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Artykuły w czasopismach na temat "Front line staff"
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Winslow, Susan A., Jennifer J. Gaines i Allison N. Crawford. "Front Line Environmental Service Staff". Journal of Nursing Care Quality 28, nr 1 (2013): 5–7. http://dx.doi.org/10.1097/ncq.0b013e318274af5e.
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Hale, Professor Claire. "Front-line staff understand research needs". Nursing Standard 16, nr 20 (30.01.2002): 31. http://dx.doi.org/10.7748/ns.16.20.31.s44.
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McHugh, Marie, Geraldine O’Brien i Joop Ramondt. "Organizational metamorphosis led by front line staff". Employee Relations 21, nr 6 (grudzień 1999): 556–76. http://dx.doi.org/10.1108/01425459910299866.
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Oğlak, Süleyman Cemil, i Mehmet Obut. "The risk of vicarious trauma among front-line and non-front-line midwives and nurses". Aegean Journal of Obstetrics and Gynecology 2, nr 2 (18.08.2020): 1–4. http://dx.doi.org/10.46328/aejog.v2i2.40.
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Objective: This study aimed to investigate the impact of caring with pandemic patients on health care workers who worked in the front line versus their collegues from the same institution who remained in their usual hospital wards.
Material and methods: This prospective descriptive study was conducted during the Covid-19 pandemic from June 25, 2020 to July 03, 2020. A total of 107 licensed registered nurses enrolled the study. 58 of them were front-line nurses and 49 of them were nurses remained in their usual wards. All participants evaluated by the vicarious traumatization (VT) evaluation scale.
Results: The VT scores of the front-line nurses were significantly higher than those of the non-front-line nurses (p<0.001). When the domains in the VT score were evaluated, it was seen that the psychological responses and physiological responses of the front-line nurses were significantly higher compared to the non-front-line nurses (p<0.001).
Conclusion: Medical staff working on the FL for Covid-19 patients had higher scores of vicarious traumatization compared to medical staff serving in their usual wards. The challenges of prolonged care of Covid-19 patients will put pressure on these professionals, and the leadership must emphasize the importance of medical staff mental health for the better control of the pandemic.
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Saragih, Bobby Pratama, Harmein Nasution i Iskandarini . "Analysis of Recruitment System and Effective Selection for Front-Line Staff Outsource at Pt Garuda Indonesia (Persero) TBK". International Journal of Research and Review 8, nr 5 (21.05.2021): 187–92. http://dx.doi.org/10.52403/ijrr.20210526.
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PT Garuda Indonesia (Persero) TBK is a state-owned company whose business focus is transportation services pax and cargo. In carrying out its business processes, the Garuda Indonesia Company has a cooperation with PT Perdana Perkasa Elastindo (Persaels) in providing outsourced labor for front-line staff. The performance evaluation data of the front-line outsource staff stationed at Garuda Indonesia Medan Branch for the last 3 years (2015, 2016 and 2017), it was found that around 40% of the total front-line staff did not show good performance according to the company's needs. The purpose of this research is to identify the factors exist in the dimensions of the recruitment and selection system that are constraints, and formulate an effective recruitment process design and selection for outsourced front-line staff by outsourced service providers. The requirements of front-line staff met with the company needs as outsourced service users. The data analysis used descriptive qualitative technique. The results of the research on several factors from the existing recruitment and selection dimensions indicate that the factors of Job description, Job Requirements, Sources of recruitment, interview process and consistency in the implementation of the selection test are factors that become obstacles in producing competent outsourced front-line staff according to the needs of the company PT Garuda Indonesia ( Persero) TBK. Keywords: Recruitment system, front-line staff outsource, PT Garuda Indonesia (Persero) TBK.
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Keen, Ann. "‘Front line staff have to be listened to’". Nursing Standard 26, nr 27 (7.03.2012): 31. http://dx.doi.org/10.7748/ns.26.27.31.s39.
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Hoyle, Louise. "‘I mean, obviously you're using your discretion’: Nurses Use of Discretion in Policy Implementation". Social Policy and Society 13, nr 2 (22.07.2013): 189–202. http://dx.doi.org/10.1017/s1474746413000316.
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This article explores the application of Lipsky's (1980) notion of street-level bureaucracy for nursing staff. This article aims to demonstrate the importance of discretion within the day-to-day work of front-line nursing staff, which is similar to that of other public-sector workers. The findings are from an exploratory case study based within a Scottish inner-city hospital. It specifically focuses on how nurses can be seen to be street-level bureaucrats and how front-line nursing staff interpret policy. Discretion can be seen to be a significant feature within the front-line practice of nursing staff and this may have implications for the implementation of health policy.
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Jian, Song, Meng Ya, Feng Zehui, Zhang Qian, Ronnell D. Dela Rosa i Meng Yongxian. "Investigation and Analysis of the Psychological Status of Medical Staff during the COVID-19". Tobacco Regulatory Science 7, nr 6 (3.11.2021): 6023–28. http://dx.doi.org/10.18001/trs.7.6.81.
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Objectives: To investigate the psychological state of front-line medical staff during the prevention and control of COVID-19, in order to provide effective psychological support and social intervention, and to provide reference ideas. Methods The research method was a cross-sectional research method. The convenience sampling method was adopted to select 156 first-line medical staff during the prevention and control period of the COVID-19. The online survey scale developed by the "Questionnaire Star" was used to investigate the psychological state of the first-line medical staff. Results There were significant differences in the overall status of depression, anxiety, and stress among front-line medical staff in terms of gender, education level, professional title status, children’s status, and working years (P<0.05); among the five dimensions of mental state, the fear and worry dimension scored the highest. The overall confidence dimension score was the lowest (P<0.05). According to Pearson correlation analysis, the overall confidence of front-line medical staff is related to the dimensions of fear and worry, hospital support, and psychological support (P<0.05); while fear and worry are mainly related to hospital support and psychological support (P<0.05). Front-line medical staff all have different degrees of depression and anxiety. The incidence of depression is 71.15%, and the incidence of depression is 30.77%. The incidence of anxiety is 74.36%, and the incidence of anxiety is 58.97%. Conclusion During the prevention and control of COVID-19, the psychological conditions of front-line medical staff are worrying. Therefore, it is advisable to formulate corresponding management and intervention measures to help medical staff survive the psychological crisis and ensure the smooth progress of the prevention and control of the new crown pneumonia epidemic.
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Hunt, Louise. "Front line staff urged to take ‘whole family’ approach". Mental Health Practice 15, nr 5 (8.02.2012): 8–9. http://dx.doi.org/10.7748/mhp2012.02.15.5.8.p7482.
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Herron, Jane, Henry Ticehurst, Louis Appleby, Amanda Perry i Lis Cordingley. "Attitudes Toward Suicide Prevention in Front-Line Health Staff". Suicide and Life-Threatening Behavior 31, nr 3 (wrzesień 2001): 342–47. http://dx.doi.org/10.1521/suli.31.3.342.24252.
Pełny tekst źródłaRozprawy doktorskie na temat "Front line staff"
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Faulkner, Michael. "Leading change in a clinical practice : empowering front line staff to lead change". Thesis, Middlesex University, 2004. http://eprints.mdx.ac.uk/13398/.
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This practice-based study investigates the implications for NHS leadership, leadership development and organisation development of the current government's vision of the future NHS as set out in the NHS Improvement Plan (2004). The study is based on two projects; an in-depth organisation development programme located in a high security mental health hospital and a pilot project on the future role of leadership carried out on behalf of the five Strategic Health Authorities in London. The research paradigm is that of naturalistic inquiry using action research and a single case method involving participant observation. Focus groups and a modified Delphi-consultation are used to elicit views about future leadership roles and competences. The two-project design was developed to address the range of leadership roles to be explored, the interplay between leadership development and organisation development and the need to understand both current realities and future developments. The study concludes that successful realisation of the vision set out in the NHS Improvement Plan will require a re-conceptualisation of the roles and competences of both organisational leaders and leaders working at the interface with service users. The study suggests that organisational leaders will need to become adept at shaping the cultures and practices of organisations and systems of organisations (enabling leadership) whereas leaders working at the interface with service users will need to become adept at case management. The study also suggests that leadership development and organisation development need to be closely integrated if either is to make a worthwhile contribution to the development of the NHS. Finally, the study suggest that success in past or current leadership roles in the NHS is likely to be a poor predictor of future success as the leadership requirements of the future will be significantly different from those which prevail currently or which have prevailed in the recent past.
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Ridzi, Frank Michael DeVault Marjorie L. "Processing private lives in public: an institutional ethnography of front-line welfare intake staff post welfare reform". Related Electronic Resource: Current Research at SU : database of SU dissertations, recent titles available full text, 2003. http://wwwlib.umi.com/cr/syr/main.
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Hutchison, Andrew John. "Making sense of varying standards of care : front-line staff experiences of working in residential care environments for adults with learning disabilites". Thesis, University of Birmingham, 2014. http://etheses.bham.ac.uk//id/eprint/5294/.
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Current evidence suggests that people with learning disabilities living in residential facilities are being exposed to considerable variation in the standards of care they receive. While attempts have been made to understand variations in care standards and factors associated with abusive or neglectful practices, there remains a need for more research in this area. Additionally, little attention has been paid to understanding support staff experiences of working in residential or inpatient services and to developing a more theoretical understanding of the role they fulfil. Using Interpretive Phenomenological Analysis (IPA), the aim of this study was to examine front-line staff members' experiences of working in residential care for people with learning disabilities. Six experienced front-line care workers (4 female, 2 male) took part in semi-structured interviews. Interview data was analysed according to the principles of IPA and the following three superordinate themes were identified as being central to participants' experiences of their work related roles: Degree of Positive Relationship Reciprocity; Value Congruence and Intrinsic Motivation; Experiences of Environmental and Organisational Constraints. Results are discussed in relation to existing literature on care standards and the factors associated with abusive or neglectful practices, and in terms of their contribution to theory and applied practice.
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King, Robert Warren. "Helping the helpers : what factors contribute to health and wellness for front line staff within a public sector social services work environment?" Thesis, University of Leicester, 2016. http://hdl.handle.net/2381/39015.
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The purpose of this study was to understand the wellness needs of front line public sector welfare staff within the Canadian neo-liberal welfare state, framed in a public management reform context. Although research has begun in a variety of public sector social service settings, there has been little scrutiny given to those working on the fault-lines of society (Sawchuk, 2013). The research design focused on both quantitative and qualitative tools for understanding the welfare employee experience. Quantitatively, the Perceived Wellness Survey (Adams, Bezner, and Steinhardt, 1997) and the COPE scale (Carver, Scheier, and Weintraub, 1989) were used respectively to generate data on staff wellness perceptions, and coping preferences. Qualitatively, a longitudinal journaling tool was used that allowed staff to record their work behaviors over 40 workdays. Specifically, they were able to record problems experienced, how they responded to them, and what resources were found to be useful. They were also able to rate each day as to level of satisfaction. The results of the study identified the potential impacts of public management reform on welfare state employees, and the critical role played by coping strategies. It also brought into question the relevancy of the holistic paradigm for the welfare work environment within British Columbia. The findings revealed a wellness duality in that the problems staff identified, the responses to those problems, and the resources utilized all had a common foundation. Social/relational factors were found to be both part of the problem and part of the solution when considering employee wellness, with age and gender influencing participant responses.
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Potter, Michael Ross. "Striving for Balance: An Exploration of Regulatory Effectiveness in Financial Services Regulation, 1989 to 2008". Diss., Virginia Tech, 2012. http://hdl.handle.net/10919/27950.
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Financial services regulators are tasked with balancing the conflicting roles of empowering and policing their regulated communities. In order to be effective, agencies must be able to accomplish both tasks. This analysis examines several determinants of effectiveness among U.S. bank regulators. Using statistical and narrative analyses, it examines factors that have contributed to the regulatory effectiveness of the National Credit Union Administration, Office of the Comptroller of the Currency, and Office of Thrift Supervision. The study focused on the relationships between regulatory ability to prevent failures and influences including agency longevity, ability to manage complexity, appointee and staff qualities, mission stability, regulatory style, and resources. Agency longevity and resources had the greatest impact on effectiveness among the cases that were examined. Additionally, this study proposes a typology that suggests that more effective regulators are able to balance information from their regulated communities with a public interest orientation. This allows them to have current information regarding emerging regulatory issues but also to avoid becoming too reliant on their supervised institutions for information.Ph. D.
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Fleming, Lesley Christine. "Investigating the impact of a leadership development program for nurse unit managers on the satisfaction of nursing staff". Thesis, Queensland University of Technology, 2013. https://eprints.qut.edu.au/63670/1/Lesley_Fleming_Thesis.pdf.
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Background and significance:
Nurses' job dissatisfaction is associated with negative nursing and patient outcomes. One of the most powerful reasons for nurses to stay in an organisation is satisfaction with leadership. However, nurses are frequently promoted to leadership positions without appropriate preparation for the role. Although a number of leadership programs have been described, none have been tested for effectiveness, using a randomised control trial methodology.
Aims:
The aims of this research were to develop an evidence based leadership program and to test its effectiveness on nurse unit managers' (NUMs') and nursing staff's (NS's) job satisfaction, and on the leader behaviour scores of nurse unit managers.
Methods:
First, the study used a comprehensive literature review to examine the evidence on job satisfaction, leadership and front-line manager competencies. From this evidence a summary of leadership practices was developed to construct a two component leadership model. The components of this model were then combined with the evidence distilled from previous leadership development programs to develop a Leadership Development Program (LDP).
This evidence integrated the program's design, its contents, teaching strategies and learning environment. Central to the LDP were the evidence-based leadership practices associated with increasing nurses' job satisfaction. A randomised controlled trial (RCT) design was employed for this research to test the effectiveness of the LDP. A RCT is one of the most powerful tools of research and the use of this method makes this study unique, as a RCT has never been used previously to evaluate any leadership program for front-line nurse managers. Thirty-nine consenting nurse unit managers from a large tertiary hospital were randomly allocated to receive either the leadership program or only the program's written information about leadership. Demographic baseline data were collected from participants in the NUM groups and the nursing staff who reported to them. Validated questionnaires measuring job satisfaction and leader behaviours were administered at baseline, at three months after the commencement of the intervention and at six months after the commencement of the intervention, to the nurse unit managers and to the NS. Independent and paired t-tests were used to analyse continuous outcome variables and Chi Square tests were used for categorical data.
Results:
The study found that the nurse unit managers' overall job satisfaction score was higher at 3-months (p = 0.016) and at 6-months p = 0.027) post commencement of the intervention in the intervention group compared with the control group. Similarly, at 3-months testing, mean scores in the intervention group were higher in five of the six "positive" sub-categories of the leader behaviour scale when compared to the control group. There was a significant difference in one sub-category; effectiveness, p = 0.015. No differences were observed in leadership behaviour scores between groups by 6-months post commencement of the intervention. Over time, at three month and six month testing there were significant increases in four transformational leader behaviour scores and in one positive transactional leader behaviour scores in the intervention group. Over time at 3-month testing, there were significant increases in the three leader behaviour outcome scores, however at 6-months testing; only one of these leader behaviour outcome scores remained significantly increased.
Job satisfaction scores were not significantly increased between the NS groups at three months and at six months post commencement of the intervention. However, over time within the intervention group at 6-month testing there was a significant increase in job satisfaction scores of NS. There were no significant increases in NUM leader behaviour scores in the intervention group, as rated by the nursing staff who reported to them. Over time, at 3-month testing, NS rated nurse unit managers' leader behaviour scores significantly lower in two leader behaviours and two leader behaviour outcome scores. At 6-month testing, over time, one leader behaviour score was rated significantly lower and the nontransactional leader behaviour was rated significantly higher.
Discussion:
The study represents the first attempt to test the effectiveness of a leadership development program (LDP) for nurse unit managers using a RCT. The program's design, contents, teaching strategies and learning environment were based on a summary of the literature. The overall improvement in role satisfaction was sustained for at least 6-months post intervention. The study's results may reflect the program's evidence-based approach to developing the LDP, which increased the nurse unit managers' confidence in their role and thereby their job satisfaction. Two other factors possibly contributed to nurse unit managers' increased job satisfaction scores. These are: the program's teaching strategies, which included the involvement of the executive nursing team of the hospital, and the fact that the LDP provided recognition of the importance of the NUM role within the hospital.
Consequently, participating in the program may have led to nurse unit managers feeling valued and rewarded for their service; hence more satisfied.
Leadership behaviours remaining unchanged between groups at the 6 months data collection time may relate to the LDP needing to be conducted for a longer time period. This is suggested because within the intervention group, over time, at 3 and 6 months there were significant increases in self-reported leader behaviours. The lack of significant changes in leader behaviour scores between groups may equally signify that leader behaviours require different interventions to achieve change. Nursing staff results suggest that the LDP's design needs to consider involving NS in the program's aims and progress from the outset. It is also possible that by including regular feedback from NS to the nurse unit managers during the LDP that NS's job satisfaction and their perception of nurse unit managers' leader behaviours may alter.
Conclusion/Implications:
This study highlights the value of providing an evidence-based leadership program to nurse unit managers to increase their job satisfaction. The evidence based leadership program increased job satisfaction but its effect on leadership behaviour was only seen over time. Further research is required to test interventions which attempt to change leader behaviours. Also further research on NS' job satisfaction is required to test the indirect effects of LDP on NS whose nurse unit managers participate in LDPs.
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Hay, Rowena Friederike Castel. "A half way house? : an exploration of the impact of shared ownership's dual status as a form of social rented and private ownership on households and front line staff in Cumbria and London". Thesis, Durham University, 2015. http://etheses.dur.ac.uk/11381/.
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Despite making up less than one per cent of total housing stock in England, since its introduction at the national level in 1980, shared ownership has played an important material and ideological role as part of wider neoliberal reforms to replace publicly-owned rented stock with privately-owned housing. The scheme has been used as part of a bundle of mechanisms to reduce spending on public housing, to enable access to appreciating housing wealth as part of asset-based welfare policies, and to spread a set of personal, social and community benefits which have come to be associated with ‘home’ ownership. In the first two decades of the twenty first century shared ownership has taken on new prominence as a solution to the “housing crisis”, characterised by declining owner occupation rates and a chronic shortage of affordable and secure housing particularly for younger low to middle income households. Although launched with significant amounts of hyperbole and taking up an increasing proportion of government subsidy for affordable provision, the evidence suggests that schemes like shared ownership have a limited impact upon these underlying problems in the housing market. Indeed, shared ownership can be seen to embody some of the contradictions at the heart of neoliberal policies that seek to find market solutions to market-based problems. This thesis explores these contradictions by examining the extent to which shared ownership can be used to meet the housing needs of particular regional populations as well as individual households. Drawing on empirical material gathered through in-depth interviews and participant observation with households and front-line housing staff in Cumbria and London, the thesis illuminates a set of tensions that run through the veins of shared ownership as a form of social and market-based housing. The thesis reveals the challenges housing associations experience in meeting housing needs whilst also driving sales; the divergent ways in which public and private discourses deal with ambiguities in relation to established tenure norms; and finally the difficulties both households and housing associations face in attempting to manage the risks associated with marginal home ownership.
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Joseph, Donald Edward. "An assessment of the strengths and weaknesses of the South African Social Security Agency in the Northern and Western Cape Provinces / Donald Edward Joseph". Thesis, North-West University, 2012. http://hdl.handle.net/10394/9515.
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The research was directed at assessing the strengths and weaknesses in the application-to-approval process of social grants up to the payment of social grants at pay-points in the South African Social Security Agency (hereafter SASSA).
The general aim of the research project was to assess the application-to-approval process of grant administration in SASSA up to the payment of social grants at pay-points. The specific objectives of the study were therefore:
* To describe the current application-to-approval process of grant administration;
* To assess the strengths and weaknesses in the grant administration process of specified administrative procedures and structural issues as perceived by attesting officials (front-line staff responsible for taking down the grant applications), data-capturer officials (staff responsible for capturing the information on the application form onto the SOCPEN system, pay-point team members (staff responsible for rendering services at pay-points) and beneficiaries at pay-points; and
* To provide a report on the strengths and weaknesses of the grant administration process from application to pay-out to the top management of SASSA.
The study was conducted in two regions, namely the Northern Cape and the Western Cape. Various offices in the Northern Cape and the Western Cape were therefore part of the research. The grant administration process from application-to-approval includes various stages. The staff members include the screening official (step one) who checks the completeness of the required documentation, followed by attesting official (step two) who takes down the application and captures it on
SOCPEN and then forwards it to the next level, namely quality control (step three). Thereafter a verifying official verifies the information captured on SOCPEN against documentation submitted and approves or rejects the application on SOCPEN (step four). Staff at pay-points (where beneficiaries receive their payments) and beneficiaries at pay-points were also part of the research focus.
Four different data-collection instruments were therefore used during the research project. The first data-collection instrument was designed to collect data on the actual grant application process and problems and strengths in this regard (questionnaire front-line staff). The empirical investigation revealed the following with regard to the front-line staff:
* The majority of front-line staff have considerable working experience (more than five years) in SASSA;
* The majority of front-line staff have inadequate work space;
* Training, supervision and mentoring support from supervisors and colleagues occurs haphazardly;
* The majority of front-line staff receive between 11-29 applications per day and spent 30 minutes or less to take down an application;
* Policy documents that regulate the implementation of new policy changes are not always available;
* Grant application files get misplaced or lost after processing;
* Staff carelessness is one of the main reasons why files get lost or misplaced and
* Front-line staff experience technical difficulties with the computer on a regular basis and it takes one to three days to resolve technical difficulties.
The second data-collection instrument was developed to collect data on the capturing of the application (questionnaire data-capturer) onto the SOCPEN system.
The empirical investigation revealed the following with regard to data-capturers:
* The majority of data-capturers have solid work experience as data-capturers in SASSA although some data-capturers have inadequate work space;
* Training on the implementation of new policy changes occurs irregularly;
* Supervision, mentoring and support from supervisors happen haphazardly;
* Data-capturers receive between 20 and 29 applications per day and they capture all applications successfully;
* Data-capturers receive support from colleagues on a more regular basis than from supervisors;
* Documents or guidelines that regulate the implementation of policy changes are not always available in the work place;
* Applications sometimes get misplaced or lost after capturing;
* No proper mechanisms are in place to record the movement of files, staff carelessness and either lack of office space or filing space, are the main reasons why applications get lost or misplaced;
* Data-capturers sometimes experience technical problems with computers and it takes one to less than five days to resolve technical difficulties;
* Data-capturers receive sometimes incomplete applications from the attesting officials (those staff officials who are responsible for taking down the application) and they usually take such applications back to the first attesting officer;
* Backlogs in the capturing and approving of normal applications exist and staff shortages and system-related problems are the main reasons why backlogs exist;
* Backlogs exist with regard to the capturing and approving of review cases and
* Staff shortages, a centralized review management approach, lack of office space and lack of connectivity points constitute the main reasons why review backlogs exist.
The third data-collection instrument (questionnaire pay-point team member) was developed to measure services at pay-points and to determine the problems experienced at pay-points. The empirical investigation revealed the following with regard to this category as seen by pay-point team members:
* Some pay-points are not disabled-friendly;
* There are not always enough chairs, toilet facilities or drinking water available at pay-points;
* Payment contractors and SASSA staff sometimes arrive late at pay-points;
* Payments are usually delayed between 15 minutes to less than an hour, but beneficiaries are not always informed about delays;
* There are sometimes broken machines at pay-points and this causes 15 to 45 minutes delay in payments;
* There is not always enough money at pay-points and it takes an hour to just under two hours to get more money;
* Grant recipients hardly ever receive wrong grant amounts;
* Hawkers and vendors operate mainly outside the pay-point;
* Security guards are available at pay-points and there is access control at pay-points (mainly driven by security guards from the payment contractor)
* Not all pay-points are fenced all round and
* First Aid kits are available at pay-points most of the time.
The fourth data-collection instrument (questionnaire for beneficiaries) was developed to target the beneficiaries who receive grant payments at pay-points. The empirical investigation revealed the following:
* Some pay-points are not disabled-friendly;
* There are not always enough chairs, toilet facilities or drinking water available at pay-points;
* Payment contractors and SASSA staff sometimes arrive late at pay-points;
* Payments are usually delayed between 15 minutes to less than an hour, but beneficiaries are not always informed about delays;
* There are sometimes broken machines at pay-points and this causes 15 to 45 minutes‟ delay in payments;
* There is not always enough money at pay-points and it takes an hour to less than two hours to get more money;
* Grant recipients rarely receive wrong grant amounts;
* Hawkers and vendors operate mainly outside the pay-point, but there are exceptional cases where they operate inside the pay-points;
* Beneficiaries do feel safe at pay-points most of the time;
* Beneficiaries mostly live within walking distance from the pay-point;
* Beneficiaries hardly experience problems at pay-points and if they do, their problems get resolved;
* Not all pay-points provide shelter from the elements;
* Beneficiaries are satisfied with the services SASSA renders and the grant has improved their quality of life.
Grant administration processes in SASSA are labour-intensive and officials play a vital role in the correct administration of social grants. The study has revealed that although there is clearly some strength in the grant administration process from application-to-approval up the payment of social grants at pay-points, it is unfortunately true that the weaknesses are overwhelming.Thesis (PhD (Social Work))--North-West University, Potchefstroom Campus, 2013
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Chang, Wai Hong. "Occupational stress of front line staffs of banks in Macau". Thesis, University of Macau, 2002. http://umaclib3.umac.mo/record=b1636694.
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Li, Kan-Ying, i 李侃穎. "Conceptualization and Empirical Studies on Aesthetic Labor Questionnaire for Front-line Airport Ground Staff". Thesis, 2015. http://ndltd.ncl.edu.tw/handle/8kkgt7.
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碩士國立高雄餐旅大學
運輸與休閒服務規劃碩士學位學程
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This research used in-depth interview collecting airport ground staff aesthetic labor data tries to deliverer the reasonable scales measuring aesthetic labor by the airport ground staffs. By content validity and data analysis, the study found that the range of with respect to ground staffs, including: dress code, decorous behavior, show style, professional attitude, and personal interaction. Accordingly, accurate interpretation of the front-line airport ground staff for consent of the degree for the project of aesthetic labor, there is a need to address through appropriate analysis, plus the value of the ordered probit data transformed method of reaction given meaningful overall score, generally Likert scale questionnaire-based data patterns, having its rationality and logic controversial statistical assumptions, to facilitate the reaction sequence of discrete values are converted to the continuity of data in order to facilitate the calculation, and the establishment of quantitative indicators of the objective value. Findings confirm that the airport ground staff organization personnel aesthetic categories to the overall image, professionalism and understanding of traveler needs the most importance. The measuring scales of this study expected provide to the airline to conduct diagnosis of procedures, training and re-training of curriculum planning, which hope to benefit the decision-making of aesthetics management.
Książki na temat "Front line staff"
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E, Swartz Joseph, red. Healthcare kaizen: Engaging front-line staff in sustainable continuous improvements. Boca Raton: Taylor & Francis/CRC Press, 2012.
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Basic psychological skills for front-line staff of residential youth facilities. Springfield, Ill: C.C. Thomas, 1993.
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McCormack, Bob. Values to practice: A practical course in normalisation for front line staff : Tutor's manual. [U.K.]: Open Road & St. Michael's House Training, 1990.
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Hughes, Lynette. Staff supervision in a turbulent environment: Managing process and task in front-line services. London: Jessica Kingsley Publishers, 1997.
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McLernon, Martin. Customer care within the DoE(NI) Water Executive: An examination of the current perceptionsof front-line staff. [s.l: The Author], 1994.
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Atkinson, Dorothy. Someone to turn to: The social worker's role and the role of front line staff in relation to people with mental handicaps. Kidderminster: BIMH, 1989.
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Seddon, Bridget. Defusing difficult situations and dealing effectively with aggressive customers: A training package intended for front-line staff in all service departments who have day-to-day contact with members of the public. (London?): Local Government Management Board, 1991.
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Bangs, Richard, i Christian Kallen, red. Paths less travelled: Dispatches from the front lines of exploration. New York: Atheneum, 1988.
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Leonovich, Sergey, Evgeniy Shalyy, Elena Polonina, Elena Sadovskaya, Lev Kim i Valentin Dorkin. Durability of port reinforced concrete structures (Far East and Sakhalin). ru: INFRA-M Academic Publishing LLC., 2021. http://dx.doi.org/10.12737/1816638.
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Section I of the monograph is devoted to an urgent problem - forecasting the durability of port reinforced concrete structures, the destruction of which is associated with corrosion of steel reinforcement caused by chloride aggression and carbonation of concrete. The analysis of models for calculating the service life of structures and experimental data is carried out, the life cycles for the main degradation processes in concrete and reinforcement, the periods of initiation and propagation of corrosion are considered, the influence of environmental factors (temperature, humidity) and the quality of concrete (In/C, cement consumption, diffusion coefficient) on the kinetics of chloride penetration and the movement of the carbonation front is taken into account. Probabilistic models of basic variables are considered, the limiting states of port reinforced concrete structures for the durability of reinforced concrete structures based on the reliability coefficient for service life are formulated.
Sections II and III describe modern methods of restoration and restoration of reinforced concrete port structures subjected to corrosion destruction using nanofibrobeton. The concept of multilevel reinforcement has been implemented. Methods of experimental fracture mechanics were used to evaluate the joint work of exploited concrete and reinforcement nanofibre concrete.
It is intended for scientific and engineering staff of universities, research and design organizations.
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Focke, Jaap. Machseh Lajesoumim. NL Amsterdam: Amsterdam University Press, 2021. http://dx.doi.org/10.5117/9789463726955.
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The Jewish Orphanage in Leiden was the last one of 8 such care homes to open its doors in The Netherlands before the Second World War. After spending almost 39 years in an old and utterly inadequate building in Leiden’s city centre, the inauguration in 1929 of a brand-new building, shown on the front cover, was the start of a remarkably productive and prosperous period. The building still stands there, proudly but sadly, to this day: the relatively happy period lasted less than 14 years. On Wednesday evening, 17th March 1943, the Leiden Police, under German instructions, closed down the Orphanage and delivered 50 children and 9 staff to the Leiden railway station, from where they were brought to Transit Camp Westerbork in the Northeast of the country. Two boys were released from Westerbork thanks to tireless efforts of a neighbour in Leiden; one young woman survived Auschwitz, and one young girl escaped to Palestine via Bergen-Belsen. The 55 others were deported to Sobibor, not one of them survived. Some 168 children lived in the new building at one time or another between August 1929 and March 1943. This book reconstructs life in the orphanage based on the many stories and photographs which they left us. It is dedicated to the memory of those who perished in the holocaust, but also to those who survived. Without them this book could not have been written.
Części książek na temat "Front line staff"
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Dugdale, William, i Sarah Hean. "The Application of Norwegian Humane Ideals by Front-Line Workers When Collaboratively Reintegrating Inmates Back into Society". W Improving Interagency Collaboration, Innovation and Learning in Criminal Justice Systems, 111–38. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-70661-6_5.
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AbstractThe purpose of this chapter is to explore how the humane Norwegian policy principles and values may impact the prison-based practices and the implications of these for the collaborative work undertaken by front-line personnel. Humane traditions are considered a substantial focus of the Norwegian prison system and its policies. The approach in Norway is supported by increasing empirical evidence that shows the system to centralise the welfare of inmates. It emphasises offender rehabilitation and reintegration rather than merely punishment as a fundamental means to reduce reoffending. However, the collaborative practice that may arise as a consequence of these traditional values is underexplored. Two case studies were undertaken with front-line staff working in a Norwegian prison transitional residence (Overgangsbolig). This is the final phase of an inmate’s sentence while being reintegrated back into society. The study found that staff in their collaborative working practices adhered either to the aim of normalising the lives of their inmates after long periods of incarceration (normalisation ideals) or reparative ideals that reflected the system’s humane focus on rehabilitation and reintegration takes precedence over punishment. We conclude that irrespective of differing professional disciplines, there seems to be compatibility between the overarching principles and values of penal policy and front-line ideals to promote collaborative practices at the reintegrative phase of the Norwegian prison system. The shared application of these humane ideals promoted collaborative practice among the front-line workforce while focusing upon the provision of welfare to inmates and their impending reintegration back into society.
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Dashper, Katherine. "Multispecies encounters in events." W Humans, horses and events management, 135–48. Wallingford: CABI, 2021. http://dx.doi.org/10.1079/9781789242751.0135.
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Abstract Multispecies events, like Landsmót, the National Championships of the Icelandic horse, pose interesting practical and logistical challenges for event managers who must ensure that safety and nonhuman animal welfare are prioritized alongside other aspects of event design and management. This chapter uses Goffman's (1959) dramaturgical concepts of 'front stage', 'backstage' and 'offstage' to consider the types of interspecies encounters that can occur in different contexts around an event site. Drawing on data from ethnographic observations and interviews with horse breeders and event staff, the chapter discusses some of the issues that can arise in trying to manage those interactions in ways that recognize the different needs of human and nonhuman participants, whilst still delivering a successful and entertaining event.
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Reimers, Fernando M., i Francisco Marmolejo. "Leading Learning During a Time of Crisis. Higher Education Responses to the Global Pandemic of 2020". W Knowledge Studies in Higher Education, 1–41. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-82159-3_1.
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AbstractThe rapid disruptions caused by the Covid-19 pandemic in multiple sectors and areas of daily life provide a unique opportunity to study the university’s capacity to respond to changes in the external environment, to be a learning organization, in service of addressing significant social challenges. In this book we study universities’ responses to one such challenge: the disruption to educational opportunities caused by the interruption of schooling brought about by the pandemic.In response to the Covid-19 pandemic, universities innovated on several fronts. Unsurprisingly, some of those innovations focused on internal actions implemented to mitigate the impact of the pandemic by transitioning to online teaching delivery or extension of semester break, etc. (Crawford J et al. J Appl Learning Teaching 3.1:1–20, 2020; Leon-Garcia F, Cherbowski-Lask A, Leadership responses to COVID 19: a global survey of college and university leadership. International Association of Universities – Santander Universities. IAUP. https://www.iaup.org/wp-content/uploads/2020/11/IAUP-Santander_Survey_to_COVID-19_Report2020.pdf, 2020). Beyond the solutions to mitigate the pandemic’s impact on their communities of students, faculty, or staff, universities also innovated to mitigate such impact on the larger community. While the contributions of universities to alleviate the pandemic’s impact have been most visible in public health (Daniels, R. J. 2020. Universities’ Vital Role in the Pandemic Response. Hopkins Bloomberg Public Health Magazine. https://magazine.jhsph.edu/2020/universities-vital-role-pandemic-response), they have extended to other areas of relief and support as well. Almost half of universities participating in a global survey conducted by the International Association of Universities indicated that due to the pandemic, their community engagement had increased (Marinoni G et al. The impact of Covid-19 on higher education around the world. IAU global survey report. International Association of Universities, Paris. https://www.iau-aiu.net/IMG/pdf/iau_covid19_and_he_survey_report_final_may_2020.pdf, 2020).This book is a study of one such response of universities to the pandemic which has not yet received sufficient attention: their support of schools at the pre-collegiate level through a variety of innovative approaches to mitigate the impact of the pandemic on opportunity to learn.In this chapter, we argue that studying such innovations provides insight into the responsiveness of universities to complex societal needs and into their capacity to operate as learning organizations open to their external environment. We introduce the study, explain its value in understanding the role and nature of higher education’s outreach, social impact, and capacity to deal with complex challenges, and summarize the chapters of the book and the results of a survey which was administered to over one-hundred universities to study the nature of their collaborations with schools during the first 9 months of the pandemic, between March and December of 2020.
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"Views of Front-Line Staff". W Rehabilitating and Resettling Offenders in the Community, 111–46. Chichester, UK: John Wiley & Sons, Ltd, 2012. http://dx.doi.org/10.1002/9781118312209.ch6.
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Jessen-Petersen, Søren. "Caring for Staff in UNHCR". W Sharing the Front Line and the Back Hills, 53–60. Routledge, 2018. http://dx.doi.org/10.4324/9781315223742-13.
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Kastberg, Nils Arne. "Risk and Protection for UNICEF Field Staff". W Sharing the Front Line and the Back Hills, 72–77. Routledge, 2018. http://dx.doi.org/10.4324/9781315223742-22.
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Bakhet, Omar, i Marie Dimond. "Supporting Staff During Crisis and on the Path to Development". W Sharing the Front Line and the Back Hills, 95–100. Routledge, 2018. http://dx.doi.org/10.4324/9781315223742-26.
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Morisset, Jean-Guy. "Handle With Care: A View from the Staff Counsellor’s Office". W Sharing the Front Line and the Back Hills, 128–33. Routledge, 2018. http://dx.doi.org/10.4324/9781315223742-39.
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Stafford, Julia, Geraldine Pettersson i Sally Neath. "Facilitating shared expectations between passengers and front-line staff". W Rail Human Factors around the World, 805–14. Taylor & Francis, 2012. http://dx.doi.org/10.1201/b12742-91.
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Wilkie, Grant. "Thinking under fire: the experience of staff at the front line of mental health services". W Making Spaces, 229–46. Routledge, 2018. http://dx.doi.org/10.4324/9780429477003-13.
Pełny tekst źródłaStreszczenia konferencji na temat "Front line staff"
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Fien, Gert-Jan A. F., i Samar M. Semaan. "Driving Operational Excellence and Energy Reduction via End-To-End Production & Energy Loss Accounting at an Oil&Gas Client". W ADIPEC. SPE, 2022. http://dx.doi.org/10.2118/211193-ms.
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Abstract This paper will cover the recent implementation of a new end-to-end Production & Energy Loss Accounting (PELA) system at three separate sites of a major refining and petrochemicals company in the Middle East. It describes the development of practical tools, governance structure, training of relevant staff, embedding and evolving of the associated Management Operating System (MOS) and some of the early benefits achieved. The new system includes customized software tools providing shift operators in each process with real-time information about production and energy losses in the main value drivers: asset utilization, product quality, reprocessing, equipment efficiencies, flaring, etc. The tools allow immediate assignment of standardized "cause categories" for later aggregation and analysis. A separate data compilation and visualization tool was also developed, along with work processes to support deviation analysis and decision making. More than a hundred technical staff across the three sites received training and a weekly meeting cadence was established for maximum leverage from this initiative. This PELA system successfully covers 21 separate process areas. It led to confirmed savings of 7.9 MMUS$ in the first year alone, by wiring the organization for continuous improvement and providing greater transparency for staff and management alike. PELA serves as a vehicle for change by driving awareness of the front-line staff and ensuring better cooperation between them, process engineers, maintenance, and production planning. The success of such a program relies on lean skills, analytical capabilities, expertise in change management, and strong leadership within the line.
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SHI, XIU-MEI. "THE CONSTRUCTION OF COLLEGE STUDENTS’ PSYCHOLOGICAL CRISIS INTERVENTION ORGANIZATION SYSTEM OF “INTERNAL AND EXTERNAL LINKAGE” AND FULL PARTICIPATION". W 2021 International Conference on Education, Humanity and Language, Art. Destech Publications, Inc., 2021. http://dx.doi.org/10.12783/dtssehs/ehla2021/35712.
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College Students’ psychological crisis intervention needs to establish the awareness of full participation and construct the organizational system of full participation, so as to fully tap resources, form synergy effect and improve the effectiveness of intervention. Therefore, on the one hand, it is necessary to improve the school full participation organization system including the core work objects, front-line staff, backbone forces and decision-makers; on the other hand, it is necessary to build the "internal and external linkage" full participation organization system including university-family linkage, university-hospital linkage, university-Police linkage and universitymedia linkage.
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Maria Arnaldo Valdés, Rosa, Victor Fernando Gómez Comendador, Maria Zamarreño, Francisco Perez Moreno i Raquel Delgado-Aguilera. "Human Factors Hazards in aviation operating environment during COVID -19". W 13th International Conference on Applied Human Factors and Ergonomics (AHFE 2022). AHFE International, 2022. http://dx.doi.org/10.54941/ahfe1001431.
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COVID 19 has become a mayor and without precedent disruption in aviation, with a big impact in aviation front line operators, such as crews, air traffic controller and aircraft dispatchers. This new reality has generated unexperienced human factors consequences and ups and downs in the lives of these professionals. They had to deal with new environments in their personal and professional dimensions and changes in both the physical and also psychosocial conditions as a consequence of COVID -19 impacts.The complexity of restating a complex system such as global air transport affects the staff of all aviation supply chain and has the potential to generate new and emergent hazards, a different risk landscape, and new operational and safety challenges.This paper focuses on COVID-related human factors challenges for aviation professionals, how those challenges can generate hazards that jeopardize aviation safety levels, and what can be done to mitigate the derived risks.The paper revises situations faced by operators and service providers during the COVID lockdown and the reanimation of the operations, with a focus on the best practices applied by different organisations to cope with the challenges human factors derived issues while assuring continued high levels of safety as operations ramp up.The paper combines an assessment of the best practices implemented by the industry during the last two years with a classical safety risk assessment approach. The paper revised also the safety risk assessments, about COVID 19 operations-related human factors challenges, conducted by main international aviation organisation such as as the Civil Air Navigation Services Organisation (CANSO), the International Federation of Air Traffic Controllers’ Associations (IFATCA), the International Federation of Air Line Pilots’ Associations (IFALPA) and the International Air Transport Association (IATA). Appropriate resources and tools to minimize the mental health impact of COVID-19 and ensure staff well-being throughout the lockdown and recovery phases are discussed.The paper offers a better understanding of the impact that post COVID-19 operations-related challenges could have on aviation human factors; outline new biological and psycho-social hazards and risks situation and their interactions with aviation safety; and finally identify and propose appropriate mitigation measurements for those negative consequences
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Dey, Sudip, Manoj Roy i Amit Karmakar. "Finite Element Transient Dynamic Analysis of Delaminated Composite Conical Shells Subject to Low Velocity Impact". W ASME 2012 Gas Turbine India Conference. American Society of Mechanical Engineers, 2012. http://dx.doi.org/10.1115/gtindia2012-9518.
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This paper investigates on the transient dynamic response of delaminated composite pretwisted shallow conical shells subjected to low velocity normal impact. Turbomachinery blades with low aspect ratio could be idealized as twisted rotating cantilever composite conical shells. To derive the dynamic equilibrium equation, Lagrange’s equation of motion is used for moderate rotational speeds neglecting the Coriolis effect. An eight noded isoparametric plate bending element is employed in the finite element formulation incorporating rotary inertia and effects of transverse shear deformation based on Mindlin’s theory. To satisfy the compatibility of deformation and equilibrium of resultant forces and moments at the delamination crack front a multipoint constraint algorithm is incorporated which leads to unsymmetric stiffness matrices. The modified Hertzian contact law which accounts for permanent indentation is utilized to compute the contact force, and the time dependent equations are solved by Newmark’s time integration algorithm. Parametric studies are conducted in respect of triggering parameters like location of delamination, angle of twist and velocity of impactor for the centrally impacted graphite-epoxy torsion stiff composite conical shells.
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Al Kindi, Nasser, Yousuf Al Zaabi, Wayne Bryant, Ahmed Al Salmi, Carl Kays i Amir Al Habib. "Enabling A Nation - How PDO Powers Government Continuous Improvement & Creating Leaders for the Future of Oman". W ADIPEC. SPE, 2022. http://dx.doi.org/10.2118/210797-ms.
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Abstract Objective / Scope The main objective of the paper to showcase PDO successful journey in transferring Continuous Improvement (CI) knowledge to targeted entities within the government of the Sultanate of Oman by building CI capabilities to deliver significant improvement activity. Effectively after signing the MOU with Oman Vision 2040 Unit in 2019 for 5 years, a full CI transformation program kicked off to change the culture of the public sector from the inherited bureaucracy of which has the top leader is the showman, to a new way of working where the top leaders considered as the enabler of the progress (the main sponsor), wearing the learner hat, to understand the challenges from the front line of the business, be able to coach them to achieve their goals with minimal influence to their day to day work and huge encouragement to break down walls having them reach towards their desired destination. This supports the government's target to position Oman as an attractive environment for ease of doing business & the deployment plan focuses on building local CI capability within each entity, replicating improvements across the other entities, sustainability, and Leadership coaching. Methods, Procedure, Process Petroleum Development Oman (PDO) has more than 10 years' experience in the journey of Continuous Improvement. The experience is healthy with inflections and corrections over the course of progress until it covered all the organization vertically and horizontally. In 2020 it covered all functions and reached two level of categories spanning all staff: CI Professionals and CI Generalist. This concept and culture change can't be simulated into the government as is. It had to go through some modification for easy adoption and faster implementation. Building individual skills takes its own course of time, so the CI Professionals of PDO were posted into the core government system, the Oman Vision 2040 Implementation and Follow-up Unit. This allows immediate impact into the system and swift digital transformation to the centralized dashboard reviewed by leadership to sustain improvements. While the transformation takes place, PDO takes internally, 15 highly competent individuals from different government entities, as a secondment for 3 years development program to become accredited CI coaches and ultimately take their learning back to their organizations. Additionally, PDO provided the nation with a free online access to one of the problem-solving methodologies "Lean Awareness". This online session is developed to support a nationwide buy-in as part of the change management efforts to increase the awareness of continuous improvement. Results, Observation, Conclusions The high-level value delivered by the CI Deployment in the Government can be sampled from any of the CI projects delivered, E.g., the 90% improvement to the 'starting a new business process'. The overall scale, scope, and speed of improvement projects across the government entities is unprecedented. However, value is much more than the process improvements, such as: PDO Omani expertise being utilized to accelerate CI Capability across the Government. Improving starting business process by 90% from 10 months to 1.25 months. To "Lean" over 100 government services in 12 different entities by end of 2021. PDO improved cross-organization process with Government Entities E.g. Environment Authority permits, Manpower etc. Accelerating the progress of National Digital Transformation Program led by Ministry of Transport, Telecommunication & Information Technology. Build in house and sustainable capability for the government sector. Overall, the value to PDO, the Government and Oman is priceless for the longterm sustainability of the country. Novel, Additive information This initiative has had a hugely positive impact on PDO & Oman in the last 3 years and will continue to do so, moving towards end of 2022 and beyond the project team is working closely with Oman e-government team to assist the government to shift from egovernment to Digital government to Smart government - a real game changing innovative shift for Oman. This project is a true example of how Omani expertise developed and nurtured within PDO is being used to power Oman towards vision 2040 and is a fantastic example of our organization creating in-country value.
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Valdovinos, Schaun, Chelene Wong, Don Helling i Ken Wilson. "Connecting a Region: Foothills Trail White River Bridge". W Footbridge 2022 (Madrid): Creating Experience. Madrid, Spain: Asociación Española de Ingeniería Estructural, 2022. http://dx.doi.org/10.24904/footbridge2022.065.
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<p>The White River Bridge will become a key link extending the regional Foothills Trail, which when complete will run more than 48-km through communities and scenic landscapes in the shadow of Mount Rainier. The three-span arch footbridge will become a destination where users can linger over the beautiful White River. It will also provide a much-needed secondary route for emergency vehicles.</p><p>The total bridge length of 174m is divided over three network arch spans. Network arches create a very transparent structure that is very stiff. The crisscrossing hanger pattern of the structure can carry heavy point loads from a fire truck without distressing members. Generous lookouts at the central pier will provide an area for users to linger and take in views of the river.</p><p>Key elements of the design included selection of the preferred geometry of the arch spans, optimization of the hanger pattern, fabrication and construction considerations, and seismic design approach using base isolation of the superstructure atop the supporting piers. The erection sequence of the large spans has been an up-front consideration with every effort to minimize disturbance to the wooded site. User experience and aesthetics are a focus of design, but with equal emphasis on economy and efficiency. This footbridge showcases how all these aspirations can be achieved with the right design approach.</p>
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Masoudi, Ramin, Stephen Birkett i John McPhee. "Dynamic Model of a Vertical Piano Action Mechanism". W ASME 2009 International Design Engineering Technical Conferences and Computers and Information in Engineering Conference. ASMEDC, 2009. http://dx.doi.org/10.1115/detc2009-87680.
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The dynamic behavior of a vertical piano action mechanism is studied using a simulation model and compared qualitatively to observations obtained by high-speed imaging of a real action. The simulated response of all components is obtained for two different prescribed input force profiles applied at the key front. These inputs represent in simplified form the general shape of a typical force input by a pianist measured at the key surface for a strong (forte) strike, or two key strikes in rapid succession. The graph-theoretic multibody model constructed represents the components and their interactions. Explicit contact edges provide forces generated between two bodies as a function of their kinematic states, using a special contact model to represent the compression of felt lined interfaces that can separate during the key stroke. Masses and geometrical parameters of the action were measured by importing scanned images from a real action into CAD software. The highly nonlinear system of five ordinary differential equations of motion was derived symbolically and solved by a numerical stiff solver in Maple. The effects of two components not present in the horizontal grand piano action, the bridle strap and hammer butt spring, were examined using simulations. The butt spring is seen to serve an important function in assisting the return of the hammer to its rest position on key release. The model will be useful in future studies to compare vertical actions to horizontal grand piano actions, as these are known to exhibit quite different playing characteristics.
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Horenin, Jindrich, Antonin Mikulec, Jan Macek, Jan Banecek i Josef Morkus. "Semi-automatic Design Assistance System for Vehicle Future Powertrains". W FISITA World Congress 2021. FISITA, 2021. http://dx.doi.org/10.46720/f2020-dgt-018.
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"The current situation in accelerated research and development of environmentally friendly powertrains for future mobility needs calls for compromising mix of well-proven best practices of prime movers, based on renewable energy resources, and implementation of electric components, realizing energy recuperation and harvesting and increasing vehicle flexibility. In-time decision for best concept of a vehicle has to be based on societal needs, regulation requirements and customer acceptance combined with technologically realizable concepts. While the technology options are investigated during well known V-shape process, the other factors create a “roof“ above it, adding A-shape process over V-one. The A-shape process features the upper root with general society demands, followed by more specific constraints for future concepts of vehicles on left-hand branch, addressing environmental impacts, safety&security, total cost of ownership, etc. On the right-hand side, it adds the market and public reactions to a new product. The initial decision on vehicle concept has to be done at early stage of development, which is possible if model-based process is front-loaded at both levels of V and A. The paper describes the principles and practical elaboration of the DASY – Design Assistance System, consisting of two combined aids: OntoDASY offering qualitative hints in Wiki-like information system and DASY, focused on linking currently available software sources and in-house generated database of/for design solutions. The parametric model of a vehicle powertrain consists of different types of engines, gearboxes and electric machines including paradigms for design solution examples. E.g., the current databases contain more than 300 engines with all main components of different concepts in parametrized form. The databases are automatically extended if new design output is finished. The data from engine and component dimension databases are used to fix the overall powertrain concept, its layout and to elaborate it into the component designs, already with specific dimensional parameters. The 3D models of the vehicle powertrain concepts are created in the 3D CAD program using parametric designing, which yields flexibility for further iterative changes. The components are assembled to the models of powertrain mechanisms including tools to determine loads of all components combining 1D thermo/aerodynamics with 3D FEM stress and temperature simulations. Each component of the 3D powertrain model contains material properties, boundary conditions for loads, and finite element mesh to quickly check safety factors in operation and to optimize component shapes by iterative process. The choice of the best concept for detailed elaboration is based on the comparison of previously optimized cases, which enhances the probability of correct decision. The system avoids “invention of invented” losses, conserves the experience collected in the past (important due to design and research staff fluctuation) and supports holistic view on all product development stages. It accelerates the pre-design phase of new powertrains significantly. "
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Pui-Yuk King, Alex, i Kin Wai Michael Siu. "Ethnographic Study of Living Alone Elderly with Mild Cognitive Impairment in Hong Kong: A Pilot Study". W 13th International Conference on Applied Human Factors and Ergonomics (AHFE 2022). AHFE International, 2022. http://dx.doi.org/10.54941/ahfe1002048.
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1. IntroductionA report by the United Nations has revealed the number of older adults in the world is projected to reach 1.4 billion by 2030, and this number is expected to increase to 2.1 billion by 2050. This development will place enormous pressure on current healthcare and social protection systems. If life expectancy continues to rise while fertility constantly declines over many years. the ageing of the population will continue to throughout the world. The gigantic numbers of elderly people will place significant pressure on current systems of social protection and global health care. By 2024, it is expected to have nearly 400,000 people over the age of 80 in Hong Kong —a 24.8% increase over the figure recorded in 2014. 2. Problem StatementLike in other Asian cities, the population of Hong Kong exhibits a continuous ageing trend.The change in the population structure will need an improved housing policy and health care system and infrastructure in order to tackle these resulting social problems. The more older adults are living in the city, the greater the numbers of people who are living with dementia. 3. Older Adults Living with Mild Cognitive ImpairmentDementia is characterised by the loss of mental abilities,and by further degeneration over time.This condition is not inevitable, as the hallmark symptoms of cognitive deterioration are not considered to be a normal part of ageing. It is a typical biomedical disease that might appear when the brain is affected by some specific diseases, such as a series of small strokes damage the brain and cause confusion, speech problems and progressive loss of memory and cognition. This gradual decline in cognitive functions causes people to need extra support for daily living. A person who is having slightly problems with planning, reasoning and also remembering may be classified as having mild cognitive impairment (MCI). 4. Universal DesignUD (universal design) is classified as the practice of making things in ways that involve almost no extra cost, but offer attractive yet functional styles that are fulfilling all people, regardless of each individual’s ability or disability. UD addresses the complete span of functionality through making each element and space accessible to its deepest extent by careful planning at all different stages of a project. 5. Participant Observation An interpretive approach is adopted as a research paradigm for understanding the meanings that human beings attach to their experiences. For this study, a centre manager of the well-established Yan Oi Tong Elderly Community Centre recruited three older adults to participate for nine months. These people were living with MCI in a rural district. Prior to this study, these three elders engaged in a participative design workshop that was organised by the same researcher. The workshop had two sessions, and explored the participants’ latent needs concerning home decoration and product design for public housing.Observational visits were conducted with each participant every two weeks for a nine-month period. The participants are referred to as CH, CP and SK, and they were aged between 79 and 85 years old.6. DiscussionTheme 1: Fear of being alone.The participants described their experiences of facing loneliness. Although they felt that their memories were getting worse, they could still express how loneliness was one of the most difficult challenges that they had to face day-by-day. SK said that ‘I want to do my preferred activities,and don’t want to stay at home all the time!’ Theme 2: Recognition of incompetence.The older persons suffering from MCI believed that they were, to varying degrees, incompetent in dealing with day-to-day activities. As CP explained, ‘I have become useless and cannot remember things recently…’ Theme 3: Lack of neighbourhood spirit. For older people living alone in public housing, neighbours become the most reliable people after their families. Older participants reported that they commonly displaced their house keys due to their gradual memory loss. They had to make duplicate front door keys, and gave them to neighbours who they trusted.To deal with such problems, a product design or system could be pre-installed in housing facilities that would enable better communication or connection between neighbours, and allow older residents to become closer to others.7. ConclusionThis ethnographic study has investigated the latent, unfulfilled needs of older persons living with MCI. Building rapport with these older participants was an important step at the beginning of the study.This finding of “Fear of being alone”, “Lack of neighbourhood spirit”also revealed that regular visits by community centre staff and local social workers should be organised to provide older community members and stakeholders with more attention regarding their day-to-day activities and their relations to society as a whole in order to eliminate “Recognition of incompetence”.
Raporty organizacyjne na temat "Front line staff"
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Bano, Masooda. In Need of Fresh Thinking: What Pratham’s Experience of Mobilising Communities Says about Current Development Thinking about Community Participation in Education. Research on Improving Systems of Education (RISE), lipiec 2022. http://dx.doi.org/10.35489/bsg-rise-wp_2022/100.
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For more than two decades, the international development community has advocated that establishing school-based management committees to involve communities to monitor and hold teachers, principals, and district government officials accountable would improve state schooling in developing countries; yet the evidence to sustain this claim to date remains questionable. Considering the case of Pratham, the largest education NGO in India, which is widely recognised as having developed a successful model to improve learning outcomes among children in state schools and is known for doing it through active community engagement, this paper questions whether the current development thinking on best modes of engaging communities to improve learning outcomes in state schools needs fresh thinking. The paper questions the validity of the two central assumptions underpinning the school-based management model: that better-informed communities will become involved in education activities with some mobilisation and training; and that engaged communities will be able to hold to account front-line state officials, starting with teachers and principals and moving on to the district government officials. Pratham’s experience shows that dissemination of information about benefits of education does not automatically result in community engagement; instead, people are motivated to become involved on the basis of individual-based incentives. Equally, it shows that for a community to influence the actions of front-line staff, it is important to develop a co-operative and supportive relationship, instead of focusing on accountability. Pratham’s experience thus shows that there is much scope for fresh thinking within the international development community on how to engage communities in developing countries in improving learning outcomes in state schools.