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Lim, Y., J. Fairley, Y. Wang, J. Prasad, A. Wluka, R. Aggarwal, and F. Cicuttini. "AB1483 CLINICAL OUTCOMES OF EXTRACORPOREAL LIFE SUPPORT AND LUNG TRANSPLANTATION IN SEVERE ANTI-MELANOMA DIFFERENTIATION-ASSOCIATED GENE 5 (MDA5)-RAPIDLY PROGRESSIVE INTERSTITIAL LUNG DISEASE: A SYSTEMATIC REVIEW." Annals of the Rheumatic Diseases 82, Suppl 1 (May 30, 2023): 1970.2–1971. http://dx.doi.org/10.1136/annrheumdis-2023-eular.3398.
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BackgroundAnti-melanoma-differentiation-associated gene-5 antibody (MDA5) associated dermatomyositis is associated with rapidly progressive interstitial lung disease (RP-ILD), high mortality, and progression despite aggressive immunosuppression. Extra corporeal membrane oxygenation (ECMO), as bridge to recovery or bridge to transplantation and lung transplantation offer potentially lifesaving therapy for MDA5 RP-ILD but their roles are unclear, and its use in practice is often debated[1-4].ObjectivesWe systematically reviewed the clinical outcomes of patients with MDA5 RP-ILD receiving ECMO and/or lung transplantation.MethodsOvid Medline, Embase and CINAHL were searched (inception to Jan 2023) using keywords to identify studies of ECMO and lung transplantation in MDA5 RP-ILD. We included English language studies in adults with MDA5 RP-ILD requiring ECMO and/or lung transplantation. Review was prospectively registered on PROSPERO (CRD42022355450).ResultsThe sixteen identified manuscripts reported outcomes for 33 patients with serological evidence of MDA5 (14 case reports, 2 case series). Most presented with respiratory symptoms, classic dermatomyositis cutaneous features, were amyopathic and had pulmonary radiological ground glass opacifications. Time to clinical diagnosis was usually less than 3 months from symptom onset, with rapid clinical deterioration from severe symptoms requiring hospitalisation to institution of mechanical ventilatory support within 2 weeks. Combination multi-modal aggressive induction immunosuppressants (corticosteroid, cyclophosphamide, tacrolimus, tofacitinib, rituximab and/or immunoglobulin) was used in 15/16. ECMO was used in 32 patients (Figure1): as a bridge to recovery in 16, and a bridge to transplantation in 16. ECMO used as a bridge to recovery had poor outcomes (15/16 deceased, 94%) mainly due to withdrawal of care. ECMO used as bridge to transplantation had an 87.5% survival rate (14/16), with MDA5 disease-free remission for up to 12 years using standard induction transplant immunosuppressants.ConclusionIn refractory MDA5 RP-ILD, early consideration of lung transplantation is essential. The findings do not support ECMO as bridge to recovery given its high mortality rate. ECMO as bridge to transplantation provided excellent patient survival and should be considered as potentially lifesaving.References[1]Mehta P, Hoyles RK, Gunawardena H, Gooptu B, Chaudhuri N, Heightmann MJ, et al. Rheumatologists have an important role in the management of interstitial lung disease (ILD): a cross-speciality, multi-centre, UK perspective. Rheumatology. 2022;61(5):1748-1751.[2]Romero-Bueno F, Diaz Del Campo P, Trallero-Araguás E, Ruiz-Rodríguez JC, Castellvi I, Rodriguez-Nieto MJ, et al. Recommendations for the treatment of anti-melanoma differentiation-associated gene 5-positive dermatomyositis-associated rapidly progressive interstitial lung disease. Semin Arthritis Rheum. 2020;50(4):776-790.[3]Rubin J, Black KE, Hallowell RW, Witkin AS, Lydston M, Shelton K, et al. Veno-Venous Extracorporeal Membrane Oxygenation for Myositis-Associated Rapidly Progressive Interstitial Lung Disease. Chest. 2021;160(6):2163-2167.[4]Bay P, de Chambrun MP, Roux A, Bunel V, Combes A, Biet DI, et al. Extracorporeal Life Support Allows Lung Transplant in anti-MDA5+ Rapidly Progressive-Interstitial Lung Disease. Eur Respir J. 2022:2102968.Figure 1.Key resultsAcknowledgements:NIL.Disclosure of InterestsYuan Lim: None declared, Jessica Fairley: None declared, Yuanyuan Wang: None declared, Jyotika Prasad: None declared, Anita Wluka: None declared, Rohit Aggarwal Consultant of:1.Mallinckrodt: Consultant2.Octapharma: Consultant3.CSL Behring: Consultant4.Bristol Myers-Squibb: Consultant5.EMD Serono: Consultant6.Kezar: Consultant7.Pfizer: Consultant8.AstraZeneca: Consultant9.Alexion: Consultant10.Argenx: Consultant11.Boehringer Ingelheim (BI): Consultant12.Corbus: Consultant13.Janssen: Consultant14.Kyverna: Consultant15.Roivant: Consultant16.Merck: Consultant17.Galapagos: Consultant18.Actigraph: Consultant19.Abbvie: Consultant20.Scipher: Consultant21.Horizontal Therapeutics: Consultant22.Teva: Consultant23.Biogen: Consultant24.Beigene: Consultant25.ANI Pharmaceutical: Consultant26.Nuvig: Consultant27.Capella: Consultant28.CabalettaBio: Consultant, Grant/research support from: 1.Mallinckrodt2.Pfizer3.Bristol Myers-Squibb4.Q325.EMD Serono6.Janssen7.Boehringer Ingelheim (BI):, Flavia Cicuttini: None declared
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Belkhodja, Omar, Égide Karuranga, and Guillaume Giasson Morin. "Reflections on the Client—Consultant Relationship: Challenges and Opportunities in a Context of Organisational Change." Journal of General Management 37, no. 3 (March 2012): 1–19. http://dx.doi.org/10.1177/030630701203700301.
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This paper investigates the determinants of success of the client-consultant relationship from the consultant's point of view. Ten consultants from various fields (e.g. change management, information technology, etc.) based in the province of Quebec in Canada were interviewed. They were asked to comment on issues relating to their roles in the consultancy project, expectations, and the determinants of success of the client–consultant relationship. Interview data were analysed using an interpretive frame. The research findings reveal that consultants perceive their contribution and role positively and perceive themselves as change agents and knowledge transmitters. Trust, active communication, and shared feedback were identified as the major determinants of success of the client–consultant relationship. The results support and help advance earlier research findings in the management consulting field. Consultants are conscious that a long-term relationship built on trust, active communication, and shared feedback, identified as major determinants of success in the client–consultant relationship, is essential. The qualitative findings of the study add to, and help support, earlier research findings on consultants' perception of their roles and contributions within client organisations.
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Kang, Kun-Myong, Yen-Yoo You, and Inchae Park. "A Study on the Influence of Consultant Capacity on Consulting Utilization and Social Network: Focused on Moderating Effect of Gender." Research in World Economy 11, no. 2 (May 23, 2020): 50. http://dx.doi.org/10.5430/rwe.v11n2p50.
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Background/Objectives: This study will identify social networks and consultant capacity concepts to verify that social networks are important factors and study whether consultant capacity and social networks influence consulting use.Methods/Statistical analysis: The subjects of the study can be companies that have consulted consulting services of SMBs, and the samples were analyzed by conducting a questionnaire survey on more than 240 SMBs that have consulted consulting services in Korea. The survey consisted of 30 questions including 10 demographic items, and Likert 5-point scale was used. In the empirical analysis, descriptive analysis, exploratory factor analysis, confirmatory factor analysis, structural model analysis, and adjustment effect test were analyzed by AMOS 22.0 using SPSS 22.0.Findings: Studies have shown that first, the knowledge of consultants was shown to have a positive effect on the social network. Second, the ability of consultants was found to have a positive effect on social networks. Third, the attitude of consultants was found to have a positive effect on social networks. It is analyzed that the attitude of the consultant is expressed in personal feelings and that a strong network can be formed through a sincere attitude. Fourth, social networks have been found to have a positive effect on consultancy utilization. It means that the utilization of consulting can be improved through the formation of an active social network. Fifth, analyzing the differences in the path between the gender, it was found to be affected by the Moderating effect. In the case of men, consultant knowledge and attitudes have derived positive results in social networks and consulting use. And in the case of women, the ability of consultants became more active in consulting with social networks. Therefore, the difference in the effect between male and female was confirmed statistically.Improvements/Applications: In this study, it was confirmed that there was a difference between men and women when the consultant's ability affected the consulting utilization rate. Therefore, it is necessary to conduct a detailed study of measures to supplement the gender gap in the competence of consultants in SMB consulting.
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Watson, J. P. "Psychiatric Manpower and the Work of the Consultant." Bulletin of the Royal College of Psychiatrists 9, no. 9 (September 1985): 170–73. http://dx.doi.org/10.1192/s0140078900022598.
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We are familiar with the idea that the distribution of consultants should be guided by ‘norms' supported by the College. Current norms have been derived from what is (or rather was at the time), not from knowledge of how consultants spend their time, still less on the basis of estimates of morbidity or demand. As Russell noted, a norm of one consultant for 70,000 people was developed using simple arithmetic when there were 700 consultants available to forty-nine million people. From this starting point, one consultant to 60,000 or 40,000 or 25,000 people suggests the possibility of an improved service, but it cannot be assumed that the service is better simply because more people are providing it. Evaluation of the consultant's contribution to a service requires, among other things, knowledge of what the consultant actually does with his time.
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Shaw, David. "Aristotle and the Management Consultants: Shooting for Ethical Practice." Philosophy of Management 19, no. 1 (December 11, 2019): 21–44. http://dx.doi.org/10.1007/s40926-019-00125-w.
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AbstractThe academic literature on management consulting raises many questions about the ethics of management consulting. The uncertain, emergent, and often socially constructed nature of management consultancy knowledge limits the scope both for regulating the industry in the manner of the established professions, and for evaluating management consultants’ work objectively. The character of management consultants is therefore a central issue in how far clients and other stakeholders can trust them. This paper considers three questions, using Aristotle’s Nicomachean Ethics as a guide. These are, first, ‘What is the function of a management consultant?’, second, ‘How should a management consultant act in order to be a good management consultant?’, and third, ‘Where does the boundary lie between the ethical responsibilities of the management consultant and those of the client and other stakeholders?’ Aristotelian virtue ethics are valuable in answering these questions. Their focus on character is well suited to the distinct ethical problems of management consulting. Aristotle’s overarching concern with human flourishing, and an ethically balanced approach towards benefiting from the good things to which a virtuous person may aspire, has more promise as an influence on consultants’ behaviour than the lists of prohibitions that typify codes of ethical practice in the industry. Aristotle’s call for leaders to habituate their people to ethical behaviour should be heard by the leaders of management consultancy firms. In accordance with Aristotle’s philosophy, this paper proposes a positive target at which management consultants can aim in shooting for ethical practice.
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Kim, Dongwon, and Jaebum Hong. "The Effects of Consultant’s Self-Leadership Components on Job Satisfaction: The Mediating Effect of Self-Efficacy." Korean Data Analysis Society 24, no. 3 (June 30, 2022): 1033–46. http://dx.doi.org/10.37727/jkdas.2022.24.3.1033.
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The purpose of this study is to test the effect of components such as behavioral-focused strategies, natural reward strategies, and constructive thought pattern strategies that constitute consultant self-leadership on job satisfaction. In addition, the effect of self-efficacy on job satisfaction and the mediating role between self-leadership components of self-efficacy and job satisfaction are tested. To this end, a survey was conducted on 240 consultants with more than two consulting records within the last two years. As a result, it was found that the consultant's self-leadership components and self-efficacy affected job satisfaction, and the partial mediating role of self-efficacy was confirmed in the relationship between the consultant's self-leadership components and job satisfaction. The meaning of this study is that the research model for consultants was presented through research on the mediating effect of self-efficacy and the relationship between the consultant's self-leadership components and job satisfaction, and the fact that the consultant's self-leadership is important to strengthen consulting performance. This study provides useful information on what characteristics of consultants should be strengthened to improve consulting skills in the future, and through this, it can contribute to expansion into research to understand the characteristics of consultants' behavior such as innovative behavior and deviant behavior.
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Koch, Peter. "How Should Ethics Consultants Weigh the Law (and other Authoritative Directives)?" Journal of Law, Medicine & Ethics 48, no. 4 (2020): 768–77. http://dx.doi.org/10.1177/1073110520979388.
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In the continuing debate about the role of the Clinical Ethics Consultant in performing clinical ethics consultations, it is often assumed that consultants should operate within ethical and legal standards. Recent scholarship has focused primarily on clarifying the consultant's role with respect to the ethical standards that serve as parameters of consulting. In the following, however, I wish to address the question of how the ethics consultant should weigh legal standards and, more broadly, how consultants might weigh authoritative directives, whether legal, institutional, or professional, against other normative considerations. I argue that consultants should reject the view that authoritative directives carry exclusionary reason for actions and, further, ethicists should interpret directives as lacking any moral weight qua authoritative directive. I then identify both implications and limitations of this view with respect to the evolving role of the ethics consultant in an institutional setting, and in doing so propose the kinds of considerations the ethicist should weigh when presented with an authoritative directive.
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Kelleher, Eric, and Aisling Campbell. "A study of consultant psychiatrists' response to patients' suicide." Irish Journal of Psychological Medicine 28, no. 1 (March 2011): 35–37. http://dx.doi.org/10.1017/s0790966700011952.
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AbstractObjectives: A patient's suicide is arguably the event of most concern to consultant psychiatrists. Given the rise in the rate of suicide in the Republic of Ireland, the impact it has should not be underestimated. The aims of the study were: to assess the effect a patient's suicide has on a consultant's personal and professional life; to identify what factors modulated or exacerbated their response to the suicide; and to highlight what was shown to be beneficial in coping with the aftermath.Methods: Following a literature review, a questionnaire from a previous study was chosen. This was sent to 74 consultants working in the Munster province. It asked consultants to recall their ‘most distressing’ suicide and their response to it. The results were analysed using quantitative methodology. A further literature review was conducted on the issues raised.Results: The questionnaire response rate was 67.5%. A total of 80% of consultants had a patient commit suicide under their care. In the case of 27.5%, consultants said that their personal lives had been affected by the suicide and 32.5% said that their professional lives had been affected. The majority of those affected were recently appointed consultants. Consultants' peers and team were significant sources of support, as were team meetings. A total of 57.5% of consultants said that their management of future suicidal patients had changed following the suicide.Conclusions: A proportion of consultants experience negative effects in their lives as a consequence of patient suicide. However the support of consultant peers, the team and team meetings may help in the aftermath.
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Selimović, Idriz, and Mirko Markič. "Vloga svetovanja in svetovalcev na področju menedžmenta pri uvajanju organizacijskih sprememb." Revija za univerzalno odličnost 10, no. 2 (June 10, 2021): 108–22. http://dx.doi.org/10.37886/ruo.2021.031.
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Research Question (RQ): Does the company need an external consultant to make organizational changes? Purpose: We want to examine the role of external consultants in introducing organizational change in an organization. Method: In our article, we will use: systematic review guidelines, integrative study review guidelines, meta-analysis guidelines, and literature review scope guidelines. We selected the literature through the main academic bibliographic databases Web of science, Elsevier, Jstor, Emerald. We used the following keywords to search for relevant literature: Organizational Change, Consultant, Management, Introduction of changes, Process, Consultancy industry. Results: While the added value that consultants can add to a company has long attracted the attention of management, critical interest in the consulting process is relatively new. However, the growing interest in consultants has also brought about a growing critical debate on the justification for hiring consultants. In our article, we will present the pros and cons of hiring external consultants. Organization: The organization always needs sober thinking or needs an external consultant when introducing changes. Society: Progress and success in the organization can be achieved without expensive external experts and always new approaches, simply by using "common sense". With this approach, we achieve that as many organizations as possible are dedicated to the implementation of this common sense in their processes. Originality: The article highlights the key elements that need to be considered when introducing organizational changes in order to avoid costly external consultants. Limitations / further research: The basis of the article is the theoretical findings of world authors from the studied field, the results of empirical research would be interesting.
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Szukalski, Stanisław M. "Business consultancy services consultants reflections." Ekonomiczne Problemy Usług 121 (2015): 165–78. http://dx.doi.org/10.18276/epu.2015.121-10.
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Kakabadse, Andrew P. "Consultants and the Consultancy Process." Journal of Managerial Psychology 1, no. 2 (February 1986): 28–36. http://dx.doi.org/10.1108/eb004412.
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CEBECI, UFUK, and DA RUAN. "A MULTI-ATTRIBUTE COMPARISON OF TURKISH QUALITY CONSULTANTS BY FUZZY AHP." International Journal of Information Technology & Decision Making 06, no. 01 (March 2007): 191–207. http://dx.doi.org/10.1142/s0219622007002423.
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Quality consultants are used in ISO 9000 implementation projects especially by many small and medium-sized enterprises. Clients do not always appreciate differences between quality consultants. This paper aims to provide an analytical tool to select the best quality consultant providing the most customer satisfaction. The clients of three Turkish quality consultancy firms were interviewed and the most important criteria taken into account by the clients while they were selecting their consultancy firms were determined by a designed questionnaire. The fuzzy analytic hierarchy process was applied to compare these consultancy firms. The means of the triangular fuzzy numbers produced by the customers and experts for each comparison were successfully used in the pair wise comparison matrices.
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Bouwmeester, Onno, and Jelmer Stiekema. "The paradoxical image of consultant expertise: a rhetorical deconstruction." Management Decision 53, no. 10 (November 16, 2015): 2433–56. http://dx.doi.org/10.1108/md-11-2014-0653.
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Purpose – The purpose of this paper is to explore the paradoxical image of consultants as “experts without expertise.” It examines the extent to which different stakeholders’ perceptions of consultants’ expertise are aligned, and why. Design/methodology/approach – This research applies a creative approach to survey methodology by asking different stakeholder groups to react to consultancy expertise cartoons. This is followed by a rhetorical interpretation of the perceptions of consultants’ expertise using pathos. Findings – This survey revealed that employees are the most critical of consultants, while clients and consultants retain positive impressions of consultants’ expertise. Unexpectedly, relative to other stakeholder groups, academics occupy a moderately critical position like outsiders. Given that consultants and clients value the same indicators of expertise, this explains the latter stakeholder group’s positive valuation. Research limitations/implications – Since this study focusses on the expert image of consultants more generally, the authors cannot differentiate the conclusions for perceptions related to different types of consultants based on discipline or the image of their specific role (e.g. expert vs coach or change agent). Practical implications – Consultants and academics need pathos that is stakeholder dependent, for getting their expertise better accepted. Originality/value – This paper helps explain why managers, despite the many criticisms of the services consultants provide, continue to hire consultants for their expertise. Furthermore, it sheds light into why managers prefer the services of consultants vs those provided by academics. It also nuances the assumption that academics are the main critics of consultants. Instead, this paper identifies that the majority of consultant critiques come from employees in client organizations.
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Gretton, Thomas W., Gabriela I. Caviedes, Megan Buning, Kristin Webster, and David W. Eccles. "The Transition of an Applied Sport Psychology Training Program at a U.S. University From a Face-to-Face to a Virtual Mode: An Autoethnographic Case Study." Case Studies in Sport and Exercise Psychology 6, no. 1 (January 1, 2022): 45–53. http://dx.doi.org/10.1123/cssep.2021-0030.
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We studied the transition of an applied sport psychology training program at a public U.S. university from a face-to-face mode to a virtual mode in response to the COVID-19 pandemic. We aimed to identify challenges of this transition for supervisors and student consultants and best practices for virtual consultancy. This autoethnographic case study involved interviews with three program supervisors, ten student consultants, and one college coach. We also examined researcher observations and lived experiences during the transition. A blended ethnographic and codebook thematic analysis was undertaken. We identified two superordinate challenges: (a) program challenges and (b) consulting challenges. We also identified three superordinate best practices: (a) supervisor best practices, (b) student consultant best practices, and (c) best practices in sport psychology delivery. These findings can usefully inform efforts by individual consultants and applied programs at universities to adopt virtual modes of consultancy.
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Poulfelt, Flemming, and Adrian Paynee. "Management consultants: Client and consultant perspectives." Scandinavian Journal of Management 10, no. 4 (December 1994): 421–36. http://dx.doi.org/10.1016/0956-5221(94)90028-0.
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Muliartini, Ni Wayan, and I. Ketut Jati. "Pengaruh Kecerdasan Intelektual, Kecerdasan Emosional, Kecerdasan Spiritual, dan Faktor Situasional Pada Keputusan Etis Konsultan Pajak." E-Jurnal Akuntansi 28, no. 3 (September 12, 2019): 1866. http://dx.doi.org/10.24843/eja.2019.v28.i03.p15.
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The purpose of this study was to obtain empirical evidence on how the influence of intellectual intelligence, emotional intelligence, spiritual intelligence, and situational factors on the ethical decisions of tax consultants in Bali. The number of samples are 79 respondents at 69 tax consultant offices in Bali with purposive sampling technique, Tax consultant who handles clients and unlimited positions and has USKP certificate. Data collection is done by questionnaire method. The analysis technique used in the research is multiple regression analysis. The results shows that intellectual intelligence, emotional intelligence, spiritual intelligence has positive effect on the ethical decisions of tax consultants. Professional relations had a negative effect on tax consultant ethical decisions, but risk preferences and information current did not significantly influence the tax consultant's ethical decisions.
Keywords : Intellectual Intelligence, Emotional Intelligence, Spiritual Intelligence, Risk Preference.
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Reid, Holly E., Anja Wittkowski, Sarah Vause, and Alexander E. P. Heazell. "‘Just an extra pair of hands’? A qualitative study of obstetric service users’ and professionals’ views towards 24/7 consultant presence on a single UK tertiary maternity unit." BMJ Open 8, no. 3 (March 2018): e019977. http://dx.doi.org/10.1136/bmjopen-2017-019977.
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ObjectivesTo explore the views of maternity service users and professionals towards obstetric consultant presence 24 hours a day, 7 days a week.DesignSemistructured interviews conducted face to face with maternity service users and professionals in March and April 2016. All responses were analysed together (ie, both service users’ and professionals’ responses) using an inductive thematic analysis.SettingA large tertiary maternity unit in the North West of England that has implemented 24/7 obstetric consultant presence.ParticipantsAntenatal and postnatal inpatient service users (n=10), midwives, obstetrics and gynaecology specialty trainees and consultant obstetricians (n=10).ResultsFive themes were developed: (1) ‘Just an extra pair of hands?’(the consultant’s role), (2)the context, (3)the team, (4)trainingand(5)change for the consultant. Respondents acknowledged that obstetrics is an acute specialty, and consultants resolve intrapartum complications. However, variability in consultant experience and behaviour altered perception of its impact. Service users were generally positive towards 24/7 consultant presence but were not aware that it was not standard practice across the UK. Professionals were more pragmatic and discussed how the implementation of 24/7 working had affected their work, development of trainees and potential impacts on future consultants.ConclusionsThe findings raised several issues that should be considered by practitioners and policymakers when making decisions about the implementation of 24/7 consultant presence in other maternity units, including attributes of the consultants, the needs of maternity units, the team hierarchy, trainee development, consultants’ other duties and consultant absences.
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Bae, Hyunju. "The communication competency model development for school consultant: Based on Schein’s Process Consultation perspective." Korea Association for Care Competency Education 8, no. 2 (December 31, 2023): 47–77. http://dx.doi.org/10.52616/jccer.2023.8.2.47.
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The competency of school consultants’ is one of the major factors for successful school consulting. Specifically, the communication competency of school consultants is emphasized as a core competency because it is critical for the principle and process of consulting. This study aims to define the competency of school consultants, with a specific focus on elucidating the educational communication competency based on Schein’s Process Consultation perspective.
The competency of school consultants can be categorized into common competency and professional consulting competency as a consultant. The common competency of school consultants includes communication, interpersonal relationship, synthetic thinking, utilization of information resources and technology, and self-management competency. The consulting competency consists of field specialty on school field and school education, process specialty for consulting principles and methodologies, and consulting ethics meaning confidentiality, sincerity, and autonomy in consulting.
The communication competency of school consultant is classified as common competency, and consists of general communication and educational communication competency which has been derived from Schein’s consultation principles. The general communication competency includes writing, speaking, reading, and listening ability for effective delivery and understanding of messages, and discussion and moderation ability for narrowing the gap of opinions.
The educational communication competency is composed of sub-factors that identify the purpose and content of communication based on Schein's consulting principles: 1) awareness of the importance of forming mutually helpful relationships and communication, 2) presentness of communication based on consultee’s now-here, 3) accuracy of communication, 4) awareness of the intervention influence, 5) consultee's agency and learning, 6) giving the consultee time to understand the situation and context and to provide feedback, 7) timeliness that captures important opportunities to increase the effectiveness of the intervention, 8) confronting intervention that changes the perspective of the consultee facing a constrained situation, 9) recognizing negative reactions and errors consultant's intervention and using them as data for effective consulting, 10) acknowledging the consultant's own limitations and sharing problem situations with consultee.
This study is significant in developing a school consultants’ competency model and, in particular, deriving education communication competency, by identifying the educational meaning of communication in overall school consulting focusing on problem solving and consultant learning, which are the goals of Schein’s Process Consultation. However, this study could not deal with the whole competency of school consultant and has focused on the education communication competency, therefore, the relationships and complementary aspects with general communication competency, other common competency, and consulting competency, were not fully revealed.
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Ndzi, Ernestine. "Remuneration consultants’ advice and its effect on pay." International Journal of Law and Management 57, no. 4 (July 13, 2015): 340–50. http://dx.doi.org/10.1108/ijlma-03-2015-0014.
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Purpose – The purpose of this paper is to investigate the nature of advice that the remuneration consultants offer to the companies on executive pay. It explores how the advice offered affects the level of executive remuneration. Furthermore, it investigates whether the nature of advice offered forms part of the reasons why remuneration consultants have been criticised to be correlated with high executive pay. Design/methodology/approach – This paper analysis the data obtained from interviewing remuneration consultants from prominent consultancy firms that operate in the UK and the USA. Findings – This paper demonstrates that remuneration consultants’ advice on executive remuneration is not always objective. The nature of advice depends on whether the consultants have a balance of portfolio of companies (self-interest) or whether they have the courage to stand up to confrontations from the executives (fear of executives). This study shows that the purpose of using remuneration consultants in advising on executive remuneration is defeated. Also, the practice pushes up pay levels. Research limitations/implications – The research focused on large consultancy firm operating in the UK and/or the USA. Access to the participants was very difficult due to their busy schedules. Practical implications – This paper demonstrates the effect that lack of best practice on benchmarking is partly responsible for the high executive pay levels. Social implications – This paper will inform companies on the nature of advice that remuneration consultant’s offer and its effect on pay levels. Secondly, it will provide the shareholders with vital information they require to vote on remuneration policy in the annual general meeting. Originality/value – This paper demonstrates the effect that lack of best practice on benchmarking is partly responsible for the high executive pay levels. This paper will inform companies on the nature of advice that remuneration consultant’s offer and its effect on pay levels. Secondly, it will provide the shareholders with vital information they require to vote on remuneration policy in the annual general meeting. Lastly, it informs policymakers on the grey areas of practice that requires best practice.
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Jain, Kowshik, Ravindra Badge, Rajeev Bansal, Anil Gambhir, and Mukesh Hemmady. "Intrarater and Interrater Reliability of the Socket Version Marker in Total Hip Replacement." Open Orthopaedics Journal 7, no. 1 (November 13, 2013): 630–34. http://dx.doi.org/10.2174/1874325001307010630.
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The aim of this study was to evaluate the intraobserver and interobserver variability in determining the socket version using the wire marker. 100 anteroposterior pelvis radiographs of cemented primary total hip replacements were reviewed by two orthopaedic consultants and registrars, twice. Intrarater and interrater reliability were assessed using Cohen’s kappa. Intrarater kappas for junior doctors were 0.78 and 0.80, 0.73 and 0.62 for Consultants. Interrater kappas were 0.60 between the two Consultants and 0.63 between the two Junior Doctors. The kappas between Consultant A and Junior Doctor A was 0.61, between Consultant A and Junior Doctor B was 0.59, between Consultant B and Junior Doctor A was 0.53 and between Consultant B and Junior Doctor B was 0.46. Intrarater reliability was substantial for the two junior doctors and the two consultants. Interrater reliability was moderate-to-substantial between the two consultants, between the two junior doctors and between each pair of junior doctors/consultants.
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Kinnunen, Taina, and Jaana Parviainen. "Feeling the Right Personality. Recruitment Consultants’Affective Decision Making in Interviews With Employee Candidates." Nordic Journal of Working Life Studies 6, no. 3 (October 1, 2016): 5. http://dx.doi.org/10.19154/njwls.v6i3.5525.
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The pressure to find the ‘right’ personalities to strengthen customer service and working teams has made staffing decisions critical for organizations. Therefore, recruitment is more often outsourced and done so on a global level. By analyzing interviews with recruitment consultants, this article explores how consultants work in order to find the recruitment candidates with the most potential for their clients. It discusses recruitment as a process of affective decision-making where consultants use their ‘gut feelings’, that is, their own embodied affects, to secure the optimal ‘organizationperson fit’. Different kinds of details in the candidate’s appearance and micro-movements of the body cause ‘good vibrations’ or ‘strange feelings’ in the consultant’s affective body, which guides the selection among the candidates. By deconstructing the concept of ‘affect’, the article develops an understanding of recruitment as a practice where the embodied histories of consultants themselves play a key role in recruitment. The article claims that, as a result of competition in the business, the recruitment consultant relies on stereotypical performances of the ideal worker.
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Hennequin, Emilie, Bérangère Condomines, and Nouchka Wielhorski. "Career transition consultants’ perceived roles." Career Development International 22, no. 6 (October 9, 2017): 683–702. http://dx.doi.org/10.1108/cdi-09-2016-0156.
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Purpose Employment transitions are an integral part of an individual’s career path. However, not every individual can cope with these changes. Some may not know how to mobilise their capacities in order to return to work. Consequently, various countries have devised policies aimed at supporting the unemployed, in programmes that are led by consultants. The purpose of this paper is to present a case study of career transition consultants who work for a private consulting firm. It examines how consultants perceive their role and how these perceptions influence the support they provide to beneficiaries. Design/methodology/approach In total, 20 French career transition consultants took part in the interviews. Qualitative data were gathered through semi-structured interviews. Findings Ideal types of career consultants were drawn up, based on the distinction between the agent model and the community model. Depending on their perceived role, consultants set up different career transition strategies and develop different capacities among their beneficiaries. Research limitations/implications Consultants advocate for flexible support for people seeking employment. This research aims to question the policy of distributing beneficiaries among consultants’ portfolios. In France, the approach is made without considering the beneficiary’s profile. A better approach would be to find common ground between the consultant’s profile and the beneficiary’s expectations (e.g. help with business start-up, a career plan, or psychological support). Further, the differentiation of profiles and practices opens up other research opportunities (in corporate coaching, tutoring, and vocational guidance). Practical implications From a managerial point of view, this research questions the policy of distribution of the beneficiaries in consultants’ portfolios. Indeed, in France, the approach is made a priori (without exact knowledge of the beneficiary’s profile). Yet, it seems that the approach would be more effective if consulting firms looked for common ground between the consultant’s profile and the beneficiary’s specific expectation (e.g. help with a new business start-up, the creation of a career plan, or a specific need for psychological support). Originality/value This research investigates a little known and important fact in career transition management: the heterogeneous nature of consultancy service and the capacities consultants highlight as being helpful to beneficiaries in career transition.
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Gould, Daniel, Vance Tammen, Shane Murphy, and Jerry May. "An Evaluation of U.S. Olympic Sport Psychology Consultant Effectiveness." Sport Psychologist 5, no. 2 (June 1991): 111–27. http://dx.doi.org/10.1123/tsp.5.2.111.
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The present investigation had three purposes. It (a) evaluated U.S. Olympic sport psychology consultants and the services they provide; (b) used Partington and Orlick’s (1987b) Consultant Evaluation Form (CEF) to examine effective sport psychology consultant characteristics; and (c) identified future sport psychology consultant and program needs. U.S. Olympic sport psychology consultants, sport science and medicine administrators, national team coaches, and athletes from various Olympic sports were surveyed. Results revealed that consultants were perceived in a favorable light across the four subsamples, which did not differ significantly in their effectiveness evaluations. The consultants also received high ratings on all 10 CEF consultant characteristics. Moreover, correlations between the consultant characteristic and effectiveness ratings revealed that fitting in with the team and drawing on athletes’ strengths were among the most important characteristics. Finally, the respondents identified the need to individualize sport psychology strategies as a major way for consultants to better meet athlete needs. Results are discussed relative to ways of improving applied sport psychology consultations with athletes and coaches.
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Denga, Michael. "Paradigms of Business Consulting Agreements." European Review of Contract Law 19, no. 2 (June 1, 2023): 103–35. http://dx.doi.org/10.1515/ercl-2023-2010.
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Abstract Business consulting represents one of the most important activities in the service economy, yet its contractual arrangements have rarely been analysed. Various scandals linked to professional consulting in recent times, such as the accounting scandal surrounding the German DAX-company, Wirecard, or the ‘Luanda Leaks’, give reason for a closer look at this activity, as well as the corresponding contractual agreements. Additionally, the regular functioning of consulting agreements is largely undiscussed. The aim of this contribution is (1) to highlight the essential problems of business consultancy contracts, namely the informational advantage of the consultant with regard to the quality of advice and price; structural conflicts of interest, especially in the case of business consultancy by auditors; the possibilities of abusing consultancy contracts for personal gain, as well as the liability of the consultant and the exemption of management from liability through the use of consultants; and (2) to propose solutions to these problems using the existing rules of due diligence and collateral duties, especially by applying general norms in the light of the economic function of management consultants as brokers for knowledge and know-how.
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Delić, Anamarija, and Mirela Alpeza. "Career switch." Ekonomski vjesnik 36, no. 2 (2023): 349–60. http://dx.doi.org/10.51680/ev.36.2.10.
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Purpose: This paper examines the consultancy process in small and medium-sized enterprises (SMEs), focusing on consulting entrepreneurs at the beginning of their entrepreneurial career chosen out of necessity due to a terminated long-term employment contract in a public company.Methodology: A qualitative study design was adopted to look into the consultancy process with five new entrepreneurs who participated in a program that combined trainings and consultancy sessions. Text analysis of written feedback from consultants was conducted to understand the challenges entrepreneurs faced and progress they made. Evaluation sheets with closed and open questions were analyzed to explore the effects of the program and the entrepreneur satisfaction with the program. Five years after completing the program, semi-structured interviews were conducted to identify the current status of the entrepreneurial ventures.Results: In this study, the success of the consultancy process was threatened by time constraints and a lack of comprehensive reasoning behind client motivation to become entrepreneurs. These were the most detrimental factors for the client-consultant relationship, which ended up lacking transparency and thoroughness.Conclusion: Research results indicate the importance of consultant’s efforts to contextualize the client’s decision to become an entrepreneur. Investing time in building a client-consultant relationship as well as providing long-term follow-up support proved to be crucial to ensuring a positive impact of consultancy support for entrepreneurs starting a new business.
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Bencze, Tibor, and Gábor Koncz. "The role of National Agricultural Chamber's advisors in the life of farmers in Heves County." Review on Agriculture and Rural Development 6, no. 1-2 (July 18, 2018): 26–31. http://dx.doi.org/10.14232/rard.2017.1-2.26-31.
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The Hungarian Chamber of Agriculture (HCA) was established in the spring of 2013 as a public body. The main tasks of the HCA are strengthening and advocacy of domestic agricultural and food sector, supporting the competitiveness of Hungarian food, furthermore the consultancy and delivering fast, accurate and reliable information to farmers. After the integration of village consultants’ network in 2014 the HCA established a unified support system for farmers. This system based on five pillars: information, consulting, training, project management and European Innovation Partnership. In Heves County 27 village consultants and 4 village consultant administrators perform advisory tasks coordinated by the chief village consultants. The scope of official duties performed by the network: crop estimation, data collection and reporting tasks associated with state rating, assessment of damages in agriculture etc. The advisors validate about 9500 farmers’ cards year by year. In our research we examined the main features of the village consultants and farmers receiving services (such as age, gender, level of education, professional experience, current scope of activities and contacts between the two groups). We hypothesized that the age and vocational qualifications of the farmers are determining the number of services used. To answer our research questions we were performed primary data collection in Heves County. We compiled two questionnaires, one for the farmers (N=150) and one for the village consultants (N=18). To answer the remaining outstanding issues we conducted interview-based survey involving 4 experts. In the course of the survey research for the village consultants we examined theirs most important activities and ranked by the number of mention. The five most common cases were the Unified Application Administration, the validation of farmers’ cards, information services in connection with former Agricultural and Rural Development Agency, monitoring data service and Chamber membership fee acknowledgment. The farmers we’ve asked were all familiar with the local village consultant and 88% of them known the office client’s time. The 69% of the respondents more than three times visited the advisor. Based on our research the village consultants completed more than 50% of administrative tasks of farmers in the 70% of cases. Overall, the village consultant network plays an important role in the life of the farmers regardless of age or level of education.
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Davies, Tim E. P. "Referrals between consultants: Consultant referrals are funded." BMJ 332, no. 7539 (February 23, 2006): 490.3. http://dx.doi.org/10.1136/bmj.332.7539.490-b.
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Leahy, Charles E. "Preliminary analysis of more than 60 pickleball noise consultant reports." Journal of the Acoustical Society of America 155, no. 3_Supplement (March 1, 2024): A327—A328. http://dx.doi.org/10.1121/10.0027691.
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Over 60 consulting reports authored by over 30 different US and Canadian consultants have been gathered from municipal agendas, court filings, and HOA members. The reports are analyzed with respect to tools, metrics, and criteria used to make findings and recommendations to city officials, HOA Boards, and lawsuit litigants. The reports range greatly in length and purpose, many with sound meter data, excerpts from municipal ordinances, and specifications for noise mitigation including setbacks, full enclosures, barriers, and equipment recommendations. Particular attention is given to the consultant’s choice of sound meter metrics and the attention or lack of attention to the impulsive nature of pickleball noise and applicability of ANSI Standard 12.9 Part 4. When a local ordinance is referenced, we examine whether the consultant limited the report to provisions specifying a decibel limit and excluded comment on the general nuisance and plainly audible standards that are often present. Anecdotes are drawn from the data to identify best practices and worst practices of the consultants and their reports. This paper may be useful to consultants in planning their future pickleball studies; useful in deciding whether to refer these projects to a more experienced pickleball noise boutique firm; and/or useful to attorneys in recognizing the challenges of using the consultant report in the litigation setting.
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Aksiana, Ida Bagus Widhi, and I. Ketut Sujana. "Effect of Risk Preference, Professional Domination, Information, and Professional Relationship on Ethical Decision Making of Tax Consultants." International research journal of management, IT and social sciences 6, no. 4 (July 15, 2019): 174–79. http://dx.doi.org/10.21744/irjmis.v6n4.675.
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The purpose of this study was to determine the effect of risk preferences, professional dominance, current information, and professional relationships on tax consultant ethical decision making. This study uses a saturated sampling method with respondents being Tax Consultants Registered at the Indonesian Tax Consultant Association in the Bali Nusa Tenggara Region. Data collection methods used are questionnaires and data analysis using multiple linear regression. The results showed that risk preferences negatively affected the tax consultant's ethical decision making. Professional domination has a negative effect on tax consultant ethical decision making. Present information has a positive effect on tax consultant ethical decision making. Professional relations have a negative effect on tax consultant ethical decision making.
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Wilson, Simon. "Survey of the use of abreaction by consultant psychiatrists." Psychiatric Bulletin 26, no. 2 (February 2002): 58–60. http://dx.doi.org/10.1192/pb.26.2.58.
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Aims and MethodTo find out current practice in the use of abreaction by consultant psychiatrists a survey was conducted, by postal questionnaire, of all consultant psychiatrists working with adult patients in the Yorkshire area.ResultsOut of 170 consultants, 133 (78%) returned the questionnaire; 64 consultants (48%) had used abreaction at some point in their career and 20 (15%) had done so in the past 5 years. The median number of times abreaction had been used in the previous 5 years was two and only seven consultants (5%) had supervised a trainee in using abreaction.Clinical ImplicationsAbreaction is used rarely and only by a minority of consultants. Few consultants have supervised trainees in the use of abreaction. Future psychiatrists are unlikely to be skilled in the use of abreaction and its use will decline.
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Fachrezzi, Bima Rafly, Deni Rachmad Sulistiyanto, Muhammed Lamin Jabbi, and Ishiaka Adamu. "Reflection of Al-Ghazali’s business ethics for tax consultants." Journal of Islamic Accounting and Finance Research 5, no. 2 (November 16, 2023): 149–76. http://dx.doi.org/10.21580/jiafr.2023.5.2.16068.
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Purpose - The purpose of this study was to explore the application of the values of Al-Ghazali Islamic business ethics to tax consultants in Indonesia and to compare them with the Indonesian Tax Consultant Professional Code of Ethics.Method - This research approach uses phenomenology. There were 3 informants interviewed in the study consisting of tax consultants who are Muslim in Indonesia, fiscal authorities who are Muslim in Indonesia, and experts in the Islamic religion.Result - This research gives the result that the principle of integrity can be expanded in terms of its definition and meaning with the mujahadah component in Al-Mizan, so that the integrity referred to here is trying to keep away bad traits that are prohibited in Islam. Moreover, on the concept of al ihya', tax consultants have a main orientation to profit and the motivation to help taxpayers is still limited to improving the image of their consulting services business.Implication - The concept of Islamic Business Ethics by Al-Ghazali is a broader and deeper ethic so it is very appropriate if it is adapted to the Indonesian Tax Consultant Code of Ethics, especially regarding responsibility and motivation as servants of God.Originality - This research is the first study that used a phenomenological approach in uncovering the reflection of the concept of Islamic business ethics by Al-Ghazali on the implementation of a tax consultant's code of ethics.
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Murphy, Kevin J., and Tatiana Sandino. "Compensation Consultants and the Level, Composition, and Complexity of CEO Pay." Accounting Review 95, no. 1 (May 1, 2019): 311–41. http://dx.doi.org/10.2308/accr-52439.
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ABSTRACT We provide fresh evidence regarding the relation between compensation consultants and CEO pay. First, firms that employ consultants have higher-paid CEOs—this result is robust to firm fixed effects and matching on economic and governance variables. Second, while this relation is partly due to consultant conflicts of interest, it is largely explained by the impact consultants have on the composition and complexity of CEO pay plans; notably, this impact fully mediates the consultant-CEO pay relation. Third, firms with higher-paid CEOs and more complex pay plans are more likely to hire a consultant. Last, Say-on-Pay voting patterns suggest shareholders view positively the advice consultants provide, but only when consultants provide no other services. We also find suggestive evidence of boards “layering” new equity incentive plans over existing ones, thereby increasing the impact of composition and complexity on CEO pay beyond the premium the CEO would demand for bearing additional compensation risk. JEL Classifications: J33; M12; M52; M48. Data Availability: Data are available from the public sources cited in the text.
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Drew, Derek, Connie Kwong, Patrick Zou, and L. Y. Shen. "Determining the Optimal Fee-Technical Proposal Combination in Two Envelope Fee Bidding." Construction Economics and Building 2, no. 2 (November 17, 2012): 1–9. http://dx.doi.org/10.5130/ajceb.v2i2.2895.
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Two envelope fee bidding is a mechanism used by construction clients to allocate commissionsto willing consultants such as architects, engineers and surveyors. In two envelopefee bidding the client scores the competing consultants’ fees and technical proposals.The fee and technical proposal scores are weighted and aggregated and the consultantobtaining the highest aggregated score normally wins the commission. The consultant’sobjective in bidding, therefore, is to obtain the highest aggregated score possible since thismaximizes the chance of winning the commission. Given that fee and technical proposalscores are to some extent correlated, consultants can submit any one from a number ofdifferent fee—technical proposal combinations, ranging from a low fee—low scored technicalproposal combination to a high fee—high scored technical proposal combination.Only one possible combination will result in the highest aggregated score. Drew et al(2002b) offered consultants a model to determine this optimum fee-technical proposalcombination for any given commission. This paper tests the proposed model using datacollected from a leading Hong Kong consultant. The analysis, based on 51 bidding attempts,indicates that had the consultant adopted the proposed optimization model, theoverall average improvement on the consultant’s original total scores was 7.07%. The optimumstrategy was to aim for an absolute low fee—low scored technical proposal on 20occasions, absolute high scored technical proposal—high fee on 21 occasions and somewherebetween these two extremes on the remaining 10 occasions. The extent to whichfees scores and technical scores vary relative to each other has an important influence onthe optimum fee—technical proposal combination. However, the client’s change from a70/30 to a 50/50 predetermined weighting appears to have little effect on the consultant’soptimum bidding strategy.
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Thonus, Terese, and Beth L. Hewett. "Follow this path." Metaphor and the Social World 6, no. 1 (May 9, 2016): 52–78. http://dx.doi.org/10.1075/msw.6.1.03tho.
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This paper examines conceptual metaphor use by graduate-student writing consultants in a university writing center. Our goal was to develop a taxonomy for consultant metaphor in asynchronous online consultations; to find evidence that consultants could produce deliberate metaphors as an instructional strategy when responding asynchronously by e-mail to students and their texts; and to compare these data with Thonus’s (2010) investigation of consultant metaphor use in face-to-face consultations, Results showed that writing consultants trained in the use of strategic metaphors employed them in subsequent consultations. In addition, trained consultants used deliberate, coherent, and systematic metaphors in all six categories of our analysis, and they exploited metaphors students had developed in their writing. In comparison with their pre-training metaphor use, the consultants demonstrated increased metaphor use after training and used metaphors significantly differently from consultants who had received no training. We discuss these results in terms of deliberate vs. non-deliberate metaphor use in writing instruction, and we consider the feasibility and advisability of training writing center consultants to employ metaphors — specifically coherent, systematic metaphors — as vehicles for writing instruction in an online setting.
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Sayers, Adrian, Fiona Steele, Michael R. Whitehouse, Andrew Price, Yoav Ben-Shlomo, and Ashley W. Blom. "Association between surgical volume and failure of primary total hip replacement in England and Wales: findings from a prospective national joint replacement register." BMJ Open 10, no. 9 (September 2020): e033045. http://dx.doi.org/10.1136/bmjopen-2019-033045.
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ObjectiveTo investigate the association of volume of total hip arthroplasty (THA) between consultants and within the same consultant in the previous year and the hazard of revision using multilevel survival models.DesignProspective cohort study using data from a national joint replacement register.SettingElective THA across all private and public centres in England and Wales between April 2003 and February 2017.ParticipantsPatients aged 50 years or more undergoing THA for osteoarthritis.InterventionThe volume of THA conducted in the preceding 365 days to the index procedure.Main outcome and measureRevision surgery (excision, addition or replacement) of a primary THA.ResultsOf the 579 858 patients undergoing primary THA (mean baseline age 69.8 years (SD 10.2)), 61.1% were women. Multilevel survival found differing results for between and within-consultant effects. There was a strong volume–revision association between consultants, with a near-linear 43.3% (95% CI 29.1% to 57.4%) reduction of the risk of revision comparing consultants with volumes between 1 and 200 procedures annually. Changes in individual surgeons (within-consultant) case volume showed no evidence of an association with revision.ConclusionSeparation of between-consultant and within-consultant effects of surgical volume reveals how volume contributes to the risk of revision after THA. The lack of association within-consultants suggests that individual changes to consultant volume alone will have little effect on outcomes following THA.These novel findings provide strong evidence supporting the practice of specialisation of hip arthroplasty. It does not support the practice of low-volume consultants increasing their personal volume as it is unlikely their results would improve if this is the only change. Limiting the exposure of patients to consultants with low volumes of THA and greater utilisation of centres with higher volume surgeons with better outcomes may be beneficial to patients.
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Bouwmeester, Onno. "What Jokes Can Tell: A Top 5 of Ethical Transgressions in Consulting." Management Consulting Journal 6, no. 1 (January 1, 2023): 37–48. http://dx.doi.org/10.2478/mcj-2023-0005.
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Abstract In studies on consultant ethics clients are usually portrayed as their potential victims. However, in newspapers a different story can be found, when journalists report cased where clients and consultants have been partners in crime. To better map the common ethical transgressions in consulting, this study presents a top five based on interviews with consultants. In addition, the study illustrates these common transgressions with public jokes, found on the internet. The findings show how clients are not the only, and certainly not the most vulnerable stakeholder. Client interests are relatively well acknowledged in consultancies’ codes of conduct, and much more so than for example those of client staff, or junior consultants. This study contributes to consultant practice by emphasizing how consultant ethics should acknowledge more stakeholders than only clients. Likewise, it flags the issue of consultant independence, as it is consultants second most reported ethical challenge. The study contributes to the business ethics literature by demonstrating the illustrative value of business jokes in pointing at common ethical transgression, complementary to the less common and more severe cases journalists report about.
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Padgitt, Steve, Peggy Petrzelka, Wendy Wintersteen, and Eric Imerman. "Integrated crop management: The other precision agriculture." American Journal of Alternative Agriculture 16, no. 1 (March 2001): 16–22. http://dx.doi.org/10.1017/s088918930000881x.
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Abstract“Precision agriculture” was a favorite buzzword in agricultural discussions in the 1990s. Proponents of precision agriculture note its promises are twofold: economic benefits for the producer and environmental benefits for society. These benefits are to be achieved by improving the efficiency of input use, based on data obtained with global positioning systems (GPS) and geographic information systems (GIS) technologies. Although fulfillment of these promises has been mixed to date, it appears that “precision agriculture” will continue in the agriculture vernacular into the 21st century. In this article, we propose another sense of the term, and argue that precision agriculture, or at least long strides in that direction, is possible short of these highly complex methods and capital investments, through integrated crop management (ICM). As practiced by the producer and/or provided by independent crop consultants, ICM is one alternative to providing information-intensive management on the farm, and has proven efficiency of input use. That is, the promise of economic and environmental benefits holds true in a manner that makes it possible for any producer to implement “precision agriculture.” Using data from users and nonusers of independent crop consultants implementing ICM, this study reveals that several economic and environmental benefits are gained from the information and management recommendations provided by consultants. Pest and nutrient management recommendations have led to decreases in pesticide and commercial fertilizer use. For the majority of users, these input reductions have resulted in an increase in profits since hiring a consultant. Users attributed changes in total cost of production to their consultant's effectiveness, and some reported receiving double or greater return for every dollar invested in consultant services. The results confirm the important role that Iowa's independent crop consultants could play in agricultural production and environmental protection through their promotion of ICM activities. However, the scarcity of consultants in Iowa, and possibly elsewhere, presents a challenge within the industry. Addressing this issue may help in contributing to rural development, economic benefit for the producer, and environmental benefit for all of society.
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Amin, Burhamsyah, Hanafi Ashad, and Husni Maricar. "Kajian Peranan Konsultan Manajemen Konstruksi pada Proyek Konstruksi di Makassar." Jurnal Teknik Industri Terintegrasi 7, no. 3 (July 10, 2024): 1598–605. http://dx.doi.org/10.31004/jutin.v7i3.30751.
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Implementation of work on construction projects generally involves the collaboration of several parties, namely the work owner, contractors and consultants. There are several consultants involved in construction projects, one of which is Construction Management Consultants (MK). The success of the role of an MK consultant can be measured through achievements in terms of cost, time and quality of work. Research to examine the role of MK consultants at the construction project implementation stage and examine the influence of the role of MK consultants on the timeliness of work on the Rehabilitation project for Buildings B, C, D, Makassar Unhas Hospital. Quantitative research method with multiple linear regression analysis techniques. The results of the research are that the role of construction management consultants at the implementation stage of construction projects is carried out well based on the highest positive response (Agree), namely the capability of MK consultants in taking corrective action on deviations between planning and implementation (X4) reaching a value of 68.35% and the role of project management consultants positive influence or significance even though the correlation value is low on the progress of project work, the highest correlation value is on the variable (X2) consistency of MK consultant personnel in implementing existing plans with a value of 0.348 and the lowest correlation value on variable (X5) capability of MK consultants in management project costs to the progress of project work with a value of 0.088.
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CHANG, CHIU-CHENG, and GERALDINE CHEN. "ARMING ASIAN INTELLECTUALS INTERNATIONAL CONSULTANCY." Journal of Enterprising Culture 03, no. 04 (December 1995): 483–96. http://dx.doi.org/10.1142/s0218495895000258.
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The ability to change is vital for corporate survival and growth and knowledge is the engine of change. While consultancy is generally associated with the West, we believe that the Asian heritage, particularly the Confucian reverence for knowledge and teachers, make Asian intellectuals best suited for performing the consultancy role effectively. But what exactly is the role of consultancy? What are the objectives and functions? And in what areas will Asian consultants stand out? Prospective Asian consultants must be able to marry Western and Eastern business cultures and practices. The critical factors for success as Asian international consultants will be examined.
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CHANG, CHIU-CHENG, and GERALDINE CHEN. "ERRATA: "ARMING ASIAN INTELLECTUALS FOR INTERNATIONAL CONSULTANCY"." Journal of Enterprising Culture 04, no. 01 (March 1996): 95–108. http://dx.doi.org/10.1142/s0218495896000253.
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The ability to changes is vital for corporate survival and growth and knowledge is the engine of change. While consultancy is generally accociated with the West, we belive that the Asian heritage, particularly the Confucian reverence for knowledge and teachers, make Asian intellectuals best suited for performing the consultancy role effectively. But what exactly is the role of consultancy? What are the objectives and functions? And in what areas will Asian consultants stand out? Propective Asian consultants must be able to marry Westerm and Eastern business cultures and practices. The critical factors for success asd Asian international consultants will be examined.
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Whitfield, Michael, and Anthony Hughes. "Hypertension management in general practice." Journal of the Royal Society of Medicine 90, no. 1 (January 1997): 12–15. http://dx.doi.org/10.1177/014107689709000105.
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The views of 542 general practitioners (GPs) and 64 consultant physicians about the management of patients with hypertension in general practice were sought by postal questionnaire. 325 (60%) of the GPs and 45 (70%) of the consultant physicians completed the questionnaire. For a 40-year-old man with no other cardiovascular risk factors most general practitioners would intervene with drugs at blood pressure levels specified in published guidelines, whereas many local consultants and older GPs would consider drug treatment at lower levels. About 75% of GPs, compared with 87% of consultants, would suggest drug treatment in a woman of 70 years with a BP of 180/ 100 mmHg. Although consultants tended to expect GPs to order more tests when investigating a patient with hypertension than the GPs actually did, both GPs and consultants would order similar types of investigations apart from imaging. Consultants had different expectations about the frequency with which general practitioners should record patients' blood pressure and the GPs' ability to prevent cardiovascular events in hypertensive patients. Many older GPs and consultants seem to have unrealistic expectations of the value of treating patients with hypertension.
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Zainul Abidin, Nazirah, and Nadia Alina Amir Shariffuddin. "Engaging consultants in green projects: exploring the practice in Malaysia." Smart and Sustainable Built Environment 8, no. 1 (April 1, 2019): 80–94. http://dx.doi.org/10.1108/sasbe-06-2018-0033.
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Purpose The purpose of this paper is to explore the practice of engaging key project consultants for the development of green projects in Malaysia. Design/methodology/approach A qualitative approach is adopted in this research using the face-to-face semi-structured interview process with 18 respondents consisting of developers and architects of green projects that have obtained green certification by the Malaysian Green Building Index. Findings The engagement of consultants is divided into three stages: engagement method; consultant selection method; and evaluation process. The engagement method can be initiated by the client or through the architect. The direct selection is the preferred strategy in engaging architects, while open strategy is commonly adopted for engaging other key consultants. The evaluation process consists of request for proposal evaluation and negotiation before appointment is awarded. In addition, there are four main criteria in selecting the consultants: client’s preference, fee flexibility, green project requirement and consultant firm’s internal strengths. Research limitations/implications The study is based on the Malaysian context and based on the engagement of main consultants in green development projects and, thus, cannot be generalised to other consultants’ engagement in conventional projects. Practical implications This research presents the process that can contribute to better planning, controlling and management of the consultants’ engagement process. The selection criteria shall form a reference in selecting the most suitable consultants for the project. Originality/value This study attempts to understand how consultants are engaged in green projects, an important management stage in project initiation, but has received little attention in the past.
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Stapper, EW, M. Van der Veen, and LB Janssen-Jansen. "Consultants as intermediaries: Their perceptions on citizen involvement in urban development." Environment and Planning C: Politics and Space 38, no. 1 (June 5, 2019): 60–78. http://dx.doi.org/10.1177/2399654419853583.
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Planning consultants are increasingly hired to organize citizen participation processes for urban development projects. However, the ways in which planning consultants engage in and perceive the involvement of citizens in urban development projects remain relatively understudied. This article opens the black box of consultancy employees’ perceptions toward citizens in urban development processes. Employees from two consultancy firms in the Netherlands were interviewed, and several focus groups were organized. This research shows that consultants have wide-ranging views concerning the ways of incorporating citizens’ interests in urban development projects. With the use of Q-methodology, a typology of how consultants engage with citizens is proposed. Furthermore, we show that the different perceptions of consultants lead to a different approach in identifying the needs and problems of citizens. This finding gives insight into the context in which decisions about urban development are made.
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Maclaren, T., N. Ahmed, and S. Edwards. "An online forum to support consultant psychiatrists in their first five years of practice, introduced during the COVID-19 pandemic." European Psychiatry 64, S1 (April 2021): S471. http://dx.doi.org/10.1192/j.eurpsy.2021.1257.
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IntroductionIn the United Kingdom, the move from trainee to consultant psychiatrist can be both exciting and daunting. Trainee psychiatrists have access to support and weekly supervision that is not available to consultants. Having an organised meeting for new consultants could help bridge this gap with peer-led support.ObjectivesImproving support and guidance to new consultants Networking with peers Promoting wellbeing, good clinical practice and career developmentMethodsWe identified a group of 85 consultants in their first five years of practice. Meetings were held online using videoconference. Senior leaders presented at each meeting, with a group discussion at the end. We surveyed attendees using an online platform.ResultsWe had excellent attendance rates from the group, with 30 to 45 consultants attending each webinar. Over 60% of attendees had been a consultant for less than a year. For 90%, this was their first experience of a new consultant forum. Attendees gave excellent feedback (Table). Being able to meet consultants from different specialties, hearing career stories from senior leaders and how they have managed the COVID-19 pandemic were cited as benefits.Table: Feedback scores (0 = not useful to 100 = very useful)StatementScoreThe forum helped me feel supported75Topics covered are relevant to me79I feel more connected with colleagues71ConclusionsThe forum was popular and the feedback was excellent. Using an online format worked well and made it easier to organise and plan sessions. There is potential to implement similar fora for other senior psychiatrists across Europe.
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McColgan, Martin, Rachel Winch, Simon J. Clark, Carol Ewing, Neena Modi, and Anne Greenough. "The changing UK paediatric consultant workforce: report from the Royal College of Paediatrics and Child Health." Archives of Disease in Childhood 102, no. 2 (October 27, 2016): 170–73. http://dx.doi.org/10.1136/archdischild-2016-312055.
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ObjectivesTo determine if there had been changes in the size of the UK paediatric workforce and working patterns between 1999 and 2013.DesignAnalysis of prospectively collected datasets.SettingUK consultant paediatricians.InterventionsData from the Royal College of Paediatrics and Child Health's workforce census from 1999 to 2013 and the annual surveys of new paediatric Certificate of Completion of Training (CCT) and Certificate of Equivalence of Specialist Registration (CESR) holders between 2010 and 2013.Main outcome measuresPaediatric consultant numbers, programmed activities (PAs) and resident shift working.ResultsThe UK paediatric consultant workforce grew from 1933 in 1999 to 3718 in 2013. Over the same time period, there was a decline in the number of consultants with a primary academic contract from 210 to 143. There was an increase in the proportion of consultants who were female (40% in 1999 to 50% in 2013, p<0.01). The median number of PAs declined from 11 in 2009 to 10 in 2013 (p<0.001) as did the median number of PAs for supporting professional activities (2.5–2.3, p<0.001). In 2013, 38% of new consultants in general paediatrics or neonatology were working resident shifts. Between 2009 and 2013, the proportion of less than full-time working consultants rose from 18% to 22%, which was more common among female consultants (35% vs 9%).ConclusionThe paediatric consultant workforce has doubled since 1999, but more are working less than full time. The decline in those with a primary academic contract is of concern.
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Shaw, David. "Partners and plagiarisers: dualities in consultants’ influence on organisational change projects." Journal of Organizational Change Management 32, no. 1 (February 11, 2019): 51–66. http://dx.doi.org/10.1108/jocm-01-2018-0011.
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Purpose The purpose of this paper is to examine the interplay between the requirements for successful organisational change and the imperatives faced by management consultancy firms in running successful businesses, and how this interplay affects the ways in which management consultants influence organisational change projects. Design/methodology/approach The paper reviews literature on management consultancy and organisational change over the past 30 years to identify insights into this issue. Findings The paper shows that business imperatives faced by management consultancy firms affect the ways in which consultants influence organisational change projects. It shows how management consultants aspire to form strategic partnerships with their clients in order to win profitable business, and to plagiarise established organising practices and change management methods in defining their services in order to manage their costs. It illustrates how these aspirations give rise to a number of dualities that consultants face in undertaking organisational change projects. Originality/value Only limited research has been carried out into the ways in which the business imperatives of management consultancy firms interact with the requirements for successful organisational change in shaping the influence that management consultants have on organisational change projects. This paper demonstrates the significance of this issue and suggests directions for future research into it.
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Novalia, Nafisah, Endang Masitoh, and Purnama Siddi. "Taxpayer's Interest in Using Tax Consultant Services." JIFA (Journal of Islamic Finance and Accounting) 4, no. 2 (January 28, 2022): 118–28. http://dx.doi.org/10.22515/jifa.v4i2.3885.
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This study aims to obtain empirical evidence to determine the effect of knowledge, perceptions of tax consultants, tax sanctions, and taxpayer motivation on interest in using tax consultant services. The independent variables in this study are knowledge, perceptions of tax consultants, tax sanctions, and taxpayer motivation. The dependent variable in this study is the interest in using the services of a tax consultant. The data in this study are primary data obtained from a questionnaire sample of 83 individual taxpayers in the Solo Raya area, using purposive sampling method. The data analysis technique used multiple linear, the data was processed using SPSS 22. The results of the analysis showed that the perception of tax consultants, tax sanctions, and taxpayer motivation had a positive effect on interest in using tax consultant services. Knowledge has a negative effect on interest in using the services of a tax consultant.
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Behsan, Hossein, and Vahid Shahhosseini. "Legal and contractual foundations of intellectual property of design of construction projects." International Journal of Engineering & Technology 3, no. 3 (June 17, 2014): 290. http://dx.doi.org/10.14419/ijet.v3i3.2689.
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Viable improvement of any complex in micro and macro scales requires producing novel plans and having the complex to make use of innovative technologies and findings. In most developmental projects, the project consultants are responsible for producing plans and for directing the projects towards providing the opportunity to make use of the mentioned facilities. The beneficiaries' interests are considered as one of the issues to be considered while producing and directing plans. The interests of the projects' consultants include material and intellectual property of the plans made. Because some deficits exist in intellectual property law and the period of the legal proceedings is too long, it is possible that when the plan is made within the project consultancy group, other legal and real persons ignore the goals of the project and begin to use the plan just for the progress of their own interests. Emphasizing on the intellectual property of the plans made by the consultants, present regulations, comprehensiveness of the regulations and the necessity of ratification of the appropriate regulations, this essay deals with the intellectual property of the innovative plans. Keywords: Intellectual Property Consultant Plans of Developmental Projects - Contracts.
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Vealey, Robin S., Robin Cooley, Emma Nilsson, Carly Block, and Nick Galli. "Assessment and the Use of Questionnaires in Sport Psychology Consulting: An Analysis of Practices and Attitudes From 2003 to 2017." Journal of Clinical Sport Psychology 13, no. 4 (December 1, 2019): 505–23. http://dx.doi.org/10.1123/jcsp.2019-0012.
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The purpose of this study was to examine the types and perceived usefulness of questionnaires used by consultants in applied intervention work with athletes in 2003 and 2017, as well as to understand consultants’ perceptions of the advantages, limitations, and needs regarding the use of questionnaires in consulting. Sport psychology consultants in 2003 (n = 96) and 2017 (n = 106) completed a questionnaire that included Likert-scale questions as well as open-ended questions. The percentage of consultants who used questionnaires decreased from 83% in 2003 to 67% in 2017. Consultants in 2003 rated questionnaires as more useful than consultants in 2017, although the specific questionnaires used by consultants did not change extensively over the 14-year period. Advantages in using questionnaires included efficiency, structure of assessment, consensual validation, and credibility, while limitations included lack of relevance, undermining of athlete-consultant relationship, interpretive problems, and cost and lack of access.
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Partington, John, and Terry Orlick. "An Analysis of Olympic Sport Psychology Consultants’ Best-Ever Consulting Experiences." Sport Psychologist 5, no. 2 (June 1991): 183–93. http://dx.doi.org/10.1123/tsp.5.2.183.
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This article provides direct accounts of best-ever consulting experiences as well as lessons about effective consulting given by 19 sportpsych consultants who worked with Canadian athletes in preparation for the 1988 Olympic Games. These consultants attended a workshop funded by Sport Canada, organized and conducted by the authors. Findings are based on the consultants’ written answers to a preworkshop survey. Best-ever experiences were characterized in terms of the openness of athletes and coaches, how the consultation was started, time allowed to work with the athletes, and the fit of the consultant to the situation. Recommendations were also extracted from the content of audiotape recordings and written minutes of workshop discussion groups. These recommendations were directed to the following aspects of consultation: assessing commitment, defining one’s role, beginning the consultation, testing, executing the consultation, team meetings, and consultant characteristics and practices. Implications for selecting and preparing effective consultants are discussed.