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1
Gallagher, M. „Schwartz rounds : a staff support intervention staff can engage with?“ Thesis, Canterbury Christ Church University, 2018. http://create.canterbury.ac.uk/17788/.
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Schwartz Rounds are a staff support intervention which have been adopted in over 100 healthcare trusts in the UK since 2009. They aim to provide a space for staff to come together to think about the emotional impact of the work they do. Research into rounds is in its infancy, however, to date, findings are generally positive. The current study aimed to develop a theoretical understanding of staff motivation to attend or not attend rounds. Interview data from ten NHS employees and one previous employee were analysed using a grounded theory approach. A theory was developed which suggests staff will make the effort to overcome contextual factors of lack of time and resources to attend rounds if they view them as beneficial. Reported benefits of rounds were similar to those described in previous research. Staff are less likely to attend rounds if they do not understand the aims of rounds or if they view sharing emotional experience as risky. High demands and a perceived lack of support may influence the degree to which staff trust and feel able to use rounds. The limitations and implications of the study are discussed and areas of future research suggested.
2
Tarantino, Owen L. „Motivating staff to mission an analysis of church staff team leadership /“. Theological Research Exchange Network (TREN), 2009.
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3
Davis, J. „Staff perceptions of student learning difficulties : The implications for staff development“. Thesis, University of Manchester, 1988. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.233124.
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4
Al-Farsi, Fawziya Nasser Juma. „Omanisation and staff development of academic staff in Sultan Qaboos University“. Thesis, University of Exeter, 1994. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.359553.
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5
Krickovic, Wendy Clark. „An investigation of the National Staff Development Council's standards of staff development“. W&M ScholarWorks, 2002. https://scholarworks.wm.edu/etd/1539618468.
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The major purpose of this study was to examine the relationship between teaching practice, student achievement, and the degree to which professional development in low-achieving elementary schools in one suburban Virginia district met the National Staff Development Council (NSDC) standards. Research methods included a self-assessment survey developed by NSDC, teacher interviews, and analyses of student achievement scores using the Virginia Standards of Learning assessments. According to survey results, participating teachers agreed that the NSDC standards were reflected in professional development activities. The standards of Equity and Quality Teaching were reported to be implemented to the greatest degree in professional development activities, while Resources was the standard implemented the least. On both the self-assessment surveys and the interviews, teachers in 100% of the schools reported changes in their teaching of English as a result of professional development. The percentage agreeing that their teaching of mathematics had changed as a result of professional development was much lower (83% according to survey results and 50% according to teacher interviews).;A significant correlation was not observed between the survey results and teacher interviews. Further, a correlation between the level of implementation of the NSDC standards and student achievement as measured by the Standards of Learning assessments was found to be not significant.
6
Budiakova, O. „Competencies of restaurant staff“. Thesis, Oktan-Print s.r.o, 2020. https://er.knutd.edu.ua/handle/123456789/17761.
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The problem of competence of restaurant staff is very relevant, including because it has not received wide coverage in scientific publications. Today the market of restaurant services is not an easy situation. There is an increase in competition, lack of customers due to lower incomes, rising prices for products. In addition, due to the COVID-19 pandemic, quarantine was introduced, which directly affected the closure of restaurants and the inability to work due to restrictions, which led to a decrease in the profitability of restaurants.
7
Майборода, Тетяна Миколаївна, Татьяна Николаевна Майборода, Tetiana Mykolaivna Maiboroda und A. Krasnobaieva. „Problems of staff motivation“. Thesis, Sumy State University, 2017. http://essuir.sumdu.edu.ua/handle/123456789/64656.
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The problem of personnel management is widely examined on modern
enterprises. Modern technologies, innovative ideas never will be effective, to be of
the maximal use without highefficiency work, proper preparation and qualification
of human capitals. A management of personnel is a complicated process, because
everybody is provided with an intellect, and ability to think. Nowadays, the basic
problems of management of personnel is selection, forming of shots with the
modern economic thinking, providing of efficiency of employees labor,
maintenance of favorable climate in the company.
8
McClelland, Dennis Martin. „Improving staff performance by enhancing staff training procedures and organizational behavior management procedures“. [Tampa, Fla] : University of South Florida, 2008. http://purl.fcla.edu/usf/dc/et/SFE0002593.
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9
McClelland, Dennis Martin Jr. „Improving Staff Performance by Enhancing Staff Training Procedures and Organizational Behavior Management Procedures“. Scholar Commons, 2008. https://scholarcommons.usf.edu/etd/389.
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The ability of direct care staff members to carry out behavior programs, specific protocols written by a behavior analyst, or recommendations made after completion of a functional behavioral assessment is an essential tool needed for such documents to actually be meaningful to patients. Since direct care staff members spend the most time directly working with patients, it is imperative that they carry out intervention procedures with reliability and fidelity. This study evaluated the effectiveness of staff training procedures as well as organizational behavior management techniques used to ensure that staff members are equipped with the tools they need and are properly motivated to carry out the proposed intervention procedures. Staff members received training on the Tools for Positive Behavior Change curriculum developed by the Behavior Analysis Services Program at the University of South Florida using a myriad of training techniques. Then, organizational behavior management techniques were implemented in order to maintain tool implementation and positive interactions with patients over time. Effectiveness of these procedures was measured using a concurrent multiple baseline across participant research design. Results showed that participants did not increase, or only slightly increased, tool use and positive interactions after being trained. However, tool use and positive interactions showed a more substantial increase for most participants after the implementation of organizational behavior management procedures.
10
Cheong, Kah Wai. „Pharmacy Staff Perceptions on Complementary Framework and Advanced Scope for Hospital Pharmacy Support Staff“. Thesis, Griffith University, 2021. http://hdl.handle.net/10072/402726.
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Pharmacy assistants and technicians, as pharmacy support staff, play an important role in hospital pharmacy departments by alleviating pharmacists’ time to concentrate on more clinically oriented tasks. Whilst organisations such as the Society of Hospital Pharmacists Australia (SHPA) have recognised the need to further integrate pharmacy assistants and technicians into more advanced roles, such as medication reconciliation, there is currently limited research on the availability of training and consistency in service delivery provided by these support staff in Australian hospital settings. As a result, hospitals/organisations around the country have implemented individualised in-house training suited to their respective needs and environment.
In order for pharmacy support staff to be equipped to perform advanced roles, training frameworks and support from pharmacists are required. The aim of this study was to explore and compare the perceptions of roles and available training frameworks that support career advancement for pharmacy support staff, amongst pharmacists and support staff, in the hospital sector. A literature review was completed to inform international comparisons of roles, training frameworks and benefits of support staff advancement within the pharmacy profession. Semi-structured interviews were conducted with personnel from both private and public hospitals to explore key issues identified in the literature. A total of 25 participants consisting of ten pharmacists and 15 pharmacy support staff were recruited from a private (n=13) and a public (n=12) hospital in South East Queensland. Interviews were conducted either face-to-face or via telephone between October 2017 to August 2018 across both sites, with a mean duration of 39.85 minutes (range: of 20.08 to 60.04 minutes). All interviews were audio-recorded, transcribed verbatim, and quality checked by a second researcher prior to data analysis using the qualitative software NVivo® 11. The general inductive approach was used for thematic data analysis, which allowed for the emergence of new themes and sub-themes within the research topic.
Findings from this research confirmed that the core duties of pharmacy support staff were dispensing and inventory management in both hospital settings, with greater clinical task involvement sought by participants. Tasks such as assisting with medication history taking, collating pathological results, research involvement, and discharge facilitation were considered as technical tasks within a clinical setting. Most participants supported the career advancement of pharmacy support staff irrespective of their own professional role, and believed that with appropriate training, this could include technical tasks in a clinical setting and administrative roles currently performed by pharmacists. Professional autonomy, time, and monetary incentives were commonly reported by participants as motivators, with lack of organisational support and course availability reported as common barriers for pharmacy support staff career progression. With some participants having international knowledge and experiences, emerging themes such as pharmacy technician registration and the need for governing bodies such as universities and registration boards were also expressed. Other emerging themes included the perception of hierarchy from inside and outside of the pharmacy profession by selected participants.
This study also identified inconsistencies in the application of role titles used across both sites with pharmacy assistant and pharmacy technician used interchangeably, and differences in role expectations. For example, tasks such as supply of inpatient medication performed across both hospital environments had diverse processes with different levels of pharmacist involvement. As a result, this study highlighted the need for greater consistency in the definition and application of pharmacy support staff titles and roles. Additionally, participants revealed the need for governing bodies to streamline roles and training frameworks similar to the accreditation and registration processes seen internationally, as means of ensuring and maintaining the quality of service provided to stakeholders.
This exploratory study provides valuable insight into the thoughts and motivation of pharmacy support staff and pharmacists that can inform the evolution of support staff career pathways. By documenting the accounts and views of pharmacists and pharmacy support staff in two different hospital environments, this study has added to existing research by being one of the first studies to obtain insight into the lived experience of pharmacy staff within the Australian hospital environment. This study has also identified potential areas for further research in the field of pharmacy support staff education and professional practice.Thesis (Masters)
Master of Medical Research (MMedRes)
School of Medical Science
Griffith Health
Full Text
11
Ramakadi, Lesiba Phillip. „Outsourcing versus in-house staff : a case of the University of Limpopo's support staff“. Thesis, University of Limpopo, 2017. http://hdl.handle.net/10386/2580.
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Thesis (MBA.) -- University of Limpopo, 2017The research is focused on outsourcing versus in-house staff in the case of the University of Limpopo. Since the outsourcing path was adopted in 2002, no formal study was instituted by UL to ascertain whether the decision had positive effects on the university’s financial status and former employees’ welfare. One of the impediments that posed a real threat to the UL’s outsourcing agenda was the lack of a guiding document to adequately direct the negotiation process. Lack of feedback and lack of a vibrant communication plan as the main variables that triggered a climate of mistrust between the PCS and stakeholders were identified. This study seeks to determine which option, namely outsourcing versus in-house staff complement will be the most advantageous to UL. The idea taken by the UL in 2002 to outsource what was perceived as non-core operations was an idea that was never easy to implement and ultimately failed to achieve its originally intended purpose. This study opted for the qualitative method because it relied on the views of UL’s former employees who were directly affected by the university’s 2002 outsourcing arrangement. The population of this study consisted of one hundred and fifty (150) people comprising of UL’s in-house employees in the UL. The process of selecting the participants was based on the purposive sampling method. The sample size for this study was 38 of the outsourced operational support staff From the results obtained from the study, a conclusion was drawn that the outsourcing arrangement did not provide any significant benefit to any of the affected parties. The recommendations on measures to improve the effectiveness of UL’s outsourcing arrangement were made and described in detail in chapter five of this study. Recommendations for further studies were also made in chapter five as being inevitable because there is no research that is complete in itself
12
Paul, Dennis D. Kennedy Larry DeWitt. „Critical components of staff development“. Normal, Ill. Illinois State University, 1990. http://wwwlib.umi.com/cr/ilstu/fullcit?p9101122.
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Thesis (Ed. D.)--Illinois State University, 1990.Title from title page screen, viewed November 10, 2005. Dissertation Committee: Larry D. Kennedy (chair), Michael A. Lorber, Thomas W. Nelson, Kenneth H. Strand. Includes bibliographical references (leaves 94-97) and abstract. Also available in print.
13
Cubias, Lucy E. „Satisfaction attainment in nursing staff“. Thesis, California State University, Long Beach, 2013. http://pqdtopen.proquest.com/#viewpdf?dispub=1522623.
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This study examines how healthcare related stress in graduate nursing students impact satisfaction attainment. The factors examined in this study included demographic characteristics such as age, years in practice and employment status. Other factors examined include general health, perceived stress, salary, vacation, scheduled hours, flexibility, benefits and opportunities for advancement.
The tool used in this study was a demographic survey combined with a 67-item questionnaire developed by the researcher. The questionnaire was adapted from the Perceived Stress Scale (PSS 10), The General Health Survey (GHQ 28) and The McCloskey/Mueller Satisfaction Scale (MMSS). Forty-five participants took part in this study. Each participant was currently a graduate nursing student.
The study revealed that graduate nurses in the Los Angeles metropolitan area were less satisfied overall with diminished perceptions of health and increased stress particularly at 6-10 years of experience. The findings also suggest that work- related stress prevention programs would promote satisfaction attainment among nursing staff and potentially improve organizational outcomes.
14
Karwacka, Ewa. „Well-being of healthcare staff“. Thesis, University of Liverpool, 2018. http://livrepository.liverpool.ac.uk/3023829/.
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15
Matlick, Martha Aldrich. „Staff attitudes toward outcomes assessment“. Diss., Virginia Tech, 1990. http://hdl.handle.net/10919/39105.
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16
Budiakova, O. „Innovative technologies in training staff“. Thesis, Інформаційно-видавничий відділ Луцького національного технічного університету, 2021. https://er.knutd.edu.ua/handle/123456789/19417.
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Previously, it was believed that with the help of training, a future specialist should acquire theoretical knowledge, the ability to solve problems based on this knowledge and the ability to quickly solve these problems. This approach has justified itself in a static industrial society, but in the modern conditions of the fourth post-industrial digital revolution, the current processes of forming the foundations of a society with innovations, the economy focuses on the development of human capital, turning it into the most important factor of social progress.
17
Vedmid, N. „Intangible methods of staff motivation“. Thesis, Видавництво СумДУ, 2012. http://essuir.sumdu.edu.ua/handle/123456789/26000.
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18
McKenzie, Karen. „School crisis and staff preparedness /“. Connect to title online (ProQuest), 2008. http://proquest.umi.com/pqdweb?did=1594960281&sid=1&Fmt=2&clientId=11238&RQT=309&VName=PQD.
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Thesis (Ph. D.)--University of Oregon, 2008.Typescript. Includes vita and abstract. Includes bibliographical references (leaves 67-71). Also available online in ProQuest, free to University of Oregon users.
19
Vaníček, Josef. „Design of Staff Assessment System“. Master's thesis, Česká zemědělská univerzita v Praze, 2016. http://www.nusl.cz/ntk/nusl-260582.
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This diploma thesis focuses on the topic of working assessment of staff. The objective is to create a new system evaluation and motivation of staff in the factory. The theoretical part of the individual chapters is focused on the evaluation system, evaluation methods, evaluation interview, system implementation, motivation and remuneration. The practical part describes the company and its system of evaluating and remuneration employees. Proposal for a new system was created by collecting information from the questionnaires, interviews with employees and studying business documents. The new system of evaluation and remuneration is proposed for all employees, including their objectives and criteria. The final part gives the company managements recommendations in the implementation of systems, proposal of employee benefits and take advantage of non-financial motivation funds.
20
Vorster, Jo-Anne, und Lynn Quinn. „Re-framing academic staff development“. Sense Publishers Rotterdam, 2017. http://hdl.handle.net/10962/66535.
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publisher versionGlobally higher education is situated in a supercomplex world (Barnett, 2000) that is constantly in a state of flux and subject to multiple pressures. This situation has been exacerbated in South African higher education that has been characterised by student protests in the last two years (2015–2016). One of the major causes for the recents protests, particularly in our institutional context, has been students’ anger that despite the official demise of apartheid and the end of colonial rule, some universities in South Africa are still attempting to be copies of Oxford and Harvard.
21
Slabbert, Marna. „An analysis of staff turnover in the optometric industry / by Marna Slabbert“. Thesis, North-West University, 2008. http://hdl.handle.net/10394/2331.
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22
Evans, Paul. „A multimedia system to instruct novice users of online library catalogues“. View thesis, 1996. http://library.nepean.uws.edu.au/about/staff/thesis.html.
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23
Haberlin, Alayna T. „A comparison of pyramidal staff training and direct staff training in community-based day programs“. Scholarly Commons, 2006. https://scholarlycommons.pacific.edu/uop_etds/2704.
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This study evaluated two methods of conducting staff training. One method was a pyramidal training approach and the other method consisted of an outside consultant training the direct care staff. A group design consisted of two experimental conditions. In the first experimental condition, the supervisors of two community based day programs for developmentally disabled individuals were trained in the principles of applied behavior analysis and feedback techniques. The supervisors then trained their direct care staff in the material they had learned. In the second experimental condition, the direct care staff were trained in the principles of applied behavior analysis by the experimenter. The pyramidal training group was expected to show a quicker increase in the percentage of correct teaching procedures and show a longer maintenance of these skills. The results indicated that pyramidal training was more effective in teaching staff how to use correct teaching procedures with consumers in community settings. Also, the results showed that the pyramidal training group maintained the improvement in their teaching procedure at a 3-month follow up as compared to the direct staff training group. Pyramidal and direct staff training have not been compared directly in previous studies.
24
Moore, Eugene R. „Staff organizational commitment as a predictor of staff perceptions of working alliances with delinquent youth“. Diss., The University of Arizona, 2003. http://hdl.handle.net/10150/280315.
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The relationship between staff organizational commitment and staff perception of working alliances with youth in juvenile justice settings was investigated. Staff of the North American Family Institute (NAFI) were the subjects of this investigation. Meyer and Allen's (1991) model of organizational commitment with dimensions of affective, normative and continuance commitments was used to investigate staff organizational commitment as an independent variable impacting perceptions of working alliances between staff and youth in juvenile institutions. Horvath and Greenberg's (1994) Working Alliance Inventory (WAI) was used to measure staff perceptions of working alliance. A significant positive correlation was found between normative commitment and perceptions of working alliance using Pearson correlation statistics. Affective commitment and continuance commitment did not correlate significantly with staff perceptions of working alliance. Regression of normative, affective, and continuance commitment with the dependent variable of working alliance showed only normative commitment as significantly impacting working alliance. Age, gender and ethnicity were not found to be significantly correlated with staff perceptions of working alliances.
25
Crawford, Grace Edith. „Associations Between Staff Willingness to Help and Client Challenging Behaviour; The Role of Staff Attributions, Emotions and CHent Perceptions of their Relationship with Care Staff“. Thesis, University of Manchester, 2010. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.525920.
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26
Babiak, Katherine. „Managerial leadership in Canadian NSOs: Values and perceptions of senior staff leaders and their staff members“. Thesis, University of Ottawa (Canada), 1995. http://hdl.handle.net/10393/9783.
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Leadership is a critical component of organizational effectiveness (Smith, Carson & Alexander, 1984), and often has the potential to impact on the success or failure of an enterprise. This study was designed to examine managerial leadership perceptions and values using an integrated theoretical approach in the context of Canadian National Sport Organizations (NSOs). The framework used, Yukl (1989), encompasses five primary components: leader traits, leader skills, leader behaviours, power bases for leadership, and transformational/charismatic leadership characteristics. Results indicated that there appeared to be a relatively high degree of agreement or harmony between senior staff leaders and staff members as to what "ideal" leadership ought to be in effective sport organizations. Some organizations showed a high degree of congruence between the leader "ideal" and the staff "actual" values, whereas others showed disagreement in responses. The same pattern of results was obtained when comparing "actual" and "ideal" leadership perceptions by staff members. Results also showed that congruence or incongruence in "actual" and "ideal" leadership values was generally consistent among staff members within each organization. This led the researcher to conclude that managerial leadership in these organizations appears to be contextual and organizationally specific. Additional findings were revealed from an analysis of ranking the data. Leader self-confidence, honesty, and willingness to assume responsibility appeared to be important for leader effectiveness. Conceptual and human skills were also ranked highly. The importance of a people-oriented style of leadership was emphasized. Knowledge appeared to be an important source of leader power, and the development and use of a vision appeared to be fundamental for managerial leadership effectiveness in sport organizations. (Abstract shortened by UMI.)
27
Wishart, Judith. „Understanding staff responses to challenging behaviour in adults with a learning disability : the role of knowledge, attributions and emotion regulation style“. Thesis, University of Edinburgh, 2011. http://hdl.handle.net/1842/6302.
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Introduction: Knowledge and attributions are frequently cited as variables which may help to understand staff responses to challenging behaviour in people with a learning disability. Previous research has found only partial support for Weiner‟s (1980, 1986) model of helping behaviour within a learning disability context. The study developed a clinical definition of „helping behaviour‟, and examined knowledge of challenging behaviour and the combination of attributions from Weiner‟s (1980, 1986) model in predicting staff helping behaviour. In addition the emotion regulation strategies of cognitive reappraisal and expressive suppression were investigated in moderating the relationship between attributions and helping behaviour, developing an overarching framework between attributions, staff stress and positive staff approaches to challenging behaviour. Method: One hundred and seven support staff completed self-report measures of knowledge of the term and management of challenging behaviour, causal attributions, emotion regulation style and behavioural response to challenging behaviour. Results: Knowledge and helpful attributions were significantly correlated with helping behaviour, however, when regressed onto helping behaviour, only knowledge significantly contributed to the variance. No significant correlations were found between emotion regulation styles and attributions. No moderating or mediating effect was found for emotion regulation styles on the relationship between attributions and helping behaviour.
28
Ebrahim, Saima. „The causes of high staff turnover within selected hotels in Cape Town, South Africa“. Thesis, Cape Peninsula University of Technology, 2015. http://hdl.handle.net/20.500.11838/1616.
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Thesis submitted in fulfilment of the requirements for the degree Master of Technology Tourism and Hospitality Management in the Faculty of Business and Management Sciences at the Cape Peninsula University of TechnologyThe human resource department in the hospitality industry has a reputation for high staff turnover and labour instability due to various reasons, such as staff members who are not motivated and are not recognised for hard work. Another problem is employing unskilled staff, low staff remuneration, staff members not being trained and long working hours. The main research problem was: What were the reasons for the high staff turnover in the selected hotels of this research study? From the main research problem three sub-problems emerged the first being, Why does the selected hotels not understand what actually motivates their employees to stay on in positions? The other two sub-problems are stated in chapter 1. The main objective was to research the reasons why the selected hotels were experiencing such high staff turnover. According to Amos, Ristow and Pearse (2008:172), staff turnover can be from a combination of factors such as what the organisation pays, the working conditions, opportunities for promotion, the quality of supervision, and poor group relations, which makes it more or less appealing as an employer. The research design utilised a multi-strategy approach whereby both quantitative and qualitative data were gathered. The questionnaires were a quantitative data-gathering tool that provided the researcher with information relating to why staff turnover is so high in the selected hotels. Questionnaires were completed by human resource managers, senior managers, managers, supervisors and staff members. The qualitative data were obtained from the interviews and the literature review. Interviews were conducted with human resource managers (HRM) in the selected hotels to find out what problems they face and to find solutions to reduce staff turnover. The main findings were that many of those associated with the selected hotels maintain that hotel positions do not offer creative and intellectual development. Once people have understood the needs and demands of their particular job, their cultural learning and intellectual stimulation comes to an end quickly, causing people to lose interest in their jobs and look elsewhere. The main recommendations were that management styles and human resource practices should be applied to stimulate, communicate with and recognise staff potential. Money was not the main reason why staff resigned from their positions; rather it was the fact that managers were not acknowledging them for their hard work and that there was no growth within the selected hotels.
29
Tsang, Kwok-chuen. „Motivation of property management site staff“. Click to view the E-thesis via HKUTO, 2002. http://sunzi.lib.hku.hk/hkuto/record/B31969239.
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Fain, Mary K. „Bookmobile Staff Perceptions on Bookmobile Service“. Thesis, School of Information and Library Science, 2007. http://hdl.handle.net/1901/456.
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This study describes a questionnaire survey of bookmobile staff across the United States via the Association of Bookmobile and Outreach Services (ABOS). The survey was conducted to determine if and in what ways do bookmobile librarians and staff perceive bookmobiles as important and relevant to contemporary bookmobile users and how do they perceive the bookmobile’s role in fulfilling patron’s informational, recreational, and educational needs? Their thoughts and opinions help to explain why bookmobiles exist and their role in the modern world.Forty-eight bookmobile staff persons from 22 states responded. From the survey, it is clear that they believe strongly in what they do. 75% expected to continue to increase their services in the next 5 years due to increasing needs of seniors, preschoolers, school children, and communities. A growing need was seen for more bookmobiles, more specialized bookmobiles for specific populations, more technology and more staff to serve more people.
31
Mdindela, Sindiswa Victoria. „Staff turnover at selected government hospitals“. Thesis, Nelson Mandela Metropolitan University, 2009. http://hdl.handle.net/10948/1191.
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The purpose of this study was to identify factors that impact on staff turnover and strategies that organisations can use to curtail staff turnover. To achieve this goal the following procedure was followed. An overview of theories related to staff turnover was conducted to identify what staff turnover is. Also the consequences of staff turnover, the classification and measurement of staff turnover and the broad theoretical explanation of staff turnover were investigated. The current brain drain experienced in the medical field was explored. A literature study was also conducted focusing on individual, job, organisational and environmental factors that influence staff turnover and strategies that managers can utilise to reduce staff turnover. Interviews were conducted with the chief executive officer and one doctor at Hewu hospital. Interviews were also conducted among senior nurses. An empirical study was undertaken to determine individual, job, organisational and environmental factors that impacted on staff turnover among doctors and nurses at Bisho and Hewu Hospitals. The strategies that were utilised at these hospitals to retain doctors and nurses were also investigated. Suggestions were made for addressing factors that could impact on staff turnover among doctors and nurses and strategies that could be utilised to retain staff. These strategies include: Getting people off to a good start, Create a great environment with bosses whom people respect, Share information, Give people as much autonomy as they can handle and Challenge people to stretch. iii Staff turnover is an issue that many South African organisations are currently facing and an issue that is especially affecting the medical field. Various factors, especially job and organisational factors, are not adequately addressed and these could lead to a high rate of staff turnover. It is clear that organisations should have a human resource strategic plan in order for them to effectively select, retain, train and develop employees. Health Care organisation could use the strategies identified in this study as a mechanism to benchmark how well they manage staff turnover. It is therefore important that the management of hospitals should strive to identify the underlying causes of labour turnover in their organisations and formulate strategies to address the problem.
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Tsang, Kwok-chuen, und 曾國全. „Motivation of property management site staff“. Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2002. http://hub.hku.hk/bib/B31969239.
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Piatt, Katherine Anne. „Changing staff attitudes to learning technologies“. Thesis, University of Brighton, 2006. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.436799.
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34
Rankilor, Philip. „Teachers and auxiliary staff in school“. Thesis, University of Exeter, 2002. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.249072.
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Devlin-McGarvey, Marie Elizabeth. „SDPR : a vehicle for staff development?“ Thesis, University of Ulster, 2002. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.251912.
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Staff Development and Performance Review (SDPR) was introduced in Northern Ireland in 1992, in compliance with the Education (School Teacher Appraisal) Regulations (1991) in England and Wales. This qualitative study examined issues relating to SDPR and staff development. Qualitative research was chosen because the research involved an in-depth examination of social processes and the researcher would be closely associated with the research, the findings of which would have direct implications for her professional practice. The research involved four case studies, each conducted in four post-primary schools in Northern Ireland, a voluntary grammar school, an integrated school, a maintained school and a controlled school. Twenty-five semi-structured interviews were carried out. Findings showed that there is a close relationship between the management of SDPR and the perceptions held of it. When the principal for example embraced SDPR in a positive light, other teachers in the school did likewise. Constraints to SDPR included: lack of time; SDPR being perceived as appraisal; the difficulty of choosing a suitable focus for review; concerns about writing up the report following the review; and inadequate training. Personal professional development was being encouraged and supported in all four schools. Two of the schools offered funding for in-service degree courses. The other two did not. This highlighted inequity in relation to financial support for teachers undertaking part-time degree courses. A number of respondents thought that the introduction of performance related pay (PRP) would have a positive effect on the staff development aspect of the SDPR process. Others believed that if performance related pay and SDPR were to be linked, the purpose of SDPR would be defeated. The study refers to a number of recommendations. These include the fact that money should be held centrally by the Department of Education in Northern Ireland for the purpose of supporting personal professional development.
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Kotenko, S. „Temporary staff: benefit or loss-making“. Thesis, Сумський державний університет, 2014. http://essuir.sumdu.edu.ua/handle/123456789/34925.
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Temporary staff - the staff is involved to perform temporary work for a short period of time and is not included in state companies. Usually they are involved in the implementation of short-term projects or in replacement of absent workers.
When you are citing the document, use the following link http://essuir.sumdu.edu.ua/handle/123456789/34925
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Panchenko, A. „International experience in bank staff management“. Thesis, Sumy State University, 2016. http://essuir.sumdu.edu.ua/handle/123456789/46891.
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The level of banking system development largely determines the rate of
market economy. The basic concept of personnel management in banking
institutions in our time is the growing role of the individual employee,
his/her knowledge and motivation, the ability to shape and steer them to
achieve their goals. Today efficiency measures bank staff work is mostly
oriented on the human factor. Consider briefly the experience of some
countries in the banking personnel management.
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Cope, Afton D., und L. Lee Glenn. „Unsafe Injection Procedures and Staff Training“. Digital Commons @ East Tennessee State University, 2012. https://dc.etsu.edu/etsu-works/7485.
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The study by Rehan et al. [1] was evaluated for support of the conclusion was by the data. The deviations from recommended practices were infrequent and not shown to be clinically significant. Although a strong study, the conclusion that world-wide education programs are needed is not warranted.
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Fish, Elizabeth L. „Teachers' perception of effective staff development /“. free to MU campus, to others for purchase, 1996. http://wwwlib.umi.com/cr/mo/fullcit?p9737884.
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Evans, Gary E. „The development of vocational ministry staff“. Theological Research Exchange Network (TREN), 1997. http://www.tren.com.
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Agado, Gloria Ale. „Staff development in effective border schools /“. Digital version accessible at:, 1998. http://wwwlib.umi.com/cr/utexas/main.
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Shead, Jennifer Louise. „Staff burnout in intellectual disability services“. Thesis, Staffordshire University, 2014. http://eprints.staffs.ac.uk/2014/.
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For women with anorexia nervosa, control and routine are important in managing distress and maintaining a sense of self in challenging situations. The transition to motherhood is characterised by change and uncertainty. Women may struggle to integrate the demands of anorexia alongside the challenges of motherhood. The aim of this thesis was to review the literature regarding the experiences of pregnancy and motherhood for women with eating disorders and develop a grounded theory of the transition to motherhood for women with anorexia nervosa. The literature regarding experiences of pregnancy and motherhood with an eating disorder was reviewed. The findings suggested a trend for remission of eating disorder symptoms in pregnancy followed by relapse during the postpartum period. Women with eating disorders were most likely to experience depression and anxiety during the later stages of pregnancy and postpartum. The review highlighted how eating disorders impacted on women's ability to embrace motherhood and bond with their children. There was a paucity of research exploring the lived experience of motherhood for women with specific eating difficulties, most notably anorexia. A grounded theory was informed by the experiences of eight mothers with anorexia. A core process of breaking the cycle highlighted how women were attempting to make lasting positive changes. They achieved this by protecting their children from anorexia, exploring new perspectives, setting a good example to their children and battling temptation to succumb to anorexia. This study provides a unique insight into the experiences of mothers with anorexia. In the final chapter the research process is reflected upon. It is hoped that these findings will influence clinical practice and help professionals to better understand women's experiences.
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Wallace, Cristian Louise. „Turnover intentions of wilderness therapy staff“. Thesis, University of Iowa, 2011. https://ir.uiowa.edu/etd/1274.
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Involuntary turnover among field staff at wilderness therapy programs can result in therapeutic and financial difficulties for the program. This study sought to examine what factors field staff attribute their intent to turnover to. The factors of organizational commitment, burnout, age, and length of days spent in the field were examined to identify if factors identified as predictors of turnover in previous literature were also true for field staff employed by wilderness therapy programs. Three programs agreed to participate by forwarding emails to their field staff containing a link to the survey, and were also emailed a program director survey that asked some basic demographic questions about their program. The field staff survey was comprised of the Maslach Burnout Inventory - General Survey, The TCM Employee Commitment Survey, the intent to leave scale, as well as general demographic questions. A total of 13 field staff participated in the study, and as a result the use of multiple regression models was not possible due to the sample size. Six simple linear regressions were conducted to test the predictive hypotheses, and findings suggest that none of the six factors predicted turnover intentions among field staff. Pearson's correlations were conducted to examine the relationship between factors, and suggested that age is negatively related to intent to turnover and that burnout was identified as a stronger contributing factor of intent to turnover than organizational commitment, and the sub factor of continuance commitment. Findings suggested that wilderness therapy programs may want to consider the costs and advantages associated with a workers age when hiring new staff, and to consider using burnout measurement tools to identify burnout in staff so they may employ preventative measures to reduce the number of voluntary turnover among field staff. Future researcher may want to explore additional predictors of turnover intentions not examined in previous literature to continue developing knowledge about programs and those who are employed by wilderness therapy programs.
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Mbonifor, Patience Sirri. „Improving Breastfeeding Knowledge of Staff Nurses“. ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/4231.
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The World Health Organization advocates that newborn babies require exclusive breastfeeding until 6 months of age to attain a desired level of growth. Despite this recommendation, exclusive breastfeeding rates continue to be at low levels globally. The purpose of this DNP project was to examine best practices for increasing the breastfeeding knowledge of health care workers, and to understand how breastfeeding is promoted in different healthcare systems. The Critical Appraisal Checklist and the Cochrane Handbook for Systematic Reviews framed this systematic literature review. Additionally, Melnyk's levels of evidence was used to evaluate each article. Articles for inclusion were limited to adults over the age of 18, nurses as providers, and literature published in English between 2012 and 2017. Keywords used in the literature search included breastfeeding promotion, breastfeeding support, breastfeeding outcomes, and breastfeeding education. The search identified 159 articles, of which 40 were selected for the final review. Twenty-two articles met the criteria for levels V-VI (qualitative), 11 met the criteria for levels III-IV (case control or cohort), 1 met the criteria for level II (randomized control trials), and 6 were level 1 (systematic review). The analysis of evidence demonstrated the importance of exclusive breastfeeding and led to the development of breastfeeding education recommendations. The recommendations will be presented to the organization and will provide nurses with the tools to support breastfeeding education. Application of the findings may lead to social change because new mothers will receive enhanced breastfeeding information, which will result in higher rates of breastfeeding of newborns and increased benefits for both infants and mothers.
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Wilson, Jeanne Lynn. „Employee Turnover in Frontline Hospital Staff“. ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/3129.
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Employee turnover is costly in service-intensive organizations where employee-customer interactions directly affect the organization's success. The purpose of this multiple case study was to identify strategies community hospital leaders use to reduce frontline support employee turnover. The study population consisted of leaders of a community hospital in southeast Louisiana. The conceptual framework for this study is Kahn's model of employee engagement. Semistructured interviews were conducted with eight hospital leaders in southeast Louisiana who were selected through census sampling. Interview transcripts were analyzed and coded following Yin's case study analysis process. Methodological triangulation allowed for a comparison of the findings of the interviews with information derived from exit interviews and employee engagement survey results. Four themes emerged from the interviews and document review: leadership, hiring and onboarding strategies, pay and compensation, and organizational-related factors. Reducing turnover among frontline hospital support employees can positively affect the quality of care provided to patients, and improve the level of service provided by the hospital to the community it serves. Beyond increasing organizational efficiency, the findings of this study can contribute to social change benefits for employees as continued employment allows individuals to provide for themselves and their families.
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Bentley, Tabitha Anne. „Performance Improvement Data and Staff Responsibility“. ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/3485.
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Improving the role the nurse plays in health care delivery should be embodied in the performance improvement initiatives to successfully improve the quality of care that is delivered. The purpose of this evidence-based practice project was to collect performance improvement data and present it to staff who, in turn, used the information to improve practice and influence patient safety outcomes. The practice-focused question addressed what would occur if a tool that allowed frequent data trending was used to measure effectiveness of care and thereby influence key outcome measures. Duffy's quality caring model provided a framework for the study to support the need for the development of a dashboard for staff and to ensure that staff were informed as they developed interventions to improve patient outcomes. Publicly available data published by the Centers for Medicare/ Medicaid (CMS) for the Quality Star Report were explored to inform the project. Workgroups, comprised of volunteers from leadership and staff providing care at the bedside, were formed to implement practice changes based on the dashboard reports. By bringing the data to the attention of nurses within the organization, improvements were made in the overall score for safety of care from below national average (25th percentile of the reported 3,647 hospitals across the nation) to the same as national average (47th percentile) as reported by CMS. Through staff involvement, social change occurred as strategies were hardwired to improve categories of the Quality Star Report and ultimately patient care. The project showed that quality improvement tools can assist in empowering staff to understand the data needed to implement process improvement strategies.
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Elege, Vivian. „Staff Education: Prediabetes Lifestyle Modification Toolkit“. ScholarWorks, 2020. https://scholarworks.waldenu.edu/dissertations/7922.
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Prediabetes patients are at a high risk of developing Type 2 diabetes. The purpose of this project was to educate the medical staff of the project site clinic on lifestyle modifications that can help patients prevent prediabetes from progressing to Type 2 diabetes. The project took place at an outpatient clinic in the Southwestern United States. The clinic patient population is mostly African American, a population at risk for diabetes. The theoretical framework to support the project was the Iowa model of evidence-based practice. Staff education on patient diabetes prevention was the goal of the project. The project question focused on staff education for lifestyle modifications to increase nurses' knowledge and skills in prediabetes patient management. The educational content of the module was formed using evidenced-based guidelines from the Centers for Disease Control and Prevention's Road to Health toolkit and from the American Diabetes Association. The educational program was evaluated by 3 content experts in primary care and diabetes management. Expert responses were measured with a 5-point Likert-scale survey. The expert panel indicated the content would be applicable and beneficial for clinic staff. The program was then provided to 3 clinic nurses. Each nurse answered pretest and posttest questionnaires to assess their knowledge of program content related to lifestyle modifications to prevent Type 2 diabetes. All participants answered the posttest questions as agree or strongly agree. Results from the questionnaires indicated the nurses improved their knowledge on the subject matter after program completion. The toolkit supports social change by providing nurses with the necessary education to help prediabetes patients experience improved outcomes.
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Emery, Tim. „Staff development through the colloquium process“. Thesis, Edith Cowan University, Research Online, Perth, Western Australia, 1992. https://ro.ecu.edu.au/theses/1132.
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This study examines the Colloquium which is a professional development process used in Catholic schools. The Colloquium was designed to help people employed in catholic schools renew their vision of care and service to students and to seek to reshape the curriculum to reflect Gospel values more clearly. This thesis was a research evaluation of the Colloquium process and aimed to exploreits effectiveness in te1ms of its impact on the teachers and their work in Catholic schools. The study is based on the theoretical domains of faith development, school improvement end staff development. The design of the study involved before and after questionnaires about the colloquium experience and unstructured interviews. The conclusion drawn from the qualitative data is that the Colloquium process influences the faith development or the individual as well as the staff collectively. It influences relationships and can lead to the building of a shared vision and an identification of common goals for the improvement of a school, its students and teachers. The content and the structure of the process as it was applied at the time of this study appeared to provide the conditions for a valuable programme of personal/faith/staff development for the staff of Catholic schools in Western Australia.
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Walsh, Thomas Melvyn. „Attitudes and perceptions of staff in further education and health care regarding staff appraisal : a comparative study“. Thesis, University of Newcastle Upon Tyne, 2000. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.311164.
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Bailey, Susannah Nicole. „Does staff cognitive demand influence staff attributions of challenging behaviour for individuals with dementia in care homes?“ Thesis, University of Hull, 2007. http://hydra.hull.ac.uk/resources/hull:12530.
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There is a lack of a conceptual framework as to how cognitive demand and attributional variables interact and influence staff beliefs in response to challenging behaviour. This study tests the applicability of Gilberts (1989) attributions framework for understanding how staff cognitive demand influences staff attributions of challenging behaviour in a residential setting within Weiner's (1986) model of attributional dimensions. The use of this model may also serve to support the applicability of Gilberts' (1989) model in Geriatric settings in the context of previous research findings. The basic notion that is outlined in the introduction highlights that when we attempt to perform several operations at once, then this often results in the failure of the least automatic (most effortful) operation. A rationale for cognitive demand attributions is based on the research that has suggested that people go through a two-stage process when making attributions (Gilbert, 1989, 1991). Firstly, people assume that a person's behaviour is something to do with their disposition (internal factors) before an attempt is made to explain their attributions externally, accordingly taking into account external situational factors. It may be argued that if a person is already pre-occupied, distracted and experiencing high levels of cognitive demand when making an attribution about another person's behaviour, they may not get to the second stage, as making such adjustments needs more concentration and effort than the first step which occurs spontaneously and quickly (Gilbert & Osbourne, 1989). Therefore, the implication is that staff experiencing high levels of cognitive demand would be more likely to make negative and blaming internal dispositional attributions of challenging behaviour. They are more likely to report higher levels of controllability for the behaviour and report that they feel less optimistic that the behaviour would change and that it affects wider areas of their life. The study employed a cross-over experimental design. Participants were asked to watch 2 video clips of challenging behaviour, one under conditions of cognitive demand (cognitive demand) and one under conditions of no extra demand (non-demand condition). A total of 46 staff working in nursing and residential homes for the elderly completed a self-reported attributions questionnaire developed for the purpose of the study, demographics questionnaire and stress measures. Results In general, the hypothesised model in the current study was found to be partially supported as results suggest that cognitive demand does have a role in determining staffs attributions of internality. There is evidence that more internal attributions are made under cognitive demand conditions for aggressive behaviour. No support however was found for "other" behavioural classifications. More weighting was given in the interpretations for aggression as the content of the videos was considered to be more matched in terms of behavioural typologies displayed in the video clips. Partial support was found for the role of cognitive demand on attributions of controllability. A significant relationship was found between cognitive condition and attributional dimension of controllability for "other" behavioural classifications. The results indicate that participants attribute higher levels of controllability whilst under cognitive demand conditions than whilst under non-demand conditions. However, no such support for a relationship between cognitive condition and attributional dimensions of controllability for ratings of aggression was found. The model was not found to be generalised to the other attributional dimensions identified within Weiner's model - no support was found for the role of cognitive demand on the other main attributional dimensions (Stability, Generability. and Globality) for either "aggression" or "other" behavioural classifications. No effect of stress was found. Conclusion The study set out to test the applicability of Gilbert's (1989) attributional framework for understanding how staff cognitive demand influences staff attributions of challenging behaviour in a residential care setting and with reference to Weiner's (1986) attributional dimensions. The hypothesised model in the current study was found to be supported, as results suggest that cognitive demand does have a primary role in determining staff attributions of internality and controllability. The model was not found to be generalised to the other attributional dimensions identified within Weiner's model apart from partial support for the influence on control. In conclusion cognitive demand was found to impair care staffs' ability to use contextual/situational information when forming causal attributions regarding an individual with dementia displaying challenging behaviour.