Journal articles on the topic 'Teams in the workplace – Case studies'
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Schaffer, R. Andrew. "Student Reactions to Industry Involvement in Case Delivery." Industry and Higher Education 15, no. 5 (October 2001): 315–21. http://dx.doi.org/10.5367/000000001101295849.
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This paper describes three distinct applications of a case methodology in which practitioners presented a workplace problem in class, received case presentations and recommendations from student teams, and then assisted in student evaluation. The paper also presents and tests four hypotheses – that the methodology results in: more student enjoyment, higher case realism, greater transferability to workplace situations, and more accurate perceptions of the partnering company. In all three studies, the hypotheses receive support.
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Handor, Rachida, Anke Persoon, Famke van Lieshout, Marleen Lovink, and Hester Vermeulen. "The Required Competencies of Bachelor- and Master-Educated Nurses in Facilitating the Development of an Effective Workplace Culture in Nursing Homes: An Integrative Review." International Journal of Environmental Research and Public Health 19, no. 19 (September 28, 2022): 12324. http://dx.doi.org/10.3390/ijerph191912324.
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Background: Nursing home care is undergoing significant changes. This requires innovative teams operating in an effective workplace culture characterized by person-centeredness and offering evidence-based care. A pivotal role for bachelor- and master-educated nurses (BNs/MNs) is foreseen to facilitate such cultures; however, there is currently no comprehensive overview of what competencies this requires. Objectives: To identify what competencies are required from BNs/MNs in facilitating the development of an effective workplace culture in nursing homes. Methods and design: We conducted an integrative review (IR) using Whittemore and Knafl’s method. We searched the PubMed, CINAHL, and PsycINFO databases for studies published between January 2010 and December 2021 in English. Two independent reviewers determined whether studies met inclusion: bachelor- or master-educated nurse; nursing home; professional competencies; and mixed methods or qualitative and qualitative studies. We applied the CASP appraisal tool and analyzed the data by applying content analysis. Results: Sixteen articles were included. Five themes were identified representing required competencies for BNs/MNs facilitating: (1) learning cultures in nursing practice; (2) effective work relationships within teams; (3) leadership capability within teams; (4) implementation of guidelines, standards, and protocols; (5) a work environment acknowledging grief and loss of residents within teams. Conclusions: It shows that the BN/MN applies five competencies associated with a facilitator role to promote the development of an effective workplace culture to achieve a safe, high-level quality of care, satisfaction, and well-being. An overarching leadership as a change champion will support teams to achieve a quality that should guide the transformation in nursing care.
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Temkin-Greener, Helena, Jill Szydlowski, Orna Intrator, Tobie Olsan, Jurgis Karuza, Xueya Cai, Shan Gao, and Suzanne M. Gillespie. "Perceived Effectiveness of Home-Based Primary Care Teams in Veterans Health Administration." Gerontologist 60, no. 3 (January 18, 2019): 494–502. http://dx.doi.org/10.1093/geront/gny174.
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Abstract Background and Objectives Previous studies have shown that staff perception of team effectiveness is related to better health outcomes in various care settings. This study focused on the Veterans Health Administration’s Home-Based Primary Care (HBPC) program. We examined variations in HBPC interdisciplinary teamwork (IDT) and identified modifiable team and program characteristics that may influence staff perceptions of team effectiveness. Research Design We used a broadly validated survey instrument to measure perceived team effectiveness, workplace conditions/resources, group culture, and respondents’ characteristics. Surveys were initiated in January and completed in July, 2016. Methods Team membership rosters (n = 249) included 2,852 IDT members. The final analytical data set included 1,403 surveys (49%) from 221 (89%) teams. A generalized estimating equation model with logit link function, weighted by survey response rates, was used to examine factors associated with perceived team effectiveness. Results Respondents who served as primary care providers (PCPs) were 8% more likely (p = .0044) to view team’s performance as highly effective compared to other team members. Teams with nurse practitioners serving as team leader reported 6% higher likelihood of high-perceived team effectiveness (p = .0234). High team effectiveness was 13% more likely in sites where the predominant culture was characterized as group/developmental, and 7%–8% more likely in sites with lower environmental stress and better resources and staffing, respectively. Conclusions and Implications Team effectiveness is an important indirect measure of HBPC teams’ function. HBPC teams should examine their predominant culture, workplace stress, resources and staffing, and PCP leadership model as part of their quality improvement efforts.
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Liu, Yihao, Dana R. Vashdi, Thomas Cross, Peter Bamberger, and Amir Erez. "Exploring the puzzle of civility: Whether and when team civil communication influences team members’ role performance." Human Relations 73, no. 2 (March 18, 2019): 215–41. http://dx.doi.org/10.1177/0018726719830164.
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Does ‘being nice’ to each other always improve employee performance? Although research on workplace incivility has been growing, little is known about the flip side of it – workplace civility. In fact, different theoretical perspectives have suggested that civility could have positive (i.e. the flexibility perspective) or negative (i.e. the heuristics perspective) cognitive implications. In the current research, we examined whether and when workplace civility (operationalized as team civil communication) influences team members’ role performance in two studies. In Study 1, we recorded team civil communication among 108 teams of students who participated in a team-based simulation, and found that team civil communication enhanced team members’ role performance. In Study 2, we observed and coded 186 real-time surgeries conducted by surgical teams from a health-care center. Results showed a more nuanced and complex pattern regarding the influence of team civil communication, insofar as it enhanced team members’ role performance in teams with less complex tasks, but the effect decreased or even flipped to negative when team task complexity increased. These findings suggest that civility can have both positive and negative influences on performance, with the net effect being contingent upon the broader environmental demands faced by the team.
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Cloutier, Esther, Élise Ledoux, and Pierre-Sébastien Fournier. "Knowledge Transmission in Light of Recent Transformations in the Workplace." Articles 67, no. 2 (May 4, 2012): 304–24. http://dx.doi.org/10.7202/1009089ar.
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In a context of changing demographics and transformations to the world of work, concerns about age management are gradually turning into concerns about knowledge management. The vast experiential knowledge and diverse skills developed by workers to cope with the numerous situations encountered in the course of their work and to protect themselves against risks to their health and safety constitute part of the intangible assets vital to the sustainability of worker expertise and even the survival of the organization. Management practices play an important role in helping safeguard experiential knowledge in organizations. However, the transformations that have been taking place in recent years in response to an unstable economic climate have driven organizations to introduce a number of changes in workplaces. Three case studies, conducted in Quebec, each focused on the study of a specific occupation (film technicians, food service helpers, and homecare nurses), and based on interviews and observations made in the field, will be presented in an effort to describe the impact of some of these changes, namely precarious employment, flexible management practices and work intensification, on knowledge sharing in real work situations. The results suggest that by undermining work teams and increasing the workload of experienced workers, these changes actually hinder the knowledge sharing process. In fact, in such a context, the work teams are continually being reconfigured, which can demotivate experienced workers who constantly have to initiate new recruits despite already having a work overload. Possible avenues for research are proposed with a view to helping organizations cope with these changes in a way that supports the experiential knowledge transfer and sharing process so vital to organizational performance and the preservation of worker health.
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Calahorrano, Alicia Zavala, David Plummer, and Gary Day. "Towards a Taxonomy of Workplace “Pressure” in Complex, Volatile, and Emergency Situations." Prehospital and Disaster Medicine 34, s1 (May 2019): s34. http://dx.doi.org/10.1017/s1049023x19000876.
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Introduction:Pressure in the workplace has been studied in a number of settings. Many studies have examined pressure from physiological and psychological perspectives, mainly through studies on stress. Performing under pressure is a fundamentally important workplace issue, not least for complex, volatile, and emergency situations.Aim:This research aims to better understand performance under pressure as experienced by health and emergency staff in the workplace.Methods:Three basic questions underpin the work: (1) how do health and emergency workers experience and make sense of the ‘pressures’ entailed in their jobs? (2) What impacts do these pressures have on their working lives and work performance, both positively and negatively? (3) Can we develop a useful explanatory model for ‘working under pressure’ in complex, volatile, and emergency situations?The present paper addresses the first question regarding the nature of pressure; a subsequent paper will address the question of its impact on performance. Using detailed interviews with workers in a range of roles and from diverse settings across Ecuador, this study set out to better understand the genesis of pressure, how people respond to it, and to gain insights into managing it more effectively, especially with a view to reducing workplace errors and staff burnout. Rather than imposing preformulated definitions of either ‘pressure’ or ‘performance,’ we took an emic approach to gain a fresh understanding of how workers themselves experience, describe and make sense of workplace pressure.Results:This paper catalogs a wide range of pressures as experienced by our participants and maps relationships between them.Discussion:We argue that while individuals are often held responsible for workplace errors, both ‘pressure’ and ‘performance’ are multifactorial, involving individuals, teams, case complexity, expertise, and organizational systems, and these must be taken into account in order to gain better understandings of performing under pressure.
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Lauren, Ben. "Experience Sampling as a Method for Studying In Situ Organizational Communication." Journal of Organizational Knowledge Communication 3, no. 1 (January 24, 2017): 63. http://dx.doi.org/10.7146/jookc.v3i1.24348.
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The communication flows in organizations seem to be in constant state of flux, and this is particularly true when thinking about how the various strategies and mediated practices people use to interact with peers. As organizations work to establish healthy communication workflows, they need insight into how communication around projects exists in situ (i.e., as it happens in the moment) to better understand and support the employee experience so work can get done. The employee experience with communication across different events, settings, and ideologies plays an important role in meeting the intended outcomes of project work, and learning about the in situ communication practices of teams and individual employees remains an important consideration for organizational researchers. This article describes a method for studying in situ communication in the workplace called experience sampling. The goal for this article is to explain how experience sampling can be used to study communicative events in the workplace by drawing from two datasets of original research. From the use of experience sampling depicted in these case studies, the article indicates lessons learned about using experience sampling to study worker’s in situ communication in the workplace.
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Keefe, Bronwyn, Craig Slater, and Karen Jacobs. "DEVELOPMENT AND EVALUATION OF AN INTERPROFESSIONAL LEADERSHIP IN HEALTH CARE CERTIFICATE." Innovation in Aging 7, Supplement_1 (December 1, 2023): 451. http://dx.doi.org/10.1093/geroni/igad104.1484.
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Abstract Leaders of healthcare teams have a critical role in coordinating services to deliver high-quality care to the patients and communities they serve. Leading teams can be challenging in the context of complex healthcare systems, increasing costs, resource limitations, and workforce issues. We created the Interprofessional Leadership in Healthcare Certificate for health professionals who lead, or aspire to lead, interprofessional teams. Learners complete courses relating to interprofessional collaboration, effective communication, mentoring and supervision, business acumen, and contemporary leadership models. The live classroom sessions use Project ECHO® to facilitate technology-enabled, collaborative learning. Participants completed an evaluation survey that included questions about course learning objectives, engagement in learning activities, application of content to professional practice, and interprofessional learning. The survey included open-ended questions about the most helpful aspects of each course and suggestions for changes. Evaluation data for each of the courses were collated across four cohorts. Participants represented over 10 healthcare professions. There was over 90% agreement that content met all of the learning objectives for each course. There was over 90% agreement that participants learned from other professions and engaged in interprofessional collaboration. The qualitative data indicated that learners found that the content helped them to be more intentional with their collaborative and leadership practices in their workplaces. The certificate program had a positive impact on participants’ knowledge, skills, and workplace practices relating to interprofessional collaboration and leadership. This may be attributable to intentional interprofessional collaboration in both program development and learning experiences and the use of the project ECHO model.
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Rayne, Daniel, Heath McDonald, and Civilai Leckie. "Assessing strategic social partnerships between professional sports teams and NPOs in Australian football." International Journal of Sports Marketing and Sponsorship 20, no. 3 (August 5, 2019): 446–61. http://dx.doi.org/10.1108/ijsms-12-2018-0127.
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Purpose The purpose of this paper is to assess corporate social responsibility (CSR) implemented via social partnerships between professional sports teams and not-for-profit organizations according to current theoretical perspectives. Limited resources and outcomes often mean there is a gap between theory and practice, the implications of which are not well understood. Design/methodology/approach Five partnerships in Australian football were analyzed via case study methodology which incorporated interviews, analysis of websites, social media and annual reports. Findings Despite being used as a CSR tool, findings showed most organizations enter these arrangements to achieve instrumental outcomes. Further, such partnerships mostly operate at a basic stage often described as philanthropic. One partnership was seen as more advanced consisting of a workplace plan to enhance diversity. Practical implications It is advocated that managers adopt a more integrated partnership model consisting of formalized objectives, activity implementation, evaluation mechanisms, frequent interaction, top-level leadership involvement and promotion to sufficiently achieve CSR goals. Originality/value Addressing calls from past research into an examination of the variation of CSR in sports, this research is one of the first to compare multiple case studies to assess the strategic implementation of social partnerships in a professional sporting context. Accordingly, the study demonstrates how such partnerships can be evaluated against a prominent theoretical model, the Collaboration Continuum, enabling more robust social partnership strategies.
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Sri Ramoji, Sreeja, and Vishal Singh. "CONCEPTUAL FRAMEWORK TO STUDY TEAM COHESION IN HUMAN-ROBOT TEAMS." Proceedings of the Design Society 3 (June 19, 2023): 1057–66. http://dx.doi.org/10.1017/pds.2023.106.
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Abstractuse-case scenarios, including homes, hospitals, workplaces, and recreation. Though the area of Social Robotics has gained traction in recent years, the majority of the studies so far have studied single-human and single-robot interaction. In comparison, Social Robots are increasingly being placed in human teams, likely affecting team dynamics. On the other hand, Engineering teams work together to deliver outstanding results and the processes in these teams are social. We propose that Social robot can be added to engineering human team to enhance team cohesion and performance. Therefore, this paper presents a preliminary framework towards developing a conceptual framework to study team cohesion in Human-Robot Teams (HRTs) in engineering context, looks at different roles of social robot and how the responses, behaviours, emotions of social robots shape outcomes in the engineering team. The research specifically focuses on team cohesion because team cohesion is reportedly one of the most critical concepts in team dynamics. The paper outlines the research objectives, framework and concept workflow.
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Faro Albuquerque, Isabel, Rita Campos Cunha, Luís Dias Martins, and Armando Brito Sá. "Primary health care services: workplace spirituality and organizational performance." Journal of Organizational Change Management 27, no. 1 (February 4, 2014): 59–82. http://dx.doi.org/10.1108/jocm-11-2012-0186.
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Purpose – The paper aims to study the influence of three dimensions of workplace spirituality (inner life, meaningful work and sense of community) on perceived and objective organizational performance in two primary health care settings: health centres (HCs) and family health units (FHUs), differing in terms of work organization. Design/methodology/approach – Data on workplace spirituality and perceived organizational performance were collected from a sample of 266 health care workers (doctors, nurses and administrative staff). Data on objective performance were obtained from the respective regional health authorities. Multiple regression, GLM, and tests of mediation were carried out. Findings – In both groups, perceived and objective organizational performance are predicted by sense of community. Additionally, FHUs presented significantly higher values in perceived and objective organizational performance, as well as sense of community and meaningful work. Finally, workplace spirituality and sense of community were found to mediate the relationship between work group and perceived and objective organizational performance. Research limitations/implications – The study's limitations include the convenience sample, as well as lack of control for the social desirability effect. Patient satisfaction surveys as well as the inclusion of predictive variables such as leadership should be considered in future studies. Practical implications – Primary health care services, and particularly FHUs, revealed the importance of workplace spirituality. Work teams with higher sense of community had higher performance results, which may therefore be an input in policy decisions regarding primary health care. Originality/value – This study compared the scores of workplace spirituality and perceived and objective organizational performance in two types of primary health care services, in a setting that approximates the quasi-field experiment. Workplace spirituality emerged as significantly mediating the relationship between work unit type and organizational performance.
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Dakin, Francesca, Tanvi Rai, Sara Paparini, and Trisha Greenhalgh. "Supporting your support staff during crises: recommendations for practice leaders to develop a relational workplace." BMJ Leader 7, Suppl 2 (August 2023): 1.1–7. http://dx.doi.org/10.1136/leader-2023-000780.
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BackgroundThe workload and wellbeing of support staff in general practice has been critically understudied. This includes reception, secretarial and administrative workers who are critical in the daily practice function. Currently, only reception staff are mentioned in the evidence base on general practice working conditions, and all support staff are excluded from studies about the impact of the pandemic on healthcare workers’ work and wellbeing.AimTo outline the unique work support staff do, the additional burden it places on them, and how the symphony of crises in 2020–2023 compounded those burdens. Additionally, to provide practical advice for practice leaders on how to support staff wellbeing through developing a relational and psychologically safe working environment.MethodsThese findings are drawn from qualitative research (case studies built through observations, interviews and focus groups) conducted in 2022–2023.ResultsThrough theoretically informed analysis, we found that support staff do specialist intersectional guiding work to support patients, other staff, and the practice as a whole. We define this as lay translation, specialist-lay translation, and occupational translation. Under crises, the volume of this work grows, complexifies, and becomes more fragmented. Relational and supportive teams were more able to adapt to these challenges.DiscussionSupport staff should be recognised and enabled to perform these specialised roles. Therefore, we provide a set of recommendations for practice leaders to consider integrating into their own workplaces.
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Cain, Cindy L., Monica Frazer, and Tina R. Kilaberia. "Identity work within attempts to transform healthcare: Invisible team processes." Human Relations 72, no. 2 (April 13, 2018): 370–96. http://dx.doi.org/10.1177/0018726718764277.
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Studies have shown that workers’ identities matter for a host of individual and organizational outcomes. However, the question of how identities work becomes more complex when considering settings where workers must negotiate multiple – and sometimes conflicting – identities. Interprofessional healthcare teams are one such setting. Within interprofessional teams, workers are expected to adopt both professional and team-based identities, sometimes leading to confusion and conflicts. Using longitudinal qualitative analyses of healthcare team members’ reflective audio diaries, we document identity work of one team as they attempted to create and adopt a new approach to care. We analyze 176 recordings over 30 weeks and find that: team members experience multiple identification targets more or less conflicting, depending on the organizational context; team members from different professional backgrounds experience identity processes differently; and conflicts with others affect how team members see themselves and one another. These findings enrich our understanding of how multiple identities are reconciled in the workplace, and illustrate hidden aspects of forming and sustaining team-based work.
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Stalmeijer, Renée E. "Knowledgeability and Identification: Explaining Military Interprofessional Healthcare Teams’ Excellence and Readiness." Military Medicine 186, Supplement_3 (October 26, 2021): 48–50. http://dx.doi.org/10.1093/milmed/usab234.
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ABSTRACT The importance of successful interprofessional collaboration for effective patient care is generally acknowledged. Research into interprofessional collaboration has thus far been mainly situated in the civilian context and has mostly indicated barriers that prevent successful interprofessional collaboration. However, military interprofessional healthcare teams (MIHTs) seem to be exceptionally successful. Building on the overarching finding of the studies within this special edition—i.e., that MIHTs’ readiness and excellence are in part due to healthcare professionals’ “shared understanding” of what is needed to effectively serve on an MIHT—this commentary uses the theory of Landscape of Practice as a lens to further explain the processes through which healthcare professionals attain this shared understanding. Used within the fields of Health Professions Education and workplace learning, Landscapes of Practice (LoP) helps to explain how learning occurs within practice. It highlights how, by engaging within the various working environments belonging to a profession, social interactions between the various professionals within that environment form the conduit for learning. LoP highlights that the outcome of this learning process is “knowledgeability,” i.e., understanding of how to engage within the field and with its players, resulting in being an acknowledged member of the field. Fostered through a process called “identification,” professionals learn to see how their professional practice aligns with that of others and how to effectively collaborate with others. The commentary explains how the findings of the separate studies within this special edition strongly resonate with knowledgeability and identification. It is concluded that civilian interprofessional healthcare teams may benefit from incorporating characteristics of MIHTs in their training programs.
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Breunig, Karl Joachim. "Limitless learning: assessing social media use for global workplace learning." Learning Organization 23, no. 4 (May 9, 2016): 249–70. http://dx.doi.org/10.1108/tlo-07-2014-0041.
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Purpose This empirical paper aims to assess how social media can foster workplace learning within a globally dispersed project environment. In general, there are few studies on the use of social media in organizations, and many of these emphasize on issues related to knowledge transfer. Although learning traditionally has been as acquisition of knowledge, increasingly researchers point to learning-as-participation occurring through work collaboration. Social media promise increased opportunities for communication and collaboration, extending the context of collaboration beyond the local setting. However, there exists limited research on how social media can foster workplace learning, for example, between globally dispersed colleagues. Design/methodology/approach The study is based on an exploratory, in-depth single case study of an international professional service firm’s implementation of an internal wiki system to address the research question: how are social media utilized in an organization to foster workplace learning among its dispersed individual experts? Data are gathered in 35 semi-structured interviews, as well as documents studies and observations. Data are coded and analyzed utilizing the context and learning factors of workplace learning. Findings The paper shows how the wiki system enables hybrid knowledge management strategies linked to virtual collaboration on daily project tasks, involving documentation, search, interaction and knowledge exchange, as well as socialization and learning from practice among dispersed groups and individuals. The learning mechanisms involved in virtual collaboration do not differ much from what is reported on face-to-face workplace learning, however, the context factors are extended beyond the local setting. Practical implications The findings identify four determinants for using the wiki that can be of use to other organizations implementing similar virtual collaboration technology. First, the wiki must directly relate to the daily work by offering interactive and updated information concerning current project challenges. Second, the system must enable transparency in the daily project work to allow search. Third, the intention with the search is of lesser degree to identify encyclopedic information than it is to visualize individual competence. Fourth, the quality assurance of the data posted at the wiki is important. Originality/value The study reveals how an international knowledge-based organization can utilize social media to leverage knowledge and experiences from multiple geographically dispersed projects by enabling virtual collaboration. Extant empirical research on workplace learning emphasizes on face-to-face interactions in groups, for example, when engineers, or accountants, in teams interact and collaborate at client premises. However, there exists limited knowledge concerning how workplace learning can be achieved through virtual collaboration.
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Gupta, Shaman, and Sanjiv Kumar Jain. "An application of 5S concept to organize the workplace at a scientific instruments manufacturing company." International Journal of Lean Six Sigma 6, no. 1 (March 2, 2015): 73–88. http://dx.doi.org/10.1108/ijlss-08-2013-0047.
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Purpose – The purpose of this paper is to use the 5S tool to assist a small-scale manufacturing organization to become more productive and more efficient. Design/methodology/approach – A simple approach has been adopted to create the teams for implementing 5S. Cause-and-effect diagram has been studied for shop floor analysis. Later, four data collection methods have been used to ensure right implementation of the 5S. Findings – In the frames of this case study, it has been analyzed that implementation of “5S” resulted in overall improvement of the organization. With the implementation of “5S”, major benefits in the form of tool searching time have been achieved. Tool searching time from shop floor has been reduced from 30 minutes to 5 minutes. “5S” audit has been conducted in the organization. “5S” audit score has been increased from 7 (Week 1) to 55 (Week 20). Practical implications – 5S is a powerful tool and can be implemented in various industries whether micro, small, medium or large. Implementation of 5S has large horizontal development and can be implemented in all the workstations of an organization. Originality/value – The publications and case study presented in this paper will be useful to researchers, professionals and others concerned with this subject to understand the significance of 5S.
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Haapakorpi, Arja Tuulikki. "Organization of multi-professional teamwork in technology-mediated work environments." European Journal of Workplace Innovation 5, no. 2 (June 22, 2020): 46–66. http://dx.doi.org/10.46364/ejwi.v5i2.601.
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Multi-professional collaboration is assumed to tackle ambiguous and difficult challenges with innovative teamwork. First, expertise from many fields is needed for solving difficult problems in society and organisations, which emerge from a complicated reality. Second, tasks in working life encompass many fields, meaning that multi-professional expertise is needed. Third, the expertise has to be organised as interactive teamwork for approaching ambiguous questions. However, multi-professional collaboration is challenging, due to different knowledge bases and related working methods of each professional grouping involved, but, with digitalization, multi-professional collaboration could become more commonplace, as the technology-mediated work environment is shared by all professional groupings in the workplace. Technology tends to mainstream working patterns and practices, which could be assumed to reshape professional work and multi-professional collaboration. The article studies how multi-professional teamwork is organised in firms with an advanced technology-mediated work environment in the new media and high-technology industry. The methodological approach is qualitative and three case studies are presented. The outcome of the analysis reveals variations in the patterns of organising multi-professional teamwork, which is related to the function and position of the teams and the rationality of the firm.
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Vilelas, José Manuel da Silva, and Paula Manuela Jorge Diogo. "Emotional labor in nursing praxis." Revista Gaúcha de Enfermagem 35, no. 3 (September 2014): 145–49. http://dx.doi.org/10.1590/1983-1447.2014.03.45784.
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Healthcare work is, by nature, an activity full of intense emotions and therefore, is opportune ground for exploring emotions in the workplace in different contexts of nursing care. It is a very fertile terrain if care is focused on the emotions of the client, nurses, healthcare teams, and on the interaction of all actors involved. This article presents a theoretical reflection exploring the concept of emotional labor in the context of nursing care. Theoretical references from several fields of knowledge, namely sociology and nursing, have been adopted to conceptualize the theme. Studies on emotional labor have contributed toward the understanding of the key issue of emotional management in healthcare institutions and both its positive and negative impact on clients and professionals. The development of the theme of emotional labor in nursing has given rise to numerous theoretical approaches and perspectives explaining this concept.
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Qahtani, Abdulrahman M. "Enhancing Software Development Teams‟ Client Awareness: An Empirical Study of Its Impact on Productivity." International Journal of Innovative Technology and Exploring Engineering 10, no. 2 (December 10, 2020): 148–52. http://dx.doi.org/10.35940/ijitee.b8293.1210220.
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In the software industry, a critical factor in a project’s success is raising productivity, and software development teams must always consider its challenges. In today’s competitive industry, the productivity of team members in software development is a serious issue that attracts considerable attention. Studies have been conducted on various aspects of team and individual productivity; however, the literature still refers to a lack of research into the impact of team awareness, observing that it is an essential element of knowledge management in the project’s development life cycle. This study takes up this point and presents an actual software development case study to investigate the impact of increasing knowledge and producing adequate information on clients’ domain and business model on both team productivity and that of each individual member. The study was undertaken with two development teams over one month, each receiving about 300 requirements. One of the teams was given sufficient information on the client’s domain and background in terms of its business model, while the other was given nothing before it went to the client’s workplace, without any knowledge of its domain. The results achieved were statistically significant, showing better productivity among the team with the information, with 261 of 300 requirements completed, whereas the other completed just 107. The findings of this study will help software research to focus both on the aspects of knowledge management that relate to software development and on the correlation between them. The study also supports software development project managers to enhance the value of knowledge when they are delivering training and to equate the time spent spreading knowledge to giving team members adequate information about the clients’ domains and business models. This will be reflected in both the quality and productivity of the entire development process.
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Villarreal-Zegarra, David, C. Mahony Reátegui-Rivera, Iselle Sabastizagal-Vela, Miguel Angel Burgos-Flores, Nieves Alejandra Cama-Ttito, and Jaime Rosales-Rimache. "Policies on mental health in the workplace during the COVID-19 pandemic: A scoping review." PLOS ONE 17, no. 7 (July 28, 2022): e0272296. http://dx.doi.org/10.1371/journal.pone.0272296.
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Background The COVID-19 pandemic has had a profound impact on both mental health and working conditions. Workplaces are conducive spaces for implementing strategies and interventions to promote mental health. In addition to this, they are preventing, identifying, and managing mental disorders effectively. Although international agencies have identified some guidelines for the management of mental health in the workplace in the context of the COVID-19 pandemic, a more precise characterization of both the components of the policies, their implementation, and evidence of the outcome is required to provide useful information for decision-makers. Objectives This study aims to synthesize scientific information regarding national and local policies focusing on preventing or improving, directly or indirectly, mental health problems in the workplace during COVID-19 pandemic. Methods Our study is a scoping review. The Scopus, Web of Science, and Embase databases and PubMed search engine were used. Original and reviewed articles published from January 1, 2020 to October 14, 2021 were included in the research. Articles with abstract or full text in English, Spanish, German and Portuguese were also included. Our strategy is based on identifying policies (intervention) which focuses on directly or indirectly preventing or ameliorating mental health problems in the workplace during COVID-19 pandemic (participants). Results A total of 6,522 records were identified, and only four studies were included in the scoping review, which were of low quality. That is, we found limited evidence evaluating mental health policies using primary or secondary data (empirical evaluation). Among the policies that have been identified are the increase of mental health resources, the promotion of mental health and self-care support programs, and the reduction of barriers to access to mental health treatment. Conclusion Our research finds that there is limited evidence available to evaluate national and local policies aimed at directly or indirectly preventing or ameliorating mental health problems at work during COVID-19 pandemic. This forces decision-makers to use different criteria to guide the allocation of resources and budgets. Therefore, there is a need for health intelligence teams in health systems to be able to assess the impact of policies as an important input for decision-makers.
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Moore, Jeffrey R., Everon C. Maxey, Alina M. Waite, and Joseph D. Wendover. "Inclusive organizations: developmental reciprocity through authentic leader-employee relationships." Journal of Management Development 39, no. 9/10 (September 15, 2020): 1029–39. http://dx.doi.org/10.1108/jmd-05-2019-0211.
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PurposeBuilding on previous research that focused on Walgreens inclusive managers in South Carolina and Georgia, we studied leadership practices in Connecticut where effective and inclusive teams are developed.Design/methodology/approachUsing the case study approach, interviews with over 90% of the managers in a Walgreens distribution center where over a third of its workforce of 500 employees has a disability were conducted.FindingsCreating an inclusive workplace dramatically altered the culture of the distribution center. Our findings highlighted how managers transitioned from a telling and demanding autocratic style with a focus on production numbers to an inclusive management leadership style with a focus on investing in people and balancing teams. Additional discoveries include the role of complexity leadership concepts as essential to inclusive management attributes. Our findings point to a new driver in inclusive organizations: resolving employee performance and attitude issues.Originality/valueWith 200 disabled employees in the distribution center, managers and employees applied complexity leadership, enabling adaptive behaviors that helped form relationships focused on shared decision-making and problem solving. Managers showed mindfulness and empathy in building authentic relationships. Employee openness and the creation of safe attachments allowed leaders to gain greater engagement with employees, higher adaptability, innovation and resiliency. Inclusion was perceived as a benefit to managers as well as to employees, changing the organizational culture toward authentic relationships while exceeding performance metrics.
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Pawar, Subhash, and Vrushali Dhumal. "The role of technology in transforming leadership management practices." Multidisciplinary Reviews 7, no. 4 (January 18, 2024): 2024066. http://dx.doi.org/10.31893/multirev.2024066.
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Technology is transforming today's rapidly changing corporate environment. This examination highlights how technology has changed leadership management across industries. The study investigates how technology has changed leadership, decision-making, communication, and organizational effectiveness in the digital age. Our analysis of current trends and real-world case studies shows how technology has impacted leadership practices, helping leaders navigate the modern workplace. The rise of corporate technology has touched all levels of leadership. CEOs and frontline supervisors use technology to improve decision-making and leadership. Technology enhances traditional leadership techniques. Data analytics and AI have changed decision-making. Leaders who want to make informed decisions utilize AI to uncover patterns in big data. Real-time insights and predictive analytics help leaders identify issues and grasp opportunities. This supports agile decision-making and company competitiveness. Technology also changed corporate communication. Virtual communication, collaboration, and project management tools unify global teams. Leadership can now chat with remote workers in real time, fostering knowledgesharing and collaboration. Technology-driven communication platforms enable transparent and accessible leadership, motivating and engaging staff. Technology has accelerated remote work, causing senior management concerns. Virtual teams require different leadership techniques. This approach includes emotional intelligence, teamwork, and the Stock market and securities index prediction using artificialability to include remote workers. Virtual meeting platforms, online team-building events, and remote performance management help executives bridge physical distance and ensure teamwork. Technology has altered leadership training. Virtual training and e-learning platforms have changed leadership training. Flexible, customized, and cost-effective digital leadership development solutions make this process easier. Executives can now be trained to innovate and adapt to changing company conditions. Technology provides tremendous benefits but also creates ethical concerns. Leaders must address cybersecurity and data privacy issues to maintain stakeholder trust. Leaders must blend technology and humanity. Technology should enhance leadership and decision-making.
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Wieczorek-Szymańska, Anna. "Gender Diversity in Academic Sector—Case Study." Administrative Sciences 10, no. 3 (July 10, 2020): 41. http://dx.doi.org/10.3390/admsci10030041.
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Diversity is one of the main characteristics of social groups, including work-teams. At the same time, gender is an important aspect of diversity in organizations, and gender diversity deals with the equal representation of men and women in the workplace. This article aims to analyze the issue of gender diversity in the academic sector and to evaluate the organizational maturity of particular universities in gender diversity management. To do so, the method of comparative case studies is used—Polish and Spanish higher education institutions are compared. First of all, the author describes the status of men and women in Poland and in Spain, in general (considering different socio-economic factors). In the next part of the article, the gender structure of employment in both the Polish and the Spanish academic sector is presented. Finally, the analysis of gender diversity in two universities is conducted. Additionally, the author introduces the model of organizational maturity in gender diversity management (OMDM), to evaluate organizational attitudes toward gender diversity and the type of gender diversity policy in universities. The findings reveal that, in both Polish and Spanish societies and economies, there still are barriers that cause inequalities between men and women in the labor market. Considering the situation in the academic sector, it can be said that the gender structure of employment is more balanced in Poland than in Spain. At the same time, the highest positions of full professors are mainly occupied by men both in Poland and in Spain. When analyzing the situation in the organizations, employment is more diverse in the Polish university, but both universities face the same problem—too little representation of women in top job positions. Consequently, both institutions are classified as those which are in the preliminary stage in the model of gender diversity management. This study contributes to a better understanding of the issue of gender diversity by comparing the status of men and women in the academic sector in two countries and in two universities. Additionally, the model of OMDM presented in this article can be a useful tool to assess the policy of gender diversity in different organizations.
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Koendjbiharie, Sarita R. "The distinct value of humanities students to employers in student consultancy projects." Industry and Higher Education 34, no. 4 (April 22, 2020): 247–62. http://dx.doi.org/10.1177/0950422220909795.
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This case study analyzes the use by high-profile employers of the brainpower of nearly 1400 humanities undergraduates through “live” projects. At the Faculty of Humanities of Leiden University, a cohort of hundreds advises a set of public, private, and third sector organizations each year in a capstone course within the multidisciplinary Bachelor of Arts in International Studies program. In this course, aptly named PRactising International Studies (PRINS), students have, in teams, successfully consulted for employers including Google, the World Food Programme, and Organisation for Economic Co-operation and Development (OECD). Drawing on experience of designing, recruiting for, and running the PRINS course, the author offers evidence of the distinct value of humanities to practice, which is demonstrable even at the undergraduate level. The analysis entails the ex ante knowledge needs employers sought to have fulfilled by humanities students, and the ex post recommendations in their consultancies that employers have acknowledged as practically relevant. The findings indicate the potential of large-scale consultancy courses in the preparation of students for the labor market and the need for humanities graduates in future workplaces worldwide.
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Rosa, Angelo, Giuliano Marolla, and Olivia McDermott. "A cross-organizational Lean deployment in an Italian regional healthcare system." International Journal of Health Care Quality Assurance 36, no. 3/4 (November 16, 2023): 17–36. http://dx.doi.org/10.1108/ijhcqa-06-2023-0045.
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PurposeThis study explores how Lean was deployed in several hospitals in the Apulia region in Italy over 3.5 years.Design/methodology/approachAn exploratory qualitative design was drawn up based on semi-structured interviews.FindingsThe drivers of Lean in hospitals were to increase patient satisfaction and improve workplace well-being by eliminating non-value-add waste. The participants highlighted three key elements of the pivotal implementation stages of Lean: introduction, spontaneous and informal dissemination and strategic level implementation and highlighted critical success and failure factors that emerged for each of these stages. During the introduction, training and coaching from an external consultant were among the most impactful factors in the success of pilot projects, while time constraints and the adoption of process analysis tools were the main barriers to implementation. The experiences of the Lean teams strongly influence the process of spontaneous dissemination aided by the celebration of project results and the commitment of the departmental hospital heads.Practical implicationsLean culture can spread to allow many projects be conducted spontaneously, but the Lean paradigm can struggle to be adopted strategically. Lean in healthcare can fail because of the lack of alignment of Lean with leadership in healthcare and with their strategic vision, a lack of employees' project management skills and crucially the absence of a Lean steering committee.Originality/valueThe absence of managerial expertise and a will to support Lean implementation do not allow for systemic adoption of Lean. This is one of the first and largest long-term case studies on a Lean cross-regional multi-hospital application in healthcare.
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Van Dam, Pieter J., Phoebe Griffin, Gregory M. Peterson, Nicole S. Reeves, Lea Kirkwood, and Sarah J. Prior. "Organizational Support in Healthcare Redesign Education: A Mixed-Methods Exploratory Study of Expert Coach and Executive Sponsor Experiences." International Journal of Environmental Research and Public Health 17, no. 15 (July 23, 2020): 5308. http://dx.doi.org/10.3390/ijerph17155308.
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Healthcare organizations must continue to improve services to meet the rising demand and patient expectations. For this to occur, the health workforce needs to have knowledge and skills to design, implement, and evaluate service improvement interventions. Studies have shown that effective training in health service improvement and redesign combines didactic education with experiential project-based learning and on-the-ground coaching. Project-based learning requires organizational support and oversight, generally through executive sponsorship. A mixed-methods approach, comprising online surveys and semi-structured interviews, was used to explore the experiences of expert coaches and executive sponsors as key facilitators of workplace-based projects undertaken during an Australian postgraduate healthcare redesign course. Fifteen (54%) expert coaches and 37 (20%) executive sponsors completed the online survey. Ten expert coaches and six executive sponsors participated in interviews. The survey data revealed overall positive experiences for coaches and mixed experiences for sponsors. Interview participants expressed a sense of fulfillment that came from working with project teams to deliver a successful project and educational outcomes. However, concerns were raised about adequate resourcing, organizational recognition, competing priorities, and the skills required to effectively coach and sponsor. Expert coaches and executive sponsors sometimes felt under-valued and may benefit from cohort-tailored and evidence-based professional development.
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Wilcox, Elizabeth S., Ida Tsitsi Chimedza, Simphiwe Mabhele, Paulo Romao, Jerry M. Spiegel, Muzimkhulu Zungu, and Annalee Yassi. "Empowering Health Workers to Protect their Own Health: A Study of Enabling Factors and Barriers to Implementing HealthWISE in Mozambique, South Africa, and Zimbabwe." International Journal of Environmental Research and Public Health 17, no. 12 (June 23, 2020): 4519. http://dx.doi.org/10.3390/ijerph17124519.
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Ways to address the increasing global health workforce shortage include improving the occupational health and safety of health workers, particularly those in high-risk, low-resource settings. The World Health Organization and International Labour Organization designed HealthWISE, a quality improvement tool to help health workers identify workplace hazards to find and apply low-cost solutions. However, its implementation had never been systematically evaluated. We, therefore, studied the implementation of HealthWISE in seven hospitals in three countries: Mozambique, South Africa, and Zimbabwe. Through a multiple-case study and thematic analysis of data collected primarily from focus group discussions and questionnaires, we examined the enabling factors and barriers to the implementation of HealthWISE by applying the integrated Promoting Action on Research Implementation in Health Services (i-PARiHS) framework. Enabling factors included the willingness of workers to engage in the implementation, diverse teams that championed the process, and supportive senior leadership. Barriers included lack of clarity about how to use HealthWISE, insufficient funds, stretched human resources, older buildings, and lack of incident reporting infrastructure. Overall, successful implementation of HealthWISE required dedicated local team members who helped facilitate the process by adapting HealthWISE to the workers’ occupational health and safety (OHS) knowledge and skill levels and the cultures and needs of their hospitals, cutting across all constructs of the i-PARiHS framework.
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Krasiuk, T., and A. Fedorchenko. "Mobbing: causes and ways to overcome." Analytical and Comparative Jurisprudence, no. 6 (February 18, 2023): 140–45. http://dx.doi.org/10.24144/2788-6018.2022.06.25.
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The article is devoted to highlighting one of the current problems - preventing mobbing at the workplace and overcoming it, as well as clarifying the causes of this negative phenomenon in order to understand its nature. The changes made to the Code of Labor Laws of Ukraine regarding for the prevention of mobbing were analyzed. Attention is focused on the fact that although the legislator has introduced legal mechanisms for protection against mobbing at the workplace, some issues in practice remain open. Such a problematic aspect as the non-regulation at the legislative level of the manager's procedure in case of mobbing facts at the enterprise is detected, because the psychological situation in the work team led by him depends on his attitude to them, as well as the implemented preventive measures to combat mobbing.
Different approaches of scientists to the interpretation of the concept of "mobbing" were analyzed, based on which the most general definition was derived. It is noted that mobbing is a complex social phenomenon with negative consequences that are manifested in various spheres - psychological, industrial and economic, health care, moral, so in order to understand its nature, it is also studied in the context of management and psychology, sociology, ethics and medicine . Therefore, mobbing as a subject of research is multidisciplinary. It is noted that the manifestations of mobbing in the modern industrial and economic sphere for various reasons (high competition, pragmatic approach to building a career, personal defects - vanity, boasting, envy, superior attitude towards colleagues, etc.) are becoming more and more widespread in labor teams. It was emphasized that mobbing can be done by any member of the team, regardless of age, gender, nationality, or, for example, the duration of work in this team or position - both an ordinary employee and his manager.
It was found that the causes of mobbing are different in nature, mainly psychological. A single and general basis for influencing the victims has not been determined yet. It is established that they are individual for each specific case and depend on various factors, often not directly related to the work function of the affected persons. The authors have characterized and analyzed in detail the features and behavior patterns of mobbers and persons who may become victims of mobbing. Attention is drawn to the difficulty of proving the facts of harassment at the workplace by the manager.
The opinions of scientists regarding ways to prevent and overcome mobbing at the workplace have been analyzed. It has been proven that it is practically impossible to completely avoid it, since at any enterprise there may be objective reasons that contribute to the aggravation of the situation. The conclusions form and propose ways to overcome this problem, namely: to oblige the employer to create a position at each enterprise, institution, organization, whose job function includes studying the influence of psychological, economic and organizational factors of production on the labor activity of employees of the enterprise, institution, organization for the purpose of developing measures to create favorable working conditions and increase its efficiency; introduce a mandatory discussion of the general atmosphere, interpersonal relations of employees at a specific enterprise, institution, organization at general meetings of the labor team and, based on their results and own professional observations, conduct a systematic analysis of the psychological state of the team.
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Bernardino-Santos, Marta, Daniel Arnal-Velasco, Pilar Reboto-Cortés, Cristina Garmendia-Fernandez, Esther Renilla-Sánchez, Ricardo Jose Navalón-Liceras, Elena Botillo-Pérez, Miguel A. Ortega, Juan Ignacio Gómez-Arnau Díaz-Cañabate, and Juan A. De León-Luis. "Comparative Analysis of the Impact of Training through Simulation Using the Crisis Resource Management Tool for Primary Care Professionals." Healthcare 12, no. 2 (January 17, 2024): 230. http://dx.doi.org/10.3390/healthcare12020230.
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This was a prospective observational study based on clinical simulation courses taught in 2017 at the IDEhA Simulation Center of Alcorcón Foundation University Hospital. Two courses in metabolic emergencies (MEs) and respiratory emergencies (REs) were offered to primary care physicians all over Spain. The main objective was to teach nontechnical skills (crisis resource management). Using a modified five-level Kirkpatrick–Phillips education evaluation model, level I (reaction, K1), level II (learning, K2) and level III (behavioral change, K3) changes were evaluated through surveys at the end of the courses and one year later. Thirty courses were held (15 ME courses and 15 RE courses) with 283 primary care physicians. The overall satisfaction (K1) was high: ME courses, 9.5/10; RE courses, 9.6/10. More than 80% of the participants rated the organization, resources, content, debriefing and scenarios as excellent, with no significant differences between the two courses. After one year (156 responses), the respondents for both courses reported that they would repeat the training annually (K2), encourage debriefing with colleagues (K3) and have modified some aspects of their workplace (K3), citing improvements in procedures and in the organization of the health team as the most important. After the ME course, few participants, i.e., 5 (6%), reported providing improved care to patients; after the RE course, 15 (19%) participants reported providing improved care; the difference between groups was significant (p < 0.05). Compared with the ME course, the RE course imparted greater knowledge about patient safety (K2) (38 (49%) vs. 24 (31%) (p < 0.05)) and more useful tools for daily clinical practice (K3) (67% vs. 56.4%) and resulted in participants paying more attention to personal performance and to colleagues when working as a team (K2) (64% vs. 50%). Clinical simulation courses are highly valued and potentially effective for training primary care physicians in patient safety and CRM tools. Future studies with objective measures of long-term impact, behavior in the workplace (K3) and benefits to patients (K4) are needed. Based on the results of our study, the areas that are important are those aimed at improving procedures and the organization of health teams.
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Shahid, Duaa. "Importance of Intercultural Communication in an Organization." Journal of Business and Management Studies 4, no. 2 (June 4, 2022): 459–63. http://dx.doi.org/10.32996/jbms.2022.4.2.33.
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Communication is the bridge that can unify cultures, but it requires continuous tweaking, buy-in, and also excitement from all teams. Communication is the process used by people to transmit, interpret, and share information. Effective information communication among the organization's employees is essential to increase employee engagement and motivation to encourage fulfillment. Communication requires reciprocity; it includes speaking and listening, making feedback one of the most imperative tools to direct the organization in a culturally diverse environment. Providing the necessary tools to guide, teach and train employees to navigate through a culturally diverse organizational environment successfully is an organization's responsibility so that it can cultivate employee growth and success. The purpose of this short article is to show the significance and utility of the concept of business society for scholars and practitioners in the field of information studies. It offers an academic as well as empirical assessment of the results of society on interaction and info in companies. First, the ideas of organizational society, information as well as communication are quickly discovered. Then a case study of the impacts of business culture on communication as well as details exists. Particularly, we make a thorough assessment of exactly how perspectives to communication and info that had their origins in a leading business culture were a strong impact on the death of the firm. It has been concluded in this review that educating the employees in an organization can help provide a better understanding of intercultural differences, organization-appropriate behaviors, and conflict resolution. Recognizing the complexities involved between communication and culture has become a need for most organizations to gain a competitive advantage and shape a positive workplace environment.
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Dikhtyar, Oksana, and Ian Matt Nelson. "STRATEGIES USED BY OHIO’S NURSING HOMES TO RETAIN CERTIFIED NURSING ASSISTANTS: DO THEY WORK?" Innovation in Aging 7, Supplement_1 (December 1, 2023): 293. http://dx.doi.org/10.1093/geroni/igad104.0978.
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Abstract A low retention rate of certified nursing assistants (CNA) in nursing homes (NHs) is a known problem; it drives up facilities’ operating costs and negatively impacts the quality of care provided. The COVID-19 pandemic exacerbated this problem and left facilities scrambling to retain workers. Using data from the 2021 Ohio Biennial Survey of Long-Term Care Facilities, this study examines strategies implemented by facilities to improve retention of their CNAs. Facilities have tried to implement a variety of workplace environment changes such as allowing staff teams to manage schedule and financial benefit strategies such as longevity wage increase to improve their CNA retention. The statewide average NH retention rate was 64% for CNAs ranging between 0 and 100%. Three groups were constructed from the retention data: high or rate of 75% or higher (N = 220), medium or between 50% and 75% (N = 254), and low or under 50% (N = 145). We found that a higher proportion of low-retention facilities implemented most of these strategies compared to facilities with high and medium CNA retention rates. At the same time, we found that a higher proportion of administrators in the high retention group knew all their CNAs by name compared to the low-retention group (50.0% vs 41.7%). These findings suggest that environmental and financial strategies may not have much of an impact on retention rates, but making people feel respected and appreciated could.
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Lanwin, Yhana. "Advocating for a behavioural science approach to inclusion and diversity." Australian Energy Producers Journal 64, no. 1 (May 16, 2024): 1–12. http://dx.doi.org/10.1071/ep23130.
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In recent years the benefits of inclusion and diversity have become increasingly clear. Australian and international studies have demonstrated the significant improvements in innovation, productivity and growth that can be achieved when teams are both inclusive and diverse. However, meaningful progress requires moving beyond traditional diversity initiatives. This paper highlights the potential use of behavioural science to design successful implementation strategies to improve diversity and inclusion in the upstream energy industry. This paper will also provide guidance on how scientific methodologies can be applied to measure impact and return on investment (ROI), aligning the business case for diversity and inclusion with individual interventions. Behavioural science involves the observation, hypothesis, experiment and analysis of human behaviour to draw conclusions. It is now a leading school of thought at the world’s top research and learning organisations. This paper argues that by measuring outcomes of diversity and inclusion interventions through a behavioural science approach, organisations can make informed decisions, identify areas of improvement, and refine their strategies to improve ROI. This approach not only ensures that resources are invested effectively but also fosters a culture of continuous learning and adaptation, leading to sustainable and meaningful progress for all employees and stakeholders. Drawing on international research and local case studies, this paper showcases successful applications of behavioural science in transforming organisational cultures, creating safer and more inclusive workplaces. Ideas for quantitative and qualitative measurements are proposed for application in the upstream energy industry, with a particular focus on operational people and performance.
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Šimec, Mateja, Sabina Krsnik, and Karmen Erjavec. "Health Service Quality and its Relationship to Team Collaboration and Communication during the COVID-19 Pandemic." Open Access Macedonian Journal of Medical Sciences 11, E (February 9, 2023): 1–6. http://dx.doi.org/10.3889/oamjms.2023.11454.
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BACKGROUND: In the search for innovative methods to improve the quality and efficiency of health services, integrated clinical pathways (ICPs) have been introduced.
AIM: As there is a gap in research on ICP efficiency, the aim of the study was to investigate the role and impact of collaboration and communication among three interprofessional ICP teams on the self-assessment of efficiency of ICPs.
METHODS: A cross-sectional study was conducted using a descriptive quantitative with a survey (N = 152) and qualitative methods with a focus group (N = 27) and in-depth interviews (N = 22) in a typical general hospital in Slovenia.
RESULTS: The results showed that health care professionals found patient health care and the work of health care professionals’ better quality with ICP than without ICP. The ICPs team members assessed communication, cooperation and effectiveness in the ICP team as relatively good but identified the lack of staff as the main reason for their limitations. The impact of ICP team collaboration and communication on ICP safety exists but it does not explain a sufficient proportion of the variance and the corelation is medium strong. The result also revealed that the Covid-19 pandemic did not primarily affect ICP team members' fear of possible infection, as studies have shown in the first wave of the Covid-19 pandemic, but rather staff shortages leading to increased fear of errors and possible complaints and lawsuits from patients and relatives.
CONCLUSION: Measures are needed for the additional employment of team members and the retention of current staff through financial compensation and the promotion of supportive workplace characteristics.
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Walker, Derek, and Beverley Lloyd-Walker. "Client-side project management capabilities: dealing with ethical dilemmas." International Journal of Managing Projects in Business 7, no. 4 (August 26, 2014): 566–89. http://dx.doi.org/10.1108/ijmpb-08-2013-0036.
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Purpose – The purpose of this paper is to present results and analysis from a case study on ethical dilemmas faced by client-side project management employees of a large Australian University. Design/methodology/approach – A single case study approach was adopted using the property services division's experience of potential ethical dilemmas that staff were exposed to as a focus for the unit of analysis. Data were triangulated by interviewing the Deputy Director of the division, a programme manager, a project manager and a client (stakeholder) with experience of dealing with the division. Each person was interviewed and the interview transcribed and analysed using grounded theory to make sense of the data. Findings – Four potential ethical dilemmas were identified: fraud/bribery/corruption; favouritism and special treatment; occupational health and safety and duty of care; and professionalism and respect for others. Leadership, governance structure and (organisational and national) culture supported initiative and independent thinking through cause-and-effect loops and consequences and this meditated and influenced how these dilemmas were dealt with. Research limitations/implications – This was just one case study in one cultural and governance setting. Greater insights and confidence in conclusions could be gained with replication of this kind of study. This study was part of a broader study of ethics in project management (PM) that consisted of eight other cases studies by others in the wider research team, also a quantitative study has been undertaken with results to be presented in other papers/reports. The main implication is that governance and workplace culture are two key influences that moderate and mediate an individuals inherent response to an ethical dilemma. Practical implications – Clients (project owners or POs) and their representatives (PORs) hold a pivotal role in ensuring that PM work takes place within an environment characterised by high ethical standards yet the authors know that all PM parties, including client-side PORs, are faced with ethical dilemmas. What do the authors mean by an “ethical dilemma” and how may POs ensure that their PORs behave ethically? This paper provides practical guidance and demonstrates how ethical dilemmas can be analysed and appropriate action taken. Social implications – Ethics in PM has profound implications for value generation through projects. Project managers need sound guidance and processes that align with society's norms and standards to be able to deliver project value so that commercial or sectarian interests do not dominate project delivery at the expense of society in general. Originality/value – This paper provides a rare example of a case study of project teams facing ethical dilemmas. The PM literature has few cases such as this to draw upon to inform PM theory and practice.
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Ansarey, Diana. "A Study on English Teaching Standard in Four Agricultural Universities in Bangladesh." Agriculturists 14, no. 1 (August 11, 2016): 142–50. http://dx.doi.org/10.3329/agric.v14i1.29259.
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This research has investigated the standard of English teaching in different agricultural universities in Bangladesh. Four agricultural universities namely, Bangladesh Agricultural University, Sher-e-Bangla Agricultural University, Sylhet Agricultural University and Bangabandhu Sheikh Mujibur Rahman Agricultural University were considered in this study conducted in 2015-16. A total of 50 students were selected at random and were interviewed with a pre tested questionnaire. As the medium of instruction of their respective programs, English is a supplementary course in the agricultural universities of Bangladesh which aims to prepare the students to encounter global communication challenges. After the completion of graduation and post-graduation, the students make themselves ready to serve in various local and multinational organizations and companies. In the workplace, English requires additional focuses along with students subjective expertise due to their prime medium of communication in English. In the case of recruitment, employers often suggest them to develop English language proficiency. So, teaching and learning English is worthy, of focus in regard of the agricultural universities. In this study, the researcher has focused on different steps of students academic affiliation with English which includes students academic proficiency in English during admission, needs analysis, syllabus design, purposes of the course as ESP, content quality, hours invested, and assessment. This qualitative research was conducted by observation method and questionnaire survey for data collection. The study revealed that a large number of students studied English course who could communicate efficiently with foreign teams visiting Bangladesh. However, many participants had no clear idea about social and business English. They have suggested the universities to focus on students English proficiency for professional success.The Agriculturists 2016; 14(1) 142-1150
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Stennett, Jack, Renyou Hou, Lola Traverson, Valéry Ridde, Kate Zinszer, and Fanny Chabrol. "Lessons Learned From the Resilience of Chinese Hospitals to the COVID-19 Pandemic: Scoping Review." JMIRx Med 3, no. 2 (April 6, 2022): e31272. http://dx.doi.org/10.2196/31272.
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Background The SARS-CoV-2 pandemic has brought substantial strain on hospitals worldwide; however, although the success of China’s COVID-19 strategy has been attributed to the achievements of the government, public health officials, and the attitudes of the public, the resilience shown by China’s hospitals appears to have been a critical factor in their successful response to the pandemic. Objective This paper aims to determine the key findings, recommendations, and lessons learned in terms of hospital resilience during the pandemic; analyze the quality and limitations of research in this field at present; and contribute to the evaluation of the Chinese response to the COVID-19 outbreak, building on a growing literature on the role of hospital resilience in crisis situations. Methods We conducted a scoping review of evidence on the resilience of hospitals in China during the COVID-19 crisis in the first half of 2020. Two online databases (the China National Knowledge Infrastructure and World Health Organization databases) were used to identify papers meeting the eligibility criteria. After extracting the data, we present an information synthesis using a resilience framework. Articles were included in the review if they were peer-reviewed studies published between December 2019 and July 2020 in English or Chinese and included empirical results pertaining to the resilience of Chinese hospitals in the COVID-19 pandemic. Results From the publications meeting the criteria (n=59), we found that substantial research was rapidly produced in the first half of 2020 and described numerous strategies used to improve hospital resilience, particularly in three key areas: human resources; management and communication; and security, hygiene, and planning. Our search revealed a focus on interventions related to training, health care worker well-being, eHealth/telemedicine, and workplace organization, while other areas such as hospital financing, information systems, and health care infrastructure were less well represented in the literature. We also noted that the literature was dominated by descriptive case studies, often lacking consideration of methodological limitations, and that there was a lack of both highly focused research on specific interventions and holistic research that attempted to unite the topics within a resilience framework. Conclusions We identified a number of lessons learned regarding how China’s hospitals have demonstrated resilience when confronted with the SARS-CoV-2 pandemic. Strategies involving interprovincial reinforcements, online platforms and technological interventions, and meticulous personal protective equipment use and disinfection, combined with the creation of new interdisciplinary teams and management strategies, reflect a proactive hospital response to the pandemic, with high levels of redundancy. Research on Chinese hospitals would benefit from a greater range of analyses to draw more nuanced and contextualized lessons from the responses to the crisis.
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Ngui, David Lavu, and James Rugami Maina. "Organizational Resources and Strategy Implementation in Non-Profit Organizations; A Case of Kenya Medical Research Institute, Kenya." International Journal of Current Aspects 3, no. VI (November 8, 2019): 33–51. http://dx.doi.org/10.35942/ijcab.v3ivi.77.
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Most NPOs in Kenya have not fully embraced the use of strategic plans due to the difficulties involved in development implementing of strategic plans. There are many factors that hamper implementation of strategic planning an organisation including inadequate financial resources, human resources, technological competences and organisational culture. The aim of the study was to determine the influence of organizational resources on Strategy Implementationin Non-Profit Organizations with a key focus on The Kenya Medical Research Institute Wellcome Trust Research Programme based in Kilifi County, Kenya. The specific objectives of the study were to examine influence of financial resources on strategic plan implementation, influence of human resources, and influence of technological competences on strategic plan implementation. The study was guided two theories, Resource Based View theory and Learning organisation theory. The research employed a descriptive survey research design. The study’s population was the management staff at KWTRP who were 60 according to the KWTRP (2018). Since the population was small, a census was adopted. The primary data was collected by use of self-administered semi-structured questionnaire. Data analysis was done by use of descriptive statistics such as frequencies, percentages, mean scores and standard deviation with the aid of SPSS and presented through tables, charts, graphs, frequencies and percentages. The study established that human resources, financial resources and technology competence had a positive and significant influence on the implementation of strategy at KWTRP. The study concluded that an organization’s workers important assets as they consistently contribute to an organization’s efficient functioning. That proper allocation of financial resources allows managers to put together more productive and efficient workplace teams and enables them to assess their schedules and predict the availability of resources in real time effectively and that technology competence lies in its ability to streamline interaction both internally and externally. One of the essential benefits of software expertise is its potential by promoting strategic thinking and knowledge transfer to improve the competitive advantage of an organization in the marketplace. The study recommends that the organisation incorporate top-down and bottom-up plan development on human resources in order to gain input from the lower management tier and involve workers in formulating strategies in order to significantly increase their contribution to executing a strategy. The study advises that the leadership of the institute should provide enough financial resources to execute strategies effectively. For each assignment within the plan, periodic cost estimates are important so that the use of financial resources can be made as efficiently as possible. On technology competence, the study suggests that management should seek more support for technical ways of executing strategies by having clear and articulated career paths for their staff, leave room for improvement to ensure cohesion of efforts in support of the implementation of the strategy. Similar studies should be carried out in private and public organizations since this study only focussed on non-profit organizations.
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Espegren, Olga. "Captivating debrief - how it made me feel, made me engaged and improved my self-efficacy." International Journal of Integrated Care 23, S1 (December 28, 2023): 763. http://dx.doi.org/10.5334/ijic.icic23296.
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Introduction: The world is facing an enormous demographic challenge. Soon, we must provide health services to twice as many people with todays’ staffing. A global survey shows that only 15% of the workforce are actively engaged at work (1). Organizations with ""thriving employees"" perform better (2). Self-efficacy is central to retaining personnel. Can capacity in the healthcare be increased by releasing more commitment and self-efficacy in the individual, and increased performance in teams? The aim of this qualitative, multi-method study was to explore what facilitators perceive to be present when they experience extraordinary simulation-based learning (SBL) in a municipal health-care setting.
Method: Exploration of what brings a debrief to life through 7 semi-structured individual interviews of fasilitators og SBL, 2 focus group-interviews logs and physical workshop with "story cards" based on findings in the individual interviews. Research-design with inductive exploratory approach chosen to get in-depth narratives of SBL the participants remembered extra well.
Results & discussion: The findings of the study are discussed in relation to the learning loop (3), the progress principle (4), high-quality connections (HQC) (5) and broaden-and-build theory (6). After analyzing the texts and achieving inter-author agreement, we found four main themes. Firstly, topic relevance for debriefings to “give goosebumps“. The topic must matter to the participants, either personally or to perform better, individually or as team. Secondly, the presence of psychological safety and "good feelings" were important. It is of great importance that the participants feel that it is safe to train, to create an atmosphere for learning, not assessment. Also, being able to frame the group to reduce participants’ fear of making a fool of themselves. Flourishing debriefings occur more in groups that feel safe, have good atmosphere, are having fun and want to return for more training.
Another theme was to give room for ventilation if strong emotions are evoked, but care not to release the entire energy in the room. The last theme found was co-creating new solutions by discovering new insights through reflection. That is what makes you feel alive as facilitator and participant!
Empirical evidence from the study may suggest that regular SBL, of high quality, in the workplace can breathe life into a working environment, thus providing a stepping-stone to better psychological safety at work and hence better patient safety (7). It can also help employees "flourish" in their jobs. Flourishing workplaces may improve capacity but must be studied further.
Keywords: debrief, positive emotions, meaning, relevance, psychological safety, co-creating
References:
(1)(SMBNorge, 2019, February 7)
(2) Dutton, J. (2003). Breathing life into organizational studies. Journal of management inquiry, Vol 12. (1), s.5-19.
(3)Hansen, M. (2018). Great at Work. Simon & Schuster Ltd. https://ebookcentral.proquest.com/lib/bilibrary/detail.action?docID=5680621
(4)Amabile, T., & Kramer, S. (2011). The Progress Principle. Boston: Harvard Business Review.
(5)Dutton, J. (2003). Fostering High-Quality Connections. Stanford social innovation review. p. 54-57.
(6)Fredrickson, B. (2013). Positive emotions broaden and build. Advances in Experimental Social Psychology, Vol. 47, s. 1-53.
(7)Edmondson, A. C. (2018). The fearless organization.
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Herbst, Uta, Hilla Dotan, and Sina Stöhr. "Negotiating with work friends: examining gender differences in team negotiations." Journal of Business & Industrial Marketing 32, no. 4 (May 2, 2017): 558–66. http://dx.doi.org/10.1108/jbim-12-2015-0250.
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Purpose This study aims to investigate whether a team of females negotiates differently than a team of males, and whether (workplace) friendship moderates the relationship between single-gender team composition and negotiation outcomes. Design/methodology/approach The authors used two laboratory studies and paired 216 MBA students into single-gender teams of friends and non-friends, and then engaged them in several dyadic multi-issue negotiations. Findings The results show that on average, male teams of non-friends reached significantly better outcomes than female teams of non-friends. However, and interestingly, female teams of friends perform equally to male teams of friends. Research limitations/implications The authors contribute both to the negotiations and the workplace friendship literature because very little research has examined negotiation among friends at work and in particular team negotiations. In addition, the authors also contribute to the literature on gender differences in negotiations because existing research has rarely examined the differences between all-male and all-female teams and especially the relationship between same-sex teams and their effects on negotiation outcomes. Practical implications This research has clear implications to managers with regard to team composition. Specifically, a winning all-female team should not be changed! Originality/value This is the first study to examine the relationship between workplace friendship, gender and negotiation outcomes.
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Brandão, Dafne Eva Corrêa, and Cristina Maria Galvão. "Nursing team stress in the perioperative period: an integrative review." Rev Rene 14, no. 4 (2013): 836–44. http://dx.doi.org/10.15253/2175-6783.20130004000021.
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This integrative review aimed at analyzing evidences available in literature regarding stress levels in nursing teams during the perioperative period. Primary studies were searched in the following databases: PubMed, CINAHL and LILACS. Included studies were grouped into the following thematic categories: stress level in the workplace and stress factors (n=8) and stress coping strategies used by the nursing staff (n=6). Evidence suggests that stress in the workplace worsens the health of the nursing team, provoking undesirable effects both in the professional and personal lives of these professionals. The assessment of working conditions to identify the main stressing factors and the implementation of individual and organizational measures to reduce nursing teams stress may increase productivity and workers’ satisfaction, improving the assistance quality offered to surgical patients.
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Setyawan, Jefri, and Agung Rian Asmoro. "Analysis of Aggressive Behavior Studies in the Workplace in Indonesia: A Systematic Literature Review." Community Medicine and Education Journal 5, no. 2 (February 22, 2024): 449–54. http://dx.doi.org/10.37275/cmej.v5i2.526.
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Aggressive behavior in the workplace is a crucial issue in Indonesia, potentially having a negative impact on individuals, teams, and organizations. This systematic literature review aims to analyze research on aggressive behavior in the workplace in Indonesia, including the factors that influence it, its impact, and coping strategies. This literature review uses the PRISMA (Preferred Reporting Items for Systematic Reviews and Meta-Analyses) method. A literature search was conducted in electronic databases such as Google Scholar, Scopus, and PubMed with the keywords "aggressive behavior", "workplace", and "Indonesia". From 25 relevant studies, the findings show that the factors that influence aggressive behavior in the workplace in Indonesia include work stress, workload, interpersonal conflict, and organizational culture. The impact of aggressive behavior in the workplace can include reduced productivity, employee turnover, and poor mental health. Coping strategies that can be implemented to overcome aggressive behavior in the workplace include stress management training programs, conflict intervention programs, and the formation of a positive organizational culture. Aggressive behavior in the workplace is a complex problem with various factors that influence it. Comprehensive prevention and mitigation efforts are needed to overcome this problem and create a safe and conducive work environment.
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Stavers, Cheryl, Rebecca Hassack, and Jenny Foster. "Redeployment Case Studies." FFF Clinical Finance Journal 1, no. 1 (October 21, 2020): 20–24. http://dx.doi.org/10.47113/fffcfj.v1i1.11.
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Since the start of the Covid-19 Pandemic, NECS have initiated a redeployment process across our workforce where employees have temporarily been asked to work in either different surroundings to their usual work place, in a different line of service or for another NHS organisation within our local health economy. We have been keen to hear from our colleagues who have been redeployed and have captured some of the experiences from multiple teams across our unit.
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Cant, Greg. "Book Reviews : Workplace Industrial Relations: Australian Case Studies." Journal of Industrial Relations 35, no. 2 (June 1993): 354–56. http://dx.doi.org/10.1177/002218569303500213.
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Farnhill, Tom. "Union Renewal and Workplace Greening - Three Case Studies." British Journal of Industrial Relations 56, no. 4 (December 26, 2017): 716–43. http://dx.doi.org/10.1111/bjir.12293.
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Tharr, Dawn, Jane Mccammon, and Lyle Mckenzie. "Case Studies: Workplace Fatality Related to Perchloroethylene Exposures." Applied Occupational and Environmental Hygiene 11, no. 3 (March 1996): 156–57. http://dx.doi.org/10.1080/1047322x.1996.10390595.
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Orta-Castañon, Pedro, Pedro Urbina-Coronado, Horacio Ahuett-Garza, Marcela Hernández-de-Menéndez, and Ruben Morales-Menendez. "Social collaboration software for virtual teams: case studies." International Journal on Interactive Design and Manufacturing (IJIDeM) 12, no. 1 (January 28, 2017): 15–24. http://dx.doi.org/10.1007/s12008-017-0372-5.
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Butt, Waqaas A., Amir Shariff, Sadaf Khan, and Asad I. Mian. "Global Surgery Hackathons: A Case Study From Pakistan." Surgical Innovation 28, no. 4 (May 24, 2021): 496–501. http://dx.doi.org/10.1177/15533506211018619.
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Background. Hackathons aim to solve problems in a selected field by bringing together people from multiple domains and combining their expertise. Global surgery is an emerging field with a huge burden of disease and massive implications for bettering health care. In this study, we describe the first Global Surgery Hackathon held in Pakistan and analyze the impacts of the hack and post-hack incubation. Methods. This research study used data collected from a Hackathon held at the Aga Khan University (AKU) in Karachi, Pakistan, and progress from the post-hack incubation teams. Data were collected from applications, from sign-in attendance, via evaluation forms, and milestone tracking of the incubation teams. A list of factors such as sectors addressed by winning projects and grants received was made. Results. The evaluations provided by the participants were positive, with mean scores of 4.00 (SD = .78) out of 5 on a Likert scale. Pitches made (n = 69, 68%) by the 109 participants were sorted into 5 categories: workplace, access, quality, safety, and design. Fifteen teams were formed, out of which 5 were accepted for incubation. All teams had a minimum viable product at the one-year mark. Conclusion. Hackathons are a reliable way to come up with effective solutions for targeted problems in various areas of health care and using the methodology of a Hackathon, a pool of low-cost, innovative solutions can be generated. These solutions can definitely impact health outcomes, especially for the field of global surgery. Further statistics should be collected to affirm the incubated solutions’ impact.
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Han, Siwan, Hyun Mi Yoo, and Jung Hoon Huh. "A Phenomenological Study on the Human Rights Violation Experience of Semi-professional Athletes at Workplace." Korean Journal of Sport Science 32, no. 3 (September 30, 2021): 391–402. http://dx.doi.org/10.24985/kjss.2021.32.3.391.
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PURPOSE This study aimed to identify the nature of human rights violations experienced by semi-professional athletes in semi-professional sports teams and explored the relevant cases.METHODS For this purpose, 35 semi-professional athletes (20 men and 15 women) from the semi-professional sports teams participated in the study, and data collection was conducted through in-depth interviews and focus group interviews (FGI). The collected data were analyzed using the phenomenological research method proposed by Colaizzi (1978).RESULTS The study summarized the results into five categories, 14 theme clusters and 41 themes. Its inherent structures include ‘first step to becoming a semi-professional athlete: disadvantageous contracts for players,’ ‘unavoidable absolute power: obedience to the coach,’ ‘forced training camp: autonomy and privacy infringement,’ ‘structural problems of the semi-professional sports federation: tyrannized power’ and ‘female players who are in male-oriented society: gender-focused than performance.’CONCLUSIONS The results of this study provided an understanding of athletes’ human rights violations experienced in semi-professional sports teams. Understanding athletes in semi-professional sports teams through phenomenological research was conducted based on previous studies discussing practical and policy intervention measures.
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Lematta, Glenn J., Shawaiz A. Bhatti, Hudson D. Graham, Joy Kim, Walter C. Fazio, Eric Holder, and Nancy J. Cooke. "Team Communication in Pre-Mission Briefs and Effectiveness in Distributed Action Teams." Proceedings of the Human Factors and Ergonomics Society Annual Meeting 66, no. 1 (September 2022): 1596–600. http://dx.doi.org/10.1177/1071181322661219.
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Workplace research suggests that roughly equal communication between teammates is positively associated with team effectiveness. A distinction between teams in these studies and distributed action teams is the degree of role specialization and context-driven communication which may entail unequal degrees of communication. Yet, distributed action teams may have more equal footing to provide inputs in contexts such as mission planning or briefings. Twenty-two ad hoc teams participated in a simulated ground combat vehicle task in which teams conducted six-missions and briefed before each mission. We used team performance, team situation awareness, team workload, and team resilience as team effectiveness criteria. Balanced degrees of communication in mission briefs were correlated with performance and resilience measures, and largely uncorrelated with situation-awareness and workload measures. The overall amount of communication was also largely uncorrelated with all effectiveness measures. The results suggest that communication balance in mission briefs may help predict effectiveness in action teams.
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Patil, Rahul K., Gopal Malhotra, Srinivasan Venugopal, Emad Salah, and Abdelfattah Ramadan. "Replantation of Nine Fingers in a Patient: A case report." Sultan Qaboos University Medical Journal [SQUMJ] 19, no. 3 (November 5, 2019): 248. http://dx.doi.org/10.18295/squmj.2019.19.03.012.
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Amputation of multiple fingers of both hands is a rare and serious injury. We report a case of a 41-year-old male patient who presented to Khoula Hospital, Muscat, Oman, in 2015 with the amputation of nine fingers due to a workplace injury. With two teams working in tandem, all the amputated fingers were re-attached. A total of seven fingers survived and the patient regained reasonable functionality of his hands. To the best of the authors’ knowledge, this is the first case of several finger amputations in Oman.Keywords: Fingers; Traumatic Amputation; Crush Injuries; Replantation; Case Report; Oman.