Dissertations / Theses on the topic 'Workforce'
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Van, Vleck Mark E. "Construction workforce 2000." Thesis, Springfield, Virginia: Available from National Technical Information Service, 1991. http://hdl.handle.net/10945/28068.
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Alfaro, Rojas Veronika Vanessa, Iparraguirre Maria Julia Elizabeth Mazzetti, Correa Pamela Pienira Melendez, Vallejo Naihr Brenda Pachas, and Chavez Rosa Milagros Saldivar. "Multiservicios ABC Workforce." Bachelor's thesis, Universidad Peruana de Ciencias Aplicadas (UPC), 2021. http://hdl.handle.net/10757/655500.
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Para el desarrollo del presente trabajo se realizó una investigación de mercado identificando que existe la necesidad de contratar servicios técnicos para el hogar que garantice seguridad y calidad, a la vez, existe la oferta de empleo de técnicos de servicios generales, por ello, el modelo de negocio Multiservicios ABC Workforce consiste en comercializar a través de su plataforma web los servicios técnicos para el hogar tales como: electricidad, gasfitería, cerrajería y pintura que serán realizados por técnicos capacitados y calificados en el domicilio del cliente cumpliendo las medidas de seguridad contra COVID-19.
En tal sentido, los servicios están dirigidos al segmento de hogares del NSE A, B y C ubicados en los distritos de la zona Moderna de Lima Metropolitana que son consumidores con estilo de vida sofisticado y moderno que valoran la calidad y practicidad, por ello, como propuesta de valor del servicio técnico para el hogar es entregar trabajos de calidad que generen en el cliente una experiencia de seguridad, garantía y ahorro de tiempo.
Cabe mencionar, los servicios técnicos para el hogar serán distribuidos por el canal directo utilizando como medio de captación de clientes: la plataforma web, Google Ad, redes sociales y alianza con empresas administradoras de condominios y departamentos. Además, es clave que el proceso de entrega del servicio técnico se realice de manera eficiente y oportuna, por ello, primero se realizará una cotización según los requerimientos del cliente en base precios competitivos del mercado.For the development of this project market research was carried out to identify the necessity to hire a technical service for each home that brings security and quality about the services it offers. Also, there are job offers for technicians in general. This business model “Multiservicios ABC Workforce” is to market the technical services for the home across its web platform such as electricity, plumbing, locksmithing and painting that will be to carry out by trained and qualified technicians at customer’s home with precautionary measures against COVID-19. In this regard, the services are directed to home segment of NSE A, B and C whose are in the districts of Lima Metropolitana modern that are consumers with a sophisticated and modern lifestyle who value the quality and practicality services. Therefore, home technical service value proposition, it is to deliver jobs that generates safety, guarantee and time-saving experience for the customer. It is also important to mention that technical services for homes will be distributed through the direct channel of customer acquisition by web platform, Google Ad, social networks and real states and condominium administrators. Furthermore, it is a key that the services delivery process must be made in an efficient and timely manner. For that, quotation will be performed first according to customer requirements based on competitive market prices.
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Hung, Rudy Ka Yiu. "Hierarchical workforce scheduling." Case Western Reserve University School of Graduate Studies / OhioLINK, 1990. http://rave.ohiolink.edu/etdc/view?acc_num=case1054821964.
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MONTOUR, JEANETTE NICOLE. "Subsidized Workforce Housing." University of Cincinnati / OhioLINK, 2008. http://rave.ohiolink.edu/etdc/view?acc_num=ucin1212157013.
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Granfeldt, Caroline. "Rotating Workforce Scheduling." Thesis, Linköpings universitet, Optimeringslära, 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-122507.
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Several industries use what is called rotating workforce scheduling. This often means that employees are needed around the clock seven days a week, and that they have a schedule which repeats itself after some weeks. This thesis gives an introduction to this kind of scheduling and presents a review of previous work done in the field. Two different optimization models for rotating workforce scheduling are formulated and compared, and some examples are created to demonstrate how the addition of soft constraints to the models affects the scheduling outcome. Two large realistic cases, with constraints commonly used in many industries, are then presented. The schedules are in these cases analyzed in depth and evaluated. One of the models excelled as it provides good results within a short time limit and it appears to be a worthy candidate for rotating workforce scheduling.
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Arvidsson, Emma-Maria. "Energizing the aging workforce effective leadership of an age heterogeneous workforce /." St. Gallen, 2008. http://www.biblio.unisg.ch/org/biblio/edoc.nsf/wwwDisplayIdentifier/01648328002/$FILE/01648328002.pdf.
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Wallace, Leslie Renee. "The emergent contingent workforce." Diss., Connect to a 24 p. preview or request complete full text in PDF format. Access restricted to UC campuses, 2008. http://wwwlib.umi.com/cr/ucsd/fullcit?p3291253.
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Thesis (Ph. D.)--University of California, San Diego, 2008.Title from first page of PDF file (viewed Feb. 14, 2008). Available via ProQuest Digital Dissertations. Vita. Includes bibliographical references.
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Robinson, Schnarda R. "Engaging a Multigenerational Workforce." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/4094.
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The U.S. Office of Personnel Management reported the productivity levels of the American multigenerational workforce decreasing as leaders strive to actively engage employees to improve organizational output. The purpose of this qualitative single case study was to explore what leadership strategies federal government managers use to engage a multigenerational workforce. The conceptual framework consisted of Kahn's employee engagement theory and Strauss and Howe's generational cohort theory. The sample consisted of 3 federal government managers within metro Atlanta, Georgia who had successfully managed a multigenerational workforce, demonstrated through the feedback they received from their employees. Data were collected using face-to-face semistructured interviews and a review and analysis of company documents. Data analysis consisted of applying Yin's 5 step data analysis process, and member checking and methodological triangulation of the data strengthened the trustworthiness of interpretations. Emergent themes included generational differences; strategies for working with multigenerational differences; and strategies for engaging a multigenerational workforce. The most effective strategies involved training, communication skills, and team building. Findings from this study may contribute to social change by providing federal government managers with the framework for understanding and engaging its multigenerational workforce, which can result in promoting positive relationships between coworkers, families, and communities. Positive relationships in the workforce may increase employee morale and motivation and decrease employee turnover and the unemployment rate.
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Chapple, Christopher W., and Michel J. Faire. "Acquisition workforce strategy: the challenge Defense (DOD) faces to improve its acquisition workforce." Monterey, California. Naval Postgraduate School, 2011. http://hdl.handle.net/10945/10579.
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The objective of this project is to examine the Defense's (DoD's) FY 2010 Acquisition Workforce Improvement Strategy. The project will outline developments that generated the need for DoD's Acquisition Workforce Improvement Strategy and DoD's efforts to address its acquisition workforce's ability to manage and oversee its services contracts. This project will also examine the implementation and effectiveness of DoD's Acquisition Workforce improvement initiatives to see if plans will meet intended higher-level directives. The result of this project will enhance acquisition personnel's understanding of the DoD's Acquisition Workforce Improvement Strategy and the initiatives that impact acquisition workforce.
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Lawrence, Craig David. "Current perspectives of statewide Workforce Investment Board members toward community college workforce investment programs." Thesis, [Tuscaloosa, Ala. : University of Alabama Libraries], 2009. http://purl.lib.ua.edu/2175.
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Morrow, Lora E. "Telecommuting in the Federal Workforce." Thesis, Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 2001. http://handle.dtic.mil/100.2/ADA401570.
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Thesis (M.S. in Contract Management) Naval Postgraduate School, Dec. 2001.Thesis advisor(s): Suchan, Jim; Lamm, David. "December 2001." Includes bibliographical references (p. 245-256). Also available in print.
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Suazo, Kïrsten N. "Effectively managing a virtual workforce." [Denver, Colo.] : Regis University, 2006. http://165.236.235.140/lib/KSuazoPartI2006.pdf.
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Hogan, Brendan, Louis Lockley, and Douglas Thompson. "Shaping the Navy's Acquisition Workforce." Thesis, Monterey, California. Naval Postgraduate School, 2012. http://hdl.handle.net/10945/7359.
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MBA Professional ReportApproved for public release, distribution unlimited
The Navy's acquisition workforce is at a crossroads. Force reductions caused the current problems of numerous personnel nearing retirement eligibility, insufficient end-strength to meet the current contracting landscape, and an overreliance on contractors. In response to these challenges, Congress enacted legislation increasing the size of the workforce and emphasizing strategic human capital planning. The present study seeks to determine how effectively the Navy's human capital initiatives provide the appropriate end-strength to accomplish the acquisition mission. Researchers utilized the Inventory Projection Model created by RAND to determine the potential effects of selected economic and policy factors on future workforce end-strength. The model relies on a scenario-based approach to predict the impact of such factors by varying input rates for hiring and attrition. Study results suggest that certain economic or policy changes could have a significant impact on personnel recruitment or attrition behaviors. The Navy's current initiatives are determined to be effective. However, increased personnel attrition, either through economic improvement or policy shifts, could cause an end-strength shortfall. Expanded use of the model is recommended to assist in estimating the potential effects of various economic and policy factors on the future shape of the acquisition workforce.
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Ross, Emma. "Cross-trained workforce planning models." Thesis, Lancaster University, 2017. http://eprints.lancs.ac.uk/86343/.
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Cross-training has emerged as an effective method for increasing workforce flexibility in the face of uncertain demand. Despite recently receiving substantial attention in workforce planning literature, a number of challenges towards making the best use of cross-training remain. Most notably, approaches to automating the allocation of workers to their skills are typically not scalable to industrial sized problems. Secondly, insights into the nature of valuable cross-training actions are restricted to a small set of predefined structures. This thesis develops a multi-period cross-trained workforce planning model with temporal demand flexibility. Temporal demand flexibility enables the flow of incomplete work (or carryover ) across the planning horizon to be modelled, as well as an the option to utilise spare capacity by completing some work early. Set in a proposed Aggregate Planning stage, the model permits the planning of large and complex workforces over a horizon of many months and provides a bridge between the traditional Tactical and Operational stages of workforce planning. The performance of the different levels of planning flexibility the model offers is evaluated in an industry motivated case study. An extensive numerical study, under various supply and demand characteristics, leads to an evaluation of the value of cross-training as a supply strategy in this domain. The problem of effectively staffing a pre-fixed training structure (such as the modified chain or block) is an aspect of cross-training which has been extensively studied in the literature. In this thesis, we attempt to address the more frequently faced problem of ‘how should we train our existing workforce to improve demand coverage?’. We propose a two-stage stochastic programming model which extends existing literature by allowing the structure of cross-training to vary freely. The benefit of the resulting targeted training solutions are shown in application using a case study provided by BT. A wider numerical study highlights ‘rules-of-thumb’ for effective training solutions under a variety of characteristics for uncertain demand.
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Kirkizlar, Huseyin Eser. "Performance improvements through flexible workforce." Diss., Atlanta, Ga. : Georgia Institute of Technology, 2008. http://hdl.handle.net/1853/26668.
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Thesis (Ph.D)--Industrial and Systems Engineering, Georgia Institute of Technology, 2009.Committee Co-Chair: Hayriye Ayhan; Committee Co-Chair: Sigrun Andradottir; Committee Member: David M. Goldsman; Committee Member: Douglas G. Down; Committee Member: Robert D. Foley. Part of the SMARTech Electronic Thesis and Dissertation Collection.
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Bialy, Eugene J. "Emerging Trends in Workforce Diversity." SeeFull Text at OhioLINK ETD Center (Requires Adobe Acrobat Reader for viewing), 2004. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=toledo1082983510.
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Mcnaught, Andrew James. "Factors Influencing Orthodontic Workforce Requirements." Thesis, Faculty of Dentistry, 1996. http://hdl.handle.net/2123/5019.
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Barajas, Christopher. "DATA DRIVEN WORKFORCE PERFORMANCE PLANNING." CSUSB ScholarWorks, 2019. https://scholarworks.lib.csusb.edu/etd/945.
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The business of logistics and transportation is increasing in demand and complexity and will do so into the future. As with many businesses in the digital age, large amounts of data is being generated at increasing speeds leading us all into the era of big data. A common result is that organizations are left data rich and information poor. At ABC Logistics, and many other third party logistics and transportation companies, the question is how to harness the data and create centers of excellence through business intelligence methodologies. This research project goes through the steps taken to identify an area where business intelligence and data transformation could be an advantageous prospect and how to present it in a way that would be of great benefit to the organization as a whole.
Third party logistics companies, such as ABC Logistics, operate under a business model where they do not produce or own any of the product they manage through the supply chain process. What they sell is their expertise in logistics services from the inbound of product, processing of orders, and outbound shipping to and from the customer. This makes the third party logistics business very competitive. Competitive advantages are key to success in this type of business and one area that is underutilized is measuring and managing labor productivity. Currently, ABC Logistics utilizes an AS400 system for warehouse management and Kronos for timekeeping. The problem lies in how to get all the information together in one location where transactional master data is shared across the organization. Once we do that, then the second problem would be analysis and decision management i.e., how we analyze the data and present the information in a human readable format for frontline supervisors and middle management to be able to interpret the data and take action.
The solution will be to create a data warehouse to normalize all the various data sources for timekeeping and warehouse production transactions. In order to build the data warehouse, we will utilize an SQL Database with SQL Server Integration Services to transform the data into our data warehouse. With the data transformed into a structured and consistent format, the data is analyzed and the results presented in a human readable format. This will be done through business intelligence tools such as Power BI that allows us to create custom dashboards. This solution will lead to a better understanding of our operation, increase profit, and give ABC Logistics a competitive advantage over their competitors.
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Caruth, Fran. "The health of Canadian women in the workforce : a comparison between homemaker women, workforce women and workforce men based on the 1979 Canada health survey." Thesis, University of British Columbia, 1987. http://hdl.handle.net/2429/26181.
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In the past twenty-five years there has been a marked increase in the number of women in the paid labour force, especially among women with young children. Time studies have shown that when a woman has a young family plus a position in the paid labour force, she works a very long day and has little time for recreational or leisure pursuits.
This thesis therefore poses the following questions:
1. Do women who participate in the paid labour force report poorer health status than their counterparts who are homemakers?
2. Do women who participate in the paid labour force exhibit lifestyle patterns significantly different from their homemaker counterparts?
3. Do women in the paid labour force exhibit health care utilization patterns significantly different from their homemaker counterparts?
and 4. Do women's lifestyles, reported health status and health care
utilization patterns differ from those of their male counterparts in the paid labour force?
Data from the 1978-79 Canada Health Survey (C.H.S.), which had asked a wide cross-section of Canadians about their lifestyle, health status and use of the health care system, were used to explore these questions. A model was then developed for this study which linked health risk behaviours, health status and health care related behaviours, and which used the variables available in the C.H.S. data base. Multiple Classification Analyses were carried out to determine the best predictors of women's health risk behaviours, health status and health care related behaviours. The three study groups were then standardized using the top two predictors and the rates of the various states and behaviours were compared.
First, in the prediction of women's health risk behaviours, the demographic variables included in the model were not effective as only 3-4% of the variance in the scores could be explained. Secondly, in the prediction of health status scores, the composite health risk scores developed for each subject plus the demographic variables were able to explain 4 - 11% of the variation. Thirdly, in the prediction of women's health care related behaviours the composite health risk scores, the health status scores and the demographic variables were together able to explain 14 - 27% of the variance.
When the standardized rates for high health risk behaviours were compared, there were significant differences between the three groups but no group was consistently better or worse than any other. The men's group however, consistently reported better health and less use of the health care system. The women's groups reported similar health states but women in the paid labour force reported a higher use of medications and fewer days in hospital.
The C.H.S. was designed to address issues which affect the whole population. The questions therefore, were not always sufficiently specific to describe the special circumstances of women, especially for example in their childbearing and nurturing years. The rapidly changing social and economic circumstances of women and their families, as women enter the paid labour force, plus the need for more information on their health risk behaviours - what these behaviours are, and what predisposes women to engage in them - point to the need for more research focused specifically on this section of the population.Medicine, Faculty of
Population and Public Health (SPPH), School of
Graduate
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Pepper, Ian K. "The initial education and training of tomorrow's police workforce today and today's police workforce for tomorrow." Thesis, Teesside University, 2013. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.604547.
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The police service across the United Kingdom (UK) has gone through many fundamental changes since its foundations were laid by the Metropolitan Police Act (Great Britain, 1829). In the 21st century the education and training of new police recruits and their continuous professional development has come under the spotlight for reform. In itial education and training reforms have included a move from central police training sites to local delivery to suit local policing needs and partnerships being created with further and higher education. In these times of austerity the service is also proposing a move away from recruiting individuals and training them to expecting individuals to receive components of their education and training prior to employment. This move to pre-employment education and training (called pre-join by the police service) has also brought other policing roles to the fore of the reform agenda including police staff and special constables. As a professional educator working within higher education, having experienced both operational and support policing roles in a range of contexts, the author is an advocate of the benefits of both career and lifelong learning. Over a number of years the author has strived to provide educational support to the police service either for those who are employed by the police service or alternatively those who are aspiring to work within the sector. A number of these initiatives, both past and present, are listed within the evidence sections of the portfolio and provide a focus for the development of an academic discipline of policing. The opportunities which exist for all of the stakeholders iniJO lved in the initial education and tra ining of the police service are many, varied and at times challenging, but the support and insights which can be provided by higher education can do much to develop this important aspect in the professionalisation of the police service. The contribution of a route map (or framework) will be of value to the individual learner, whether employed or not, the police service as a whole and educational providers, as it will enable all of the stakeholders involved to understand the routes available for new police officer recruits for their initial education and training as they enter the profession. These routes are linked, through higher education, to the complexities of FHEO and OCF frameworks, along with the identification of opportunities for the recognition of APL and the police requirements for the completion of a 'certificate in policing knowledge' (often referred to as the technical certificate) or equivalent and the 'diploma in policing'.
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Al-Junaibi, Talal. "Management of the diverse workforce : job satisfaction among culturally diverse workforce in the United Arab Emirates." Thesis, Northumbria University, 2001. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.342840.
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Fuh, Du-Shean. "Hierarchical workforce scheduling with limited substitution as well as full-time and part-time workforce mix." Case Western Reserve University School of Graduate Studies / OhioLINK, 1991. http://rave.ohiolink.edu/etdc/view?acc_num=case1055881325.
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Bolton, Kim. "Technology for the 21st Century Workforce: A Case Study of a Rural East Tennessee Workforce Community." Digital Commons @ East Tennessee State University, 2019. https://dc.etsu.edu/etd/3545.
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The purpose of this study was to assess technology use, on-the-job technology training, education levels, and salary ranges of employees in low-, middle-, and high- skill jobs in a rural county in East Tennessee to create an example of a small town workforce. For this study, technology included computers, robotics, and mobile technology. A survey determined the technology used, training provided, salaries, and job skill levels based on education obtained and required by major employers. The study identified the level of jobs requiring more technology skills and salaries or training related to these job skill levels. Participants included 336 persons who completed an electronic survey. Participants represented twenty-eight different companies in healthcare, education, manufacturing, banking, and other small businesses in an East Tennessee rural county.
The major findings of the study included: a) use of multiple forms of technology in all job skill levels; b) more time spent in on-the-job training for higher job skill levels; c) participants in lower job skill levels more likely to be overqualified for their position; d) participants in higher paying jobs used more types of technology; and e) participants in higher skill level jobs tend to have higher salaries. The study concluded that, while technology affected all skill levels, there was a significantly positive relationship between salary, technology use, technology training, and job skill level.
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Shroyer, Margaret Jean. "Workforce training needs in northeastern Minnesota /." Diss., ON-CAMPUS Access For University of Minnesota, Twin Cities Click on "Connect to Digital Dissertations", 2000. http://www.lib.umn.edu/articles/proquest.phtml.
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Ayers, Kathryn M. S., and n/a. "The dental workforce in New Zealand." University of Otago. School of Dentistry, 2009. http://adt.otago.ac.nz./public/adt-NZDU20090626.142511.
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Each of the seven investigations described in this thesis relate to the dental workforce in New Zealand (NZ). A variety of approaches were used to identify key trends in the NZ dental workforce, with a particular emphasis on comparing dental therapists, dental hygienists and dentists, and determining differences among dentists according to gender and immigrant status.
Nation-wide postal surveys of dentists, dental therapists, and dental hygienists were undertaken to determine the working practices and career satisfaction of each type of oral health professional. A longitudinal analysis of the dentist workforce was then undertaken to describe changes in the NZ dentist workforce over time. An investigation of the job stressors and coping strategies of New Zealand dentists followed. This led to a qualitative study of the experiences of immigrant dentists in NZ, which sought further detail regarding the concerns raised by the Stress Study. The final investigation was a survey of the self-reported occupational health of NZ dentists, which built on from the results of the preceding studies.
There were substantial differences in the working practices of male and female dentists. A greater proportion of female dentists had taken a career break of six weeks or more, usually to care for children. Larger proportions of women worked as employees or practice associates, and worked part-time. Women also planned to retire earlier than male respondents. Men were more active in continuing professional education and had higher career satisfaction.
The career satisfaction of dental therapists and dental hygienists was similar, but dental therapists were much less satisfied with their income, and few felt a valued part of the dental community. Although many dental hygienists had taken substantial career breaks for childrearing, they were shorter than those taken by dental therapists. More therapists than hygienists planed to retire within the next 10 years.
Over the nine-year period from 1997 to 2005, there was a significant increase in the number of women and overseas-trained dentists in the workforce. The proportion of dentists working in small towns decreased, and the percentage working part-time increased. The involvement of dentists in continuing professional development increased during that time.
There was considerable variation in the number of stressors experienced by dentists, with overseas-qualified practitioners reported experiencing more stressors more frequently than did those trained in NZ. There were differences in the strategies used by male and female dentists to manage stress.
Most immigrant dentists had found the dental registration examination process to be difficult and stressful. Uncertainty about the content of the examination and the high costs involved were key factors. Contact with practicing dentists during this time was found to be helpful.
Overall, most dentists had good general health, but physical fitness levels were not ideal. The prevalence of hand dermatoses and musculoskeletal problems was high, with around 60% of dentists experiencing pain or discomfort. Workplace bullying was reported by 20% of dentists, and over 25% had experienced a violent or abusive incident.
There is a need for ongoing monitoring of the workforce, particularly as the gender distribution (and societal trends and expectations) continues to change. Further support systems for immigrant dentists would be beneficial. Female and rural dentists also have unique circumstances and increased risk of professional isolation. Researchers and the professions will watch with interest the changes over the next decade as dual-qualified auxiliaries enter the dental workforce and public dental services are redeveloped.
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Reed, Timothy. "Army contracting command workforce model analysis." Monterey, California. Naval Postgraduate School, Graduate School of Business and Public Policy, 2010. http://hdl.handle.net/10945/24418.
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De, Silva Maduwage. "Dental workforce planning in Sri Lanka." Thesis, University of Southampton, 2012. https://eprints.soton.ac.uk/354407/.
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Sri Lanka is a developing South Asian country which provides free education and healthcare for all its citizens. This thesis presents a policy-oriented study, partly empirical and partly modelling, whose aim was to understand dental care provision and workforce planning, at a time where Sri Lanka‟s dental health policies appear to have failed to achieve their intended results, leading to a mismatch between supply and demand, i.e. “underemployment and unemployment” of trained dental surgeons, despite an increasing need for dental care within the population. The first section of this thesis describes a novel method of collecting primary data on Sri Lanka‟s dental health professionals, in a challenging setting where there was no existing database. The thesis also presents a methodology to convert need for dental care to demand for care, adapting an existing model developed by the World Health Organization and the Federation Dentaire Internationale to suit the Sri Lankan setting. Finally, this section of the thesis describes a survey to identify the “timings” taken for various dental treatment modalities in Sri Lanka. The second section of the thesis presents a System Dynamics model, which uses the data obtained from these empirical surveys, to address dental workforce planning issues in Sri Lanka. The model is then used to simulate various different scenarios, generating realistic, practical and insightful lessons for policy making. Based on the results of this model, in 2011 the Government of Sri Lanka took steps to deal with the “employment mismatch” issue by restricting the annual intake of dental students and by creating 400 new Government-funded posts over the following two years.
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Pack, Robert P. "Workforce Development in Tennessee: Lessons Learned." Digital Commons @ East Tennessee State University, 2011. https://dc.etsu.edu/etsu-works/6337.
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Van, Sickle K., A. Beecham, and Jodi Polaha. "Training a Workforce for Primary Care." Digital Commons @ East Tennessee State University, 2014. https://dc.etsu.edu/etsu-works/6583.
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Bernauer, Kaitlyn. "The Multigenerational Workforce: A Communication Audit." University of Akron / OhioLINK, 2018. http://rave.ohiolink.edu/etdc/view?acc_num=akron1521038648497938.
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Mayock, Thomas Joseph. "Essays on the workforce housing problem." Tallahassee, Florida : Florida State University, 2009. http://etd.lib.fsu.edu/theses/available/etd-11022009-191610/.
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Thesis (Ph. D.)--Florida State University, 2009.Advisor: Keith Ihlanfeldt, Florida State University, College of Social Sciences, Dept. of Economics. Title and description from dissertation home page (viewed on Mar. 19, 2010). Document formatted into pages; contains ix, 123 pages. Includes bibliographical references.
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Pack, Robert P., and Paula Masters. "Workforce Development in Tennessee: Lessons Learned." Digital Commons @ East Tennessee State University, 2013. https://dc.etsu.edu/etsu-works/1356.
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Smoyer, Catherine Byrnes. "Building Workforce Capability in Nonprofit Organizations." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/6677.
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Leaders of nonprofit organizations in the United States must build workforce capabilities to meet increasing demands for services. This single-case study explored strategies nonprofit leaders used to build workforce capability to address increasing service demands. The conceptual lens for this study was the full-range leadership theory. Data were collected through semistructured interviews from a purposeful sample of 3 senior executives of a single nonprofit organization located in the midwestern region of the United States. Information from internal and external documents and publicly available documents also provided data. Information and data sources included internal organizational and workforce performance data, strategy plans and analysis, internal and external financial documents, organizational website, and nonprofit data and information websites. Data and information from internal and external documents, interviews, and publicly available information were manually coded. Findings were validated through data triangulation and member checking. Using thematic analysis, 4 themes emerged related to building workforce capability: an emphasis on employee development, the expansion of technology systems, a concentration on developing a culture of autonomy and trust, and the introduction of processes and measurements. The findings from this study might contribute to positive social change by providing nonprofit leaders with strategies and data to support a deeper understanding of how to effectively build workforce capability to address increasing service demands.
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Cornelius, Avon Donnell. "Strategies for Motivating a Multigenerational Workforce." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5314.
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The multigenerational workforce creates leadership challenges for business managers, and the members of each generational group have different factors that motivate them. Failure to motivate a multigenerational workforce can lead to decreased productivity, increased absenteeism, high turnover rates, and reduced profits. The purpose of this single case study was to explore the strategies that marketing managers in a Maryland-based marketing firm use to motivate a multigenerational workforce using Maslow's hierarchy of needs theory. The study comprised 7 marketing managers who have experience motivating a multigenerational workforce. The data collection process for this study consisted of semistructured interviews, observation, and member checking to explore successful strategies for motivating members of the multigenerational workforce. The data analysis used to examine the research for this study consisted of data coding, organizing, and making conclusions using methodical triangulation. In this study, methodical triangulation was used to confirm findings, increase validity, and enhance understanding. During the analysis, the 4 themes that emerged were communication and connecting, teamwork and collaboration, training and development, and rewards and recognition. By implementing the identified strategies, these marketing managers were able to motivate members of the multigenerational workforce. These findings indicate that there are specific strategies leaders can use to motivate a multigenerational workforce. The implications for positive social change include potential to foster better understanding, acceptance, and appreciation of the members of the multigenerational workforce as well as improved community relations.
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Jones, Laurita M. "Strategies for Retaining a Multigenerational Workforce." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/3789.
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As organizations become more age diverse, some business leaders face challenges managing a multigenerational workforce. The purpose of this single case study was to explore strategies that leaders at a university in Northwest Florida implemented to retain their age-diverse workforce. The targeted population was higher education business managers who had success with retaining an age-diverse staff. The conceptual framework of the study was Herzberg's 2-factor theory of motivation. A significant tenet of this theory is that employees explain satisfying and dissatisfying experiences based on intrinsic and extrinsic factors related to their job functions. The data collection process included face-to-face interviews with 4 participants and a review of company documents, including the university's strategic plan and diversity and inclusion initiatives. Through coding and thematic analysis, 7 themes emerged that could help leaders retain a multigenerational workforce: foster a diversity-friendly workplace culture, implement effective interpersonal communication strategies, employ a formal approach, encourage a healthy work-life balance, value employees and their differences, offer professional growth opportunities, and eliminate negative generational stereotyping. Developing and cultivating retention strategies may contribute to social change by helping managers and leaders enrich retention rates, thereby increasing employment stability, improving productivity, and enhancing organizational and community relations.
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Iden, Ronald Lee. "Strategies for Managing a Multigenerational Workforce." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/2087.
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The multigenerational workforce presents a critical challenge for business managers, and each generation has different expectations. A human resource management study of organizations with more than 500 employees reported 58% of the managers experiencing conflict between younger and older workers. The purpose of this single case study was to explore the multigenerational strategies used by 3 managers from a Franklin County, Ohio manufacturing facility with a population size of 6 participants. The conceptual framework for this study was built upon generational theory and cohort group theory. The data were collected through face-to-face semistructured interviews, company documents, and a reflexive journal. Member checking was completed to strengthen the credibility and trustworthiness of the interpretation of participants' responses. A modified van Kaam method enabled separation of themes following the coding of data. Four themes emerged from the data: (a) required multigenerational managerial skills, (b) generational cohort differences, (c) most effective multigenerational management strategies, and (d) least effective multigenerational management strategies. Findings from this study may contribute to social change through better understanding, acceptance, and appreciation of the primary generations in the workforce, and, in turn, improve community relationships.
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Butler, Lydia. "Strategies for Training a Multigenerational Workforce." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/7126.
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For the first time in history, 5 generations are working side by side, creating a challenge concerning training, developing, and managing a multigenerational workforce. More people are working into their later years, and the U.S. labor force participation rate of individuals age 55 and older is projected to increase from 22.4% to 24.8% by 2026. The purpose of this single case study was to explore training strategies managers used to improve multigenerational employee productivity. The sample population included 6 managers of an automotive company in the Great Lakes area of the United States who had knowledge and experience supervising multigenerational workers. Human capital theory was the conceptual framework used to ground the study. Data were collected from semistructured face-to-face interviews, company documents, and website pages. Data analysis included coding to identify themes and member checking to ensure validity. The 2 main themes were collaborative training methods and mentoring programs; the 2 subthemes were advancement and promotion, and retention of employees. Findings of this study may be used to support older employees working longer than traditional retirement age, which might benefit society with increased economic productivity through decreased costs of retirement benefits, healthier living, and greater longevity.
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Knoell, Daren, Victor Nizet, Erica Rosemond, and Nicholas E. Hagemeier. "Engaging the Next-Gen Research Workforce." Digital Commons @ East Tennessee State University, 2019. https://dc.etsu.edu/etsu-works/5416.
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The 2019 Research Symposium will bring together leaders in research and training from colleges and schools of pharmacy to discuss opportunities and challenges in research training at pharmacy schools. Symposium topics will include engaging pharmacy students in research projects and strengthening the pipeline for pharmacy research, integrating basic and clinical sciences in pharmacy schools, the value of research experience for building professional competencies and more. Through a mix of presentations, panel discussion and open forums, symposium participants will share experience and ideas and seek to identify points of potential collaboration to advance pharmacy research training. Deans, department chairs and faculty involved or interested in expanding research training are encouraged to attend.
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Giliberti, Lorenzo. "Workforce Optimization for a Facility Management Company." Master's thesis, Alma Mater Studiorum - Università di Bologna, 2018.
Find full textAbstract:
This master thesis deals with an internship experience held in DecisionBrain, a software company based in Paris. During the 6-months experience, the candidate has been involved in the project team managing a dedicated software system, specifically tailored on a Facility Management company requirement. The tool, later called WFO, aims to supply a strategic planning support to analyze workforce requirement in a site, hence it helps to better manage facility services provision. The thesis is divided in three parts. The first chapter aims to provide a complete picture on the recently recognized Facility Management discipline. The second chapter provides a high-level description of the tool optimization model. It also describes the main activities performed carried out during the internship for the WFO tool development. Finally, the third chapter illustrates an insight into the tool computational performance, providing a support to better forecast computation complexity and increase the WFO model optimization awareness.
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Larluz, Jill M. "Satisfaction & motivation in the global workforce /." Staten Island, N.Y. : [s.n.], 2004. http://library.wagner.edu/theses/business/2004/thesis_bus_2004_larlu_satis.pdf.
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Jung, Jin Wook. "Shareholder Value and Workforce Downsizing, 1981-2006." Thesis, Harvard University, 2012. http://dissertations.umi.com/gsas.harvard:10511.
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Even before the current economic meltdown, waves of downsizing, starting in the late 1970s, had swept corporate America, eroding workers’ expectations of economic security. But not only did downsizing become more prevalent during this period; its basic nature changed. Previously, firms had cut jobs temporarily, to adjust the size of their workforce during a downturn. Since the late 70s, firms have increasingly cut jobs in both good and bad times, in order to boost stock price. My dissertation examines the inter-group power dynamics underlying the transformation of workforce downsizing as a shareholder-value strategy. Examining both downsizing announcements from more than 700 leading U.S. corporations between 1981 and 2006, and actual implementation of the announced downsizing plans, I find at work in the process a shift in ideology, from an emphasis on corporate growth and conglomeration to an emphasis on profitability and shareholder value, an ideology that both reflects and intensifies the growing influence of shareholders over firms and the declining role of labor. My first empirical chapter examines the role of institutional investors and shareholder-value-oriented managers in the transformation. The second empirical chapter examines the potential resistance from labor unions and shows how the anti-union stance of the public policy regime in the 1980s weakened unions’ power to resist. The last empirical chapter examines the role of investors, unions, and executives in the implementation of announced downsizing plans and demonstrates the contested nature of the implementation process. Together, these three chapters illustrate the class politics simmering under the surface of the acceptance of downsizing for shareholder-value maximization, and emphasize the role of agency and power, as constructed by particular institutional logics, not only in promoting but also resisting the process of institutional change.Sociology
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Powell, Naomi Helen. "Simulation and optimization of healthcare workforce need." Thesis, University of Southampton, 2006. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.430676.
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Bruton, Alison Elizabeth. "Work-life balance and the workforce reforms." Thesis, University of Birmingham, 2013. http://etheses.bham.ac.uk//id/eprint/4116/.
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Work-life balance is a relatively unexplored topic in the educational field, yet it was a significant element of the National Agreement (2003) which sought to enable teachers, including head teachers, to achieve a reasonable work-life balance. Subsequently the workforce reforms were introduced into schools in a phased manner in order to implement the Agreement’s principles. This study seeks to establish the meaning of work-life balance and goes on to examine the effectiveness of the workforce reforms in achieving their goal to support teachers in achieving such a balance. This is a qualitative study using multiple case study methodology. Data was gathered via semi-structured interviews with twelve teachers and six leaders from three secondary schools in the same locality. The differing perspectives of teachers and leaders in the schools are highlighted in order to identify the key factors which affect the ability of an individual to achieve a work-life balance. Following an analysis of the findings it is suggested that the workforce reforms had not been effective in this respect. Further, it is proposed that personal capacity and personal control are pivotal in enabling staff in secondary schools to manage the work and non-work aspects of their lives in order to achieve an acceptable balance.
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Hamade, Mona. "Women and Emiratisation in the UAE workforce." Thesis, University of Cambridge, 2016. https://www.repository.cam.ac.uk/handle/1810/288678.
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The Convention on the Elimination of All Forms of Discrimination against Women (CEDAW) which was adopted in 1979, and the 1995 Beijing Declaration and Platform for Action have generated global and regional momentum in the advance of equal gender opportunities. This research explores the increased presence of women in higher education and their subsequent entry into the workforce in the United Arab Emirates. The government has attempted to reduce its citizens' dependency on public sector employment and promote opportunities in the private sector. Governmental efforts have included improving the education system, granting women access to education and introducing funding schemes to encourage employment initiatives. Yet, despite these efforts, unemployment across the UAE remains at a high level, with public sector favoured by Emirati nationals. The country's drive to nationalise the labour force reflects the necessity of utilising the capabilities of Emirati nationals, both men and women, to diversify the rentier state economy. Emiratisation is a national government strategy in the United Arab Emirates that aims to reduce the country's reliance on expatriate labour and increase the participation of nationals in the labour market, both in the public and private sectors. The research for this thesis begins by exploring the inadequacy of classical rentier state theory and examining Mathew Gray's theory of late rentierism within the context of the United Arab Emirates. It further builds on the late rentierism model with a particular focus on the role of women, education and youth participation. The methodological approach used in this research is primarily qualitative, including interviews with final year university students, and professionals in the banking sector of both sexes. These groups were chosen to highlight the practical implications of governmental Emiratisation policies aiming to increase job opportunities across the United Arab Emirates. To date, very little research has been conducted on the issues of gender, work life balance policies and new workforce trends in the UAE.
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Yeung, Louise H. (Louise Ho-Yee). "Challenges in implementing green workforce development training." Thesis, Massachusetts Institute of Technology, 2013. http://hdl.handle.net/1721.1/81154.
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Thesis (M.C.P.)--Massachusetts Institute of Technology, Dept. of Urban Studies and Planning, 2013.Cataloged from PDF version of thesis.
Includes bibliographical references (p. 44-47).
To meet the labor demands of green economic development, workforce development programs are increasingly training low-income workers for living wage jobs that contribute to environmental services or benefits. Yet, effectively preparing workers for jobs in emergent green economies, which can span many different sectors from energy efficiency to waste management, presents significant challenges for job training programs in practice. This thesis investigates the difficulties of adding a green dimension to job training while still meeting the basic employment objectives of workforce development programs. Through the experiences of the Oakland Green Jobs Corps and the Baltimore Center for Green Careers (BCGC), I analyze the mechanisms through which each program has influenced labor supply and demand to enable jobs in the green economy. Ultimately, the two cases highlight the tradeoffs between achieving green objectives and securing employment for disadvantaged workers at scale. In shedding light on how and why different programmatic decisions have influenced performance outcomes, this thesis aims to inform other cities' decisions in developing green jobs training initiatives.
by Louise H. Yeung.
M.C.P.
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Ward, Francis. "Modernising workforce data collection in social care." Thesis, King's College London (University of London), 2012. https://kclpure.kcl.ac.uk/portal/en/theses/modernising-workforce-data-collection-in-social-care(0936dd94-e83b-474b-a45c-f3b6ee696c75).html.
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Overview This is a study of a key development in workforce data collection and the development of workforce intelligence in social care in England. -- Aims To investigate the establishment of the National Minimum Data Set for Social Care [NMDS-SC] in England 2003-2010. To consider the establishment of the NMDS-SC in the light of the size of and disparate numbers of employers in the social care sector, and the legal, policy and service delivery context. To consider the role of data sets in workforce planning and requirements in social care and to explore the importance of stakeholders in the development of the NMDS-SC. -- Literature The study reviews the literature about social care workforce data sets and sets it in its theoretical context. The background to the study is presented with considerations of quantitative and qualitative analyses of workforce intelligence in social care in England: the role of key organisations in data collection such as Topss/Skills for Care England, Government Departments, The Employers Organisation, the National Care Standards Commission and its successor, and the Sector Skills Council for social care, Skills for Care. -- Methods This study uses a case study approach and draws on material that is publicly available. It describes and analyses the introduction of the NMDS-SC. It uses insights from stakeholder theory, complexity theory, and the use of marketing and draws on insights from the management of change. It explores how and why the process of rationalising, systematising and modernising the process of data collection about its workforce by the English social care industry took place in the years 2003-2010.
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Desmond, Helen J. "Workforce reduction, older workers and public policy." Thesis, University of Warwick, 2002. http://wrap.warwick.ac.uk/105608/.
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This thesis explores the hypothesis that the existing statutory and regulatory framework relating to redundancy and pensions relating to redundancy and pensions encourage employers to adopt workforce reduction strategies that discriminate against older workers. In testing this thesis primary data were collected utilising a case study approach, studies being carried out at three of the Big Four high street banks to identify their workforce reduction strategies and the factors shaping them. It is argued that three main factors encourage employers to adopt workforce reduction strategies that have particular implications for older workers: the existing legal and regulatory framework relating to redundancy, which is perceived by employers to threaten their ability to control the redundancy selection process; the existence of pension funds and the statutory and regulatory framework relating to pensions, which enables the cost implications of redundancy to be alleviated or eliminated, and a desire by employers to avoid disruption and conflict, which has led to the preferences of unions and financial market analysts being taken into account. It is argued that these factors have encouraged the use of early exit schemes, which has concentrated redundancies on older workers. Age prejudice experienced by older workers makes it difficult for them to re-enter the labour market and those aged 50 and over remain unemployed for longer than any other age group. This has led to what has been referred to as a collapse in employment amongst older workers and an increase in economic inactivity, as older men in particular, withdraw from the labour market, preferring to be labelled retired as opposed to unemployed. Taken together with existing and projected demographic change, the economic and social implications of high rates of economic inactivity amongst older workers has brought about a policy shift towards older workers generally. Supply-side responses in the UK have been statutorily based, with key objectives being to encourage inactive older workers to return to the labour market and to make it less attractive for them to remain economically inactive. Meanwhile, demand-side responses have been ambivalent and have concentrated on a succession of voluntary campaigns to encourage employers to value diversity and to retain and recruit older workers. It is argued that the statutory and regulatory frameworks relating to redundancy and pensions have not been reformed, and voluntary campaigns have done little to displace employer and trade union preferences for exit strategies that disproportionally affect older workers. Demand-side responses are increasingly being affected by European Union policy. In particular, by the Employment Guidelines, which encourage the promotion of social inclusion throughout the European Union. Most recently the Framework Directive has come into force, reflecting supra-national policy concerns about early exit from the labour market and the economic and social implications of high levels of economic inactivity amongst older workers. This thesis offers a theoretical and empirical contribution to the public policy debate on early exit from the labour market at a time when the UK Government is contemplating embarking on consultations over specific legislation regarding age discrimination. As the implications of demographic change begin to affect employment policy, the thesis also informs the debate on the more general policy issues surrounding the length of working life.
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Wallace, Rick L. "Engaging the Clergy in the Oncology Workforce." Digital Commons @ East Tennessee State University, 2011. https://dc.etsu.edu/etsu-works/8736.
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Burch-Hubbard, Lorri. "Managing Stress in a Constantly-Changing Workforce." Digital Commons @ East Tennessee State University, 2020. https://dc.etsu.edu/etd/3694.
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When staffing reductions occur in the workplace, staff left behind may face increased stress, may not be given the support they need to manage the feelings caused by the reduction. This study was conducted to evaluate the impact of stress caused by staffing reductions has on medical technologists (MT), medical technicians (MLT) and respiratory therapists (RT), and to identify any common methods of stress management used by those staff who remain in the organization.
Literature research showed the negative impact stress can have on individuals when it is not addressed, such as decreased work performance, health issues, and even the inability to lead a normal life.
After an extensive review of the data, no statistically significant common methods of coping strategies were identified between these two professions using prescribed variables. However, the same three strategies used to cope with staffing reduction-related stress were ranked at the top in both professions.
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Hussain, Amjad. "Workforce challenges : 'inclusive design' for organizational sustainability." Thesis, Loughborough University, 2013. https://dspace.lboro.ac.uk/2134/12578.
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Today's challenge for workforce management lies in providing a healthy, safe and productive working culture where people are valued, empowered and respected. Workforce diversity is becoming an essential aspect of the global workforce, and ageing is the most prominent and significant factor in this regard. Diversity brings many opportunities and challenges, as workers with different backgrounds, cultures, working attitudes, behaviours and age work together, and in future, the key to organizational effectiveness and sustainability will heavily depend on developing and sustaining inclusive work environments where people with their differences can co-exist safely and productively. Manufacturing organizations expect the highest levels of productivity and quality, but unfortunately the manufacturing system design process does not take into account human variability issues caused by age, skill, experience, attitude towards work etc. This thesis focuses on proposing an inclusive design methodology to address the design needs of a broader range of the population. However, the promotion and implementation of an inclusive design method is challenging due to the lack of relevant data and lack of relevant tools and methods to help designers. This research aims to support the inclusive design process by providing relevant data and developing new design methodologies. The inclusive design methodology suggested in this thesis is a three step approach for achieving a safe and sustainable work environment for workers, with special concern for older workers. The methodology is based on the provision of relevant human capabilities data, the capture and analysis of difference in human behaviour and the use of this knowledge in a digital human modelling tool. The research is focused on manual assembly through a case study in the furniture manufacturing industry and joint mobility data from a wide-ranging population has been analysed and the task performing strategies and behaviours of workers with different levels of skills have been recorded and analysed. It has been shown that joint mobility significantly decreases with age and disability and that skilful workers are likely to adopt safer and more productive working strategies. A digital human modelling based inclusive design strategy was found to be useful in addressing the design needs of older workers performing manufacturing assembly activities. This strategy validates the concept of using human capabilities data for assessing the level of acceptability of any adopted strategy for older workers, and suggests that the strategies adopted by skilful workers are more likely to be equally acceptable for older and younger workers keeping in view differences in their joint mobility. The overall purpose of this thesis is to present a road map towards the promotion and implementation of the inclusive design method for addressing workforce challenges and in future the same strategies might be implemented within a variety of other industrial applications. The proposed three step inclusive design methodology and getting a reasonable understanding of human variability issues along with the use of human capabilities data (joint mobility in this case) in a human modelling system for design assessment at a pre-design stage can be considered as the major contributions of this research.