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Relevant bibliographies by topics / Postal employees

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Academic literature on the topic 'Postal employees'

Author: Grafiati

Published: 18 May 2024

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Journal articles on the topic "Postal employees"

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Strenitzerová, Mariana, and Karol Achimský. "Employee Satisfaction and Loyalty as a Part of Sustainable Human Resource Management in Postal Sector." Sustainability 11, no. 17 (August 23, 2019): 4591. http://dx.doi.org/10.3390/su11174591.

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The labor market situation in the postal and logistics sector has led to sustainable human resource management becoming increasingly important at the strategic level of each postal operator. This study proposes a new perspective of employee satisfaction assessment that not only quantifies total satisfaction but identifies job attributes and socio-demographic characteristics affecting employee satisfaction and loyalty as a key concern for sustainable human resource management. Findings of 1775 survey questionnaires of employees in Slovak Postal enterprise revealed that employee satisfaction is on average. The greatest dissatisfaction was related to the financial reward of employees and the employer’s lack of interest in the views and attitudes of employees. The use of regression and correlation analysis pointed to the fact that not only their satisfaction, but also the situation on the labor market in the region, the age of the employee, the job position and the length of employment have a strong influence on employee loyalty.

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Malhotra, Manoj K., Larry P. Ritzman, W. C. Benton, and G. Keong Leong. "A model for scheduling postal distribution employees." European Journal of Operational Research 58, no. 3 (May 1992): 374–85. http://dx.doi.org/10.1016/0377-2217(92)90068-k.

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Strekalova, Natalya V., and Sergey V. Shcherbakov. "Employees of communications institutions of the Tambov Governorate in the second half of the 19th – early 20th centuries: number, staff, professional mobility." Tambov University Review. Series: Humanities, no. 188 (2020): 164–75. http://dx.doi.org/10.20310/1810-0201-2020-25-188-164-175.

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The role and importance of information and communication infrastructure in the modern world is growing, which increases the relevance of studying the history of the formation and development of postal, telegraph and telephone communications in Russia, primarily regional features of the social component of this process. Based on interdisciplinary approaches, involving a wide range of historical sources, the work explores the problems of the postal, telegraph and telephone service in the Tambov Governorate in the second half of the 19th – early 20th centuries. The issues of the number and staff of employees in communication institutions (post office, telegraph, telephone) of the Tambov Governorate are studied. We reveal the peculiarities and problems of the development of institutions staff of the postal and telegraph department. The problems of professional mobility of postal and telegraph employees are analyzed; the requirements for them, their official duties are described. In the second half of the 19th – early 20th century in the social and economic life of the Russian province, the information and communication component began to play a prominent role, which was reflected in the increase in the number of communica-tion institutions in the Tambov Governorate and employees in them. There were acute issues of human resourcing, first of all, qualified specialists. At the beginning of the 20th century the pro-portion of women who served in the institutions of the postal and telegraph department of the go-vernorate increased.

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Emmywati, Emmywati, Noneng R. Sukatmadiredja, and Bambang Sri Wibowo. "JOB CRAFTING, WORK ENGAGEMENT AND SUSTAINABLE FOR EMPLOYEE PERFORMANCE IN DIRECTORATE OF TELECOMMUNICATIONS DIRECTORAT GENERAL OF POSTAL AND INFORMATICS IMPLEMENTATION IN JAKARTA." Media Mahardhika 18, no. 2 (January 30, 2020): 179. http://dx.doi.org/10.29062/mahardika.v18i2.146.

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This study discusses the direct relationship between job crafting, work engagement and sustainable on employee performance at the Telecommunications Directorate of the Directorate General of Postal and Information Technology in Jakarta. job crafting, work engagement and sustainable can be considered as proactive work from work to change their work and work resources to make their work more useful, satisfying, and interesting. job crafting, work engagement and sustainable will have a positive impact on work in a company, one of the impacts is to improve performance, which is one important part of a company. In this study, there were 60 employees and all employees were used as research samples. By using regression analysis, correlation, F-test and T-test. This study shows that employee research is significant with the level of craft work and work results. And employees will truly succeed or survive in the companies that compose them to ensure the safety, health and welfare of their workers. This is evidenced by the results of SPSS calculations which show that the value of the regression coefficient for job crafting (X1) is 0.553, work engagement (X2) is 0.288 and sustainable (X3) is 0.231 meaning that if there is an increase in employee performance (Y) also will increase for X1 is 0.553, X2 is 0.288 and X3 is 0.231. So it can be concluded that the job crafting, work engagement and sustainable will affect the performance of employees in the Telecommunications Directorate at the Directorate General of Postal and Information in Jakarta.

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Shcherbakov, S. V. "Working conditions of postal and telegraph employees of the Tambov province in the second half of the XIX – early XX century." History: facts and symbols, no. 3 (September 26, 2023): 30–43. http://dx.doi.org/10.24888/2410-4205-2023-36-3-30-43.

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Introduction. The article deals with the problems of working conditions of postal and telegraph employees in the Tambov governorate in the second half of the XIX - early XX century. The relevance of the study is determined by the significant role of communication tool in the life of society and the state.Materials and methods. The research is based on a wide range of archival and published sources. The research is based on the materials from the funds of the State Archive of the Tambov region. A significant part of the archival documents used in the work is being introduced into scientific circulation for the first time. The following methods of scientific research were used: comparative-historical, statistical, analysis, synthesis etc.Results. We study the material position of postal and telegraph employees, content of professional duties, working hours, the system of fines and benefits. The influence of working conditions on the revolutionary activity of communication workers is considered. The author comes to the conclusion that during the period under study, the socio-economic position of postal and telegraph employees was not easy. A long working day, a large number of work duties, the absence of leave for a number of categories of employees, the wage system – all this contributed to the involvement of signalmen in revolutionary activities. Nevertheless, even during the revolution of 1905-1907, the majority of postal and telegraph workers of the Tambov governorate as a whole remained loyal to the state authorities.

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Zaharov, D., and YEkatyerina Kashtanova. "The Order of Organization and Registration of Remote Work of the Employee." Management of the Personnel and Intellectual Resources in Russia 10, no. 3 (July 22, 2021): 73–77. http://dx.doi.org/10.12737/2305-7807-2021-10-3-73-77.

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This article discusses the features of the organization and design of remote work of an employee. The general provisions of registration of employees are defined. The forms of the necessary organization of interaction between the employee and the organization are described in the form of electronic document management with the use of an enhanced qualified electronic signature, an enhanced unqualified electronic signature, a simple electronic signature, as well as with the use of postal (courier) communication, depending on the types and forms of documents sent. The issues of ownership of the intellectual results of employees 'activities, as well as the possibility and legality of compensation of employees' expenses for necessary equipment and office supplies during work at home are considered. The rules of the organization of work of employees who are on remote work are defined.

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Lobo, Charles. "A Case for Improving Postal Security in the Department of Posts, India." Indian Journal of Public Administration 66, no. 4 (December 2020): 578–84. http://dx.doi.org/10.1177/0019556120983073.

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The term ‘postal security’ as used here broadly refers to the measures taken by the Post Organization (Department or Company) for the safe transmission of letters and parcels of the customers from the origin to its destination. It refers to measures to protect letters and parcels from untrustworthy employees and other criminal elements. The safety and security of postal property can also be added under this definition. This article attempts to examine the postal security aspects from a narrow scope limited to the postal articles in transmission by post. It does not cover safety measures to protect postal property or banking frauds. The focus is on the customer and the protection of his consignments entrusted to the post office for transmission.

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Poell, Rob F., Henriette Lundgren, April Bang, Sean B. Justice, Victoria J. Marsick, SeoYoon Sung, and Lyle Yorks. "How do employees’ individual learning paths differ across occupations?" Journal of Workplace Learning 30, no. 5 (July 9, 2018): 315–34. http://dx.doi.org/10.1108/jwl-01-2018-0019.

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Purpose Employees are increasingly expected to organize their own human resource development activities. To what extent and how exactly employees in various organizational contexts manage to shape their individual learning paths however remains largely unclear. The purpose of this present study is to explore, leaning on the empirical Learning-Network Theory (LNT) research and its findings, how employees in different occupations create learning paths that are attuned to their specific work context. Design/methodology/approach The paper reviews 23 MSc theses based on 14 distinct data sets collected between 2005 and 2015, containing approximately 1,484 employees from some 45 organizations and across various professions. The teachers, nurses, postal, software, telecom, railway and logistics company employees were mostly based in the Netherlands. The analysis focuses on learning-path types and learning-path strategies found in the 23 studies. Findings Motives, themes, activities, social contexts and facilities were found to be instrumental in explaining differences among individual learning paths. A total of 34 original learning-path types and strategies were found to cluster under 12 higher-order labels. Some of these were based on learning motive, some on learning theme, some on core learning activities, some on social learning context and a few on a combination of these elements. Overall, the socially oriented learning-path strategy was the most prevalent, as it was found among nurses, employees of software/postal/telecom, railway and logistics company employees, as well as teachers in two schools. Originality/value The paper presents the first overview of empirical studies on employee learning path(s) (strategies). In addition, it strengthens the empirical basis of the LNT.

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Jones, Stephanie, and Ahmad Ahmad. "The perception of employer value propositions and the contrast between Dutch and Chinese graduates: A case study of TNT." Emerald Emerging Markets Case Studies 1, no. 1 (January 1, 2011): 1–9. http://dx.doi.org/10.1108/20450621111117125.

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Subject area HRM; recruitment; managing cultural expectations in business; leadership. Study level/applicability Undergraduate management courses; MBA and MSc. Case overview This case focuses on recruitment problems in Europe with an Asian dimension. A young Dutch and a young Chinese graduate are considering a career with postal, courier and logistics firm TNT – what are their concerns as graduating students in looking for a job? From the opposite perspective, the case considers how employers attract graduate recruits. The case encourages students of a wide range of cultural backgrounds to question if they are following their cultural norms, or their own personal needs, regardless of their culture. It introduces students to the concept of perceptions of employer value propositions (EVPs) and how employers can “market” themselves to employees. The case is appropriate for courses in leadership, human resource management, corporate social responsibility (CSR), managing culture, also job hunting and career workshops. Expected learning outcomes This case is aimed at projecting the importance of career choice criteria from both graduate and employer perspectives. The case examines issues of national culture and associated differences in employee and organizational expectations. The case also examines the role of CSR in attracting employees; and the particular concerns of Generation Y employees. Supplementary materials Teaching note.

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Hladkykh, D. M. "Postal Bank in Ukraine: The Need and Risks of Creation." Business Inform 6, no. 521 (2021): 228–34. http://dx.doi.org/10.32983/2222-4459-2021-6-228-234.

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The article is aimed at substantiating the feasibility of creating a specialized postal bank in Ukraine, to define the list of related risks and possible directions for their reduction. The following key risks that hinder the establishment of a postal bank in Ukraine are identified: risk of lack of full control over the directions of investment of accumulated deposits of the population on the part of the NBU; liquidity risk; risk of non-compliance by the postal operator with economic standards that are mandatory for banking institutions; risk of capital deficit; risk of inability to support the postal operator with refinancing; risk of mass withdrawal of deposits by customers; risk of insufficient competence of «Ukrposhta» employees to comply with the requirements of financial monitoring; risks associated with the collection of large amounts of cash; risk of further growth of the share of the State-owned institutions in the banking market; risk of shortage of funds to close the agreement on the purchase of «Ukrposhta» by an already operating bank. Possible directions of minimization of these risks are proposed, in particular: implementation of key elements of successful experience in the banking services market of JSPPB «Aval»; defining as the target segment of clients of the new postal bank of the pensioners, who are currently customers of post offices, and as the basis of its resource base – the future pension and current accounts of individuals; use by «Ukrposhta» of the so-called «agency» model of financial services provision; association of «Ukrposhta» and «Oschadbank» into the State-owned Postal Bank; development of a list of key performance indicators for employees and branches of the new postal bank; development of a list of measures directed towards significantly improving the level of qualification of personnel of «Ukrposhta» branches; installation of POS-terminals and payment terminals in all post offices located in rural areas; establishment of individual economic standards for the new postal bank for the period of its full adaptation to activities in the banking market.

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Dissertations / Theses on the topic "Postal employees"

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Adhikari, Ajoy. "Job stress among the India postal employees : causes, consequences and remedies." Thesis, University of North Bengal, 2006. http://hdl.handle.net/123456789/567.

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Wong, Hung-kay. "An evaluation of the training programme for assistant controllers of posts." [Hong Kong : University of Hong Kong], 1985. http://sunzi.lib.hku.hk/hkuto/record.jsp?B12316052.

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Wong, Hung-kay, and 黃鴻基. "An evaluation of the training programme for assistant controllers of posts." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1985. http://hub.hku.hk/bib/B31974636.

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Adriansen, David J. "Workplace Violence Prevention Training: An Analysis of Employees' Attitudes." Thesis, University of North Texas, 2005. https://digital.library.unt.edu/ark:/67531/metadc4798/.

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The purpose of this study was to determine employees' attitudes and perceptions toward the effectiveness of workplace violence prevention training within a U.S. Government service agency with 50 offices located in Minnesota and Wisconsin. Chapter 1 presents an overview of the phenomenon of workplace violence, the movement toward prevention programs and policies and the implementation of prescreening processes during hiring and violence prevention training. Chapter 2 contains a thorough review of pertinent literature related to violence prevention training and the impact of occupational violence on organizations. This topic was worthy of research in an effort to make a significant contribution to training literature involving organizational effectiveness due to the limited amount of research literature covering the area of corporate violence prevention training and its effect on modifying attitudes and behaviors of its customers. The primary methodology involved the assessment of 1000 employees concerning their attitudes and perceptions toward the effectiveness of workplace violence prevention training. The research population were administered a 62 item online assessment with responses being measured, assessed, and compared. Significant differences were found calling for the rejection of the three study hypotheses. Chapter 4 described the findings of the population surveyed and recommendations were identified in Chapter 5.

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Williamson, Jeffrey Carroll. "Employee retention in the Federal Government : a case study of the United States Postal Service." Thesis, Massachusetts Institute of Technology, 2012. http://hdl.handle.net/1721.1/72852.

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Thesis (S.M.)--Massachusetts Institute of Technology, Sloan School of Management, 2012.
Cataloged from PDF version of thesis.
Includes bibliographical references (p. 115-117).
Following the worst financial crisis since the great depression, the United States has experienced three consecutive years of unemployment above 8%. The current economic situation has pushed the economy to the forefront of the 2012 Presidential election. At the heart this partisan economic debate is the issue regarding the size of the Federal Government. The objective of this thesis is not to debate the politics of how big the Federal Government should or should not be. I merely point to the current economic situation and the partisan debate because I believe they are masking a potential issue which will impact the efficiency and quality of the services provided by the Federal Government - the issue of employee retention. Specifically, this thesis focuses on the voluntary turnover of top performing talent. Regardless of one's beliefs regarding the size the Federal Government or what role it should play, it is hard to debate the need to employ talented, productive, and innovative leaders within the government. In this regard, the Federal Government is no different than any private business. As the world shrinks and technology rapidly changes how we live and work, the demands of managing a business or running a government have become increasingly complex. This thesis uses the United States Postal Service (USPS) as a case study to illustrate some of the employee retention challenges facing the Federal Government and how the agency has implemented policies and strategies to improve its ability to retain employees. During this difficult time in its history, it is increasingly important to attract and retain talented employees. The USPS is now facing financial uncertainty, a rapidly changing marketplace, and intense competition from the private sector for its top talent. This thesis will attempt to reconcile these and many other factors impacting turnover in the USPS and highlight what USPS is doing and recommend potential actions to improve employee retention.
by Jeffrey Carroll Williamson.
S.M.

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Leo, Michael Charles. "A Mixed-Methods and Multi-Level Investigation of the Effects of a Crew Chief Intervention on Job Attitudes, Occupational Stress, and Organizational Commitment." PDXScholar, 2006. https://pdxscholar.library.pdx.edu/open_access_etds/2758.

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High-profile instances of workplace violence and increased pressure from competitors have threatened the viability of one of the nation's largest employers, the United States Postal Service (USPS). As a result, the USPS began a massive change effort in the early 1990's. One of the initiatives implemented to improve labor-management relations was a derivative of the self-managed work team known as the crew chief program. This study provides a mixed-methods and multi-level approach to understand the impact this unique program had on organizational attitudes. The first aim of this study was to investigate whether the crew chief program reduced employees' stress and strain and improved job and supervisory satisfaction and company and union commitment, while controlling for the nesting of employees within sites and employee demographic characteristics. The second aim was to replicate and extend the stressor-strain-outcome (SSO) model of stress and to determine whether employee perceptions of crew chief support moderated the relationships between stressors, strain, and outcomes. I evaluated Aim 1 using data from 177 mail processors from 27 units matched from baseline to one-year follow-up with hierarchical linear modeling. This was followed up with an implementation analysis of qualitative data to determine the extent to which the program was implemented compared to the original design. I evaluated Aim 2 using structural equation modeling from 538 mail processors who participated at follow-up. There was little quantitative support for Aim 1. However, the results of the implementation analysis suggested that the crew chief program was not functioning as conceived. Aim 2 received strong support, with almost all of the main effects of the SSO model replicated. However, there was no support for the moderator effects. Additionally, I found role ambiguity to have direct relationships with other organizational outcomes beyond the indirect effects via strain and that crew chief support was strongly related to stressors and outcomes. These findings reinforce the notion that employing both quantitative and qualitative methods can dramatically improve the quality of organizational research. Based on these findings, I describe several suggestions for improvements to this specific program and for improving future initiatives aimed at enhancing labor-management relations.

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Yang, Jiani, and Qiyun Zheng. "The employee’s role in service delivery : the comparative case study of Posten Sweden and China Post." Thesis, Högskolan i Gävle, Avdelningen för ekonomi, 2011. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-10733.

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This study can be used by Posten Sweden and China Post to understand their situation and the facts regarding service quality and the difference between the two. This study will also provide useful information for other post or logistic institutions

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Lee, Jae-Song. "TESOL Employment Ads in China and South Korea: Personal Characteristics, Knowledge, and Skills Identified in Full-Time Ads Posted for International Instructors." BYU ScholarsArchive, 2014. https://scholarsarchive.byu.edu/etd/5519.

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The purpose of this master's project was to investigate the types of personal characteristics, knowledge, and skills TESOL employers are seeking in foreign job candidates in today's biggest EFL job markets, specifically in China and South Korea. First, the literature review introduces the enormous development of the EFL job market in these two countries and some challenges these two countries faced in their attempt to hire foreign EFL teachers. A total of 303 job advertisements were gathered from two Internet sources (Dave's ESL Café and TESOL.org) that met all the established criteria for choosing a reliable data source during a 12-month period and analyzed in order to determine the personal characteristics, knowledge, and skills listed by TESOL employers in these two Asian countries. The results indicate that 92% of the ads required international applicants to be native speakers of English. Key skills needed in both countries included communication skills, computer skills, a high level of English language proficiency, and writing skills. The majority of the full-time positions sought instructors with experience in materials development, curriculum development, or assessment. In terms of personal characteristics, employers want applicants to be enthusiastic, energetic, dedicated, and interested in young learners ranging in age from kindergarten to high school level. These findings have important implications for those TESOL graduates preparing themselves to obtain full-time jobs in China and South Korea.

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Brite, Roberta Bezerra. "Análise das concepções de gestores sobre deficiência em pessoas que ocupam postos de trabalho em uma rede de supermercados." Universidade do Estado do Rio de Janeiro, 2009. http://www.bdtd.uerj.br/tde_busca/arquivo.php?codArquivo=3451.

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Coordenação de Aperfeiçoamento de Pessoal de Nível Superior
O objetivo do presente projeto de pesquisa é analisar as concepções de gestores sobre deficiência em pessoas que ocupam postos de trabalho em uma rede de supermercados, localizada no município do Rio de Janeiro. Sobre este tema, os resultados de pesquisas recentes sustentam que a concepção de gestores acerca do conceito de deficiência, se constitui em fator contribuinte para os estilos de gestão adotados no contexto do trabalho. Os participantes desta pesquisa foram dezoito gerentes de pessoal encarregados da supervisão direta do contingente de empregados com deficiências. Para avaliar as concepções desses gerentes, sobre pessoas com deficiência, foi utilizada uma escala atitudinal, do tipo Likert, de seis pontos. Trata-se do Inventário de Concepções de Deficiência (ICD - Carvalho-Freitas, 2007), devidamente validado para os fins a que se destina. Juntamente com esta escala, foi administrado no grupo de gestores, um questionário sociodemográfico. A esses instrumentos de coleta de dados foram adicionadas entrevistas individuais. As etapas do projeto compreenderam a revisão da literatura, o planejamento experimental, o treinamento dos aplicadores do questionário, assim como a utilização de procedimentos gerais que envolveram contatos diretos com a média gerência da rede de supermercados, dentre outros. Para a pesquisa, foram formuladas hipóteses sobre as concepções dos gestores a respeito de deficiência. O projeto implicou na utilização de procedimentos estatísticos para o tratamento das variáveis como o índice de correlação linear de Pearson e a Co-variância. Os resultados evidenciaram a coexistência de diferentes concepções por parte dos gestores no contexto laboral, que, posteriormente, servirão de indicadores na promoção de mudanças inovadoras ou no replanejamento do ambiente de trabalho que acolhe pessoas com deficiência. A inserção dessas pessoas no mercado de trabalho é uma diretriz sem precedentes para se engendrar ações de políticas públicas inclusionistas, tanto em nível público quanto privado, nas esferas federal, estadual e municipal. Os modos como são concebidas as pessoas com deficiência, na perspectiva dos gestores pesquisados, se constitui também em subsídio de alta relevância para a implantação e efetivação de ações planejadas de políticas públicas orientadas para a promoção da igualdade social e da criação de oportunidades para o exercício pleno da cidadania das pessoas com deficiência. Dentre os resultados encontrados na presente pesquisa verificou-se que os gestores percebem como relevante a inserção de pessoas com deficiência nos postos de trabalho devido aos benefícios gerados por essa contratação. Constatou-se que a percepção dos gestores em relação a esse grupo contribui para práticas inclusionistas e/ou exclusionistas, independentemente do que é preconizado nas políticas públicas correntes ou na própria cultura da empresa.

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Drahokoupil, Tomáš. "Systém hodnocení zaměstnanců v organizaci." Master's thesis, Vysoká škola ekonomická v Praze, 2011. http://www.nusl.cz/ntk/nusl-198845.

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The target of the diploma thesis is to revise appraisal of employee performance system in specific company and to propose effective solutions in case of any discrepancies. In the theoretical part is defined the meaning and added value of employee appraisal system of performance, its connections to other HR processes, system requirements, contents, methods of appraisal, classification of employee performance, implementation or reimplementation the system to a company. This part of diploma thesis also describes theoretical press of appraisals and highlights the common mistakes. The practical part of the diploma thesis characterizes a specific company, analyzes a current company system of employee appraisal. And based on the results of the analysis describes the system in HR policy according to ČSN EN ISO 9001 a ČSN P ISO/TS 16949. This part links the system to other HR systems e.g. bonus system. The results of the author's work are training for evaluators and new modification of the evaluation forms. Outcome of this diploma thesis are also extensive attachments that provides concrete proposals, which were verified in practice.

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Books on the topic "Postal employees"

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Postal service. London: Franklin Watts, 2009.

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Rose, Carolyn. Postal revenge. Bloomington, Ind: AuthorHouse, 2007.

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Lasseter, Don. Going postal. New York, N.Y: Kensington Publishing, 1997.

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Postal workers. Minneapolis: Lerner Publications, 2006.

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United States. Office of Personnel Management. Federal Employees Health Benefits Program: Information for federal civilian employees and U.S. Postal Service employees. [Washington, D.C.?]: U.S. Office of Personnel Management, 1997.

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Going postal. New York: Villard, 1996.

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Postal workers deliver our mail. [Chanhassen, MN?]: Child's World, 1998.

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Hy, Hammer, and Arco Publishing, eds. Mail handler, U.S. Postal Service. 8th ed. New York, N.Y: Arco, 1985.

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Postal workers, A to Z. New York, N.Y: Walker, 1987.

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Main handler: U.S. Postal Service. New York: Arco, 1988.

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Book chapters on the topic "Postal employees"

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Awan, Tahir Mumtaz, and Zakia Khurshid Kayani. "Post-Pandemic Employee Wellness Focus: An Empirical Study on the Well-Being Aspects of Healthcare Sector Employees." In Human Resource Management in a Post-Epidemic Global Environment, 197–214. New York: Apple Academic Press, 2023. http://dx.doi.org/10.1201/9781003314844-12.

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Vegliante, Anthony, Laree Martin, David Treworgy, Eamonn Harrington, and Nancy Annett. "Employee Stock Ownership as a Human Capital Strategy for the United States Postal Service." In Postal and Delivery Services: Delivering on Competition, 205–22. Boston, MA: Springer US, 2002. http://dx.doi.org/10.1007/978-1-4615-0233-3_11.

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Tewari, Deeksha, Manish Kumar, and Santoshi SenGupta. "Mindfulness at Workplace and Employee Happiness." In Digital Economy Post COVID-19 Era, 959–68. Singapore: Springer Nature Singapore, 2023. http://dx.doi.org/10.1007/978-981-99-0197-5_60.

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Piramanayagam, Senthilkumaran, and Partho Sea. "Leader’s Positive Humour and Employee Turnover Intention—Role of Employee Engagement and Job Satisfaction as Mediators." In Digital Economy Post COVID-19 Era, 683–94. Singapore: Springer Nature Singapore, 2023. http://dx.doi.org/10.1007/978-981-99-0197-5_43.

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Malan, Daniel. "Microcase." In The Employee and the Post-Pandemic Workplace, 87–88. London: Routledge, 2023. http://dx.doi.org/10.4324/9781003388685-22.

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Peng, He. "Leader integrity." In The Employee and the Post-Pandemic Workplace, 69–73. London: Routledge, 2023. http://dx.doi.org/10.4324/9781003388685-19.

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Casarin, Veronica, Bernard Leca, Stefan Linder, and Adrián Zicari. "Management control and stress." In The Employee and the Post-Pandemic Workplace, 56–59. London: Routledge, 2023. http://dx.doi.org/10.4324/9781003388685-15.

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Zdelar, Christine, and Michelle MacMahon. "Millennials." In The Employee and the Post-Pandemic Workplace, 2–8. London: Routledge, 2023. http://dx.doi.org/10.4324/9781003388685-2.

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Story, Joana S. P., and Filipa Castanheira. "Committed companies." In The Employee and the Post-Pandemic Workplace, 45–49. London: Routledge, 2023. http://dx.doi.org/10.4324/9781003388685-13.

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Metiu, Anca. "Task bubbles and boosting remote project team success." In The Employee and the Post-Pandemic Workplace, 38–42. London: Routledge, 2023. http://dx.doi.org/10.4324/9781003388685-10.

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Conference papers on the topic "Postal employees"

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Šulentić, Tomislav, Estera Rakić, Katarina Mostarac, and Zvonko Kavran. "ESG management the main factors of sustainable business in the postal logistics sector." In INTERNATIONAL CONFERENCE ON ADVANCES IN TRAFFIC AND COMMUNICATION TECHNOLOGIES. University of Sarajevo - Faculty of Traffic and Communications, 2022. http://dx.doi.org/10.59478/atct.2022.2.

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Sustainability, along with globalization, e-commerce, and digitalization, is one of the main trends in business development, and is based on three main factors: Environment – the “Green” business; Social – Socially responsible business; Governance – Corporate management (ESG). ESG, with its guidelines, transforms the business into “smart” business for a sustainable future. In other words, it is a series of activities carried out by the companies, to achieve sustainable results for the welfare of the environment and the community in general. The implementation of the ESG management system, represents an organization of the company’s business aimed at opening the new growth potentials, increasing competitiveness, contributing to the economy, employees and the customers. Given the significant impact postal service providers have on the environment and society in general, the paper analyzes the trends in the implementation of the ESG management system. It also contributes to the identification of the major activities carried out in the green business segment to contribute the carbon neutrality by 2050.

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Krulc, Lea, Janja Orovič, Lena Prosen, Jaka Zdovc, and Gašper Žižek. "Cooperation of Employees and Employers in Occupational Safety and Health Management." In Challenges in Economics and Business in the Post-COVID Times. University of Maribor Press, 2022. http://dx.doi.org/10.18690/um.epf.5.2022.50.

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The main theme of this paper is worker-employer cooperation in occupational health and safety management. This is one of the most topical topics, since the provision of occupational health and safety is key to reducing risks in the workplace. Therefore, questions arise about how to ensure that the health and safety problem in a company or organisation is addressed by the employer and employee working together. Many companies are tackling this issue in different ways, whether through employee motivation, on-the-job training, raising awareness, cooperation, etc. Various research has been conducted on this topic, which has shown the positive results of cooperation in occupational health and safety management. This paper thus deals with the themes of employer-employee interaction, in which mutual communication, risk reduction and prevention are key. The paper then goes on to compare governance in the European Union and Slovenia. Given the situation that forced large numbers of employees to work remotely during the COVID-19 pandemic, the subject is also approached from this aspect, how employers can ensure employee safety when working from home. At the end of the paper, some examples are given of how Slovenian and foreign companies are tackling and solving the problem in practice.

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Ercegovac, Petra, Ana Globočnik Žunac, and Petra Tišler. "Employee personality assessment applying the DISC method." In Kvaliteta-jučer, danas, sutra (Quality-yesterday, today, tomorrow), edited by Miroslav Drljača. Croatian Quality Managers Society, 2021. http://dx.doi.org/10.52730/xfak2552.

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Abstract: Contemporary organizations focus on team work and methods and techniques for resolving communication barriers within the team oblige managers to take long term actions. The DISC method for assessing the characteristics and behavior of persons is a tool for grouping individuals before business activities. By combining the personality and temperament of members, an effective team for specific business situation is created. Theoretical research showed that DISC method was accepted as one of the tool to improve communication within the team, but also answered the questions if the DISC method is a scientifically accepted method as well as due to the complexity of the DISC method if there an obligation to acquire the necessary competencies of those who implement and use it and if the method is recognized in the practice of HR management. This paper is to use desk analysis of existing research to analyze DISC methods of personality analysis that are often used in human resource management. The results show that DISC method is of very good measurement quality, and can be adviced to the HR managers as effective and useful tool. Sažetak: Suvremene organizacije se fokusiraju na timski rad čime metode i tehnike za rješavanje komunikacijskih prepreka unutar timova postaju dugoročni zadaci menadžera. DISC metoda za procjenu karakteristika i ponašanja pojedinaca je alat za stvaranje timova prije početka poslovnog djelovanja. Kombiniranjem osobnosti i temperamenta članova tim će postati efektivan za specifičnu poslovnu situaciju. Istraživanje teorije je pokazalo da se radi o prihvaćenoj metodi za poboljšanje timske komunikacije, ali je odgovorilo i na pitanja radi li se o znanstveno prihvatljivoj metodi te obzirom na kompleksnost metode postoji li obveza posjedovanje određenih kompetencija za one koji će metodu primjenjivati. Istraživanje odgovara i na pitanje koliko je ova metoda prepoznata u hrvatskoj praksi. Članak prikazuje deskriptivnu analizu postojećih istraživanja DISC metode i primjene iste u području upravljanja ljudskim resursima. Rezultati pokazuju da je DISC metoda visoke mjerne kvalitete i može se prikazati kao koristan i upotrebljiv alat.

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Dewhurst, Felicity, Royce Turner, Laura Barrett, Donna Wakefield, and Barbara Hanratty. "10 Bereavement training in the workplace, can it help bridge the grief support gap? A qualitative evaluation of employers’ and employees’ views." In Accepted Oral and Poster Abstract Submissions, The Palliative Care Congress, Sustaining Each Other, Growing Together, 16–17 March 2023, The Edinburgh International Conference Centre (EICC), Edinburgh, Scotland. British Medical Journal Publishing Group, 2023. http://dx.doi.org/10.1136/spcare-2023-pcc.10.

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Ćorić, Nino, Ilarija Bašić, and Mihaela Sulić Filipović. "EMPLOYER BRANDING AS AN INNOVATIVE ELEMENT OF ORGANIZATIONAL COMMUNICATION." In SIMPOZIJUM O NOVIM TEHNOLOGIJAMA U POŠTANSKOM I TELEKOMUNIKACIONOM SAOBRAĆAJU. University of Belgrade, Faculty of Transport and Traffic Engineering, 2022. http://dx.doi.org/10.37528/ftte/9788673954165/postel.2022.020.

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Abuladze, Lasha. "Use of Gamification in Employee Training and Development." In EDAMBA 2022: 25th International Scientific Conference for Doctoral Students and Post-Doctoral Scholars. Bratislava: University of Economics in Bratislava, 2023. http://dx.doi.org/10.53465/edamba.2022.9788022550420.1-10.

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Gamifying employee training and development is becoming more and more attractive to companies from year to year. By using the right elements of gamification in employee training and development, HRM can identify the strengths and weaknesses of its employees. Training and development programs tailored to the needs of employees can be considered an effective tool for helping employees to transform their weaknesses into strength. The lack of information, research, and comparisons on the ways of gamifying employee training and development focused on employees’ soft skills and its effectiveness hinders its wider dissemination. In the article, we identify and describe different situational stories, when gamification is used by HRM to increase, develop employees’ soft skills such as: decision making, willingness to change, teamwork and resilience. We also measure the effectiveness of gamified employee training and development focused on their soft skills by comparing the percentage results before and after use of gamification in this area within bank „Technology “.

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Hrnčiar, Michal. "Effects of the Pandemic on Employees' Wages in the Slovak Republic." In EDAMBA 2021 : 24th International Scientific Conference for Doctoral Students and Post-Doctoral Scholars. University of Economics in Bratislava, 2022. http://dx.doi.org/10.53465/edamba.2021.9788022549301.186-193.

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The present paper analyzes the effects of the COVID-19 pandemic on the labor market in terms of the impact on employees' wages. The labor market is one of the segments that has suffered the most from the pandemic. The yearon- year changes in the wage growth rate that can be analyzed clearly show how significantly the development of the Slovak economy has been slowed down. The pandemic ended several good times, when the world's economies prospered above average and pointed out weaknesses. Residents were not prepared for a decline or loss of their income. This paper will analyze the indicators of wages of employees in Slovakia and their year-on-year development.

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Hutmanová, Nikoleta. "Investigation of Procrastination Prevalence Among Employees in Small and Medium Enterprises in Slovakia." In EDAMBA 2022: 25th International Scientific Conference for Doctoral Students and Post-Doctoral Scholars. Bratislava: University of Economics in Bratislava, 2023. http://dx.doi.org/10.53465/edamba.2022.9788022550420.163-172.

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As in other developed countries, small and medium-sized enterprises in Slovakia are the most widespread type of business. In this context, leadership is key to the sustainable management and support of employees, and especially those employees who are more prone to negative work habits, such as procrastination in the performance of work tasks. The paper focuses on how work procrastination is a negative behavior linked to unpleasant cognitive experiences that causes significant losses in both individual and organizational growth. Those findings are then put in connection with the understanding the causes of employees' work procrastination helps to reduce the frequency with which it occurs. Our assumptions are supported by research which was carried out by CAWI – computer assisted web interviewing. Slovak office workers in SMEs were taken as sample and the questionnaire were administered to capture the data. This quantitative approach added to our understanding of work procrastination and provided practical suggestions for avoiding its negative impacts. The main findings presented in this article show a significant frequency of online procrastination in the areas of Instant messaging and social media surfing during working hours in terms of office workers in small and medium enterprises. According to the data online procrastination also appears to be frequent regarding the daily reading of online news during working hours.

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Zubenschi, Mariana. "The Impact of Innovative Technologies on Professional Balance State in pandemic COVID-19." In Condiții pedagogice de optimizare a învățării în post criză pandemică prin prisma dezvoltării gândirii științifice. "Ion Creanga" State Pedagogical University, 2021. http://dx.doi.org/10.46728/c.18-06-2021.p39-44.

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Innovative technologies significantly influence the employee's professional balance, at the level of its axes model: "I-I", "I-Profession" and "I-Environment". This relations relays on the divergent psychological structure of professional balance state, which is a representation of the social structure, the way of thinking and the organizational model, where employees play a central role. Where managers, teachers, doctors, nurses, workers, mayors and entrepreneurs have a strong sense of current reality. They can perceive how the workload and time pressure increase, without feeling that the professional finality is achieved. The research of the professional balance and the adaptation of the internal aspects to the external peculiarities of the career will alienate the alternatives of admitting an imbalance and will thus ensure a positive general state, therefore the innovative technologies are perceived both negatively and positively at work. These expressions are current not only on the axes of the professional balance state model, but also on the level of the circular model of career anchors, described by Voss (conservation, openness to change, self-transcendence and effectiveness. Thus, the impact of innovative technologies on professional balance state is no longer an enigma but a fact that can influence the well-being of the employee at work, stressed him or brings out to the brink of emotional burnout. In this article we come up with pros and cons of the impact of innovative technologies on the human psyche.

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Kolnhofer-Derecskei, Anita, and Regina Reicher. "How the Pandemic Has Impacted CSR and Employee Volunteerism in the SME Sector." In Challenges in Economics and Business in the Post-COVID Times. University of Maribor Press, 2022. http://dx.doi.org/10.18690/um.epf.5.2022.41.

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Social and economic sustainability has become a crucial issue in the corporate sector over recent decades, both in large and small- and medium-sized enterprises (SME). The shock caused by the global pandemic has prompted SME players to rethink their operations. It has motivated them to develop sustainable processes to ensure their long-term economic and competitive presence in the market. The aim of this article is to provide a literature review of operational areas that can be examined and developed from the scope of Corporate Social Responsibility (CSR), which is a concept relating to understanding a business being part of society. Another scope underlined is employee volunteerism as an essential part of CSR activities. However, restrictions due to the COVID-19 pandemic have rewritten enterprises’ willingness to help and ways of providing such help. This paper provides a preliminary study of how employee volunteerism might work in the extraordinary COVID-19 situation. This study is a review article, which has been written to bring together and summarise the results/conclusions from multiple original research articles/studies. The authors of this study aim to provide practitioners with an overview to help them adapt to today’s rapidly changing environment.

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Reports on the topic "Postal employees"

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Sparks, J. College Faculty and Student Affairs Staff Interactions with Parents of Students. Journal of the Australian and New Zealand Student Services Association, April 2024. http://dx.doi.org/10.30688/janzssa.2024-1-06.

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On college campuses today, student services staff (administrators and support staff) and faculty members are not only interacting with students but also with their parents. College employee interactions with prospective students and their parents may be common during information sessions and open houses. However, outside of the recruitment season, less is known about the experiences of student affairs staff and faculty who interact with parents. Through semi-structured interviews, this study examined employees’ interactions with parents of students at four colleges of applied arts and technology in Ontario, Canada. Of the interviewees, nine faculty members and 11 student affairs staff (non-academic employees) described interacting with parents. The analysis of the interviews revealed several themes. These included college employees’ interactions with parents regarding students’ program choice and educational decision making, academic challenges, and support services. Professional practices that serve parents (and other supporters) could contribute to institutional goals, including post-secondary student persistence. This study’s research findings may inform student affairs practice and inspire new ways to support students’ college journeys in cooperation with parents and family members.

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Gordon, Eleanor, and Briony Jones. Building Success in Development and Peacebuilding by Caring for Carers: A Guide to Research, Policy and Practice to Ensure Effective, Inclusive and Responsive Interventions. University of Warwick Press, April 2021. http://dx.doi.org/10.31273/978-1-911675-00-6.

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The experiences and marginalisation of international organisation employees with caring responsibilities has a direct negative impact on the type of security and justice being built in conflict-affected environments. This is in large part because international organisations fail to respond to the needs of those with caring responsibilities, which leads to their early departure from the field, and negatively affects their work while in post. In this toolkit we describe this problem, the exacerbating factors, and challenges to overcoming it. We offer a theory of change demonstrating how caring for carers can both improve the working conditions of employees of international organisations as well as the effectiveness, inclusivity and responsiveness of peace and justice interventions. This is important because it raises awareness among employers in the sector of the severity of the problem and its consequences. We also offer a guide for employers for how to take the caring responsibilities of their employees into account when developing human resource policies and practices, designing working conditions and planning interventions. Finally, we underscore the importance of conducting research on the gendered impacts of the marginalisation of employees with caring responsibilities, not least because of the breadth and depth of resultant individual, organisational and sectoral harms. In this regard, we also draw attention to the way in which gender stereotypes and gender biases not only inform and undermine peacebuilding efforts, but also permeate research in this field. Our toolkit is aimed at international organisation employees, employers and human resources personnel, as well as students and scholars of peacebuilding and international development. We see these communities of knowledge and action as overlapping, with insights to be brought to bear as well as challenges to be overcome in this area. The content of the toolkit is equally relevant across these knowledge communities as well as between different specialisms and disciplines. Peacebuilding and development draw in experts from economics, politics, anthropology, sociology and law, to name but a few. The authors of this toolkit have come together from gender studies, political science, and development studies to develop a theory of change informed by interdisciplinary insights. We hope, therefore, that this toolkit will be useful to an inclusive and interdisciplinary set of knowledge communities. Our core argument - that caring for carers benefits the individual, the sectors, and the intended beneficiaries of interventions - is relevant for students, researchers, policy makers and practitioners alike.

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Flood, John B. Analysis of a Postal Employee's Right to Refuse Hazardous Work During the Anthrax Crisis of 2001. Fort Belvoir, VA: Defense Technical Information Center, January 2003. http://dx.doi.org/10.21236/ada410721.

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Hossain, Sharif M. I., Shongkour Roy, Sigma Ainul, Abdullah Al Mahmud Shohag, A. T. M. Rezaul Karim, and Ubaidur Rob. Assessing effectiveness of a person-centered group ANC-PNC model among first-time young mothers and their partners for improving quality and use of MNCH-FP services. Population Council, 2022. http://dx.doi.org/10.31899/sbsr2022.1041.

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This baseline report is part of an operations research project “Healthy Women, Healthy Families (HWHF): Shustha Ma, Shustha Poribar” led by Management Sciences for Health (MSH) in partnership with BRAC, SCOPE, and the Population Council. The project aims to improve quality and increase utilization of maternal, newborn, and child health (MNCH) and family planning (FP) services and information for young mothers-to-be, first-time mothers (FTMs) aged 15-24, and their partners in the urban municipality of Tongi, Gazipur District, Bangladesh, through a group antenatal care ANC-PNC approach. The objectives of this study are to establish baseline values of selected HWHF project result indicators against which the impacts of the project’s intervention can be measured. The target group is young, first-time parents and the study examines the current status of knowledge on MNCH-FP and access to services among FTMs. This quasi-experimental pre-post control group design study employs both quantitative and qualitative data-collection methods. A simple random sampling procedure was employed to select respondents from BRAC FTM lists, while qualitative informants were selected purposively.

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Goñi Pacchioni, Edwin A., Alessandra Gonzales, and Guadalupe Montenegro. The “Real” Value of Failure in Entrepreneurship. Inter-American Development Bank, September 2023. http://dx.doi.org/10.18235/0005120.

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Evidence about the effectiveness of entrepreneurship public programs in Latin America on beneficiary startups across the region has shown average positive impacts on survival rates, attraction of investments, sales, profits, hiring, wages paid, taxes paid, etc. Yet, for those beneficiaries whose startups fail to succeed under these metrics (either due to failure to launch or failure to survive and grow), there is a commonly accepted notion that such a failure brings in social value as the likelihood of founding future successful startups should increase after learning from failure. This paper empirically addresses this contention by exploiting two datasets of administrative records from Brazil: the registry of firms (Cadastro), which identifies founders of firms, and the payroll administrative records (RAIS), which provide longitudinal information on characteristics of employers and employees for all formal firms in the country. By tracing the founding history of serial founders and after controlling for several characteristics of the founders and their businesses, we find that serial founders whose previous startups reach the top quintiles of the productivity distribution (whether or not these previous startups exited the market) are more likely to establish successful startups in subsequent ventures. Conversely, founders whose previous startups belong to the lower quintiles of the productivity distribution (whether these previous startups exited the market or not) tend to continue founding unsuccessful startups. These findings validate the theory of learning after serial founding, but only in those cases where failure happens after previous ventures have reached an intermediate stage of productivity progress among top-tier startups. Failure is an absorbing state for founders who repeatedly found bottom-tier startups, and therefore, public funding should consider this aspect both in the selection of prospective beneficiaries and in the ex post social valuation of beneficiaries that fail to startup or grow.

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Prada, María Fernanda, Graciana Rucci, and Fabiola Saavedra. The Transition to Telework in Latin America and the Caribbean: Key Findings using LinkedIn data. Inter-American Development Bank, February 2023. http://dx.doi.org/10.18235/0004738.

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The COVID-19 crisis generated a sudden need for businesses to start operating remotely, and for employees to work from home. In consequence, the use of telework increased rapidly in Latin America and the Caribbean as it did globally. However, differences on the severity of containment measures by country, access to internet, and particularities of each country's labor markets may have played a role in the divergence of trends across countries in the post-pandemic scenario. We use data from LinkedIn in 7 countries in Latin America and the Caribbean, between January 2020 and April 2022, to shed some light on how telework evolved in a selection of countries in the region during and after the COVID-19 pandemic. This note summarizes four findings associated with telework adoption and on the divergences in telework behavior across countries in the post-pandemic period. First, countries with more strict government containment measures experienced higher telework rates along 2020; second, telework adoption seems unrelated with countries' internet network coverage and internet network performance; third, telework adoption reflects the dynamics of the labor demand and was driven mostly by the professional services economic sector; and finally, it seems evident that telework will not return to its pre-pandemic levels and it is here to stay.

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Etu, Egbe-Etu, Asha Weinstein Agrawal, Imokhai Tenebe, Jordan Larot, and Dang Minh Nhu Nguyen. Misconduct on Public Transit: An Exploratory Analysis Using the Comments Formerly Known as Tweets. Mineta Transportation Institute, November 2023. http://dx.doi.org/10.31979/mti.2023.2317.

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This project developed a simple methodology for using Twitter data to explore public perceptions about misconduct on public transit in California. The methodology allows future researchers to analyze tweets to answer questions such as: How frequent are tweets related to assault, abuse, or other misconduct on public transit? What concerns arise most frequently? What are the types of behaviors discussed? We collected and analyzed data from Twitter posts in California about various types of public transit misconduct from January 2020 to March 2023 to identify the nature and frequency of reported misconduct. Our findings reveal that harassment, uncivil behavior, and assault are the commonly reported concerns; far fewer tweets mention obscene behavior, threats, or theft. It appears that at times the victims had been targeted on the basis of their race, gender, or sexual identity, or because they were transit employees. The tweets indicate that both genders are victimized, though women were targeted more often than men (57.5% vs. 42.5%). As for the alleged perpetrators of transit misconduct, more than three-quarters were male (78%). Transit agencies and researchers can use the results of these analyses to strategically improve safety measures for the benefit of passengers and transit operators.

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Lin, Yawei, Yi Chen, Rongrong Liu, and Baohua Cao. Effect of exercise on rehabilitation of breast cancer surgery patients: A systematic review and meta-analysis of randomized controlled trials. INPLASY - International Platform of Registered Systematic Review and Meta-analysis Protocols, October 2022. http://dx.doi.org/10.37766/inplasy2022.10.0065.

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Review question / Objective: Exercise after breast cancer surgery has proved beneficial to rehabilitation. We evaluate the best exercise for different post-surgery complications. Information sources: China National Knowledge Infrastructure, Wanfang Data Knowledge Service Platform, VIP China Science and Technology Journal Database, China Biology Medicine, EMBASE and PubMed databases were searched. Combinations of breast cancer (“breast tumor”,“breast carcinoma”,“mammary carcinoma”,“breast neoplasm”) and rehabilitation exercise (“exercise”,“physical therapy”) were employed when screening abstracts/keywords of articles. Two researchers independently searched, read the title and abstract of the literature, read the full text of the preliminary included literature, and extracted the data. In case of divergence, a third researcher was consulted.

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Tetzlaff, Sasha, Jinelle Sperry, Bruce Kingsburg, and Brett DeGregorio. Captive-rearing duration may be more important than environmental enrichment for enhancing turtle head-starting success. Engineer Research and Development Center (U.S.), September 2021. http://dx.doi.org/10.21079/11681/41800.

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Raising captive animals past critical mortality stages for eventual release (head-starting) is a common conservation tactic. Counterintuitively, post-release survival can be low. Post-release behavior affecting survival could be influenced by captive-rearing duration and housing conditions. Practitioners have adopted environmental enrichment to promote natural behaviors during head-starting such as raising animals in naturalistic enclosures. Using 32 captive-born turtles (Terrapene carolina), half of which were raised in enriched enclosures, we employed a factorial design to explore how enrichment and rearing duration affected post-release growth, behavior, and survival. Six turtles in each treatment (enriched or unenriched) were head-started for nine months (cohort one). Ten turtles in each treatment were head-started for 21 months (cohort two). At the conclusion of captive-rearing, turtles in cohort two were overall larger than cohort one, but unenriched turtles were generally larger than enriched turtles within each cohort. Once released, enriched turtles grew faster than unenriched turtles in cohort two, but we otherwise found minimal evidence suggesting enrichment affected post-release survival or behavior. Our findings suggest attaining larger body sizes from longer captive-rearing periods to enable greater movement and alleviate susceptibility to predation (the primary cause of death) could be more effective than environmental enrichment alone in chelonian head-starting programs where substantial predation could hinder success.

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Seiple, Jacqueline, Luis Santiago, Christopher Spaur, Safra Altman, Matthew Balazik, Thomas Laczo, Daniel Mensah, Warunika Amarasingha, Andrew Payson, and Danielle Szimanski. Two years of post-project monitoring of a navigation solution in a dynamic coastal environment, Smith Island, Maryland. Engineer Research and Development Center (U.S.), June 2022. http://dx.doi.org/10.21079/11681/44620.

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In 2018, jetties and a sill were constructed by the US Army Corps of Engineers adjacent to the Sheep Pen Gut Federal Channel at Rhodes Point, Smith Island, Maryland. These navigation improvements were constructed under Section 107 of the Continuing Authorities Program. Material dredged for construction of the structures and realignment of the channel were used to restore degraded marsh. Following construction and dredging, 2 years of monitoring were performed to evaluate the performance of navigation improvements with respect to the prevention of shoaling within the channel, shoreline changes, and impacts to submerged aquatic vegetation (SAV). Technical Report ERDC/CHL TR-20-14 describes the first year of post-project monitoring and the methodologies employed. This report describes conclusions derived from 2 years of monitoring. While the navigation improvements are largely preventing the channel from infilling, shoaling within is occurring at rates higher than expected. The placement site appears stable and accreting landward; however, there continues to be erosion along the shoreline and through the gaps in the breakwaters. SAV monitoring indicates that SAV is not present in the project footprint, even though turbidity is comparable to the reference area. Physical disturbance of the bottom sediment during construction may explain SAV absence.

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