to examine the effects of supervisor support training on subordinate perceptions of abusive supervision and supervisor support. Supervisors (n = 23) in 4 restaurants were trained in 4 supportive supervision strategies (benevolence, sincerity, fairness, and experiential processing) during 4 2-hr sessions over a period of 2 months. We compared perceived supervisor support and abusive supervision before and 9 months after training for 208 employees whose supervisors received support training and 241 employees in 4 similar control restaurants. Compared to employees in the control restaurants, employees whose supervisors received the support training reported higher levels of perceived supervisor support and less abusive supervision. These findings suggest that a relatively brief training program can help managers become more supportive and less abusive. Theoretical and practical implications for effectively managing abusive supervision are discussed. (PsycINFO Database Record (c) 2018 APA, all rights reserved).

Vision-Based Haptic Feedback for Remote Micromanipulation in-SEM Environment

Science.gov (United States)

Bolopion, Aude; Dahmen, Christian; Stolle, Christian; Haliyo, Sinan; Régnier, Stéphane; Fatikow, Sergej

2012-07-01

This article presents an intuitive environment for remote micromanipulation composed of both haptic feedback and virtual reconstruction of the scene. To enable nonexpert users to perform complex teleoperated micromanipulation tasks, it is of utmost importance to provide them with information about the 3-D relative positions of the objects and the tools. Haptic feedback is an intuitive way to transmit such information. Since position sensors are not available at this scale, visual feedback is used to derive information about the scene. In this work, three different techniques are implemented, evaluated, and compared to derive the object positions from scanning electron microscope images. The modified correlation matching with generated template algorithm is accurate and provides reliable detection of objects. To track the tool, a marker-based approach is chosen since fast detection is required for stable haptic feedback. Information derived from these algorithms is used to propose an intuitive remote manipulation system that enables users situated in geographically distant sites to benefit from specific equipments, such as SEMs. Stability of the haptic feedback is ensured by the minimization of the delays, the computational efficiency of vision algorithms, and the proper tuning of the haptic coupling. Virtual guides are proposed to avoid any involuntary collisions between the tool and the objects. This approach is validated by a teleoperation involving melamine microspheres with a diameter of less than 2 μ m between Paris, France and Oldenburg, Germany.

Ethical Leadership, Leader-Member Exchange and Feedback Seeking: A Double-Moderated Mediation Model of Emotional Intelligence and Work-Unit Structure

Science.gov (United States)

Qian, Jing; Wang, Bin; Han, Zhuo; Song, Baihe

2017-01-01

This research elucidates the role of ethical leadership in employee feedback seeking by examining how and when ethical leadership may exert a positive influence on feedback seeking. Using matched reports from 64 supervisors and 265 of their immediate employees from a hotel group located in a major city in China, we proposed and tested a moderated mediation model that examines leader-member exchange (LMX) as the mediator and emotional intelligence as well as work-unit structure as double moderators in the relationships between ethical leadership and followers’ feedback-seeking behavior from supervisors and coworkers. Our findings indicated that (1) LMX mediated the positive relationship between ethical leadership and feedback seeking from both ethical leaders and coworkers, and (2) emotional intelligence and work-unit structure served as joint moderators on the mediated positive relationship in such a way that the relationship was strongest when the emotional intelligence was high and work-unit structure was more of an organic structure rather than a mechanistic structure. PMID:28744251

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.

Forgone but not forgotten: the effects of partial and full feedback in "harsh" and "kind" environments.

Science.gov (United States)

Rakow, Tim; Newell, Ben R; Wright, Louise

2015-12-01

In a perfect world, the choice of any course of action would lead to a satisfactory outcome, and we would obtain feedback about both our chosen course and those we have chosen to forgo. In reality, however, we often face harsh environments in which we can only minimize losses, and we receive impoverished feedback. In these studies, we examined how decision makers dealt with these challenges in a simple task in which we manipulated three features of the decision: The outcomes from the available options were either mostly positive or mostly negative (kind or harsh environment); feedback was either full or partial (outcomes revealed for all options or only for the chosen option); and for the final 20 trials in a sequence, participants either chose on each trial or set an "advance-directive" policy. The propensity to choose the better option was explained by several factors: Full feedback was more beneficial in harsh than in kind environments; policy decisions encouraged better decisions and ameliorated the adverse impact of a harsh environment; and beliefs about the value of strategy diversification predicted switch rates and choice quality. The results suggest a subtle interplay between bottom-up and top-down processes: Although harsh environments encourage poor choices, and some decision makers choose less well than others, this need not imply that the decision maker has failed to identify the better option.

Using Goals, Feedback, Reinforcement, and a Performance Matrix to Improve Customer Service in a Large Department Store

Science.gov (United States)

Eikenhout, Nelson; Austin, John

2005-01-01

This study employed an ABAC and multiple baseline design to evaluate the effects of (B) feedback and (C) a package of feedback, goalsetting, and reinforcement (supervisor praise and an area-wide celebration as managed through a performance matrix, on a total of 14 various customer service behaviors for a total of 115 employees at a large…

Graduate Students' Needs and Preferences for Written Feedback on Academic Writing

Science.gov (United States)

Singh, Manjet Kaur Mehar

2016-01-01

The aim of this research is to examine graduate students' needs and preferences for written feedback on academic writing from their lecturers and thesis supervisors. Quantitative method via survey questionnaire was used to collect data from 21 respondents. The data collection involved Master and Doctorate students at a tertiary level institution…

Upward Feedback and Its Contribution to Employees' Feeling of Self-Determination

Science.gov (United States)

Bauer, Johannes; Mulder, Regina H.

2006-01-01

Purpose--The paper seeks to show that self-determination is a widely regarded motivational variable in educational research that relates to intrinsically motivated, self-directed learning at work. This study aimed to find out whether the possibility to provide upward feedback to supervisors contributes to employees' feelings of self-determination.…

An Exploration of the Scientific Writing Experience of Nonnative English-Speaking Doctoral Supervisors and Students Using a Phenomenographic Approach

Directory of Open Access Journals (Sweden)

Elizabeth Dean

2015-01-01

Full Text Available Nonnative English-speaking scholars and trainees are increasingly submitting their work to English journals. The study’s aim was to describe their experiences regarding scientific writing in English using a qualitative phenomenographic approach. Two focus groups (5 doctoral supervisors and 13 students were conducted. Participants were nonnative English-speakers in a Swedish health sciences faculty. Group discussion focused on scientific writing in English, specifically, rewards, challenges, facilitators, and barriers. Participants were asked about their needs for related educational supports. Inductive phenomenographic analysis included extraction of referential (phenomenon as a whole and structural (phenomenon parts aspects of the transcription data. Doctoral supervisors and students viewed English scientific writing as challenging but worthwhile. Both groups viewed mastering English scientific writing as necessary but each struggles with the process differently. Supervisors viewed it as a long-term professional responsibility (generating knowledge, networking, and promotion eligibility. Alternatively, doctoral students viewed its importance in the short term (learning publication skills. Both groups acknowledged they would benefit from personalized feedback on writing style/format, but in distinct ways. Nonnative English-speaking doctoral supervisors and students in Sweden may benefit from on-going writing educational supports. Editors/reviewers need to increase awareness of the challenges of international contributors and maximize the formative constructiveness of their reviews.

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

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.

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

Directory of Open Access Journals (Sweden)

Jesús H. Montes de Oca

2014-11-01

Full Text Available The study aimed to determine the effect of the implementation of the program "Manage your Talent" in competence assertive communication skills and teamwork. A quasi-experimental research design was used with pre-test - intervention - post-test with control group. The sample included 28 supervisors of a private company, 13 in the experimental group and 15 in the control group. A type of purposive sample was used. The results suggest a positive impact of the program to significantly increase competition achievement assertive communication (U = 3.5, Z = 4.58, *** P <.000, just as in effective dialogue dimensions (U = 8.0, feedback (U = 10.0, conflict resolution (U= 7.0 and non-verbal communication (U = 4.0, the skills of this competence in the highest increase was recorded were effective dialogue and nonverbal communication. In the other, the increase was lower. Regarding competition teamwork (U = 0.00, Z = 4.837, *** P <.000, just as in the dimensions (U = 9.0, Goal Achievement (U = 15.0, democratic environment (U= 12.0 and decision making (U = 7.0. The skills of this competence in the highest increase was recorded were the subject property, democratic environment and goal achievement. Minor increase in decision-making for managing consensus.

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.

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

Evaluation of feedback given to trainees in medical specialties.

Science.gov (United States)

Tham, Tony Ck; Burr, Bill; Boohan, Mairead

2017-07-01

The aim of this study was to evaluate the quality of feedback provided to specialty trainees (ST3 or higher) in medical specialties during their workplace-based assessments (WBAs). The feedback given in WBAs was examined in detail in a group of 50 ST3 or higher trainees randomly selected from those taking part in a pilot study of changes to the WBA system conducted by the Joint Royal Colleges of Physicians Training Board. They were based in Health Education Northeast (Northern Deanery) and Health Education East of England (Eastern Deanery). Thematic analysis was used to identify commonly occurring themes. Feedback was mainly positive but there were differences in quality between specialties. Problems with feedback included insufficient detail, such that it was not possible to map the progression of the trainee, insufficient action plans made and the timing of feedback not being contemporaneous (feedback not being given at the time of assessment). Recommendations included feedback should be more specific; there need to be more options in the feedback forms for the supervisor to compare the trainee's performance to what is expected and action plans need to be made. © Royal College of Physicians 2017. All rights reserved.

Experiences of a student-run clinic in primary care: a mixed-method study with students, patients and supervisors

Science.gov (United States)

Fröberg, Maria; Leanderson, Charlotte; Fläckman, Birgitta; Hedman-Lagerlöf, Erik; Björklund, Karin; Nilsson, Gunnar H.; Stenfors, Terese

2018-01-01

Objective To explore how a student-run clinic (SRC) in primary health care (PHC) was perceived by students, patients and supervisors. Design A mixed methods study. Clinical learning environment, supervision and nurse teacher evaluation scale (CLES + T) assessed student satisfaction. Client satisfaction questionnaire-8 (CSQ-8) assessed patient satisfaction. Semi-structured interviews were conducted with supervisors. Setting Gustavsberg PHC Center, Stockholm County, Sweden. Subjects Students in medicine, nursing, physiotherapy, occupational therapy and psychology and their patients filled in questionnaires. Supervisors in medicine, nursing and physiotherapy were interviewed. Main outcome measures Mean values and medians of CLES + T and CSQ-8 were calculated. Interviews were analyzed using content analysis. Results A majority of 199 out of 227 student respondents reported satisfaction with the pedagogical atmosphere and the supervisory relationship. Most of the 938 patient respondents reported satisfaction with the care given. Interviews with 35 supervisors showed that the organization of the SRC provided time and support to focus on the tutorial assignment. Also, the pedagogical role became more visible and targeted toward the student’s individual needs. However, balancing the student’s level of autonomy and the own control over care was described as a challenge. Many expressed the need for further pedagogical education. Conclusions High student and patient satisfaction reported from five disciplines indicate that a SRC in PHC can be adapted for heterogeneous student groups. Supervisors experienced that the SRC facilitated and clarified their pedagogical role. Simultaneously their need for continuous pedagogical education was highlighted. The SRC model has the potential to enhance student-centered tuition in PHC. Key Points Knowledge of student-run clinics (SRCs) as learning environments within standard primary health care (PHC) is limited. We report

Experiences of a student-run clinic in primary care: a mixed-method study with students, patients and supervisors.

Science.gov (United States)

Fröberg, Maria; Leanderson, Charlotte; Fläckman, Birgitta; Hedman-Lagerlöf, Erik; Björklund, Karin; Nilsson, Gunnar H; Stenfors, Terese

2018-03-01

To explore how a student-run clinic (SRC) in primary health care (PHC) was perceived by students, patients and supervisors. A mixed methods study. Clinical learning environment, supervision and nurse teacher evaluation scale (CLES + T) assessed student satisfaction. Client satisfaction questionnaire-8 (CSQ-8) assessed patient satisfaction. Semi-structured interviews were conducted with supervisors. Gustavsberg PHC Center, Stockholm County, Sweden. Students in medicine, nursing, physiotherapy, occupational therapy and psychology and their patients filled in questionnaires. Supervisors in medicine, nursing and physiotherapy were interviewed. Mean values and medians of CLES + T and CSQ-8 were calculated. Interviews were analyzed using content analysis. A majority of 199 out of 227 student respondents reported satisfaction with the pedagogical atmosphere and the supervisory relationship. Most of the 938 patient respondents reported satisfaction with the care given. Interviews with 35 supervisors showed that the organization of the SRC provided time and support to focus on the tutorial assignment. Also, the pedagogical role became more visible and targeted toward the student's individual needs. However, balancing the student's level of autonomy and the own control over care was described as a challenge. Many expressed the need for further pedagogical education. High student and patient satisfaction reported from five disciplines indicate that a SRC in PHC can be adapted for heterogeneous student groups. Supervisors experienced that the SRC facilitated and clarified their pedagogical role. Simultaneously their need for continuous pedagogical education was highlighted. The SRC model has the potential to enhance student-centered tuition in PHC. Key Points Knowledge of student-run clinics (SRCs) as learning environments within standard primary health care (PHC) is limited. We report experiences from the perspectives of students, their patients and supervisors

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

Temperature feedback in virtual environments

Science.gov (United States)

Dionisio, Jose

1997-02-01

Virtual reality (VR) is known as one of the most exciting computer-related technologies. Although its definition is still vague among experts, it is expected that a VR system should give the user an experience of being 'immersed' in a synthesized environment. Aims of this deeper level of user immersion range from the look-like of the scenes where realistic rendering is one of the goals (vision stimulus), to interaction paradigms through the use of, e.g., dataglove peripherals type, to acoustics (earring stimulus) trying to merge as much as possible the human senses towards the desired immersion. Attempting to increase the previously mentioned realism, an extra sensorial perception is recalled and the user is exposed to the feeling of 'virtual comfort' by means of a new parameter: the temperature. The obtained results concentrate on interaction paradigms and couple input/output feedback, emphasizing the factor 'presence.' The prototype, although conceptually simple, brings together within a couple of virtual scenarios, a software/hardware solution, so far original in this field.

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

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…

Learning how to learn using simulation: Unpacking disguised feedback using a qualitative analysis of doctors' telephone talk.

Science.gov (United States)

Eppich, Walter J; Rethans, Jan-Joost; Dornan, Timothy; Teunissen, Pim W

2018-05-04

Telephone talk between clinicians represents a substantial workplace activity in postgraduate clinical education, yet junior doctors receive little training in goal-directed, professional telephone communication. To assess educational needs for telephone talk and develop a simulation-based educational intervention. Thematic analysis of 17 semi-structured interviews with doctors-in-training from various training levels and specialties. We identified essential elements to incorporate into simulation-based telephone talk, including common challenging situations for junior doctors as well as explicit and informal aspects that promote learning. These elements have implications for both junior doctors and clinical supervisors, including: (a) explicit teaching and feedback practices and (b) informal conversational interruptions and questions. The latter serve as "disguised" feedback, which aligns with recent conceptualizations of feedback as "performance relevant information". In addition to preparing clinical supervisors to support learning through telephone talk, we propose several potential educational strategies: (a) embedding telephone communication skills throughout simulation activities and (b) developing stand-alone curricular elements to sensitize junior doctors to "disguised" feedback during telephone talk as a mechanism to augment future workplace learning, i.e. 'learning how to learn' through simulation.

Requirements for nurse supervisor training: A qualitative content analysis.

Science.gov (United States)

Dehghani, Khadijeh; Nasiriani, Khadijeh; Salimi, Tahere

2016-01-01

Supervisors should have certain characteristics and adequate preparation for their roles. Yet, there are no well-educated experts knowing about the supervisor's role and responsibilities and how to train them. So, this research was conducted with the purpose of finding the factors affecting nursing supervisor training. This research is an inductive content analysis. Participants were 25 in number, consisting of nurses and supervisors in Shahid Sadoughi University hospitals. The participants were chosen by a purposive sampling method. Data collection was done by semi-structured interviews and reviewing documents. Data were analyzed using conventional content analysis. Findings included two main themes: Firstly, establishment of a supervisory infrastructure that includes "making the appointments and retention of supervisors, clarifying the duties and authority of supervisor, developing supervisory culture, specializing supervision, and conducting practice-based training" and secondly, comprehensive supervisory competencies that include "acquiring scientific, managing, communicative, professional, ethical, pedagogical, and supporting adequacy." Clinical supervisor has a major role in ensuring the quality of nursing care. This leads to improvements in patient care and nurses' personal and professional development. So, it is necessary that for effective supervision in nursing, first an infrastructure is provided for supervision and then the comprehensive competency of a supervisor is enhanced to apply effective supervision.

Guidelines : the do's, don'ts and don't knows of feedback for clinical education

NARCIS (Netherlands)

Lefroy, Janet; Watling, Chris; Teunissen, Pim W; Brand, Paul

2015-01-01

INTRODUCTION: The guidelines offered in this paper aim to amalgamate the literature on formative feedback into practical Do's, Don'ts and Don't Knows for individual clinical supervisors and for the institutions that support clinical learning. METHODS: The authors built consensus by an iterative

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…

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...

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...

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

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.

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

Supervisor's role in training programs as a manager of learning program

Directory of Open Access Journals (Sweden)

2011-06-01

Full Text Available According to the training literature, a supervisor's role in training programs has two major elements: supervisor support and supervisor communication. The ability of supervisors to play effective roles in training programs may increase employees' motivation to learn. The nature of this relationship is interesting, but the role of supervisor's role as a predicting variable is less emphasized in a training program models. Therefore, this study was conducted to examine the effect of supervisor's role in training programs on motivation to learn using 152 usable questionnaires gathered from non-academic employees who have worked in a technological based public university, Malaysia. The outcomes of stepwise regression analysis showed that the supervisor support and supervisor communication significantly associated with motivation to learn. Statistically, this result demonstrates that supervisor's role in training programs does act as an important predictor of motivation to learn in the organizational sample. In addition, discussion, implication and conclusion are elaborated.

The role of organizational insiders' developmental feedback and proactive personality on newcomers' performance: an interactionist perspective.

Science.gov (United States)

Li, Ning; Harris, T Brad; Boswell, Wendy R; Xie, Zhitao

2011-11-01

Drawing from an interactionist approach and feedback research, we examine the role of developmental feedback and proactive personality on newcomer task performance and helping behavior. Data were collected from 2 high-tech joint-ventures within the information technology and manufacturing industries located in Shanghai, China. Results based on 151 newcomer-manager dyads showed that supervisor developmental feedback (SDF) positively related to newcomer helping behavior and that SDF and coworker developmental feedback interactively predicted newcomer task performance. We also found differential moderating effects of proactive personality: SDF more strongly related to helping behavior when proactive personality was lower; conversely, coworker developmental feedback more strongly related to helping behavior when proactive personality was higher. (c) 2011 APA, all rights reserved.

Ombud’s Corner: the gift of feedback (part 2)

CERN Multimedia

Sudeshna Datta-Cockerill

2016-01-01

“When feedback is specific and timely, and also accompanied by a genuinely positive intention, it may be considered to be a gift”. This was the concluding message of the article in the last Bulletin. But how can negative feedback be perceived as an appreciated and useful gift?   As discussed in the previous article, delivering meaningful and effective feedback is an art, and as such, it may also be considered a duty for supervisors, in particular, to invest in honing their skills in order to achieve this aim without triggering demotivation or frustration in their supervisees. But the feedback loop is a two-way process, and requires an open mind on the receiving end in order to be truly useful. If delivered in a constructive and respectful way, feedback can provide us with important clues as to our own possible weaknesses and point us towards ways in which to develop and grow professionally. However, for it to be truly effective, it is up to each of us to hold back our initial ...

Guidelines: the do's, don'ts and don't knows of feedback for clinical education.

Science.gov (United States)

Lefroy, Janet; Watling, Chris; Teunissen, Pim W; Brand, Paul

2015-12-01

The guidelines offered in this paper aim to amalgamate the literature on formative feedback into practical Do's, Don'ts and Don't Knows for individual clinical supervisors and for the institutions that support clinical learning. The authors built consensus by an iterative process. Do's and Don'ts were proposed based on authors' individual teaching experience and awareness of the literature, and the amalgamated set of guidelines were then refined by all authors and the evidence was summarized for each guideline. Don't Knows were identified as being important questions to this international group of educators which if answered would change practice. The criteria for inclusion of evidence for these guidelines were not those of a systematic review, so indicators of strength of these recommendations were developed which combine the evidence with the authors' consensus. A set of 32 Do and Don't guidelines with the important Don't Knows was compiled along with a summary of the evidence for each. These are divided into guidelines for the individual clinical supervisor giving feedback to their trainee (recommendations about both the process and the content of feedback) and guidelines for the learning culture (what elements of learning culture support the exchange of meaningful feedback, and what elements constrain it?) Feedback is not easy to get right, but it is essential to learning in medicine, and there is a wealth of evidence supporting the Do's and warning against the Don'ts. Further research into the critical Don't Knows of feedback is required. A new definition is offered: Helpful feedback is a supportive conversation that clarifies the trainee's awareness of their developing competencies, enhances their self-efficacy for making progress, challenges them to set objectives for improvement, and facilitates their development of strategies to enable that improvement to occur.

Susquehanna SES maintenance supervisor training and certification

International Nuclear Information System (INIS)

Deckman, M.

1991-01-01

Susquehanna's program targets all Supervisors, Supervisor Candidates, and Temporary Supervisors that are responsible for in-plant maintenance or maintenance support activities, including: mechanical maintenance; electrical maintenance; maintenance support (labor support, radwaste, etc.); mobile construction support (mechanical and electrical); chemistry; health physics; maintenance planning; and instrument and controls. The program integrates the three major areas of direct Supervisory responsibilities: (1) Leadership and Management - Skills that require interpersonal activities that are typically humanistic and subjective; such as coaching, motivating, communications, etc. (2) Technical and Administrative - Knowledge that is directly related to the job of Supervising from the production, regulatory, accountability perspective. These topics are very objective and include training on topics such as workpackages, plant chemistry parameters, radiological concerns, etc. (3) Technical Skills - Ensure each Supervisor is technically competent in the plant systems, components, or equipment he/she is tasked with maintaining or overseeing. Typical skills found in this area are, circuit breaker maintenance, primary system sampling, or overhauling pumps

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.

A Daily-Adjusted Goal-Setting and Feedback Procedure for Improving Productivity in a University Admissions Department.

Science.gov (United States)

Wilk, Leslie A.; Redmon, William K.

1990-01-01

Daily goals set by supervisors and feedback were used with three female application processors in a college admissions office. After 39 weeks, comparison with baseline data showed large increases in the amount of work done and decreases in overtime, use of temporaries, and absenteeism. (SK)

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…

Competency-Based Assessment for Clinical Supervisors: Design-Based Research on a Web-Delivered Program

Science.gov (United States)

Williams, Lauren Therese; Grealish, Laurie; Jamieson, Maggie

2015-01-01

Background Clinicians need to be supported by universities to use credible and defensible assessment practices during student placements. Web-based delivery of clinical education in student assessment offers professional development regardless of the geographical location of placement sites. Objective This paper explores the potential for a video-based constructivist Web-based program to support site supervisors in their assessments of student dietitians during clinical placements. Methods This project was undertaken as design-based research in two stages. Stage 1 describes the research consultation, development of the prototype, and formative feedback. In Stage 2, the program was pilot-tested and evaluated by a purposeful sample of nine clinical supervisors. Data generated as a result of user participation during the pilot test is reported. Users’ experiences with the program were also explored via interviews (six in a focus group and three individually). The interviews were transcribed verbatim and thematic analysis conducted from a pedagogical perspective using van Manen’s highlighting approach. Results This research succeeded in developing a Web-based program, “Feed our Future”, that increased supervisors’ confidence with their competency-based assessments of students on clinical placements. Three pedagogical themes emerged: constructivist design supports transformative Web-based learning; videos make abstract concepts tangible; and accessibility, usability, and pedagogy are interdependent. Conclusions Web-based programs, such as Feed our Future, offer a viable means for universities to support clinical supervisors in their assessment practices during clinical placements. A design-based research approach offers a practical process for such Web-based tool development, highlighting pedagogical barriers for planning purposes. PMID:25803172

Supervisor vs. employee safety perceptions and association with future injury in US limited-service restaurant workers.

Science.gov (United States)

Huang, Yueng-Hsiang; Verma, Santosh K; Chang, Wen-Ruey; Courtney, Theodore K; Lombardi, David A; Brennan, Melanye J; Perry, Melissa J

2012-07-01

Many studies have found management commitment to safety to be an important construct of safety climate. This study examined the association between supervisor and employee (shared and individual) perceptions of management commitment to safety and the rate of future injuries in limited-service restaurant workers. A total of 453 participants (34 supervisors/managers and 419 employees) from 34 limited-service restaurants participated in a prospective cohort study. Employees' and managers' perceptions of management commitment to safety and demographic variables were collected at the baseline. The survey questions were made available in three languages: English, Spanish, and Portuguese. For the following 12 weeks, participants reported their injury experience and weekly work hours. A multivariate negative binomial generalized estimating equation model with compound symmetry covariance structure was used to assess the association between the rate of self-reported injuries and measures of safety perceptions. There were no significant relationships between supervisor and either individual or shared employee perceptions of management commitment to safety. Only individual employee perceptions were significantly associated with future employee injury experience but not supervisor safety perceptions or shared employee perceptions. Individual employee perception of management commitment to safety is a significant predictor for future injuries in restaurant environments. A study focusing on employee perceptions would be more predictive of injury outcomes than supervisor/manager perceptions. Copyright © 2012 Elsevier Ltd. All rights reserved.

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.…

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...

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.

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

A food environments feedback system (FoodBack) for empowering citizens and change agents to create healthier community food places.

Science.gov (United States)

Vandevijvere, Stefanie; Williams, Rachel; Tawfiq, Essa; Swinburn, Boyd

2017-11-14

This study developed a systems-based approach (called FoodBack) to empower citizens and change agents to create healthier community food places. Formative evaluations were held with citizens and change agents in six diverse New Zealand communities, supplemented by semi-structured interviews with 85 change agents in Auckland and Hamilton in 2015-2016. The emerging system was additionally reviewed by public health experts from diverse organizations. A food environments feedback system was constructed to crowdsource key indicators of the healthiness of diverse community food places (i.e. schools, hospitals, supermarkets, fast food outlets, sport centers) and outdoor spaces (i.e. around schools), comments/pictures about barriers and facilitators to healthy eating and exemplar stories on improving the healthiness of food environments. All the information collected is centrally processed and translated into 'short' (immediate) and 'long' (after analyses) feedback loops to stimulate actions to create healthier food places. FoodBack, as a comprehensive food environment feedback system (with evidence databases and feedback and recognition processes), has the potential to increase food sovereignty, and generate a sustainable, fine-grained database of food environments for real-time food policy research. © The Author 2017. Published by Oxford University Press. All rights reserved. For Permissions, please email: journals.permissions@oup.com.

Exploring cultural differences in feedback processes and perceived instructiveness during clerkships: replicating a Dutch study in Indonesia.

Science.gov (United States)

Suhoyo, Yoyo; van Hell, Elisabeth A; Prihatiningsih, Titi S; Kuks, Jan B M; Cohen-Schotanus, Janke

2014-03-01

Cultural differences between countries may entail differences in feedback processes. By replicating a Dutch study in Indonesia, we analysed whether differences in processes influenced the perceived instructiveness of feedback. Over a two-week period, Indonesian students (n = 215) recorded feedback moments during clerkships, noting who provided the feedback, whether the feedback was based on observations, who initiated the feedback, and its perceived instructiveness. Data were compared with the earlier Dutch study and analysed with χ(2) tests, t-tests and multilevel techniques. Cultural differences were explored using Hofstede's Model, with Indonesia and the Netherlands differing on "power distance" and "individualism." Perceived instructiveness of feedback did not differ significantly between both countries. However, significant differences were found in feedback provider, observation and initiative. Indonesian students perceived feedback as more instructive if provided by specialists and initiated jointly by the supervisor and student (βresidents = -0.201, p culture. Further research is necessary to unravel other possible influences of culture in implementing feedback procedures in different countries.

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.

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.

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)

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 ...

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.

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.

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.

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

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)

Terrestrial Feedbacks Incorporated in Global Vegetation Models through Observed Trait-Environment Responses

Science.gov (United States)

Bodegom, P. V.

2015-12-01

Most global vegetation models used to evaluate climate change impacts rely on plant functional types to describe vegetation responses to environmental stresses. In a traditional set-up in which vegetation characteristics are considered constant within a vegetation type, the possibility to implement and infer feedback mechanisms are limited as feedback mechanisms will likely involve a changing expression of community trait values. Based on community assembly concepts, we implemented functional trait-environment relationships into a global dynamic vegetation model to quantitatively assess this feature. For the current climate, a different global vegetation distribution was calculated with and without the inclusion of trait variation, emphasizing the importance of feedbacks -in interaction with competitive processes- for the prevailing global patterns. These trait-environmental responses do, however, not necessarily imply adaptive responses of vegetation to changing conditions and may locally lead to a faster turnover in vegetation upon climate change. Indeed, when running climate projections, simulations with trait variation did not yield a more stable or resilient vegetation than those without. Through the different feedback expressions, global and regional carbon and water fluxes were -however- strongly altered. At a global scale, model projections suggest an increased productivity and hence an increased carbon sink in the next decades to come, when including trait variation. However, by the end of the century, a reduced carbon sink is projected. This effect is due to a downregulation of photosynthesis rates, particularly in the tropical regions, even when accounting for CO2-fertilization effects. Altogether, the various global model simulations suggest the critical importance of including vegetation functional responses to changing environmental conditions to grasp terrestrial feedback mechanisms at global scales in the light of climate change.

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,…

Evaluation of Augmented Reality Feedback in Surgical Training Environment.

Science.gov (United States)

Zahiri, Mohsen; Nelson, Carl A; Oleynikov, Dmitry; Siu, Ka-Chun

2018-02-01

Providing computer-based laparoscopic surgical training has several advantages that enhance the training process. Self-evaluation and real-time performance feedback are 2 of these advantages, which avoid dependency of trainees on expert feedback. The goal of this study was to investigate the use of a visual time indicator as real-time feedback correlated with the laparoscopic surgical training. Twenty novices participated in this study working with (and without) different presentations of time indicators. They performed a standard peg transfer task, and their completion times and muscle activity were recorded and compared. Also of interest was whether the use of this type of feedback induced any side effect in terms of motivation or muscle fatigue. Of the 20 participants, 15 (75%) preferred using a time indicator in the training process rather than having no feedback. However, time to task completion showed no significant difference in performance with the time indicator; furthermore, no significant differences in muscle activity or muscle fatigue were detected with/without time feedback. The absence of significant difference between task performance with/without time feedback shows that using visual real-time feedback can be included in surgical training based on user preference. Trainees may benefit from this type of feedback in the form of increased motivation. The extent to which this can influence training frequency leading to performance improvement is a question for further study.

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.

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.

How does feedback in mini-CEX affect students' learning response?

Science.gov (United States)

Sudarso, Sulistiawati; Rahayu, Gandes Retno; Suhoyo, Yoyo

2016-12-19

This study was aimed to explore students' learning response toward feedback during mini-CEX encounter. This study used a phenomenological approach to identify the students' experiences toward feedback during mini-CEX encounter. Data was collected using Focus Group Discussion (FGD) for all students who were in their final week of clerkship in the internal medicine rotation. There were 4 FGD groups (6 students for each group). All FGD were audio-taped and transcribed verbatim. The FGD transcripts were analyzed thematically and managed using Atlas-ti (version 7.0). Feedback content and the way of providing feedback on mini-CEX stimulated students' internal process, including self-reflection, emotional response, and motivation. These internal processes encouraged the students to take action or do a follow-up on the feedback to improve their learning process. In addition, there was also an external factor, namely consequences, which also influenced the students' reaction to the follow-up on feedback. In the end, this action caused several learning effects that resulted in the students' increased self-efficacy, attitude, knowledge and clinical skill. Feedback content and the way of providing feedback on mini-CEX stimulates the students' internal processes to do a follow-up on feedback. However, another external factor also affects the students' decision on the follow-up actions. The follow-ups result in various learning effects on the students. Feedback given along with summative assessment enhances learning effects on students, as well. It is suggested that supervisors of clinical education are prepared to comprehend every factor influencing feedback on mini CEX to improve the students' learning response.

Student and Instructor Responses to Emotional Motivational Feedback Messages in an Online Instructional Environment

Science.gov (United States)

Sarsar, Firat

2017-01-01

The purpose of this study was to investigate the effectiveness of Emotional Motivational Feedback Message (EMFEM) in an online learning environment. This exploratory research was conducted using mixed method single case study design. Participants were 15 undergraduate students enrolled in an instructional technology course in a large state…

As others see us: what PhD students say about supervisors.

Science.gov (United States)

Yarwood-Ross, Lee; Haigh, Carol

2014-09-01

To explore the attitudes that doctoral students share with each other in an online postgraduate discussion forum. The supervisory role is pivotal to the successful completion of a PhD. Student satisfaction surveys are implemented by some universities, but there is currently no research that has investigated PhD students' experiences of supervision in the less formal environment of an online postgraduate discussion forum. Data were collected between September and December 2012 from the Postgraduate Forum, which receives posts from the global student community. The keywords used in the search were 'supervisor(s)' and 'supervision'. The data were analysed using thematic analysis. All relevant titles and posts from between January 2002 and the end of December 2012 were searched. The authors discovered five major themes: communication difficulties, control and engagement, academic bullying, lack of trust, and desertion. The relationship between students and supervisors is vital to successful PhD completion, and this study has provided some of the experiences students share with each other in an online postgraduate discussion forum. The online discussion forum provided an insight into students' perspectives of supervision but as it is asynchronous, there is limited analysis. Further research incorporating synchronous data collection methods would be helpful to examine students' experiences in greater detail. This study shows how an online postgraduate forum can be used as a source of data to gain an insight into PhD students' perspectives of supervision.

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...

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).

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

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...

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…

Job stress, depression, work performance, and perceptions of supervisors in military personnel.

Science.gov (United States)

Pflanz, Steven E; Ogle, Alan D

2006-09-01

Recent studies have identified high levels of job stress in military personnel. This study examined the relationship among job stress, depression, work performance, types of stressors, and perceptions about supervisors in military personnel. Eight hundred nine military personnel answered a 43-item survey on work stress, physical and emotional health, work performance, perceptions about leadership, job stressors, and demographics. More than one- quarter (27.4%) of this military population reported suffering from significant job stress. Both the report of work stress and depression were significantly related to impaired work performance, more days of missed work, poorer physical health, and negative perceptions about the abilities of supervisors and commanders. Depression and job stress were significantly and positively related to each other. These results support accumulating data indicating that work stress is a significant occupational health hazard in the routine military work environment. Targeting and eliminating sources of job stress should be a priority for the U.S. military to preserve and protect the mental health of military personnel.

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

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

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…

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

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

Managing organizational change: strategies for the female health care supervisor.

Science.gov (United States)

Davies, G

1990-07-01

In responding to resistance to change in the current health care organization, the new female supervisor can learn to support her staff in encountering and accepting these changes. The strategies and skills discussed above are characteristic of a supervisory style that may naturally occur for women, but also can be incorporated into the leadership style of men in health care management today. Health care leaders of tomorrow must work from an androgynous framework in which the behavior patterns and responses of each gender are learned and used appropriately by both men and women. Sargent suggests that the best managers are androgynous and that this is the inevitable wave of the future. Whether man or woman, a supervisor should learn, accept, and use methods that are characteristic of both sexes to be successful in managing people. Women and men must learn from each other's strengths and share these diverse skills. Given that women now outnumber men in health care management positions and organizations are changing to a more nurturing environment, the androgynous supervisor will be the successful leader of the future. Finally, women in health care supervisory positions have the potential to bring change where it is badly needed. Women in these roles often have a system wide view of health care policy issues that recognizes less federal commitment to social programs. Many women in health care positions believe that the issues of children, women, the elderly, the poor, and the homeless need focused attention. The growing number of women in health care supervisory and leadership roles is an important factor in changing national health policy for the benefit of these groups.(ABSTRACT TRUNCATED AT 250 WORDS)

How does feedback in mini-CEX affect students’ learning response?

Science.gov (United States)

Rahayu, Gandes Retno; Suhoyo, Yoyo

2016-01-01

Objective This study was aimed to explore students’ learning response toward feedback during mini-CEX encounter. Methods This study used a phenomenological approach to identify the students’ experiences toward feedback during mini-CEX encounter. Data was collected using Focus Group Discussion (FGD) for all students who were in their final week of clerkship in the internal medicine rotation. There were 4 FGD groups (6 students for each group). All FGD were audio-taped and transcribed verbatim. The FGD transcripts were analyzed thematically and managed using Atlas-ti (version 7.0). Results Feedback content and the way of providing feedback on mini-CEX stimulated students’ internal process, including self-reflection, emotional response, and motivation. These internal processes encouraged the students to take action or do a follow-up on the feedback to improve their learning process. In addition, there was also an external factor, namely consequences, which also influenced the students’ reaction to the follow-up on feedback. In the end, this action caused several learning effects that resulted in the students’ increased self-efficacy, attitude, knowledge and clinical skill. Conclusions Feedback content and the way of providing feedback on mini-CEX stimulates the students’ internal processes to do a follow-up on feedback. However, another external factor also affects the students’ decision on the follow-up actions. The follow-ups result in various learning effects on the students. Feedback given along with summative assessment enhances learning effects on students, as well. It is suggested that supervisors of clinical education are prepared to comprehend every factor influencing feedback on mini CEX to improve the students’ learning response. PMID:28008136

The learning environment of paediatric interns in South Africa.

Science.gov (United States)

Naidoo, Kimesh L; Van Wyk, Jacqueline M; Adhikari, Miriam

2017-11-29

South African (SA) paediatric interns (recently qualified medical graduates) work in a high disease burdened and resource deficient environment for two years, prior to independent practice. Perceptions of this learning environment (LE) influences their approaches to training as well as the outcomes of this period of development. Obstacles to creating a supportive LE and supervisor interaction affects the quality of this training. Measuring perceptions of the LE with validated instruments can help inform improvements in learning during this crucial period of medical education. The aims of this study was to determine the psychometric qualities of the Postgraduate Hospital Educational Environment Measure (PHEEM) amongst paediatric interns across four hospital complexes in South Africa and to measure the LE as perceived by both interns and their supervisors. Construct validity was tested using factor analysis and internal consistency was measured with Cronbach's alpha. A total of 209 interns and 60 supervisors (69% intern response rate) responded to the questionnaire. The PHEEM was found to be very reliable with an overall Cronbach's alpha of 0.943 and 0.874 for intern and supervisors respectively. Factor analysis using a 3-factor solution accounted for 42% of the variance with the teaching subscale having the best fit compared with the other sub-scales of the original tool. Most interns perceived the learning environment as being more positive than negative however, their perceptions differed significantly from that of their supervisors. Poor infrastructural support from institutions, excessive workloads and inadequate supervision were factors preventing optimal training of paediatric interns. The SA version of the PHEEM tool used was found to be a reliable and valid instrument for use in interns amongst high disease burdened contexts. Various obstacles to creating an ideal learning environment for paediatric interns were identified to be in need of urgent review. Key

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

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.

Psychosocial work environment and mental health among construction workers

NARCIS (Netherlands)

Boschman, J. S.; van der Molen, H. F.; Sluiter, J. K.; Frings-Dresen, M. H. W.

2013-01-01

We assessed psychosocial work environment, the prevalence of mental health complaints and the association between these two among bricklayers and construction supervisors. For this cross-sectional study a total of 1500 bricklayers and supervisors were selected. Psychosocial work characteristics were

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

NARCIS (Netherlands)

van der Wal, M.A.; Scheele, F.; Schonrock-Adema, J.; Jaarsma, A.D.C.; Cohen-Schotanus, J.

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

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

NARCIS (Netherlands)

van der Wal, Martha A.; Scheele, Fedde; Schonrock-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

Fieldwork online: a GIS-based electronic learning environment for supervising fieldwork

Science.gov (United States)

Alberti, Koko; Marra, Wouter; Baarsma, Rein; Karssenberg, Derek

2016-04-01

Fieldwork comes in many forms: individual research projects in unique places, large groups of students on organized fieldtrips, and everything in between those extremes. Supervising students in often distant places can be a logistical challenge and requires a significant time investment of their supervisors. We developed an online application for remote supervision of students on fieldwork. In our fieldworkonline webapp, which is accessible through a web browser, students can upload their field data in the form of a spreadsheet with coordinates (in a system of choice) and data-fields. Field data can be any combination of quantitative or qualitative data, and can contain references to photos or other documents uploaded to the app. The student's data is converted to a map with data-points that contain all the data-fields and links to photos and documents associated with that location. Supervisors can review the data of their students and provide feedback on observations, or geo-referenced feedback on the map. Similarly, students can ask geo-referenced questions to their supervisors. Furthermore, supervisors can choose different basemaps or upload their own. Fieldwork online is a useful tool for supervising students at a distant location in the field and is most suitable for first-order feedback on students' observations, can be used to guide students to interesting locations, and allows for short discussions on phenomena observed in the field. We seek user that like to use this system, we are able to provide support and add new features if needed. The website is built and controlled using Flask, an open-source Python Framework. The maps are generated and controlled using MapServer and OpenLayers, and the database is built in PostgreSQL with PostGIS support. Fieldworkonline and all tools used to create it are open-source. Experience fieldworkonline at our demo during this session, or online at fieldworkonline.geo.uu.nl (username: EGU2016, password: Vienna).

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.

An Integrative, Multi-Scale Computational Model of a Swimming Lamprey Fully Coupled to Its Fluid Environment and Incorporating Proprioceptive Feedback

Science.gov (United States)

Hamlet, C. L.; Hoffman, K.; Fauci, L.; Tytell, E.

2016-02-01

The lamprey is a model organism for both neurophysiology and locomotion studies. To study the role of sensory feedback as an organism moves through its environment, a 2D, integrative, multi-scale model of an anguilliform swimmer driven by neural activation from a central pattern generator (CPG) is constructed. The CPG in turn drives muscle kinematics and is fully coupled to the surrounding fluid. The system is numerically evolved in time using an immersed boundary framework producing an emergent swimming mode. Proprioceptive feedback to the CPG based on experimental observations adjust the activation signal as the organism interacts with its environment. Effects on the speed, stability and cost (metabolic work) of swimming due to nonlinear dependencies associated with muscle force development combined with proprioceptive feedback to neural activation are estimated and examined.

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

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

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.

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.

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...

How Residents Learn From Patient Feedback: A Multi-Institutional Qualitative Study of Pediatrics Residents' Perspectives.

Science.gov (United States)

Bogetz, Alyssa L; Orlov, Nicola; Blankenburg, Rebecca; Bhavaraju, Vasudha; McQueen, Alisa; Rassbach, Caroline

2018-04-01

Residents may view feedback from patients and their families with greater skepticism than feedback from supervisors and peers. While discussing patient and family feedback with faculty may improve residents' acceptance of feedback and learning, specific strategies have not been identified. We explored pediatrics residents' perspectives of patient feedback and identified strategies that promote residents' reflection on and learning from feedback. In this multi-institutional, qualitative study conducted in June and July 2016, we conducted focus groups with a purposive sample of pediatrics residents after their participation in a randomized controlled trial in which they received written patient feedback and either discussed it with faculty or reviewed it independently. Focus group transcripts were audiorecorded, transcribed, and analyzed for themes using the constant comparative approach associated with grounded theory. Thirty-six of 92 (39%) residents participated in 7 focus groups. Four themes emerged: (1) residents valued patient feedback but felt it may lack the specificity they desire; (2) discussing feedback with a trusted faculty member was helpful for self-reflection; (3) residents identified 5 strategies faculty used to facilitate their openness to and acceptance of patient feedback (eg, help resident overcome emotional responses to feedback and situate feedback in the context of lifelong learning); and (4) residents' perceptions of feedback credibility improved when faculty observed patient encounters and solicited feedback on the resident's behalf prior to discussions. Discussing patient feedback with faculty provided important scaffolding to enhance residents' openness to and reflection on patient feedback.

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.

Reflect and learn together - when two supervisors interact in the learning support process of nurse education.

Science.gov (United States)

Berglund, Mia; Sjögren, Reet; Ekebergh, Margaretha

2012-03-01

To describe the importance of supervisors working together in supporting the learning process of nurse students through reflective caring science supervision. A supervision model has been developed in order to meet the need for interweaving theory and practice. The model is characterized by learning reflection in caring science. A unique aspect of the present project was that the student groups were led by a teacher and a nurse. Data were collected through interviews with the supervisors. The analysis was performed with a phenomenological approach. The results showed that theory and practice can be made more tangible and interwoven by using two supervisors in a dual supervision. The essential structure is built on the constituents 'Reflection as Learning Support', 'Interweaving Caring Science with the Patient's Narrative', 'The Student as a Learning Subject' and 'The Learning Environment of Supervision'. The study concludes that supervision in pairs provides unique possibilities for interweaving and developing theory and practice. The supervision model offers unique opportunities for cooperation, for the development of theory and practice and for the development of the professional roll of nurses and teachers. © 2012 Blackwell Publishing Ltd.

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…

"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.

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.

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.…

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.

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.

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.

The perceptions of inquiry held by greater Houston area science supervisors

Science.gov (United States)

Aoki, Jon Michael

The purpose of this study was to describe the perceptions of inquiry held by responding greater Houston area science supervisors. Leading science organizations proposed that students might be better served if students are mentally and physically engaged in the process of finding out about natural phenomena rather than by didactic modes of teaching and learning. During the past fifty years, inquiry-based instruction has become a significant theme of new science programs. Students are more likely to make connections between classroom exercises and their personal lives through the use of inquiry-based instruction. Learning becomes relevant to students. Conversely, traditional science instruction often has little or no connection to students' everyday lives (Papert, 1980). In short, inquiry-based instruction empowers students to become independent thinkers. The utilization of inquiry-based instruction is essential to a successful reform in science education. However, a reform's success is partly determined by the extent to which science supervisors know and understand inquiry and consequently promote its integration in the district's science curricula. Science supervisors have the role of providing curriculum and instructional support to science teachers and for implementing science programs. There is a fundamental need to assess the perceptions of inquiry held by greater Houston area science supervisors. Science supervisor refers to a class of job titles that include department chairperson, science specialist, science consultant, and science coordinator. The target population was greater Houston area science supervisors in Texas. This study suggests that there are three major implications for educational practice. First, there is the implication that responding greater Houston area science supervisors need an inclusive perception of inquiry. Second, responding greater Houston area science supervisors' perception of inquiry may affect the perceptions and understandings

Physiotherapy students' perceptions of learning in clinical practice in Sweden and India.

Science.gov (United States)

Gard, Gunvor; Dagis, Daina

2016-01-01

It is reasonable to assume that conditions for learning differ between universities and countries. Increased understanding of similarities and differences of student's perceptions of learning environment can be useful in the development of the physiotherapy education as well as of the profession as such. Through international comparisons the benefits and challenges of educational programmes can be made transparent and serve as base for improvement. The objective of this study is to describe and compare physiotherapy students' perceptions of their learning environment in clinical practice in India and Sweden. A questionnaire study was performed, covering physiotherapy students' perceptions of their clinical learning environment, the physiotherapy supervisor within the clinical context, their supervisory relationship and the role of the clinical supervisor at two Universities, Luleå in Sweden and Amity in New Delhi, India. Undergraduate students at two physiotherapy programmes, in New Delhi, India and in Luleå, Sweden participated in the questionnaire study. In general, both groups had high rankings of their perceptions of the clinical learning environment. The Swedish students ranked individual supervision, participation in meetings, the supervisor as a resource, being a part of the team and giving them valuable feedback higher than the Indian group. The supervisory relationship was equally satisfying in groups, providing valuable feedback and acknowledging equality and mutuality in the relationship. The Indian group ranked the supervisor as a colleague, as a support in learning, and that he/she made them feel comfortable in meetings higher than the Swedish group. Both groups had high ratings of the supervisor and the clinical learning context Participation at meetings was higher rated in the Swedish and the supervisor as a support in learning higher rated of the Indian students. Copyright © 2015 Elsevier Ltd. All rights reserved.

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

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…

Effects of Feedback on Collaborative Writing in an Online Learning Environment

Science.gov (United States)

Guasch, Teresa; Espasa, Anna; Alvarez, Ibis M.; Kirschner, Paul A.

2013-01-01

The need for supporting student writing has received much attention in writing research. One specific type of support is feedback--including peer feedback--on the writing process. Despite the wealth of literature on both feedback and academic writing, there is little empirical evidence on what type of feedback best promotes writing in online…

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.

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.

Peripheral visual feedback: a powerful means of supporting effective attention allocation in event-driven, data-rich environments.

Science.gov (United States)

Nikolic, M I; Sarter, N B

2001-01-01

Breakdowns in human-automation coordination in data-rich, event-driven domains such as aviation can be explained in part by a mismatch between the high degree of autonomy yet low observability of modern technology. To some extent, the latter is the result of an increasing reliance in feedback design on foveal vision--an approach that fails to support pilots in tracking system-induced changes and events in parallel with performing concurrent flight-related tasks. One possible solution to the problem is the distribution of tasks and information across sensory modalities and processing channels. A simulator study is presented that compared the effectiveness of current foveal feedback and two implementations of peripheral visual feedback for keeping pilots informed about uncommanded changes in the status of an automated cockpit system. Both peripheral visual displays resulted in higher detection rates and faster response times, without interfering with the performance of concurrent visual tasks any more than does currently available automation feedback. Potential applications include improved display designs that support effective attention allocation in a variety of complex dynamic environments, such as aviation, process control, and medicine.

Perceptions of fieldwork in occupational therapy.

Science.gov (United States)

Ingwersen, Kate; Lyons, Nikki; Hitch, Danielle

2017-02-01

There are few studies in occupational therapy that compare the perceptions of supervisors and students regarding quality clinical placement programmes, and those that exist indicate substantial differences in the perceptions held by each group. This pilot study was conducted using a cross-sectional descriptive design, with a single questionnaire distributed to occupational therapy students and clinical supervisors. A total of 40 questionnaires were returned: 17 from students and 23 from clinical supervisors. Differences were found between the perceptions of occupational therapy students and clinical supervisors in response to four topics: preparation from the university for their placements; consistency across placement sites; instances of supervisors seeking feedback from students; and the burden associated with the placement-related workload for clinicians. Differences were found between the perceptions of occupational therapy students and clinical supervisors in response to four topics DISCUSSION: Different perceptions around preparation from universities and consistency across placement sites relate to the existing roles of each group: students are more aware of university preparation and clinical supervisors are more aware of organisational inconsistencies in their respective usual work environments. The discrepancy in the perceived seeking of feedback from students has also been reported in student debriefing sessions. The burdens perceived by clinical supervisors appear to be influenced by a belief that clinical education is an additional duty rather than a core role. © 2016 John Wiley & Sons Ltd.

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…

Effects of feedback in a computer-based learning environment on students’ learning outcomes: a meta-analysis

NARCIS (Netherlands)

van der Kleij, Fabienne; Feskens, Remco C.W.; Eggen, Theodorus Johannes Hendrikus Maria

2015-01-01

In this meta-analysis, we investigated the effects of methods for providing item-based feedback in a computer-based environment on students’ learning outcomes. From 40 studies, 70 effect sizes were computed, which ranged from −0.78 to 2.29. A mixed model was used for the data analysis. The results

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.

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.

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 ...

Leaders’ Expressed Humility and Followers’ Feedback Seeking: The Mediating Effects of Perceived Image Cost and Moderating Effects of Power Distance Orientation

Science.gov (United States)

Qian, Jing; Li, Xiaoyan; Song, Baihe; Wang, Bin; Wang, Menghan; Chang, Shumeng; Xiong, Yujiao

2018-01-01

We developed and tested a model to identify the role of leaders’ expressed humility on employees’ feedback-seeking processes. The data used in our study was from a sample of 248 employees and 57 of their immediate supervisors. The results revealed that: (1) leader’s expressed humility positively related to employees’ feedback seeking mediated by employees’ perceived image cost; and (2) power distance orientation moderated the relationship between leader’s expressed humility and employees’ perceived image costs, such that the relationship was stronger when the power distance orientation was lower rather than higher. The results offer new insight into potential managerial practices that aim at stimulating feedback seeking. We conclude with a discussion for future research. PMID:29720956

Leaders’ Expressed Humility and Followers’ Feedback Seeking: The Mediating Effects of Perceived Image Cost and Moderating Effects of Power Distance Orientation

Directory of Open Access Journals (Sweden)

Jing Qian

2018-04-01

Full Text Available We developed and tested a model to identify the role of leaders’ expressed humility on employees’ feedback-seeking processes. The data used in our study was from a sample of 248 employees and 57 of their immediate supervisors. The results revealed that: (1 leader’s expressed humility positively related to employees’ feedback seeking mediated by employees’ perceived image cost; and (2 power distance orientation moderated the relationship between leader’s expressed humility and employees’ perceived image costs, such that the relationship was stronger when the power distance orientation was lower rather than higher. The results offer new insight into potential managerial practices that aim at stimulating feedback seeking. We conclude with a discussion for future research.

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.

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

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.

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…

Supervisor tolerance-responsiveness to substance abuse and workplace prevention training: use of a cognitive mapping tool.

Science.gov (United States)

Bennett, Joel B; Lehman, Wayne E K

2002-02-01

Supervisor tolerance-responsiveness, referring to the attitudes and behaviors associated with either ignoring or taking proactive steps with troubled employees, was investigated in two studies. The studies were conducted to help examine, understand and improve supervisor responsiveness to employee substance abuse. Study 1 examined supervisor response to and tolerance of coworker substance use and ways of interfacing with the Employee Assistance Program (EAP) in two workplaces (n = 244 and 107). These surveys suggested that engaging supervisors in a dialogue about tolerance might improve their willingness to use the EAP. Study 2 was a randomized control field experiment that assessed a team-oriented training. This training adopted a cognitive mapping technique to help improve supervisor responsiveness. Supervisors receiving this training (n = 29) were more likely to improve on several dimensions of responsiveness (e.g. likely to contact the EAP) than were supervisors who received a more didactic, informational training (n = 23) or a no-training control group (n = 17). Trained supervisors also showed increases in their own help-seeking behavior. Procedures and maps from the mapping activity (two-stage conversational mapping) are described. Overall, results indicate that while supervisor tolerance of coworker substance use inhibits EAP utilization, it may be possible to address this tolerance using team-oriented prevention training in the work-site.

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…

The Effectiveness of Employee Assistance Program Supervisor Training: An Experimental Study.

Science.gov (United States)

Schneider, Robert J.; Colan, Neil B.

1992-01-01

A total of 291 supervisors were assigned to 3 groups (in-house training, external training, no training) for training in management of troubled employees. Both forms of training were effective in improving supervisors' knowledge of employee assistance programs. Supervisory training was best viewed as a process, not a single event. (SK)

A Training Intervention for Supervisors to Support a Work-Life Policy Implementation

Science.gov (United States)

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

2013-01-01

Background Effective policy implementation is essential for a healthy workplace. The Ryan-Kossek 2008 model for work-life policy adoption suggests that supervisors as gatekeepers between employer and employee need to know how to support and communicate benefit regulations. This article describes a workplace intervention on a national employee benefit, Family and Medical Leave Act (FMLA), and evaluates the effectiveness of the intervention on supervisor knowledge, awareness, and experience with FMLA. Methods The intervention consisted of computer-based training (CBT) and a survey measuring awareness and experience with FMLA. The training was administered to 793 county government supervisors in the state of Oregon, USA. Results More than 35% of supervisors reported no previous training on FMLA and the training pre-test revealed a lack of knowledge regarding benefit coverage and employer responsibilities. The CBT achieved: (1) a significant learning effect and large effect size of d = 2.0, (2) a positive reaction to the training and its design, and (3) evidence of increased knowledge and awareness regarding FMLA. Conclusion CBT is an effective strategy to increase supervisors' knowledge and awareness to support policy implementation. The lack of supervisor training and knowledge of an important but complex employee benefit exposes a serious impediment to effective policy implementation and may lead to negative outcomes for the organization and the employee, supporting the Ryan-Kossek model. The results further demonstrate that long-time employees need supplementary training on complex workplace policies such as FMLA. PMID:24106648

360 Derece Performans Değerlendirme ve Geri Bildirim: Bir Üniversite Mediko-Sosyal Merkezi Birim Amirlerinin Yönetsel Yetkinliklerinin Değerlendirilmesi Üzerine Pilot Uygulama Örneği(360 Degree Performance Appraisal And Feedback: “A Pilot Study Illustration in Appraising the Managerial Skills of Supervisors Working in Health Care Centre of a University”

Directory of Open Access Journals (Sweden)

Selin Metin CAMGÖZ

2006-01-01

Full Text Available In this study, “360 Degree Performance Appraisal” which is one of the most current and controversial issues of human resource practices is extensively examined and supported with an empirical research. The study contains 2 parts. After explaining the necessity and the general utilities of the classical performance appraisal system, the first theoretical part shifts to the emergence of 360 degree performance appraisal, discusses its distinctive benefits over the classical appraisal system and focuses its attention to the raters (superiors, subordinates, peers, self involving in the 360 degree performance appraisal.The second empirical part illustrates the development of 360 degree performance appraisal system as well as its application and sample feedback reports for feedback purposes in order to appraise the managerial skills of supervisors working in Health Care Centre of a public university.

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).

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.

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...

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.

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…

PROFICIENT CONSTITUTION FOR ONLINE EDUCATIONAL ENVIRONMENT USING FEEDBACK ANALYSIS

Directory of Open Access Journals (Sweden)

D. Rajagopal Devarajan

2014-06-01

Full Text Available Modern world learners want to get more knowledge about their respective field which they like. The Learner just has to implement the knowledge using which they are learnt. This implementation has been used in the modern world. Learners are like to study in within the term they like to learn supplementary bunch. This requirement has been fulfilled by the online education system. The online Educational System provides the Notes, Books, Audio and Video Lectures, Manuals, Presentations etc., learners are expecting more apart from the contents or the learners are not willing to study which were provided by the online Educational System. The online Educational system provider has to know about the Learners satisfaction level, which has been evaluated by the Learners feedback. The feedback analysis has been evaluated by the selected criteria. Each criterion has some scoring options. Using this option, the learners will give the feedback to the particular subject trainer through the scoring options. Finally, feedback scores are evaluated and  give the advice to the trainer to implement the new techniques for giving the training. This operation is instructing the trainer to implement and update their teaching skills.

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…

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.

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

OpenAIRE

Adel Mazloumi; Seyed Hamid Reza Hosseini; Abdolsamad Ahmadvand; Zeinab Kazemi

2014-01-01

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 regar...

PERCEPTION OF SUPERVISOR SUPPORT, PERSONALITY TRAITS OF EMPLOYEES AND THEIR SATISFACTION WITH WORK-RELATED FACETS

OpenAIRE

Olga Hadzic; Nebojsa Majstorovic; Milena Nedeljkovic

2009-01-01

The planned downsizing in many organizations which are under the state ownership in Serbia produce a high level of uncertainty and a very specific organi-zational environment. Investigation of the satisfaction with work-related facets of the employees at the beginning of organizational changes is a very important step toward the building of an appropriate strategy for human resource management. We investigate the moderating effect of the variable “supervisor support“ on the correla-tions betw...

Feedback and efficient behavior.

Directory of Open Access Journals (Sweden)

Sandro Casal

Full Text Available Feedback is an effective tool for promoting efficient behavior: it enhances individuals' awareness of choice consequences in complex settings. Our study aims to isolate the mechanisms underlying the effects of feedback on achieving efficient behavior in a controlled environment. We design a laboratory experiment in which individuals are not aware of the consequences of different alternatives and, thus, cannot easily identify the efficient ones. We introduce feedback as a mechanism to enhance the awareness of consequences and to stimulate exploration and search for efficient alternatives. We assess the efficacy of three different types of intervention: provision of social information, manipulation of the frequency, and framing of feedback. We find that feedback is most effective when it is framed in terms of losses, that it reduces efficiency when it includes information about inefficient peers' behavior, and that a lower frequency of feedback does not disrupt efficiency. By quantifying the effect of different types of feedback, our study suggests useful insights for policymakers.

Healthcare students' evaluation of the clinical learning environment and supervision - a cross-sectional study.

Science.gov (United States)

Pitkänen, Salla; Kääriäinen, Maria; Oikarainen, Ashlee; Tuomikoski, Anna-Maria; Elo, Satu; Ruotsalainen, Heidi; Saarikoski, Mikko; Kärsämänoja, Taina; Mikkonen, Kristina

2018-03-01

The purpose of clinical placements and supervision is to promote the development of healthcare students´ professional skills. High-quality clinical learning environments and supervision were shown to have significant influence on healthcare students´ professional development. This study aimed to describe healthcare students` evaluation of the clinical learning environment and supervision, and to identify the factors that affect these. The study was performed as a cross-sectional study. The data (n = 1973) were gathered through an online survey using the Clinical Learning Environment, Supervision and Nurse Teacher scale during the academic year 2015-2016 from all healthcare students (N = 2500) who completed their clinical placement at a certain university hospital in Finland. The data were analysed using descriptive statistics and binary logistic regression analysis. More than half of the healthcare students had a named supervisor and supervision was completed as planned. The students evaluated the clinical learning environment and supervision as 'good'. The students´ readiness to recommend the unit to other students and the frequency of separate private unscheduled sessions with the supervisor were the main factors that affect healthcare students` evaluation of the clinical learning environment and supervision. Individualized and goal-oriented supervision in which the student had a named supervisor and where supervision was completed as planned in a positive environment that supported learning had a significant impact on student's learning. The clinical learning environment and supervision support the development of future healthcare professionals' clinical competence. The supervisory relationship was shown to have a significant effect on the outcomes of students' experiences. We recommend the planning of educational programmes for supervisors of healthcare students for the enhancement of supervisors' pedagogical competencies in supervising students in

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.

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.

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

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…

The Influence of Self-Ratings versus Peer Ratings on Supervisors' Performance Judgments.

Science.gov (United States)

Makiney; Levy

1998-06-01

This study investigated the extent to which supervisors use feedback from outside sources in making performance judgments. A simulation was conducted in which participants with organizational supervisory experience made an initial performance judgment about a profiled employee. Participants then received additional information that was discrepant from their initial judgment (positive or negative) from one of two sources (the profiled employee himself or one of his peers). The direction of the discrepant information and its source interacted in determining final ratings, such that, participants were more likely to use discrepant information to alter their performance judgments in a consistent direction when the source was a peer than when the source was the employee himself. Furthermore, participants' opinions about the usefulness of peer information for performance judgments moderated this interaction. Specifically, participants who believed that information from an employee's peers was useful, were more likely to use discrepant information provided by a peer when making final performance judgments than were participants who did not believe that information from an employee's peers was useful. Copyright 1998 Academic Press.

The Westinghouse Waste Isolation Division Management and Supervisor Training Program

International Nuclear Information System (INIS)

Gilbreath, B.

1992-01-01

The Westinghouse Waste Isolation Division (WID) is the management and operating contractor (MOC) for the Department of Energy's (DOE's) Waste Isolation Plant (WIPP). Managers and supervisors at DOE facilities such as the WIPP are required to complete extensive training. To meet this requirement, WID created a self-paced, self-study program known as Management and Supervisor Training (MAST). All WID managers and supervisors are required to earn certification through the MAST program. Selected employees are permitted to participate in MAST with prior approval from their manager and the Human Resources Manager. Initial MAST certification requires the completion of 31 modules. MAST participants check out modules and read them when convenient. When they are prepared, participants take module examinations. To receive credit for a given module, participants must score at least 80 percent on the examination. Lessons learned from the development, implementation, and administration are presented in this paper

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

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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.

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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.

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.

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

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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).

The Dialogic Potential of ePortfolios: Formative Feedback and Communities of Learning within a Personal Learning Environment

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Ehiyazaryan-White, Ester

2012-01-01

This paper reports on the findings of a study into the use of ePortfolios as personal learning environments (PLE) by a group of students pursuing Master's degrees in Education. The qualitative study explores the potential of the ePortfolio to support learners in engaging in formative peer and tutor feedback as well as in developing a learning…

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...

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).

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).

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.

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 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 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)

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.

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.

Effects of feedback in an online algebra intervention

NARCIS (Netherlands)

Bokhove, C.; Drijvers, P.H.M.

2012-01-01

The design and arrangement of appropriate automatic feedback in digital learning environment is a widely recognized issue. In this article, we investigate the effect of feedback on the design and the results of a digital intervention for algebra. Three feedback principles guided the intervention:

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…

The role of formative feedback in promoting higher order thinking ...

African Journals Online (AJOL)

The role of formative feedback in promoting higher order thinking skills in ... activities, task characteristics, validating students' thinking, and providing feedback. ... Keywords: classroom environment, formative assessment, formative feedback, ...

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 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…

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.

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.

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)

PERCEPTION OF SUPERVISOR SUPPORT, PERSONALITY TRAITS OF EMPLOYEES AND THEIR SATISFACTION WITH WORK-RELATED FACETS

Directory of Open Access Journals (Sweden)

Olga Hadzic

2009-09-01

Full Text Available The planned downsizing in many organizations which are under the state ownership in Serbia produce a high level of uncertainty and a very specific organi-zational environment. Investigation of the satisfaction with work-related facets of the employees at the beginning of organizational changes is a very important step toward the building of an appropriate strategy for human resource management. We investigate the moderating effect of the variable “supervisor support“ on the correla-tions between variables “Big Five personality traits of employees” and “satisfaction with work-related facets”.Sample consists of 117 employees from a big state owned organization during an important organizational change. The following instruments are used: Big Five Locator - BFL, Communication Satisfaction Questionnaire - CSQ and Job Satisfac-tion Questionnaire - JS.Our results prove that the variable “supervisor support” moderate the correlati-ons between variable “personality trait conscientiousness” and variables “satisfacti-on with pay” and “satisfaction with benefit”; the correlation between variable “personality trait openness” and variable “satisfaction with pay”; the correlations between variable “personality trait negative affectivity” and variables ”satisfaction with pay”, “satisfaction with benefit”, and “satisfaction with recognition”.

A hardware and software architecture to deal with multimodal and collaborative interactions in multiuser virtual reality environments

Science.gov (United States)

Martin, P.; Tseu, A.; Férey, N.; Touraine, D.; Bourdot, P.

2014-02-01

Most advanced immersive devices provide collaborative environment within several users have their distinct head-tracked stereoscopic point of view. Combining with common used interactive features such as voice and gesture recognition, 3D mouse, haptic feedback, and spatialized audio rendering, these environments should faithfully reproduce a real context. However, even if many studies have been carried out on multimodal systems, we are far to definitively solve the issue of multimodal fusion, which consists in merging multimodal events coming from users and devices, into interpretable commands performed by the application. Multimodality and collaboration was often studied separately, despite of the fact that these two aspects share interesting similarities. We discuss how we address this problem, thought the design and implementation of a supervisor that is able to deal with both multimodal fusion and collaborative aspects. The aim of this supervisor is to ensure the merge of user's input from virtual reality devices in order to control immersive multi-user applications. We deal with this problem according to a practical point of view, because the main requirements of this supervisor was defined according to a industrial task proposed by our automotive partner, that as to be performed with multimodal and collaborative interactions in a co-located multi-user environment. In this task, two co-located workers of a virtual assembly chain has to cooperate to insert a seat into the bodywork of a car, using haptic devices to feel collision and to manipulate objects, combining speech recognition and two hands gesture recognition as multimodal instructions. Besides the architectural aspect of this supervisor, we described how we ensure the modularity of our solution that could apply on different virtual reality platforms, interactive contexts and virtual contents. A virtual context observer included in this supervisor in was especially designed to be independent to the

The influence of family-supportive supervisor training on employee job performance and attitudes: An organizational work-family intervention.

Science.gov (United States)

Odle-Dusseau, Heather N; Hammer, Leslie B; Crain, Tori L; Bodner, Todd E

2016-07-01

Training supervisors to increase their family-supportive supervisor behaviors (FSSB) has demonstrated significant benefits for employee physical health, job satisfaction, and turnover intentions among employees with high levels of family-to-work conflict in prior research in a grocery store context. We replicate and extend these results in a health care setting with additional important employee outcomes (i.e., employee engagement, organizational commitment, and supervisor ratings of job performance), and consider the role of the 4 dimensions underlying the FSSB. Using a quasi-experimental, pretest-posttest design, 143 health care employees completed surveys at 2 time periods approximately 10 months apart, along with their supervisors who provided ratings of employees' job performance. Between these surveys, we offered their supervisors FSSB training; 86 (71%) of these supervisors participated. Results demonstrated significant and beneficial indirect effects of FSSB training on changes in employee job performance, organizational commitment, engagement, job satisfaction, and turnover intentions through changes in employee perceptions of their supervisor's overall FSSBs. Further analyses suggest that these indirect effects are due primarily to changes in the creative work-family management dimension of FSSB. (PsycINFO Database Record (c) 2016 APA, all rights reserved).

Enhancing Students' Learning: Instant Feedback Cards

Science.gov (United States)

Mohrweis, Lawrence C.; Shinham, Kathe M.

2015-01-01

This study illustrates an active learning approach using instant feedback cards in the first course in accounting. The objectives of this study are to (1) describe instant feedback cards and (2) show how this tool, when used in an active learning environment, can enhance learning. We examined whether students exposed to immediate feedback…

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.

ABCDEFG IS - the principle of constructive feedback.

Science.gov (United States)

Bhattarai, M

2007-01-01

Feedback is an integral part of any learning experience. Constructive feedback is a powerful instrument and facilitates the learner's professional and personal development. "ABCDEFG IS", a mnemonic for the principles of constructive feedback, stands for Amount of the information, Benefit of the trainees, Change behaviour, Descriptive language, Environment, Focused, Group check, Interpretation check, and Sharing information. The eight important steps of feedback are: Ensure prior information, Collect data, Make appropriate meeting arrangement, Begin by encouraging self assessment by the trainee, Highlight areas where the trainee is doing well, Give feedback, Handle reaction maintaining the dignity and Plan actions. Communication and reflection also share many of the principles and steps of constructive feedback and giving regular feedback, thus, helps to improve communication and reflection. The feedback provider would be able to provide genuine feedback by following the appropriate steps and principles of constructive feedback and realize how important and rewarding its role is in teaching learning activities.

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

Students perceive healthcare as a valuable learning environment when accepted as a part of the workplace community.

Science.gov (United States)

Hägg-Martinell, Ann; Hult, Håkan; Henriksson, Peter; Kiessling, Anna

2014-01-01

The healthcare system is complex and the education of medical and nursing students is not always a priority within it. However, education offered at the point of care provides students with opportunities to apply knowledge, and to develop the necessary skills and attitudes needed to practice their future profession. The major objective of this study was to identify students' views of generic aspects of the healthcare environment that influences their progress towards professional competence. We collected free text answers of 75 medical students and 23 nursing students who had completed an extensive questionnaire concerning their learning in clinical wards. In order to obtain richer data and a deeper understanding, we also interviewed a purposive sample of students. Qualitative content analysis was conducted. We identified three themes: (1) How management, planning and organising for learning enabled content and learning activities to relate to the syllabus and workplace, and how this management influenced space and resources for supervision and learning; (2) Workplace culture elucidated how hierarchies and communication affected student learning and influenced their professional development and (3) Learning a profession illustrated the importance of supervisors' approaches to students, their enthusiasm and ability to build relationships, and their feedback to students on performance. From a student perspective, a valuable learning environment is characterised as one where management, planning and organising are aligned and support learning. Students experience a professional growth when the community of practice accepts them, and competent and enthusiastic supervisors give them opportunities to interact with patients and to develop their own responsibilities.

A Training Intervention for Supervisors to Support a Work-Life Policy Implementation

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Naima Laharnar

2013-09-01

Conclusion: CBT is an effective strategy to increase supervisors' knowledge and awareness to support policy implementation. The lack of supervisor training and knowledge of an important but complex employee benefit exposes a serious impediment to effective policy implementation and may lead to negative outcomes for the organization and the employee, supporting the Ryan-Kossek model. The results further demonstrate that long-time employees need supplementary training on complex workplace policies such as FMLA.

Let's Get Virtual: Observing Physical Education Field Experiences through Synchronous Video Conferencing

Science.gov (United States)

Krause, Jennifer M.; Douglas, Scott; Lynch, Brandy M.; Kesselring, LeAnn

2018-01-01

The student-teaching experience is the most noteworthy experience for a teacher candidate (TC) in a teacher preparation program. University supervisors play a crucial role in this experience through feedback, support and maintaining congruency between the student teaching environment and the teacher preparation program. Due to issues related to…

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

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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

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

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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.

[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.

The capital expenditure process for the health care supervisor.

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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.

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

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...

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...

Supervisor and Student Co-Writing: An Apprenticeship Perspective

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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

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)

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.

How are things going. Obtaining feedback in a regulatory environment

International Nuclear Information System (INIS)

McGuire, J.V.; Walsh, M.E.; Boegel, A.J.; Morisseau, D.S.; Persendky, J.J.

1984-08-01

This study tested two procedures to gather feedback for a federal agency about its regulatory actions and its licensees' practices. The procedures, a workshop and a mailed survey, targeted a data source new to the agency. Results to date find the feedback workshop useful and the new data source cooperative and valuable. Participation in the workshops is surprising, given their historical backdrop, structure, and psychological literatures. These findings suggest that agencies may be ignoring important data sources for ill-informed reasons. Also, the findings suggest a possible need to restructure existing channels of communication between a regulatory agency and its licensees

The Views of Educational Supervisors on Clinical Supervision

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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.

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.

A Comparison of Female Supervisors in Business and Government Organizations

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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)

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....

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

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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…

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 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,…

EAP Referrals: From Supervisor Training to Client Assessment.

Science.gov (United States)

Schneider, Rob; Colan, Neil

For several decades Employee Assistance Programs (EAPs) have been a resource in the workplace to handle troubled employees. The areas of supervisor training and employee motivation provide opportunities for involvement of psychologists in the EAP field. Surveys conducted with EAP directors revealed that many programs are planning to do supervisor…

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

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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.

Setting a good example: supervisors as work-life-friendly role models within the context of boundary management.

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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.

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

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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.

When Feedback Harms and Collaboration Helps in Computer Simulation Environments: An Expertise Reversal Effect

Science.gov (United States)

Nihalani, Priya K.; Mayrath, Michael; Robinson, Daniel H.

2011-01-01

We investigated the effects of feedback and collaboration on undergraduates' transfer performance when using a computer networking training simulation. In Experiment 1, 65 computer science "novices" worked through an instructional protocol individually (control), individually with feedback, or collaboratively with feedback. Unexpectedly,…

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

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 ...

Stress-induced ECM alteration modulates cellular microRNAs that feedback to readjust the extracellular environment and cell behaviour

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Halyna R Shcherbata

2013-12-01

Full Text Available The extracellular environment is a complex entity comprising of the extracellular matrix (ECM and regulatory molecules. It is highly dynamic and under cell-extrinsic stress, transmits the stressed organism’s state to each individual ECM-connected cell. microRNAs (miRNAs are regulatory molecules involved in virtually all the processes in the cell, especially under stress. In this review, we analyse how microRNA expression is regulated downstream of various signal transduction pathways induced by changes in the extracellular environment. In particular, we focus on the muscular dystrophy-associated cell adhesion molecule dystroglycan capable of signal transduction. Then we show how exactly the same miRNAs feedback to regulate the extracellular environment. The ultimate goal of this bi-directional signal transduction process is to change cell behaviour under cell-extrinsic stress in order to respond to it accordingly.

Purchasing and Accounting. MAS-116. 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 perform purchasing and accounting tasks efficiently and effectively. The first section is an introduction to the module. The next three…

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.

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…

Direct Observation of Clinical Skills Feedback Scale: Development and Validity Evidence.

Science.gov (United States)

Halman, Samantha; Dudek, Nancy; Wood, Timothy; Pugh, Debra; Touchie, Claire; McAleer, Sean; Humphrey-Murto, Susan

2016-01-01

(M = 4.23/5), and most would recommend its use (M = 4.15/5). Use of DOCS-FBS was acceptable to both trainees (M = 4.34/5) and supervisors (M = 4.22/5). The DOCS-FBS can reliably differentiate between feedback encounters of higher and lower quality. The scale has been shown to have excellent internal consistency. We foresee the DOCS-FBS being used as a means to provide objective evidence that faculty development efforts aimed at improving feedback skills can yield results through formal assessment of feedback quality.

The Neglected Importance of Feedback Perception in Learning: An Analysis of Children and Adults' Uptake of Quantitative Feedback in a Mathematics Simulation Environment

Science.gov (United States)

Blair, Kristen Pilner

2009-01-01

Research addressing the effectiveness of feedback for learning has focused on many dimensions of feedback, including the timing (Kulik & Kulik, 1988), type (Mory, 2004), and amount of available information (Dempsey et. al, 1993). Much of the feedback research in education has tacitly assumed that the available information is perceived, and any…

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

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....

Haptic feedback for enhancing realism of walking simulations.

Science.gov (United States)

Turchet, Luca; Burelli, Paolo; Serafin, Stefania

2013-01-01

In this paper, we describe several experiments whose goal is to evaluate the role of plantar vibrotactile feedback in enhancing the realism of walking experiences in multimodal virtual environments. To achieve this goal we built an interactive and a noninteractive multimodal feedback system. While during the use of the interactive system subjects physically walked, during the use of the noninteractive system the locomotion was simulated while subjects were sitting on a chair. In both the configurations subjects were exposed to auditory and audio-visual stimuli presented with and without the haptic feedback. Results of the experiments provide a clear preference toward the simulations enhanced with haptic feedback showing that the haptic channel can lead to more realistic experiences in both interactive and noninteractive configurations. The majority of subjects clearly appreciated the added feedback. However, some subjects found the added feedback unpleasant. This might be due, on one hand, to the limits of the haptic simulation and, on the other hand, to the different individual desire to be involved in the simulations. Our findings can be applied to the context of physical navigation in multimodal virtual environments as well as to enhance the user experience of watching a movie or playing a video game.

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 ...

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,.

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 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 ...

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

Psychological Availability between Self-Initiated Expatriates and Host Country Nationals during Their Adjustment: The Moderating Role of Supportive Supervisor Relations

Science.gov (United States)

Jannesari, Milad; Wang, Zhongming; McCall, Jacob; Zheng, Boyang

2017-01-01

This research examined the role of psychological availability as a means of psychological engagement between self-initiated expatriates (SIEs) and their host-country nationals (HCNs) colleagues during their work and interaction adjustment. To reveal this process, this study presented the concept of psychological availability, which refers to an individual’s belief that they are physically, cognitively, and emotionally ready or confident to engage the self with their colleagues, as a mediator between proactive personality and adjustment. Also, it investigated the relationship between proactive personality and psychological availability and how it was moderated by supportive supervisor relations. We hypothesized, this relationship would be weakened/strengthened when SIEs and HCNs received low/high level of support from their supervisor. This study was conducted as a quantitative study, data was used from 342 SIEs and 342 HCNs working in mainland China. Our finding supported the hypothesis that psychological availability mediated the relationship between proactive personality and their adjustment to an international work environment; in addition, the relationship between proactive personality and psychological availability would be stronger when the level of superiors relations support is high between SIEs and HCNs. This study demonstrated the value of proactive personality as an antecedent effect and supportive supervisor relations as a moderating effect, and investigated how these factors can lead to a sense of psychological availability and boost psychological engagement between SIEs and HCNs in order to improve the adjustment between them. PMID:29225587

Psychological Availability between Self-Initiated Expatriates and Host Country Nationals during Their Adjustment: The Moderating Role of Supportive Supervisor Relations

Directory of Open Access Journals (Sweden)

Milad Jannesari

2017-11-01

Full Text Available This research examined the role of psychological availability as a means of psychological engagement between self-initiated expatriates (SIEs and their host-country nationals (HCNs colleagues during their work and interaction adjustment. To reveal this process, this study presented the concept of psychological availability, which refers to an individual’s belief that they are physically, cognitively, and emotionally ready or confident to engage the self with their colleagues, as a mediator between proactive personality and adjustment. Also, it investigated the relationship between proactive personality and psychological availability and how it was moderated by supportive supervisor relations. We hypothesized, this relationship would be weakened/strengthened when SIEs and HCNs received low/high level of support from their supervisor. This study was conducted as a quantitative study, data was used from 342 SIEs and 342 HCNs working in mainland China. Our finding supported the hypothesis that psychological availability mediated the relationship between proactive personality and their adjustment to an international work environment; in addition, the relationship between proactive personality and psychological availability would be stronger when the level of superiors relations support is high between SIEs and HCNs. This study demonstrated the value of proactive personality as an antecedent effect and supportive supervisor relations as a moderating effect, and investigated how these factors can lead to a sense of psychological availability and boost psychological engagement between SIEs and HCNs in order to improve the adjustment between them.

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

Significant Tasks in Training of Job-Shop Supervisors

Science.gov (United States)

Pederson, Leonard S.; Dresdow, Sally; Benson, Joy

2013-01-01

Purpose: The need for effective training of first-line supervisors is well established. Well-trained supervision is essential to our future as a country. A fundamental step in developing effective training is to develop a jobs needs assessment. In order to develop an effective needs assessment, it is necessary to know what the tasks are of…

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.

Effects of feedback reliability on feedback-related brain activity: A feedback valuation account.

Science.gov (United States)

Ernst, Benjamin; Steinhauser, Marco

2018-04-06

Adaptive decision making relies on learning from feedback. Because feedback sometimes can be misleading, optimal learning requires that knowledge about the feedback's reliability be utilized to adjust feedback processing. Although previous research has shown that feedback reliability indeed influences feedback processing, the underlying mechanisms through which this is accomplished remain unclear. Here we propose that feedback processing is adjusted by the adaptive, top-down valuation of feedback. We assume that unreliable feedback is devalued relative to reliable feedback, thus reducing the reward prediction errors that underlie feedback-related brain activity and learning. A crucial prediction of this account is that the effects of feedback reliability are susceptible to contrast effects. That is, the effects of feedback reliability should be enhanced when both reliable and unreliable feedback are experienced within the same context, as compared to when only one level of feedback reliability is experienced. To evaluate this prediction, we measured the event-related potentials elicited by feedback in two experiments in which feedback reliability was varied either within or between blocks. We found that the fronto-central valence effect, a correlate of reward prediction errors during reinforcement learning, was reduced for unreliable feedback. But this result was obtained only when feedback reliability was varied within blocks, thus indicating a contrast effect. This suggests that the adaptive valuation of feedback is one mechanism underlying the effects of feedback reliability on feedback processing.

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.

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

Biodiversity maintenance in food webs with regulatory environmental feedbacks.

Science.gov (United States)

Bagdassarian, Carey K; Dunham, Amy E; Brown, Christopher G; Rauscher, Daniel

2007-04-21

Although the food web is one of the most fundamental and oldest concepts in ecology, elucidating the strategies and structures by which natural communities of species persist remains a challenge to empirical and theoretical ecologists. We show that simple regulatory feedbacks between autotrophs and their environment when embedded within complex and realistic food-web models enhance biodiversity. The food webs are generated through the niche-model algorithm and coupled with predator-prey dynamics, with and without environmental feedbacks at the autotroph level. With high probability and especially at lower, more realistic connectance levels, regulatory environmental feedbacks result in fewer species extinctions, that is, in increased species persistence. These same feedback couplings, however, also sensitize food webs to environmental stresses leading to abrupt collapses in biodiversity with increased forcing. Feedback interactions between species and their material environments anchor food-web persistence, adding another dimension to biodiversity conservation. We suggest that the regulatory features of two natural systems, deep-sea tubeworms with their microbial consortia and a soil ecosystem manifesting adaptive homeostatic changes, can be embedded within niche-model food-web dynamics.

The Experiences of the Younger Supervisor: Implications for Organizations

Science.gov (United States)

Hanson, Lea

2012-01-01

With four generations in today's workforce, roles are being redefined to include a growing number of younger supervisor/older subordinate relationships, referred to as the intergenerational dyad. What current and limited literature exists about the intergenerational dyad exclusively addresses the issues of generational workplace differences…

Motivation and emotion predict medical students' attention to computer-based feedback.

Science.gov (United States)

Naismith, Laura M; Lajoie, Susanne P

2017-12-14

Students cannot learn from feedback unless they pay attention to it. This study investigated relationships between the personal factors of achievement goal orientations, achievement emotions, and attention to feedback in BioWorld, a computer environment for learning clinical reasoning. Novice medical students (N = 28) completed questionnaires to measure their achievement goal orientations and then thought aloud while solving three endocrinology patient cases and reviewing corresponding expert solutions. Questionnaires administered after each case measured participants' experiences of five feedback emotions: pride, relief, joy, shame, and anger. Attention to individual text segments of the expert solutions was modelled using logistic regression and the method of generalized estimating equations. Participants did not attend to all of the feedback that was available to them. Performance-avoidance goals and shame positively predicted attention to feedback, and performance-approach goals and relief negatively predicted attention to feedback. Aspects of how the feedback was displayed also influenced participants' attention. Findings are discussed in terms of their implications for educational theory as well as the design and use of computer learning environments in medical education.

A Feedback Model for Data-Rich Learning Experiences

Science.gov (United States)

Pardo, Abelardo

2018-01-01

Feedback has been identified as one of the factors with the largest potential for a positive impact in a learning experience. There is a significant body of knowledge studying feedback and providing guidelines for its implementation in learning environments. In parallel, the areas of learning analytics or educational data mining have emerged to…

Predicting Performance: A Comparison of University Supervisors' Predictions and Teacher Candidates' Scores on a Teaching Performance Assessment

Science.gov (United States)

Sandholtz, Judith Haymore; Shea, Lauren M.

2012-01-01

The implementation of teaching performance assessments has prompted a range of concerns. Some educators question whether these assessments provide information beyond what university supervisors gain through their formative evaluations and classroom observations of candidates. This research examines the relationship between supervisors' predictions…

Augmenting Environmental Interaction in Audio Feedback Systems

Directory of Open Access Journals (Sweden)

Seunghun Kim

2016-04-01

Full Text Available Audio feedback is defined as a positive feedback of acoustic signals where an audio input and output form a loop, and may be utilized artistically. This article presents new context-based controls over audio feedback, leading to the generation of desired sonic behaviors by enriching the influence of existing acoustic information such as room response and ambient noise. This ecological approach to audio feedback emphasizes mutual sonic interaction between signal processing and the acoustic environment. Mappings from analyses of the received signal to signal-processing parameters are designed to emphasize this specificity as an aesthetic goal. Our feedback system presents four types of mappings: approximate analyses of room reverberation to tempo-scale characteristics, ambient noise to amplitude and two different approximations of resonances to timbre. These mappings are validated computationally and evaluated experimentally in different acoustic conditions.

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…

Competencies Required by Primary School Supervisors: Basis for a ...

African Journals Online (AJOL)

competencies supervisors of instruction require for a sustainable Universal Basic Education in primary schools in Anambra State. One research question and one null hypothesis guided the study. The study was carried out in Onitsha Education Zone, specifically, in all the Public Primary Schools in the three Local ...

The role of feedback in ameliorating burnout.

Science.gov (United States)

Gordon, Emily K; Baranov, Dimitry Y; Fleisher, Lee A

2018-06-01

Assessment of the current literature surrounding interventions directed toward the prevention of burnout in the field of medicine and particularly in anesthesiology. Recently, burnout has been noted to lead to medication errors and subsequently increased harm to our patients. On a personal level, burnout can lead to depression and even suicide amongst physicians. Strategies to prevent burnout amongst anesthesiologists that have been studied in the literature include multisource feedback, mentorship and early recognition. There remains no clear or definitive intervention to prevent burnout for physicians. However, changing our environment to embrace mentorship, the continual exchange of feedback and the fostering self-care could startlingly improve our work environment.

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.

Evaluation of stiffness feedback for hard nodule identification on a phantom silicone model.

Science.gov (United States)

Li, Min; Konstantinova, Jelizaveta; Xu, Guanghua; He, Bo; Aminzadeh, Vahid; Xie, Jun; Wurdemann, Helge; Althoefer, Kaspar

2017-01-01

Haptic information in robotic surgery can significantly improve clinical outcomes and help detect hard soft-tissue inclusions that indicate potential abnormalities. Visual representation of tissue stiffness information is a cost-effective technique. Meanwhile, direct force feedback, although considerably more expensive than visual representation, is an intuitive method of conveying information regarding tissue stiffness to surgeons. In this study, real-time visual stiffness feedback by sliding indentation palpation is proposed, validated, and compared with force feedback involving human subjects. In an experimental tele-manipulation environment, a dynamically updated color map depicting the stiffness of probed soft tissue is presented via a graphical interface. The force feedback is provided, aided by a master haptic device. The haptic device uses data acquired from an F/T sensor attached to the end-effector of a tele-manipulated robot. Hard nodule detection performance is evaluated for 2 modes (force feedback and visual stiffness feedback) of stiffness feedback on an artificial organ containing buried stiff nodules. From this artificial organ, a virtual-environment tissue model is generated based on sliding indentation measurements. Employing this virtual-environment tissue model, we compare the performance of human participants in distinguishing differently sized hard nodules by force feedback and visual stiffness feedback. Results indicate that the proposed distributed visual representation of tissue stiffness can be used effectively for hard nodule identification. The representation can also be used as a sufficient substitute for force feedback in tissue palpation.

Evaluation of stiffness feedback for hard nodule identification on a phantom silicone model.

Directory of Open Access Journals (Sweden)

Min Li

Full Text Available Haptic information in robotic surgery can significantly improve clinical outcomes and help detect hard soft-tissue inclusions that indicate potential abnormalities. Visual representation of tissue stiffness information is a cost-effective technique. Meanwhile, direct force feedback, although considerably more expensive than visual representation, is an intuitive method of conveying information regarding tissue stiffness to surgeons. In this study, real-time visual stiffness feedback by sliding indentation palpation is proposed, validated, and compared with force feedback involving human subjects. In an experimental tele-manipulation environment, a dynamically updated color map depicting the stiffness of probed soft tissue is presented via a graphical interface. The force feedback is provided, aided by a master haptic device. The haptic device uses data acquired from an F/T sensor attached to the end-effector of a tele-manipulated robot. Hard nodule detection performance is evaluated for 2 modes (force feedback and visual stiffness feedback of stiffness feedback on an artificial organ containing buried stiff nodules. From this artificial organ, a virtual-environment tissue model is generated based on sliding indentation measurements. Employing this virtual-environment tissue model, we compare the performance of human participants in distinguishing differently sized hard nodules by force feedback and visual stiffness feedback. Results indicate that the proposed distributed visual representation of tissue stiffness can be used effectively for hard nodule identification. The representation can also be used as a sufficient substitute for force feedback in tissue palpation.

A Supervisor's Roles for Successful Thesis and Dissertation

Science.gov (United States)

Mhunpiew, Nathara

2013-01-01

The success of a thesis or a dissertation for a graduate student relies upon the roles of their supervisor. The student not only needs to be equipped with the knowledge, but also be able to manage others and external factors at the same time. The journey during the period of conducting research is mixed with various tasks. Five supportive roles of…

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.

Perceptions of medical graduates and their workplace supervisors towards a medical school clinical audit program.

Science.gov (United States)

Davis, Stephanie; O'Ferrall, Ilse; Hoare, Samuel; Caroline, Bulsara; Mak, Donna B

2017-07-07

This study explores how medical graduates and their workplace supervisors perceive the value of a structured clinical audit program (CAP) undertaken during medical school. Medical students at the University of Notre Dame Fremantle complete a structured clinical audit program in their final year of medical school.  Semi-structured interviews were conducted with 12 Notre Dame graduates (who had all completed the CAP), and seven workplace supervisors (quality and safety staff and clinical supervisors).  Purposeful sampling was used to recruit participants and data were analysed using thematic analysis. Both graduates and workplace supervisors perceived the CAP to be valuable. A major theme was that the CAP made a contribution to individual graduate's medical practice, including improved knowledge in some areas of patient care as well as awareness of healthcare systems issues and preparedness to undertake scientifically rigorous quality improvement activities. Graduates perceived that as a result of the CAP, they were confident in undertaking a clinical audit after graduation.  Workplace supervisors perceived the value of the CAP beyond an educational experience and felt that the audits undertaken by students improved quality and safety of patient care. It is vital that health professionals, including medical graduates, be able to carry out quality and safety activities in the workplace. This study provides evidence that completing a structured clinical audit during medical school prepares graduates to undertake quality and safety activities upon workplace entry. Other health professional faculties may be interested in incorporating a similar program in their curricula.

An investigation of relationships among genetic counselors' supervision skills and multicultural counseling competence.

Science.gov (United States)

Kyung Lee, Hyun; McCarthy Veach, Patricia; LeRoy, Bonnie S

2009-06-01

As racial and ethnic diversity increase in the U.S., genetic counselor multicultural competence is growing in importance. In mental health counseling, supervisor multicultural competence has been shown to promote supervisees' multicultural competence. Moreover, developmentally-advanced supervisors tend to be more effective. This study was designed to investigate relationships among genetic counselor supervisors' perceived multicultural counseling competence and development as supervisors, and their ability to evaluate a supervisee's multicultural skills. One hundred twenty-two supervisors completed an online survey of demographics, the Multicultural Counseling Knowledge and Awareness Scale, the Supervisor Development Scale, and a hypothetical vignette in which they evaluated a supervisee's multicultural skills and provided written feedback. Stepwise multiple regression yielded five significant predictors accounting for 31% of the variance in accuracy of supervisor evaluations of the student: multicultural awareness, multicultural knowledge, age, supervision experience, and supervisor development. Six feedback themes were identified from written responses. Practice and research suggestions are provided.

The impact of staff case manager-case management supervisor relationship on job satisfaction and retention of RN case managers.

Science.gov (United States)

Hogan, Tierney D

2005-01-01

A positive relationship between staff RN case managers and their case management supervisor significantly impacts job satisfaction and retention in case managers. Literature review supports the premise that staff need to trust their supervisor and that there is a connection between this trust and job satisfaction. Staff case managers need to have a voice at work and feel empowered, and a supervisor's leadership style can influence job satisfaction and retention in their staff.

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.

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…

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

Barriers to using eHealth data for clinical performance feedback in Malawi: A case study.

Science.gov (United States)

Landis-Lewis, Zach; Manjomo, Ronald; Gadabu, Oliver J; Kam, Matthew; Simwaka, Bertha N; Zickmund, Susan L; Chimbwandira, Frank; Douglas, Gerald P; Jacobson, Rebecca S

2015-10-01

Sub-optimal performance of healthcare providers in low-income countries is a critical and persistent global problem. The use of electronic health information technology (eHealth) in these settings is creating large-scale opportunities to automate performance measurement and provision of feedback to individual healthcare providers, to support clinical learning and behavior change. An electronic medical record system (EMR) deployed in 66 antiretroviral therapy clinics in Malawi collects data that supervisors use to provide quarterly, clinic-level performance feedback. Understanding barriers to provision of eHealth-based performance feedback for individual healthcare providers in this setting could present a relatively low-cost opportunity to significantly improve the quality of care. The aims of this study were to identify and describe barriers to using EMR data for individualized audit and feedback for healthcare providers in Malawi and to consider how to design technology to overcome these barriers. We conducted a qualitative study using interviews, observations, and informant feedback in eight public hospitals in Malawi where an EMR system is used. We interviewed 32 healthcare providers and conducted seven hours of observation of system use. We identified four key barriers to the use of EMR data for clinical performance feedback: provider rotations, disruptions to care processes, user acceptance of eHealth, and performance indicator lifespan. Each of these factors varied across sites and affected the quality of EMR data that could be used for the purpose of generating performance feedback for individual healthcare providers. Using routinely collected eHealth data to generate individualized performance feedback shows potential at large-scale for improving clinical performance in low-resource settings. However, technology used for this purpose must accommodate ongoing changes in barriers to eHealth data use. Understanding the clinical setting as a complex adaptive

Enhancing the skills of PhD supervisors facing internationalization

DEFF Research Database (Denmark)

Bøgelund, Pia

2013-01-01

interview study within the faculty, and an inquiry into the field of cross-cultural supervision with the purpose of enhancing the skills of PhD supervisors. As is often the case with cross-cultural exchange and inquiry, the study ended up by being just as informative on the supervision cultures and settings...

Using high-technology to enforce low-technology safety measures: the use of third-party remote video auditing and real-time feedback in healthcare.

Science.gov (United States)

Armellino, Donna; Hussain, Erfan; Schilling, Mary Ellen; Senicola, William; Eichorn, Ann; Dlugacz, Yosef; Farber, Bruce F

2012-01-01

Hand hygiene is a key measure in preventing infections. We evaluated healthcare worker (HCW) hand hygiene with the use of remote video auditing with and without feedback. The study was conducted in an 17-bed intensive care unit from June 2008 through June 2010. We placed cameras with views of every sink and hand sanitizer dispenser to record hand hygiene of HCWs. Sensors in doorways identified when an individual(s) entered/exited. When video auditors observed a HCW performing hand hygiene upon entering/exiting, they assigned a pass; if not, a fail was assigned. Hand hygiene was measured during a 16-week period of remote video auditing without feedback and a 91-week period with feedback of data. Performance feedback was continuously displayed on electronic boards mounted within the hallways, and summary reports were delivered to supervisors by electronic mail. During the 16-week prefeedback period, hand hygiene rates were less than 10% (3933/60 542) and in the 16-week postfeedback period it was 81.6% (59 627/73 080). The increase was maintained through 75 weeks at 87.9% (262 826/298 860). The data suggest that remote video auditing combined with feedback produced a significant and sustained improvement in hand hygiene.

ASIGNACIÓN DE SUPERVISORES FORESTALES: RESOLUCIÓN MEDIANTE UN ALGORITMO TABU SEARCH ASSIGNMENT OF FOREST SUPERVISORS: RESOLUTION BY MEANS OF A TABU SEARCH ALGORITHM

Directory of Open Access Journals (Sweden)

Lorena Pradenas Rojas

2008-12-01

Full Text Available En este estudio se presenta un modelo matemático para un problema genérico de asignación de personal. Se implementa y evalúa un procedimiento de solución mediante la metaheurística Tabu Search. El algoritmo propuesto es usado para resolver un caso real de asignación de supervisores forestales. Los resultados muestran que el algoritmo desarrollado es eficiente en la resolución de este tipo de problema y tiene un amplio rango de aplicación para otras situaciones reales.This study presents a mathematical model for a generic problem of staff allocation. A solution is implemented and evaluated by means of the Tabu Search metaheuristic. The proposed algorithm is used to solve a real case of forestry supervisors' allocation. The results show that the developed algorithm is efficient solving this kind of problems and that it has a wide range of application for other real situations.

Evaluation of multimodal feedback effects on improving rowing competencies

Directory of Open Access Journals (Sweden)

Korman Maria

2011-12-01

Full Text Available This study focused on the selection and preliminary evaluation of different types of modal and information feedback in virtual environment to facilitate acquisition and transfer of a complex motor-cognitive skill of rowing. Specifically, we addressed the effectiveness of immediate information feedback provided visually as compared to sensory haptic feedback on the improvement in hands kinematics and changes in cognitive load during the course of learning the basic rowing technique. Several pilot experiments described in this report lead to the evaluation and optimization of the training protocol, to enhance facilitatory effects of adding visual and haptic feedback during training.

Building a Culture of Engagement through Participatory Feedback Processes

Science.gov (United States)

Hatchimonji, Danielle R.; Linsky, Arielle V.; DeMarchena, Sarah; Nayman, Samuel J.; Kim, Sarah; Elias, Maurice J.

2018-01-01

In response to school environments in which teachers and students feel disconnected from the learning process, we developed a three-part curriculum feedback system with the goal of creating a school-wide culture of engagement through participatory feedback processes. Here we describe the barriers to participation and ownership that are addressed…

Health and well-being at work: The key role of supervisor support.

Science.gov (United States)

Hämmig, Oliver

2017-12-01

This study aims to explore whether and in what way social support from different sources and domains makes an additional or different and independent contribution to various health and work-related outcomes. Cross-sectional data were used from an employee survey among the workforces of four service companies from different industries in Switzerland. The study sample covered 5,877 employees of working age. The lack of social support from a spouse, relatives, friends, direct supervisors, closest colleagues at work and other co-workers in case of problems at work and at home were assessed and studied individually and jointly as risk factors with respect to a total number of eight outcomes. Health-related outcomes covered poor self-rated health, musculoskeletal disorders, stress feelings and burnout symptoms. Work-related outcomes included feeling overwhelmed at work, difficulty with switching off after work, job dissatisfaction and intention to turnover. Social support from multiple sources in contrast to only individual sources in both life domains was found to be more frequent in women than in men and proved to be most protective and beneficial with regard to health and well-being at work. However, after mutual adjustment of all single sources of social support from both domains, a lack of supervisor support turned out to be the only or the strongest of the few remaining support measures and statistically significant risk factors for the studied outcomes throughout and by far. Being unable to count on the support of a direct supervisor in case of problems at work and even at home was shown to involve a substantially increased risk of poor health and work-related outcomes (aOR = up to 3.8). Multiple sources of social support, and particularly supervisor support, seem to be important resources of health and well-being at work and need to be considered as key factors in workplace health promotion.

Supervisor Localization: A Top-Down Approach to Distributed Control of Discrete-Event Systems

International Nuclear Information System (INIS)

Cai, K.; Wonham, W. M.

2009-01-01

A purely distributed control paradigm is proposed for discrete-event systems (DES). In contrast to control by one or more external supervisors, distributed control aims to design built-in strategies for individual agents. First a distributed optimal nonblocking control problem is formulated. To solve it, a top-down localization procedure is developed which systematically decomposes an external supervisor into local controllers while preserving optimality and nonblockingness. An efficient localization algorithm is provided to carry out the computation, and an automated guided vehicles (AGV) example presented for illustration. Finally, the 'easiest' and 'hardest' boundary cases of localization are discussed.

Modelling Digital Knowledge Transfer: Nurse Supervisors Transforming Learning at Point of Care to Advance Nursing Practice

Directory of Open Access Journals (Sweden)

Carey Mather

2017-05-01

Full Text Available Limited adoption of mobile technology for informal learning and continuing professional development within Australian healthcare environments has been explained primarily as an issue of insufficient digital and ehealth literacy of healthcare professionals. This study explores nurse supervisors’ use of mobile technology for informal learning and continuing professional development both for their own professional practice, and in their role in modelling digital knowledge transfer, by facilitating the learning and teaching of nursing students in the workplace. A convenience sample of 27 nurse supervisors involved with guiding and supporting undergraduate nurses participated in one of six focus groups held in two states of Australia. Expanding knowledge emerged as the key theme of importance to this group of clinicians. Although nurse supervisors regularly browsed Internet sources for learning and teaching purposes, a mixed understanding of the mobile learning activities that could be included as informal learning or part of formal continuing professional development was detected. Participants need educational preparation and access to mobile learning opportunities to improve and maintain their digital and ehealth literacy to appropriately model digital professionalism with students. Implementation of mobile learning at point of care to enable digital knowledge transfer, augment informal learning for students and patients, and support continuing professional development opportunities is necessary. Embedding digital and ehealth literacy within nursing curricula will promote mobile learning as a legitimate nursing function and advance nursing practice.

Virtual reality environments for post-stroke arm rehabilitation

Directory of Open Access Journals (Sweden)

Beaudoin Christian

2007-06-01

Full Text Available Abstract Introduction Optimal practice and feedback elements are essential requirements for maximal motor recovery in patients with motor deficits due to central nervous system lesions. Methods A virtual environment (VE was created that incorporates practice and feedback elements necessary for maximal motor recovery. It permits varied and challenging practice in a motivating environment that provides salient feedback. Results The VE gives the user knowledge of results feedback about motor behavior and knowledge of performance feedback about the quality of pointing movements made in a virtual elevator. Movement distances are related to length of body segments. Conclusion We describe an immersive and interactive experimental protocol developed in a virtual reality environment using the CAREN system. The VE can be used as a training environment for the upper limb in patients with motor impairments.

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.

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.

上级非伦理领导对下级非伦理领导的影响：基于资源消耗理论的视角%The Impact of Supervisors' Unethical Leadership to Primary Supervisors' Unethical Leadership：Based on Resource Drain Theory

Institute of Scientific and Technical Information of China (English)

刘晓琴

2017-01-01

文章探讨了上级非伦理领导对领导—成员交换和下级非伦理领导的影响。借鉴资源消耗理论的相关文献，将领导—成员交换作为上级非伦理领导和下级非伦理领导之间的中介变量，将道德认同作为调节变量，并因此提出一个中介调节模型。研究结果表明：（1）下级领导施行职场非伦理领导行为源于其对领导—成员交换关系的感知；（2）下级领导道德认同感的高低会调节上级非伦理领导和下级非伦理领导之间的关系，道德认同感低的下级领导更容易转移压力和施行非伦理领导行为。%This study examines the impact of supervisors' unethical leadership on leader-member exchange and primary supervisors' unethical leadership. Drawing on resource drain theory, we propose a moderated mediation model with leader-member exchange as the mediator and moral identity as the moderator of the relationship be-tween supervisors' unethical leadership on primary supervisors' unethical leadership. The results indicated that:(1) Primary supervisors resort to do unethical leadership behavior in the workplace due to their feelings of leader-member exchange. (2) The moral identity of primary supervisors negatively moderates the positive relation-ship between supervisors' unethical leadership on primary supervisor' unethical leadership, the presence of low moral identity makes the adverse impact of primary supervisors' unethical leadership even worse.

A Multistage Decision-Feedback Receiver Design for LTE Uplink in Mobile Time-Variant Environments

Directory of Open Access Journals (Sweden)

Juinn-Horng Deng

2012-01-01

Full Text Available Single-carrier-frequency division multiple access (SC-FDMA has recently become the preferred uplink transmission scheme in long-term evolution (LTE systems. Similar to orthogonal frequency division multiple access (OFDMA, SC-FDMA is highly sensitive to frequency offsets caused by oscillator inaccuracies and Doppler spread, which lead to intercarrier interference (ICI. This work proposes a multistage decision-feedback structure to mitigate the ICI effect and enhance system performance in time-variant environments. Based on the block-type pilot arrangement of the LTE uplink type 1 frame structure, the time-domain least squares (TDLS method and polynomial-based curve-fitting algorithm are employed for channel estimation. Instead of using a conventional equalizer, this work uses a group frequency-domain equalizer (GFDE to reduce computational complexity. Furthermore, this work utilizes a dual iterative structure of group parallel interference cancellation (GPIC and frequency-domain group parallel interference cancellation (FPIC to mitigate the ICI effect. Finally, to optimize system performance, this work applies a novel error-correction scheme. Simulation results demonstrate the bit error rate (BER performance is markedly superior to that of the conventional full-size receiver based on minimum mean square error (MMSE. This structure performs well and is a flexible choice in mobile environments using the SC-FDMA scheme.

Patterns of Workplace Supervisor Support Desired by Abused Women

Science.gov (United States)

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

2011-01-01

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…

Measurement Development and Validation of the Family Supportive Supervisor Behavior Short-Form (FSSB-SF)

Science.gov (United States)

Hammer, Leslie B.; Kossek, Ellen Ernst; Bodner, Todd; Crain, Tori

2013-01-01

Recently, scholars have demonstrated the importance of Family Supportive Supervisor Behaviors (FSSB), defined as behaviors exhibited by supervisors that are supportive of employees’ family roles, in relation to health, well-being, and organizational outcomes. FSSB was originally conceptualized as a multidimensional, superordinate construct with four subordinate dimensions assessed with 14 items: emotional support, instrumental support, role modeling behaviors, and creative work-family management. Retaining one item from each dimension, two studies were conducted to support the development and use of a new FSSB-Short Form (FSSB-SF). Study 1 draws on the original data from the FSSB validation study of retail employees to determine if the results using the 14-item measure replicate with the shorter 4-item measure. Using data from a sample of 823 information technology professionals and their 219 supervisors, Study 2 extends the validation of the FSSB-SF to a new sample of professional workers and new outcome variables. Results from multilevel confirmatory factor analyses and multilevel regression analyses provide evidence of construct and criterion-related validity of the FSSB-SF, as it was significantly related to work-family conflict, job satisfaction, turnover intentions, control over work hours, obligation to work when sick, perceived stress, and reports of family time adequacy. We argue that it is important to develop parsimonious measures of work-family specific support to ensure supervisor support for work and family is mainstreamed into organizational research and practice. PMID:23730803

The Teacher's Roles in Light of Knowledge Economy from the Perspective of the Educational Supervisors' in Palestine

Science.gov (United States)

Sabbah, Suhair Sulaiman Mohammed; Naser, Inas Aref Saleh; Awajneh, Ahlam Mustafa Hasan

2016-01-01

This study aims at identifying the teacher's roles in light of knowledge economy from the perspective of the educational supervisors in Palestine. To achieve the study's objective, a questionnaire consisted of 35 items was developed and applied on 50 male and female supervisors in the Directorate of Education in governorate of Ramallah, al-Bireh…

The Relation between Supervisor Self-Disclosure and the Working Alliance among Social Work Students in Field Placement

Science.gov (United States)

Davidson, Clare

2011-01-01

The author examined supervisor self-disclosure and the supervisory working alliance with the hope of adding to research-supported techniques in field work supervision. Students enrolled in an MSW program at a large urban university were asked to complete a survey on the frequency and content of their supervisor's self-disclosures and on their…

'I wish someone watched me interview:' medical student insight into observation and feedback as a method for teaching communication skills during the clinical years.

Science.gov (United States)

Schopper, Heather; Rosenbaum, Marcy; Axelson, Rick

2016-11-09

Experts suggest observation and feedback is a useful tool for teaching and evaluating medical student communication skills during the clinical years. Failing to do this effectively risks contributing to deterioration of students' communication skills during the very educational period in which they are most important. While educators have been queried about their thoughts on this issue, little is known about what this process is like for learners and if they feel they get educational value from being observed. This study explored student perspectives regarding their experiences with clinical observation and feedback on communication skills. A total of 125 senior medical students at a U.S. medical school were interviewed about their experiences with observation and feedback. Thematic analysis of interview data identified common themes among student responses. The majority of students reported rarely being observed interviewing, and they reported receiving feedback even less frequently. Students valued having communication skills observed and became more comfortable with observation the more it occurred. Student-identified challenges included supervisor time constraints and grading based on observation. Most feedback focused on information gathering and was commonly delayed until well after the observed encounter. Eliciting students' perspectives on the effect of observation and feedback on the development of their communication skills is a unique way to look at this topic, and brings to light many student-identified obstacles and opportunities to maximize the educational value of observation and feedback for teaching communication, including increasing the number of observations, disassociating observation from numerically scored evaluation, training faculty to give meaningful feedback, and timing the observation/feedback earlier in clerkships.

Feedback in Clinical Education, Part II: Approved Clinical Instructor and Student Perceptions of and Influences on Feedback

Science.gov (United States)

Nottingham, Sara; Henning, Jolene

2014-01-01

Context: Approved Clinical Instructors (ACIs; now known as preceptors) are expected to provide feedback to athletic training students (ATSs) during clinical education experiences. Researchers in other fields have found that clinical instructors and students often have different perceptions of actual and ideal feedback and that several factors may influence the feedback exchanges between instructors and students. However, understanding of these issues in athletic training education is minimal. Objective: To investigate the current characteristics and perceptions of and the influences on feedback exchanges between ATSs and ACIs. Design: Qualitative study. Setting: One entry-level master's degree program accredited by the Commission on Accreditation of Athletic Training Education. Patients or Other Participants: Four ACIs and 4 second-year ATSs. Data Collection and Analysis: Individual, semistructured interviews were conducted with participants and integrated with field notes and observations for analysis. We used the constant comparative approach to inductively analyze data and develop codes and categories. Member checking, triangulation, and peer debriefing were used to promote trustworthiness of the study. Results: Participants described that feedback plays an important role in clinical education and has several purposes related to improving performance. The ACIs and ATSs also discussed several preferred characteristics of feedback. Participants identified 4 main influences on their feedback exchanges, including the ACI, the ATS, personalities, and the learning environment. Conclusions: The ACIs and ATSs had similar perceptions of ideal feedback in addition to the actual feedback that was provided during their clinical education experiences. Most of the preferences for feedback were aligned with recommendations in the literature, suggesting that existing research findings are applicable to athletic training clinical education. Several factors influenced the

Perceptions of Employees and Supervisors of a Skills Training Program

Science.gov (United States)

Calcavecchi, Lincoln Todd

2018-01-01

Organizational leaders know that training improves worker performance, but training is often initiated without considering employees' work task requirements. This instrumental case study was conducted to understand the perceptions of employees who completed a skills training program and those of supervisors. The conceptual framework was andragogy,…

Multisource feedback to graduate nurses: a multimethod study.

Science.gov (United States)

McPhee, Samantha; Phillips, Nicole M; Ockerby, Cherene; Hutchinson, Alison M

2017-11-01

(1) To explore graduate nurses' perceptions of the influence of multisource feedback on their performance and (2) to explore perceptions of Clinical Nurse Educators involved in providing feedback regarding feasibility and benefit of the approach. Graduate registered nurses are expected to provide high-quality care for patients in demanding and unpredictable clinical environments. Receiving feedback is essential to their development. Performance appraisals are a common method used to provide feedback and typically involve a single source of feedback. Alternatively, multisource feedback allows the learner to gain insight into performance from a variety of perspectives. This study explores multisource feedback in an Australian setting within the graduate nurse context. Multimethod study. Eleven graduates were given structured performance feedback from four raters: Nurse Unit Manager, Clinical Nurse Educator, preceptor and a self-appraisal. Thirteen graduates received standard single-rater appraisals. Data regarding perceptions of feedback for both groups were obtained using a questionnaire. Semistructured interviews were conducted with nurses who received multisource feedback and the educators. In total, 94% (n = 15) of survey respondents perceived feedback was important during the graduate year. Four themes emerged from interviews: informal feedback, appropriateness of raters, elements of delivery and creating an appraisal process that is 'more real'. Multisource feedback was perceived as more beneficial compared to single-rater feedback. Educators saw value in multisource feedback; however, perceived barriers were engaging raters and collating feedback. Some evidence exists to indicate that feedback from multiple sources is valued by graduates. Further research in a larger sample and with more experienced nurses is required. Evidence resulting from this study indicates that multisource feedback is valued by both graduates and educators and informs graduates

Negative feedback enables fast and flexible collective decision-making in ants.

Directory of Open Access Journals (Sweden)

Christoph Grüter

Full Text Available Positive feedback plays a major role in the emergence of many collective animal behaviours. In many ants pheromone trails recruit and direct nestmate foragers to food sources. The strong positive feedback caused by trail pheromones allows fast collective responses but can compromise flexibility. Previous laboratory experiments have shown that when the environment changes, colonies are often unable to reallocate their foragers to a more rewarding food source. Here we show both experimentally, using colonies of Lasius niger, and with an agent-based simulation model, that negative feedback caused by crowding at feeding sites allows ant colonies to maintain foraging flexibility even with strong recruitment to food sources. In a constant environment, negative feedback prevents the frequently found bias towards one feeder (symmetry breaking and leads to equal distribution of foragers. In a changing environment, negative feedback allows a colony to quickly reallocate the majority of its foragers to a superior food patch that becomes available when foraging at an inferior patch is already well underway. The model confirms these experimental findings and shows that the ability of colonies to switch to a superior food source does not require the decay of trail pheromones. Our results help to resolve inconsistencies between collective foraging patterns seen in laboratory studies and observations in the wild, and show that the simultaneous action of negative and positive feedback is important for efficient foraging in mass-recruiting insect colonies.

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.

Influencia de la capacitación en el liderazgo de supervisores para la motivación de su personal

OpenAIRE

Martínez Marín, María Enriqueta

2003-01-01

En la presente investigación se analizó la influencia de la capacitación en el liderazgo de supervisores para la motivación de logro de su personal a cargo. Participaron 30 supervisores y 160 de personal operativo, de ambos géneros, personal de una empresa de servicios. Mediante selección aleatoria se dividió en dos grupos a los supervisores y se determinó como grupo A al que recibió capacitación en liderazgo y como grupo B al que recibió capacitación en seguridad ...

Systematic, digital student feedback for differentiated teaching

DEFF Research Database (Denmark)

Graf, Stefan Ting; Carlsen, Dorthe

2017-01-01

The article reports results from a qualitative study of Elevbaro, a prototype of a digital tool for student feedback developed in connection with the demonstration school project, inclusion, and differentiated teaching in digital learning environments. At the same time the study represents...... the first step of validating Elevbaro as a systematic feedback tool. There is general consensus that feedback is central to the quality of teaching, but the focus on and the exploration of systematic student feedback is an overlooked topic. Especially as regards differentiated teaching and complex teaching...... patterns, there is a need for supplementary and digital monitoring of a group of students and of individual students. The article examines how students and teachers understand and use Elevbaro, which is built on frequent ratings of five set statements in connection with teaching over a certain period...

Supervisors matter more than you think: components of a mission-centered organizational climate.

Science.gov (United States)

Butcher, A H

1994-01-01

A study was conducted in a medical center among a diverse sample of employees to examine whether components of organizational climate related to workers' knowledge of the organization's mission and mission-centered values. Findings supported a mediated relationship between supervisor behaviors, mission knowledge, and customer service orientation (the organization's key mission value). Employee perceptions of coworker and organizational support and knowledge of their own performance expectations also related positively to customer service orientation. Results suggest that supervisors are in an ideal position to disseminate a mission-centered climate. Practical applications of these findings for management wishing to develop mission-centered climates in health care organizations are discussed.

Analysis of Feedback processes in Online Group Interaction: a methodological model

Directory of Open Access Journals (Sweden)

Anna Espasa

2013-06-01

Full Text Available The aim of this article is to present a methodological model to analyze students' group interaction to improve their essays in online learning environments, based on asynchronous and written communication. In these environments teacher and student scaffolds for discussion are essential to promote interaction. One of these scaffolds can be the feedback. Research on feedback processes has predominantly focused on feedback design rather than on how students utilize feedback to improve learning. This methodological model fills this gap contributing to analyse the implementation of the feedback processes while students discuss collaboratively in a specific case of writing assignments. A review of different methodological models was carried out to define a framework adjusted to the analysis of the relationship of written and asynchronous group interaction, and students' activity and changes incorporated into the final text. The model proposed includes the following dimensions: 1 student participation 2 nature of student learning and 3 quality of student learning. The main contribution of this article is to present the methodological model and also to ascertain the model's operativity regarding how students incorporate such feedback into their essays.

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...

RELATIVE MPORTANCE OF PAY LEVEL SATISFACTION, CAREER DEVELOPMENT OPPORTUNITIES, AND SUPERVISOR SUPPORT IN PERCEIVED ORGANIZATIONAL SUPPORT

OpenAIRE

Hasnu, Muhammed WASEEM SAF

2010-01-01

This paper presents the relative impact of supervisor support, pay level satisfaction & career growth opportunities on the development of perceived organizational support (POS) of employees. Survey data were collected from banking sector professionals working in the branches of four major private commercial banks of Pakistan in Hazara Division. The findings of this study highlighted that “career growth opportunities” is a stronger predictor of POS than supervisor support and pay level...

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.

Psychometric analysis of the Swedish version of the General Medical Council's multi source feedback questionnaires.

Science.gov (United States)

Olsson, Jan-Eric; Wallentin, Fan Yang; Toth-Pal, Eva; Ekblad, Solvig; Bertilson, Bo Christer

2017-07-10

To determine the internal consistency and the underlying components of our translated and adapted Swedish version of the General Medical Council's multisource feedback questionnaires (GMC questionnaires) for physicians and to confirm which aspects of good medical practice the latent variable structure reflected. From October 2015 to March 2016, residents in family medicine in Sweden were invited to participate in the study and to use the Swedish version to perform self-evaluations and acquire feedback from both their patients and colleagues. The validation focused on internal consistency and construct validity. Main outcome measures were Cronbach's alpha coefficients, Principal Component Analysis, and Confirmatory Factor Analysis indices. A total of 752 completed questionnaires from patients, colleagues, and residents were analysed. Of these, 213 comprised resident self-evaluations, 336 were feedback from residents' patients, and 203 were feedback from residents' colleagues. Cronbach's alpha coefficients of the scores were 0.88 from patients, 0.93 from colleagues, and 0.84 in the self-evaluations. The Confirmatory Factor Analysis validated two models that fit the data reasonably well and reflected important aspects of good medical practice. The first model had two latent factors for patient-related items concerning empathy and consultation management, and the second model had five latent factors for colleague-related items, including knowledge and skills, attitude and approach, reflection and development, teaching, and trust. The current Swedish version seems to be a reliable and valid tool for formative assessment for resident physicians and their supervisors. This needs to be verified in larger samples.

A knowledge translation intervention designed using audit and feedback and the Theoretical Domains Framework for physical therapists working in inpatient rehabilitation: A case report.

Science.gov (United States)

Romney, Wendy; Salbach, Nancy; Parrott, James Scott; Deutsch, Judith E

2018-04-16

Little is known about the process of engaging key stakeholders to select and design a knowledge translation (KT) intervention to increase the use of an outcome measure using audit and feedback. The purpose of this case report was to describe the development of a KT intervention designed with organizational support to increase physical therapists' (PTs) use of a selected outcome measure in an inpatient sub-acute rehabilitation hospital. Eleven PTs who worked at a sub-acute rehabilitation hospital participated. After determining organizational support, a mixed methods barrier assessment including a chart audit, questionnaire, and a focus group with audit and feedback was used to select an outcome measure and design a locally tailored intervention. The intervention was mapped using the Theoretical Domains Framework (TDF). One investigator acted as knowledge broker and co-designed the intervention with clinician and supervisor support. The 4-m walk test was selected through a group discussion facilitated by the knowledge broker. Support from the facility and input from the key stakeholders guided the design of a tailored KT intervention to increase use of gait speed. The intervention design included an interactive educational meeting, with documentation and environmental changes. Input from the clinicians on the educational meeting, documentation changes and placement of tracks, and support from the supervisor were used to design and locally adapt a KT intervention to change assessment practice among PTs in an inpatient sub-acute rehabilitation hospital. Implementation and evaluation of the intervention is underway.

How clinical supervisors develop trust in their trainees: a qualitative study.

NARCIS (Netherlands)

Hauer, K.E.; Oza, S.K.; Kogan, J.R.; Stankiewicz, C.A.; Stenfors-Hayes, T.; ten Cate, TJ; Batt, Joanne; O’Sullivan, P.S.

2015-01-01

Context Clinical supervisors oversee trainees’ performance while granting them increasing opportunities to work independently. Although the factors contributing to supervisors’ trust in their trainees to conduct clinical work have been identified, how the development of trust is shaped by these

On-line student feedback: a pilot study

Directory of Open Access Journals (Sweden)

Liz Barnett

2001-12-01

Full Text Available Student feedback on courses has been a standard feature of university life for several years, with a substantial research backing to it (see, for example, reviews by Marsh, 1987; Marsh and Dunkin, 1992. Most feedback systems endeavour to serve more than one purpose, with student feedback forming part of the evidence used by: • individual teachers to improve teaching • heads of departments to monitor and guide individual teachers, especially part-time teachers; • course leaders for course development; • senior managers to make decisions on probation and promotion related to teaching performance; consider changes to the wider learning environment; help with the marketing of programmes; • external agencies to assess quality of provision

Effects of a performance and quality improvement intervention on the work environment in HIV-related care: a quasi-experimental evaluation in Zambia.

Science.gov (United States)

Bazant, Eva; Sarkar, Supriya; Banda, Joseph; Kanjipite, Webby; Reinhardt, Stephanie; Shasulwe, Hildah; Mulilo, Joyce Monica Chongo; Kim, Young Mi

2014-12-20

Human resource shortages and reforms in HIV-related care make it challenging for frontline health care providers in southern Africa to deliver high-quality services. At health facilities of the Zambian Defence Forces, a performance and quality improvement approach was implemented to improve HIV-related care and was evaluated in 2010/2011. Changes in providers' work environment and perceived quality of HIV-related care were assessed to complement data of provider performance. The intervention involved on-site training, supportive supervision, and action planning focusing on detailed service delivery standards. The quasi-experimental evaluation collected pre- and post-intervention data from eight intervention and comparison facilities matched on defence force branch and baseline client volume. Overall, 101 providers responded to a 24-item questionnaire on the work environment, covering topics of drugs, supplies, and equipment; training, feedback, and supervision; compensation; staffing; safety; fulfilment; and HIV services quality. In bivariate analysis and multivariate analyses, we assessed changes within each study group and between the two groups. In the bivariate analysis, the intervention group providers reported improvements in the work environment on adequacy of equipment, feeling safe from harm, confidence in clinical skills, and reduced isolation, while the comparison group reported worsening of the work environment on supplies, training, safety, and departmental morale.In the multivariate analysis, the intervention group's improvement and the comparison group's decline were significant on perceived adequacy of drugs, supplies, and equipment; constructive feedback received from supervisor and co-workers; and feeling safe from physical harm (all P equipment). Further, the item "provider lacks confidence in some clinical skills" declined in the intervention group but increased in the comparison group (P = -0.005). In multivariate analysis, changes in perceived

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

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).

Usefulness of feedback in e-learning from the students' perspective

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María-Jesús Martínez-Argüelles

2015-10-01

Full Text Available Purpose: Functionality of feedback in pedagogical processes has been broadly analyzed in face-to-face learning, although to a lesser extent than in the on-line learning. Narciss (2004, 2008 distinguishes two dimensions within the feedback, the semantic dimension and the structural dimension. This article aims to analyze, from the student’s perspective, the semantic dimension of feedback in a virtual learning environment (VLE. Firstly, we analyze the importance that VLE students give to feedback and its degree of personalization. Later, the usefulness that students deem feedback should have, paying special attention to each of its semantic subdimensions (Narciss, 2004. Design/methodology/approach: A survey was conducted among students of Business Administration degree of the Universitat Oberta de Catalunya (UOC. 182 students took part, separated into two groups (pilot and control. Findings: It has been proved that 90% of students give a great or very great importance to reception of feedback from their tutors, a relevance they consider to be higher than the one within a face-to-face environment. This percentage is around 75% with regard to the importance given to the level of personalization of feedback. The development of a factor analysis has revealed that usefulness of personalized feedback perceived by the students can be subsumed under two large dimensions: the one that facilitates learning (related to its semantic dimension and the motivational one (by allowing an easier and more fluid communication with the tutor, contributing not to leave the course, etc. The latter dimension has been also proved to be key in order to attain improvements in the students’ satisfaction with the learning process. This research was funded by the Catalan government and the UOC, within the framework of projects to Improve Teaching Quality (ITQ. Originality/value: Implementing personalized feedback has a relevant impact on the student, who values it because

A novel CMOS SRAM feedback element for SEU environments

International Nuclear Information System (INIS)

Verghese, S.; Wortman, J.J.; Kerns, S.E.

1987-01-01

A hardened CMOS SRAM has been proposed which utilizes a leaky polysilicon Schottky diode placed in the feedback path to attain the SEU immunity of resistor-coupled SRAMs while improving the access speed of the cell. Novel polysilicon hybrid Schottky-resistor structures which emulate the leaky diodes have been designed and fabricated. The elements' design criteria and methods of fulfilling them are presented along with a practical implementation scheme for CMOS SRAM cells

Evaluating the Clinical Learning Environment: Resident and Fellow Perceptions of Patient Safety Culture.

Science.gov (United States)

Bump, Gregory M; Calabria, Jaclyn; Gosman, Gabriella; Eckart, Catherine; Metro, David G; Jasti, Harish; McCausland, Julie B; Itri, Jason N; Patel, Rita M; Buchert, Andrew

2015-03-01

The Accreditation Council for Graduate Medical Education has begun to evaluate teaching institutions' learning environments with Clinical Learning Environment Review visits, including trainee involvement in institutions' patient safety and quality improvement efforts. We sought to address the dearth of metrics that assess trainee patient safety perceptions of the clinical environment. Using the Hospital Survey on Patient Safety Culture (HSOPSC), we measured resident and fellow perceptions of patient safety culture in 50 graduate medical education programs at 10 hospitals within an integrated health system. As institution-specific physician scores were not available, resident and fellow scores on the HSOPSC were compared with national data from 29 162 practicing providers at 543 hospitals. Of the 1337 residents and fellows surveyed, 955 (71.4%) responded. Compared with national practicing providers, trainees had lower perceptions of patient safety culture in 6 of 12 domains, including teamwork within units, organizational learning, management support for patient safety, overall perceptions of patient safety, feedback and communication about error, and communication openness. Higher perceptions were observed for manager/supervisor actions promoting patient safety and for staffing. Perceptions equaled national norms in 4 domains. Perceptions of patient safety culture did not improve with advancing postgraduate year. Trainees in a large integrated health system have variable perceptions of patient safety culture, as compared with national norms for some practicing providers. Administration of the HSOPSC was feasible and acceptable to trainees, and may be used to track perceptions over time.

LFSC - Linac Feedback Simulation Code

Energy Technology Data Exchange (ETDEWEB)

Ivanov, Valentin; /Fermilab

2008-05-01

The computer program LFSC (Feedback Simulation Code>) is a numerical tool for simulation beam based feedback in high performance linacs. The code LFSC is based on the earlier version developed by a collective of authors at SLAC (L.Hendrickson, R. McEwen, T. Himel, H. Shoaee, S. Shah, P. Emma, P. Schultz) during 1990-2005. That code was successively used in simulation of SLC, TESLA, CLIC and NLC projects. It can simulate as pulse-to-pulse feedback on timescale corresponding to 5-100 Hz, as slower feedbacks, operating in the 0.1-1 Hz range in the Main Linac and Beam Delivery System. The code LFSC is running under Matlab for MS Windows operating system. It contains about 30,000 lines of source code in more than 260 subroutines. The code uses the LIAR ('Linear Accelerator Research code') for particle tracking under ground motion and technical noise perturbations. It uses the Guinea Pig code to simulate the luminosity performance. A set of input files includes the lattice description (XSIF format), and plane text files with numerical parameters, wake fields, ground motion data etc. The Matlab environment provides a flexible system for graphical output.

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

Workflow interruptions, social stressors from supervisor(s) and attention failure in surgery personnel.

Science.gov (United States)

Pereira, Diana; Müller, Patrick; Elfering, Achim

2015-01-01

Workflow interruptions and social stressors among surgery personnel may cause attention failure at work that may increase rumination about work issues during leisure time. The test of these assumptions should contribute to the understanding of exhaustion in surgery personnel and patient safety. Workflow interruptions and supervisor-related social stressors were tested to predict attention failure that predicts work-related rumination during leisure time. One hundred ninety-four theatre nurses, anaesthetists and surgeons from a Swiss University hospital participated in a cross-sectional survey. The participation rate was 58%. Structural equation modelling confirmed both indirect paths from workflow interruptions and social stressors via attention failure on rumination (both pworkflow interruptions and social stressors on rumination-could not be empirically supported. Workflow interruptions and social stressors at work are likely to trigger attention failure in surgery personnel. Work redesign and team intervention could help surgery personnel to maintain a high level of quality and patient safety and detach from work related issues to recover during leisure time.

A study on haptic collaborative game in shared virtual environment

Science.gov (United States)

Lu, Keke; Liu, Guanyang; Liu, Lingzhi

2013-03-01

A study on collaborative game in shared virtual environment with haptic feedback over computer networks is introduced in this paper. A collaborative task was used where the players located at remote sites and played the game together. The player can feel visual and haptic feedback in virtual environment compared to traditional networked multiplayer games. The experiment was desired in two conditions: visual feedback only and visual-haptic feedback. The goal of the experiment is to assess the impact of force feedback on collaborative task performance. Results indicate that haptic feedback is beneficial for performance enhancement for collaborative game in shared virtual environment. The outcomes of this research can have a powerful impact on the networked computer games.

GP supervisors' experience in supporting self-regulated learning: a balancing act

NARCIS (Netherlands)

Sagasser, M.H.; Kramer, A.W.M.; Weel, C. van; Vleuten, C.P.M. van der

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

Health and well-being at work: The key role of supervisor support

Directory of Open Access Journals (Sweden)

Oliver Hämmig

2017-12-01

Full Text Available This study aims to explore whether and in what way social support from different sources and domains makes an additional or different and independent contribution to various health and work-related outcomes. Cross-sectional data were used from an employee survey among the workforces of four service companies from different industries in Switzerland. The study sample covered 5,877 employees of working age. The lack of social support from a spouse, relatives, friends, direct supervisors, closest colleagues at work and other co-workers in case of problems at work and at home were assessed and studied individually and jointly as risk factors with respect to a total number of eight outcomes. Health-related outcomes covered poor self-rated health, musculoskeletal disorders, stress feelings and burnout symptoms. Work-related outcomes included feeling overwhelmed at work, difficulty with switching off after work, job dissatisfaction and intention to turnover. Social support from multiple sources in contrast to only individual sources in both life domains was found to be more frequent in women than in men and proved to be most protective and beneficial with regard to health and well-being at work. However, after mutual adjustment of all single sources of social support from both domains, a lack of supervisor support turned out to be the only or the strongest of the few remaining support measures and statistically significant risk factors for the studied outcomes throughout and by far. Being unable to count on the support of a direct supervisor in case of problems at work and even at home was shown to involve a substantially increased risk of poor health and work-related outcomes (aOR = up to 3.8. Multiple sources of social support, and particularly supervisor support, seem to be important resources of health and well-being at work and need to be considered as key factors in workplace health promotion.

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

2017-01-01

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…

The trigger supervisor: Managing triggering conditions in a high energy physics experiment

International Nuclear Information System (INIS)

Wadsworth, B.; Lanza, R.; LeVine, M.J.; Scheetz, R.A.; Videbaek, F.

1987-01-01

A trigger supervisor, implemented in VME-bus hardware, is described, which enables the host computer to dynamically control and monitor the trigger configuration for acquiring data from multiple detector partitions in a complex experiment

Measuring Galactic Feedback with the Origins Space Telescope

Science.gov (United States)

Armus, Lee; Bolatto, Alberto; Pope, Alexandra; Bradford, Charles Matt; Origins Space Telescope Science and Technology Definition Team

2018-01-01

Since a significant fraction of star formation and black hole growth occurs behind dust, our understanding of how and why galaxies evolve will remain incomplete until deep, wide area spectroscopic surveys in the FIRcan be carried out from space. The Origins Space Telescope (OST), a mission concept being studied for presentation to the 2020 Decadal Survey, represents an enormous leap over any existing infrared mission, and will uniquely measure black hole growth and star formation in dusty galaxies over more than 95% of cosmic history. Energetic feedback from AGN, young stars, and supernovae can regulate galaxy growth over a wide range in mass and be important for the enrichment of the interstellar and circumgalactic medium, yet the existence and type of feedback as a function of redshift, luminosity, and environment is poorly constrained. With wide wavelength coverage (5-600 microns), a large primary mirror actively cooled to ~4K, and a capable suite of imagers and spectrometers, OST will be an extremely sensitive probe of the effects of feedback on the multi-phase ISM in galaxies, through measurement of key feedback tracers such as OH and H2O absorption lines, fine structure emission lines, and PAH dust features. With OST we can directly observe the role of feedback in quenching galaxies, derive the wind kinetic energy and mass outflow rates, and correlate these with key galaxy properties (AGN or starburst power, environment, mass, age). In this poster we will explain how blind and targeted surveys with OST will have an enormous impact on our understanding of the duty cycle and basic physical properties of feedback in AGN and starburst galaxies over the last 12 Gyr.

Essential processes for cognitive behavioral clinical supervision: Agenda setting, problem-solving, and formative feedback.

Science.gov (United States)

Cummings, Jorden A; Ballantyne, Elena C; Scallion, Laura M

2015-06-01

Clinical supervision should be a proactive and considered endeavor, not a reactive one. To that end, supervisors should choose supervision processes that are driven by theory, best available research, and clinical experience. These processes should be aimed at helping trainees develop as clinicians. We highlight 3 supervision processes we believe should be used at each supervision meeting: agenda setting, encouraging trainee problem-solving, and formative feedback. Although these are primarily cognitive-behavioral skills, they can be helpful in combination with other supervision models. We provide example dialogue from supervision exchanges, and discuss theoretical and research support for these processes. Using these processes not only encourages trainee development but also models for them how to use the same processes and approaches with clients. (c) 2015 APA, all rights reserved).

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

Adverse event reporting in Slovenia - the influence of safety culture, supervisors and communication

Directory of Open Access Journals (Sweden)

Birk Karin

2016-01-01

Full Text Available Background/Aim. The provision of safe healthcare is considered a priority in European Union (EU member states. Along with other preventative measures in healthcare, the EU also strives to eliminate the “causes of harm to human health”. The aim of this survey was to determine whether safety culture, supervisors and communication between co-workers influence the number of adverse event reports submitted to the heads of clinical departments and to the management of an institution. Methods. This survey is based on cross-sectional analysis. It was carried out in the largest Slovenian university hospital. We received 235 completed questionnaires. Respondents included professionals in the fields of nursingcare, physiotherapy, occupational therapy and radiological technology. Results. Safety culture influences the number of adverse event reports submitted to the head of a clinical department from the organizational point of view. Supervisors and communication between co-workers do not influence the number of adverse event reports. Conclusion. It can be concluded that neither supervisors nor the level of communication between co-workers influence the frequency of adverse event reporting, while safety culture does influence it from an organizational point of view. The presumed factors only partly influence the number of submitted adverse event reports, thus other causes of under-reporting must be sought elsewhere.

Interpretation of Melanoma Risk Feedback in First-Degree Relatives of Melanoma Patients

International Nuclear Information System (INIS)

Hay, J. L.; Baguer, C.; Li, Y.; Orlow, I.; Berwick, M.

2012-01-01

Little is known about how individuals might interpret brief genetic risk feedback. We examined interpretation and behavioral intentions (sun protection, skin screening) in melanoma first-degree relatives (FDRs) after exposure to brief prototypic melanoma risk feedback. Using a 3 by 2 experimental pre-post design where feedback type (high-risk mutation, gene environment, and nongenetic) and risk level (positive versus negative findings) were systematically varied, 139 melanoma FDRs were randomized to receive one of the six scenarios. All scenarios included an explicit reminder that melanoma family history increased their risk regardless of their feedback. The findings indicate main effects by risk level but not feedback type; positive findings led to heightened anticipated melanoma risk perceptions and anticipated behavioral intentions. Yet those who received negative findings often discounted their family melanoma history. As such, 25%, 30%, and 32% of those who received negative mutation, gene-environment, and nongenetic feedback, respectively, reported that their risk was similar to the general population. Given the frequency with which those who pursue genetic testing may receive negative feedback, attention is needed to identify ideal strategies to present negative genetic findings in contexts such as direct to consumer channels where extensive genetic counseling is not required.

Reinforced Feedback in Virtual Environment for Rehabilitation of Upper Extremity Dysfunction after Stroke: Preliminary Data from a Randomized Controlled Trial

Directory of Open Access Journals (Sweden)

Paweł Kiper

2014-01-01

Full Text Available Objectives. To study whether the reinforced feedback in virtual environment (RFVE is more effective than traditional rehabilitation (TR for the treatment of upper limb motor function after stroke, regardless of stroke etiology (i.e., ischemic, hemorrhagic. Design. Randomized controlled trial. Participants. Forty-four patients affected by stroke. Intervention. The patients were randomized into two groups: RFVE (N=23 and TR (N=21, and stratified according to stroke etiology. The RFVE treatment consisted of multidirectional exercises providing augmented feedback provided by virtual reality, while in the TR treatment the same exercises were provided without augmented feedbacks. Outcome Measures. Fugl-Meyer upper extremity scale (F-M UE, Functional Independence Measure scale (FIM, and kinematics parameters (speed, time, and peak. Results. The F-M UE (P=0.030, FIM (P=0.021, time (P=0.008, and peak (P=0.018, were significantly higher in the RFVE group after treatment, but not speed (P=0.140. The patients affected by hemorrhagic stroke significantly improved FIM (P=0.031, time (P=0.011, and peak (P=0.020 after treatment, whereas the patients affected by ischemic stroke improved significantly only speed (P=0.005 when treated by RFVE. Conclusion. These results indicated that some poststroke patients may benefit from RFVE program for the recovery of upper limb motor function. This trial is registered with NCT01955291.

Feedbacks between conservation and social-ecological systems

Science.gov (United States)

Miller, Brian W.; Caplow, Susan C.; Leslie, Paul W.

2012-01-01

Robust ways to meet objectives of environmental conservation and social and economic development remain elusive. This struggle may in part be related to insufficient understanding of the feedbacks between conservation initiatives and social-ecological systems, specifically, the ways in which conservation initiatives result in social changes that have secondary effects on the environments targeted by conservation. To explore this idea we sampled peer-reviewed articles addressing the social and environmental dimensions of conservation and coded each paper according to its research focus and characterization of these feedbacks. The majority of articles in our sample focused either on the effect of conservation initiatives on people (e.g., relocation, employment) or the effect of people on the environment (e.g., fragmentation, conservation efficacy of traditional management systems). Few studies in our sample empirically addressed both the social dynamics resulting from conservation initiatives and subsequent environmental effects. In many cases, one was measured and the other was discussed anecdotally. Among the studies that describe feedbacks between social and environmental variables, there was more evidence of positive (amplifying) feedbacks between social and environmental outcomes (i.e., undesirable social outcomes yielded undesirable environmental effects, and desirable social outcomes yielded desirable environmental effects). The major themes within the sampled literature include conflict between humans and wild animals, social movements, adaptive comanagement, loss of traditional management systems, traditional ecological knowledge, human displacement and risks to livelihoods, and conservation and development. The narratives associated with each theme can serve as hypotheses for facilitating further discussion about conservation issues and for catalyzing future studies of the feedbacks between conservation and social-ecological systems. PMID:22443128

Feedback Blunting: Total Sleep Deprivation Impairs Decision Making that Requires Updating Based on Feedback

Science.gov (United States)

Whitney, Paul; Hinson, John M.; Jackson, Melinda L.; Van Dongen, Hans P.A.

2015-01-01

Study Objectives: To better understand the sometimes catastrophic effects of sleep loss on naturalistic decision making, we investigated effects of sleep deprivation on decision making in a reversal learning paradigm requiring acquisition and updating of information based on outcome feedback. Design: Subjects were randomized to a sleep deprivation or control condition, with performance testing at baseline, after 2 nights of total sleep deprivation (or rested control), and following 2 nights of recovery sleep. Subjects performed a decision task involving initial learning of go and no go response sets followed by unannounced reversal of contingencies, requiring use of outcome feedback for decisions. A working memory scanning task and psychomotor vigilance test were also administered. Setting: Six consecutive days and nights in a controlled laboratory environment with continuous behavioral monitoring. Subjects: Twenty-six subjects (22–40 y of age; 10 women). Interventions: Thirteen subjects were randomized to a 62-h total sleep deprivation condition; the others were controls. Results: Unlike controls, sleep deprived subjects had difficulty with initial learning of go and no go stimuli sets and had profound impairment adapting to reversal. Skin conductance responses to outcome feedback were diminished, indicating blunted affective reactions to feedback accompanying sleep deprivation. Working memory scanning performance was not significantly affected by sleep deprivation. And although sleep deprived subjects showed expected attentional lapses, these could not account for impairments in reversal learning decision making. Conclusions: Sleep deprivation is particularly problematic for decision making involving uncertainty and unexpected change. Blunted reactions to feedback while sleep deprived underlie failures to adapt to uncertainty and changing contingencies. Thus, an error may register, but with diminished effect because of reduced affective valence of the feedback

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

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)

A critical evaluation of the validity and the reliability of global competency constructs for supervisor assessment of junior medical trainees

NARCIS (Netherlands)

McGill, D.A.; Vleuten, C.P.M. van der; Clarke, M.J.

2013-01-01

Supervisor assessments are critical for both formative and summative assessment in the workplace. Supervisor ratings remain an important source of such assessment in many educational jurisdictions even though there is ambiguity about their validity and reliability. The aims of this evaluation is to

PRELIMINARY COUPLING OF THE MONTE CARLO CODE OPENMC AND THE MULTIPHYSICS OBJECT-ORIENTED SIMULATION ENVIRONMENT (MOOSE) FOR ANALYZING DOPPLER FEEDBACK IN MONTE CARLO SIMULATIONS

Energy Technology Data Exchange (ETDEWEB)

Matthew Ellis; Derek Gaston; Benoit Forget; Kord Smith

2011-07-01

In recent years the use of Monte Carlo methods for modeling reactors has become feasible due to the increasing availability of massively parallel computer systems. One of the primary challenges yet to be fully resolved, however, is the efficient and accurate inclusion of multiphysics feedback in Monte Carlo simulations. The research in this paper presents a preliminary coupling of the open source Monte Carlo code OpenMC with the open source Multiphysics Object-Oriented Simulation Environment (MOOSE). The coupling of OpenMC and MOOSE will be used to investigate efficient and accurate numerical methods needed to include multiphysics feedback in Monte Carlo codes. An investigation into the sensitivity of Doppler feedback to fuel temperature approximations using a two dimensional 17x17 PWR fuel assembly is presented in this paper. The results show a functioning multiphysics coupling between OpenMC and MOOSE. The coupling utilizes Functional Expansion Tallies to accurately and efficiently transfer pin power distributions tallied in OpenMC to unstructured finite element meshes used in MOOSE. The two dimensional PWR fuel assembly case also demonstrates that for a simplified model the pin-by-pin doppler feedback can be adequately replicated by scaling a representative pin based on pin relative powers.

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;…

Local land-atmosphere feedbacks limit irrigation demand

Science.gov (United States)

Decker, Mark; Ma, Shaoxiu; Pitman, Andy

2017-05-01

Irrigation is known to influence regional climate but most studies forecast and simulate irrigation with offline (i.e. land only) models. Using south eastern Australia as a test bed, we demonstrate that irrigation demand is fundamentally different between land only and land-atmosphere simulations. While irrigation only has a small impact on maximum temperature, the semi-arid environment experiences near surface moistening in coupled simulations over the irrigated regions, a feedback that is prevented in offline simulations. In land only simulations that neglect the local feedbacks, the simulated irrigation demand is 25% higher and the standard deviation of the mean irrigation rate is 60% smaller. These local-scale irrigation-driven feedbacks are not resolved in coarse-resolution climate models implying that use of these tools will overestimate irrigation demand. Future studies of irrigation demand must therefore account for the local land-atmosphere interactions by using coupled frameworks, at a spatial resolution that captures the key feedbacks.

Learning Intercultural Communication Skills with Virtual Humans: Feedback and Fidelity

Science.gov (United States)

Lane, H. Chad; Hays, Matthew Jensen; Core, Mark G.; Auerbach, Daniel

2013-01-01

In the context of practicing intercultural communication skills, we investigated the role of fidelity in a game-based, virtual learning environment as well as the role of feedback delivered by an intelligent tutoring system. In 2 experiments, we compared variations on the game interface, use of the tutoring system, and the form of the feedback.…

Walking Flexibility after Hemispherectomy: Split-Belt Treadmill Adaptation and Feedback Control

Science.gov (United States)

Choi, Julia T.; Vining, Eileen P. G.; Reisman, Darcy S.; Bastian, Amy J.

2009-01-01

Walking flexibility depends on use of feedback or reactive control to respond to unexpected changes in the environment, and the ability to adapt feedforward or predictive control for sustained alterations. Recent work has demonstrated that cerebellar damage impairs feedforward adaptation, but not feedback control, during human split-belt treadmill…

Quality management and the work environment: an empirical investigation in a public sector organization.

Science.gov (United States)

Taveira, Alvaro D; James, Craig A; Karsh, Ben -Tzion; Sainfort, François

2003-07-01

The integration of quality management initiatives, particularly total quality management (TQM), and ergonomics has received increasing attention from scholars and practitioners. Above all, the question of how TQM programs relate to ergonomic aspects of organizational design and culture is at the center of this discussion. This study examines how elements of a "typical", Deming-inspired, TQM program in the public sector interact with the work environment. Elements of the TQM program were defined and measured using the Malcom Baldridge Award criteria. The specific elements examined were "Management Support of Quality", "Information and Analysis", "Human Resources", "Processes and Quality Results", and "Customer Focus and Satisfaction". The relationship between these TQM elements and the work environment were defined through five separate hypotheses. The work environment was described by the constructs "Supervisor Support", "Task Clarity", "Task Orientation", and "Innovation". Data were obtained through survey questionnaires administered to employees of four departments in a municipal government organization. Results supported three of the hypotheses, but produced some unanticipated outcomes with regard to the other two. Namely, "Management Support of Quality" was significantly related to "Supervisor Support", "Task Orientation", "Task Clarity" and "Innovation"; "Human Resources" was significantly related to "Supervisor Support"; "Processes and Quality Results" was significantly related to "Task Orientation" and "Innovation". Contrary to predicted "Information and Analysis" was negatively related to "Innovation", and "Customer Focus" was unrelated to any of the outcome variables. The relationships between these TQM elements and work environment dimensions are discussed. Implications for TQM and ergonomic practice are analyzed, and directions for future research proposed.

Increasing generic engineering competences using coaching and personal feedback

DEFF Research Database (Denmark)

Jørgensen, Ivan Harald Holger; Marker-Villumsen, Niels

2014-01-01

problem solving methodology. In order to create an environment for the students to practice their generic engineering competences they are throughout the course provided personal feedback by the teacher using a four step feedback model. The course was evaluated using the Course Evaluation Questionnaire...... objective, teaching activities and the assessment are presented and it is demonstrated how coaching and personal feedback – often used in the industry – is used to improve the generic engineering competences of the students in alignment with CDIO. The course is conducted as if it was a project in a company...

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.

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.

Workplace-based assessment and students' approaches to learning: a qualitative inquiry.

Science.gov (United States)

Al-Kadri, Hanan M; Al-Kadi, Mohammed T; Van Der Vleuten, Cees P M

2013-01-01

We have performed this research to assess the effect of work-place based assessment (WBA) practice on medical students' learning approaches. The research was conducted at the King Saud bin Abdulaziz University for Health Sciences, College of Medicine from 1 March to 31 July 2012. We conducted a qualitative, phenomenological research utilizing semi-structured individual interviews with medical students exposed to WBA. The audio-taped interviews were transcribed verbatim, analyzed, and themes were identified. We preformed investigators' triangulation, member checking with clinical supervisors and we triangulated the data with a similar research performed prior to the implementation of WBA. WBA results in variable learning approaches. Based on several affecting factors; clinical supervisors, faculty-given feedback, and assessment function, students may swing between surface, deep and effort and achievement learning approaches. Students' and supervisors' orientations on the process of WBA, utilization of peer feedback and formative rather than summative assessment facilitate successful implementation of WBA and lead to students' deeper approaches to learning. Interestingly, students and their supervisors have contradicting perceptions to WBA. A change in culture to unify students' and supervisors' perceptions of WBA, more accommodation of formative assessment, and feedback may result in students' deeper approach to learning.

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.

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

OpenAIRE

Ali Shafiq; Anbareen Jan

2017-01-01

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 b...

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.

Feedback Valence Affects Auditory Perceptual Learning Independently of Feedback Probability

Science.gov (United States)

Amitay, Sygal; Moore, David R.; Molloy, Katharine; Halliday, Lorna F.

2015-01-01

Previous studies have suggested that negative feedback is more effective in driving learning than positive feedback. We investigated the effect on learning of providing varying amounts of negative and positive feedback while listeners attempted to discriminate between three identical tones; an impossible task that nevertheless produces robust learning. Four feedback conditions were compared during training: 90% positive feedback or 10% negative feedback informed the participants that they were doing equally well, while 10% positive or 90% negative feedback informed them they were doing equally badly. In all conditions the feedback was random in relation to the listeners’ responses (because the task was to discriminate three identical tones), yet both the valence (negative vs. positive) and the probability of feedback (10% vs. 90%) affected learning. Feedback that informed listeners they were doing badly resulted in better post-training performance than feedback that informed them they were doing well, independent of valence. In addition, positive feedback during training resulted in better post-training performance than negative feedback, but only positive feedback indicating listeners were doing badly on the task resulted in learning. As we have previously speculated, feedback that better reflected the difficulty of the task was more effective in driving learning than feedback that suggested performance was better than it should have been given perceived task difficulty. But contrary to expectations, positive feedback was more effective than negative feedback in driving learning. Feedback thus had two separable effects on learning: feedback valence affected motivation on a subjectively difficult task, and learning occurred only when feedback probability reflected the subjective difficulty. To optimize learning, training programs need to take into consideration both feedback valence and probability. PMID:25946173

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.

The Belief Systems of University Supervisors in an Elementary Student-Teaching Program.

Science.gov (United States)

Zeichner, Kenneth M.; Tabachnick, B. Robert

1982-01-01

A study was conducted to determine the range of supervisory belief systems that existed among nine university supervisors of elementary education student teachers. In interviews, three distinct belief systems emerged: (1) technical/instrumental; (2) personal growth centered; and (3) critical. (FG)

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.

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

OpenAIRE

Akintola, Olagoke; Chikoko, Gamuchirai

2016-01-01

Background 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. Methods We conducted qualitative interviews with 26 programme staff providing supervision to community health workers in eight community-based organizations i...

Feedback Blunting: Total Sleep Deprivation Impairs Decision Making that Requires Updating Based on Feedback.

Science.gov (United States)

Whitney, Paul; Hinson, John M; Jackson, Melinda L; Van Dongen, Hans P A

2015-05-01

To better understand the sometimes catastrophic effects of sleep loss on naturalistic decision making, we investigated effects of sleep deprivation on decision making in a reversal learning paradigm requiring acquisition and updating of information based on outcome feedback. Subjects were randomized to a sleep deprivation or control condition, with performance testing at baseline, after 2 nights of total sleep deprivation (or rested control), and following 2 nights of recovery sleep. Subjects performed a decision task involving initial learning of go and no go response sets followed by unannounced reversal of contingencies, requiring use of outcome feedback for decisions. A working memory scanning task and psychomotor vigilance test were also administered. Six consecutive days and nights in a controlled laboratory environment with continuous behavioral monitoring. Twenty-six subjects (22-40 y of age; 10 women). Thirteen subjects were randomized to a 62-h total sleep deprivation condition; the others were controls. Unlike controls, sleep deprived subjects had difficulty with initial learning of go and no go stimuli sets and had profound impairment adapting to reversal. Skin conductance responses to outcome feedback were diminished, indicating blunted affective reactions to feedback accompanying sleep deprivation. Working memory scanning performance was not significantly affected by sleep deprivation. And although sleep deprived subjects showed expected attentional lapses, these could not account for impairments in reversal learning decision making. Sleep deprivation is particularly problematic for decision making involving uncertainty and unexpected change. Blunted reactions to feedback while sleep deprived underlie failures to adapt to uncertainty and changing contingencies. Thus, an error may register, but with diminished effect because of reduced affective valence of the feedback or because the feedback is not cognitively bound with the choice. This has important

Complexity in built environment, health, and destination walking: a neighborhood-scale analysis.

Science.gov (United States)

Carlson, Cynthia; Aytur, Semra; Gardner, Kevin; Rogers, Shannon

2012-04-01

This study investigates the relationships between the built environment, the physical attributes of the neighborhood, and the residents' perceptions of those attributes. It focuses on destination walking and self-reported health, and does so at the neighborhood scale. The built environment, in particular sidewalks, road connectivity, and proximity of local destinations, correlates with destination walking, and similarly destination walking correlates with physical health. It was found, however, that the built environment and health metrics may not be simply, directly correlated but rather may be correlated through a series of feedback loops that may regulate risk in different ways in different contexts. In particular, evidence for a feedback loop between physical health and destination walking is observed, as well as separate feedback loops between destination walking and objective metrics of the built environment, and destination walking and perception of the built environment. These feedback loops affect the ability to observe how the built environment correlates with residents' physical health. Previous studies have investigated pieces of these associations, but are potentially missing the more complex relationships present. This study proposes a conceptual model describing complex feedback relationships between destination walking and public health, with the built environment expected to increase or decrease the strength of the feedback loop. Evidence supporting these feedback relationships is presented.

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.

Situational awareness and information flow in prehospital emergency medical care from the perspective of paramedic field supervisors: a scenario-based study.

Science.gov (United States)

Norri-Sederholm, Teija; Paakkonen, Heikki; Kurola, Jouni; Saranto, Kaija

2015-01-16

In prehospital emergency medical services, one of the key factors in the successful delivery of appropriate care is the efficient management and supervision of the area's emergency medical services units. Paramedic field supervisors have an important role in this task. One of the key factors in the daily work of paramedic field supervisors is ensuring that they have enough of the right type of information when co-operating with other authorities and making decisions. However, a gap in information sharing still exists especially due to information overload. The aim of this study was to find out what type of critical information paramedic field supervisors need during multi-authority missions in order to manage their emergency medical services area successfully. The study also investigated both the flow of information, and interactions with the paramedic field supervisors and the differences that occur depending on the incident type. Ten paramedic field supervisors from four Finnish rescue departments participated in the study in January-March 2012. The data were collected using semi-structured interviews based on three progressive real-life scenarios and a questionnaire. Data were analysed using deductive content analysis. Data management and analysis were performed using Atlas.ti 7 software. Five critical information categories were formulated: Incident data, Mission status, Area status, Safety at work, and Tactics. Each category's importance varied depending on the incident and on whether it was about information needed or information delivered by the paramedic field supervisors. The main communication equipment used to receive information was the authority radio network (TETRA). However, when delivering information, mobile phones and TETRA were of equal importance. Paramedic field supervisors needed more information relating to area status. Paramedic field supervisors communicate actively with EMS units and other authorities such as Emergency Medical Dispatch

Slow Orbit Feedback at the ALS Using Matlab

International Nuclear Information System (INIS)

Portmann, G.

1999-01-01

The third generation Advanced Light Source (ALS) produces extremely bright and finely focused photon beams using undulatory, wigglers, and bend magnets. In order to position the photon beams accurately, a slow global orbit feedback system has been developed. The dominant causes of orbit motion at the ALS are temperature variation and insertion device motion. This type of motion can be removed using slow global orbit feedback with a data rate of a few Hertz. The remaining orbit motion in the ALS is only 1-3 micron rms. Slow orbit feedback does not require high computational throughput. At the ALS, the global orbit feedback algorithm, based on the singular valued decomposition method, is coded in MATLAB and runs on a control room workstation. Using the MATLAB environment to develop, test, and run the storage ring control algorithms has proven to be a fast and efficient way to operate the ALS

What students really learn: contrasting medical and nursing students' experiences of the clinical learning environment.

Science.gov (United States)

Liljedahl, Matilda; Boman, Lena Engqvist; Fält, Charlotte Porthén; Bolander Laksov, Klara

2015-08-01

This paper explores and contrasts undergraduate medical and nursing students' experiences of the clinical learning environment. Using a sociocultural perspective of learning and an interpretative approach, 15 in-depth interviews with medical and nursing students were analysed with content analysis. Students' experiences are described using a framework of 'before', 'during' and 'after' clinical placements. Three major themes emerged from the analysis, contrasting the medical and nursing students' experiences of the clinical learning environment: (1) expectations of the placement; (2) relationship with the supervisor; and (3) focus of learning. The findings offer an increased understanding of how medical and nursing students learn in the clinical setting; they also show that the clinical learning environment contributes to the socialisation process of students not only into their future profession, but also into their role as learners. Differences between the two professions should be taken into consideration when designing interprofessional learning activities. Also, the findings can be used as a tool for clinical supervisors in the reflection on how student learning in the clinical learning environment can be improved.

Barriers and Facilitators to Effective Feedback: A Qualitative Analysis of Data From Multispecialty Resident Focus Groups.

Science.gov (United States)

Reddy, Shalini T; Zegarek, Matthew H; Fromme, H Barrett; Ryan, Michael S; Schumann, Sarah-Anne; Harris, Ilene B

2015-06-01

Despite the importance of feedback, the literature suggests that there is inadequate feedback in graduate medical education. We explored barriers and facilitators that residents in anesthesiology, emergency medicine, obstetrics and gynecology, and surgery experience with giving and receiving feedback during their clinical training. Residents from 3 geographically diverse teaching institutions were recruited to participate in focus groups in 2012. Open-ended questions prompted residents to describe their experiences with giving and receiving feedback, and discuss facilitators and barriers. Data were transcribed and analyzed using the constant comparative method associated with a grounded theory approach. A total of 19 residents participated in 1 of 3 focus groups. Five major themes related to feedback were identified: teacher factors, learner factors, feedback process, feedback content, and educational context. Unapproachable attendings, time pressures due to clinical work, and discomfort with giving negative feedback were cited as major barriers in the feedback process. Learner engagement in the process was a major facilitator in the feedback process. Residents provided insights for improving the feedback process based on their dual roles as teachers and learners. Time pressures in the learning environment may be mitigated by efforts to improve the quality of teacher-learner relationships. Forms for collecting written feedback should be augmented by faculty development to ensure meaningful use. Efforts to improve residents' comfort with giving feedback and encouraging learners to engage in the feedback process may foster an environment conducive to increasing feedback.

The assessment of stat laboratory test ordering practice and impact of targeted individual feedback in an urban teaching hospital.

Science.gov (United States)

Sorita, Atsushi; Steinberg, Daniel I; Leitman, Michael; Burger, Alfred; Husk, Gregg; Sivaprasad, Latha

2014-01-01

Overuse of inpatient stat laboratory orders ("stat" is an abbreviation of the Latin word "statim," meaning immediately, without delay) is a major problem in the modern healthcare system. To understand patterns of stat laboratory ordering practices at our institution and to assess the effectiveness of individual feedback in reducing these orders. Medicine and General Surgery residents were given a teaching session about appropriate stat ordering practice in January 2010. Individual feedback was given to providers who were the highest utilizers of stat laboratory orders by their direct supervisors from February through June of 2010. The proportion of stat orders out of total laboratory orders per provider was the main outcome measure. All inpatient laboratory orders from September 2009 to June 2010 were analyzed. The median proportion of stat orders out of total laboratory orders was 41.6% for nontrainee providers (N = 500), 38.7% for Medicine residents (N = 125), 80.2% for General Surgery residents (N = 32), and 24.2% for other trainee providers (N = 150). Among 27 providers who received feedback (7 nontrainees, 16 Medicine residents, and 4 General Surgery residents), the proportion of stat laboratory orders per provider decreased by 15.7% (95% confidence interval: 5.6%-25.9%, P = 0.004) after feedback, whereas the decrease among providers who were high utilizers but did not receive feedback (N = 39) was not significant (4.5%; 95% confidence interval: 2.1%-11.0%, P = 0.18). Monthly trends showed reduction in the proportion of stat orders among Medicine and General Surgery residents, but not among other trainee providers. The frequency of stat ordering was highly variable among providers. Individual feedback to the highest utilizers of stat orders was effective in decreasing these orders. © 2013 Society of Hospital Medicine.

Effects of plant–soil feedback on tree seedling growth under arid conditions

NARCIS (Netherlands)

Meijer, S.S.; Holmgren, M.; Van der Putten, W.H.

2011-01-01

Aims Plants are able to influence their growing environment by changing biotic and abiotic soil conditions. These soil conditions in turn can influence plant growth conditions, which is called plant–soil feedback. Plant–soil feedback is known to be operative in a wide variety of ecosystems ranging

Effects of plant-soil feedback on tree seedling growth under arid conditions

NARCIS (Netherlands)

Meijer, S.S.; Holmgren, M.; Putten, van der W.H.

2011-01-01

Aims: Plants are able to influence their growing environment by changing biotic and abiotic soil conditions. These soil conditions in turn can influence plant growth conditions, which is called plant–soil feedback. Plant–soil feedback is known to be operative in a wide variety of ecosystems ranging

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

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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.

Interaction between Allee effects caused by organism-environment feedback and by other ecological mechanisms.

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Lijuan Qin

Full Text Available Understanding Allee effect has crucial importance for ecological conservation and management because it is strongly related to population extinction. Due to various ecological mechanisms accounting for Allee effect, it is necessary to study the influence of multiple Allee effects on the dynamics and persistence of population. We here focus on organism-environment feedback which can incur strong, weak, and fatal Allee effect (AE-by-OEF, and further examine their interaction with the Allee effects caused by other ecological mechanisms (AE-by-OM. The results show that multiple Allee effects largely increase the extinction risk of population either due to the enlargement of Allee threshold or the change of inherent characteristic of Allee effect, and such an increase will be enhanced dramatically with increasing the strength of individual Allee effects. Our simulations explicitly considering spatial structure also demonstrate that local interaction among habitat patches can greatly mitigate such superimposed Allee effects as well as individual Allee effect. This implies that spatially structurized habitat could play an important role in ecological conservation and management.

Interaction between Allee effects caused by organism-environment feedback and by other ecological mechanisms.

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Qin, Lijuan; Zhang, Feng; Wang, Wanxiong; Song, Weixin

2017-01-01

Understanding Allee effect has crucial importance for ecological conservation and management because it is strongly related to population extinction. Due to various ecological mechanisms accounting for Allee effect, it is necessary to study the influence of multiple Allee effects on the dynamics and persistence of population. We here focus on organism-environment feedback which can incur strong, weak, and fatal Allee effect (AE-by-OEF), and further examine their interaction with the Allee effects caused by other ecological mechanisms (AE-by-OM). The results show that multiple Allee effects largely increase the extinction risk of population either due to the enlargement of Allee threshold or the change of inherent characteristic of Allee effect, and such an increase will be enhanced dramatically with increasing the strength of individual Allee effects. Our simulations explicitly considering spatial structure also demonstrate that local interaction among habitat patches can greatly mitigate such superimposed Allee effects as well as individual Allee effect. This implies that spatially structurized habitat could play an important role in ecological conservation and management.

Recognition Stage for a Speed Supervisor Based on Road Sign Detection

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José María Armingol

2012-09-01

Full Text Available Traffic accidents are still one of the main health problems in the World. A number of measures have been applied in order to reduce the number of injuries and fatalities in roads, i.e., implementation of Advanced Driver Assistance Systems (ADAS based on image processing. In this paper, a real time speed supervisor based on road sign recognition that can work both in urban and non-urban environments is presented. The system is able to recognize 135 road signs, belonging to the danger, yield, prohibition obligation and indication types, and sends warning messages to the driver upon the combination of two pieces of information: the current speed of the car and the road sign symbol. The core of this paper is the comparison between the two main methods which have been traditionally used for detection and recognition of road signs: template matching (TM and neural networks (NN. The advantages and disadvantages of the two approaches will be shown and commented. Additionally we will show how the use of well-known algorithms to avoid illumination issues reduces the amount of images needed to train a neural network.

Integration of Lower Level Supervisors into the Management Structure.

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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

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

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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.

Audio Feedback -- Better Feedback?

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Voelkel, Susanne; Mello, Luciane V.

2014-01-01

National Student Survey (NSS) results show that many students are dissatisfied with the amount and quality of feedback they get for their work. This study reports on two case studies in which we tried to address these issues by introducing audio feedback to one undergraduate (UG) and one postgraduate (PG) class, respectively. In case study one…

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

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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…

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

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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…

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

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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…

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

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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.

Going beyond audit and feedback: towards behaviour-based interventions to change physician laboratory test ordering behaviour.

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Meidani, Z; Mousavi, G A; Kheirkhah, D; Benar, N; Maleki, M R; Sharifi, M; Farrokhian, A

2017-12-01

Studies indicate there are a variety of contributing factors affecting physician test ordering behaviour. Identifying these behaviours allows development of behaviour-based interventions. Methods Through a pilot study, the list of contributing factors in laboratory tests ordering, and the most ordered tests, were identified, and given to 50 medical students, interns, residents and paediatricians in questionnaire form. The results showed routine tests and peer or supervisor pressure as the most influential factors affecting physician ordering behaviour. An audit and feedback mechanism was selected as an appropriate intervention to improve physician ordering behaviour. The intervention was carried out at two intervals over a three-month period. Findings There was a large reduction in the number of laboratory tests ordered; from 908 before intervention to 389 and 361 after first and second intervention, respectively. There was a significant relationship between audit and feedback and the meaningful reduction of 7 out of 15 laboratory tests including complete blood count (p = 0.002), erythrocyte sedimentation rate (p = 0.01), C-reactive protein (p = 0.01), venous blood gas (p = 0.016), urine analysis (p = 0.005), blood culture (p = 0.045) and stool examination (p = 0.001). Conclusion The audit and feedback intervention, even in short duration, affects physician ordering behaviour. It should be designed in terms of behaviour-based intervention and diagnosis of the contributing factors in physicians' behaviour. Further studies are required to substantiate the effectiveness of such behaviour-based intervention strategies in changing physician behaviour.

The Regulation of Behavioral Plasticity by Performance-Based Feedback and an Experimental Test with Avian Egg Production.

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Sockman, Keith W

2016-05-01

Optimizing plasticity in behavioral performances requires the abilities to regulate physiological effort and to estimate the effects of the environment. To describe how performance-based feedback could play a role in regulating recursive or continuous behavioral performances, I developed two models, one (environmental feedback) that assumes an initial ability to regulate effort but not to predict the effects of the environment and the other (effort feedback) that assumes an initial ability to predict the effects of the environment but not to regulate effort. I tested them by manipulating feedback on egg production, using an egg-substitution experiment in wild, free-ranging Lincoln's sparrows (Melospiza lincolnii). I discovered that females adjusted the size of their clutches' third laid eggs in response to the size of an experimentally substituted first laid egg, such that the size of the third laid egg increased with the size of the substitute. Results were largely consistent with the environmental feedback model, though small portions of the response surface were consistent with the effort feedback model or with neither. Regardless, such feedback-based regulation predicted by either model may help females maximize net benefits of egg production and may be a basis for mechanisms regulating a wide range of other behavioral performances, as well.

The Impact of Work-Family Supportive Supervisors on Job Involvement and Job Satisfaction with Career Competencies as an Intervening Variable

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Suharnomo

2018-01-01

Full Text Available This study was conducted to explore the relationship between work-family supportive supervisor, career competencies, job involvement, and job satisfaction. Data were collected from a sample of 162 respondents who worked as a nurse at hospital in Jakarta, Indonesia. This study used Structural Equation Modeling (SEM to examine and estimate the relationship between the constructs. The study results indicate that work-family supportive supervisor has a positive and significant impact on career competencies, career competencies have a positive and significant impact on job involvement, and on job satisfaction. Work-family supportive supervisor has a positive and significant impact on job involvement and on job satisfaction. A total of 162 respondents with a percentage of 96.30% women showed that women need good support and policies in achieving a balance between work and family. Finally, this study highlights the importance of work-family supportive supervisor and career competencies for improving job involvement and job satisfaction. This study provides insights on how the human resources department can retain qualified staff and develop employee satisfaction.

The Impact of Work-Family Supportive Supervisors on Job Involvement and Job Satisfaction with Career Competencies as an Intervening Variable

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Suharnomo; Johnpray, Paguh Raja

2018-02-01

This study was conducted to explore the relationship between work-family supportive supervisor, career competencies, job involvement, and job satisfaction. Data were collected from a sample of 162 respondents who worked as a nurse at hospital in Jakarta, Indonesia. This study used Structural Equation Modeling (SEM) to examine and estimate the relationship between the constructs. The study results indicate that work-family supportive supervisor has a positive and significant impact on career competencies, career competencies have a positive and significant impact on job involvement, and on job satisfaction. Work-family supportive supervisor has a positive and significant impact on job involvement and on job satisfaction. A total of 162 respondents with a percentage of 96.30% women showed that women need good support and policies in achieving a balance between work and family. Finally, this study highlights the importance of work-family supportive supervisor and career competencies for improving job involvement and job satisfaction. This study provides insights on how the human resources department can retain qualified staff and develop employee satisfaction.

Exploring Differences in Industry Supervisors' Ratings of Student Performance on WIL Placements and the Relative Importance of Skills: Does Remuneration Matter?

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Milne, Lisa; Caldicott, Julia

2016-01-01

Assessment in work integrated learning (WIL) programs typically involves workplace supervisors rating student performance against criteria based on employability skills. Yet investigations of differences in employer ratings that may impact on student outcomes are rare. This paper reports on a pilot study that examined supervisor evaluations of the…

Using Doctoral Experience Survey Data to Support Developments in Postgraduate Supervision and Support

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Lucy Johnston

2016-06-01

Full Text Available Provision of both high standards of thesis supervision and high quality research environments are required for doctoral candidates to flourish. An important component of ensuring quality provision of research resources is the soliciting of feedback from research students and the provision from research supervisors and institutions of timely and constructive responses to such feedback. In this manuscript we describe the use of locally developed survey instruments to elicit student feedback. We then demonstrate how actions taken in response to this student feedback can help establish a virtuous circle that enhances doctoral students’ research experiences. We provide examples of changes to supervisory practice and resource allocation based on feedback and show the positive impact on subsequent student evaluations. While the examples included here are local, the issues considered and the methods and interventions developed are applicable to all institutions offering research degrees.

Report: EPA Managers Did Not Hold Supervisors and Project Officers Accountable for Grants Management

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Report #2005-P-00027, September 27, 2005. Managers did not sufficiently hold supervisors and project officers accountable for grants management because there is no process to measure most grants management activity.

Feedback Conversations: Creating Feedback Dialogues with a New Textual Tool for Industrial Design Student Feedback

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