2013 Workplace and Equal Opportunity Survey of Active Duty Members: Tabulations Responses

DTIC Science & Technology

2014-03-01

can be defined as the frequency which people in the workplace act in an angry or hostile manner toward personnel...angry or hostile manner toward personnel. Percent Responding Mean Max ME Workplace Hostility TOTAL DOD 96 ±1 1.9 ±0.1 Enlisted 96 ±1 2.0...be defined as the frequency which people in the workplace act in an angry or hostile manner toward personnel. Percent Responding Mean Max ME

From Exclusion to Inclusion: Young Queer Workers' Negotiations of Sexually Exclusive and Inclusive Spaces in Australian Workplaces

ERIC Educational Resources Information Center

Willis, Paul

2009-01-01

Equal participation in paid employment is regarded as a basic entitlement within human rights discourse. Recent organizational studies highlight how the workplace can operate as a socially divided space for queer (or non-heterosexual) workers, depicting the workplace as a problematic site of sexuality-based discrimination and abuse. The aim of…

Vocational Behavior 1990-1992: Personnel Practices, Organizational Behavior, Workplace Justice, and Industrial/Organizational Measurement Issues.

ERIC Educational Resources Information Center

Blau, Gary; And Others

1993-01-01

This annual review gives representative coverage of research on personnel practices and issues, work adjustment, organizational behavior, workplace justice (equal opportunities, harassment, etc.), and industrial/occupational measurement issues. The bibliography lists 438 references. (SK)

Troubling Gender Equality: Revisiting Gender Equality Work in the Famous Nordic Model Countries

ERIC Educational Resources Information Center

Edström, Charlotta; Brunila, Kristiina

2016-01-01

This article concerns gender equality work, that is, those educational and workplace activities that involve the promotion of gender equality. It is based on research conducted in Sweden and Finland, and focuses on the period during which the public sector has become more market-oriented and project-based all over the Nordic countries. The…

47 CFR 0.81 - Functions of the Office.

Code of Federal Regulations, 2010 CFR

2010-10-01

... providing counseling services to employees and applicants on EEO matters; (10) Develops and administers the... regulations; (11) Represents the Commission at meeting with other public and private groups and organizations on matters counseling workplace diversity and equal employment opportunity and workplace diversity...

European Top Managers' Age-Related Workplace Norms and Their Organizations' Recruitment and Retention Practices Regarding Older Workers.

PubMed

Oude Mulders, Jaap; Henkens, Kène; Schippers, Joop

2017-10-01

Top managers guide organizational strategy and practices, but their role in the employment of older workers is understudied. We study the effects that age-related workplace norms of top managers have on organizations' recruitment and retention practices regarding older workers. We investigate two types of age-related workplace norms, namely age equality norms (whether younger and older workers should be treated equally) and retirement age norms (when older workers are expected to retire) while controlling for organizational and national contexts. Data collected among top managers of 1,088 organizations from six European countries were used for the study. Logistic regression models were run to estimate the effects of age-related workplace norms on four different organizational outcomes: (a) recruiting older workers, (b) encouraging working until normal retirement age, (c) encouraging working beyond normal retirement age, and (d) rehiring retired former employees. Age-related workplace norms of top managers affect their organizations' practices, but in different ways. Age equality norms positively affect practices before the boundary of normal retirement age (Outcomes a and b), whereas retirement age norms positively affect practices after the boundary of normal retirement age (Outcomes c and d). Changing age-related workplace norms of important actors in organizations may be conducive to better employment opportunities and a higher level of employment participation of older workers. However, care should be taken to target the right types of norms, since targeting different norms may yield different outcomes. © The Author 2016. Published by Oxford University Press on behalf of The Gerontological Society of America. All rights reserved. For permissions, please e-mail: journals.permissions@oup.com.

Colleagues' Perception of Supported Employee Performance

ERIC Educational Resources Information Center

Cramm, Jane-Murray; Tebra, Nelleke; Finkenflugel, Harry

2008-01-01

The authors investigated whether supported employees are perceived on an equal basis within the workplace by their nondisabled worker colleagues. Three types of social relationships were considered in a workplace context ("work acquaintances," "work friends," and "social friends") in order to examine whether the types of social relationships that…

Diversity in the Workplace.

ERIC Educational Resources Information Center

1996

This document contains three papers presented at a symposium on diversity in the workplace moderated by Sandra Johnson at the 1996 conference of the Academy of Human Resource Development (AHRD). "Diversity and Development: An Assessment of Equal Opportunities and the Role of HRD in the Police Service" (Rashmi Biswas, Penny Dick) examines…

LGBT Workplace Climate in Astronomy

NASA Astrophysics Data System (ADS)

Gaudi, B. S.; Danner, R.; Dixon, W. V.; Henderson, C. B.; Kay, L. E.

2013-01-01

The AAS Working Group on LGBTIQ Equality (WGLE) held a town hall meeting at the 220th AAS meeting in Anchorage to explore the workplace climate for LGBTIQ individuals working in Astronomy and related fields. Topics of discussion included anti-discrimination practices, general workplace climate, and pay and benefit policies. Four employment sectors were represented: industry, the federal government, private colleges, and public universities. We will summarize and expand on the town hall discussions and findings of the panel members.

Women's Equality in the Workplace: Personal Comments of a Business Lawyer

ERIC Educational Resources Information Center

Baker, Ann G.

2016-01-01

In recent years, female enrollments have increased exponentially in many areas of higher education studies. Consequently, women are everywhere present in their chosen career paths, though too few arrive at top-level posts. However, the workplace (particularly the private sector) has not kept pace with this progress in terms of gender-sensitive…

An Organizational Approach to Understanding Sex and Race Segregation in U.S. Workplaces

ERIC Educational Resources Information Center

McTague, Tricia; Stainback, Kevin; Tomaskovic-Devey, Donald

2009-01-01

This article examines the influence of resource dependence and institutional processes on post-Civil Rights Act changes in private sector workplace segregation. We use data collected by the U.S. Equal Employment Opportunity Commission from 1966 through 2000 to examine organizations embedded within their firm, industry, local labor market and…

Self-Regulated Workplace Learning: A Pedagogical Framework and Semantic Web-Based Environment

ERIC Educational Resources Information Center

Siadaty, Melody; Gasevic, Dragan; Jovanovic, Jelena; Pata, Kai; Milikic, Nikola; Holocher-Ertl, Teresa; Jeremic, Zoran; Ali, Liaqat; Giljanovic, Aleksandar; Hatala, Marek

2012-01-01

Self-regulated learning processes have a potential to enhance the motivation of knowledge workers to take part in learning and reflection about learning, and thus contribute to the resolution of an important research challenge in workplace learning. An equally important research challenge for the successful completion of each step of a…

Managing Democracy in the Workplace for Sustainable Productivity in Nigeria

ERIC Educational Resources Information Center

Arikpo, Arikpo B.; Etor, Robert B.; Usang, Ewa

2007-01-01

Democracy engenders freedom for all, human rights, participation based on equality, shared values, the rule of law, due process, good governance and transparency. In the workplace, it would include freedom of expression, association, participation, access to available information and the right of workers to understand what goes on where they work.…

Is Workplace Smoking Policy Equally Prevalent and Equally Effective Among Immigrants?

PubMed Central

Osypuk, Theresa L.; Subramanian, S.V.; Kawachi, Ichiro; Acevedo-Garcia, Dolores

2009-01-01

Background We examined whether immigrants were less likely to be covered by a smokefree workplace policy, as well as whether workplace smoking policies garnered comparable associations with smoking for immigrants and the US-born, in the US. Methods We applied the 2001/02 Current Population Survey Tobacco Use Supplement among US indoor workers (n=85,784) using multiple logistic regression analyses. First, we examined whether nativity (immigrants vs. US-born) was independently associated with smokefree policy coverage. Second, we examined whether the smokefree policy association with current smoking was differential by nativity (effect modification). Results Immigrants were less likely to work in smokefree workplaces than the US-born; however occupation and industry accounted for these disparities. Employment in a workplace that was not smokefree was associated with higher odds of smoking (vs. smokefree workplaces), both before (OR=1.83, 95% CI:1.74–1.92) and after (OR=1.36, (1.29–1.44)) covariate adjustment among the US-born, but associations were weaker among immigrants (OR=1.39(1.20–1.61) unadjusted, OR=1.15(0.97–1.35) adjusted). Worker industry partly explained (16% of) the weaker policy-smoking association among immigrants, while other socioeconomic variables reduced the policy-smoking association without explaining the disparity. Conclusions The patchwork of US workplace smoking restriction policy at different governmental levels, combined with a voluntary regime among some employers, generates coverage inequalities. Workplace smokefree policies may be less effective for immigrants, and this is related to differential coverage by such policies due to occupational segregation. Understanding the complex patterns of the social context of smoking is important for understanding how policy interventions might have heterogeneous effects for different demographic groups. PMID:19359272

Perspective on Out & Equal Workplace Advocates Building Bridges Model: A Retrospect of the Past, Present, and Future of Training Impacting Lesbian, Gay, Bisexual, and Transgender Employees in the Workplace

ERIC Educational Resources Information Center

Baillie, Pat; Gedro, Julie

2009-01-01

As early as 1983, a group of lesbian, gay, bisexual, and transgenders (LGBTs) in the San Francisco Bay Area met with the United Way to discuss the needs of the community in the workplace. In 1986, the United Way authorized a board-level task force on LGBT issues, which looked at health and human care concerns. In 1990, Building Bridges was formed…

From the Research: Myths Worth Dispelling--Gender--Still a Long Way to Go

ERIC Educational Resources Information Center

Farrington, Jeanne

2012-01-01

With the obvious gains in pay and employment equity for women in the workplace during the last 50 years, both in measurable changes and in legislation designed to ensure such changes, some have assumed that gender discrimination is a thing of the past. However, despite improvements, equal pay for equal work and equal opportunities for hiring,…

A Case Study to Explore the Impact of Knowledge Management Systems on Workplace Diversity Programs

ERIC Educational Resources Information Center

Gautier, Michael

2012-01-01

The ongoing debate over the definition and application of workplace diversity policies results in a wide range of viewpoints. There are a number of theoreticians who feel that if diversity is more than avoidance of discrimination, that the traditional body of anti-discrimination programs such as the Equal Employment Opportunity (EEO) efforts…

Crime of Power, Not Passion: Sexual Harassment in the Workplace.

ERIC Educational Resources Information Center

Business and Professional Women's Foundation, Washington, DC.

This paper focuses on the problem of sexual harassment in the workplace. The legal definition of sexual harassment as drawn up by the Equal Employment Opportunity Commission is: "unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature that are explicitly or implicitly a term or condition…

University Students' Perceptions of Gender Discrimination in the Workplace: Reality versus Fiction

ERIC Educational Resources Information Center

Sipe, Stephanie; Johnson, C. Douglas; Fisher, Donna K.

2009-01-01

For 50 years, laws such as the Civil Rights Act of 1964, as amended in 1991, and the Equal Pay Act of 1963 have protected women from overt discrimination. Although gender inequity persists in today's workplace, its presence and effects continue to be underestimated by the relevant stakeholders. Informal observations have shown that college…

How Title IX and Proportionality Population Concepts Have Equalized Collegiate Women's Sports Programs with Men's Sports and Allows Spillover Gains for Women in the Workplace

ERIC Educational Resources Information Center

Compton, Nina H.; Compton, J. Douglas

2010-01-01

Title IX of the Education Reformation Act was passed in 1972 for the purpose of providing equality between males and females in intercollegiate sports. Since its inception the disparity between men's and women's varsity athletics programs has persisted throughout American colleges and universities. Discrimination and equal protection concerns…

Diversity, culture and the glass ceiling.

PubMed

Wilson, Eleanor

2014-01-01

A reference to the term, the glass ceiling, has come to embody more than gender equality among women and men. Today the term embraces the quest of all minorities and their journey towards equality in the workplace. The purpose of this article is to bring attention to the subject of diversity, culture, and the glass ceiling. The article will discuss the history of the glass ceiling and how its broadened meaning is relevant in today's workplace. It will also provide statistics showing how diversity and culture are lacking among the top echelon of today's executives, the barriers faced by minorities as they journey towards executive leadership, and how to overcome these barriers to truly shatter the glass ceiling.

Success in the workplace following traumatic brain injury: are we evaluating what is most important?

PubMed

Levack, William; McPherson, Kath; McNaughton, Harry

2004-03-04

Vocational outcome, and in particular full-time paid work, is considered an important indicator of successful rehabilitation following traumatic brain injury (TBI). However it has not been established that these outcomes adequately or accurately represent the values of the people with TBI. This paper describes a study exploring the experiences of individuals who attempted returning to work following TBI, with emphasis on factors that related to perceptions of 'success' or 'failure'. A phenomenological study, interviewing seven people with moderate to severe TBI was conducted. The interview data were analysed for themes relating to experiences of success or failure in the workplace. Community consultation provided additional perspectives in the interpretation and validation of results. The results of this study support in part the assumption that paid employment is indicative of success following TBI. Equally prevalent were findings that challenged this assumption, including situations where: (1) return to employment contributed to catastrophic personal events, (2) feelings of success were achieved even though paid employment was not, and (3) success in the workplace was associated with factors other than hours worked or pay earned. This research suggests that the use of work placement as a measure of successful rehabilitation might misrepresent the perspective of individuals with TBI. A multifactorial approach to evaluating vocational rehabilitation is recommended, which incorporates the subjective experience of work.

Equal Opportunity in Higher Education: The Past and Future of California's Proposition 209

ERIC Educational Resources Information Center

Grodsky, Eric, Ed.; Kurlaender, Michal, Ed.

2010-01-01

This timely book examines issues pertaining to equal opportunity--affirmative action, challenges to it, and alternatives for improving opportunities for underrepresented groups--in higher education today. Its starting point is California's Proposition 209, which ended race-based affirmative action in public education and the workplace in 1996. The…

Sexual Harassment in the Workplace: The Equal Employment Opportunity Commission's New Guidelines.

ERIC Educational Resources Information Center

Oneglia, Stewart B.; Cornelius, Susan French

1981-01-01

The Equal Employment Opportunity Commission's new guidelines, although untested in court, are consistent with prior Title VII case law in the areas of racial harassment and employer liability and more expansive though consistent with existing sexual harassment case law. They should also establish some specificity in the parameters of sexual…

Instructional Alignment of Workplace Readiness Skills in Marketing Education

ERIC Educational Resources Information Center

Martin, Sarah J.; Reed, Philip A.

2015-01-01

This study examined high school marketing education teachers' knowledge of workplace readiness skills and whether that knowledge had an impact on student workplace readiness skill achievement. Further, this study examined the usage of Virginia's 13 Workplace Readiness Skills curriculum and identified the teaching methods and instructional…

Tools for Employers: Making Equal Pay a Reality in Your Workplace. Facts on Working Women.

ERIC Educational Resources Information Center

Women's Bureau (DOL), Washington, DC.

This publication presents six primary tools employers can use to narrow or eliminate pay gaps in their workplaces. After each tool is a discussion of the problem and examples of "best practices" by employers that have won the Department of Labor's Opportunity 2000 and EVE (Exemplary Voluntary Efforts) awards. The report is divided into six tools:…

Workplace violence and gender discrimination in Rwanda's health workforce: Increasing safety and gender equality.

PubMed

Newman, Constance J; de Vries, Daniel H; d'Arc Kanakuze, Jeanne; Ngendahimana, Gerard

2011-07-19

Workplace violence has been documented in all sectors, but female-dominated sectors such as health and social services are at particular risk. In 2007-2008, IntraHealth International assisted the Rwanda Ministries of Public Service and Labor and Health to study workplace violence in Rwanda's health sector. This article reexamines a set of study findings that directly relate to the influence of gender on workplace violence, synthesizes these findings with other research from Rwanda, and examines the subsequent impact of the study on Rwanda's policy environment. Fifteen out of 30 districts were selected at random. Forty-four facilities at all levels were randomly selected in these districts. From these facilities, 297 health workers were selected at random, of whom 205 were women and 92 were men. Researchers used a utilization-focused approach and administered health worker survey, facility audits, key informant and health facility manager interviews and focus groups to collect data in 2007. After the study was disseminated in 2008, stakeholder recommendations were documented and three versions of the labor law were reviewed to assess study impact. Thirty-nine percent of health workers had experienced some form of workplace violence in year prior to the study. The study identified gender-related patterns of perpetration, victimization and reactions to violence. Negative stereotypes of women, discrimination based on pregnancy, maternity and family responsibilities and the 'glass ceiling' affected female health workers' experiences and career paths and contributed to a context of violence. Gender equality lowered the odds of health workers experiencing violence. Rwandan stakeholders used study results to formulate recommendations to address workplace violence gender discrimination through policy reform and programs. Gender inequality influences workplace violence. Addressing gender discrimination and violence simultaneously should be a priority in workplace violence research, workforce policies, strategies, laws and human resources management training. This will go a long way in making workplaces safer and fairer for the health workforce. This is likely to improve workforce productivity and retention and the enjoyment of human rights at work. Finally, studies that involve stakeholders throughout the research process are likely to improve the utilization of results and policy impact.

Workplace violence and gender discrimination in Rwanda's health workforce: Increasing safety and gender equality

PubMed Central

2011-01-01

Background Workplace violence has been documented in all sectors, but female-dominated sectors such as health and social services are at particular risk. In 2007-2008, IntraHealth International assisted the Rwanda Ministries of Public Service and Labor and Health to study workplace violence in Rwanda's health sector. This article reexamines a set of study findings that directly relate to the influence of gender on workplace violence, synthesizes these findings with other research from Rwanda, and examines the subsequent impact of the study on Rwanda's policy environment. Methods Fifteen out of 30 districts were selected at random. Forty-four facilities at all levels were randomly selected in these districts. From these facilities, 297 health workers were selected at random, of whom 205 were women and 92 were men. Researchers used a utilization-focused approach and administered health worker survey, facility audits, key informant and health facility manager interviews and focus groups to collect data in 2007. After the study was disseminated in 2008, stakeholder recommendations were documented and three versions of the labor law were reviewed to assess study impact. Results Thirty-nine percent of health workers had experienced some form of workplace violence in year prior to the study. The study identified gender-related patterns of perpetration, victimization and reactions to violence. Negative stereotypes of women, discrimination based on pregnancy, maternity and family responsibilities and the 'glass ceiling' affected female health workers' experiences and career paths and contributed to a context of violence. Gender equality lowered the odds of health workers experiencing violence. Rwandan stakeholders used study results to formulate recommendations to address workplace violence gender discrimination through policy reform and programs. Conclusions Gender inequality influences workplace violence. Addressing gender discrimination and violence simultaneously should be a priority in workplace violence research, workforce policies, strategies, laws and human resources management training. This will go a long way in making workplaces safer and fairer for the health workforce. This is likely to improve workforce productivity and retention and the enjoyment of human rights at work. Finally, studies that involve stakeholders throughout the research process are likely to improve the utilization of results and policy impact. PMID:21767411

Examining the Relationship between Equal Opportunity Climate and Individual Level Outcome Variables

DTIC Science & Technology

2010-10-28

and workplace outcomes. Within this body of literature it has been noted that diversity within organizations can be both a source of friction as well...managing with workplace diversity (Kossek & Zonia, 1993; McKay, Avery, & Morris, 2009; Mor Barak, Cherin, & Berkman, 1998; Van Knippenberg...group) exhibited by a command as well as perceptions of climate related to racism and sexual discrimination were significant predictors of outcomes

The New Family Equality: Myth or Reality?

ERIC Educational Resources Information Center

Vanek, Joann

The paper analyzes the work roles of husbands and wives in the 1970s and suggests policies to implement sex equality in the workplace and at home. Data reviewed in the paper support the structural-cultural view that work behavior both inside and outside the home is shaped by deeply embedded cultural and structural forces. In 1975, 41% of families…

The case for responsibility of the IT industry to promote equality for women in computing.

PubMed

Turner, E

2001-04-01

This paper investigates the relationship between the role that information technology (IT) has played in the development of women's employment, the possibility of women having a significant influence on the technology's development, and the way that the IT industry perceives women as computer scientists, users and consumers. The industry's perception of women and men is investigated through the portrayal of them in computing advertisements. While women are increasingly updating their technological skills and know-how, and through this process are entering some positions in the workplace traditionally occupied by men, these achievements are not mirrored in their social and occupational status. The computer industry and higher education have worryingly low numbers of women, while the possibility of women influencing the development of computer technology is just emerging in feminist research. This paper argues that, though the IT industry, through their self-regulatory codes, subscribes to equal treatment of sexes, races and persons with disabilities, the industry nevertheless paints a stereotyped picture of inequality when portraying men and women in computer advertisements. As long as such a perception of women prevails within the industry, it will stand as a barrier to women having equal access to computer technology. If advertisements influence the way society perceives major social constructs and issues, then the computing industry has a social responsibility to portray men and women in an equal and non-stereotypical fashion.

[Mental health implications of workplace discrimination against sexual and gender minorities: A literature review].

PubMed

Geoffroy, Marie; Chamberland, Line

Despite legislative advances in terms of workplace equality for sexual and gender minorities (SGM), available data ascertains the persistence of workplace discrimination of lesbian, gay, bisexual, and especially of transgender/transsexual employees. This article, based on an extensive literature review, explores the relationship between different types of workplace discrimination experiences and their impacts on the mental health of SGM and of different sub-populations: men who have sex with men, non-heterosexual women, lesbian and gay parents, and trans people. Furthermore, the article explores certain individual and systemic protection and risk factors that have an impact on this relationship, such as coming-out at work and organisational support. Finally, the existing literature on workplace discrimination and mental health of sexual and gender minorities highlights the importance, in the current legal and social context, of intersectional approaches and of research on homo- and trans-negative microaggressions. The article ends with a discussion on the implications for practice, research, and workplace settings, as well as with several recommendations for these settings.

Structural barriers at the workplace for employees with vision and locomotor disabilities in New Delhi, India.

PubMed

Saigal, Neha; Narayan, Rajeev

2014-01-01

India, a signatory to the United Nations Convention on the Rights of Persons with Disabilities (UNCRPD), has 2.21% of people with disabilities to the total population of which 26% are employed (Census 2011 and 2001). Accessibility was introduced for the first time in 1995 under The Persons with Disabilities (Equal Opportunities, Protection of Rights and Full Participation) Act. Article 9 of UNCRPD promotes barrier-free environment on an equal basis with others. Despite the legislation and the UN convention, structural barriers continue to be one of the largest barriers posing concern for PwDs at their workplace. To identify various physicall barriers limiting accessibility of PWDs in the formal sector in Delhi. Quantitative descriptive research design. Random sample was drawn. Structural barriers create difficulty in accessing basic amenities such as canteens, toilets etc. Disability is a human rights issue. An employee with disability is entitled to dignified life. Effective implementation of Article 9 and 27 of UNCRPD will pave a way for removing structural barriers at workplace.

Lesbian workers: personal strategies amid changing organisational responses to 'sexual minorities' in UK workplaces.

PubMed

Colgan, Fiona; Creegan, Chris; McKearney, Aidan; Wright, Tessa

2008-01-01

This article reports emerging findings from a qualitative research study about lesbian, gay and bisexual (LGB) people at work in the UK. The research focuses on the personal experiences and strategies of LGB people amidst changing organisational responses to sexuality within a new legal and political landscape following the introduction of the Employment Equality (Sexual Orientation) Regulations 2003. The article draws specifically on the perceptions of lesbian respondents about a range of issues concerning social inclusion and exclusion in the workplace including coming out at work, treatment by managers and colleagues, workplace and organisational culture and participation in LGBT groups and networks.

Rubbing Elbows and Blowing Smoke: Gender, Class, and Science in the Nineteenth-Century Patent Office.

PubMed

Swanson, Kara W

2017-03-01

The United States Patent Office of the 1850s offers a rare opportunity to analyze the early gendering of science. In its crowded rooms, would-be scientists shared a workplace with women earning equal pay for equal work. Scientific men worked as patent examiners, claiming this new occupation as scientific in opposition to those seeking to separate science and technology. At the same time, in an unprecedented and ultimately unsuccessful experiment, female clerks were hired to work alongside male clerks. This article examines the controversies surrounding these workers through the lens of manners and deportment. In the unique context of a workplace combining scientific men and working ladies, office behavior revealed the deep assumption that the emerging American scientist was male and middle class.

Facility's employment practices reflect affirmative action commitment.

PubMed

Glaser, J W; Madden, M J

1984-04-01

The U.S. bishops' statements on racism over the last 40 years have addressed the structural as well as the personal aspects of racial discrimination. They have noted its persistence, described it as a moral and religious problem, and called for aggressive action among Catholics to combat it. "Meaningful equality" for blacks, however, remains a distant dream, the U.S. Supreme Court noted in a recent case involving institutional discrimination, because of the basically disadvantaged position into which blacks are born. As statistics on health, education, work, and standard of living illustrate, the socioeconomic opportunities available to blacks are markedly lower than those available to white Americans. Despite these odds, efforts to improve blacks' chances of contributing to society--through affirmative action programs--have achieved striking results in industry. Hospitals, as major workplaces, likewise should focus greater attention on developing and extending minority employment and advancement programs. Catholic health care facilities especially should evaluate their commitments to affirmative action. Increased efforts to eliminate discrimination in all aspects of a hospital's relationships with the business community as well as with its own employees will cause them to be recognized as symbols of justice not only in the workplace but also in society.

Do workplace health promotion (wellness) programs work?

PubMed

Goetzel, Ron Z; Henke, Rachel Mosher; Tabrizi, Maryam; Pelletier, Kenneth R; Loeppke, Ron; Ballard, David W; Grossmeier, Jessica; Anderson, David R; Yach, Derek; Kelly, Rebecca K; McCalister, Treʼ; Serxner, Seth; Selecky, Christobel; Shallenberger, Leba G; Fries, James F; Baase, Catherine; Isaac, Fikry; Crighton, K Andrew; Wald, Peter; Exum, Ellen; Shurney, Dexter; Metz, R Douglas

2014-09-01

To respond to the question, "Do workplace health promotion programs work?" A compilation of the evidence on workplace programs' effectiveness coupled with recommendations for critical review of outcome studies. Also, reviewed are recent studies questioning the value of workplace programs. Evidence accumulated over the past three decades shows that well-designed and well-executed programs that are founded on evidence-based principles can achieve positive health and financial outcomes. Employers seeking a program that "works" are urged to consider their goals and whether they have an organizational culture that can facilitate success. Employers who choose to adopt a health promotion program should use best and promising practices to maximize the likelihood of achieving positive results.

Women in the Physical Sciences in Sweden: Do We Have True Gender Equality in a ``Gender-Neutral'' Country?

NASA Astrophysics Data System (ADS)

Sorensen, Stacey L.; Rachlew, Elisabeth; Wiesner, Karoline; Engblom, Pia Thorngren

2005-10-01

Sweden, together with the other Nordic countries, seems at first glance to offer an environment where women and men enjoy equal treatment at all levels of society. Governments proclaim policies invoking gender-neutral regulations and legal frameworks. Government-supported parental leave programs provide paid leave for both parents, the child-care system is well developed, women are represented at high levels in the government, and educational levels are high. Clearly, awareness of gender issues and openness in the classroom and workplace must be very high. Why, then, is the career pipeline for women in physics leaking so badly? Why are there so few women in high-level management positions in industry? How can salaries for women on all levels, not least within the public sector, be consistently lower than for their male counterparts? What factors are important and how can we influence the situation so that women receive their fair share of power and recognition for their achievements? We discuss some of these issues, and describe the present situation in Sweden.

Healthy workplace indicators in Thailand: phase 2 (a pilot study).

PubMed

Sithisarankul, Pornchai; Punpeng, Twisuk; Boonchoo, Sujitra; Baikrai, Udomlak

2003-06-01

This study was a result of the second phase of a two-phase research project. In the previous phase, the draft of healthy workplace indicators was developed by means of literature review and soliciting of expert opinion. There were 46 indicators divided into 6 different groups. This phase of the project was a quantitative cross-sectional descriptive study which aimed at exploring the opinion of employers and occupational health officers (OHOs) of the enterprises towards the pilot set of healthy workplace indicators. The field data collection was conducted by means of a postal survey. Questionnaires were sent to 180 workplaces in Samutprakarn province. The response rates of employers and OHOs were 66.7 per cent (n = 120) and 68.3 per cent (n = 123), respectively. It was found that the majority of the enterprises had a workplace health promotion policy (59.3%), had health promotion activities (60.2%), did not have designated personnel responsible for health promotion (69.1%), had a health promotion budget (53.7%), were large scale enterprises (61.0%), and did not have a mother enterprise in foreign country (81.3%). In general, the mean scores of the opinions of employers and OHOs toward indicators in the appropriateness aspect were high. For the achievability aspect, there were 9 indicators which less than half of the employers thought they could achieve, and 10 indicators that less than half of the OHOs thought they could achieve. The opinion of employers and OHOs differed significantly in 4 indicators in the appropriateness aspect and 1 indicator in the achievability aspect. In conclusion, both the employers and OHOs considered most of these indicators appropriate for the enterprises and most indicators were achievable and useful as a guideline and evaluation tool for workplace health promotion.

2016 EEO Policy Statement

EPA Pesticide Factsheets

Policy on U.S. Environmental Protection Agency's commitment to equal employmentopportunity in the workplace. Fostering a diverse and inclusive work environment through equalemployment is essential to our work and our service to the American people.

The context of discrimination: workplace conditions, institutional environments, and sex and race discrimination charges.

PubMed

Hirsh, C Elizabeth; Kornrich, Sabino

2008-03-01

This article explores the organizational conditions under which discrimination charges occur. Drawing on structural and organizational theories of the workplace, the authors demonstrate how organizational conditions affect workers' and regulatory agents' understandings of unlawful discrimination. Using a national sample of work establishments, matched to discrimination-charge data obtained from the Equal Employment Opportunity Commission (EEOC), the authors examine how characteristics of the workplace and institutional environment affect variation in the incidence of workers' charges of sex and race discrimination and in the subset of discrimination claims that are verified by EEOC investigators. The findings indicate that workplace conditions, including size, composition, and minority management, affect workers' charges as well as verified claims; the latter are also affected by institutional factors, such as affirmative action requirements, subsidiary status, and industrial sector. These results suggest that internal workplace conditions affect both workers' and regulatory agents' interpretations of potentially discriminatory experiences, while institutional conditions matter only for regulatory agents' interpretations of those events.

The Need for Conciliation under Title VII

ERIC Educational Resources Information Center

Pollard, William E.

1975-01-01

The AFL-CIO is committed to the task of eliminating discrimination and injustice in the workplace and is making efforts to expand the Equal Employment Opportunity Commission's conciliation efforts under Title Seven. (MW)

Workplace Discrimination and Visual Impairment: A Comparison of Equal Employment Opportunity Commission Charges and Resolutions under the Americans with Disabilities Act and Americans with Disabilities Amendments Act

ERIC Educational Resources Information Center

Victor, Callie M.; Thacker, Leroy R.; Gary, Kelli W.; Pawluk, Dianne T. V.; Copolillo, Al

2017-01-01

To guarantee equal opportunities and treatment in employment for individuals with disabilities, Congress enacted Title I of the Americans with Disabilities Act (ADA) in 1992. This law states, "No covered entity shall discriminate against a qualified individual on the basis of disability in regard to job application procedures, the hiring,…

76 FR 72445 - Advisory Committee on Construction Safety and Health (ACCSH)

Federal Register 2010, 2011, 2012, 2013, 2014

2011-11-23

... is committed to equal opportunity in the workplace and seeks broad-based and diverse ACCSH membership... nomination, is willing to regularly attend and participate in ACCSH meetings, and has no conflicts of...

Diversity and Mentoring in the Workplace: A Conversation with Belle Rose Ragins

ERIC Educational Resources Information Center

Chandler, Dawn E.; Ellis, Rebecca

2011-01-01

Given projected increases in workplace diversity, an understanding of diversity's intersection with mentoring is a critical topic in the literature. This article involved an interview with Belle Rose Ragins, one of the world's leading thinkers on diversity and mentoring in the workplace. After providing an overview of Ragins' key achievements and…

Workplace Simulation: An Integrated Approach to Training University Students in Professional Communication

ERIC Educational Resources Information Center

Ismail, Norhayati; Sabapathy, Chitra

2016-01-01

In the redesign of a professional communication course for real estate students, a workplace simulation was implemented, spanning the entire 12-week duration of the course. The simulation was achieved through the creation of an online company presence, the infusion of communication typically encountered in the workplace, and an intensive and…

The Attractions of Joined-Up Thinking.

ERIC Educational Resources Information Center

Payne, John

1998-01-01

Several British initiatives for workplace learning (University for Industry, Individual Learning Accounts, employee development) have common goals: widening participation, recognizing adult learning as a key to social inclusion, providing equal opportunities, and extending guidance provision for adults. (SK)

75 FR 55610 - Advisory Committee on Construction Safety and Health (ACCSH)

Federal Register 2010, 2011, 2012, 2013, 2014

2010-09-13

... industry (29 CFR 1912.6). The Department of Labor is committed to equal opportunity in the workplace and... participate in ACCSH meetings, and has no conflicts of interest that would preclude membership on ACCSH...

76 FR 36567 - Delegation of Authority for the Office of Departmental Equal Employment Opportunity

Federal Register 2010, 2011, 2012, 2013, 2014

2011-06-22

...'s EEO program be organized and structured to maintain a workplace that is free from discrimination... public's expectations of fair housing without discrimination, but also to HUD's employment of a workforce...

Justifying gender discrimination in the workplace: The mediating role of motherhood myths.

PubMed

Verniers, Catherine; Vala, Jorge

2018-01-01

The issue of gender equality in employment has given rise to numerous policies in advanced industrial countries, all aimed at tackling gender discrimination regarding recruitment, salary and promotion. Yet gender inequalities in the workplace persist. The purpose of this research is to document the psychosocial process involved in the persistence of gender discrimination against working women. Drawing on the literature on the justification of discrimination, we hypothesized that the myths according to which women's work threatens children and family life mediates the relationship between sexism and opposition to a mother's career. We tested this hypothesis using the Family and Changing Gender Roles module of the International Social Survey Programme. The dataset contained data collected in 1994 and 2012 from 51632 respondents from 18 countries. Structural equation modellings confirmed the hypothesised mediation. Overall, the findings shed light on how motherhood myths justify the gender structure in countries promoting gender equality.

Sexual harassment in the workplace: it is your problem.

PubMed

Kane-Urrabazo, Christine

2007-09-01

Sexual harassment and hostile work environments are explored. Managerial roles are discussed, including taking a proactive approach and dealing appropriately with an employee's claim. Nurse managers must confront the issue of sexual harassment as complaints continue to develop throughout the industry. Because managers are responsible for employees' actions, it is essential that they familiarize themselves with what constitutes the act and how to handle a claim. Sexual harassment is defined by US Civil Rights Acts (1964 and 1991), US Equal Employment Opportunity Commission, UK's Equal Opportunities Commission, American Nurses Association and the Royal College of Nursing. Frederick Herzberg's Two-Factor Theory of Motivation is also related to workplace sexual harassment. Sexual harassment is a widespread problem within the industry, claiming both men and women as its victims. Managers can be held responsible for sexual harassment even if they are unaware of the existence of behaviour.

Justifying gender discrimination in the workplace: The mediating role of motherhood myths

PubMed Central

2018-01-01

The issue of gender equality in employment has given rise to numerous policies in advanced industrial countries, all aimed at tackling gender discrimination regarding recruitment, salary and promotion. Yet gender inequalities in the workplace persist. The purpose of this research is to document the psychosocial process involved in the persistence of gender discrimination against working women. Drawing on the literature on the justification of discrimination, we hypothesized that the myths according to which women’s work threatens children and family life mediates the relationship between sexism and opposition to a mother’s career. We tested this hypothesis using the Family and Changing Gender Roles module of the International Social Survey Programme. The dataset contained data collected in 1994 and 2012 from 51632 respondents from 18 countries. Structural equation modellings confirmed the hypothesised mediation. Overall, the findings shed light on how motherhood myths justify the gender structure in countries promoting gender equality. PMID:29315326

Cultural models of self and social class disparities at organizational gateways and pathways.

PubMed

Townsend, Sarah Sm; Truong, Mindy

2017-12-01

Attaining a college degree has traditionally been assumed to be key to upward social and professional mobility. However, college graduates from working-class backgrounds achieve less career success in professional, white-collar workplaces compared to those from middle-class backgrounds. Using a cultural models approach, we examine how the independent cultural beliefs and practices promoted by professional organizations disadvantage people from working-class backgrounds, who espouse interdependent beliefs and practices. Our review illustrates how this disadvantage can manifest in two ways. First, despite relative equality in objective qualifications, it can occur at organizational gateways (e.g., interview and hiring decisions). Second, even after people from working-class backgrounds gain access to an organization, it can occur along organizational pathways (e.g., performance evaluations and assignment to high-profile tasks). Copyright © 2017. Published by Elsevier Ltd.

Social Justice as a Lens for Understanding Workplace Mistreatment.

PubMed

Moffa, Christine; Longo, Joy

2016-01-01

Workplace mistreatment can be viewed as a social injustice that prohibits one from achieving optimal well-being. Cognitive and interpersonal skills required of nurses can be impacted by workplace mistreatment, thus extending injustices by violating the rights of patients to optimal care. The purpose of this article is to view workplace mistreatment through the lens of Powers and Faden's theory of social justice. Workplace mistreatment is explored through the 6 dimensions of well-being, including health, personal security, reasoning, respect, attachment, and self-determination, identified in the theory. The implications for practice and policy are discussed and recommendations for research made.

78 FR 14433 - Women's History Month, 2013

Federal Register 2010, 2011, 2012, 2013, 2014

2013-03-06

... greater workplace flexibility, access to capital and training for women-owned businesses, and equal pay..., and to empower women around the world with full political and economic opportunity. Meeting those..., March 6, 2013 / Presidential Documents#0;#0; [[Page 14433

Gender Bias in the Workplace: Should Women be Marginalized in Engineering Job?

NASA Astrophysics Data System (ADS)

Kurniawan, Y.; Nurhaeni, I. D. A.; Mugijatna; Habsari, S. K.

2018-02-01

Research observing women marginalization in the workplace viewed from the endusers have not been widely conducted. This article discusses about gender bias in the workplace from the perspective of the end-users of vocational higher education in terms of first, the companies’ policies in the salary payment and second the availability of companies’ policies in fulfilling the gender needs for male and female employees graduating from vocational schools. The research employing gender analysis was conducted in the Ex-Residency of Surakarta, Central Java Indonesia. The data were collected through documentation studies. The result shows that both male and female entrepreneurs have gender-biased view of women’s and men’s positions within the companies. Consequently, women’s salary tends to be lower than that of men for the same job and the companies were still not responsive to the different needs of women and men. Accordingly, local government should supervise the companies to implement gender mainstreaming in the workplace, especially in the employees’ career development and give rewards to companies implementing gender equality and otherwise give punishment to companies which have marginalized women in the workplace.

Career Advancement for Women: What Is the Prescribed Path for Success?

DTIC Science & Technology

2010-05-01

achieve gender equity in the workplace (Knorr, 2005). • Supportive Work Environment is the existence of work-family programs and family- friendly...needed for women to succeed are the demands of work-life balance and the existence of gender inequalities . Knorr (2005) suggested that women and men...Organizational and Government Policies “Organizational and government policies are critical to achieving gender equity in the workplace and to

Sexual Harrassment--A Growing Problem in the Workplace.

ERIC Educational Resources Information Center

Petersen, Donald J.; Massengill, Douglass

1982-01-01

Cites court cases and Equal Employment Opportunity Commission guidelines that affix employer liability for sexual harassment. Offers management advice on developing policies and practices for dealing with sexual harassment that are based on responses from 74 "Fortune 500" firms. (Author/MLF)

Workplace learning through peer groups in medical school clerkships.

PubMed

Chou, Calvin L; Teherani, Arianne; Masters, Dylan E; Vener, Margo; Wamsley, Maria; Poncelet, Ann

2014-01-01

Purpose When medical students move from the classroom into clinical practice environments, their roles and learning challenges shift dramatically from a formal curricular approach to a workplace learning model. Continuity among peers during clinical clerkships may play an important role in this different mode of learning. We explored students' perceptions about how they achieved workplace learning in the context of intentionally formed or ad hoc peer groups. Method We invited students in clerkship program models with continuity (CMCs) and in traditional block clerkships (BCs) to complete a survey about peer relationships with open-ended questions based on a workplace learning framework, including themes of workplace-based relationships, the nature of work practices, and selection of tasks and activities. We conducted qualitative content analysis to characterize students' experiences. Results In both BCs and CMCs, peer groups provided rich resources, including anticipatory guidance about clinical expectations of students, best practices in interacting with patients and supervisors, helpful advice in transitioning between rotations, and information about implicit rules of clerkships. Students also used each other as benchmarks for gauging strengths and deficits in their own knowledge and skills. Conclusions Students achieve many aspects of workplace learning in clerkships through formal or informal workplace-based peer groups. In these groups, peers provide accessible, real-time, and relevant resources to help each other navigate transitions, clarify roles and tasks, manage interpersonal challenges, and decrease isolation. Medical schools can support effective workplace learning for medical students by incorporating continuity with peers in the main clinical clerkship year.

Workplace learning through peer groups in medical school clerkships.

PubMed

Chou, Calvin L; Teherani, Arianne; Masters, Dylan E; Vener, Margo; Wamsley, Maria; Poncelet, Ann

2014-01-01

When medical students move from the classroom into clinical practice environments, their roles and learning challenges shift dramatically from a formal curricular approach to a workplace learning model. Continuity among peers during clinical clerkships may play an important role in this different mode of learning. We explored students' perceptions about how they achieved workplace learning in the context of intentionally formed or ad hoc peer groups. We invited students in clerkship program models with continuity (CMCs) and in traditional block clerkships (BCs) to complete a survey about peer relationships with open-ended questions based on a workplace learning framework, including themes of workplace-based relationships, the nature of work practices, and selection of tasks and activities. We conducted qualitative content analysis to characterize students' experiences. In both BCs and CMCs, peer groups provided rich resources, including anticipatory guidance about clinical expectations of students, best practices in interacting with patients and supervisors, helpful advice in transitioning between rotations, and information about implicit rules of clerkships. Students also used each other as benchmarks for gauging strengths and deficits in their own knowledge and skills. Students achieve many aspects of workplace learning in clerkships through formal or informal workplace-based peer groups. In these groups, peers provide accessible, real-time, and relevant resources to help each other navigate transitions, clarify roles and tasks, manage interpersonal challenges, and decrease isolation. Medical schools can support effective workplace learning for medical students by incorporating continuity with peers in the main clinical clerkship year.

How do employees and managers perceive depression: a worksite case study.

PubMed

Hauck, Katelyn; Chard, Gill

2009-01-01

The impact of depression in the workplace is significant. If managers and employees understood depression better they could assist those with depression to achieve optimal work performance. The case study was a medium-sized, privately owned forest products company located in western Canada. Individual interviews were used to explore the views of employees and managers about depression and its impact on work performance. Suggest that how one perceives workplace support for depression is influenced by the interaction of the following factors: a) knowledge and understanding of depression, b) roles and responsibilities within the work environment, and c) perceptions of work role boundaries. Better links are needed between employees and managers to enhance workplace collaborations and achieve optimal work performance. The implementation of mental health support programs and the vocational role of occupational therapy in addressing the impact of depression in the workplace are discussed.

Communal and Agentic Interpersonal and Intergroup Motives Predict Preferences for Status Versus Power.

PubMed

Locke, Kenneth D; Heller, Sonja

2017-01-01

Seven studies involving 1,343 participants showed how circumplex models of social motives can help explain individual differences in preferences for status (having others' admiration) versus power (controlling valuable resources). Studies 1 to 3 and 7 concerned interpersonal motives in workplace contexts, and found that stronger communal motives (to have mutual trust, support, and cooperation) predicted being more attracted to status (but not power) and achieving more workplace status, while stronger agentic motives (to be firm, decisive, and influential) predicted being more attracted to and achieving more workplace power, and experiencing a stronger connection between workplace power and job satisfaction. Studies 4 to 6 found similar effects for intergroup motives: Stronger communal motives predicted wanting one's ingroup (e.g., country) to have status-but not power-relative to other groups. Finally, most people preferred status over power, and this was especially true for women, which was partially explained by women having stronger communal motives.

Workplace Interventions to Prevent Type 2 Diabetes Mellitus: a Narrative Review

PubMed Central

Fedewa, Allison; Moran, Margaret; O’Brien, Matthew; Ackermann, Ronald; Kullgren, Jeffrey T.

2017-01-01

Purpose of review This study aims to summarize the recent peer-reviewed literature on workplace interventions for prevention of type 2 diabetes mellitus (T2DM), including studies that translate the Diabetes Prevention Program (DPP) curriculum to workplace settings (n = 10) and those that use different intervention approaches to achieve the specific objective of T2DM prevention among employees (n = 3). Recent findings Weight reduction was achieved through workplace interventions to prevent T2DM, though such interventions varied substantially in their effectiveness. The greatest weight loss was reported among intensive lifestyle interventions (i.e., at least 4 months in duration) that implemented the structured DPP curriculum (n = 3). Weight reduction was minimal among less intensive interventions, including those that substantially modified the DPP curriculum (n = 2) and those that used non-DPP intervention approaches to prevent T2DM (n = 3). Most studies (n = 12) reported increased levels of physical activity following the intervention. Summary Implementation of the DPP in workplaces may be an effective strategy to prevent T2DM among employees. PMID:28150162

Safety in the Workplace.

ERIC Educational Resources Information Center

Shaw, Richard

1999-01-01

Addresses workplace safety needs and tips for helping an organization achieve a high level of safety. Tips include showing administration commitment, establishing retribution-free reporting of safety problems and violations, rewarding excellent safety effort, and allowing no compromises in following safety procedures. (GR)

The hand that rocks the cradle rocks the boat: the empowerment of women.

PubMed

Turkel, Ann Ruth

2004-01-01

The obstacles to equality for women have changed from external to intrapsychic. The relational characteristics of women, such as nurturing and connecting with others, are now regarded as desirable attributes for the workplace. Adult growth and achievement models are based on the so-called masculine characteristics of separation, individuation, and independence. Relational theory supplies an alternative model called growth-in-connection, which stems from the feminine characteristics of connection, collectivity, and interdependence. Women's fears of exercising power, men's resistance to sharing power, the traditional ways in which women attain power are all concerns that are examined. Real power lies in exercising leadership, which implies risk-taking. Exploring the gender disequilibrium in issues of power--both the female advantage and the female disadvantage-as exemplified by the glass ceiling and its origins--helps to clarify the issues involved in empowerment.

Women's Issues Are Economic Issues.

ERIC Educational Resources Information Center

Schroeder, Patricia

1983-01-01

Faulty laws, unfair practices, and years of tradition in the workplace keep women from economic equality. The Economic Equity Act proposed by Congress will address inequalities in tax and retirement matters, the need for better dependent care, nondiscrimination in insurance, regulatory reform, and child support enforcement. (IS)

Women in PR Education: An Academic "Velvet Ghetto"?

ERIC Educational Resources Information Center

Zoch, Lynn M.; Russell, Maria P.

1991-01-01

Reports on a survey of women faculty teaching public relations regarding gender equality and workplace equity. Alternates viewpoints from the literature indicating ingrained institutional biases against women with survey findings that perhaps respondents are not doing what they could to advance in their field. (SR)

Accelerating the pace of progress.

PubMed

Chinery-hesse, M

1995-01-01

During the past 20 years, the proportion of women in paid employment has increased significantly. Yet women still do not have equal opportunity or receive equal treatment in the workplace. Under these conditions, society loses because it does not completely utilize all its human resources toward sustainable development. All levels of preparation for the Fourth World Conference on Women, scheduled for September 1995 in Beijing, have allowed participants to review the current social status of women. Globalization of the economy, technological transformation, and restructuring of the labor market pose difficult problems and emerging challenges for women: feminization of poverty, increasing instability of women's work, continued inequality in the sharing of family responsibilities, and inadequacy of social infrastructure to allow women both to work and to attend to their family's needs. Working women's rights continue to be neglected. The International Labor Organization's (ILO) 75 years of experience suggest that a comprehensive integrated approach and participation of all relevant actors are needed to address gender inequality in the workplace. ILO has proposed such a strategy.

Rethinking the learning space at work and beyond: The achievement of agency across the boundaries of work-related spaces and environments

NASA Astrophysics Data System (ADS)

Kersh, Natasha

2015-12-01

This paper focuses on the notion of the learning space at work and discusses the extent to which its different configurations allow employees to exercise personal agency within a range of learning spaces. Although the learning space at work is already the subject of extensive research, the continuous development of the learning society and the development of new types of working spaces calls for further research to advance our knowledge and understanding of the ways that individuals exercise agency and learn in the workplace. Research findings suggest that the current perception of workplace learning is strongly related to the notion of the learning space, in which individuals and teams work, learn and develop their skills. The perception of the workplace as a site only for work-specific training is gradually changing, as workplaces are now acknowledged as sites for learning in various configurations, and as contributing to the personal development and social engagement of employees. This paper argues that personal agency is constructed in the workplace, and this process involves active interrelations between agency and three dimensions of the workplace (individual, spatial and organisational), identified through both empirical and theoretical research. The discussion is supported by data from two research projects on workplace learning in the United Kingdom. This paper thus considers how different configurations of the learning space and the boundaries between a range of work-related spaces facilitate the achievement of personal agency.

Increasing the health promotion practices of workplaces in Australia with a proactive telephone-based intervention.

PubMed

Daly, Justine; Licata, Milly; Gillham, Karen; Wiggers, John

2005-01-01

The aim of this study was to explore the potential effectiveness of a proactive telephone-based intervention in increasing workplace adoption of health promotion initiatives. A telephone-based direct marketing strategy was used to contact a sample of Australian workplaces to encourage the adoption of health promotion initiatives. Workplaces were offered free services and resources designed to facilitate adoption of health promotion initiatives. A total of 227 (71%) workplaces provided informed consent to participate in both baseline and 4-year follow-up surveys. Significant increases were evident for seven of the eight health promotion initiatives. The findings of this study suggest that a proactive telephone-based intervention has the potential to be effective in increasing the prevalence of health promotion initiatives across a range of health topics in a large population of workplaces. Given the capacity to reach an entire population of workplaces, this approach represents a promising means of achieving the established potential of workplace health promotion.

Workplace Discrimination and the Perception of Disability

ERIC Educational Resources Information Center

Draper, William R.; Reid, Christine A.; McMahon, Brian T.

2011-01-01

This article documents the employment discrimination experienced by Americans "regarded as" disabled (but not medically verified as such), using the Integrated Mission System of the U.S. Equal Employment Opportunity Commission (EEOC). Claimants who were perceived as disabled, as contrasted with those with documented disabilities, were more likely…

Workplace Readiness for Communicating Diversity.

ERIC Educational Resources Information Center

Muir, Clive

1996-01-01

Proposes a model for communicating change about diversity using a workplace-readiness approach. Discusses ways organizational change agents can assess the company's current interpersonal and social dynamics, use appropriate influence strategies, and create effective messages that will appeal to employees and help to achieve the desired acceptance…

Redesign of Work for Educational Purposes and for Quality of Working Life

ERIC Educational Resources Information Center

Taylor, James C.

1976-01-01

Examples of successful implementation of sociotechnical design of workplaces indicate that workplaces can be redesigned to achieve a closer match between employee values and organizational work roles. Organizational effectiveness does not seem to be sacrificed as a consequence of such action. (Author/JDS)

48 CFR 223.570-1 - Policy.

Code of Federal Regulations, 2013 CFR

2013-10-01

... DEFENSE SOCIOECONOMIC PROGRAMS ENVIRONMENT, ENERGY AND WATER EFFICIENCY, RENEWABLE ENERGY TECHNOLOGIES, OCCUPATIONAL SAFETY, AND DRUG-FREE WORKPLACE Drug-Free Workplace 223.570-1 Policy. DoD policy is to ensure that its contractors maintain a program for achieving a drug-free work force. [57 FR 32737, July 23, 1992...

48 CFR 223.570-1 - Policy.

Code of Federal Regulations, 2011 CFR

2011-10-01

... DEFENSE SOCIOECONOMIC PROGRAMS ENVIRONMENT, ENERGY AND WATER EFFICIENCY, RENEWABLE ENERGY TECHNOLOGIES, OCCUPATIONAL SAFETY, AND DRUG-FREE WORKPLACE Drug-Free Workplace 223.570-1 Policy. DoD policy is to ensure that its contractors maintain a program for achieving a drug-free work force. [57 FR 32737, July 23, 1992...

48 CFR 223.570-1 - Policy.

Code of Federal Regulations, 2010 CFR

2010-10-01

... DEFENSE SOCIOECONOMIC PROGRAMS ENVIRONMENT, ENERGY AND WATER EFFICIENCY, RENEWABLE ENERGY TECHNOLOGIES, OCCUPATIONAL SAFETY, AND DRUG-FREE WORKPLACE Drug-Free Workplace 223.570-1 Policy. DoD policy is to ensure that its contractors maintain a program for achieving a drug-free work force. [57 FR 32737, July 23, 1992...

48 CFR 223.570-1 - Policy.

Code of Federal Regulations, 2012 CFR

2012-10-01

... DEFENSE SOCIOECONOMIC PROGRAMS ENVIRONMENT, ENERGY AND WATER EFFICIENCY, RENEWABLE ENERGY TECHNOLOGIES, OCCUPATIONAL SAFETY, AND DRUG-FREE WORKPLACE Drug-Free Workplace 223.570-1 Policy. DoD policy is to ensure that its contractors maintain a program for achieving a drug-free work force. [57 FR 32737, July 23, 1992...

48 CFR 223.570-1 - Policy.

Code of Federal Regulations, 2014 CFR

2014-10-01

... DEFENSE SOCIOECONOMIC PROGRAMS ENVIRONMENT, ENERGY AND WATER EFFICIENCY, RENEWABLE ENERGY TECHNOLOGIES, OCCUPATIONAL SAFETY, AND DRUG-FREE WORKPLACE Drug-Free Workplace 223.570-1 Policy. DoD policy is to ensure that its contractors maintain a program for achieving a drug-free work force. [57 FR 32737, July 23, 1992...

Virtual and Virtuous Realities of Workplace Literacy.

ERIC Educational Resources Information Center

Castleton, Geraldine

Workplace literacy has been a recent addition to the field of literacy education and research, achieving a level of "commonsense" acceptability so that its meaning(s) or constructions have largely gone unchallenged. A study, therefore, explored the concepts of "work,""workers," and "literacy," not so much to…

Workforce Diversity: Status, Controversies, and an Interdisciplinary Approach.

ERIC Educational Resources Information Center

Bond, Meg A.; Pyle, Jean L.

Labor force participation rates, pay inequities, occupational segregation, positions in the hierarchy, interactions between diverse groups, and organizational culture all demonstrate that diversity in the workplace has not been fully achieved. Existing approaches to supporting workplace diversity have not worked, and, in many cases, have resulted…

Stakeholders' Conceptions of Connecting Learning at Different Sites in Two National VET Systems

ERIC Educational Resources Information Center

Sappa, Viviana; Choy, Sarojni; Aprea, Carmela

2016-01-01

Learning through active participation and engagement in education and workplace settings is a prerequisite for effective professional competence development through Vocational Education and Training (VET). Equally important is that learning from multiple sites and sources needs to be purposefully connected and integrated to construct meaningful…

Sexual Harassment in the Workplace: A Policy Capturing Approach.

ERIC Educational Resources Information Center

York, Kenneth M.

In 1980, the Equal Employment Opportunity Commission (EEOC) published the Guidelines on Sexual Harassment, specifying that sexual harassment is a kind of sex discrimination under Title VII and is an unlawful employment practice. While the determination of the behaviors that constitute sexual harassment would enable employees to write more…

What Would a Non-Sexist City Be Like? Speculations on Housing, Urban Design, and Human Work.

ERIC Educational Resources Information Center

Hayden, Dolores

1980-01-01

Holds that in order to be equal members of society, women must transform the sexual division of domestic labor, the economics of domestic work, and the spatial separation of homes and workplaces. Proposes architectural and social reforms to meet these ends. (Author/GC)

On Social Equality and Difference, a View from The Netherlands.

ERIC Educational Resources Information Center

Fischer, Mary L.

1985-01-01

Deals with women working in the higher echelons of organizational hierarchies. Discusses why training programs aimed at women only are more beneficial to women than mixed participation. Examines women's minority position, effects of traditional stereotypes, group dynamics, problems women encounter in the workplace, and management education. (CT)

Workplace Discrimination and Americans with Psychiatric Disabilities: A Comparative Study

ERIC Educational Resources Information Center

An, Sunghee; Roessler, Richard T.; McMahon, Brian T.

2011-01-01

This study reports findings from an analysis of employment allegations and resolutions maintained in the U.S. Equal Employment Opportunity Commission (EEOC) database. Spanning the years 1992 to 2005, the data were aggregated for individuals with psychiatric disabilities and individuals with a variety of physical, sensory, and neurological…

Using vignettes to explore work-based learning: Part 1.

PubMed

Wareing, Mark

This is the first of two articles exploring the use of vignettes as an alternative method of presenting the data arising from interviews. The interviews were carried out as part of research into work-based learning: both articles are based on findings from a hermeneutic phenomenological study into the lived experience of foundation degree mentors and their students-healthcare assistants undertaking a foundation degree in health and social care in order to become assistant practitioners. Part 1 presents a vignette of a notional workplace mentor (Staff Nurse Sophie) that describes her lived experience supporting two equally notional foundation degree students. Sophie's perspective will be a distillation of data arising from interviews with eight workplace mentors, all employed on acute wards within a large NHS hospital trust. The vignette attempts to demonstrate the role of the workplace mentor in the support of work-based learning, and the interprofessional factors that determine the landscape of workplace learning for foundation degree students. The potential of a vignette to assist in a deeper hermeneutic understanding of meanings arising from data will be explored, and the limitations of the approach considered.

[Violence and discrimination in the workplace. The effects on health and setting-related approaches to prevention and rehabilitation].

PubMed

Nienhaus, Albert; Drechsel-Schlund, Claudia; Schambortski, Heike; Schablon, Anja

2016-01-01

Violence in the workplace is a widespread problem that manifests itself in very different forms. The consequences for victims and companies are equally diverse. Sexual harassment is a special form of violence at the workplace. Violence may come from external perpetrators (attacks on cashiers) or from persons inside a company or establishment (colleagues, patients, people in care). Statutory accident insurance institutions in Germany (UV, "Unfallversicherungsträger") receive approximately 16,000 occupational injury reports per year that resulted from violence and led to extended incapacity to work. The numbers are increasing steadily. Particularly affected by violence are people working in healthcare and social welfare. Both psychological and physical violence can lead to severe disorders such as post-traumatic stress disorder (PTSD). To avoid violence, technical, organisational, and personal protective measures are needed. The training of de-escalation officers in the areas affected can be helpful. For victims of psychological and physical violence in the workplace, the UV offers special psychotherapeutic support and recommends the training of first-aiders.

SEXUAL HARASSMENT, WORKPLACE AUTHORITY, AND THE PARADOX OF POWER.

PubMed

McLaughlin, Heather; Uggen, Christopher; Blackstone, Amy

2012-08-01

Power is at the core of feminist theories of sexual harassment, though it has rarely been measured directly in terms of workplace authority. While popular characterizations portray male supervisors harassing female subordinates, power-threat theories suggest that women in authority may be more frequent targets. This article analyzes longitudinal survey data and qualitative interviews from the Youth Development Study (YDS) to test this idea and to delineate why and how supervisory authority, gender non-conformity, and workplace sex ratios affect harassment. Relative to non-supervisors, female supervisors are more likely to report harassing behaviors and to define their experiences as sexual harassment. Sexual harassment can serve as an "equalizer" against women in power, motivated more by control and domination than by sexual desire. The interviews point to social isolation as a mechanism linking harassment to gender non-conformity and women's authority, particularly in male-dominated work settings.

Culturally Conscious Organizations: A Conceptual Framework

ERIC Educational Resources Information Center

Smith, Paula M.

2008-01-01

This article addresses workplace culture in academic libraries as an aspect of organizational success in achieving on-the-job diversity. It introduces a conceptual framework in the form of selected indicators as measurements of cultural integration in the workplace. Characteristics of organizational cultural health are also identified in order to…

Promoting Civility in the Workplace

ERIC Educational Resources Information Center

Griffith, Daniel

2003-01-01

There is more to achieving civility in the workplace than following imposed rules and regulations outlined in an institution's policy manual. Oftentimes, circumstances and situations arise that are not addressed in any policy manual, but which nonetheless compromise respect, trust and decency in the office. In this article, a manager of…

The BEST Blueprint. Quality ABE in the Workplace.

ERIC Educational Resources Information Center

Westberry, Susan

The Basic Educational Skills Training (BEST) workplace literacy demonstration model was designed to provide adult basic education (ABE) services simultaneously for multiple employers in Maury County, Tennessee. The BEST model focused on job-related instruction. The goal of the program was to achieve increased safety, productivity, and employee…

75 FR 23561 - Workers Memorial Day, 2010

Federal Register 2010, 2011, 2012, 2013, 2014

2010-05-04

... renewing our Nation's commitment to achieve safe working conditions for all American workers. Providing..., which promise American workers the right to a safe workplace and require employers to provide safe...--but they are not forgotten. The legal right to a safe workplace was won only after countless lives had...

Towards Distinctive and Developmental Curricula at UoTs: The STEPS process at CUT

ERIC Educational Resources Information Center

Mthembu, T. Z.; Orkin, M.; Gering, M.

2012-01-01

Universities of technology (UoTs) achieve developmental impact through differentiated curricula, allowing graduates to undertake mid-level occupations in the workplace. This mandate differs from that at traditional universities in six respects: diploma-level entrants, labour market focus, workplace-oriented learning, applied research and…

The workplace as a community: promoting employee satisfaction.

PubMed

Byron, W J

1985-03-01

Because people's primary commitments lie elsewhere, the workplace will never be a true community. The workplace will be better, however, if employees show concern and respect for coworkers and if employers celebrate traditions, recognize achievement, and encourage creative thinking. Such workplace enhancement should encourage employees' participation in a shared enterprise but not substitute for workers' outside ties. To offset excessive competition, which can lead to suspicion and hostility, employers can (1) provide communication outlets, (2) faster loyalty to the job by providing attractive surroundings and benefits, (3) promote cooperation by allowing employees to participate in decision making. Family, neighborhood, and faith communities also benefit if employers acknowledge the family's importance, bring the workplace and the neighborhood together (for example, by investing in the area), and encourage church membership. Work in health care is potentially satisfying because it can meet people's need to serve others. Efforts to provide some semblance of community in the workplace will help to release the workplace's potential to provide personal satisfaction.

Addressing attention-deficit/hyperactivity disorder in the workplace.

PubMed

Sarkis, Elias

2014-09-01

Although generally considered a childhood disorder, attention-deficit/hyperactivity disorder (ADHD) can persist into adulthood and impede achievement in the workplace. Core ADHD symptoms of inattention, hyperactivity, and impulsivity can be associated with poor organization, time management, and interpersonal relationships. Employment levels, earning power, and productivity are reduced among individuals with ADHD compared with those without ADHD. Furthermore, the costs of employing individuals with ADHD are higher because of work absences and lost productivity. The primary care provider plays an integral role in managing ADHD symptoms and providing the necessary resources that will help individuals with ADHD succeed in the workplace. Pharmacotherapy can reduce ADHD symptoms and improve functioning; however, it is also important to consider how positive traits associated with ADHD, such as creative thinking, can be used in the workplace. Workplace accommodations and behavioral therapies, such as coaching, can also enhance time management and organizational skills. This review describes how ADHD symptoms affect workplace behaviors, the effect of ADHD on employment and workplace performance, and the management of ADHD in working adults.

Development and psychometric evaluation of the Undergraduate Clinical Education Environment Measure (UCEEM).

PubMed

Strand, Pia; Sjöborg, Karolina; Stalmeijer, Renée; Wichmann-Hansen, Gitte; Jakobsson, Ulf; Edgren, Gudrun

2013-12-01

There is a paucity of instruments designed to evaluate the multiple dimensions of the workplace as an educational environment for undergraduate medical students. The aim was to develop and psychometrically evaluate an instrument to measure how undergraduate medical students perceive the clinical workplace environment, based on workplace learning theories and empirical findings. Development of the instrument relied on established standards including theoretical and empirical grounding, systematic item development and expert review at various stages to ensure content validity. Qualitative and quantitative methods were employed using a series of steps from conceptualization through psychometric analysis of scores in a Swedish medical student population. The final result was a 25-item instrument with two overarching dimensions, experiential learning and social participation, and four subscales that coincided well with theory and empirical findings: Opportunities to learn in and through work & quality of supervision; Preparedness for student entry; Workplace interaction patterns & student inclusion; and Equal treatment. Evidence from various sources supported content validity, construct validity and reliability of the instrument. The Undergraduate Clinical Education Environment Measure represents a valid, reliable and feasible multidimensional instrument for evaluation of the clinical workplace as a learning environment for undergraduate medical students. Further validation in different populations using various psychometric methods is needed.

Ethics and choosing appropriate means to an end: problems with coal mine and nuclear workplace safety.

PubMed

Shrader-Frechette, Kristin; Cooke, Roger

2004-02-01

A common problem in ethics is that people often desire an end but fail to take the means necessary to achieve it. Employers and employees may desire the safety end mandated by performance standards for pollution control, but they may fail to employ the means, specification standards, necessary to achieve this end. This article argues that current (de jure) performance standards, for lowering employee exposures to ionizing radiation, fail to promote de facto worker welfare, in part because employers and employees do not follow the necessary means (practices known as specification standards) to achieve the end (performance standards) of workplace safety. To support this conclusion, the article argues that (1) safety requires attention to specification, as well as performance, standards; (2) coal-mine specification standards may fail to promote performance standards; (3) nuclear workplace standards may do the same; (4) choosing appropriate means to the end of safety requires attention to the ways uncertainties and variations in exposure may mask violations of standards; and (5) correcting regulatory inattention to differences between de jure and de facto is necessary for achievement of ethical goals for safety.

Math at Work: Using Numbers on the Job

ERIC Educational Resources Information Center

Torpey, Elka

2012-01-01

Math is used in many occupations. And, experts say, workers with a strong background in mathematics are increasingly in demand. That equals prime opportunity for career-minded math enthusiasts. This article describes how math factors into careers. The first section talks about some of the ways workers use math in the workplace. The second section…

The Impact of Organizational Culture on Perceptions and Experiences of Sexual Harassment.

ERIC Educational Resources Information Center

Timmerman, Greetje; Bajema, Cristien

2000-01-01

In a survey of 458 telecommunications workers, those who were positive about the workplace social climate reported fewer unwanted sexual behaviors; those who perceived equal gender treatment reported less sexual harassment; those who perceived favorable management attitudes about work and family reported fewer incidents of sexual harassment. (SK)

Sex Stereotyping by Tomorrow's Executives.

ERIC Educational Resources Information Center

Kovach, Kenneth A.

1985-01-01

Describes a study in which 512 college seniors were surveyed to see if members of one sex would implicitly stereotype by sex to a greater degree than the other. Questions concerned job/home conflicts and selection and promotion. Results indicated that men and women are equally guilty of sex stereotyping, which works against women in the workplace.…

Improving the Status of Women in the Academy

ERIC Educational Resources Information Center

Gee, Michele V.; Norton, Sue Margaret

2009-01-01

While women have always faced gender inequities in the general workplace, the academic world has traditionally prided itself on equality and transparency. Sadly, despite substantial gains in the number of doctorates awarded to women and in their employment in academic institutions, there is still much room for improvement in the academy. The…

3 CFR 8548 - Proclamation 8548 of August 26, 2010. Women's Equality Day, 2010

Code of Federal Regulations, 2011 CFR

2011-01-01

..., and to those who have quietly broken barriers in our workplaces, communities, and society. We can see... Armed Forces, in classrooms and conference rooms, and in every sector of society. Their boundless... of jobs in science and engineering, which are critical to our economic growth in a 21st-century...

3 CFR 8780 - Proclamation 8780 of March 1, 2012. Women’s History Month, 2012

Code of Federal Regulations, 2013 CFR

2013-01-01

... President Kennedy’s commission in 1963. Today, women serve as leaders throughout industry, civil society... society. With the leadership of the White House Council on Women and Girls, my Administration is advancing gender equality by promoting workplace flexibility, striving to bring more women into math and science...

Women and Leadership: Transforming Visions and Current Contexts

ERIC Educational Resources Information Center

Chin, Jean Lau

2011-01-01

Women have increasingly moved toward greater gender equality at home and in the workplace. Yet, women are still underrepresented in leadership roles and still considered an anomaly compared to men when in high positions of leadership especially within institutions of higher education. In examining differences between how men and women lead, it is…

Spirituality in the Workplace. Trends and Issues Alerts.

ERIC Educational Resources Information Center

Imel, Susan

The "spirituality in the workplace" movement serves a range of interests, including personal fulfillment on the job, a growing need to reconcile personal values with those of the corporation, and corporate desires to help individuals achieve more balanced lives. In addition to being the theme at a growing number of conferences, spirituality has…

Workplace bullying a risk for permanent employees.

PubMed

Keuskamp, Dominic; Ziersch, Anna M; Baum, Fran E; Lamontagne, Anthony D

2012-04-01

We tested the hypothesis that the risk of experiencing workplace bullying was greater for those employed on casual contracts compared to permanent or ongoing employees. A cross-sectional population-based telephone survey was conducted in South Australia in 2009. Employment arrangements were classified by self-report into four categories: permanent, casual, fixed-term and self-employed. Self-report of workplace bullying was modelled using multiple logistic regression in relation to employment arrangement, controlling for sex, age, working hours, years in job, occupational skill level, marital status and a proxy for socioeconomic status. Workplace bullying was reported by 174 respondents (15.2%). Risk of workplace bullying was higher for being in a professional occupation, having a university education and being separated, divorced or widowed, but did not vary significantly by sex, age or job tenure. In adjusted multivariate logistic regression models, casual workers were significantly less likely than workers on permanent or fixed-term contracts to report bullying. Those separated, divorced or widowed had higher odds of reporting bullying than married, de facto or never-married workers. Contrary to expectation, workplace bullying was more often reported by permanent than casual employees. It may represent an exposure pathway not previously linked with the more idealised permanent employment arrangement. A finer understanding of psycho-social hazards across all employment arrangements is needed, with equal attention to the hazards associated with permanent as well as casual employment. © 2012 The Authors. ANZJPH © 2012 Public Health Association of Australia.

Diversity management: the treatment of HIV-positive employees.

PubMed

Yap, Matthew H T; Ineson, Elizabeth M

2012-01-01

Socio-demographic dimensions such as age, gender, sexual orientation, race and ethnicity are commonly included in diversity studies. With a view to helping Asian hospitality managers to manage HIV-positive employees in their workplaces through diversity management (DM) theory, this research extends the boundaries of previous diversity studies by considering Human Immunodeficiency Virus (HIV) infection as a diverse characteristic. Both quantitative and qualitative primary data were collected from purposively selected Asian hospitality managers through postal questionnaire and follow-up telephone interviews. Transformed raw data were analysed using summary statistics and template analysis. Asian hospitality managers agreed that DM would be appropriate in the management of HIV-positive employees and that it could generate substantial benefits for employees and employers. However, they believe that the successful adoption and implementation of DM is not easy; it requires training and, ideally, the recruitment of experienced directors. Nevertheless, Asian hospitality managers are confident that implementing DM to manage HIV-positive employees can enhance tolerance, improve understanding and promote equality. The purposive sampling technique and the small number of respondents have impacted the external validity of the study. However, this exploratory study initiates an equality discussion to include HIV-positive employees in DM discourse beyond antidiscrimination legislation. It also supplements the sparse literature addressing HIV-positive employees in the Asian hospitality workplace. Asian hospitality managers are advised to understand and employ DM to treat HIV-positive employees fairly to overcome hospitality workplace marginalisation, discrimination and stigmatisation.

A study of influences of the workers' compensation and injury management regulations on aviation safety at a workplace.

PubMed

Yadav, Devinder K; Nikraz, Hamid; Chen, Yongqing

2016-01-01

As the aviation industries developed, so too did the recognition that there must be an effective regulatory framework to address issues related to the workers' compensation and rehabilitation. All employees would like to work and return home safely from their workplace. Therefore, the efficient management of workplace injury and disease reduces the cost of aviation operations and improves flight safety. Workers' compensation and injury management laws regulate a majority of rehabilitation and compensation issues, but achieving an injury-free workplace remains a major challenge for the regulators. This paper examines the clauses of the workers' compensation and injury management laws of Western Australia related to workplace safety, compensation, and rehabilitations of the injured workers. It also discusses various provisions of common law under the relevant workers' health injury management legislations.

System Transversal Equalizer.

DTIC Science & Technology

The report describes the implementation, theory of operation, and performance of an adjustable, 48 tap, surface wave transversal equalizer designed...for the Rome Air Development Center, Floyd Site Radar. The transversal equalizer achieves equalization of system distortion by an array of fixed taps...which provide leading and lagging echoes of the main signal. Equalization is achieved by the introduction of an equal but oppositely phased echo of

Perceptions of Southern Nevada Employers Regarding the Importance of SCANS Workplace Basic Skills.

ERIC Educational Resources Information Center

Richens, Greg P.

The perceptions of southern Nevada employers regarding the importance of the Secretary's Commission for Achieving Necessary Skills (SCANS) workplace basic skills were examined in a survey that was administered to a random sample of southern Nevada businesses. Of the 415 employers who completed the survey, 313 (75.4%) believed that the SCANS skills…

Lessons Learned from a State-Funded Workplace Literacy Program. Upjohn Institute Staff Working Paper No. 09-146

ERIC Educational Resources Information Center

Hollenbeck, Kevin; Timmeney, Bridget

2009-01-01

Findings from an evaluation of a workplace literacy program funded by the State of Indiana are presented. Working with employers, providers were given considerable latitude to design their own training regimens. The state awarded certificates to workers who achieved certain levels of proficiency in reading, math, critical thinking, problem solving…

Workplace safety in Bangladesh ready-made garment sector: 3 years after the Rana Plaza collapse.

PubMed

Barua, Uttama; Ansary, Mehedi Ahmed

2017-12-01

Workplace safety is one of the most important issues in industries worldwide, and is endangered by industrial accidents. Different industrial disasters have resulted in several initiatives worldwide to protect human life and reduce material damage, both nationally and internationally. In Bangladesh, the ready-made garment (RMG) industry is one of the most important export-oriented business sectors, which is facing challenges to ensure workplace safety. The Rana Plaza collapse in Bangladesh is the consequence of such non-compliance. The accident resulted in different local and global initiatives to address the challenges. This article reviews progress and achievement of the initiatives to reduce vulnerability in the Bangladesh RMG industry within 3 years after the deadly accident. In the long run, the challenge is to maintain momentum already created for achieving sustainability in the RMG sector in Bangladesh and maintaining compliance even after the end of support from external partners.

Is it a Case of "Work-Anxiety" When Patients Report Bad Workplace Characteristics and Low Work Ability?

PubMed

Muschalla, Beate

2017-03-01

Aims Work-anxiety may produce overly negative views of the workplace that impair provider efforts to assess work ability from patient self-report. This study explores the empirical relationships between patient-reported workplace characteristics, work-anxiety, and subjective and objective work ability measures. Methods 125 patients in medical rehabilitation before vocational reintegration were interviewed concerning their vocational situation, and filled in a questionnaire on work-anxiety, subjective mental work ability and perceived workplace characteristics. Treating physicians gave independent socio-medical judgments concerning the patients' work ability and impairment, and need for supportive means for vocational reintegration. Results Patients with high work-anxiety reported more negative workplace characteristics. Low judgments of work ability were correlated with problematic workplace characteristics. When controlled for work-anxiety, subjective work ability remained related only with social workplace characteristics and with work achievement demands, but independent from situational or task characteristics. Sick leave duration and physicians' judgment of work ability were not significantly related to patient-reported workplace characteristics. Conclusions In socio-medical work ability assessments, patients with high work-anxiety may over-report negative workplace characteristics that can confound provider estimates of work ability. Assessing work-anxiety may be important to assess readiness for returning to work and initiating work-directed treatments.

Assessment of thermal environments: working conditions in the portuguese glass industry

PubMed Central

OLIVEIRA, A. Virgílio M.; GASPAR, Adélio R.; RAIMUNDO, António M.; QUINTELA, Divo A.

2017-01-01

The objective of the present contribution is to assess the exposure to hot thermal environments in the Portuguese glass industry. For this purpose a field survey was carried out and the measurements took place in industrial units - five industries and nineteen workplaces were considered–so all the results are based on real working conditions. In order to assess the level of heat exposure the Wet Bulb Globe Temperature (WBGT) index and the Predicted Heat Strain (PHS) model, defined in ISO Standards 7243 (1989) and 7933 (2004), respectively, were used. According to the WBGT index, the results show that almost 80% of the workplaces under analysis are prone to heat stress conditions. If the PHS model is considered, the results highlight that the predicted and the maximum sweat rates present equal values in about 40% of the workplaces. In addition, in almost 25% of the workplaces the estimated rectal temperature was higher than 38°C, just for an exposure period of one hour. Thus, the present study brings to light the characteristics of the glass industry in terms of the occupational exposure to hot environments and places this activity sector as one of the most difficult to deal with. PMID:28824045

The effects of workplace stressors on muscle activity in the neck-shoulder and forearm muscles during computer work: a systematic review and meta-analysis.

PubMed

Eijckelhof, B H W; Huysmans, M A; Bruno Garza, J L; Blatter, B M; van Dieën, J H; Dennerlein, J T; van der Beek, A J

2013-12-01

Workplace stressors have been indicated to play a role in the development of neck and upper extremity pain possibly through an increase of sustained (low-level) muscle activity. The aim of this review was to study the effects of workplace stressors on muscle activity in the neck-shoulder and forearm muscles. An additional aim was to find out whether the muscles of the neck-shoulder and the forearm are affected differently by different types of workplace stressors. A systematic literature search was conducted on studies investigating the relation between simulated or realistic workplace stressors and neck-shoulder and forearm muscle activity. For studies meeting the inclusion criteria, a risk of bias assessment was performed and data were extracted for synthesis. Results were pooled when possible and otherwise described. Twenty-eight articles met the inclusion criteria, reporting data of 25 different studies. Except for one field study, all included studies were laboratory studies. Data of 19 articles could be included in the meta-analysis and revealed a statistically significant, medium increase in neck-shoulder and forearm muscle activity as a result of workplace stressors. In subgroup analyses, we found an equal effect of different stressor types (i.e. cognitive/emotional stress, work pace, and precision) on muscle activity in both body regions. In conclusion, simulated workplace stressors result in an increase in neck-shoulder and forearm muscle activity. No indications were found that different types of stressors affect these body regions differently. These conclusions are fully based on laboratory studies, since field studies on this topic are currently lacking.

Survival strategies of male nurses in rural areas of Japan.

PubMed

Asakura, Kyoko; Watanabe, Ikue

2011-12-01

This study seeks to describe the survival strategies of male nurses in Japanese rural areas. Interviews were conducted with 12 male nurses who described their occupational experiences. The modified grounded theory approach was used for the data collection and analysis. The survival strategies of these male nurses can be categorized into four types: (i) giving priority to the achievement of financial security; (ii) agreeing to a dependent relationship with doctors; (iii) maintaining one's male identity through supporting the female nurses; and (iv) making an appeal to the significance of men in the female-dominated nursing profession. The survival strategies that were used by the male nurses were subtle, allowing them to influence indirectly both the female nurses and the doctors. These findings contribute to our understanding of the experiences of male nurses, a gendered minority in a female-dominated workplace, and encourage gender equality in the nursing profession. © 2011 The Authors. Japan Journal of Nursing Science © 2011 Japan Academy of Nursing Science.

Scaffolding Equals Success in Teaching Tablet PCs

ERIC Educational Resources Information Center

Dickerson, Jeremy; Williams, Scott; Browning, J. B.

2009-01-01

After many years of using the mouse and keyboard as the primary means of computer input, people are seeing a strong surge into a new generation of input technologies such as tablet PCs. As more professionals adopt tablet PCs for use in the workplace, there is a subsequent increased demand for tablet PC instruction in the classroom. Examples of…

The Evolution of Women's Roles within the University and the Workplace

ERIC Educational Resources Information Center

Webb, Joyce G.

2010-01-01

On April 20, 2010, United States President Barack Obama issued a proclamation declaring National Equal Pay Day. In the proclamation it was recognized that despite years of progress in the workforce, women are still not paid as much as men. The proclamation states: Throughout our Nation's history, extraordinary women have broken barriers to achieve…

2007 Workplace and Equal Opportunity Survey of Reserve Component Members: Administration, Datasets, and Codebook

DTIC Science & Technology

2008-11-01

component, gender, paygrade, race/ethnicity, ethnic ancestry, education , active duty service, and military installation proximity...5. Female Ancestry refers to your ethnic origin or descent, “roots,” or heritage. It may refer to your parents ’ or ancestors’ country of birth...Pay and benefits .............................. Fair performance evaluations ........... Education and training opportunities

Sights and Insights: Vocational Outdoor Students' Learning through and about Reflective Practice in the Workplace

ERIC Educational Resources Information Center

Hickman, Mark; Stokes, Peter

2016-01-01

Outdoor leader and adventure sport education in the United Kingdom has been characterized by an over-emphasis on technical skills at the expense of equally important, but often marginalized intra- and inter-personal skills necessary for contemporary outdoor employment. This study examined the lived experience of vocational outdoor students in…

Tensions between Policy and Workplace Opportunities in Rural Arizona: Does Public Policy Ignore Social Equality?

ERIC Educational Resources Information Center

Danzig, Arnold; Vandegrift, Judith A.

Resources available to Arizona through the School-to-Work Opportunities Act will not be concentrated in rural communities, although their educational and economic development needs are proportionately greater. Absent from education reform bills pending in the Arizona House and Senate is any reference to school-to-work transition or any explicit…

Peer Mentoring as an Academic Resource: Or "My Friend Says..."

ERIC Educational Resources Information Center

Maher, JaneMaree; Lindsay, Jo; Peel, Vicki; Twomey, Christina

2006-01-01

On current projections in could take thirty years for women to be equally represented in the academic workplace. Traditional methods of mentoring by senior staff often seem relics of an earlier era, but here a group of more junior academics reflect on the success of a peer-mentoring exercise which helped transform their first experience of…

Equity and Access in the Workplace: A Feminist HRD Perspective

ERIC Educational Resources Information Center

Valenziano, Laura

2008-01-01

The issues of equity and access are becoming increasingly important as the workforce becomes diversified. As the number of minority groups in the ranks of organizations grows, there is a need to examine the issues related to equity and access from a perspective that strives for equality, e.g. feminist theory. This paper examines feminism's…

Corporate liability: security and violence--Part I.

PubMed

Fiesta, J

1996-03-01

Violence in the workplace is becoming one of the nation's top killers. It is like an Equal Opportunity Employer--it does not discriminate on the basis of race, color, religion, age, sex, national origin, disability or sexual orientation. A few regulatory agencies and legislators are requiring health care facilities to take steps to improve safety and security.

Children's Services, Wages and WorkChoices: A "Fairer" Workplace Relations System?

ERIC Educational Resources Information Center

Lyons, Michael; Smith, Meg

2007-01-01

In March 2006 the Industrial Relations Commissions of New South Wales and Queensland utilised their equal-remuneration wage-fixing principles to address the gender undervaluation of childcare work. In doing so the tribunals explicitly rejected employer arguments used in the past to limit increases in award rates of pay for childcare workers. While…

[Determination of 24 metal elements and their compounds in air of workplace by ICP-AES].

PubMed

Wang, Xiang; Qiu, Jianguo; Zhao, Zhonglin; Guo, Ying

2014-06-01

To establish a method for determination of the levels of 24 metal elements and their compounds in the air of workplace by inductively coupled plasma-atomic emission spectroscopy (ICP- AES). Sampling filters were digested by microwave, and diluted to 25 ml. Twenty-four elements (Mg, Ni, K, Mo, Zn, Ca, Ba, Pb, Mn, Cd, Cr, Co, Cu, Sr, Bi, Tl, Sn, Li, Sb, Zr, In, V, Y, and Be) were simultaneously measured by ICP-AES. The detection limits for 24 elements were 0.001∼0.029 mg/L; liner correlation coefficient r values were all equal to or above 0.9994; the relative standard derivations were less than 5%; the recovery rates were 91.2%∼103.9%; the degradation rates in 7 days were less than 9.7%. ICP-AES technique is a simple, rapid, accurate, and reliable method, which can be used to measure 24 metal elements and their compounds in the air of workplace.

Second-Line Antiretroviral Therapy in a Workplace and Community-Based Treatment Programme in South Africa: Determinants of Virological Outcome

PubMed Central

Johnston, Victoria; Fielding, Katherine; Charalambous, Salome; Mampho, Mildred; Churchyard, Gavin; Phillips, Andrew; Grant, Alison D.

2012-01-01

Background: As antiretroviral treatment (ART) programmes in resource-limited settings mature, more patients are experiencing virological failure. Without resistance testing, deciding who should switch to second-line ART can be difficult. The consequences for second-line outcomes are unclear. In a workplace- and community-based multi-site programme, with 6-monthly virological monitoring, we describe outcomes and predictors of viral suppression on second-line, protease inhibitor-based ART. Methods: We used prospectively collected clinic data from patients commencing first-line ART between 1/1/03 and 31/12/08 to construct a study cohort of patients switched to second-line ART in the presence of a viral load (VL) ≥400 copies/ml. Predictors of VL<400 copies/ml within 15 months of switch were assessed using modified Poisson regression to estimate risk ratios. Results: 205 workplace patients (91.7% male; median age 43 yrs) and 212 community patients (38.7% male; median age 36 yrs) switched regimens. At switch compared to community patients, workplace patients had a longer duration of viraemia, higher VL, lower CD4 count, and higher reported non-adherence on first-line ART. Non-adherence was the reported reason for switching in a higher proportion of workplace patients. Following switch, 48.3% (workplace) and 72.0% (community) achieved VL<400, with non-adherence (17.9% vs. 1.4%) and virological rebound (35.6% vs. 13.2% with available measures) reported more commonly in the workplace programme. In adjusted analysis of the workplace programme, lower switch VL and younger age were associated with VL<400. In the community programme, shorter duration of viraemia, higher CD4 count and transfers into programme on ART were associated with VL<400. Conclusion: High levels of viral suppression on second-line ART can be, but are not always, achieved in multi-site treatment programmes with both individual- and programme-level factors influencing outcomes. Strategies to support both healthcare workers and patients during this switch period need to be evaluated; sub-optimal adherence, particularly in the workplace programme must be addressed. PMID:22666338

To see or not to see. Perceptions of equality in a Swedish university hospital.

PubMed

Oresland, S; Jakobsson, A; Segesten, K

1999-01-01

In order to examine the perceptions of sex equality among medical doctors (MDs) and registered nurses (RNs), a survey was conducted in a Swedish University Hospital in May 1995. A questionnaire was sent to 475 MDs and RNs of three different age groups. The results showed that women tend to have similar opinions irrespective of occupation and age, which differed significantly from those of men. Men believed that equality in general exists in the hospital, while women think the values and conditions in the workplace mainly benefit men. No evidence was found to indicate a change in the sex hierarchy within the health care system. Rather, the status quo will be maintained and gender stereotypes reinforced from one generation to the next.

To Accept One's Fate or Be Its Master: Culture, Control, and Workplace Choice.

PubMed

Eisen, Charis; Ishii, Keiko; Miyamoto, Yuri; Ma, Xiaoming; Hitokoto, Hidefumi

2016-01-01

Utilizing three student (Study 1) and non-student samples (Study 2), we examined cultural differences in workplace choice for North Americans, Germans, and Japanese. We focused on the desire for control as a potential mediator (i.e., the underlying mechanism) to explain cultural differences in this important life decision. Given culturally divergent embodiments of independent vs. interdependent models of agency, we expected and found that, compared to North Americans and Germans, Japanese were more likely to prefer a workplace with a payment system that maintains social order rather than one that rewards individual achievement. Furthermore, we found that Japanese tend to give greater consideration to family opinions in their choice of workplace. As predicted, desire for control (i.e., the motivation to have control over various events) was stronger for North Americans and Germans than Japanese, and explained cultural differences in choice of workplace.

To Accept One’s Fate or Be Its Master: Culture, Control, and Workplace Choice

PubMed Central

Eisen, Charis; Ishii, Keiko; Miyamoto, Yuri; Ma, Xiaoming; Hitokoto, Hidefumi

2016-01-01

Utilizing three student (Study 1) and non-student samples (Study 2), we examined cultural differences in workplace choice for North Americans, Germans, and Japanese. We focused on the desire for control as a potential mediator (i.e., the underlying mechanism) to explain cultural differences in this important life decision. Given culturally divergent embodiments of independent vs. interdependent models of agency, we expected and found that, compared to North Americans and Germans, Japanese were more likely to prefer a workplace with a payment system that maintains social order rather than one that rewards individual achievement. Furthermore, we found that Japanese tend to give greater consideration to family opinions in their choice of workplace. As predicted, desire for control (i.e., the motivation to have control over various events) was stronger for North Americans and Germans than Japanese, and explained cultural differences in choice of workplace. PMID:27445904

Office of Equal Opportunity Programs

NASA Technical Reports Server (NTRS)

Chin, Jennifer L.

2004-01-01

The NASA Glenn Office of Equal Opportunity Programs works to provide quality service for all programs and/or to assist the Center in becoming a model workplace. During the summer of 2004, I worked with Deborah Cotleur along with other staff members to create and modify customer satisfaction surveys. This office aims to assist in developing a model workplace by providing functions as a change agent to the center by serving as an advisor to management to ensure equity throughout the Center. In addition, the office serves as a mediator for the Center in addressing issues and concerns. Lastly, the office provides assistance to employees to enable attainment of personal and organizational goals. The Office of Equal Opportunities is a staff office which reports and provides advice to the Center Director and Executive Leadership, implements laws, regulations, and presidential executive orders, and provides center wide leadership and assistance to NASA GRC employees. Some of the major responsibilities of the office include working with the discrimination complaints program, special emphasis programs (advisory groups), management support, monitoring and evaluation, contract compliance, and community outreach. During my internship in this office, my main objective was to create four customer satisfaction surveys based on EO retreats, EO observances, EO advisory boards, and EO mediation/counseling. I created these surveys after conducting research on past events and surveys as well as similar survey research created and conducted by other NASA centers, program for EO Advisory group members, leadership training sessions for supervisors, preventing sexual harassment training sessions, and observance events. I also conducted research on the style and format from feedback surveys from the Marshall Equal Opportunity website, the Goddard website, and the main NASA website. Using the material from the Office of Equal Opportunity Programs at Glenn Research Center along with my previous research, I created four customer satisfaction surveys. Additional information is included in the original extended abstract.

Louisiana's Achievements for Gender Equity in Vocational Education. Executive Summary 1996-97.

ERIC Educational Resources Information Center

Hargroder, Margaret

Workplace and educational changes related to gender in Louisiana in 1996-97 suggest some progress but a continued need to reduce wide gender gaps in some occupational areas. Workplace data show a closing gender gap, but changes are occurring at different rates for different areas. Women's share of the total labor force continues to rise; wage…

Towards a Model of Human Resource Solutions for Achieving Intergenerational Interaction in Organisations

ERIC Educational Resources Information Center

McGuire, David; By, Rune Todnem; Hutchings, Kate

2007-01-01

Purpose: Achieving intergenerational interaction and avoiding conflict is becoming increasingly difficult in a workplace populated by three generations--Baby Boomers, Generation X-ers and Generation Y-ers. This paper presents a model and proposes HR solutions towards achieving co-operative generational interaction. Design/methodology/approach:…

Finding Value in Human Relations

DTIC Science & Technology

2011-04-01

equality is complimented by the ideal objective of social justice. Equality cannot be achieved without Finding Value in Human, 3 social justice and... social justice cannot be achieved without equality , but equality is pursued differently than social justice. The third value is regulatory fit as the...the ideal objectives of nondiscrimination, equality , and social justice. For example, diversity information is more likely to “feel right” to EOA

Accessing Internal Leadership Positions at School: Testing The Similarity-Attraction Approach Regarding Gender in Three Educational Systems in Israel

ERIC Educational Resources Information Center

Addi-Raccah, Audrey

2006-01-01

Background: Women school leaders may act as social agents who promote gender equality, but evidence is inconclusive regarding the effect of women's leadership on gender stratification in the workplace. Purpose: Based on the similarity-attraction perspective, this study examined male and female school leaders' relations to similar others in three…

Safety and Equality at Odds: OSHA and Title VII Clash over Health Hazards in the Workplace.

ERIC Educational Resources Information Center

Crowell, Donald R.; Copus, David A.

1978-01-01

Discusses the legal problems presented by job health hazards which have a different effect on men and women. Where methods of eliminating or minimizing exposure, as required by the Occupational Safety and Health Act, affect only one sex, the provisions of Title VII of the Civil Rights Act may be violated. (MF)

Can Legal Interventions Change Beliefs? The Effect of Exposure to Sexual Harassment Policy on Men's Gender Beliefs

ERIC Educational Resources Information Center

Tinkler, Justine Eatenson; Li, Yan E.; Mollborn, Stefanie

2007-01-01

In spite of the relative success of equal opportunity laws on women's status in the workplace, we know little about the influence of such legal interventions on people's attitudes and beliefs. This paper focuses, in particular, on how sexual harassment policy affects men's beliefs about the gender hierarchy. We employ an experimental design in…

Factors Influencing Lunchtime Food Choices among Working Americans

ERIC Educational Resources Information Center

Blanck, Heidi M.; Yaroch, Amy L.; Atienza, Audie A.; Yi, Sarah L.; Zhang, Jian; Masse, Louise C.

2009-01-01

There is growing interest in the usefulness of the workplace as a site for promotion of healthful food choices. The authors therefore analyzed data of U.S. adults (N = 1,918) who reported working outside the home and eating lunch. The majority (84.0%) of workers had a break room. About one half (54.0%) purchased lunch [greater than or equal] 2…

Participating on Equal Terms? The Gender Dimensions of Direct Participation in Organisational Change: Findings from the EPOC Survey.

ERIC Educational Resources Information Center

Schnabel, Annette; Webster, Juliet

The gender dimensions of direct participation in organizational change were examined in a survey of general managers at 32,582 workplaces in the following European countries: Denmark, France, Germany, Ireland, Italy, the Netherlands, Portugal, Spain, Sweden, and the United Kingdom. Responses were received from 5,786 managers (response rate,…

Sexual Assault: The Dark Side of Military Hypermasculinity

DTIC Science & Technology

2016-02-16

carter- telling-military-open-all-combat-jobs- women /76720656/. 41. DMDC Human Resources Strategic Assessment Program, “2012 Workplace and...equal opportunity education and training programs and increased more combat roles to women . To provide additional oversight and management of sexual...desire for women , a perceived existential threat or challenge to one’s manhood, and the endorsement and validation of stereotypical military

2005 Workplace and Equal Opportunity Survey of Active-Duty Members Administration, Datasets, and Codebook

DTIC Science & Technology

2007-06-01

Results .......................................................................17 Table 7. E-mail Address Availability by Active-Duty Service ...the following ten topic areas: 1. Background Information— Service , gender, paygrade, race/ethnicity, ethnic ancestry, and education. 2. Family and...likelihood to stay on active duty, spouse/family support to stay on active duty, years spent in military service , willingness to recommend military

Chapter 6: Equality and Justice for All? Examining Race in Education Scholarship

ERIC Educational Resources Information Center

Brayboy, Bryan McKinley Jones; Castagno, Angelina E.; Maughan, Emma

2007-01-01

This article focuses on the basic idea that having equality and justice for all in schooling cannot be achieved in the current climate where students are viewed solely as individuals. In fact, given the educational debt and achievement gaps, the ideas of equality and justice are necessarily contradictory. Achieving justice, in light of the…

Can we reduce workplace fatalities by half?

PubMed

Koh, David Soo Quee

2012-06-01

Singapore, an island republic of over 5 million inhabitants, has 3.1 million workers. Most are employed in the service, finance and tourist/transport industry. Significant numbers work in manufacturing, construction and heavy industry. Following a series of construction and shipyard accidents with multiple deaths in 2004, the government announced its intention to reduce workplace fatalities from 4.9 to 2.5 per 100,000 by 2015. There was strong political will to achieve this target. The strategic approaches were to build workplace safety and health (WSH) capabilities; implement legislative changes with enforcement; promote benefits of WSH and recognize best practices, and enhance partnership with stakeholders. The anticipated outcomes were to reduce workplace fatality and injury rates; have WSH as an integral part of business; and establish a progressive and pervasive WSH culture. With these measures, the workplace fatality rate declined from 4.9/100,000 in 2004, to 2.2/100,000 in 2010. However, other confounding factors could also account for this decline, and have to be considered. The next target, announced by Singapore's Prime Minister in 2008, is to further reduce the workplace fatality rate to 1.8/100,000 by 2018, and to have "one of the best workplace safety records in the world".

Workplace Social Support and Behavioral Health Prior to Long-Duration Spaceflight.

PubMed

Deming, Charlene A; Vasterling, Jennifer J

2017-06-01

Preparation and training for long-duration spaceflight bring with them psychosocial stressors potentially affecting the well-being and performance of astronauts, before and during spaceflight. Social support from within the workplace may mitigate behavioral health concerns arising during the preflight period and enhance resiliency before and during extended missions. The purpose of this review was to evaluate evidence addressing the viability of workplace social support as a pre-mission countermeasure, specifically addressing: 1) the observed relationships between workplace social support and behavioral health; 2) perceived need, acceptability, and format preference for workplace social support among high-achievers; 3) potential barriers to delivery/receipt of workplace social support; 4) workplace social support interventions; and 5) delivery timeframe and anticipated duration of workplace social support countermeasure benefits. We conducted an evidence review examining workplace social support in professional contexts sharing one or more characteristics with astronauts and spaceflight. Terms included populations of interest, social support constructs, and behavioral health outcomes. Abstracts of matches were subsequently reviewed for relevance and quality. Research findings demonstrate clear associations between workplace social support and behavioral health, especially following exposure to stress. Further, studies indicate strong need for support and acceptability of support countermeasures, despite barriers. Our review revealed two general formats for providing support (i.e., direct provision of support and training to optimize skills in provision and receipt of support) with potential differentiation of expected duration of benefits, according to format. Workplace social support countermeasures hold promise for effective application during pre-mission phases of long-duration spaceflight. Specific recommendations are provided.Deming CA, Vasterling JJ. Workplace social support and behavioral health prior to long-duration spaceflight. Aerosp Med Hum Perform. 2017; 88(6):565-573.

Making the link between health and productivity at the workplace--a global perspective.

PubMed

Kirsten, Wolf

2010-01-01

This paper discusses the relationship between health and productivity at the workplace by providing a global perspective of the current status of the fields of workplace health promotion and health management. The prevailing chronic disease trends coupled with economic pressures have proven a significant challenge for employers and employees alike. While a global growth trend in workplace health promotion can be observed the number of companies which take a proactive and integrated approach to workplace health remains small. Workplace health promotion programs in the United States typically focus on the individual health risks of employees while their European counterparts target work-related hazards, physical and, more recently, psychosocial. A number of specific tools and programs for integrated health management are described, such as self-report instruments to measure presenteeism. The analysis suggests that existing occupational health services strategies are insufficient to address the current challenges. Improved employee health can only be achieved in a sustainable manner when integrating all health-related services within an enterprise and addressing psychosocial and organizational factors as well as individual health issues.

Team Resilience Training in the Workplace: E-Learning Adaptation, Measurement Model, and Two Pilot Studies

PubMed Central

Neeper, Michael; Linde, Brittany D; Lucas, Gale M; Simone, Lindsay

2018-01-01

Background The majority of resilience interventions focus on the individual. Workplace resilience is a growing field of research. Given the ever-increasing interconnectedness in businesses, teamwork is a guarantee. There is also growing recognition that resilience functions at the team level. Objective The objective of our work was to address three shortcomings in the study of workplace resilience interventions: lack of interventions focusing on group-level or team resilience, the need for brief interventions, and the need for more theoretical precision in intervention studies. Methods The authors took an established evidence-based program (Team Resilience) and modified it based on these needs. A working model for brief intervention evaluation distinguishes outcomes that are proximal (perceptions that the program improved resilience) and distal (dispositional resilience). A total of 7 hypotheses tested the model and program efficacy. Results Two samples (n=118 and n=181) of engineering firms received the Web-based training and provided immediate reactions in a posttest-only design. The second sample also included a control condition (n=201). The findings support the model and program efficacy. For example, workplace resilience was greater in the intervention group than in the control group. Other findings suggest social dissemination effects, equal outcomes for employees at different stress levels, and greater benefit for females. Conclusions This preliminary research provides evidence for the capabilities of e-learning modules to effectively promote workplace resilience and a working model of team resilience. PMID:29720362

Can We Finish the Revolution? Gender, Work-Family Ideals, and Institutional Constraint.

PubMed

Pedulla, David S; Thébaud, Sarah

2015-02-01

Why has progress toward gender equality in the workplace and at home stalled in recent decades? A growing body of scholarship suggests that persistently gendered workplace norms and policies limit men's and women's ability to create gender egalitarian relationships at home. In this article, we build on and extend prior research by examining the extent to which institutional constraints, including workplace policies, affect young, unmarried men's and women's preferences for their future work-family arrangements. We also examine how these effects vary across levels of education. Drawing on original survey-experimental data, we ask respondents how they would like to structure their future relationships while experimentally manipulating the degree of institutional constraint under which they state their preferences. Two clear patterns emerge. First, as constraints are removed and men and women can opt for an egalitarian relationship, the majority of them choose this option, regardless of gender or education level. Second, women's relationship structure preferences are more malleable to the removal of institutional constraints via supportive work-family policy interventions than are men's. These findings shed light on important questions about the role of institutions in shaping work-family preferences, underscoring the notion that seemingly gender-traditional work-family decisions are largely contingent on the constraints of current workplaces.

Can We Finish the Revolution? Gender, Work-Family Ideals, and Institutional Constraint

PubMed Central

Pedulla, David S.; Thébaud, Sarah

2015-01-01

Why has progress toward gender equality in the workplace and at home stalled in recent decades? A growing body of scholarship suggests that persistently gendered workplace norms and policies limit men's and women's ability to create gender egalitarian relationships at home. In this article, we build on and extend prior research by examining the extent to which institutional constraints, including workplace policies, affect young, unmarried men's and women's preferences for their future work-family arrangements. We also examine how these effects vary across levels of education. Drawing on original survey-experimental data, we ask respondents how they would like to structure their future relationships while experimentally manipulating the degree of institutional constraint under which they state their preferences. Two clear patterns emerge. First, as constraints are removed and men and women can opt for an egalitarian relationship, the majority of them choose this option, regardless of gender or education level. Second, women's relationship structure preferences are more malleable to the removal of institutional constraints via supportive work-family policy interventions than are men's. These findings shed light on important questions about the role of institutions in shaping work-family preferences, underscoring the notion that seemingly gender-traditional work-family decisions are largely contingent on the constraints of current workplaces. PMID:26365994

Drivers of workplace discrimination against people with disabilities: the utility of Attribution Theory.

PubMed

Chan, Fong; McMahon, Brian T; Cheing, Gladys; Rosenthal, David A; Bezyak, Jill

2005-01-01

The purpose of this paper was to determine what drives workplace discrimination against people with disabilities. These findings are then compared to available literature on attribution theory, which concerns itself with public perceptions of the controllability and stability of various impairments. The sample included 35,763 allegations of discriminations filed by people with disabilities under the employment provisions of the Americans with Disabilities Act. Group A included impairments deemed by Corrigan et al. [1988] to be uncontrollable but stable: visual impairment (representing 13% of the total allegations in this study), cancer (12%), cardiovascular disease (19%), and spinal cord injuries (5%). The controllable but unstable impairments in group B included depression (38%), schizophrenia (2%), alcohol and other drug abuse (4%), and HIV/AIDS (7%). The Equal Employment Opportunity Commission had resolved all allegations in terms of merit Resolutions (a positive finding of discrimination) and Resolutions without merit. Allegations of workplace discrimination were found to center mainly on hiring, discharge, harassment, and reasonable accommodation issues. Perceived workplace discrimination (as measured by allegations filed with EEOC) does occur at higher levels in Group B, especially when serious issues involving discharge and disability harassment are involved. With the glaring exception of HIV/AIDS, however, actual discrimination (as measured by EEOC merit Resolutions) occurs at higher levels for Group A.

Parents Working Together: development and feasibility trial of a workplace-based program for parents that incorporates general parenting and health behaviour messages.

PubMed

Wilson, L; Lero, Donna; Smofsky, Allan; Gross, Deborah; Haines, Jess

2016-11-10

Parenting programs integrating general parenting and health behaviour messaging may be an effective childhood obesity prevention strategy. The current study explored workplaces as an alternate setting to deliver parenting programs. This study involved two phases. The objective of the first phase was to explore interest in and preferred delivery mode of a workplace program that addresses general parenting and health behaviours. The objective of the second phase was to adapt and test the feasibility and acceptability of a pre-existing program that has been successfully run in community settings for parents in their workplace. To achieve the first objective, we conducted 9 individual or small group qualitative interviews with 11 workplace representatives involved in employee wellness/wellness programming from 8 different organizations across Southwestern Ontario. To achieve the second objective, we adapted a pre-existing program incorporating workplace representatives' suggestions to create Parents Working Together (PWT). We then tested the program using a pre/post uncontrolled feasibility trial with 9 employees of a large manufacturing company located in Guelph, Ontario. Results from the qualitative phase showed that a workplace parenting program that addresses general parenting and health behaviour messages is of interest to workplaces. Results from the feasibility trial suggest that PWT is feasible and well received by participants; attendance rates were high with 89 % of the participants attending 5 or more sessions and 44 % attending all 7 sessions offered. All participants stated they would recommend the program to co-workers. Just over half of our parent participants were male (55.6 %), which is a unique finding as the majority of existing parenting programs engage primarily mothers. Impact evaluation results suggest that changes in children's and parents' weight-related behaviours, as well as parents' reports of family interfering with work were in the desired direction post-intervention; however, confidence intervals substantially overlapped zero. Contrary to expectations, parents also reported an increase in restrictive feeding practices. Our results indicate that a workplace-based program that addresses general parenting skills and weight-related behaviours may be a feasible way to engage and educate parents, including fathers. A full-scale trial is needed to examine the effectiveness of this approach.

When Diversity Training Isn’t Enough: The Case for Inclusive Leadership

DTIC Science & Technology

2012-07-24

When Diversity Training Isn’t Enough: The Case for Inclusive Leadership DEFENSE EQUAL OPPORTUNITY MANAGEMENT INSTITUTE...The Case for Inclusive Leadership Scientists predict that diversity in the workplace will increase substantially in the next century, including an...are applied consistently over time and people (van den Bos, Vermunt, & Wilke, 1996), if they are applied accurately (De Cremer , 2004), and when they

E-Quality in the Workplace: Quality Circles or Quality of Working Life Programs in the US.

ERIC Educational Resources Information Center

Savage, Grant T.; Romano, Richard

Quality Circle (QC) and Quality of Working Life (QWL) in the United States are similar in that both stress participative decision making, preserve management's prerogative to have the final say, and are voluntary. QC and QWL programs differ, however, in that labor unions are more involved in QWLs; QCs deal only with technical problems related to…

Paying for Prejudice: A Report on Midlife and Older Women in America's Labor Force. 1991 Mother's Day Report.

ERIC Educational Resources Information Center

Owens, Christine L.; Koblenz, Esther

Although midlife and older women comprise an increasing portion of the work force, gains in work force participation will not mean a decent living, security, or equal opportunity in the workplace of the future. Several factors influence the wage gap for older women: higher education does not mean higher earnings; women are less likely than men to…

Women and Equality: A California Review of Women's Equity Issues in Civil Rights, Education and the Workplace.

ERIC Educational Resources Information Center

Sproul, Kate

More women were elected to the California Legislature in November 1998 than ever before. Twenty-five percent of the 40 state senators who began the two-year legislative session on December 7, 1998 were women. In the 80-seat Assembly, the figure also was 25 percent. Historically, the number of women serving in the California Legislature was…

Valuing and Managing Diversity in Business and Industry: Literature Review and Models. Training and Development Research Center Project Number Fifty-Nine.

ERIC Educational Resources Information Center

Johnson, Sandra J.

An increasingly diverse work force is a definite trend in the United States, and a number of companies have linked valuing and managing diversity to increased productivity. Equal employment opportunity and affirmative action are pointed to as foundational to the development of formal programs for valuing or managing diversity in the workplace. The…

Physiotherapists' perceptions of workplace competency: a mixed-methods observational study.

PubMed

Sturt, Rodney; Burge, Angela T; Harding, Paula; Sayer, James

2017-06-22

Objectives Workplace-based competency is increasingly considered fundamental to patient safety and quality healthcare. The aim of the present study was to identify and describe physiotherapists' perceptions of workplace competency. Methods The present study was a mixed-methods cross-sectional observational study. Thematic and descriptive analysis of qualitative and survey data were undertaken. Forty-six physiotherapists employed at a metropolitan acute public hospital participated in interviews or focus groups; a subgroup of 31 participants also completed an online survey. Results Five main themes were identified: (1) despite the availability of workplace learning opportunities and supports, less-experienced staff reported limited confidence; (2) assessment and feedback around workplace competency was limited, predominantly informal and unstructured, with less than half of the cohort (42%) agreeing feedback received was useful for improving their workplace skills; (3) practicing within individual scope is an important aspect of workplace competency as a physiotherapist; (4) most (81%) agreed it was important for them to self-determine their learning and development goals, and they relied primarily on informal discussion to achieve these goals; and, (5) physiotherapists felt motivated regarding workplace learning, with 97% interested in developing their workplace skills however, nearly half (45%) did not feel they had sufficient time to do so. Conclusions The perceptions of physiotherapists working in a metropolitan acute public hospital are reflected in five themes. These themes elucidate how workplace competency is supported, maintained and developed among physiotherapists in this setting. These themes also highlight key challenges of workplace learning faced by this cohort of physiotherapists and allude to methods that may assist with improving feedback mechanisms and knowledge acquisition. What is known about this topic? Studies investigating employee perceptions around workplace competency, knowledge, skills and learning are found across a range of industries. Workplace-based competency is increasingly considered fundamental to patient safety and quality health care. There is little known about physiotherapists' perceptions of workplace competency. What does this paper add? This study has identified and described themes around physiotherapists' perceptions of their workplace knowledge and skills. What are the implications for practitioners? The themes identified provide support for the development, implementation and evaluation of a workplace-based competency framework for physiotherapists.

Not enough time? Individual and environmental implications for workplace physical activity programming among women with and without young children.

PubMed

Tavares, Leonor S; Plotnikoff, Ronald C

2008-03-01

This study sets out to determine the main issues employed women with and without young children voice as influencing their physical activity behaviors, and to identify the environmental dimensions (e.g., physical, social, cultural, organizational, policy) within and outside of the workplace surrounding physical activity promotion that are most pertinent to employed women in Canada. Thirty employed women participated in focus groups, and four senior personnel were interviewed. Worksite observations were carried out and a Workplace Physical Activity Audit Tool was administered. Results indicate that time constraints and demands of personal and work life are barriers to achieving more activity. The issues surrounding family obligations and pressures for women with young children illustrate the main differences between groups. Key environmental factors are addressed and considered for future workplace physical activity programming goals.

Building workplace social capital: A longitudinal study of student nurses' clinical placement experiences.

PubMed

Materne, Michelle; Henderson, Amanda; Eaton, Emma

2017-09-01

Quality clinical placement experiences have been associated with nurses' workplace social capital. Social capital is broadly understood as the social organisation of trust, norms and networks that benefit society. Building social capital in the workplace may benefit experiences of staff and students. The aim of this study was to assess the impact of building workplace social capital on student nurse perceptions of clinical learning experiences. A quality improvement process was measured through repeated student surveys. First, second, third year students (n = 1176) from three universities completed a validated Student Clinical Learning Culture Survey (SCLCS) following their placement, at the commencement of quality improvement initiatives and five years later. The SCLCS measured students' perceptions of social affiliation, their motivation, satisfaction and dissatisfaction with clinical contexts. The first year of systematic changes focused on increasing student numbers along with improving communication, trust and knowledge sharing, antecedents to workplace social capital. No change was evident after the first year. Six years after commencement of building workplace social capital differences across all subscales, except dissatisfaction, were significant (p < 0.001). Leadership that promotes open communication and connections across staff and students to achieve common goals can build workplace social capital that enhances student placement experiences. Copyright © 2017 Elsevier Ltd. All rights reserved.

Workplace discrimination and cancer.

PubMed

McKenna, Maureen A; Fabian, Ellen; Hurley, Jessica E; McMahon, Brian T; West, Steven L

2007-01-01

Data from the Equal Employment Opportunity Commission (EEOC) Integrated Mission System database were analyzed with specific reference to allegations of workplace discrimination filed by individuals with cancer under ADA Title One. These 6,832 allegations, filed between July 27, 1992 and September 30, 2003, were compared to 167,798 allegations from a general disability population on the following dimensions: type of workplace discrimination; demographic characteristics of the charging parties (CPs); the industry designation, location, and size of employers; and the outcome or resolution of EEOC investigations. Results showed allegations derived from CPs with cancer were more likely than those in the general disability population to include issues involving discharge, terms and conditions of employment, lay-off, wages, and demotion. Compared to the general disability group, CPs with cancer were more likely to be female, older, and White. Allegations derived from CPs with cancer were also more likely to be filed against smaller employers (15-100 workers) or those in service industries. Finally, the resolution of allegations by CPs with cancer were more likely to be meritorious than those filed from the general disability population; that is, actual discrimination is more likely to have occurred.

Community, Commitment and Congruence: A Different Kind of Excellence. A Preliminary Report on "The Future of the Academic Workplace in Liberal Arts Colleges."

ERIC Educational Resources Information Center

Splete, Allen P.; And Others

A survey of faculty and selected administrators of liberal arts colleges was conducted, with the goals of achieving a greater understanding of the academic workplace for faculty in liberal arts colleges and identifying ways in which the vitality, commitment, morale, and productivity of the faculty could be enhanced. A total of 9,204 faculty in 142…

Creating High-Quality Health Care Workplaces. A Background Paper for Canadian Policy Research Networks' National Roundtable (Ottawa, Ontario, Canada, October 29, 2001). CPRN Work Network Discussion Paper.

ERIC Educational Resources Information Center

Koehoorn, Mieke; Lowe, Graham S.; Rondeau, Kent V.; Schellenberg, Grant; Wagar, Terry H.

Insights from a variety of research streams were synthesized to identify the key ingredients of a high-quality work environment in Canada's health care sector and ways of achieving high-quality workplaces in the sector. The following sets of interacting factors were considered: (1) the work environment and the human resource practices that shape…

Quality initiatives: lean approach to improving performance and efficiency in a radiology department.

PubMed

Kruskal, Jonathan B; Reedy, Allen; Pascal, Laurie; Rosen, Max P; Boiselle, Phillip M

2012-01-01

Many hospital radiology departments are adopting "lean" methods developed in automobile manufacturing to improve operational efficiency, eliminate waste, and optimize the value of their services. The lean approach, which emphasizes process analysis, has particular relevance to radiology departments, which depend on a smooth flow of patients and uninterrupted equipment function for efficient operation. However, the application of lean methods to isolated problems is not likely to improve overall efficiency or to produce a sustained improvement. Instead, the authors recommend a gradual but continuous and comprehensive "lean transformation" of work philosophy and workplace culture. Fundamental principles that must consistently be put into action to achieve such a transformation include equal involvement of and equal respect for all staff members, elimination of waste, standardization of work processes, improvement of flow in all processes, use of visual cues to communicate and inform, and use of specific tools to perform targeted data collection and analysis and to implement and guide change. Many categories of lean tools are available to facilitate these tasks: value stream mapping for visualizing the current state of a process and identifying activities that add no value; root cause analysis for determining the fundamental cause of a problem; team charters for planning, guiding, and communicating about change in a specific process; management dashboards for monitoring real-time developments; and a balanced scorecard for strategic oversight and planning in the areas of finance, customer service, internal operations, and staff development. © RSNA, 2012.

Workplace wellness recognition for optimizing workplace health: a presidential advisory from the American Heart Association.

PubMed

Fonarow, Gregg C; Calitz, Chris; Arena, Ross; Baase, Catherine; Isaac, Fikry W; Lloyd-Jones, Donald; Peterson, Eric D; Pronk, Nico; Sanchez, Eduardo; Terry, Paul E; Volpp, Kevin G; Antman, Elliott M

2015-05-19

The workplace is an important setting for promoting cardiovascular health and cardiovascular disease and stroke prevention in the United States. Well-designed, comprehensive workplace wellness programs have the potential to improve cardiovascular health and to reduce mortality, morbidity, and disability resulting from cardiovascular disease and stroke. Nevertheless, widespread implementation of comprehensive workplace wellness programs is lacking, and program composition and quality vary. Several organizations provide worksite wellness recognition programs; however, there is variation in recognition criteria, and they do not specifically focus on cardiovascular disease and stroke prevention. Although there is limited evidence to suggest that company performance on employer health management scorecards is associated with favorable healthcare cost trends, these data are not currently robust, and further evaluation is needed. As a recognized national leader in evidence-based guidelines, care systems, and quality programs, the American Heart Association/American Stroke Association is uniquely positioned and committed to promoting the adoption of comprehensive workplace wellness programs, as well as improving program quality and workforce health outcomes. As part of its commitment to improve the cardiovascular health of all Americans, the American Heart Association/American Stroke Association will promote science-based best practices for comprehensive workplace wellness programs and establish benchmarks for a national workplace wellness recognition program to assist employers in applying the best systems and strategies for optimal programming. The recognition program will integrate identification of a workplace culture of health and achievement of rigorous standards for cardiovascular health based on Life's Simple 7 metrics. In addition, the American Heart Association/American Stroke Association will develop resources that assist employers in meeting these rigorous standards, facilitating access to high-quality comprehensive workplace wellness programs for both employees and dependents, and fostering innovation and additional research. © 2015 American Heart Association, Inc.

Ion beam figuring of small optical components

NASA Astrophysics Data System (ADS)

Drueding, Thomas W.; Fawcett, Steven C.; Wilson, Scott R.; Bifano, Thomas G.

1995-12-01

Ion beam figuring provides a highly deterministic method for the final precision figuring of optical components with advantages over conventional methods. The process involves bombarding a component with a stable beam of accelerated particles that selectively removes material from the surface. Figure corrections are achieved by rastering the fixed-current beam across the workplace at appropriate, time-varying velocities. Unlike conventional methods, ion figuring is a noncontact technique and thus avoids such problems as edge rolloff effects, tool wear, and force loading of the workpiece. This work is directed toward the development of the precision ion machining system at NASA's Marshall Space Flight Center. This system is designed for processing small (approximately equals 10-cm diam) optical components. Initial experiments were successful in figuring 8-cm-diam fused silica and chemical-vapor-deposited SiC samples. The experiments, procedures, and results of figuring the sample workpieces to shallow spherical, parabolic (concave and convex), and non-axially-symmetric shapes are discussed. Several difficulties and limitations encountered with the current system are discussed. The use of a 1-cm aperture for making finer corrections on optical components is also reported.

Agency and capabilities to achieve a work-life balance: a comparison of Sweden and Hungary.

PubMed

Hobson, Barbara; Fahlén, Susanne; Takács, Judit

2011-01-01

This study develops a conceptual framework with a capabilities and agency approach for analyzing work–life balance (WLB) applied in two societies (Hungary and Sweden), which have different working time regimes, levels of precarious employment, and gender equality discourses and norms. Inspired by Amartya Sen, we present a model illustrating how agency freedom for WLB depends on multiple resources at the individual, work organizational, institutional, and normative/societal levels. Using a unique qualitative survey conducted in two cities, Budapest and Stockholm, we analyze how mothers and fathers subjectively experience the tensions between family and work demands, and their possibilities for alternative choices (agency freedom). We find similarities in these tensions involving time pressure and time poverty, cutting across gender and education. Our Hungarian parents, nevertheless, experience greater agency inequalities for WLB, which reflect weaker institutional resources (conversion factors) as well as cultural/societal norms that act as constraints for WLB claims in the workplace and household. Our study reveals that Swedish parents, both men and women, express a strong sense of entitlement to exercise rights to care.

Going Beyond the Norm: The Case for Incorporating Evaluative Mediation into Department of Defense Employment Discrimination Complaints

DTIC Science & Technology

2017-03-01

Incorporating Evaluative Mediation into Department of Defense Employment Discrimination Complaints By Thomas A...to resolve the dispute and does not evaluate the actual merits of a complaint. This can be problematic when an employee has filed a workplace...complaint based on illegal discrimination with the Equal Opportunity Office. Evaluative mediation involves having a mediator with expertise in labor and

A New Look through the Glass Ceiling: Where Are the Women? The Status of Women in Management in Ten Selected Industries.

ERIC Educational Resources Information Center

Dingell, John D.; Maloney, Carolyn B.

The General Accounting Office (GAO) analyzed Current Population Survey (CPS) data for 1995-2000 to assess the situation of women managers in 10 industries that employ over 70 percent of women workers. Despite a sense of continued progress toward gender equality in the workplace, in the 10 industries employing 71 percent of United States (US) women…

Improving the workplace environment for female physicists

NASA Astrophysics Data System (ADS)

Butcher, Gillian

2013-03-01

The ideal workplace is one in which women and men can work to their potential and are respected and recognized for their contribution. But what are the conditions that would create this environment, and how can we achieve this? This paper highlights some of the best practices, discussed in a single-session workshop, to improve the workplace environment for female (and male) physicists. While there are many actions that can be taken at the personal, local, and even national level, it is necessary to understand when the issues have broader societal implications. Likewise, working toward the ideal environment should not lead us to ignore the necessity of training and assisting women to work effectively in the existing environment.

International synthesis and case study examination of promising caregiver-friendly workplaces.

PubMed

Ramesh, Shruti; Ireson, Rachelle; Williams, Allison

2017-03-01

The nature of unpaid caregiving is changing significantly in response to the changing nature of families, increased average life expectancy, and the rise in elderly populations. In order to adapt to these challenges, there is an increased focus on the workplace as a source of support for caregiver-employees (CEs), or employees providing unpaid care to a family member or friend while also working in paid employment. As demonstrated by Ireson et al. (2016), a number of workplaces in Canada and abroad are currently showing leadership with respect to the provision of caregiver-friendly workplace policies (CFWPs). The purpose of this study was to explore what is currently being offered to caregiver-employees by Canadian and international workplaces, as well as how these strategies have been defined, developed, introduced, integrated and sustained within the workplace. For the purposes of this study, CEs are defined as individuals engaged in paid employment, while simultaneously serving as an unpaid elder-care provider. To achieve the aims of this paper, a qualitative comparative case study of 21 workplaces was conducted. Participants were recruited via strategies such as snowball sampling, cold-calling and social media blasts. These workplaces, which operate as exemplars in meeting the needs of caregiver-employees, are pivotal to understanding the process which takes place in the implementation and success of CFWPs across various sectors/industries. The results of this study will be used to inform the wide gap in our knowledge about CFWPs while providing the evidence needed to workplaces and other organizations to introduce CFWPs into their employment practices. Copyright © 2017 Elsevier Ltd. All rights reserved.

Sexual harassment in the medical profession: legal and ethical responsibilities.

PubMed

Mathews, Ben; Bismark, Marie M

2015-08-17

Sexual harassment of women in medicine has become a subject of national debate after a senior female surgeon stated that if a woman complained of unwanted advances her career would be jeopardised, and subsequent reports suggest that sexual harassment is a serious problem in the medical profession. Sexual harassment of women in the medical profession by their colleagues presents substantial legal, ethical and cultural questions for the profession. Women have enforceable legal rights to gender equality and freedom from sexual harassment in the workplace. Both individual offenders and employers face significant legal consequences for sexual harassment in every Australian state and territory, and individual medical practitioners and employers need to understand their legal and ethical rights and responsibilities in this context. An individual offender may be personally liable for criminal offences, and for breaching anti-discrimination legislation, duties owed in civil law, professional standards and codes of conduct. An employer may be liable for breaching anti-discrimination legislation, workplace safety laws, duties owed in contract law, and a duty of care owed to the employee. Employers, professional colleges and associations, and regulators should use this national debate as an opportunity to improve gender equality and professional culture in medicine; individuals and employers have clear legal and ethical obligations to minimise sexual harassment to the greatest extent possible.

Dialectical thinking and fairness-based perspectives of affirmative action.

PubMed

Hideg, Ivona; Ferris, D Lance

2017-05-01

Affirmative action (AA) policies are among the most effective means for enhancing diversity and equality in the workplace, yet are also often viewed with scorn by the wider public. Fairness-based explanations for this scorn suggest AA policies provide preferential treatment to minorities, violating procedural fairness principles of consistent treatment. In other words, to promote equality in the workplace, effective AA policies promote inequality when selecting employees, and the broader public perceives this to be procedurally unfair. Given this inconsistency underlies negative reactions to AA policies, we argue that better preparing individuals to deal with inconsistencies can mitigate negative reactions to AA policies. Integrating theories from the fairness and cognitive styles literature, we demonstrate across 4 studies how dialectical thinking-a cognitive style associated with accepting inconsistencies in one's environment-increases support for AA policies via procedural fairness perceptions. Specifically, we found support for our propositions across a variety of AA policy types (i.e., strong and weak preference policies) and when conceptualizing dialectical thinking either as an individual difference or as a state that can be primed-including being primed by the framing of the AA policy itself. We discuss theoretical contributions and insights for policy-making at government and organizational levels. (PsycINFO Database Record (c) 2017 APA, all rights reserved).

Team Resilience Training in the Workplace: E-Learning Adaptation, Measurement Model, and Two Pilot Studies.

PubMed

Bennett, Joel B; Neeper, Michael; Linde, Brittany D; Lucas, Gale M; Simone, Lindsay

2018-05-02

The majority of resilience interventions focus on the individual. Workplace resilience is a growing field of research. Given the ever-increasing interconnectedness in businesses, teamwork is a guarantee. There is also growing recognition that resilience functions at the team level. The objective of our work was to address three shortcomings in the study of workplace resilience interventions: lack of interventions focusing on group-level or team resilience, the need for brief interventions, and the need for more theoretical precision in intervention studies. The authors took an established evidence-based program (Team Resilience) and modified it based on these needs. A working model for brief intervention evaluation distinguishes outcomes that are proximal (perceptions that the program improved resilience) and distal (dispositional resilience). A total of 7 hypotheses tested the model and program efficacy. Two samples (n=118 and n=181) of engineering firms received the Web-based training and provided immediate reactions in a posttest-only design. The second sample also included a control condition (n=201). The findings support the model and program efficacy. For example, workplace resilience was greater in the intervention group than in the control group. Other findings suggest social dissemination effects, equal outcomes for employees at different stress levels, and greater benefit for females. This preliminary research provides evidence for the capabilities of e-learning modules to effectively promote workplace resilience and a working model of team resilience. ©Joel B Bennett, Michael Neeper, Brittany D Linde, Gale M Lucas, Lindsay Simone. Originally published in JMIR Mental Health (http://mental.jmir.org), 02.05.2018.

Strategies for enhancing perioperative safety: promoting joy and meaning in the workforce.

PubMed

Morath, Julianne; Filipp, Rhonda; Cull, Michael

2014-10-01

Workforce safety is a precondition of patient safety, and safety from both physical and psychological harm in the workplace is the foundation for an environment in which joy and meaning can exist. Achieving joy and meaning in the workplace allows health care workers to continuously improve the care they provide. This requires an environment in which disrespectful and harmful behaviors are not tolerated or ignored. Health care leaders have an obligation to create workplace cultures that are characterized by respect, transparency, accountability, learning, and quality care. Evidence suggests, however, that health care settings are rife with disrespectful behavior, poor teamwork, and unsafe working conditions. Solutions for addressing workplace safety problems include defining core values, tasking leaders to act as role models, and committing to becoming a high-reliability organization. Copyright © 2014 AORN, Inc. Published by Elsevier Inc. All rights reserved.

Integrating health and safety in the workplace: how closely aligning health and safety strategies can yield measurable benefits.

PubMed

Loeppke, Ronald R; Hohn, Todd; Baase, Catherine; Bunn, William B; Burton, Wayne N; Eisenberg, Barry S; Ennis, Trish; Fabius, Raymond; Hawkins, R Jack; Hudson, T Warner; Hymel, Pamela A; Konicki, Doris; Larson, Paul; McLellan, Robert K; Roberts, Mark A; Usrey, Cary; Wallace, Joseph A; Yarborough, Charles M; Siuba, Justina

2015-05-01

To better understand how integrating health and safety strategies in the workplace has evolved and establish a replicable, scalable framework for advancing the concept with a system of health and safety metrics, modeled after the Dow Jones Sustainability Index. Seven leading national and international programs aimed at creating a culture of health and safety in the workplace were compared and contrasted. A list of forty variables was selected, making it clear there is a wide variety of approaches to integration of health and safety in the workplace. Depending on how well developed the culture of health and safety is within a company, there are unique routes to operationalize and institutionalize the integration of health and safety strategies to achieve measurable benefits to enhance the overall health and well-being of workers, their families, and the community.

Lactation accommodation in the workplace and duration of exclusive breastfeeding.

PubMed

Bai, Yeon; Wunderlich, Shahla M

2013-01-01

The purpose of this study was to assess current lactation accommodations in a workplace environment and to examine the association between the different dimensions of support and the duration of exclusive breastfeeding. A survey was conducted with employees of a higher-education institution and clients of an obstetric hospital in New Jersey. Factor analysis identified dimensions of workplace support. The dimensions were correlated with the duration of exclusive breastfeeding using Pearson's r correlation analysis. One hundred and thirteen working mothers participated in the study. The mean (SD) number of working hours of the participants was 34.3 (2.8) hours per week. Participants were primarily white (89.4%), older (mean age, 33.8 [6.0] years), highly educated (>82% above college graduate), and married (92%). Participants indicated that in their workplaces, breastfeeding was not common, breast pumps were not available, and on-site day care was not always an option. The analysis identified 4 dimensions of breastfeeding accommodation: break time, workplace environment, technical support, and workplace policy. Technical support (r = 0.71, P = .01) and workplace environment (r = 0.26, P = .01) were significantly associated with the duration of exclusive breastfeeding. Employers can strengthen technical support and workplace environment to encourage breastfeeding continuation in working mothers. New federal laws should consider specific guidelines for minimum requirements for functional lactation support to achieve comprehensive breastfeeding benefits. © 2013 by the American College of Nurse-Midwives.

Changing Concepts of Educational Equality

ERIC Educational Resources Information Center

Cropley, A. J.

1976-01-01

States that if educational equality is defined, not in terms of equal learning facilities and equally well qualified teachers, but in terms of equal outcomes, equality has not been achieved. True equality implies recognition of learning as life-long process, for the purpose of self-fulfillment. (Author/RW)

Developing regulations for occupational exposures to health hazards in Malaysia.

PubMed

Rampal, Krishna Gopal; Mohd Nizam, J

2006-11-01

In Malaysia exposures in the workplace are regulated under the Factories and Machinery Act (FMA), 1967 and also under the more comprehensive Occupational Safety and Health Act (OSHA) enacted in 1994. With OSHA 1994 the philosophy of legislating safety and health in the workplace changed from one that was very prescriptive and containing detailed technical provisions under FMA, 1967 to one that is more flexible and encourages self-regulation under OSHA 1994. OSHA 1994 is supported by regulations, codes of practices and guidelines to further clarify the provisions in the Act. Under the FMA 1967 emphasis was on safety while with OSHA 1994 there has been equal emphasis on addressing health hazards in the workplace. Regulations for occupational exposures are developed by the Department of Occupational Safety and Health with tripartite and stakeholder consultation. When developing these regulations International Labor Organization Conventions, laws of other countries and occupational exposure standards adopted internationally are reviewed. The government also conducts surveys to collect information on both exposures and health effects in workplaces to have better understanding on specific occupational health problems. Effective law enforcement is crucial in ensuring compliance to safety and health law. The challenge at the moment is to ensure all employers and employees, particularly those in the small and medium enterprises, understand and comply with the provisions stipulated in the legislation.

Selection BIAS: Stereotypes and discrimination related to having a history of cancer.

PubMed

Martinez, Larry R; White, Craig D; Shapiro, Jenessa R; Hebl, Michelle R

2016-01-01

Although great strides have been made in increasing equality and inclusion in organizations, a number of stigmatized groups are overlooked by diversity initiatives, including people with a history of cancer. To examine the workplace experiences of these individuals in selection contexts, we conducted 3 complementary studies that assess the extent to which cancer is disclosed, the stereotypes associated with cancer in the workplace, and discrimination resulting from these stereotypes. In a pilot study, we surveyed 196 individuals with a history of cancer (across 2 samples) about their workplace disclosure habits. In Study 1, we explored stereotypes related to employees with a history of cancer using the framework outlined by the stereotype content model. In Study 2, we used a field study to assess the experiences of job applicants who indicated they were "cancer survivors" (vs. not) with both formal and interpersonal forms of discrimination. This research shows that cancer is disclosed at relatively high rates (pilot study), those with a history of cancer are stereotyped as being higher in warmth than competence (Study 1), and the stereotypes associated with those who have had cancer result in actual discrimination toward them (Study 2). We discuss the theory behind these findings and aim to inform both science and practice with respect to this growing workplace population. (c) 2016 APA, all rights reserved).

Exploring the relationship between managers' leadership and their health.

PubMed

Lundqvist, Daniel; Eriksson, Anna Fogelberg; Ekberg, Kerstin

2012-01-01

To explore the relationship between managers' leadership and their health, by investigating what psychosocial conditions in the workplace managers experience as being important to their health, and how their health influences their leadership. Semi-structured interviews with forty-two managers at different managerial levels in a large Swedish industrial production company. Most managers felt their health was good, but many perceived their work as stressful. They said it was important to their health that they did a good job and achieved results as expected, that conditions in the workplace enabled this achievement, and that their performance was acknowledged. In comparison to the other managerial levels, the first-line managers' work and health were especially dependent on such enabling conditions. The results also showed that the managers' health influenced their leadership, the quality of their work and the quality of their relationship with subordinates. Managers' leadership, health and their work conditions are reciprocally related to each other. A productive and healthy workplace is facilitated by focusing on managers' conditions for leadership, their health and their work conditions.

Introductory Anatomy and Physiology in an Undergraduate Nursing Curriculum

ERIC Educational Resources Information Center

Brown, S. J.; White, S.; Power, N.

2017-01-01

Using an educational data mining approach, first-year academic achievement of undergraduate nursing students, which included two compulsory courses in introductory human anatomy and physiology, was compared with achievement in a final semester course that transitioned students into the workplace. We hypothesized that students could be grouped…

Employment Outcomes of Community College Equity Group Graduates

ERIC Educational Resources Information Center

Goho, James; Blackman, Ashley

2004-01-01

The initial school to work transition is a critical time for individuals in achieving the economic benefits of post-secondary education. Community colleges perform a key role in this connection to the workplace for disadvantaged groups. This research examined the effectiveness of a large comprehensive community college in achieving successful…

Workplace clinics: a sign of growing employer interest in wellness.

PubMed

Tu, Ha T; Boukus, Ellyn R; Cohen, Genna R

2010-12-01

Interest in workplace clinics has intensified in recent years, with employers moving well beyond traditional niches of occupational health and minor acute care to offering clinics that provide a full range of wellness and primary care services. Employers view workplace clinics as a tool to contain medical costs, boost productivity and enhance companies' reputations as employers of choice. The potential for clinics to transform primary care delivery through the trusted clinician model holds promise, according to experts interviewed for a new qualitative research study from the Center for Studying Health System Change (HSC). Achieving that model is dependent on gaining employee trust in the clinic, as well as the ability to recruit and retain clinicians with the right qualities--a particular challenge in communities with provider shortages. Even when clinic operations are outsourced to vendors, initial employer involvement--including the identification of the appropriate scope and scale of clinic services--and sustained employer attention over time are critical to clinic success. Measuring the impact of clinics is difficult, and credible evidence on return on investment (ROI) varies widely, with very high ROI claims made by some vendors lacking credibility. While well-designed, well-implemented workplace clinics are likely to achieve positive returns over the long term, expecting clinics to be a game changer in bending the overall health care cost curve may be unrealistic.

The Impact of Active Workstations on Workplace Productivity and Performance: A Systematic Review

PubMed Central

Ojo, Samson O.; Chater, Angel M.

2018-01-01

Active workstations have been recommended for reducing sedentary behavior in the workplace. It is important to understand if the use of these workstations has an impact on worker productivity. The aim of this systematic review was to examine the effect of active workstations on workplace productivity and performance. A total of 3303 articles were initially identified by a systematic search and seven articles met eligibility criteria for inclusion. A quality appraisal was conducted to assess risk of bias, confounding, internal and external validity, and reporting. Most of the studies reported cognitive performance as opposed to productivity. Five studies assessed cognitive performance during use of an active workstation, usually in a single session. Sit-stand desks had no detrimental effect on performance, however, some studies with treadmill and cycling workstations identified potential decreases in performance. Many of the studies lacked the power required to achieve statistical significance. Three studies assessed workplace productivity after prolonged use of an active workstation for between 12 and 52 weeks. These studies reported no significant effect on productivity. Active workstations do not appear to decrease workplace performance. PMID:29495542

The Impact of Active Workstations on Workplace Productivity and Performance: A Systematic Review.

PubMed

Ojo, Samson O; Bailey, Daniel P; Chater, Angel M; Hewson, David J

2018-02-27

Active workstations have been recommended for reducing sedentary behavior in the workplace. It is important to understand if the use of these workstations has an impact on worker productivity. The aim of this systematic review was to examine the effect of active workstations on workplace productivity and performance. A total of 3303 articles were initially identified by a systematic search and seven articles met eligibility criteria for inclusion. A quality appraisal was conducted to assess risk of bias, confounding, internal and external validity, and reporting. Most of the studies reported cognitive performance as opposed to productivity. Five studies assessed cognitive performance during use of an active workstation, usually in a single session. Sit-stand desks had no detrimental effect on performance, however, some studies with treadmill and cycling workstations identified potential decreases in performance. Many of the studies lacked the power required to achieve statistical significance. Three studies assessed workplace productivity after prolonged use of an active workstation for between 12 and 52 weeks. These studies reported no significant effect on productivity. Active workstations do not appear to decrease workplace performance.

Violence against radiologists. II: Psychosocial factors.

PubMed

Magnavita, N; Fileni, A

2012-09-01

Violence against radiologists is a growing problem. This study evaluated the psychosocial factors associated with this phenomenon. A questionnaire was administered to 992 Italian radiologists. Physical violence experienced in the previous 12-month period was associated with the radiologist's poor mental health [odds ratio (OR) 1.11] and overcommitment to work (OR 1.06), whereas radiologists in good physical health (OR 0.64), with job satisfaction (OR 0.96) and with overall happiness (OR 0.67) were less exposed. Nonphysical abuse was equally associated with the radiologist's poor mental health (OR 1.10) and overcommitment (OR 1.14) and negatively associated with physical health (OR 0.54), job satisfaction (OR 0.96), happiness (OR 0.81), organisational justice (OR 0.94) and social support (OR 0.80). Preventive intervention against violence in the workplace should improve workplace organisation and relationships between workers.

Time management for preclinical safety professionals.

PubMed

Wells, Monique Y

2010-08-01

A survey about time management in the workplace was distributed to obtain a sense of the level of job satisfaction among preclinical safety professionals in the current economic climate, and to encourage reflection upon how we manage time in our work environment. Roughly equal numbers of respondents (approximately 32%) identified themselves as management or staff, and approximately 27% indicated that they are consultants. Though 45.2% of respondents indicated that time management is very challenging for the profession in general, only 36.7% find it very challenging for themselves. Ten percent of respondents view time management to be exceedingly challenging for themselves. Approximately 34% of respondents indicated that prioritization of tasks was the most challenging aspect of time management for them. Focusing on an individual task was the second most challenging aspect (26%), followed equally by procrastination and delegation of tasks (12.4%). Almost equal numbers of respondents said that they would (35.2%) or might (33.3%) undertake training to improve their time management skills. Almost equal numbers of participants responded "perhaps" (44.6%) or "yes" (44.2%) to the question of whether management personnel should be trained in time management.

Gender issues on occupational safety and health.

PubMed

Sorrentino, Eugenio; Vona, Rosa; Monterosso, Davide; Giammarioli, Anna Maria

2016-01-01

The increasing proportion of women in the workforce raises a range of gender-related questions about the different effects of work-related risks on men and women. Few studies have characterized gender differences across occupations and industries, although at this time, the gender sensitive approach is starting to acquire relevance in the field of human preventive medicine. The European Agency for Safety and Health at Work has encouraged a policy of gender equality in all European member states. Italy has adopted European provisions with new specific legislation that integrates the previous laws and introduces the gender differences into the workplace. Despite the fact that gender equal legislation opportunities have been enacted in Italy, their application is delayed by some difficulties. This review examines some of these critical aspects.

Measurement techniques of exposure to nanomaterials in the workplace for low- and medium-income countries: A systematic review.

PubMed

Boccuni, Fabio; Gagliardi, Diana; Ferrante, Riccardo; Rondinone, Bruna Maria; Iavicoli, Sergio

2017-10-01

Nanotechnology offers many opportunities but there is still considerable uncertainty about the health risks and how to assess these.In the field of risk analysis for workers potentially exposed to nano-objects and their agglomerates and aggregates (NOAA) different methodological approaches to measure airborne NOAA have been proposed.This study proposes a systematic review of scientific literature on occupational exposure to NOAA in the workplace with the aim to identify techniques of exposure measurement to be recommended in low- and medium-income countries.We gathered scientific papers reporting techniques of NOAA exposure measurements in the workplace, we summarized the data for each eligible technique according to PRISMA guidelines, and we rated the quality of evidence following an adapted GRADE approach.We found 69 eligible studies to be included in qualitative synthesis: the majority of studies reported a moderate quality and only two studies demonstrated the use of a high quality exposure measurement technique.The review demonstrates that a basic exposure measurement, i.e. evidence for the presence or absence of NOAA in the workplace air, can be achieved with moderate (40 techniques) to high (2 techniques) quality; comprehensive exposure measurement, that allow the quantification of NOAA in the workplace, can be achieved with moderate (11 techniques) to high (2 techniques) quality.The findings of the study also allowed to finalize a list of requirements that must be fulfilled by an effective measurement technique (either basic or comprehensive) and to highlight the main weaknesses that need to be tackled for an effective affordability evaluation of measurement techniques to be recommended in low- and medium-income countries. Copyright © 2017 Elsevier GmbH. All rights reserved.

2013 Workplace and Equal Opportunity Survey of Active Duty Members: Overview Report

DTIC Science & Technology

2014-10-01

because they resolve the problem independently or fear negative consequences for reporting, such as retaliation. This type of information can help...enough to report (44% - 8 percentage points lower than 2009), they took care of the problem themselves (37% - 7 percentage points lower than 2009), they...a single category of “large extent.”  The large majority of members indicated no problems with these issues at their installation/ship

Effectiveness of a workplace training programme in improving social, communication and emotional skills for adults with autism and intellectual disability in Hong Kong--a pilot study.

PubMed

Liu, Karen P Y; Wong, Denys; Chung, Anthony C Y; Kwok, Natalie; Lam, Madeleine K Y; Yuen, Cheri M C; Arblaster, Karen; Kwan, Aldous C S

2013-12-01

This pilot study explored the effectiveness of workplace training programme that aimed to enhance the work-related behaviours in individuals with autism and intellectual disabilities. Fourteen participants with autism and mild to moderate intellectual disability (mean age = 24.6 years) were recruited. The workplace training programme included practices in work context and group educational sessions. A pre-test-post-test design was used with the Work Personality Profile, the Scale of Independent Behaviour Revised and the Observational Emotional Inventory Revised to evaluate the targeted behaviours. Improvement in social and communication skills specific to the workplace was achieved. For emotional control, participants became less confused and had a better self-concept. However, improvement in other general emotional behaviours, such as impulse control, was limited. The results indicated that a structured workplace training programme aimed at improving social, communication and emotional behaviours can be helpful for people with autism and intellectual disability. Further study with a larger sample size and a control group is recommended. The development of specific programme to cater for the emotional control needs at workplace for people with autism is also suggested. Copyright © 2013 John Wiley & Sons, Ltd.

Project REACH. Regional Education to Achieve with Company Help. Performance Report.

ERIC Educational Resources Information Center

Parkway School District, Chesterfield, MO.

Project REACH (Regional Education to Achieve with Company) was a regional workplace literacy (WL) program designed to increase the levels of literacy, job performance/satisfaction/retention, productivity, and self-esteem of the work force of six businesses in the Saint Louis area and to foster the development of business-education partnerships for…

What incentives influence employers to engage in workplace health interventions?

PubMed

Martinsson, Camilla; Lohela-Karlsson, Malin; Kwak, Lydia; Bergström, Gunnar; Hellman, Therese

2016-08-23

To achieve a sustainable working life it is important to know more about what could encourage employers to increase the use of preventive and health promotive interventions. The objective of the study is to explore and describe the employer perspective regarding what incentives influence their use of preventive and health promotive workplace interventions. Semi-structured focus group interviews were carried out with 20 representatives from 19 employers across Sweden. The economic sectors represented were municipalities, government agencies, defence, educational, research, and development institutions, health care, manufacturing, agriculture and commercial services. The interviews were transcribed verbatim and the data were analysed using latent content analysis. Various incentives were identified in the analysis, namely: "law and provisions", "consequences for the workplace", "knowledge of worker health and workplace health interventions", "characteristics of the intervention", "communication and collaboration with the provider". The incentives seemed to influence the decision-making in parallel with each other and were not only related to positive incentives for engaging in workplace health interventions, but also to disincentives. This study suggests that the decision to engage in workplace health interventions was influenced by several incentives. There are those incentives that lead to a desire to engage in a workplace health intervention, others pertain to aspects more related to the intervention use, such as the characteristics of the employer, the provider and the intervention. It is important to take all incentives into consideration when trying to understand the decision-making process for workplace health interventions and to bridge the gap between what is produced through research and what is used in practice.

Employment discrimination and HIV stigma: survey results from civil society organisations and people living with HIV in Africa.

PubMed

Sprague, Laurel; Simon, Sara; Sprague, Courtenay

2011-01-01

The article presents findings from three surveys of people living with HIV (PLHIV) and civil society organisations about the experience of employment discrimination and stigma in the workplace. The work seeks to contribute to efforts by businesses and other organisations to effectively respond to the HIV epidemic within the world of work, and to deepen our understanding of the ways in which HIV stigma and employment discrimination persist in the workplace. The findings of global and regional surveys indicate the existence of high levels of employment discrimination based on HIV status worldwide, including forced disclosure of HIV status, exclusion in the workplace, refusals to hire or promote, and terminations of people known to be living with HIV. The survey findings show that employment discrimination based on HIV status is experienced in all African subregions. Country-level surveys conducted in Kenya and Zambia indicated that PLHIV face marked barriers to employment, including discrimination in hiring, loss of promotions, and termination because of HIV status. Additionally, large variances were found in the degree of support versus discrimination that employees living with HIV in those two countries received following their disclosure. The discussion emphasises the importance of the workplace as a site for intervention and behaviour change. To address this, we introduce a conceptual framework - the employment continuum - that maps multiple points of entry within the workplace to address HIV-related stigma and discrimination. Additional recommendations include: actions to ensure equal opportunity in hiring for PLHIV; ensuring that HIV testing is voluntary, never mandatory, and that disclosure is not necessary for employment; ensuring confidentiality of HIV status; communicating and enforcing HIV-related antidiscrimination policies; establishing support groups in the workplace; providing safe and confidential processes for resolving complaints of employment discrimination; and taking affirmative responsibility to verify that any job terminations are not the result of mistreatment or bias.

The BeUpstanding Program™: Scaling up the Stand Up Australia Workplace Intervention for Translation into Practice

PubMed Central

Healy, Genevieve N; Goode, Ana; Schultz, Diane; Lee, Donna; Leahy, Bell; Dunstan, David W; Gilson, Nicholas D; Eakin, Elizabeth G

2016-01-01

Context and purpose Too much sitting is now recognised as a common risk factor for several health outcomes, with the workplace identified as a key setting in which to address prolonged sitting time. The Stand Up Australia intervention was designed to reduce prolonged sitting in the workplace by addressing influences at multiple-levels, including the organisation, the environment, and the individual. Intervention success has been achieved within the context of randomised controlled trials, where research staff deliver several of the key intervention components. This study describes the initial step in the multi-phase process of scaling up the Stand Up Australia intervention for workplace translation. Methods A research-government partnership was critical in funding and informing the prototype for the scaled up BeUpstanding program™. Evidence, protocols and materials from Stand Up Australia were adapted in collaboration with funding partner Workplace Health and Safety Queensland to ensure consistency and compatibility with existing government frameworks and resources. In recognition of the key role of workplace champions in facilitating workplace health promotion programs, the BeUpstanding program™ is designed to be delivered through a stand-alone, free, website-based toolkit using a ‘train the champion’ approach. Key findings and significance The BeUpstanding program™ was influenced by the increasing recognition of prolonged sitting as an emerging health issue as well as industry demand. The research-government partnership was critical in informing and resourcing the development of the scaled-up program. PMID:29546167

Effectiveness of Workplace Weight Management Interventions: a Systematic Review.

PubMed

Weerasekara, Yasoma Kumari; Roberts, Susan B; Kahn, Mira A; LaVertu, Amy E; Hoffman, Ben; Das, Sai Krupa

2016-06-01

A systematic review was conducted of randomized trials of workplace weight management interventions, including trials with dietary, physical activity, environmental, behavioral, and incentive-based components. Main outcomes were defined as change in weight-related measures. Keywords related to weight management and workplace interventions were used to search relevant databases, and 23 eligible studies were reviewed in detail using a data extraction form and quality assessment checklist. The trials were conducted mainly in the USA and Europe, with four additional countries represented. Interventions were mostly multicomponent and were implemented in both sexes and in a range of employment categories. Intervention effectiveness appeared unrelated to region of the world and was highest in 6-12-month trials. The results ranged widely from clinically significant 8.8-kg weight loss in one trial to less effective than the control treatment in others. Some workplace interventions achieve clinically significant benefits, and further studies are needed to replicate those results in wider sociocultural and geographical contexts.

Status and the evaluation of workplace deviance.

PubMed

Bowles, Hannah Riley; Gelfand, Michele

2010-01-01

Bias in the evaluation of workplace misbehavior is hotly debated in courts and corporations, but it has received little empirical attention. Classic sociological literature suggests that deviance by lower-status actors will be evaluated more harshly than deviance by higher-status actors. However, more recent psychological literature suggests that discrimination in the evaluation of misbehavior may be moderated by the relative status of the evaluator because status influences both rule observance and attitudes toward social hierarchy. In Study 1, the psychological experience of higher status decreased rule observance and increased preferences for social hierarchy, as we theorized. In three subsequent experiments, we tested the hypothesis that higher-status evaluators would be more discriminating in their evaluations of workplace misbehavior, evaluating fellow higher-status deviants more leniently than lower-status deviants. Results supported the hypothesized interactive effect of evaluator status and target status on the evaluation of workplace deviance, when both achieved status characteristics (Studies 2a and 2b) and ascribed status characteristics (i.e., race and gender in Study 3) were manipulated.

Comparing 2 National Organization-Level Workplace Health Promotion and Improvement Tools, 2013–2015

PubMed Central

Lang, Jason E.; Davis, Whitney D.; Jones-Jack, Nkenge H.; Mukhtar, Qaiser; Lu, Hua; Acharya, Sushama D.; Molloy, Meg E.

2016-01-01

Creating healthy workplaces is becoming more common. Half of employers that have more than 50 employees offer some type of workplace health promotion program. Few employers implement comprehensive evidence-based interventions that reach all employees and achieve desired health and cost outcomes. A few organization-level assessment and benchmarking tools have emerged to help employers evaluate the comprehensiveness and rigor of their health promotion offerings. Even fewer tools exist that combine assessment with technical assistance and guidance to implement evidence-based practices. Our descriptive analysis compares 2 such tools, the Centers for Disease Control and Prevention’s Worksite Health ScoreCard and Prevention Partners’ WorkHealthy America, and presents data from both to describe workplace health promotion practices across the United States. These tools are reaching employers of all types (N = 1,797), and many employers are using a comprehensive approach (85% of those using WorkHealthy America and 45% of those using the ScoreCard), increasing program effectiveness and impact. PMID:27685429

Turning workplace anger and anxiety into peak performance. Strategies for enhancing employee health and productivity.

PubMed

Helge, D

2001-08-01

Traditional corporate approaches toward anger and anxiety in the workplace have ignored or exacerbated the problem. Human emotions are not only essential for job performance, they are a free resource that can be harnessed in ethical ways to enhance job productivity. Most of the causes and costs of workplace anger and anxiety can be prevented. In an ideal workplace, employees are internally motivated and self regulating because they are hired with care, placed in jobs serving them as well as the company, and supported with the required resources to accomplish their jobs. When companies treat employees with dignity and make efforts to empower them, employee self confidence and performance grows. Occupational and environmental health nurses are in positions to alter dysfunctional aspects of corporate culture while simultaneously working with individual employees who are angry or anxious. Successful companies are those that nurture their workers while achieving their mission. They treat employees with dignity and respect while challenging them to reach their full potential.

Workplace discrimination and traumatic brain injury: the national EEOC ADA research project.

PubMed

McMahon, Brian T; West, Steven L; Shaw, Linda R; Waid-Ebbs, Kay; Belongia, Lisa

2005-01-01

Using the Integrated Mission System of the Equal Employment Opportunity Commission, the employment discrimination experience of Americans with traumatic brain injury is documented. Researchers compare and contrast the key dimensions of workplace discrimination involving Americans with traumatic brain injury and persons with other physical, sensory, and neurological impairments. Specifically, the researchers examine demographic characteristics of the charging parties; the industry designation, location, and size of employers against whom complaints are filed; the nature of discrimination (i.e., type of adverse action) alleged to occur; and the outcome or resolution of the investigations. Findings indicate that persons with traumatic brain injury were more likely to encounter discrimination after obtaining employment as opposed to during the hiring process. They were also more likely to encounter discrimination when they were younger or Caucasian or when employed in the Midwestern or Western United States. Implications are addressed.

Is Equal Access to Higher Education in South Asia and Sub-Saharan Africa Achievable by 2030?

ERIC Educational Resources Information Center

Ilie, Sonia; Rose, Pauline

2016-01-01

Higher education is back in the spotlight, with post-2015 sustainable development goals emphasising equality of access. In this paper, we highlight the long distance still to travel to achieve the goal of equal access to higher education for all, with a focus on poorer countries which tend to have lower levels of enrolment in higher education.…

A Future Outlook for Women Executives.

DTIC Science & Technology

1988-04-01

job satisfaction, to name a few. vii CONTINUED After the women’s liberation movement of the 1960s, however, women entered all realms of the business ...competing In a man’s world was equally distorted (2:339). Women still held traditional Jobs while the positions In the professional and business worlds...changing role of women , including the influx of women into the workplace " (16:130). Virtually all new Jobs by the year 2000 will be in the service

2013 Workplace and Equal Opportunity Survey of Active Duty Members: Administration, Datasets, and Codebook

DTIC Science & Technology

2016-05-01

and Kroeger (2002) provide details on sampling and weighting. Following the summary of the survey methodology is a description of the survey analysis... description of priority, for the ADDRESS file). At any given time, the current address used corresponded to the address number with the highest priority...types of address updates provided by the postal service. They are detailed below; each includes a description of the processing steps. 1. Postal Non

A Graphic Anthropometric Aid for Seating and Workplace Design.

DTIC Science & Technology

1984-04-01

required proportion of the pdf . Suppose that some attribute is distributed according to a bivariate Normal pdf of zero mean value and equal variances a...2󈧓 Note that circular contours. dran at the normaliwed radii presented above, will enclose the respective proportions of the bi artate Normal pdf ...INTRODUCTION 1 2. A TWO-DIMENSIONAL MODEL BASE 2 3. CONCEPT OF USE 4 4. VALIDATION OF THE TWO-DIMENSIONAL MODEL 8 4.1 Conventional Anthropometry 9 4.2

ARCADO - Adding random case analysis to direct observation in workplace-based formative assessment of general practice registrars.

PubMed

Ingham, Gerard; Fry, Jennifer; Morgan, Simon; Ward, Bernadette

2015-12-10

Workplace-based formative assessments using consultation observation are currently conducted during the Australian general practice training program. Assessment reliability is improved by using multiple assessment methods. The aim of this study was to explore experiences of general practice medical educator assessors and registrars (trainees) when adding random case analysis to direct observation (ARCADO) during formative workplace-based assessments. A sample of general practice medical educators and matched registrars were recruited. Following the ARCADO workplace assessment, semi-structured qualitative interviews were conducted. The data was analysed thematically. Ten registrars and eight medical educators participated. Four major themes emerged - formative versus summative assessment; strengths (acceptability, flexibility, time efficiency, complementarity and authenticity); weaknesses (reduced observation and integrity risks); and contextual factors (variation in assessment content, assessment timing, registrar-medical educator relationship, medical educator's approach and registrar ability). ARCADO is a well-accepted workplace-based formative assessment perceived by registrars and assessors to be valid and flexible. The use of ARCADO enabled complementary insights that would not have been achieved with direct observation alone. Whilst there are some contextual factors to be considered in its implementation, ARCADO appears to have utility as formative assessment and, subject to further evaluation, high-stakes assessment.

"I Would Have Taught You Differently": Bringing an Understanding of the Economy into the Schools. Alliance for Achievement.

ERIC Educational Resources Information Center

Rubin, Sarah; Cunniff, Catherine

This report offers ideas for expanding schools' partnerships with employers. These partnerships can raise academic achievement, college-going rates, and career-awareness for low-income and minority students. Topics include a discussion of the school-to-work movement and career guidance; raising awareness through workplace visits; summer…

Arrogance in the workplace: implications for mental health nurses.

PubMed

Cleary, Michelle; Walter, Garry; Sayers, Jan; Lopez, Violeta; Hungerford, Catherine

2015-04-01

Cultures of performativity may contribute to organizational and individual arrogance. Workplace organizations have individuals who at various times will display arrogance, which may manifest in behaviours, such as an exaggerated sense of self-importance, dismissiveness of others, condescending behaviors and an impatient manner. Arrogance is not a flattering label and irrespective of the reason or the position of power, in the context of organizational behaviors, may not be useful and may even be detrimental to the work environment. Thus, it is timely to reflect on the implications of arrogance in the workplace. Advocacy and empowerment can be undermined and relationships adversely impacted, including the achievement of positive consumer outcomes. This paper provides an introduction to arrogance, and then discusses arrogance to promote awareness of the potential consequences of arrogance and its constituent behaviors.

A practical measure of workplace resilience: developing the resilience at work scale.

PubMed

Winwood, Peter C; Colon, Rochelle; McEwen, Kath

2013-10-01

To develop an effective measure of resilience at work for use in individual work-related performance and emotional distress contexts. Two separate cross-sectional studies investigated: (1) exploratory factor analysis of 45 items putatively underpinning workplace resilience among 397 participants and (2) confirmatory factor analysis of resilience measure derived from Study 1 demonstrating a credible model of interaction, with performance outcome variables among 194 participants. A 20-item scale explaining 67% of variance, measuring seven aspects of workplace resilience, which are teachable and capable of conscious development, was achieved. A credible model of relationships with work engagement, sleep, stress recovery, and physical health was demonstrated in the expected directions. The new scale shows considerable promise as a reliable instrument for use in the area of employee support and development.

76 FR 64903 - Notice of Submission for OMB Review

Federal Register 2010, 2011, 2012, 2013, 2014

2011-10-19

... reward States that are creating the conditions for education innovation and reform; achieving significant... workplace; (b) building data systems that measure student success and inform teachers and principals in how...

The Public Health Responsibility Deal: making the workplace healthier?

PubMed

Knai, Cécile; Scott, Courtney; D'Souza, Preethy; James, Lesley; Mehrotra, Anushka; Petticrew, Mark; Eastmure, Elizabeth; Durand, Mary Alison; Mays, Nicholas

2017-06-01

The Public Health Responsibility Deal (RD) in England is a public-private partnership which aims to improve public health by addressing issues such as health at work. This paper analyses the RD health at work pledges in terms of their likely effectiveness and added value. A review of evidence on the effectiveness of the RD 'health at work' pledges to improve health in the workplace; analysis of publically available data on signatory organizations' plans and progress towards achieving the pledges; and assessment of the likelihood that workplace activities pledged by signatories were brought about by participating in the RD. The 'health at work' pledges mostly consist of information sharing activities, and could be more effective if made part of integrated environmental change at the workplace. The evaluation of organizations' plans and progress suggests that very few actions (7%) were motivated by participation in the RD, with most organizations likely (57%) or probably (36%) already engaged in the activities they listed before joining the RD. The RD's 'health at work' pledges are likely to contribute little to improving workplace health as they stand but could contribute more if they were incorporated into broader, coherent workplace health strategies. © The Author 2016. Published by Oxford University Press on behalf of Faculty of Public Health. All rights reserved. For permissions, please e-mail: journals.permissions@oup.com.

Personal resilience as a strategy for surviving and thriving in the face of workplace adversity: a literature review.

PubMed

Jackson, Debra; Firtko, Angela; Edenborough, Michel

2007-10-01

This paper is a report of a literature review to explore the concept of personal resilience as a strategy for responding to workplace adversity and to identify strategies to enhance personal resilience in nurses. Workplace adversity in nursing is associated with excessive workloads, lack of autonomy, bullying and violence and organizational issues such as restructuring, and has been associated with problems retaining nurses in the workforce. However, despite these difficulties many nurses choose to remain in nursing, and survive and even thrive despite a climate of workplace adversity. The literature CINAHL, EBSCO, Medline and Pubmed databases were searched from 1996 to 2006 using the keywords 'resilience', 'resilience in nursing', and 'workplace adversity' together with 'nursing'. Papers in English were included. Resilience is the ability of an individual to positively adjust to adversity, and can be applied to building personal strengths in nurses through strategies such as: building positive and nurturing professional relationships; maintaining positivity; developing emotional insight; achieving life balance and spirituality; and, becoming more reflective. Our findings suggest that nurses can actively participate in the development and strengthening of their own personal resilience to reduce their vulnerability to workplace adversity and thus improve the overall healthcare setting. We recommend that resilience-building be incorporated into nursing education and that professional support should be encouraged through mentorship programmes outside nurses' immediate working environments.

Achieving Workplace Health through Application of Wellness Strategies

NASA Technical Reports Server (NTRS)

Robinson, Judith L.

2008-01-01

Purpose: 1) Understand and measure JSC workplace health: a) levels, sources, indicators & effects of negative, work-related stress; b) define leading indicators of emerging issues. 2 Provide linkage to outcomes: a) Focus application of wellness strategies & HR tools; b) Increase quality of work life and productivity. 3) Current effort will result in: a) Online assessment tool; b) Assessment of total JSC population (civil service & contractors); c) Application of mitigation tools and strategies. 4) Product of the JSC Employee Wellness Program. 5) Collaboration with Corporate Health Improvement Program/University of Arizona.

Decree-Law No. 426/88, 18 November 1988.

PubMed

1988-01-01

A 1988 Decree-Law of Portugal facilitates preventative and remedial actions with respect to discrimination against women in the civil service. Under the Decree-Law, discriminatory admission and promotion practices are forbidden in all levels of the central administration, independent agencies, the social security administration, and regional administrations. Practices forbidden include those having an unintended discriminatory impact and all job-related differentiation based on sex, directly or indirectly, as in cases where reference is made to a woman's marital or family status. The Decree-Law guarantees equality of remuneration for male and female workers for equal work or work of equal value and prohibits restrictions based on sex in entrance examinations and job advertising. Practices not considered discriminatory include those designed to correct the imbalance between male and female employees and those undertaken to protect maternity. Moreover, work may be restricted that poses risks or the potential of risk to genetic functions and jobs may be conditioned on sex if sex is essential to the performance of the job. Major procedural provisions are as follows: 1) the burden of proving that a decision affecting the position of a female civil servant is justified and does not violate the law is placed on the public authority accused of practicing discrimination; 2) workers have the right to challenge any act of alleged discrimination and may be represented by the pertinent body of collective representation in any proceeding arising under the Decree-Law; 3) no worker may be punished or otherwise penalized for alleging discrimination; 4) directors or workers whose actions have been judged as discriminatory are subject to disciplinary proceedings; and 5) any administrative authority conducting an inquiry regarding alleged discrimination or adopting disciplinary measures in connection with unfounded allegations of the practice of discrimination must obtain from the Commission for Equality in the Workplace an advisory opinion on the matter examined. The Decree-Law also redefines the powers of the Commission for Equality in the Workplace as follows: 1) to propose legislative and administrative measures to any minister empowered to initiate or formulate them; 2) to conduct pertinent studies and informal inquiries; 3) to publicize relevant facts and data; 4) to write and approve written opinions when so requested by the courts, unions, or labor relations authorities; and 5) to conduct investigations of job-related discriminatory practices or to request that such investigations be made by the Labor Inspection Office.

What are the Facilitators and Obstacles to Participation in Workplace Team Sport? A Qualitative Study

PubMed Central

Brinkley, Andrew; Freeman, Josie; McDermott, Hilary; Munir, Fehmidah

2017-01-01

Working age adults are failing to meet physical activity recommendations. Inactive behaviours are increasing costs for diminished individual and organisational health. The workplace is a priority setting to promote physical activity, however there is a lack of evidence about why some employees choose to participate in novel workplace activities, such as team sport, whilst others do not. The aim of this study was to explore the complexity of facilitators and obstacles associated with participation in workplace team sport. Twenty-nine semi-structured face-to-face and telephone interviews were conducted with office workers (58% female) (36 ± 7.71) from manufacturing, public services, and educational services. Data was analysed through template analysis. Five sub-level (i.e., intrapersonal, interpersonal, organisational, community and societal influences) facilitate participation or create obstacles for participants. Participants were challenged by a lack of competence, self-efficacy, negative sporting ideals and amotivation. Unhealthy competition, an unstable work-life balance and unsupportive colleagues created obstacles to participation. An unsupportive organisation and workplace culture placed demands on workplace champions, funding, facilities and communication. Healthy competitions, high perceptions of competence and self-efficacy, and being motivated autonomously enabled participation. Further, relatedness and social support created a physical activity culture where flexible working was encouraged and team sport was promoted in accessible locations within the organisation. Researchers should consider accounting for complexity of these influences. A participatory approach may tailor interventions to individual organisations and the employees that work within them. Interventions whereby autonomy, competence and relatedness are supported are recommended. This may be achieved by adapting sports and training workplace champions. PMID:29922705

2011 Workplace and Equal Opportunity Survey of Reserve Component Members: Qualitative Analysis on Extremist Groups, Hate Crimes, and Gangs

DTIC Science & Technology

2014-06-15

sometimes victims of crimes such as vandalism , robbery, property defacement, and assault because of their military affiliation.  “The problems are with the...are targeted with vandalism , Military Members personal property is being damaged.” —USMCR, male, senior enlisted, White  “I live near [LOCATION...White  “There are young teenagers that are in the gangs. Some of these teens do crimes such as theft or trespassing.” —ANG, male, senior

Comparing the Reading Performance of High-Achieving Adolescents: Computer-Based Testing versus Paper/Pencil

ERIC Educational Resources Information Center

Eno, Linda Peet

2011-01-01

Literacy is moving into the digital context. Many of the literacy tasks associated with higher education, the workplace, and civic life now take place in the digital world. Literacy in high school, however, languishes in the text world. This study compared the text literacy of a group of high-achieving 10th-grade students, to their digital…

[Determinants in the careers of male and female physicians from the viewpoint of chief physicians].

PubMed

Buddeberg-Fischer, B; Spindler, A; Peter, Y; Buddeberg, C

2003-01-03

Chief physicians play an important role for physicians' careers by providing advanced training and allocating time and research resources. This study examined which characteristics will help physicians to achieve a leadership position and how chief physicians conduct career promotion. All 532 chief physicians in Switzerland's German speaking cantons with medical schools were approached with a questionnaire covering professional motivation and personal attributes of career-oriented physicians career-promoting personal and institutional factors, and type of career promotion. 207 chief physicians (189 men, 18 women; participation rate 38.9 %;) participated. Respondents rated achievement motivation combined with professional interest and job enjoyment (intrinsic), and interest in advancement and social prestige (extrinsic motivation) as beneficial. Extraprofessional concerns such as family obligations and leisure interests were viewed as less important. Instrumental attributes were rated as advantageous. Expressive qualities were also seen as beneficial but less crucial. Ratings were independent of respondents' age, specialty, or type of workplace. The following personal factors were named: professional commitment, professional and social competence, goal orientation, endurance, and strength of character. The institutional factors referred to quality of training and teaching, a good work atmosphere, a transparent and flexible clinic structure. Career promotion was offered predominantly in the form of coaching, career planning, and support in job search. Career promotion should be more targeted and structured, e. g. be conducted in mentoring programmes, thus providing the prerequisites for a truly equal career promotion of female and male physicians.

A model for cultural change.

PubMed

Andrews, M M

1998-10-01

Using transcultural nursing administration concepts is essential for survival, growth, satisfaction, and achieving goals in the multicultural workplace. Here, a model for cultural change in diverse health care settings assesses strengths, community resources, and readiness for change.

Resilience as an underexplored outcome of workplace bullying.

PubMed

van Heugten, Kate

2013-03-01

The problem of workplace bullying appears to be especially common in the hospitality industry and in health, education, and social services. Bullying results in negative effects on the psychological and physical health and well-being of targets, bystanders, and those accused of bullying. I undertook a qualitative research project to investigate the experiences of 17 New Zealand social workers who identified themselves as having been targets of workplace bullying. All participants had experienced negative physical and psychological health impacts. I also found, however, that in the aftermath of their difficult experiences, most considered that they had eventually developed greater resilience. Resilience was enhanced when participants' sense of control over their situation improved and when they received support from witnesses and managers. I make recommendations to indicate how these resilience-promoting conditions can be achieved in the organizational setting.

Joint occupational and environmental pollution prevention strategies: a model for primary prevention.

PubMed

Armenti, Karla; Moure-Eraso, Rafael; Slatin, Craig; Geiser, Ken

2003-01-01

Occupational and environmental health issues are not always considered simultaneously when attempting to reduce or eliminate hazardous materials from our environment. Methods used to decrease exposure to hazardous chemicals in the workplace often lead to increased exposure in the environment and to the community outside the workplace. Conversely, efforts to control emissions of hazardous chemicals into the environment often lead to increased exposure to the workers inside the plant. There are government regulations in place that ensure a safe work environment or a safe outside environment; however, there is little integration of both approaches when considering the public's health as a whole. This article examines some of the reasons behind this dichotomy, focusing on the regulatory and policy frameworks with respect to workplace and environment that have resulted in the inability of the Occupational Safety and Health Administration (OSHA) and the Environmental Protection Agency (EPA) to coordinate their efforts to protect public health. The components of the Pollution Prevention Act and its potential to serve as a model for integrating occupational and environmental health are discussed. Limitations regarding enforcement of pollution prevention, as well as its disconnection from the work environment are equally highlighted. The article finishes by examining the barriers to integrating the occupational and environmental health paradigms and the promotion of primary prevention in public health.

Trading jobs for health: ionizing radiation, occupational ethics, and the welfare argument.

PubMed

Shrader-Frechette, Kristin

2002-04-01

Blue-collar workers throughout the world generally face higher levels of pollution than the public and are unable to control many health risks that employers impose on them. Economists tend to justify these risky workplaces on the grounds of the compensating wage differential (CWD). The CWD, or hazard-pay premium, is the alleged increment in wages, all things being equal, that workers in hazardous environments receive. According to this theory, employees trade safety for money on the job market, even though they realize some of them will bear the health consequences of their employment in a risky occupational environment. To determine whether the CWD or hazard-pay premium succeeds in justifying alleged environmental injustices in the workplace, this essay (1) surveys the general theory behind the "compensating wage differential"; (2) presents and evaluates the "welfare argument" for the CWD; (3) offers several reasons for rejecting the CWD, as a proposed rationale for allowing apparent environmental injustice in the workplace; and (4) applies the welfare argument to an empirical case, that of US nuclear workers. The essay concludes that this argument fails to provide a justification for the apparent environmental injustice faced by the 600,000 US workers who have labored in government nuclear-weapons plants and laboratories.

The difference in learning culture and learning performance between a traditional clinical placement, a dedicated education unit and work-based learning.

PubMed

Claeys, Maureen; Deplaecie, Monique; Vanderplancke, Tine; Delbaere, Ilse; Myny, Dries; Beeckman, Dimitri; Verhaeghe, Sofie

2015-09-01

An experiment was carried out on the bachelor's degree course in nursing with two new clinical placement concepts: workplace learning and the dedicated education centre. The aim was to establish a learning culture that creates a sufficiently high learning performance for students. The objectives of this study are threefold: (1) to look for a difference in the "learning culture" and "learning performance" in traditional clinical placement departments and the new clinical placement concepts, the "dedicated education centre" and "workplace learning"; (2) to assess factors influencing the learning culture and learning performance; and (3) to investigate whether there is a link between the learning culture and the learning performance. A non-randomised control study was carried out. The experimental group consisted of 33 final-year nursing undergraduates who were following clinical placements at dedicated education centres and 70 nursing undergraduates who undertook workplace learning. The control group consisted of 106 students who followed a traditional clinical placement. The "learning culture" outcome was measured using the Clinical Learning Environment, Supervision and Nurse Teacher scale. The "learning performance" outcome consisting of three competencies was measured using the Nursing Competence Questionnaire. The traditional clinical placement concept achieved the highest score for learning culture (p<0.001). The new concepts scored higher for learning performance of which the dedicated education centres achieved the highest scores. The 3 clinical placement concepts showed marked differences in learning performance for the "assessment" competency (p<0.05) and for the "interventions" competency (p<0.05). Traditional clinical placement, a dedicated education centre and workplace learning can be seen as complementary clinical placement concepts. The organisation of clinical placements under the dedicated education centre concept and workplace learning is recommended for final-year undergraduate nursing students. Copyright © 2015 Elsevier Ltd. All rights reserved.

Representations of workplace psychological harassment in print news media.

PubMed

Garbin, Andréia De Conto; Fischer, Frida Marina

2012-06-01

To analyze discourses on workplace psychological harassment in print media. Documental study on workplace psychological harassment that analyzed news stories published in three major newspapers of the State of São Paulo (southeastern Brazil) between 1990 and 2008. Discourse analysis was performed to identify discursive practices that reflect the phenomenon of psychological harassment in today's society, explanations for its occurrence and impact on workers' health. RESULT ANALYSIS: This theme emerged in the media through the dissemination of books, academic research production and laws. It was initially published in general news then in jobs and/or business sections. Discourses on compensation and precautionary business practices and coping strategies are widespread. Health-related aspects are foregone under the prevailing money-based rationale. Corporate cultures are permissive regarding psychological harassment and conflicts are escalated while working to achieve goals and results. Indifference, embarrassment, ridicule and demean were common in the news stories analyzed. The causal explanations of workplace harassment tend to have a psychological interpretation with emphasis on individual and behavioral characteristics, and minimizing a collective approach. The discourses analyzed trivialized harassment by creating caricatures of the actors involved. People apprehend its psychological content and stigmatization which contributes to making workplace harassment an accepted practice and trivializing work-related violence.

Assessing engineering students' demonstration of workplace competencies in experiential learning environments through internships and cooperative work experiences

NASA Astrophysics Data System (ADS)

Laingen, Mark A.

This study investigates the relationships between supervisor assessments and internship students' self-assessments for 15 workplace competencies, demonstrated in an internship or cooperative work environment. The 15 workplace competencies were developed by Iowa State University in collaboration with over 200 constituents comprised of Iowa State University COE alumni, engineering employers, COE faculty, partnering international faculty, and COE students, to provide clear, independent, and assessable measures for the eleven learning outcomes identified in the ABET Criterion 3 (a-k) outcomes. The study investigated workplace competency assessment data collected over ten years, commencing with the fall 2001 internship assessment term and concluding with the fall 2011 assessment term. The study used three separate methodologies to analyze workplace competency assessments in the COE. Part 1 analyzed data across the fifteen workplace competencies, and across ten programs in the College of Engineering, that have been involved with the workplace competency assessment of internship and cooperative students from the beginning of data collection in 2001. Supervisor assessment ratings were compared to internship student self-assessment ratings across the ten-year span from 2001-11using the non-parametric equivalent of the paired t-test; the Wilcoxon singed rank test for paired data. Part 2 of the study investigated the relationship between supervisor and student self-assessment data across assessment terms related to the 2001-05 and 2006-11 ABET accreditation cycles. The third part investigated how data tracking workplace competency strengths and weaknesses and ABET outcomes achievement percentages have changed between the assessment terms across accreditation cycles. Part 3 included an on-line survey sent to program curriculum committee members involved with workplace competency assessment data that investigated how the engineering programs are utilizing this data in support of continuous improvement of the program curricula. Results of the analysis demonstrate how paired supervisor assessment and student self-assessment ratings for assessment of the internship students' demonstration of workplace competencies can be useful in evaluating student demonstration of competency in COE learning outcomes through the experiential learning environment, and support continuous improvement practices for program curriculum development.

Effects of workplace intervention on affective well-being in employees' children.

PubMed

Lawson, Katie M; Davis, Kelly D; McHale, Susan M; Almeida, David M; Kelly, Erin L; King, Rosalind B

2016-05-01

Using a group-randomized field experimental design, this study tested whether a workplace intervention-designed to reduce work-family conflict-buffered against potential age-related decreases in the affective well-being of employees' children. Daily diary data were collected from 9- to 17-year-old children of parents working in an information technology division of a U.S. Fortune 500 company prior to and 12 months after the implementation of the Support-Transform-Achieve-Results (STAR) workplace intervention. Youth (62 with parents in the STAR group, 41 in the usual-practice group) participated in 8 consecutive nightly phone calls, during which they reported on their daily stressors and affect. Well-being was indexed by positive and negative affect and affective reactivity to daily stressful events. The randomized workplace intervention increased youth positive affect and buffered youth from age-related increases in negative affect and affective reactivity to daily stressors. Future research should test specific conditions of parents' work that may penetrate family life and affect youth well-being. (PsycINFO Database Record (c) 2016 APA, all rights reserved).

Job satisfaction of people with intellectual disabilities: the role of basic psychological need fulfillment and workplace participation.

PubMed

Akkerman, Alma; Kef, Sabina; Meininger, Herman P

2018-05-01

Knowledge on what contributes to job satisfaction of people with intellectual disabilities is limited. Using self-determination theory, we investigated whether fulfillment of basic psychological needs (i.e., autonomy, relatedness, competence) affected job satisfaction, and explored associations between workplace participation, need fulfillment and job satisfaction. A total of 117 persons with intellectual disabilities, recruited from a Dutch care organization, were interviewed on need fulfillment at work and job satisfaction. Data on workplace participation was obtained from staff. Questionnaires were based on well-established instruments. Basic psychological need fulfillment predicted higher levels of job satisfaction. Level of workplace participation was not associated with need fulfillment or job satisfaction. Allowing workers with intellectual disabilities to act with a sense of volition, feel effective, able to meet challenges, and connected to others is essential and contributes to job satisfaction. It is needed to pay attention to this, both in selection and design of workplaces and in support style. Implications for rehabilitation Knowledge on factors that contribute to job satisfaction is necessary to improve employment situations and employment success of people with intellectual disabilities. In order to achieve job satisfaction, it is essential that workplaces allow for fulfillment of the basic psychological needs for autonomy, relatedness, and competence of people with intellectual disabilities. People with intellectual disabilities are able to report on their needs and satisfaction, and it is important that their own perspective is taken into account in decisions regarding their employment situation.

Cooperative Learning: The Benefits of Participatory Examinations in Principles of Marketing Classes.

ERIC Educational Resources Information Center

Graham, Reginald A.; And Others

1997-01-01

Describes procedures for participatory examinations, a method for achieving student collaboration in marketing education. Suggests that the method teaches students group process, persuasion, teamwork, and other skills needed in the contemporary workplace. (SK)

Gender Equality in Education: Definitions and Measurements

ERIC Educational Resources Information Center

Subrahmanian, R.

2005-01-01

International consensus on education priorities accords an important place to achieving gender justice in the educational sphere. Both the Dakar 'Education for All' goals and the Millennium Development goals emphasise two goals, in this regard. These two goals are distinguished as gender parity goals [achieving equal participation of girls and…

Premium-Based Financial Incentives Did Not Promote Workplace Weight Loss In A 2013-15 Study.

PubMed

Patel, Mitesh S; Asch, David A; Troxel, Andrea B; Fletcher, Michele; Osman-Koss, Rosemary; Brady, Jennifer; Wesby, Lisa; Hilbert, Victoria; Zhu, Jingsan; Wang, Wenli; Volpp, Kevin G

2016-01-01

Employers commonly use adjustments to health insurance premiums as incentives to encourage healthy behavior, but the effectiveness of those adjustments is controversial. We gave 197 obese participants in a workplace wellness program a weight loss goal equivalent to 5 percent of their baseline weight. They were randomly assigned to a control arm, with no financial incentive for achieving the goal, or to one of three intervention arms offering an incentive valued at $550. Two intervention arms used health insurance premium adjustments, beginning the following year (delayed) or in the first pay period after achieving the goal (immediate). A third arm used a daily lottery incentive separate from premiums. At twelve months there were no statistically significant differences in mean weight change either between the control group (whose members had a mean gain of 0.1 pound) and any of the incentive groups (delayed premium adjustment, -1.2 pound; immediate premium adjustment, -1.4 pound; daily lottery incentive, -1.0 pound) or among the intervention groups. The apparent failure of the incentives to promote weight loss suggests that employers that encourage weight reduction through workplace wellness programs should test alternatives to the conventional premium adjustment approach by using alternative incentive designs, larger incentives, or both. Project HOPE—The People-to-People Health Foundation, Inc.

Determination method for nitromethane in workplace air.

PubMed

Takeuchi, Akito; Nishimura, Yasuki; Kaifuku, Yuichiro; Imanaka, Tsutoshi; Natsumeda, Shuichiro; Ota, Hirokazu; Yamada, Shu; Kurotani, Ichiro; Sumino, Kimiaki; Kanno, Seiichiro

2010-01-01

The purpose of this research was to develop a determination method for nitromethane (NM) in workplace air for risk assessment. A suitable sampler and appropriate desorption condition were selected by a recovery test in which a spiked sampler was used. The characteristics of the proposed method, such as recovery, detection limit, and reproducibility, and the storage stability of the sample were examined. A sampling tube containing bead-shaped activated carbon was chosen as the sampler. NM in the sampler was desorbed with acetone and analyzed by a gas chromatograph equipped with a flame ionization detector. The recoveries of NM from the spiked sampler were 81-97% and 80-98% for personal exposure monitoring and working environment measurement, respectively. On the first day of storage in a refrigerator, the recovery from the spiked samplers exceeded 90%; however, it decreased dramatically with increasing storage time. In particular, the decrease was more remarkable for the smaller spiked amounts. The overall LOQ was 2 microg/sample. The relative standard deviation, which represents the overall reproducibility, was 1.1-4.0%. The proposed method enables 4-hour personal exposure monitoring of NM at concentrations equaling 0.001-2 times the threshold limit value-time-weighted average (TLV-TWA: 20 ppm) proposed by the American Conference of Governmental Industrial Hygienists, as well as 10-minute working environment measurement at concentrations equaling 0.02-2 times TLV-TWA. Thus, the proposed method will be useful for estimating worker exposure to NM.

Reframing Inclusive Education: Educational Equality as Capability Equality

ERIC Educational Resources Information Center

Terzi, Lorella

2014-01-01

In this paper, I argue that rethinking questions of inclusive education in the light of the value of educational equality--specifically conceived as capability equality, or genuine opportunities to achieve educational functionings--adds some important insights to the current debate on inclusive education. First, it provides a cohesive value…

Adaptive nonlinear Volterra equalizer for mitigation of chirp-induced distortions in cost effective IMDD OFDM systems.

PubMed

André, Nuno Sequeira; Habel, Kai; Louchet, Hadrien; Richter, André

2013-11-04

We report experimental validations of an adaptive 2nd order Volterra equalization scheme for cost effective IMDD OFDM systems. This equalization scheme was applied to both uplink and downlink transmission. Downlink settings were optimized for maximum bitrate where we achieved 34 Gb/s over 10 km of SSMF using an EML with 10 GHz bandwidth. For the uplink, maximum reach was optimized achieving 14 Gb/s using a low-cost DML with 2.5 GHz bandwidth.

Redesigning models of patient care delivery and organisation: building collegial generosity in response to workplace challenges.

PubMed

Chiarella, E Mary

2007-04-01

This case study describes the New South Wales Nursing and Midwifery Office (NaMO) Models of Care Project, a project designed to identify, encourage and disseminate innovations in nursing care organisation and delivery. The project is a 4-year action research project, using a range of interactive engagements including workshops, seminars, questionnaires and websites to achieve the goals. This case study briefly describes the main stimuli for review and redesign of models of care identified through analysis of the clinicians' presentations, and explores the range of responses to the workplace challenges.

Demographic and individual correlates of achieving 10,000 steps/day: use of pedometers in a population-based study.

PubMed

McCormack, Gavin; Giles-Corti, Billie; Milligan, Rex

2006-04-01

The 10,000 steps per day message has become popular, yet few studies have examined correlates associated with achieving this behaviour target. This paper examines demographic and individual factors associated with adults achieving 10,000 steps/day. Participants in a state-wide, cross-sectional physical activity survey were invited to take part in a pedometer study (n=603, 45% response rate). A pedometer was worn for one week and daily steps recorded in a diary. Participants providing four or more days of pedometer data (n=428) were dichotomised based on achievement of > or =10,000 steps/day. Men performed significantly more daily steps than women on average (10,079+/-3,848 and 9,169+/-3,800, p=0.01). In males, those less likely to achieve > or =10,000 steps/day were > or =60 years of age (OR=0.21) and overweight (i.e. body mass index > or =25kgm2) (OR=0.40), while men who regularly walked in the workplace (OR=1.44), who did vigorous activity at work (OR= 3.75), or who were employed in a blue-collar occupation (OR=4.45) were more likely to report reaching this target. In women, being overweight (OR=0.55) was negatively associated with achieving > or =10,000 steps/day, while participating in > or =150 minutes of leisure-time physical activity/week (OR=2.26) was positively associated with reaching this target. Workplace physical activity and working in blue-collar occupations contributes to the achievement of 10,000 steps/day in males. People who achieve current national physical activity guidelines also achieve 10,000 steps/day. Older adults and those overweight are less likely to achieve this behaviour target.

Advancing employee engagement through a healthy workplace strategy.

PubMed

Seymour, Andrea; Dupré, Kathryne

2008-01-01

In recent years, there has been increased focus on improving the quality of the working lives of staff in health care organizations. Research shows that improvements can be achieved through a comprehensive organizational approach to workplace health. Improved worker engagement is a realizable outcome of such an approach, provided that it is based on reliable and relevant data and is tailored to the specific environment in which it is being implemented. An intervention project was designed to develop an organization-wide approach to employee workplace health. A comprehensive health risk assessment was undertaken, along with a staff survey on workplace culture, individual health practice and environmental effects on physical health. In general, the findings present a positive picture of the culture and factors that influence psychological wellbeing. However, improvement is needed in some areas: satisfaction is only marginally outweighing stress, and musculoskeletal disorders account for much absenteeism. Employee health needs include weight management, improving fitness and nutrition, and decreasing coronary risk. Results have prompted this organization to pursue the development of a Healthy Workplace Policy that will be used as a filter for all other policies relating to workplace culture, environment and practice, and have provided the impetus and focus to review the organization of employee health services. Three major administrative activities are necessary to move from planning to sustained action: ensure adherence of all staff to any policy derived from a health risk assessment; ensure staff feel proposed changes are relevant and important; and create a road map to guide the development of a strategic and an implementation plan. The findings outlined in this report can be addressed by organizations that are willing to commit to a comprehensive approach to workplace health.

Advancing Critical Vocational Education Research.

ERIC Educational Resources Information Center

Lakes, Richard D.; Bettis, Pamela J.

1995-01-01

Presents postpositivism as a useful method for understanding the cultural context of work. Highlights the critical theory approach, presenting qualitative studies that use this framework. Recommends critical research as a way to achieve the democratic transformation of schools and workplaces. (SK)

Embracing "Soft Skill" Diversity in the Workplace (Invited)

NASA Astrophysics Data System (ADS)

Thomas, T.

2010-12-01

Embracing "Soft Skill" Diversity in the Workplace Terri Thomas, Sr. Director Global Customer Support ShoreTel INRODUCTION Truly successful diversity programs go beyond gender, age, ethnicity, race, sexual orientation and spiritual practice. They include diversity of thought, style, leadership and communication styles, the so called “soft skills”. The increasing need for global workforces is stronger than ever and high performance teams have fully embraced, successfully harnessed and put into practice robust diversity programs than include a “soft skill” focus. Managing diversity presents significant organizational challenges, and is not an easy task, particularly in organizations that are heavily weighted with highly technical professionals such as engineers, accountants etc.. The focus of this presentation is on leveraging the “Soft Skills” diversity in technical work environments to create high performance and highly productive teams. WHY DIVERSITY and WHY NOW? Due to increasing changes in the U.S. population, in order to stay competitive, companies need to focus on diversity and look for ways to become inclusive organizations because diversity has the potential of yielding greater productivity and competitive advantages . Managing and valuing diversity is a key component of effective people management, which can improve workplace productivity (Black Enterprise, 2001). Changing demographics, from organizational restructuring, women in the workplace, equal opportunity legislation and other legal issues, are forcing organizations to become more aggressive in implementing robust diversity practices. However, YOU do not need to wait for your organization to introduce a formal “Diversity” program. There are steps you can take to introduce diversity into your own workgroups. There is no “one single answer” to solve this issue, however this discussion will provide thought provoking ideas, examples of success and failure and a starting point for you to implement “soft skill” diversity practices in your work environment. Most workplaces are made up of many aspects of diversity already so why not embrace it and use it to your competitive advantage.

Human factors workplace considerations

NASA Technical Reports Server (NTRS)

Haines, Richard F.

1988-01-01

Computer workstations assume many different forms and play different functions today. In order for them to assume the effective interface role which they should play they must be properly designed to take into account the ubiguitous human factor. In addition, the entire workplace in which they are used should be properly configured so as to enhance the operational features of the individual workstation where possible. A number of general human factors workplace considerations are presented. This ongoing series of notes covers such topics as achieving comfort and good screen visibility, hardware issues (e.g., mouse maintenance), screen symbology features (e.g., labels, cursors, prompts), and various miscellaneous subjects. These notes are presented here in order to: (1) illustrate how one's workstation can be used to support telescience activities of many other people working within an organization, and (2) provide a single complete set of considerations for future reference.

Worksite health and wellness programs: Canadian achievements & prospects.

PubMed

Després, Jean-Pierre; Alméras, Natalie; Gauvin, Lise

2014-01-01

Canada has experienced a substantial reduction in mortality related to cardiovascular disease (CVD). There is a general consensus that more effective and widespread health promotion interventions may lead to further reductions in CVD risk factors and actual disease states. In this paper, we briefly outline the prevalence of selected risk factors for CVD in Canada, describe characteristics of the Canadian labor market and workforce, and depict what is known about health and wellness program delivery systems in Canadian workplaces. Our review indicates that there have been numerous and diverse relevant legislative and policy initiatives to create a context conducive to improve the healthfulness of Canadian workplaces. However, there is still a dearth of evidence on the effectiveness of the delivery system and the actual impact of workplace health and wellness programs in reducing CVD risk in Canada. Thus, while a promising model, more research is needed in this area. Copyright © 2014 Elsevier Inc. All rights reserved.

[Protecting the labor rights of female nurses: an introduction to relevant laws and the challenges still ahead].

PubMed

Chiu, Hui-Ju; Cheng, Su-Fen; Lee, Ya-Ling

2015-02-01

The Gender Equality in Employment Act was enacted to protect gender equality in the workplace. Increasingly tight controls over operating costs by employers and the increasingly heavy workloads of nurses pose major challenges to the labor rights of female nurses. This article introduces the labor rights of female nurses as stated in relevant laws and regulations such as the Gender Equality in Employment Act, the Labor Standards Act, the Labor Insurance Act, Regulations on Leave-Taking for Workers, Regulations on Implementing Unpaid Parental Leave for Raising Children Pension Act, and the Employment Insurance Act. In addition, this paper introduces three judicial decisions that highlight domestic judicial practice with regard to labor rights in nursing. It is hoped that nurses may gain a better understanding of their rights and challenges from these judicial decisions. Finally, this article makes recommendations to help nurses overcome the difficulties in implementing labor rights. It is hoped that this article helps increase the general awareness among nurses of their labor rights and encourages nurses to pursue and secure their rightful labor rights from their employer.

Workplace discrimination and disfigurement: the national EEOC ADA research project.

PubMed

Tartaglia, Alexander; McMahon, Brian T; West, Steven L; Belongia, Lisa

2005-01-01

Using the Integrated Mission System of the Equal Employment Opportunity Commission, the employment discrimination experience of Americans with disfigurement is documented. Key dimensions of workplace discrimination involving Americans with disfigurement and persons with missing limbs are compared and contrasted. Specifically, the researchers examine demographic characteristics of Charging Parties; the industry designation, location and size of Respondents/employers; the discrimination Issue (i.e., type of adverse action) alleged to occur; and the legal outcome or Resolution of these allegations. Charging Parties with disfigurement who are female or between 30 and 39 years of age are more likely to encounter employment discrimination than their counterparts with missing limbs. Harassment and Non-wage Benefits are the Issues that emerge in higher proportion. Allegations derived from persons with disfigurement are more common in among mid-size employers, those located in the South, or those in Retail or Service industries. Following investigation, allegations derived from persons with disfigurement are less likely to have Merit Resolutions than those brought by Charging Parties with missing limbs.

Workplace discrimination and diabetes: the EEOC Americans with Disabilities Act research project.

PubMed

McMahon, Brian T; West, Steven L; Mansouri, Mehdi; Belongia, Lisa

2005-01-01

Using the Integrated Mission System of the Equal Employment Opportunity Commission, the employment discrimination experience of Americans with diabetes is documented. Researchers compare and contrast the key dimensions of workplace discrimination involving Americans with diabetes and persons with other physical, sensory, and neurological impairments. Specifically, the researchers examine demographic characteristics of the charging parties; the industry designation, location, and size of employers against whom complaints are filed; the nature of discrimination (i.e., type of adverse action) alleged to occur; and the legal outcome or resolution of these complaints. Findings indicate that persons with diabetes were more likely to encounter discrimination involving discharge, constructive discharge, discipline and suspension - all job retention issues. Persons with diabetes were less likely to encounter discrimination involving hiring, reasonable accommodation, non-pension benefits, and layoff. They were also more likely to encounter discrimination when they were older or from specific ethnic backgrounds, or when they worked for small employers or in the Southern United States. Implications for policy and advocacy are addressed.

Review of the OSHA framework for oversight of occupational environments.

PubMed

Choi, Jae-Young; Ramachandran, Gurumurthy

2009-01-01

The OSHA system for oversight of chemicals in the workplace was evaluated to derive lessons for oversight of nanotechnology. Criteria relating to the development, attributes, evolution, and outcomes of the system were used for evaluation that was based upon quantitative expert elicitation and historical literature analysis. The oversight system had inadequate resources in terms of finances, expertise, and personnel, and insufficient incentive for compliance. The system showed a lack of flexibility in novel situations. There were minimal requirements on companies for data on health and safety of their products. These factors have a strong influence on public confidence and health and safety. The oversight system also scored low on attributes such as public input, transparency, empirical basis, conflict of interest, and informed consent. The experts in our sample tend to believe that the current oversight system for chemicals in the workplace is neither adequate nor effective. It is very likely that the performance of the OSHA oversight system for nanomaterials will be equally inadequate.

Gender Achievement and Social, Political and Economic Equality: A European Perspective

ERIC Educational Resources Information Center

Ireson, Gren

2017-01-01

Differences in gender equality based on social, political and economic factors is cited, by some writers, as a contributory factor in the differentially greater achievement of boys in STEM subjects through the concept of gender stratification. Gender differences, especially in mathematics, have been linked directly to gender parity in wider…

Exploring the relationship between social identity and workplace jurisdiction for new nursing roles: a case study approach.

PubMed

Maxwell, E; Baillie, L; Rickard, W; McLaren, S M

2013-05-01

The introduction of new healthcare roles internationally has had mixed results with some evidence that variations can be accounted for by the manner of their introduction rather than role content. Explanation may be found partly in the ways in which new roles establish a workplace jurisdiction; that is, recognition in the workplace of a role's legitimate rights to undertake a particular scope of practice. To explore the factors that influence the development of workplace jurisdiction of new nursing roles. Critical realist multiple case study design within two NHS Acute Hospital Trusts in England and two new nursing roles as embedded units of analysis in each case (n=4 roles). In Phase 1, data were collected through semi-structured interviews (n=21), non-participant observation of committees (n=11), partial participant observation and shadowing of the role holders' working day (n=9), together with analysis of organisational documents (n=33). In Phase 2, follow up interviews with role-holders (n=4) were conducted. Participants Staff in new nursing roles (n=4) were selected purposively as embedded units according to the theoretical framework and other informants (n=17) were selected according to the study propositions. Qualitative analysis demonstrated that different role drivers produced two different role types, each of whom faced different challenges in negotiating the implementation of the role in the workplace. Negotiation of workplace jurisdiction was shown to be dependent on sharing social identities with co-workers. Four major workplace identities were found: professional, speciality, organisational and relational. The current focus on setting legal and public jurisdictions for new nursing roles through national standards and statutory registration needs to be complemented by a better understanding of how workplace jurisdiction is achieved. This study suggests that social identity is a significant determinant. Copyright © 2012 Elsevier Ltd. All rights reserved.

Pre-registration interprofessional clinical education in the workplace: a realist review.

PubMed

Kent, Fiona; Hayes, Jacinta; Glass, Sharon; Rees, Charlotte E

2017-09-01

The inclusion of interprofessional education opportunities in clinical placements for pre-registration learners has recently been proposed as a strategy to enhance graduates' skills in collaborative practice. A realist review was undertaken to ascertain the contexts, mechanisms and outcomes of formal interprofessional clinical workplace learning. Initial scoping was carried out, after which Ovid MEDLINE, CINAHL and EMBASE were searched from 2005 to April 2016 to identify formal interprofessional workplace educational interventions involving pre-registration learners. Papers reporting studies conducted in dedicated training wards were excluded, leaving a total of 30 papers to be included in the review. Several educational formats that combined students from medicine, nursing, pharmacy and allied health professions were identified. These included: the use of engagement by student teams with a real patient through interview as the basis for discussion and reflection; the use of case studies through which student teams work to promote discussion; structured workshops; ward rounds, and shadowing. Meaningful interprofessional student discussion and reflection comprised the mechanism by which the outcome of learners acquiring knowledge of the roles of other professions and teamwork skills was achieved. The mechanism of dialogue during an interaction with a real patient allowed the patient to provide his or her perspective and contributed to an awareness of the patient's perspective in health care practice. Medication- or safety-focused interprofessional tasks contributed to improved safety awareness. In the absence of trained facilitators or in the context of negative role-modelling, programmes were less successful. In the design of workplace education initiatives, curriculum decisions should take into consideration the contexts of the initiatives and the mechanisms for achieving the education-related outcomes of interest. © 2017 John Wiley & Sons Ltd and The Association for the Study of Medical Education.

Dealing with the tension: how residents seek autonomy and participation in the workplace.

PubMed

Olmos-Vega, Francisco M; Dolmans, Diana H J M; Vargas-Castro, Nicolas; Stalmeijer, Renée E

2017-07-01

The workplace can be a strenuous setting for residents: although it offers a wealth of learning opportunities, residents find themselves juggling their responsibilities. Even though supervisors regulate what is afforded to residents, the former find it difficult to strike the proper balance between residents' independence and support, which could create tensions. But what tensions do residents experience during clinical supervision and how do they cope with them to maximise their learning opportunities? Understanding how residents act on different affordances in the workplace is of paramount importance, as it influences their learning. Residents from different levels of training and disciplines participated in three focus groups (n = 19) and 10 semi-structured interviews (n = 10). The authors recruited these trainees using purposive and convenience sampling. Audio-recordings were transcribed verbatim and the ensuing scripts were analysed using a constructivist grounded theory methodology. Residents reported that the autonomy and practice opportunities given by their supervisors were either excessive or too limited, and both were perceived as tensions. When in excess, trainees enlisted the help of their supervisor or peers, depending on how safe they recognised the learning environment to be. When practice opportunities were curtailed, trainees tried to negotiate more if they felt the learning environment was safe. When they did not, trainees became passive observers. Learning from each engagement was subject to the extent of intersubjectivity achieved between the actors involved. Tensions arose when supervisors did not give trainees the desired degree of autonomy and opportunities to participate. Trainees responded in various ways to maximise their learning opportunities. For these different engagement-related responses to enhance workplace learning in specialty training, achieving intersubjectivity between trainee and supervisor seems foundational. © 2017 John Wiley & Sons Ltd and The Association for the Study of Medical Education.

Technology and Freedom: Hope or Reality.

ERIC Educational Resources Information Center

Mumford, Enid

1995-01-01

Outlines the ETHICS methodology for workplace system design. This structured approach includes recognizing needs, setting objectives, choosing strategies, and evaluating results. Through user involvement, effective communication, and informed choice, ETHICS seeks to achieve greater realization of the advantages of new work systems. (JKP)

What's the Return on a Tenner Nowadays...?

ERIC Educational Resources Information Center

Williams, Sandra

2001-01-01

Workplace training at the British offices of Readers' Digest is designed to improve staff skills in communicating with customers. Evaluation of workshops focused on spelling, grammar, and business writing shows that the company is achieving a return on its training investment. (SK)

Barriers to Implementation of Optimal Laboratory Biosafety Practices in Pakistan

PubMed Central

Shafaq, Humaira; Hasan, Rumina; Qureshi, Shahida M.; Dojki, Maqboola; Hughes, Molly A.; Zaidi, Anita K. M.; Khan, Erum

2016-01-01

The primary goal of biosafety education is to ensure safe practices among workers in biomedical laboratories. Despite several educational workshops by the Pakistan Biological Safety Association (PBSA), compliance with safe practices among laboratory workers remains low. To determine barriers to implementation of recommended biosafety practices among biomedical laboratory workers in Pakistan, we conducted a questionnaire-based survey of participants attending 2 workshops focusing on biosafety practices in Karachi and Lahore in February 2015. Questionnaires were developed by modifying the BARRIERS scale in which respondents are required to rate barriers on a 1-4 scale. Nineteen of the original 29 barriers were included and subcategorized into 4 groups: awareness, material quality, presentation, and workplace barriers. Workshops were attended by 64 participants. Among barriers that were rated as moderate to great barriers by at least 50% of respondents were: lack of time to read biosafety guidelines (workplace subscale), lack of staff authorization to change/improve practice (workplace subscale), no career or self-improvement advantages to the staff for implementing optimal practices (workplace subscale), and unclear practice implications (presentation subscale). A lack of recognition for employees' rights and benefits in the workplace was found to be a predominant reason for a lack of compliance. Based on perceived barriers, substantial improvement in work environment, worker facilitation, and enabling are needed for achieving improved or optimal biosafety practices in Pakistan. PMID:27400192

Occupational Violence and Aggression Experienced by Nursing and Caring Professionals.

PubMed

Shea, Tracey; Sheehan, Cathy; Donohue, Ross; Cooper, Brian; De Cieri, Helen

2017-03-01

To examine the extent and source of occupational violence and aggression (OVA) experienced by nursing and caring professionals. This study also examines the relative contributions of demographic characteristics and workplace and individual safety factors in predicting OVA. A cross-sectional study design with data collected using an online survey of employees in the nursing and caring professions in Victoria, Australia. Survey data collected from 4,891 members of the Australian Nursing and Midwifery Federation (Victorian branch) were analyzed using logistic regression. Sixty-seven percent of respondents reported experiencing OVA in the preceding 12 months, with nearly 20% experiencing OVA on a weekly or daily basis. The dominant sources of OVA were patients (79%) or relatives of patients (48%). Logistic regression analysis revealed that respondents working in public hospitals and aged care facilities were more likely to experience OVA, compared to those working in other workplaces. While higher levels of safety compliance reduced the likelihood of experiencing OVA, role overload and workplace safety factors such as prioritization of employee safety and leading indicators of occupational health and safety were stronger predictors. The likelihood of healthcare workers experiencing OVA varies across demographic and workplace characteristics. While some demographic characteristics and individual safety factors were significant predictors, our results suggest that a greater reduction in OVA could be achieved by improving workplace safety. The study's outcomes identify workforce segments that are most vulnerable to OVA. The study also highlights workplace safety factors such as the prioritization of employee safety that might assist in the reduction of OVA. © 2016 Sigma Theta Tau International.

Measuring Workplace Climate in Community Clinics and Health Centers.

PubMed

Friedberg, Mark W; Rodriguez, Hector P; Martsolf, Grant R; Edelen, Maria O; Vargas Bustamante, Arturo

2016-10-01

The effectiveness of community clinics and health centers' efforts to improve the quality of care might be modified by clinics' workplace climates. Several surveys to measure workplace climate exist, but their relationships to each other and to distinguishable dimensions of workplace climate are unknown. To assess the psychometric properties of a survey instrument combining items from several existing surveys of workplace climate and to generate a shorter instrument for future use. We fielded a 106-item survey, which included items from 9 existing instruments, to all clinicians and staff members (n=781) working in 30 California community clinics and health centers, receiving 628 responses (80% response rate). We performed exploratory factor analysis of survey responses, followed by confirmatory factor analysis of 200 reserved survey responses. We generated a new, shorter survey instrument of items with strong factor loadings. Six factors, including 44 survey items, emerged from the exploratory analysis. Two factors (Clinic Workload and Teamwork) were independent from the others. The remaining 4 factors (staff relationships, quality improvement orientation, managerial readiness for change, and staff readiness for change) were highly correlated, indicating that these represented dimensions of a higher-order factor we called "Clinic Functionality." This 2-level, 6-factor model fit the data well in the exploratory and confirmatory samples. For all but 1 factor, fewer than 20 survey responses were needed to achieve clinic-level reliability >0.7. Survey instruments designed to measure workplace climate have substantial overlap. The relatively parsimonious item set we identified might help target and tailor clinics' quality improvement efforts.

An investigation of predictors of successful aging in the workplace among Hong Kong Chinese older workers.

PubMed

Cheung, Francis; Wu, Anise M S

2012-03-01

We examined associations between successful aging in the workplace (adaptability and health, positive relationship, occupational growth, personal security, and continuous focus on goals) and two major factors of work stressors (work family conflict and discrimination against older workers) and coping resources (perceived organizational support, supportive human resource policies, and social support from friends and family) among Chinese older workers in Hong Kong. Furthermore, we also examined whether coping resources moderate the negative effect derived from work stressors on successful aging. A total of 242 Chinese full-time workers aged 40 years or above were recruited in a self-administered questionnaire survey study in Hong Kong. Hierarchical regression results showed that family-to-work conflict was significantly related to successful aging, except the dimension of personal security. Work-to-family conflict and discrimination, however, were not related to successful aging in the workplace. In terms of coping resources, perceived organizational support was related to all dimensions of successful aging in the workplace. We also found that training and development was a significant correlate of occupational growth. Social support from friends and family was positively related to three successful aging dimensions, including adaptability and health, personal security and continuous focus on goals. Finally, when facing discrimination in the workplace, support from organizations and from friends and family were particularly important for old-older workers (aged 55 years or above) to achieve better adaptability and health. Perceived organizational support and social support from friends and family were important correlates of successful aging in the workplace. Limitation and recommendations for organizational intervention were discussed.

Measuring Workplace Climate in Community Clinics and Health Centers

PubMed Central

Friedberg, Mark W.; Rodriguez, Hector P.; Martsolf, Grant; Edelen, Maria Orlando; Vargas-Bustamante, Arturo

2018-01-01

Background The effectiveness of community clinics and health centers’ efforts to improve the quality of care might be modified by clinics’ workplace climates. Several surveys to measure workplace climate exist, but their relationships to each other and to distinguishable dimensions of workplace climate are unknown. Objective To assess the psychometric properties of a survey instrument combining items from several existing surveys of workplace climate and to generate a shorter instrument for future use. Methods We fielded a 106-item survey, which included items from 9 existing instruments, to all clinicians and staff members (n=781) working in 30 California community clinics and health centers, receiving 628 responses (80% response rate). We performed exploratory factor analysis of survey responses, followed by confirmatory factor analysis of 200 reserved survey responses. We generated a new, shorter survey instrument of items with strong factor loadings. Results Six factors, including 44 survey items, emerged from the exploratory analysis. Two factors (Clinic Workload and Teamwork) were independent from the others. The remaining 4 factors (Staff Relationships, Quality Improvement Orientation, Managerial Readiness for Change, and Staff Readiness for Change) were highly correlated, indicating that these represented dimensions of a higher-order factor we called “Clinic Functionality.” This two-level, six-factor model fit the data well in the exploratory and confirmatory samples. For all but one factor, fewer than 20 survey responses were needed to achieve clinic-level reliability >0.7. Conclusion Survey instruments designed to measure workplace climate have substantial overlap. The relatively parsimonious item set we identified might help target and tailor clinics’ quality improvement efforts. PMID:27326549

40 CFR 63.1253 - Standards: Storage tanks.

Code of Federal Regulations, 2010 CFR

2010-07-01

...) Reduces emissions to outlet concentrations less than or equal to 20 ppmv as TOC and less than or equal to... equal to 20 ppmv as TOC and less than or equal to 20 ppmv as hydrogen halides and halogens; (3) Is an... control device achieving an outlet TOC concentration, as calibrated on methane or the predominant HAP, of...

Family-friendly policies: general nurses' preferences and experiences.

PubMed

Robinson, Sarah; Davey, Barbara; Murrells, Trevor

2003-01-01

While European Union policy emphasises that one of the aims of family-friendly working arrangements is to increasing gender equality, in the UK the focus has been primarily on workforce retention. Drawing on a study of Registered General Nurses who returned to work after breaks for maternity leave, this paper considers their preferences and experiences in light of current UK family-friendly policies and the implications of the findings for increasing gender equality. Questionnaires were completed by respondents in three regional health authorities and focused on the four to eight year period after qualification. The following topics were investigated: views about length of maternity break and reasons for returning to work sooner than preferred; hours sought after a return and hours obtained; the availability of preferred patterns of work and of flexible hours; retention of grade on return; the availability and use of workplace crèches, and childcare arrangements when children were unwell.

Workplace training for senior trainees: a systematic review and narrative synthesis of current approaches to promote patient safety.

PubMed

Walton, Merrilyn; Harrison, Reema; Burgess, Annette; Foster, Kirsty

2015-10-01

Preventable harm is one of the top six health problems in the developed world. Developing patient safety skills and knowledge among advanced trainee doctors is critical. Clinical supervision is the main form of training for advanced trainees. The use of supervision to develop patient safety competence has not been established. To establish the use of clinical supervision and other workplace training to develop non-technical patient safety competency in advanced trainee doctors. Keywords, synonyms and subject headings were used to search eight electronic databases in addition to hand-searching of relevant journals up to 1 March 2014. Titles and abstracts of retrieved publications were screened by two reviewers and checked by a third. Full-text articles were screened against the eligibility criteria. Data on design, methods and key findings were extracted. Clinical supervision documents were assessed against components common to established patient safety frameworks. Findings from the reviewed articles and document analysis were collated in a narrative synthesis. Clinical supervision is not identified as an avenue for embedding patient safety skills in the workplace and is consequently not evaluated as a method to teach trainees these skills. Workplace training in non-technical patient safety skills is limited, but one-off training courses are sometimes used. Clinical supervision is the primary avenue for learning in postgraduate medical education but the most overlooked in the context of patient safety learning. The widespread implementation of short courses is not matched by evidence of rigorous evaluation. Supporting supervisors to identify teaching moments during supervision and to give weight to non-technical skills and technical skills equally is critical. Published by the BMJ Publishing Group Limited. For permission to use (where not already granted under a licence) please go to http://group.bmj.com/group/rights-licensing/permissions.

Exposure to whole-body vibration and mechanical shock: a field study of quad bike use in agriculture.

PubMed

Milosavljevic, Stephan; McBride, David I; Bagheri, Nasser; Vasiljev, Radivoj M; Mani, Ramakrishnan; Carman, Allan B; Rehn, Borje

2011-04-01

The purpose of this study was to determine exposure to whole-body vibration (WBV) and mechanical shock in rural workers who use quad bikes and to explore how personal, physical, and workplace characteristics influence exposure. A seat pad mounted triaxial accelerometer and data logger recorded full workday vibration and shock data from 130 New Zealand rural workers. Personal, physical, and workplace characteristics were gathered using a modified version of the Whole Body Vibration Health Surveillance Questionnaire. WBVs and mechanical shocks were analysed in accordance with the International Standardization for Organization (ISO 2631-1 and ISO 2631-5) standards and are presented as vibration dose value (VDV) and mechanical shock (S(ed)) exposures. VDV(Z) consistently exceeded European Union (Guide to good practice on whole body vibration. Directive 2002/44/EC on minimum health and safety, European Commission Directorate General Employment, Social Affairs and Equal Opportunities. 2006) guideline exposure action thresholds with some workers exceeding exposure limit thresholds. Exposure to mechanical shock was also evident. Increasing age had the strongest (negative) association with vibration and shock exposure with body mass index (BMI) having a similar but weaker effect. Age, daily driving duration, dairy farming, and use of two rear shock absorbers created the strongest multivariate model explaining 33% of variance in VDV(Z). Only age and dairy farming combined to explain 17% of the variance for daily mechanical shock. Twelve-month prevalence for low back pain was highest at 57.7% and lowest for upper back pain (13.8%). Personal (age and BMI), physical (shock absorbers and velocity), and workplace characteristics (driving duration and dairy farming) suggest that a mix of engineered workplace and behavioural interventions is required to reduce this level of exposure to vibration and shock.

Determinants of meal satisfaction in a workplace environment.

PubMed

Haugaard, Pernille; Stancu, Catalin M; Brockhoff, Per B; Thorsdottir, Inga; Lähteenmäki, Liisa

2016-10-01

Workplace lunches are recurrent meal occasions that can contribute to the general well-being of employees. The objective of our research was to study which factors influence consumers' satisfaction with these meals by exploring the relative role of food-related, personal, situational factors. Using a longitudinal approach, we monitored a total of 71 participants compiled and experienced 519 meals from their workplace canteen buffet during a three-month period; in addition the composed lunches were photographed. Before and after the lunch choice period respondents filled in a questionnaire on several meal-related variables. A mixed modelling approach was used to analyse the data. Meal satisfaction was directly associated with a positive ambience and a positive evaluation of both the quality of the food eaten and the buffet assortment, whereas the meal's energy content did not contribute to meal satisfaction. Additionally, meal satisfaction was associated with a more positive mood, lower hunger level as well as feeling less busy and stressed after lunch. The buffet assortment, a more positive mood before lunch and mindful eating contributed to the perceived food quality, but not associated with the hunger level before lunch. Time available, mindful eating and eating with close colleagues were positively associated with perceived ambience. The results indicate that consumers' satisfaction with workplace meals can be increased by putting emphasis on the quality of food served, but equally important is the ambience in the lunch situation. Most of the ambience factors were related to available time and mental resources of the participants and the possibility to share the meal with close colleagues. These are factors that can be facilitated by the service provider, but not directly influenced. Copyright © 2016 Elsevier Ltd. All rights reserved.

[Activities of voivodeship occupational medicine centers in workplace health promotion in 2008].

PubMed

Goszczyńska, Eliza

2010-01-01

The paper aims to present the activities of the largest Voivodeship Occupational Medicine Centers (VOMCs) in Poland in the area of workplace health promotion in 2008. It was compiled on the basis of written reports concerning these activities sent by the Centers to the Polish National Center for Workplace Health Promotion, Nofer Institute of Occupational Medicine, Łódź. Their analysis shows a greatly varied level of engagement in and understanding of health promotion--from simple single actions (in the field of health education and screening) to long-running programs, including various ways of influencing people the programs are addressed to. In 2008, there were 78 such programs in the country, the most popular of them were those focused on occupational voice disorders and tobacco smoke). VOMCs perceive external factors, unfavorable or indifferent attitudes towards promoting health of their employees on the part of employers as well as financial constraints, as the most common obstacles in undertaking activities in the field of workplace health promotion. At the same time, they link achievements in this field mostly with their own activities, including effective cooperation with various partners and their well qualified and experienced employees.

Smoking outside: the effect of the Irish workplace smoking ban on smoking prevalence among the employed.

PubMed

Savage, Michael

2014-10-01

In March 2004, Ireland became the first country to introduce a nationwide workplace smoking ban. The primary aim of the ban was to reduce people's exposure to second-hand smoke. A 95% compliance rate among employers suggests this aim was achieved. By prohibiting smoking in the majority of indoor working places, an effect of the ban was to increase the non-monetary cost of smoking. The aim of this paper is to examine whether the extra non-monetary cost of smoking was concentrated on the employed. A difference-in-differences approach is used to measure changes in smoking behaviour among the employed relative to the non-working population following the introduction of the workplace smoking ban. The research finds that the workplace smoking ban did not induce a greater reduction in smoking prevalence among the employed population compared with the non-working population. In fact, the evidence suggests a significantly larger decrease in smoking prevalence among the non-workers relative to the employed. Changes in the real price of cigarettes and changes in attitudes to risk are discussed as possible causes for the pattern observed.

A systematic review of studies identifying predictors of poor return to work outcomes following workplace injury.

PubMed

Street, Tamara D; Lacey, Sarah J

2015-06-05

Injuries occurring in the workplace can have serious implications for the health of the individual, the productivity of the employer and the overall economic community. The objective of this paper is to increase the current state of understanding of individual demographic and psychosocial characteristics associated with extended absenteeism from the workforce due to a workplace injury. Studies included in this systematic literature review tracked participants' return to work status over a minimum of three months, identified either demographic, psychosocial or general injury predictors of poor return to work outcomes and included a heterogeneous sample of workplace injuries. Identified predictors of poor return to work outcomes included older age, female gender, divorced marital status, two or more dependent family members, lower education levels, employment variables associated with reduced labour market desirability, severity or sensitive injury locations, negative attitudes and outcome perceptions of the participant. There is a need for clear and consistent definition and measurement of return to work outcomes and a holistic theoretical model integrating injury, psychosocial and demographic predictors of return to work. Through greater understanding of the nature of factors affecting return to work, improved outcomes could be achieved.

Enemies of ethics equals environmental exodus, part 1.

PubMed

Ramsey, Suzanne

2015-01-01

Nursing is known as a respected profession in society. Nursing is also ranked as a leading career fostering unethical behavior amongst one another. Historically, nurses are known to "eat their young," meaning new graduate nurses may undergo a brief period of hazing conducted by the experienced nurse. In the past two decades, research demonstrates an increasing trend, often acceptable within an organization, of bullying, lateral violence and mobbing amongst nurses. This type of intentional repetitive harassment inflicts physical and psychological harm to nursing colleagues. It is important for nurses to be familiar with signs of bullying, feel confident in sharing the observation with leadership, and possess the knowledge to make an ethical decision. This type of aggression within an organization affects all employees, the organization's finances and reputation, and most importantly, the quality of patient care, all negatively. The culture of an organization reflects the leadership. Transformational management style, open communication, behavioral expectations, policies and procedures, along with a zero-tolerance course of action for bullying behaviors, are necessary when developing a healthy workplace environment. Laws and regulations in certain states are in place supporting healthy workplace environments. Public awareness concerning bullying, mobbing, and harassment within the workplace has increased secondary to the media's publicity on the subject. Nurses should reflect on the theoretical frameworks of the nursing profession and strive to role model virtues of integrity, ethics and civility within their personal and professional life.

The Whys and Wherefores of Information Literacy.

ERIC Educational Resources Information Center

Winkler, Stanley

2001-01-01

Discusses information literacy and its importance for the workplace. Topics include literacy for economic and social upward mobility; the use of computers to help achieve information literacy; adult information literacy; the roles of professional associations, government agencies, teachers, and print media; information overload; information…

Breaking the glass ceiling: structural, cultural, and organizational barriers preventing women from achieving senior and executive positions.

PubMed

Johns, Merida L

2013-01-01

The business case for gender diversity in senior and executive positions is compelling. Studies show that companies that have the best records for promoting women outstrip their competition on every measure of profitability. Yet women disproportionately are failing to attain high-level positions. Reviewing current data on women in the workplace, findings of studies on the relationship between gender diversity in senior management and company performance, and the literature on gender behavioral differences and the workplace, this article explores the possible reasons for the persistent wage and gender gap between women and men in senior leadership positions and discusses possible remedies.

Equal Access to Content Instruction for English Learners: An Example from Science

ERIC Educational Resources Information Center

Brown, Zoe Ann; DiRanna, Kathy

2012-01-01

Equal access to content instruction is the foundation of educational equity--it reduces opportunity gaps that lead to achievement gaps. Achievement gaps lead to gaps in college and career access, which lead to income gaps. Income gaps lead to language gaps, thus perpetuating one of the most critical gaps we face in education. This paper is about…

Impact of primary care depression intervention on employment and workplace conflict outcomes: is value added?

PubMed

Smith, Jeffrey L; Rost, Kathryn M; Nutting, Paul A; Libby, Anne M; Elliott, Carl E; Pyne, Jeffrey M

2002-03-01

Depression causes significant functional impairment in sufferers and often leads to adverse employment outcomes for working individuals. Recovery from depression has been associated with better employment outcomes at one year. The study s goals were to assess a primary care depression intervention s impact on subsequent employment and workplace conflict outcomes in employed patients with depression. In 1996-1997, the study enrolled 262 employed patients with depression from twelve primary care practices located across ten U.S. states; 219 (84%) of the patients were followed at one year. Intent-to-treat analyses assessing intervention effects on subsequent employment and workplace conflict were conducted using logistic regression models controlling for individual clinical and sociodemographic characteristics, job classification and local employment conditions. To meet criteria for subsequent employment, persons working full-time at baseline had to report they were working full-time at follow-up and persons working part-time at baseline had to report working part-/full-time at follow-up. Workplace conflict was measured by asking patients employed at follow-up whether, in the past year, they had arguments or other difficulties with people at work . Findings showed that 92.1% of intervention patients met criteria for subsequent employment at one year, versus 82.0% of usual care patients (c2=4.42, p=.04). Intervention patients were less likely than usual care patients to report workplace conflict in the year following baseline (8.1% vs. 18.9%, respectively; c2=4.11; p=.04). The intervention s effect on subsequent employment was not mediated by its effect on workplace conflict. The intervention significantly improved employment outcomes and reduced workplace conflict in depressed, employed persons at one year. Economic implications for employers related to reduced turnover costs, for workers related to retained earnings, and for governments related to reduced unemployment expenditures and increased tax receipts may be considerable. Although similar primary care depression interventions have been shown to produce comparable effects on subsequent employment at one year, replications in larger samples of depressed, employed patients in different economic climates may be necessary to increase the generalizability and precision of estimates. Primary care interventions that enhance depression treatment and improve clinical outcomes can contribute meaningful added value to society by improving employment and workplace outcomes. Federal/state governments may realize economic benefits from reduced unemployment expenditures and increased tax receipts should primary care depression interventions that improve employment outcomes be broadly disseminated. Policy initiatives to increase the dissemination of such interventions may be an innovative approach for improving labor force participation by depressed individuals. Formal cost-benefit analyses are needed to explore whether economic benefits to societal stakeholders from these and other labor outcomes equal or exceed the incremental costs of disseminating similar primary care interventions nationally. Researchers in other nations may wish to consider investigating the impact primary care depression interventions might have on employment and workplace outcomes in their countries.

Perceptions of gender equality in work-life balance, salary, promotion, and harassment: results of the NASPGHAN task force survey.

PubMed

Tomer, Gitit; Xanthakos, Stavra; Kim, Sandra; Rao, Meenakshi; Book, Linda; Litman, Heather J; Fishman, Laurie N

2015-04-01

Gender equality in the workplace has not been described in pediatric gastroenterology. An electronic survey that explored perceptions of career parity, work-life balance, and workplace harassment was sent to all members of the North American Society for Pediatric Gastroenterology, Hepatology, and Nutrition. Reponses were anonymous. Of the 303 respondents (21%), there was an even distribution across geographic region, age, and gender (54% men). Gender affected perception of salary and promotion; 46% of men but only 9% of women feel that "women earn the same as men" (P < 0.001). Similarly, 48% of men but only 12% of women feel that "women rise at the same rate as men" (P < 0.001). Both genders of academic practice respondents, compared with other practice models, perceived men were promoted more quickly than women (P = 0.008). Women had higher dissatisfaction with mentoring than men (29% vs 13%, P = 0.03). Significantly more men than women reported spouses with "flexible jobs" (35% vs 14%, P < 0.001). Having a spouse with "flexible job" or having children (preschool or school age), however, did not affect satisfaction with work-life balance for either gender. Overall, women are more likely to be dissatisfied with work-life balance than men (P = 0.046). Satisfaction with work-life balance is lower among women versus men pediatric gastroenterologists, but does not correlate with flexibility of spouse's job or caring for young children. Gender-divergent perception of promotion, parity of compensation, and mentoring requires further investigation.

Socially Constructed Hierarchies of Impairments: The Case of Australian and Irish Workers' Access to Compensation for Injuries.

PubMed

Harpur, Paul; Connolly, Ursula; Blanck, Peter

2017-12-01

Socially constructed hierarchies of impairment complicate the general disadvantage experienced by workers with disabilities. Workers with a range of abilities categorized as a "disability" are likely to experience less favourable treatment at work and have their rights to work discounted by laws and institutions, as compared to workers without disabilities. Value judgments in workplace culture and local law mean that the extent of disadvantage experienced by workers with disabilities additionally will depend upon the type of impairment they have. Rather than focusing upon the extent and severity of the impairment and how society turns an impairment into a recognized disability, this article aims to critically analyse the social hierarchy of physical versus mental impairment. Using legal doctrinal research methods, this paper analysis how Australian and Irish workers' compensation and negligence laws regard workers with mental injuries and impairments as less deserving of compensation and protection than like workers who have physical and sensory injuries or impairments. This research finds that workers who acquire and manifest mental injuries and impairments at work are less able to obtain compensation and protection than workers who have developed physical and sensory injuries of equal or lesser severity. Organizational cultures and governmental laws and policies that treat workers less favourably because they have mental injuries and impairments perpetuates unfair and artificial hierarchies of disability attributes. We conclude that these "sanist" attitudes undermine equal access to compensation for workplace injury as prohibited by the United Nations Convention on the Rights of Persons with Disabilities.

Report: Industrial Hygiene: Safer Working through Analytical Chemistry.

ERIC Educational Resources Information Center

Hemingway, Ronald E.

1980-01-01

The analytical chemist is involved in the recognition, evaluation, and control of chemical hazards in the workplace environment. These goals can be achieved by setting up a monitoring program; this should be a combination of planning, calibration, sampling, and analysis of toxic substances. (SMB)

Enhancing Diversity in Vocational Education. Information Series No. 351.

ERIC Educational Resources Information Center

Bowen, Blannie E.; Jackson, Gary B.

Vocational education can play a significant role in achieving the ideals of a diverse society. Although workplace changes and global economics make vocational education essential, an increasingly diverse population includes groups that have not traditionally participated extensively in vocational education. Philosophical and attitudinal changes…

Bridging education and training in ageing and disability: the European Care Certificate (ECC)

PubMed Central

Churchill, James; Gyorki, Eva

2009-01-01

Introduction There has been significant movement of workers between EU countries seeking work in the social care sector, causing problems for workers and employers who cannot easily evaluate the worth of qualifications gained abroad. The European Care Certificate (ECC) helps workers start work in the social care sector by defining basic knowledge and offering recognition for their learning. Development of product A LEONARDO project involving six countries (BE, UK, AT, DE, RO, PO) established a set of learning outcomes—the BESCLO (Basic European Social Care Learning Outcomes) covering eight key areas of knowledge (not competence). Existing awards and courses become ‘ECC compliant’ by demonstrating coverage of all the BESCLO. Students pass a multi-choice exam to gain the Certificate. There is a developing system of Lead and Delivery Partners spreading the ECC across Europe. Conclusion The BESCLO covers essential knowledge with a common set of values in social care. The ECC fits within existing training courses, is cheap and easy to operate, is at entry level, covers all client groups, can be made available in any language and is equally useful in recruitment, workplace induction training, or more formal college/university courses as an early achievement marker. Website: http://www.eclicence.eu

Equity Implications for Mathematics Learning Outcomes

ERIC Educational Resources Information Center

Reznichenko, Nataliya

2013-01-01

The call for "mathematics for all" reaffirms the belief that all students should have equal access, equal educational experiences, and equal educational outcomes. Existing gap in students' mathematics achievement have long been coupled with the demographic categories of race and ethnicity, culture and language, SES and social class,…

A Capabilities Based Critique of Gutmann's Democratic Interpretation of Equal Educational Opportunity

ERIC Educational Resources Information Center

DeCesare, Tony

2016-01-01

One of Amy Gutmann's important achievements in "Democratic Education" is her development of a "democratic interpretation of equal educational opportunity." This standard of equality demands that "all educable children learn enough to participate effectively in the democratic process." In other words, Gutmann demands…

A study of a culturally enhanced EatRight dietary intervention in a predominately African American workplace.

PubMed

Ard, Jamy D; Cox, Tiffany L; Zunker, Christie; Wingo, Brooks C; Jefferson, Wendy K; Brakhage, Cora

2010-01-01

The workplace may be an ideal venue for engaging African American women in behavioral interventions for weight reduction. To examine the effectiveness of a culturally enhanced EatRight dietary intervention among a group of predominately African American women in a workplace setting. Crossover design study. Workplace. A total of 39 women volunteered for this study, of whom 27 completed it. The control period involved observation of participants for 22 weeks after receiving standard counseling on lifestyle methods to achieve a healthy weight; following the control period, participants crossed over to the 22-week intervention period. The intervention was culturally enhanced using feedback derived from formative assessment and delivered as 15 group sessions. The primary outcome measure was the difference in weight change between the control and intervention periods; changes in waist circumference and quality of life were secondary outcomes. Most participants were obese, with a mean baseline body mass index of 36 kg/m², weight of 97.9 kg, and waist circumference of 111 cm. Weight increased during the control period by 0.7 kg but decreased by 2.6 kg during the intervention (net difference = -3.4 kg, P <.001), with 30% of participants losing 5% or more of body weight. Compared to the control period, there was a significant decrease in waist circumference (-3.6 cm, P =.006) and improvement in weight-related quality of life (5.7, P =.03). This pilot study demonstrated the feasibility of a culturally enhanced behavioral weight loss intervention in a predominately African American workplace setting. The workplace may be conducive for targeting African American women who are disproportionately affected by obesity.

A contemporary examination of workplace learning culture: an ethnomethodology study.

PubMed

Newton, Jennifer M; Henderson, Amanda; Jolly, Brian; Greaves, Judith

2015-01-01

Creating and maintaining a sustainable workforce is currently an international concern. Extensive literature suggest that students and staff need to be 'engaged', that is they need to interact with the health team if they are to maximise learning opportunities. Despite many studies since the 1970s into what creates a 'good' learning environment, ongoing issues continue to challenge healthcare organisations and educators. A 'good' learning environment has been an intangible element for many professions as learning is hindered by the complexity of practice and by limitations on practitioners' time available to assist and guide novices. This study sought to explore the nature of the learning interactions and experiences in clinical nursing practice that enhance a 'good' workplace learning culture for both nursing students and qualified nurses. An ethnomethodology study. A range of clinical settings in Victoria and Queensland, Australia. Students and registered nurses (n=95). Fieldwork observations were carried out on student nurses and registered nurses, followed by an individual interview with each participant. An iterative approach to analysis was undertaken; field notes of observations were reviewed, interviews transcribed verbatim and entered into NVivo10. Major themes were then extracted. Three central themes: learning by doing, navigating through communication, and 'entrustability', emerged providing insights into common practices potentially enhancing or detracting from learning in the workplace. Students' and registered nurses' learning is constrained by a myriad of interactions and embedded workplace practices, which can either enhance the individual's opportunities for learning or detract from the richness of affordances that healthcare workplace settings have to offer. Until the culture/or routine practices of the healthcare workplace are challenged, the trust and meaningful communication essential to learning in practice, will be achievable only serendipitously. Copyright © 2014 Elsevier Ltd. All rights reserved.

Workplace wellness programming in low-and middle-income countries: a qualitative study of corporate key informants in Mexico and India.

PubMed

Wipfli, Heather; Zacharias, Kristin Dessie; Nivvy Hundal, Nuvjote; Shigematsu, Luz Myriam Reynales; Bahl, Deepika; Arora, Monika; Bassi, Shalini; Kumar, Shubha

2018-05-09

A qualitative study of key informant semi-structured interviews were conducted between March and July 2016 in Mexico and India to achieve the following aims: to explore corporations' and stakeholders' views, attitudes and expectations in relation to health, wellness and cancer prevention in two middle-income countries, and to determine options for health professions to advance their approach to workplace wellness programming globally, including identifying return-on-investment incentives for corporations to implement wellness programming. There is an unmet demand for workplace wellness resources that can be used by corporations in an international context. Corporations in India and Mexico are already implementing a range of health-related wellness programs, most often focused on disease prevention and management. A number of companies indicated interest is collecting return on investment data but lacked the knowledge and tools to carry out return-on-investment analyses. There was widespread interest in partnership with international non-governmental organizations (public health organizations) and a strong desire for follow-up among corporations interviewed, particularly in Mexico. As low-and middle-income countries continue to undergo economic transitions, the workforce and disease burden continue to evolve as well. Evidence suggests a there is a growing need for workplace wellness initiatives in low-and middle-income countries. Results from this study suggest that while corporations in India and Mexico are implementing wellness programming in some capacity, there are three areas where corporations could greatly benefit from assistance in improving wellness programming in the workplace: 1) innovative toolkits for workplace wellness initiatives and technical support for adaptation, 2) assistance with building partnerships to help implement wellness initiatives and build capacity, and 3) tools and training to collect data for surveillance as well as monitoring and evaluation of wellness programs.

Outpatient rehabilitation of workers with musculoskeletal disorders using structured workplace description.

PubMed

Weiler, Stephan W; Foeh, Kay Peter; van Mark, Anke; Touissant, Rene; Sonntag, Nina; Gaessler, Annette; Schulze, Johannes; Kessel, Richard

2009-03-01

In most industrialized countries musculoskeletal disorders contribute considerably (25%) to illness induced work absence. A special interest to reduce worker absences exists in highly specialized industries such as jet manufacturing, where specific knowledge is hard to replace. We investigated the reduction and sustainability in sick leave days by a workplace oriented outpatient rehabilitation program based on structured information exchange between occupational physicians and therapists. Sick leave days reduction and return-to-work-ratios were analysed for 79 male blue collar workers with musculoskeletal disease, who voluntarily participated in an outpatient rehabilitation treatment between 2002 and 2005. During rehabilitation therapy standardized workplace descriptions were given to the therapists and individual return-to-work (rtw) schemes were implemented. Therapy lasted from 3 to 4 weeks followed by workplace reintegration. Off-work-time was calculated from 0 to 6 years before and 0 to 3 years after rehabilitation from insurance and industrial medical reports. A total of 97% of the patients returned to their original job at the workplace, usually directly after the rehabilitation. Average sick leave days per year were reduced from 48.8 +/- 32.8 days before to 34.2 +/- 37.3 days after the rehabilitation. The therapy interrupted an increase in sick leave days over the years stabilizing absence at a low level for at least 2 years. Duration of illness related work absence was the only significant predictor for sick leave reduction (P < 0.05). Other common risk factors for musculoskeletal diseases like smoking or body mass index did not significantly influence the therapeutic effect. Our results support evidence that information exchange for workplace description and rehabilitation therapist may help to reduce sick leave days and achieve very high rtw-ratio. However it is important to observe the effects of this shared information for longer intervals.

Evaluation of a workplace engagement project for people with younger onset dementia.

PubMed

Robertson, Jacinta; Evans, David

2015-08-01

In 2011, a workplace project was established to provide a small group of people who had younger onset dementia with the opportunity to return to the workplace. The project sought to explore the feasibility and safety of engaging these younger people in workplace activities if an appropriate framework of support was provided. Opportunities to engage in meaningful activities are quite limited for younger people with dementia because services are targeted at an older client population. A qualitative exploratory approach was used for the project evaluation. Participants were people who were 65 years or younger and had a diagnosis of dementia. They attended a large metropolitan hardware store one day per week and worked beside a store employee for a four hour work shift. Evaluation of the project included observation of participant's engagement in the workplace, adverse events and a qualitative analysis that used participant-nominated good project outcomes. Nine people with a mean age of 58·8 years participated in the project. Six of these participants have been engaged at the workplace for more than two years. All participants were able to gain the skills needed to complete their respective work duties. Participants initially assisted with simple work tasks, but over time, they were able to expand their range of duties to include more complex activities such as customer sales. Participants achieved their nominated good outcomes of improved well-being, engaging in worthwhile activities, contributing to society and socialisation. The evaluation has shown that this workplace programme is a viable model of engagement for younger people with dementia. This evaluation offers a practical demonstration that it is feasible and safe to provide opportunities for younger people with dementia to engage in meaningful activities in the community if appropriate support is provided. © 2015 John Wiley & Sons Ltd.

The impact of onsite workplace health-enhancing physical activity interventions on worker productivity: a systematic review.

PubMed

Pereira, Michelle Jessica; Coombes, Brooke Kaye; Comans, Tracy Anne; Johnston, Venerina

2015-06-01

The aim of this study is to investigate the effects of onsite workplace health-enhancing physical activity (HEPA) programmes on worker productivity. The PROSPERO registration number is CRD42014008750. A search for controlled trials or randomised controlled trials (RCTs) that investigated the effects of onsite workplace HEPA programmes on productivity levels of working adults was performed. Risk of bias of included studies was assessed, and the inter-rater reliability of the quality assessment was analysed. Qualitative synthesis of available evidence is presented. Eight studies were included in the review. There is consistent evidence that onsite workplace HEPA programmes do not reduce levels of sick leave. There appears to be inconsistent evidence of the impact of onsite workplace HEPA programmes on worker productivity. A high-quality study of an onsite combination (aerobic, strengthening and flexibility) HEPA regime and a moderate-quality study of a Tai Chi programme improved worker productivity measured with questionnaires in female laundry workers and older female nurses, respectively. Two high-quality studies and four moderate-quality studies did not show benefit. Studies that showed benefit were mainly those designed with productivity measures as primary outcomes, delivered to occupations involved with higher physical loads, and had higher compliance and programme intensity. The small number of studies and the lack of consistency among studies limited further analyses. There is inconsistent evidence that onsite workplace HEPA programmes improve self-reported worker productivity. Future high-quality RCTs of onsite workplace HEPA programmes should be designed around productivity outcomes, target at-risk groups and investigate interventions of sufficient intensity. High attendance with improved recording is needed to achieve significant results in augmenting worker productivity. Published by the BMJ Publishing Group Limited. For permission to use (where not already granted under a licence) please go to http://group.bmj.com/group/rights-licensing/permissions.

Mathematics Performance and Cognition (MPAC) Interview: Measuring First- and Second-Grade Student Achievement in Number, Operations, and Equality in Spring 2015. Research Report No. 2016-02

ERIC Educational Resources Information Center

Schoen, Robert C.; LaVenia, Mark; Champagne, Zachary M.; Farina, Kristy; Tazaz, Amanda M.

2017-01-01

The following report describes an assessment instrument called the Mathematics Performance and Cognition (MPAC) interview. The MPAC interview was designed to measure two outcomes of interest. It was designed to measure first and second graders' mathematics achievement in number, operations, and equality, and it was also designed to gather…

Achieving Gender Equality in Families: The Role of Males. Innocenti Global Seminar Summary Report (Kingston, Jamaica, May 8-18, 1995).

ERIC Educational Resources Information Center

Richardson, John

This report summarizes the proceedings of UNICEF's Global Innocenti Seminar on "Achieving Gender Equality in Families: The Role of Males." The seminar examined how, as more women become economic providers for families, the role of males in families needs to develop new dimensions so that they can contribute to improved health and…

Determinants of workplace injury among Thai Cohort Study participants

PubMed Central

Berecki-Gisolf, Janneke; Tawatsupa, Benjawan; McClure, Roderick; Seubsman, Sam-ang; Sleigh, Adrian

2013-01-01

Objectives To explore individual determinants of workplace injury among Thai workers. Design Cross-sectional analysis of a large national cohort. Setting Thailand. Participants Thai Cohort Study participants who responded to the 2009 follow-up survey were included if they reported doing paid work or being self-employed (n=51 751). Outcome measures Self-reported injury incidence over the past 12 months was calculated. Multivariate logistic regression models were used to test associations between individual determinants and self-reported workplace injury. Results Workplace injuries were reported by 1317 study participants (2.5%); the incidence was 34 (95% CI 32 to 36)/1000 worker-years for men, and 18 (17–20) for women. Among men working ≥41 h and earning <10 000 Baht, the injury rate was four times higher compared with men working <11 h and earning ≥20 001 Baht; differences in injury rates were less pronounced in women. Multivariate modelling showed that working ≥49 h/week (23%) and working for ≤10 000 Bath/month (37%) were associated with workplace injury. The increase in injury risk with increased working hours did not exceed the risk expected from increased exposure. Conclusions Reductions in occupational injury rates could be achieved by limiting working hours to 48/week. Particularly for Thai low wage earners and those with longer workdays, there is a need for effective injury preventive programmes. PMID:23869104

Generation Z, Meet Cooperative Learning

ERIC Educational Resources Information Center

Igel, Charles; Urquhart, Vicki

2012-01-01

Today's Generation Z teens need to develop teamwork and social learning skills to be successful in the 21st century workplace. Teachers can help students develop these skills and enhance academic achievement by implementing cooperative learning strategies. Three key principles for successful cooperative learning are discussed. (Contains 1 figure.)

Nurses' barriers to learning: an integrative review.

PubMed

Santos, Marion C

2012-07-01

This integrative review of the literature describes nurses' barriers to learning. Five major themes emerged: time constraints, financial constraints, workplace culture, access/relevance, and competency in accessing electronic evidence-based practice literature. The nurse educator must address these barriers for the staff to achieve learning and competency.

Teacher Leadership: The Needs of Teachers.

ERIC Educational Resources Information Center

LeBlanc, Patrice R.; Shelton, Maria M.

1997-01-01

Examined how five teacher leaders perceived themselves and others as they worked in their leadership roles. Interviews with five practicing teacher leaders indicated that their simultaneous needs for achievement and affiliation created a conflict in the school workplace that had negative outcomes. Important supports for teacher leadership included…

Training 21st-Century Workers: Facts, Fiction and Memory Illusions

ERIC Educational Resources Information Center

Abadzi, Helen

2016-01-01

Technological achievements require complex skills for the workplace, along with creativity, communication, and critical thinking. To compete effectively in the global economy, governments must provide their citizens with relevant education and training. To help close the skills gap, international agencies often advise governments of developing…

Interactive Television Brings University Classes to the Home and Workplace.

ERIC Educational Resources Information Center

Carver, Joyce; MacKay, Ruth C.

1986-01-01

Reports on a distance education undergraduate nursing course offered by Dalhousie University School of Nursing (Nova Scotia) via live interactive television during 1984-85. The delivery method, course design, student achievement and attitudes towards the delivery method, costs, and advantages and disadvantages are described. (MBR)

GED Math for Workplace Students.

ERIC Educational Resources Information Center

Goschen, Claire

This curriculum module contains lesson plans and application activities that were developed to help adult students master the mathematics skills needed to earn a general high school equivalency diploma. Included in the module are materials designed to help students improve their understanding of mathematics and achieve the following objectives:…

The influence of workplace culture on nurses' learning experiences: a systematic review of qualitative evidence.

PubMed

Davis, Kate; White, Sarahlouise; Stephenson, Matthew

2016-06-01

A healthy workplace culture enables nurses to experience valuable learning in the workplace. Learning in the workplace enables the provision of evidence-based and continuously improving safe patient care, which is central to achieving good patient outcomes. Therefore, nurses need to learn within a workplace that supports the implementation of evidence-based, professional practice and enables the best patient outcomes; the influence of workplace culture may play a role in this. The purpose of this review was to critically appraise and synthesize the best available qualitative evidence to understand both the nurses' learning experiences within the workplace and the factors within the workplace culture that influence those learning experiences. Registered and enrolled nurses regulated by a nursing and midwifery board and/or recognized health practitioner regulation agency (or their international equivalent). This review considered studies that described two phenomena of interest: the nurses' learning experience, either within an acute healthcare workplace or a workplace-related learning environment and the influence of workplace culture on the nurses' learning experience (within the workplace or workplace-related learning environment). This review considered studies that included nurses working in an acute healthcare organization within a Western culture. This review considered studies that focused on qualitative evidence and included the following research designs: phenomenological, grounded theory and critical theory. Published and unpublished studies in English from 1980 to 2013 were identified using a three-step search strategy, searching various databases, and included hand searching of the reference lists within articles selected for appraisal. For studies meeting the inclusion criteria, methodological quality was assessed using a standardized checklist from the Joanna Briggs Institute Qualitative Assessment and Review Instrument (JBI-QARI). Qualitative data were extracted from articles included in the review using the standardized data extraction tool from the JBI-QARI. Qualitative research findings were pooled using the Joanna Briggs Institute Qualitative Appraisal and Review Instrument (JBI-QARI). This involved the aggregation and synthesis of findings to generate a set of categories, which were then subjected to a meta-synthesis to produce a single comprehensive set of synthesized findings that could be used as a basis for evidence-based practice. Fourteen articles were identified following appraisal and a total of 105 findings (85 unequivocal and 20 credible) were extracted from included studies and grouped into eight categories based on similarity of meaning. Subsequently, categories were grouped into two synthesized findings. The two synthesized findings were as follows: ORGANIZATIONAL INFLUENCES: Enabling nurses to demonstrate accountability for their own learning, along with clear organizational systems that provide resources, time, adequate staffing and support, demonstrates encouragement for and the value of nurses' learning and education. Nurses value their peers, expert nurses, preceptors, mentors and educators facilitating and encouraging their learning and professional development. An optimal workplace culture is central for nurses to experience valuable and relevant learning in the workplace. To emphasize the importance of nurses' learning in the workplace, working and learning is understood as an integrated experience. Consequently, a dual system that enables nurses to demonstrate accountability for their own learning, along with clear organizational and educational systems, is required to demonstrate the value in nurses' learning and education.

Direct handling of equality constraints in multilevel optimization

NASA Technical Reports Server (NTRS)

Renaud, John E.; Gabriele, Gary A.

1990-01-01

In recent years there have been several hierarchic multilevel optimization algorithms proposed and implemented in design studies. Equality constraints are often imposed between levels in these multilevel optimizations to maintain system and subsystem variable continuity. Equality constraints of this nature will be referred to as coupling equality constraints. In many implementation studies these coupling equality constraints have been handled indirectly. This indirect handling has been accomplished using the coupling equality constraints' explicit functional relations to eliminate design variables (generally at the subsystem level), with the resulting optimization taking place in a reduced design space. In one multilevel optimization study where the coupling equality constraints were handled directly, the researchers encountered numerical difficulties which prevented their multilevel optimization from reaching the same minimum found in conventional single level solutions. The researchers did not explain the exact nature of the numerical difficulties other than to associate them with the direct handling of the coupling equality constraints. The coupling equality constraints are handled directly, by employing the Generalized Reduced Gradient (GRG) method as the optimizer within a multilevel linear decomposition scheme based on the Sobieski hierarchic algorithm. Two engineering design examples are solved using this approach. The results show that the direct handling of coupling equality constraints in a multilevel optimization does not introduce any problems when the GRG method is employed as the internal optimizer. The optimums achieved are comparable to those achieved in single level solutions and in multilevel studies where the equality constraints have been handled indirectly.

Breaking the Glass Ceiling: Structural, Cultural, and Organizational Barriers Preventing Women from Achieving Senior and Executive Positions

PubMed Central

Johns, Merida L.

2013-01-01

The business case for gender diversity in senior and executive positions is compelling. Studies show that companies that have the best records for promoting women outstrip their competition on every measure of profitability. Yet women disproportionately are failing to attain high-level positions. Reviewing current data on women in the workplace, findings of studies on the relationship between gender diversity in senior management and company performance, and the literature on gender behavioral differences and the workplace, this article explores the possible reasons for the persistent wage and gender gap between women and men in senior leadership positions and discusses possible remedies. PMID:23346029

Dispersion compensation of fiber optic communication system with direct detection using artificial neural networks (ANNs)

NASA Astrophysics Data System (ADS)

Maghrabi, Mahmoud M. T.; Kumar, Shiva; Bakr, Mohamed H.

2018-02-01

This work introduces a powerful digital nonlinear feed-forward equalizer (NFFE), exploiting multilayer artificial neural network (ANN). It mitigates impairments of optical communication systems arising due to the nonlinearity introduced by direct photo-detection. In a direct detection system, the detection process is nonlinear due to the fact that the photo-current is proportional to the absolute square of the electric field intensity. The proposed equalizer provides the most efficient computational cost with high equalization performance. Its performance is comparable to the benchmark compensation performance achieved by maximum-likelihood sequence estimator. The equalizer trains an ANN to act as a nonlinear filter whose impulse response removes the intersymbol interference (ISI) distortions of the optical channel. Owing to the proposed extensive training of the equalizer, it achieves the ultimate performance limit of any feed-forward equalizer (FFE). The performance and efficiency of the equalizer is investigated by applying it to various practical short-reach fiber optic communication system scenarios. These scenarios are extracted from practical metro/media access networks and data center applications. The obtained results show that the ANN-NFFE compensates for the received BER degradation and significantly increases the tolerance to the chromatic dispersion distortion.

Contributions of a supportive work environment to parents' well-being and orientation to work.

PubMed

Greenberger, E; Goldberg, W A; Hamill, S; O'Neil, R; Payne, C K

1989-12-01

Examined the joint and unique contributions of informal social support in the workplace and formal, family-responsive benefits and policies provided by employers to the job-related attitudes and personal well-being of employed parents with a young child. Eighty married men, 169 married women, and 72 single women with a preschool child completed a survey concerning social support from co-workers and supervisor, utilization of family-responsive benefits and policies, readiness to leave the employer for additional benefits, job satisfaction, organizational commitment, role strain, and health symptoms. Among the findings: (a) Fathers and mothers expressed equal levels of job satisfaction and organizational commitment, but mothers reported more role strain and health symptoms; (b) nearly 48% of married women's organizational commitment was accounted for by measures of support in the workplace; (c) informal social support at work was significantly more important to men's well-being than that of women; and (d) formal, family-responsive policies appeared more consequential for the prediction of women's role strain, perhaps because of women's greater responsibility for adjusting work life to meet the demands of family roles.

Presenteeism and absenteeism: differentiated understanding of related phenomena.

PubMed

Gosselin, Eric; Lemyre, Louise; Corneil, Wayne

2013-01-01

In the past it was assumed that work attendance equated to performance. It now appears that health-related loss of productivity can be traced equally to workers showing up at work as well as to workers choosing not to. Presenteeism in the workplace, showing up for work while sick, seems now more prevalent than absenteeism. These findings are forcing organizations to reconsider their approaches regarding regular work attendance. Given this, and echoing recommendations in the literature, this study seeks to identify the main behavioral correlates of presenteeism and absenteeism in the workplace. Comparative analysis of the data from a representative sample of executives from the Public Service of Canada enables us to draw a unique picture of presenteeism and absenteeism with regards not only to the impacts of health disorders but also to the demographic, organizational, and individual factors involved. Results provide a better understanding of the similarities and differences between these phenomena, and more specifically, of the differentiated influence of certain variables. These findings provide food for thought and may pave the way to the development of new organizational measures designed to manage absenteeism without creating presenteeism.

Maternity Leave Length and Workplace Policies' Impact on the Sustainment of Breastfeeding: Global Perspectives.

PubMed

Steurer, Lisa M

2017-05-01

Breastfeeding is a global initiative of the World Health Organization and the U.S. domestic health agenda, Healthy People 2020; both recommend exclusive breastfeeding, defined as providing breast milk only via breast or bottle, through the first 6 months of an infant's life. Previous literature has shown the correlation between socioeconomic status and breastfeeding, with higher maternal education and income as predictors of sustained breastfeeding. This same population of women is more likely to be employed outside the home. PubMed and the Cochrane Database of Systematic Reviews were searched using inclusion and exclusion criteria to identify the effect of maternity leave length and workplace policies on the sustainment of breastfeeding for employed mothers. Common facilitators to sustainment of breastfeeding included longer length of maternity leave as well as adequate time and space for the pumping of breast milk once the mother returned to the workplace. Barriers included inconsistency in policy and the lack of enforcement of policies in different countries. There is a lack of consistency globally on maternity leave length and workplace policy as determinants of sustained breastfeeding for employed mothers. A consistent approach is needed to achieve the goal of exclusive breastfeeding for infants. © 2017 Wiley Periodicals, Inc.

Editorial: emerging issues in sociotechnical systems thinking and workplace safety.

PubMed

Noy, Y Ian; Hettinger, Lawrence J; Dainoff, Marvin J; Carayon, Pascale; Leveson, Nancy G; Robertson, Michelle M; Courtney, Theodore K

2015-01-01

The burden of on-the-job accidents and fatalities and the harm of associated human suffering continue to present an important challenge for safety researchers and practitioners. While significant improvements have been achieved in recent decades, the workplace accident rate remains unacceptably high. This has spurred interest in the development of novel research approaches, with particular interest in the systemic influences of social/organisational and technological factors. In response, the Hopkinton Conference on Sociotechnical Systems and Safety was organised to assess the current state of knowledge in the area and to identify research priorities. Over the course of several months prior to the conference, leading international experts drafted collaborative, state-of-the-art reviews covering various aspects of sociotechnical systems and safety. These papers, presented in this special issue, cover topics ranging from the identification of key concepts and definitions to sociotechnical characteristics of safe and unsafe organisations. This paper provides an overview of the conference and introduces key themes and topics. Sociotechnical approaches to workplace safety are intended to draw practitioners' attention to the critical influence that systemic social/organisational and technological factors exert on safety-relevant outcomes. This paper introduces major themes addressed in the Hopkinton Conference within the context of current workplace safety research and practice challenges.

Banding the world together; the global growth of control banding and qualitative occupational risk management.

PubMed

Zalk, David M; Heussen, Ga Henri

2011-12-01

Control Banding (CB) strategies to prevent work-related illness and injury for 2.5 billion workers without access to health and safety professionals has grown exponentially this last decade. CB originates from the pharmaceutical industry to control active pharmaceutical ingredients without a complete toxicological basis and therefore no occupational exposure limits. CB applications have broadened into chemicals in general - including new emerging risks like nanomaterials and recently into ergonomics and injury prevention. CB is an action-oriented qualitative risk assessment strategy offering solutions and control measures to users through "toolkits". Chemical CB toolkits are user-friendly approaches used to achieve workplace controls in the absence of firm toxicological and quantitative exposure information. The model (technical) validation of these toolkits is well described, however firm operational analyses (implementation aspects) are lacking. Consequentially, it is often not known if toolkit use leads to successful interventions at individual workplaces. This might lead to virtual safe workplaces without knowing if workers are truly protected. Upcoming international strategies from the World Health Organization Collaborating Centers request assistance in developing and evaluating action-oriented procedures for workplace risk assessment and control. It is expected that to fulfill this strategy's goals, CB approaches will continue its important growth in protecting workers.

Editorial: emerging issues in sociotechnical systems thinking and workplace safety

PubMed Central

Noy, Y. Ian; Hettinger, Lawrence J.; Dainoff, Marvin J.; Carayon, Pascale; Leveson, Nancy G.; Robertson, Michelle M.; Courtney, Theodore K.

2015-01-01

The burden of on-the-job accidents and fatalities and the harm of associated human suffering continue to present an important challenge for safety researchers and practitioners. While significant improvements have been achieved in recent decades, the workplace accident rate remains unacceptably high. This has spurred interest in the development of novel research approaches, with particular interest in the systemic influences of social/organisational and technological factors. In response, the Hopkinton Conference on Sociotechnical Systems and Safety was organised to assess the current state of knowledge in the area and to identify research priorities. Over the course of several months prior to the conference, leading international experts drafted collaborative, state-of-the-art reviews covering various aspects of sociotechnical systems and safety. These papers, presented in this special issue, cover topics ranging from the identification of key concepts and definitions to sociotechnical characteristics of safe and unsafe organisations. This paper provides an overview of the conference and introduces key themes and topics. Practitioner Summary: Sociotechnical approaches to workplace safety are intended to draw practitioners' attention to the critical influence that systemic social/organisational and technological factors exert on safety-relevant outcomes. This paper introduces major themes addressed in the Hopkinton Conference within the context of current workplace safety research and practice challenges. PMID:25819595

FRUIT: An operational tool for multisphere neutron spectrometry in workplaces

NASA Astrophysics Data System (ADS)

Bedogni, Roberto; Domingo, Carles; Esposito, Adolfo; Fernández, Francisco

2007-10-01

FRUIT (Frascati Unfolding Interactive Tool) is an unfolding code for Bonner sphere spectrometers (BSS) developed, under the Labview environment, at the INFN-Frascati National Laboratory. It models a generic neutron spectrum as the superposition of up to four components (thermal, epithermal, fast and high energy), fully defined by up to seven positive parameters. Different physical models are available to unfold the sphere counts, covering the majority of the neutron spectra encountered in workplaces. The iterative algorithm uses Monte Carlo methods to vary the parameters and derive the final spectrum as limit of a succession of spectra fulfilling the established convergence criteria. Uncertainties on the final results are evaluated taking into consideration the different sources of uncertainty affecting the input data. Relevant features of FRUIT are (1) a high level of interactivity, allowing the user to follow the convergence process, (2) the possibility to modify the convergence tolerances during the run, allowing a rapid achievement of meaningful solutions and (3) the reduced dependence of the results from the initial hypothesis. This provides a useful instrument for spectrometric measurements in workplaces, where detailed a priori information is usually unavailable. This paper describes the characteristics of the code and presents the results of performance tests over a significant variety of reference and workplace neutron spectra ranging from thermal up to hundreds MeV neutrons.

Girls' Education and Gender Equality. Factsheet

ERIC Educational Resources Information Center

Global Partnership for Education, 2016

2016-01-01

This brief fact sheet presents benefits of investing in gender equality, how the Global Partnership for Education (GPE) supports inclusive and equitable quality education, as well as the results it has achieved.

Discourse Processes and Products: Land Surveyors in Hong Kong

ERIC Educational Resources Information Center

Cheng, Winnie; Mok, Esmond

2008-01-01

The study reported in this paper aims to provide a description of professional communication pertaining to land surveying project management in Hong Kong, achieved through a comprehensive analysis of both workplace discourse processes and products. The study, situated in Hong Kong, represents a collaborative effort between English and Land…

The Enterprise Foundation.

ERIC Educational Resources Information Center

Szablya, Helen

This document describes five demonstration programs administered by the Enterprise Foundation in the Washington, D.C., area. The purpose of the Partners for Success Program is to support and assist hard-to-employ jobseekers in setting and achieving both professional and personal goals. The Words for Life Program is a workplace literacy project to…

Why Should Companies Think about Women?

ERIC Educational Resources Information Center

Catalyst, New York, NY.

Companies should think about women because women represent half the human resources available to them. Actually, the most productive response companies can make to women's presence in the workplace is the full assimilation of women into all areas and at all levels of corporate operations. Achieving full assimilation will require time, however.…

Systemic Efforts in Georgia to Improve Education Leadership

ERIC Educational Resources Information Center

Page, Deb

2010-01-01

Research points to links between school and school district leadership and student achievement. Local and national education reform has created rising expectations for student performance. Education leadership is both complex and high stakes. Key stakeholders in Georgia have developed a solution to improve factors in the work, workplace, and…

Mathematics Competency Test: User's Manual.

ERIC Educational Resources Information Center

Vernon, P. E.; And Others

The Mathematics Competency Test is a 46-question written test assessing mathematics achievement for groups or individuals aged 11 to adult. It is suitable for use with groups or individuals in school, college and workplace contexts. The questions are open-ended and require constructed responses rather than recognition of a correct answer in a…

Globalization and Academic's Workplace Learning: A Case Study in China

ERIC Educational Resources Information Center

Wang, Xuhong; Seddon, Terri

2014-01-01

Globalization is the major confronting challenge of higher education worldwide. And internationalization has become a response of higher education to meet the demands and challenges of globalization. In the recent decades, Chinese government has developed different policies to steer education reforms in order to achieve the aim of…

Nurturing Careers in Psychology: Combining Work and Family

ERIC Educational Resources Information Center

Halpern, Diane F.

2008-01-01

The academic workplace, with its requirements for achieving tenure within the first 6 years of employment, is designed in ways that discriminate against young faculty with family care responsibilities, most notably mothers. Mason and Goulden ("Academe," http://www.aaup.org/publications/Academe/2002/02nd/02ndmas.htm, 2002, "Academe,"…

Project REACH. Regional Education To Achieve with Company Help. Performance Report.

ERIC Educational Resources Information Center

Parkway School District, Chesterfield, MO.

Parkway Area Adult Basic Education Program formed a partnership with St. John's Mercy Medical Center, St. Luke's Hospital, Watlow Electric, Missouri Department of Elementary and Secondary Education, and Literacy Council of Greater St. Louis to develop a model National Workplace Literacy Program. The instructional model developed under Project…

Implementing SCANS. Highlight Zone: Research @ Work.

ERIC Educational Resources Information Center

Packer, Arnold C.; Brainard, Scott

Foremost among efforts over the last decade to improve the work-related skills required of all young people to meet the demands of American's workplaces was the Secretary's Commission on Achieving Necessary Skills Commission (SCANS). Integral to SCANS were its three-part foundation (basic skills, thinking skills, and personal qualities) and these…

The Relations of Motivational Traits with Workplace Deviance

ERIC Educational Resources Information Center

Diefendorff, James M.; Mehta, Kajal

2007-01-01

The authors developed and tested new theoretical relations between approach and avoidance motivational traits and deviant work behaviors. Approach motivation was divided into 3 traits: personal mastery (i.e., desire to achieve), competitive excellence (i.e., desire to perform better than others), and behavioral activation system (BAS) sensitivity…

Searching for Satisfaction: Black Female Teachers' Workplace Climate and Job Satisfaction

ERIC Educational Resources Information Center

Farinde-Wu, Abiola; Fitchett, Paul G.

2018-01-01

Job satisfaction may decrease teacher attrition. Furthermore, job satisfaction correlates with teacher retention, which may influence school building climate and student achievement. Potentially affecting students' progress and seeking to reduce attrition rates among Black teachers, this quantitative study uses data from the 2007-2008 Schools and…

Comparison of Bruce treadmill exercise test protocols: is ramped Bruce equal or superior to standard bruce in producing clinically valid studies for patients presenting for evaluation of cardiac ischemia or arrhythmia with body mass index equal to or greater than 30?

PubMed

Bires, Angela Macci; Lawson, Dori; Wasser, Thomas E; Raber-Baer, Donna

2013-12-01

Clinically valid cardiac evaluation via treadmill stress testing requires patients to achieve specific target heart rates and to successfully complete the cardiac examination. A comparison of the standard Bruce protocol and the ramped Bruce protocol was performed using data collected over a 1-y period from a targeted patient population with a body mass index (BMI) equal to or greater than 30 to determine which treadmill protocol provided more successful examination results. The functional capacity, metabolic equivalent units achieved, pressure rate product, and total time on the treadmill as measured for the obese patients were clinically valid and comparable to normal-weight and overweight patients (P < 0.001). Data gathered from each protocol demonstrated that the usage of the ramped Bruce protocol achieved more consistent results in comparison across all BMI groups in achieving 80%-85% of their age-predicted maximum heart rate. This study did not adequately establish that the ramped Bruce protocol was superior to the standard Bruce protocol for the examination of patients with a BMI equal to or greater than 30.

Family Background and School Effects on Student Achievement: A Multilevel Analysis of the Coleman Data

ERIC Educational Resources Information Center

Konstantopoulos, Spyros; Borman, Geoffrey

2011-01-01

Background/Context: A main objective of the Equality of Educational Opportunity Survey (EEOS), conducted in 1965, was to document the lack of availability of equal educational opportunities for minority students in public schools. Another equally important objective was to reveal specific inequalities in facilities and resources available to…

An Application of the Equal Pay Act to Higher Education.

ERIC Educational Resources Information Center

Green, Debra H.

1981-01-01

The applicability of legal principles governing equal pay and sex discrimination in university settings is discussed. The most objective mechanism that a university can utilize to achieve compliance with the Equal Pay Act would be implementation of a salary system that relies on experience, formal education, and time in grade. (MLW)

Disparaties in Educational Resources and Outcomes, and the Limits of the Law.

ERIC Educational Resources Information Center

Yudof, Mark G.

This document analyzes different approaches to the goal of equal educational opportunity and discusses the judicial role in achieving it. One approach argues that equal dollars or equal facilities and services must be provided to each pupil. Some people have contended that racially segregated schools deprive minority students of an equal…

Cross-national variation in the size of sex differences in values: effects of gender equality.

PubMed

Schwartz, Shalom H; Rubel-Lifschitz, Tammy

2009-07-01

How does gender equality relate to men's and women's value priorities? It is hypothesized that, for both sexes, the importance of benevolence, universalism, stimulation, hedonism, and self-direction values increases with greater gender equality, whereas the importance of power, achievement, security, and tradition values decreases. Of particular relevance to the present study, increased gender equality should also permit both sexes to pursue more freely the values they inherently care about more. Drawing on evolutionary and role theories, the authors postulate that women inherently value benevolence and universalism more than men do, whereas men inherently value power, achievement, and stimulation more than women do. Thus, as gender equality increases, sex differences in these values should increase, whereas sex differences in other values should not be affected by increases in gender equality. Studies of 25 representative national samples and of students from 68 countries confirmed the hypotheses except for tradition values. Implications for cross-cultural research on sex differences in values and traits are discussed. (PsycINFO Database Record (c) 2009 APA, all rights reserved).

77 FR 64217 - Blind Americans Equality Day, 2012

Federal Register 2010, 2011, 2012, 2013, 2014

2012-10-18

... opportunities for students to achieve in math and science classes, the Department of Education is promoting... playing field is level, people with disabilities are equally capable of excelling in these economically...

What are the experiences of people with dementia in employment?

PubMed

Chaplin, Ruth; Davidson, Ian

2016-03-01

Statistics show that an increase in the statutory retirement age in the UK will mean that many more people will develop a dementia while still in employment. A review of the literature confirmed that there are no existing studies in the UK which examine this issue in any detail. The aim of this study was to investigate the experiences of people who develop a dementia while still in employment and to understand how they make sense of these experiences; therefore a qualitative explorative inquiry based on an Interpretive Phenomenological Analysis methodology was used. Interviews with five people who had developed a dementia while still in employment were carried out, with ages ranging from 58 to 74 years. Interview transcripts were analysed and four super-ordinate themes were identified: the realization that something is wrong; managing the situation in the workplace; trying to make sense of change; and coming to terms with retirement or unemployment. The results showed that people who develop a dementia while still in employment do not always receive the 'reasonable adjustments' in the workplace to which they are entitled under the Equality Act (2010). Some of the participants felt that they were poorly treated by their workplace and described some distressing experiences. The study highlights the need for more effective specialized advice and support regarding employment issues and more research into the numbers of people in the UK that are affected by this issue. © The Author(s) 2014.

The health safety and health promotion needs of older workers.

PubMed

Crawford, J O; Graveling, R A; Cowie, H A; Dixon, K

2010-05-01

To evaluate current research on the health, safety and health promotion needs of older workers by identifying age-related change, whether older workers need support and evidence of successful intervention in the workplace. Using a systematic review methodology, databases were searched identifying 180 publications. Each publication was reviewed and data were extracted. Evidence was assessed for quality using the three-star system. The review identified that there are a number of age-related physical and psychological changes. However, these changes can be moderated by increased physical activity, intellectual activity and other lifestyle factors. Sensory abilities are also subject to change but some of these can be accommodated via equipment or workplace adjustments. In reviewing accident data, although older workers are at a reduced risk of accidents, they are more at risk of fatal accidents. Ill-health data identify that many chronic diseases can be controlled and adjustments put in place in the work environment. A number of intervention studies were identified but few were of high quality. The research suggests that occupational health intervention can reduce the risk of early retirement from the workplace; health promotion interventions are seen as positive by older workers but it is important to ensure equal access to all workers in such promotions. The review identified that there are still a large number of research gaps including the lack of longitudinal research; no further analysis on fatal accidents or understanding of the high prevalence of musculoskeletal disorders and stress and anxiety in older workers.

Achieving equal pay for comparable worth through arbitration.

PubMed

Wisniewski, S C

1982-01-01

Traditional "women's jobs" often pay relatively low wages because of the effects of institutionalized stereotypes concerning women and their role in the work place. One way of dealing with sex discrimination that results in job segregation is to narrow the existing wage differential between "men's jobs" and "women's jobs." Where the jobs are dissimilar on their face, this narrowing of pay differences involves implementing the concept of "equal pay for jobs of comparable worth." Some time in the future, far-reaching, perhaps even industrywide, reductions in male-female pay differentials may be achieved by pursuing legal remedies based on equal pay for comparable worth. However, as the author demonstrates, immediate, albeit more limited, relief for sex-based pay inequities found in specific work places can be obtained by implementing equal pay for jobs of comparable worth through the collective bargaining and arbitration processes.

The Gender-Equality Paradox in Science, Technology, Engineering, and Mathematics Education.

PubMed

Stoet, Gijsbert; Geary, David C

2018-04-01

The underrepresentation of girls and women in science, technology, engineering, and mathematics (STEM) fields is a continual concern for social scientists and policymakers. Using an international database on adolescent achievement in science, mathematics, and reading ( N = 472,242), we showed that girls performed similarly to or better than boys in science in two of every three countries, and in nearly all countries, more girls appeared capable of college-level STEM study than had enrolled. Paradoxically, the sex differences in the magnitude of relative academic strengths and pursuit of STEM degrees rose with increases in national gender equality. The gap between boys' science achievement and girls' reading achievement relative to their mean academic performance was near universal. These sex differences in academic strengths and attitudes toward science correlated with the STEM graduation gap. A mediation analysis suggested that life-quality pressures in less gender-equal countries promote girls' and women's engagement with STEM subjects.

3 CFR 8699 - Proclamation 8699 of August 25, 2011. Women’s Equality Day, 2011

Code of Federal Regulations, 2012 CFR

2012-01-01

... the achievements of women and recommit ourselves to the goal of gender equality in this country. IN... 25, 2011 Proc. 8699 Women’s Equality Day, 2011By the President of the United States of America A... that women-owned businesses can compete in the marketplace, that women are not discriminated against in...

Equality of Opportunity Reconsidered: Values in Education for Tomorrow. Educational Research in Europe.

ERIC Educational Resources Information Center

Cardinet, Jean; And Others

Some attributes of policies for achieving equality of opportunity are discussed together with their rationales. The significance of inequality and the role of education are brought together to rehearse the crux of the issue and indicate why such importance has been attached to the debates and studies of equality of opportunity. Aspects of the…

Women at Work: The Myth of Equal Opportunity.

ERIC Educational Resources Information Center

Piercy, Day; Krieter, Nancy

The advances women have made in the past decade have created the myth that women have achieved equal opportunity in the job market. In reality, the opposite is true. The current economic status of women demonstrates the need for strict enforcement of equal opportunity laws. Department of Labor data indicate that the wage gap between men and women…

Swedish Schools and Gender Equality in the 1970s

ERIC Educational Resources Information Center

Hedlin, Maria

2013-01-01

In Sweden, as in many countries before Sweden, boys' academic achievements are getting considerable attention as the big gender issue. The Swedish gender equality policy that was put on the agenda in the 1970s is now associated with extreme discussions. This study aims to explore how gender equality was discussed in the 1970s, in connection with…

3 CFR 8653 - Proclamation 8653 of April 11, 2011. National Equal Pay Day, 2011

Code of Federal Regulations, 2012 CFR

2012-01-01

... cents for every dollar a man earns. Even when accounting for factors such as experience, education... and her family lost wages, reduced pensions, and diminished Social Security benefits. Though we have... achieving equal pay for equal work is not just a women's issue—it is a family issue. In today's world, women...

A Model Policy Statement and Guidelines for Implementation: Equal Treatment of Students.

ERIC Educational Resources Information Center

Education Commission of the States, Denver, CO.

This booklet offers a model policy statement that schools shall provide equal educational opportunities to all students regardless of sex. It includes stipulations and guidelines to achieve equal access in all areas of education. The following areas are considered: (1) Course offerings: every course shall be open to all students and schools should…

[Men caretakers of life: Training in gender-sensitive masculinities for the prevention of violence towards women in Medellin].

PubMed

Ariza-Sosa, Gladys Rocío; Gaviria, Silvia L; Geldres-García, Denis A; Vargas-Romero, Rosamarina

2015-01-01

The training strategies targeted at men so as to reflect on the cultural patterns of patriarchy are an alternative in the promotion of human rights, the prevention of violence towards women and the mainstreaming of gender equality in public policies. With a socio-critical pedagogical approach, we conducted a Training Certification Program in gender equality and gender-sensitive masculinities, for a group of 76 male civil servants and civic leaders in the Colombian city of Medellin, for the purpose of questioning their gender socialization in the patriarchal model, directed towards the development and execution of social, educational or communications projects. The projects proposed by the participants criticize the andro-centric, sexist and discriminatory discourses regarding women that circulate in a manner predominant in their academic, workplace and family ambits, with a gender political commitment and respect for diversity. Copyright © 2013 Asociación Colombiana de Psiquiatría. Publicado por Elsevier España. All rights reserved.

[Mobbing and working environment: towards an organizational prevention].

PubMed

Bosco, Maria Giuseppina; Salerno, Silvana

2004-01-01

Psychological violence in the workplaces is increasing and the Italian national health service and trade unions are mostly involved in single cases of diagnosis strategy. To analyse published mobbing cases using a mobbing prevention approach that takes account of the main civil rights violation in mobbing actions. 25 cases were analysed in order to identify the type of mobbing, gender, the professional position and the main civil rights that were violated. Seven main civil rights had been violated in the 25 mobbing cases: health, work, professional skills, equal treatment, legality, diversity, dignity. Men working in unhealthy conditions, mostly due to unhealthy working environments, were forced to leave under the pressure of moral violence. In women, equal treatment and diversity were the main rights that were violated. Co-worker support was absent in all cases. A civil rights assessment to prevent mobbing is considered. Italian legislation, particularly the Civil Code, can be the legislation key for prevention, with the employer responsible for providing a violence-free environment as indicated in European Directive 626/94.

Optimal design of multichannel equalizers for the structural similarity index.

PubMed

Chai, Li; Sheng, Yuxia

2014-12-01

The optimization of multichannel equalizers is studied for the structural similarity (SSIM) criteria. The closed-form formula is provided for the optimal equalizer when the mean of the source is zero. The formula shows that the equalizer with maximal SSIM index is equal to the one with minimal mean square error (MSE) multiplied by a positive real number, which is shown to be equal to the inverse of the achieved SSIM index. The relation of the maximal SSIM index to the minimal MSE is also established for given blurring filters and fixed length equalizers. An algorithm is also presented to compute the suboptimal equalizer for the general sources. Various numerical examples are given to demonstrate the effectiveness of the results.

Linking School and Work: Roles for Standards and Assessment. First Edition.

ERIC Educational Resources Information Center

Resnick, Lauren B., Ed.; Wirt, John G., Ed.

This book contains 12 papers commissioned by the Secretary's Commission for Achieving Necessary Skills (SCANS) to develop the SCANS recommendations concerning the role of standards and assessment in the transition from school to work. "The Changing Workplace" (Lauren B. Resnick, John G. Wirt) offers a summary of the 12 papers.…

A Laboratory Study on the Reliability Estimations of the Mini-CEX

ERIC Educational Resources Information Center

de Lima, Alberto Alves; Conde, Diego; Costabel, Juan; Corso, Juan; Van der Vleuten, Cees

2013-01-01

Reliability estimations of workplace-based assessments with the mini-CEX are typically based on real-life data. Estimations are based on the assumption of local independence: the object of the measurement should not be influenced by the measurement itself and samples should be completely independent. This is difficult to achieve. Furthermore, the…

Graduates' Competence on Employability Skills and Job Performance

ERIC Educational Resources Information Center

Abas, Maripaz C.; Imam, Ombra A.

2016-01-01

One critical measure of success in workplaces is an employee's ability to use competently the knowledge, skills and values that match the needs of his job, satisfy the demands of his employer, and contribute to the overall achievement of institutional goals. An explanatory-correlational research design was used to determine the extent of…

Leadership Best Practices for Female Executives in the Information Technology Industry

ERIC Educational Resources Information Center

Jenkins, Danielle

2017-01-01

Commitment to gender diversity in the workplace is based on the social responsibility of business leaders. Many industries have achieved gender diversity, while others industries still struggle. Specifically, the IT industry has struggled to create a culture of inclusion for women. This study explored the experiences and perceptions of female…

Discovering the Possibilities of Career Counseling in Business and Industry.

ERIC Educational Resources Information Center

McCharen, Belinda

The changing nature of the workplace is increasing recognition of the fact that employee career development is a lifelong process essential to the achievement and maintenance of a high-quality, competitive work force. Offering employees the opportunity to participate in growth and development programs that include career counseling, assessment,…

Older Workers' Learning within Organizations: Issues and Challenges

ERIC Educational Resources Information Center

Findsen, Brian

2015-01-01

As increasing numbers of older adults stay in the workforce or engage in encore careers, they are subjected to diverse issues and challenges. The new dynamics of the workplace in a global market exert pressure on older workers and employers alike in which training and development has a potentially significant function for achieving greater…

Integrated Lesson/Project Plans by and for Columbus Public School Teachers.

ERIC Educational Resources Information Center

Bidwell, Sheri, Ed.

This document contains 34 lesson or project plans written at inservice workshops focusing on integrating workplace skills (i.e. SCANS [Secretary's Commission on Achieving Necessary Skills] and career awareness into the K-12 curriculum in Columbus (Ohio) Public Schools. The lesson and project plans are loosely organized by grade level. Each lesson…

Professional Learning through Everyday Work: How Finance Professionals Self-Regulate Their Learning

ERIC Educational Resources Information Center

Littlejohn, Allison; Milligan, Colin; Fontana, Rosa Pia; Margaryan, Anoush

2016-01-01

Professional learning is a critical component of ongoing improvement and innovation and the adoption of new practices in the workplace. Professional learning is often achieved through learning embedded in everyday work tasks. However, little is known about how professionals self-regulate their learning through regular work activities. This paper…

Informal Workplace Learning among Nurses: Organisational Learning Conditions and Personal Characteristics That Predict Learning Outcomes

ERIC Educational Resources Information Center

Kyndt, Eva; Vermeire, Eva; Cabus, Shana

2016-01-01

Purpose: This paper aims to examine which organisational learning conditions and individual characteristics predict the learning outcomes nurses achieve through informal learning activities. There is specific relevance for the nursing profession because of the rapidly changing healthcare systems. Design/Methodology/Approach: In total, 203 nurses…

3 CFR 8507 - Proclamation 8507 of April 28, 2010. Workers Memorial Day, 2010

Code of Federal Regulations, 2011 CFR

2011-01-01

... and activities in memory of those who have been killed due to unsafe working conditions. IN WITNESS... done, and my Administration is dedicated to renewing our Nation’s commitment to achieve safe working... their memory, we rededicate ourselves to preventing such tragedies, and to securing a safer workplace...

A Curriculum Guide for Achieving Equity in Education and the Workplace.

ERIC Educational Resources Information Center

Vocational Curriculum Resource Center of Maine, Fairfield.

This curriculum guide provides instructional materials that offer suggestions and strategies to change mindsets and remove barriers in order to pave the way for a gender-equitable, technically trained work force. A DACUM (Developing a Curriculum) chart forms the basis for the task performance guides provided for five audiences: students,…

From violence to sex work: agency, escaping violence, and HIV risk among establishment-based female sex workers in Tijuana, Mexico.

PubMed

Choudhury, Shonali M; Anglade, Debbie; Park, Kyuwon

2013-01-01

Violence experienced by female sex workers has been found to affect the HIV risk and quality of life of these women. Research on this topic has dealt with female sex workers and current experiences of violence with partners, clients, and in the workplace. In this study, we used feminist constructivist grounded theory to explore perceptions of violence among establishment-based female sex workers in Tijuana, Mexico. A key concept that emerged from 20 semi-structured in-depth interviews was "escaping violence with a romantic partner by becoming independent through sex work." The women also emphasized the negative impact of violence in the workplace but felt that achieving separation from a violent partner gave them strength to protect their lives and health. Interventions to help these women protect themselves from HIV infection and improve their quality of life should aim to build upon their strengths and the agency they have already achieved. Copyright © 2013 Association of Nurses in AIDS Care. Published by Elsevier Inc. All rights reserved.

Getting to Family-Friendly in Your Department

NASA Astrophysics Data System (ADS)

Pilachowski, Catherine A.

2012-01-01

These days, most academic and research institutions recognize the importance of a family-friendly workplace, and have implemented at least some policies to support a sustainable work-life balance: family and medical leave, parental leave, stopping or extending tenure clocks, modified duty policies, breast feeding policies and lactation rooms, partner hiring programs, childcare programs, eldercare programs, emergency and sick child care programs, dependent care travel funds, etc. But while institutions may offer a menu of policies and free or low-cost services to support families, what's happening in your department? Achieving a supportive workplace culture requires that we dispel some of the myths associated with family-friendly policies, and establish that family-friendly policies not only benefit all employees, but also help the institution be more successful.

Energy Efficiency in Public Buildings through Context-Aware Social Computing.

PubMed

García, Óscar; Alonso, Ricardo S; Prieto, Javier; Corchado, Juan M

2017-04-11

The challenge of promoting behavioral changes in users that leads to energy savings in public buildings has become a complex task requiring the involvement of multiple technologies. Wireless sensor networks have a great potential for the development of tools, such as serious games, that encourage acquiring good energy and healthy habits among users in the workplace. This paper presents the development of a serious game using CAFCLA, a framework that allows for integrating multiple technologies, which provide both context-awareness and social computing. Game development has shown that the data provided by sensor networks encourage users to reduce energy consumption in their workplace and that social interactions and competitiveness allow for accelerating the achievement of good results and behavioral changes that favor energy savings.

Ergonomics support for local initiative in improving safety and health at work: International Labour Organization experiences in industrially developing countries.

PubMed

Kawakami, T; Kogi, K

2005-04-15

Ergonomics has played essential roles in the technical cooperation activities of the International Labour Organization (ILO) in occupational safety and health in industrially developing countries. Ergonomics support focusing on practical day-to-day needs at the grass-root workplace has strengthened the local initiative in improving safety and health. Practical action-tools such as ergonomics checklists, local good example photos and group discussions have assisted workers and employers in identifying feasible solutions using locally available resources. Direct participation of workers and employers has been promoted in ergonomics training aimed at immediate solutions. ILO Guidelines on Occupational Safety and Health Management Systems have played increasingly important roles in the systematic planning of local improvement actions. Policy-level programmes to develop network support mechanisms to the grass-root workplace were essential for following up and sustaining local achievements. Practical ergonomics support tools, such as action checklists and low-cost improvement guides, should be developed and widely applied so as to reach grass-root levels and help local people create safer and healthier workplaces.

Workplace empowerment, collaborative work relationships, and job strain in nurse practitioners.

PubMed

Almost, Joan; Laschinger, Heather K Spence

2002-09-01

To test a theoretical model linking nurse practitioners' (NPs) perceptions of workplace empowerment, collaboration with physicians and managers, and job strain. A predictive, nonexperimental design was used to test a model in a sample of 63 acute care NPs and 54 primary care NPs working in Ontario, Canada. The Conditions of Work Effectiveness Questionnaire, the Collaborative Behaviour Scale--Parts A (physicians) and B (managers), and the Job Content Questionnaire were used to measure the major study variables. The results of this study support the proposition that the extent to which NPs have access to information, support, resources, and opportunities in their work environment has an impact on the extent of collaboration with physicians and managers, and ultimately, the degree of job strain experienced in the work setting. Primary care NPs have significantly higher levels of workplace empowerment, collaboration with managers, and lower levels of job strain than acute care NPs. These findings will benefit NPs and nursing leaders in their efforts to create empowering work environments that enable NPs to provide excellent quality patient care and achieve organizational outcomes.

Looking through the Glass Ceiling: A Qualitative Study of STEM Women’s Career Narratives

PubMed Central

Amon, Mary J.

2017-01-01

Although efforts have been directed toward the advancement of women in science, technology, engineering, and mathematics (STEM) positions, little research has directly examined women’s perspectives and bottom-up strategies for advancing in male-stereotyped disciplines. The present study utilized Photovoice, a Participatory Action Research method, to identify themes that underlie women’s experiences in traditionally male-dominated fields. Photovoice enables participants to convey unique aspects of their experiences via photographs and their in-depth knowledge of a community through personal narrative. Forty-six STEM women graduate students and postdoctoral fellows completed a Photovoice activity in small groups. They presented photographs that described their experiences pursuing leadership positions in STEM fields. Three types of narratives were discovered and classified: career strategies, barriers to achievement, and buffering strategies or methods for managing barriers. Participants described three common types of career strategies and motivational factors, including professional development, collaboration, and social impact. Moreover, the lack of rewards for these workplace activities was seen as limiting professional effectiveness. In terms of barriers to achievement, women indicated they were not recognized as authority figures and often worked to build legitimacy by fostering positive relationships. Women were vigilant to other people’s perspectives, which was costly in terms of time and energy. To manage role expectations, including those related to gender, participants engaged in numerous role transitions throughout their day to accommodate workplace demands. To buffer barriers to achievement, participants found resiliency in feelings of accomplishment and recognition. Social support, particularly from mentors, helped participants cope with negative experiences and to envision their future within the field. Work-life balance also helped participants find meaning in their work and have a sense of control over their lives. Overall, common workplace challenges included a lack of social capital and limited degrees of freedom. Implications for organizational policy and future research are discussed. PMID:28265251

Looking through the Glass Ceiling: A Qualitative Study of STEM Women's Career Narratives.

PubMed

Amon, Mary J

2017-01-01

Although efforts have been directed toward the advancement of women in science, technology, engineering, and mathematics (STEM) positions, little research has directly examined women's perspectives and bottom-up strategies for advancing in male-stereotyped disciplines. The present study utilized Photovoice, a Participatory Action Research method, to identify themes that underlie women's experiences in traditionally male-dominated fields. Photovoice enables participants to convey unique aspects of their experiences via photographs and their in-depth knowledge of a community through personal narrative. Forty-six STEM women graduate students and postdoctoral fellows completed a Photovoice activity in small groups. They presented photographs that described their experiences pursuing leadership positions in STEM fields. Three types of narratives were discovered and classified: career strategies, barriers to achievement, and buffering strategies or methods for managing barriers. Participants described three common types of career strategies and motivational factors, including professional development, collaboration, and social impact. Moreover, the lack of rewards for these workplace activities was seen as limiting professional effectiveness. In terms of barriers to achievement, women indicated they were not recognized as authority figures and often worked to build legitimacy by fostering positive relationships. Women were vigilant to other people's perspectives, which was costly in terms of time and energy. To manage role expectations, including those related to gender, participants engaged in numerous role transitions throughout their day to accommodate workplace demands. To buffer barriers to achievement, participants found resiliency in feelings of accomplishment and recognition. Social support, particularly from mentors, helped participants cope with negative experiences and to envision their future within the field. Work-life balance also helped participants find meaning in their work and have a sense of control over their lives. Overall, common workplace challenges included a lack of social capital and limited degrees of freedom. Implications for organizational policy and future research are discussed.

A parallel-architecture parametric equalizer for air-coupled capacitive ultrasonic transducers.

PubMed

McSweeney, Sean G; Wright, William M D

2012-01-01

Parametric equalization is rarely applied to ultrasonic transducer systems, for which it could be used on either the transmitter or the receiver to achieve a desired response. An optimized equalizer with both bump and cut capabilities would be advantageous for ultrasonic systems in applications in which variations in the transducer performance or the properties of the propagating medium produce a less-than-desirable signal. Compensation for non-ideal transducer response could be achieved using equalization on a device-by-device basis. Additionally, calibration of ultrasonic systems in the field could be obtained by offline optimization of equalization coefficients. In this work, a parametric equalizer for ultrasonic applications has been developed using multiple bi-quadratic filter elements arranged in a novel parallel arrangement to increase the flexibility of the equalization. The equalizer was implemented on a programmable system-on-chip (PSOC) using a small number of parallel 4th-order infinite impulse response switchedcapacitor band-pass filters. Because of the interdependency of the required coefficients for the switched capacitors, particle swarm optimization (PSO) was used to determine the optimum values. The response of a through-transmission system using air-coupled capacitive ultrasonic transducers was then equalized to idealized Hamming function or brick-wall frequencydomain responses. In each case, there was excellent agreement between the equalized signals and the theoretical model, and the fidelity of the time-domain response was maintained. The bandwidth and center frequency response of the system were significantly improved. It was also shown that the equalizer could be used on either the transmitter or the receiver, and the system could compensate for the effects of transmitterreceiver misalignment. © 2012 IEEE

[Fibromyalgia patients' perceptions of the impact of the disease in the workplace].

PubMed

Briones-Vozmediano, Erica; Ronda-Pérez, Elena; Vives-Cases, Carmen

2015-04-01

To explore the perceptions of patients with fibromyalgia (FM) on the problems they experience in the workplace, to discuss how they face and adapt to the limitations imposed by the symptoms of this disease. An exploratory qualitative study conducted in 2009. Associations of patients of FM from Valencia (Spain). Sixteen patients (13 women and 3 men) diagnosed with FM by a rheumatologist, of different ages and occupations, selected from key informants and the snowball technique. Pragmatic sample. Semi-structured interviews until saturation of information when no new information emerged. Qualitative content analysis using the software Atlas.ti-5, to generate and assign codes, forming categories and identifying a latent theme. We identified four categories: difficulties in meeting the work demands, need for social support in the workplace, strategies adopted to continue working, and resistance to leave the employment. A theme which crosscut these categories emerged: FM patientś motivation to continue in the labour market. Addressing the specific needs of patients it is essential in order to helping them to stay in the labour market, according to their capabilities. Awareness programs about the consequences of FM in the workplace are needed to achieve the collaboration of managers, entrepreneurs, occupational health professionals and primary care physicians and nurses. Copyright © 2014 Elsevier España, S.L.U. All rights reserved.

Perception is reality: How patients contribute to poor workplace safety perceptions.

PubMed

McCaughey, Deirdre; McGhan, Gwen; DelliFraine, Jami L; Brannon, S Diane

2011-01-01

Nurses and aides are among the occupational subgroups with the highest injury rates and workdays lost to illness and injury in North America. Many studies have shown that these incidents frequently happen during provision of patient care. Moreover, health care workplaces are a source of numerous safety risks that contribute to worker injuries. These findings identify health care as a high-risk occupation for employee injury or illness. The purpose of this study was to examine the relationships among patient care, employee safety perceptions, and employee stress. Using the National Institute for Occupational Safety and Health Model of Job Stress and Health as a foundation, we developed and tested a conceptual workplace safety climate-stress model that explicates how caring for high-risk patients is a safety stressor that has negative outcomes for health care providers, including poor workplace safety perceptions and increasing stress levels. We introduced the concept of "high-risk patients" and define them as those who put providers at greater risk for injury or illness. Using a nonexperimental survey design, we examined patient types and safety perceptions of health care providers (nurses, aides, and allied health) in an acute care hospital. Health care providers who care for high-risk patients more frequently have poor safety climate perceptions and higher stress levels. Safety climate was found to mediate the relationship between high-risk patients and stress. These findings bring insight into actions health care organizations can pursue to improve health care provider well-being. Recognizing that different patients present different risks and pursuing staffing, training, and equipment to minimize employee risk of injury will help reduce the staggering injury rates experienced by these employees. Moreover, minimizing employee stress over poor workplace safety is achievable through comprehensive workplace safety climate programs that include supervisor, management, and organizational commitment to safety enhancement.

Free-space optics mode-wavelength division multiplexing system using LG modes based on decision feedback equalization

NASA Astrophysics Data System (ADS)

Amphawan, Angela; Ghazi, Alaan; Al-dawoodi, Aras

2017-11-01

A free-space optics mode-wavelength division multiplexing (MWDM) system using Laguerre-Gaussian (LG) modes is designed using decision feedback equalization for controlling mode coupling and combating inter symbol interference so as to increase channel diversity. In this paper, a data rate of 24 Gbps is achieved for a FSO MWDM channel of 2.6 km in length using feedback equalization. Simulation results show significant improvement in eye diagrams and bit-error rates before and after decision feedback equalization.

Enemies of Ethics Equals Environmental Exodus, Part 2.

PubMed

Ramsey, Suzanne

2015-01-01

Bullying and mobbing in the workplace have accelerated at alarming rates around the world in the past decade. Health care workers, nurses, managers, physicians, and owners of organizations, sometimes choose unethical methodology as a means to obtain personal and/or organizational goals. The consequences of these unethical decisions have a profound impact on the victim, bystanders, the organization, as well as the nursing profession. As a result, victims (nurses) often suffer from physiological and psychological distress, posttraumatic stress disorder, suicide, and erosion of professional confidence; patient's quality of care is undermined; nurses exit the profession; and organizations suffer from decreased morale, decline in productivity, financial loss, and a tarnished reputation.

Women swell ranks of working poor.

PubMed

1996-01-01

Despite expanded global female employment (45% of women aged 15-64 years are economically active), women still comprise 70% of the world's 1 billion people living in poverty. Moreover, women's economic activities remain largely confined to low-wage, low-productivity forms of employment. A report by the International Labor Organization (ILO), prepared as a follow-up to the Fourth World Conference on Women and the World Summit for Social Development, identified discrimination in education as a central cause of female poverty and underemployment. Each additional year of schooling is estimated to increase a woman's earnings by 15%, compared to 11% for a man. At the workplace, women face inequalities in terms of hiring and promotion standards, access to training and retraining, access to credit, equal pay for equal work, and participation in economic decision making. In addition, even women in higher-level jobs in developing countries spend 31-42 hours per week in unpaid domestic activities. The ILO has concluded that increasing employment opportunities for women is not a sufficient goal. Required are actions to improve the terms and conditions of such employment, including equal pay for work of equal value, improved occupational safety and health, enhanced security in informal or atypical forms of work, guarantees of freedom of association and the right to organize and bargain collectively, and appropriate maternity protection and child care provisions. Finally, taxation and social welfare policies must be rewritten to accommodate the reality that women are no longer the dependent or secondary earner in families.

A longitudinal interprofessional simulation curriculum for critical care teams: Exploring successes and challenges.

PubMed

Leclair, Laurie W; Dawson, Mary; Howe, Alison; Hale, Sue; Zelman, Eric; Clouser, Ryan; Garrison, Garth; Allen, Gilman

2018-05-01

Interprofessional care teams are the backbone of intensive care units (ICUs) where severity of illness is high and care requires varied skills and experience. Despite this care model, longitudinal educational programmes for such workplace teams rarely include all professions. In this article, we report findings on the initial assessment and evaluation of an ongoing, longitudinal simulation-based curriculum for interprofessional workplace critical care teams. The study had two independent components, quantitative learner assessment and qualitative curricular evaluation. To assess curriculum effectiveness at meeting learning objectives, participant-reported key learning points identified using a self-assessment tool administered immediately following curricular participation were mapped to session learning objectives. To evaluate the curriculum, we conducted a qualitative study using a phenomenology approach involving purposeful sampling of nine curricular participants undergoing recorded semi-structured interviews. Verbatim transcripts were reviewed by two independent readers to derive themes further subdivided into successes and barriers. Learner self-assessment demonstrated that the majority of learners, across all professions, achieved at least one intended learning objective with senior learners more likely to report team-based objectives and junior learners more likely to report knowledge/practice objectives. Successes identified by curricular evaluation included authentic critical care curricular content, safe learning environment, and team comradery from shared experience. Barriers included unfamiliarity with the simulation environment and clinical coverage for curricular participation. This study suggests that a sustainable interprofessional curriculum for workplace ICU critical care teams can achieve the desired educational impact and effectively deliver authentic simulated work experiences if barriers to educational engagement and participation can be overcome.

Description and evaluation of a hearing conservation program in use in a professional symphony orchestra.

PubMed

O'Brien, Ian; Driscoll, Tim; Ackermann, Bronwen

2015-04-01

Professional orchestral musicians risk permanent hearing loss while playing their instruments. Protecting the hearing of these musicians in the workplace is critical to their ongoing ability to play their instruments, but typical workplace hearing conservation measures can have very damaging effects on the product (music) and the musicians' abilities to hear one another sufficiently. To enable effective intervention, orchestras as employers must encourage engagement with hearing protection programs and implement controls while preserving the integrity of the music. To achieve this, typical approaches used in other industries must be redesigned to suit this unique workplace. In response to these challenges, the Queensland Symphony Orchestra (Brisbane, Australia) introduced a comprehensive hearing conservation strategy in 2005 based upon best practice at the time. This strategy-which has been regularly refined-continues to be implemented on a daily basis. This investigation aimed to assess the successes, difficulties, and practical viability of the program. To achieve this a process evaluation was carried out, incorporating archival analyses, player and management focus groups, and an interview with the program's administrator. Results show the program has successfully become integrated into the orchestra's and the musicians' daily operations and significantly contributes to managing the risk of hearing loss in this population. While there is room for improvement in the orchestra's approach-particularly regarding usable personal protective devices and improved education and training, results are encouraging. This study provides a basis for those wishing to implement or evaluate similar paradigms. © The Author 2014. Published by Oxford University Press on behalf of the British Occupational Hygiene Society.

Race as a predictor of job satisfaction and turnover in US nurses.

PubMed

Doede, Megan

2017-04-01

The purpose of this analysis is to determine US minority nurses' job satisfaction and turnover using three outcome variables: job dissatisfaction; change of jobs; and intent to quit. A balanced nursing workforce is essential for supporting a racially diverse nation. Understanding minority nurses' job satisfaction is the first step in achieving this balance. A secondary data analysis was conducted using the 2008 National Sample Survey of Registered Nurses. The association between race and job satisfaction was examined using logistic regression. Black nurses were more likely to intend to quit than white ones (OR = 1.46, 95% CI = 1.31-1.64), as were Hispanics (OR = 1.35, 95% CI = 1.18-1.55). Asians were less dissatisfied (OR = 0.69, 95% CI = 0.57-0.84), and less likely to have changed jobs (OR = 0.71, 95% CI = 0.60-85) or intend to quit (OR = 0.84, 95% CI = 0.75-0.95) than white nurses. This analysis demonstrated that black and Hispanic nurses are more likely to intend to quit, even while controlling for dissatisfaction. The reasons for this, and the increased job satisfaction demonstrated by Asian nurses, are directions for future research. Nurse managers should endeavour to create a workplace free of discrimination. Efforts to increase the job satisfaction of all nurses are of equal importance. © 2017 John Wiley & Sons Ltd.

The hand that rocks the cradle should also rock the boat.

PubMed

Walker, B

1996-10-01

The Gender and Development Unit (GADU) was established in 1985 at Oxfam. The unit challenged previous development assumptions; gender analysis required recognition of inequalities based on class, caste, age, and education, as well as on gender. Personal attitudes and professional actions were scrutinized, views on how to achieve gender equity differed, and accusations of cultural imperialism were made. Currently, the organization has a gender policy that is implemented by managers; the "feminist thought police" are gone. Consolidation should occur under a new team. However, questions remain concerning organizational culture; gender roles and relations are culturally determined and culture-specific. There is great diversity in this regard within Oxfam. Some field offices have "family-friendly" policies and procedures, but the "glass ceiling," albeit higher, still exists for women. The ability to read, write, and respond quickly are valued by the work culture, and there is little time to reflect. Discursive expression is unwelcome in the presence of information overload. Both men and women are now making childcare arrangements, and one of the first items on the agenda of the GADU was a workplace nursery. Its establishment came about from "corporate management recognizing the need to look at process as well as product, and from field offices shaping their work cultures to their values." The struggle for gender equality has only changed its form.

Achieving equal opportunity in NASA: An assessment of needs and recommendations for action

NASA Technical Reports Server (NTRS)

1976-01-01

Measures designed by NASA to improve its equal opportunity program are reported. Attempts made to increase the ratios and level of placement of women and minority men in the work force were emphasized, upward mobility for those employees already in the work force was also studied. Ways for improving the track record for NASA's equal opportunity profile are recommended.

Affirmative Action: Equal Opportunity for Women in Library Management

ERIC Educational Resources Information Center

DeFichy, Wendy

1973-01-01

Women can achieve equal opportunity in library management through Affirmative Action Committees. Several steps are suggested: the determination of present status; assessment of library policies affecting hiring, parental leave and promotion; some strategies to attain managerial positions. (21 references) (Author)

State-Level Progress in Reducing the Black–White Infant Mortality Gap, United States, 1999–2013

PubMed Central

Goldfarb, Samantha Sittig; Wells, Brittny A.; Beitsch, Leslie; Levine, Robert S.; Rust, George

2017-01-01

Objectives. To assess state-level progress on eliminating racial disparities in infant mortality. Methods. Using linked infant birth–death files from 1999 to 2013, we calculated state-level 3-year rolling average infant mortality rates (IMRs) and Black–White IMR ratios. We also calculated percentage improvement and a projected year for achieving equality if current trend lines are sustained. Results. We found substantial state-level variation in Black IMRs (range = 6.6–13.8) and Black–White rate ratios (1.5–2.7), and also in percentage relative improvement in IMR (range = 2.7% to 36.5% improvement) and in Black–White rate ratios (from 11.7% relative worsening to 24.0% improvement). Thirteen states achieved statistically significant reductions in Black–White IMR disparities. Eliminating the Black–White IMR gap would have saved 64 876 babies during these 15 years. Eighteen states would achieve IMR racial equality by the year 2050 if current trends are sustained. Conclusions. States are achieving varying levels of progress in reducing Black infant mortality and Black–White IMR disparities. Public Health Implications. Racial equality in infant survival is achievable, but will require shifting our focus to determinants of progress and strategies for success. PMID:28323476

Girls' Workplace Destinations in a Changed Social Landscape: Girls and Their Mothers Talk

ERIC Educational Resources Information Center

Walshaw, Margaret

2006-01-01

Changes in participation and achievement patterns mark a turning point for girls in schooling and place female empowerment squarely in the public domain. Using data from a longitudinal study of girls, this paper looks at female empowerment by exploring the relationship between the production of female subjectivity and the processes operating in…

How Identification Facilitates Effective Learning: The Evaluation of Generic versus Localized Professionalization Training

ERIC Educational Resources Information Center

Bjerregaard, Kirstien; Haslam, S. Alexander; Morton, Thomas

2016-01-01

Worldwide, organizations are keen to ensure that they achieve a performance return from the large investment they make in employee training. This study examines the way in which workgroup identification facilitates trainees' motivation to transfer learning into workplace performance. A 2 × 2 longitudinal study evaluated the effects of a new…

Teacher Attitudes toward the Consequences of Pay for Performance Incentives

ERIC Educational Resources Information Center

Winkler, Harry Dale

2010-01-01

Research indicates that teachers play a very important role in the academic achievement of students (Sanders & Rivers, 2002). One study states, "The quality of teaching has been shown to relate directly to students' ability to succeed in school, the workplace, and in life" (Koppich, 2008). Even though a low number of studies have found a small…

Online, Blended and Technology-Enhanced Learning: Tools to Facilitate Community College Student Success in the Digitally-Driven Workplace

ERIC Educational Resources Information Center

Levy, Dawn

2017-01-01

Community colleges have embraced distance education as a means to provide increased flexibility and access to their large numbers of non-traditional students. Retention rates and student achievement measures alone may not reflect all of the benefits and opportunities that online learning, blended or hybrid learning, and technology enhanced…

Post-Graduation Economic Status of Master's Degree Recipients: A Study of Earnings and Student Debt

ERIC Educational Resources Information Center

Donhardt, Gary L.

2004-01-01

This study examined the employment activity of master's graduates and the student debt they carry into the workplace over the early years following graduation. State unemployment insurance records were merged with student data files to determine the relationship between academic achievement, financial success, and debt burden of these graduates.…

Peer Collaboration: A Model to Support Counsellor Self-Care

ERIC Educational Resources Information Center

Barlow, Constance A.; Phelan, Anne M.

2007-01-01

In the context of a larger case study on how continuous learning in the workplace could be achieved through the implementation of peer collaboration, the process of how counsellors engaged in self-care within a large health care organization became clearer. This article is based on data derived from a qualitative analysis of nine transcribed…

Capital Area Education and Careers Partnership School-to-Career Grant: An Assessment of Year Three Activities.

ERIC Educational Resources Information Center

O'Shea, Dan

Based on interviews and document analysis, an evaluation of Year 3 of the Capital Area Education and Careers Partnership (CAECP) assessed its initiatives to help youth and young adults advance their educational and workplace achievements in pursuit of satisfying, productive careers. CAECP improved school-based learning activity objectives by…

Individual Contributory Factors in Teacher Stress: The Role of Achievement Striving and Occupational Commitment

ERIC Educational Resources Information Center

Jepson, Emma; Forrest, Sarah

2006-01-01

Workplace stress and its impact upon retention levels are becoming an increasing concern within the teaching profession (Brown, Davis, & Johnson, 2002; Jarvis, 2002). Research has largely focused upon the effects of environmental factors, whilst noting that it is the interplay between the individual and the environment which may hold the key to…

Investigating the Influence of the Open Court Language Arts Curriculum on Standardized Test Scores

ERIC Educational Resources Information Center

Eastman, Denise Nicole

2012-01-01

Language Arts is one of the most important subjects for students to learn. Encompassing reading, writing, and comprehension, skills learned through Language Arts instruction influence student ability to reach levels of academic achievement in all subjects. Additionally, Language Arts skills reach far past the classroom and into the workplace. In…

The Impact of Work-Integrated Learning Experiences on Attaining Graduate Attributes for Exercise and Sports Science Students

ERIC Educational Resources Information Center

Hall, Melinda; Pascoe, Deborah; Charity, Megan

2017-01-01

Exercise and Sports Science (E&SS) programs at Federation University Australia provide work-integrated learning (WIL) opportunities for students to develop, apply and consolidate theoretical knowledge in the workplace. This study aimed to determine the influence of WIL experiences on achieving common graduate attributes for E&SS students.…

Behind the Pay Gap

ERIC Educational Resources Information Center

Dey, Judy Goldberg; Hill, Catherine

2007-01-01

Women have made remarkable gains in education during the past three decades, yet these achievements have resulted in only modest improvements in pay equity. The gender pay gap has become a fixture of the U.S. workplace and is so ubiquitous that many simply view it as normal. "Behind the Pay Gap" examines the gender pay gap for college graduates.…

Improving Your Organisation's Workplace Learning. Consortium Research Program

ERIC Educational Resources Information Center

National Centre for Vocational Education Research (NCVER), 2008

2008-01-01

Many organisations, including VET providers, are looking to find ways to achieve competitive advantage through the people they employ. Creating this advantage has a number of facets and most of these depend on training and developing people, and their ability to learn. The VET sector also faces significant changes in the ways it does business.…

A Common Methodology: Using Cluster Analysis to Identify Organizational Culture across Two Workforce Datasets

ERIC Educational Resources Information Center

Munn, Sunny L.

2016-01-01

Organizational structures are comprised of an organizational culture created by the beliefs, values, traditions, policies and processes carried out by the organization. The work-life system in which individuals use work-life initiatives to achieve a work-life balance can be influenced by the type of organizational culture within one's workplace,…

Gender Differences in Beliefs on the Returns to Effort: Evidence from the World Values Survey

ERIC Educational Resources Information Center

Fisman, Raymond; O'Neill, Maura

2009-01-01

We study gender differences in attitudes in the role of luck versus hard work in achieving success using data from the World Values Survey. Women are consistently more likely to report that success is a matter of luck. We consider several potential explanations: workplace discrimination, religion, household responsibilities, and political…

Formulating Employability Skills for Graduates of Public Health Study Program

ERIC Educational Resources Information Center

Qomariyah, Nurul; Savitri, Titi; Hadianto, Tridjoko; Claramita, Mora

2016-01-01

Employability skills (ES) are important for effective and successful individual participation in the workplace. The main aims of the research were to identify important ES needed by graduates of Public Health Study Program Universitas Ahmad Dahlan (PHSP UAD) and to assess the achievement of the ES development that has been carried out by PHSP UAD.…

Critical Soft Skills to Achieve Success in the Workplace

ERIC Educational Resources Information Center

Meeks, Gloria Amparo

2017-01-01

The focus of this study was a problem identified by human resources directors and managers in a medium sized community in the southeast of the United States. The problem was that some college graduates are not equipped with the necessary soft skills to be successful in the workforce. Executive directors and human resources managers brought this…

Beyond Academics: A Holistic Framework for Enhancing Education and Workplace Success. ACT Research Report Series. 2015 (4)

ERIC Educational Resources Information Center

Camara, Wayne, Ed.; O'Connor, Ryan, Ed.; Mattern, Krista, Ed.; Hanson, Mary Ann, Ed.

2015-01-01

Colleges have long recognized the importance of multiple domains. Admissions officers look to high school grades as indicators of persistence and achievement; student statements and letters of recommendation as indicators of character, behavior, and adaptability; the rigor of courses completed in high school as evidence of effort, motivation, and…

Implementation and adherence issues in a workplace treadmill desk intervention.

PubMed

Tudor-Locke, Catrine; Hendrick, Chelsea A; Duet, Megan T; Swift, Damon L; Schuna, John M; Martin, Corby K; Johnson, William D; Church, Timothy S

2014-10-01

We report experiences, observations, and general lessons learned, specifically with regards to participant recruitment and adherence, while implementing a 6-month randomized controlled treadmill desk intervention (the WorkStation Pilot Study) in a real-world office-based health insurance workplace. Despite support from the company's upper administration, relatively few employees responded to the company-generated e-mail to participate in the study. Ultimately only 41 overweight/obese participants were deemed eligible and enrolled from a recruitment pool of 728 workers. Participants allocated to the Treadmill Desk Group found the treadmill desk difficult to use for 45 min twice a day as scheduled. Overall attendance averaged 45%-50% of all possible scheduled sessions. The most frequently reported reasons for missing sessions included work conflict (35%), out of office (30%), and illness/injury/drop-out (20%). Although focus groups indicated consistently positive comments about treadmill desks, an apparent challenge was fitting a rigid schedule of shared use to an equally rigid and demanding work schedule punctuated with numerous tasks and obligations that could not easily be interrupted. Regardless, we documented that sedentary office workers average ∼43 min of light-intensity (∼2 METs) treadmill walking daily in response to a scheduled, facilitated, and shared access workplace intervention. Workstation alternatives that combine computer-based work with light-intensity physical activity are a potential solution to health problems associated with excessive sedentary behavior; however, there are numerous administrative, capital, and human resource challenges confronting employers considering providing treadmill desks to workers in a cost-effective and equitable manner.

Barriers to Career Flexibility in Academic Medicine: A Qualitative Analysis of Reasons for the Underutilization of Family-Friendly Policies, and Implications for Institutional Change and Department Chair Leadership.

PubMed

Shauman, Kimberlee; Howell, Lydia P; Paterniti, Debora A; Beckett, Laurel A; Villablanca, Amparo C

2018-02-01

Academic medical and biomedical professionals need workplace flexibility to manage the demands of work and family roles and meet their commitments to both, but often fail to use the very programs and benefits that provide flexibility. This study investigated the reasons for faculty underutilization of work-life programs. As part of a National Institutes of Health-funded study, in 2010 the authors investigated attitudes of clinical and/or research biomedical faculty at the University of California, Davis, toward work-life policies, and the rationale behind their individual decisions regarding use of flexibility policies. The analysis used verbatim responses from 213 of 472 faculty (448 unstructured comments) to a series of open-ended survey questions. Questions elicited faculty members' self-reports of policy use, attitudes, and evaluations of the policies, and their perceptions of barriers that limited full benefit utilization. Data were coded and analyzed using a grounded theory approach. Faculty described how their utilization of workplace flexibility benefits was inhibited by organizational influences: the absence of reliable information about program eligibility and benefits, workplace norms and cultures that stigmatized program participation, influence of uninformed/unsupportive department heads, and concerns about how participation might burden coworkers, damage collegial relationships, or adversely affect workflow and grant funding. Understanding underuse of work-life programs is essential to maximize employee productivity and satisfaction, minimize turnover, and provide equal opportunities for career advancement to all faculty. The findings are discussed in relation to specific policy recommendations, implications for institutional change, and department chair leadership.

Doses from radon 222 irradiation for workers of the granite mining industry.

PubMed

Сrygorieva, L; Tomilin, Yu

2017-12-01

determining the integral value of annual effective dose from 222Rn for workers of the granite mining industry and assessment for the expected life effective dose from 222Rn. Materials were the results of measurements of external exposure dose of radiation measurements equiv alent equilibrium volume activity of 222Rn in workrooms and workplaces of major groups of granite quarry workers Mykolaiv region, studies EROA 222Rn air premises of these workers, research content 222Rn in drinking water. Granite quarry workers receive double radiation exposure of 222Rn due to exposure in the workplace and at home. The load in the workplace due to inhalation of 222Rn the air was (2.1 ± 0.2) mSv / year (vari ation 0.9-5.9) in a residential area - (4,1 ± 0,2) mSv/year (variation 1.8-5.9). The total annual effective dose from internal exposure from air flow and working premises and drinking water was on average (6,5 ± 0,2) mSv/year, equal to a maximum value of 20 mSv/year. The expected life for the chronic exposure dose of technological naturally occurring radioactive sources for people who work in the granite quarries and, while living in high risk from radon is in the range of 0.16-1.12 Sv. The research results indicate that in assessing the effects associated with exposure due to radon 222 contingents persons such surveys must take into account all sources of this radionuclide dose. L. Сrygorieva, Yu. Tomilin.

Impact of an intervention on the availability and consumption of fruits and vegetables in the workplace.

PubMed

Bandoni, Daniel Henrique; Sarno, Flávio; Jaime, Patricia Constante

2011-06-01

To evaluate the impact of an educational and environmental intervention on the availability and consumption of fruits and vegetables in workplace cafeterias. This was a randomized intervention study involving a sample of companies that were divided into intervention and control groups. The intervention, which focused on change in the work environment, was based on an ecological model for health promotion. It involved several different aspects including menu planning, food presentation and motivational strategies to encourage the consumption of fruits and vegetables. The impact of the intervention was measured by changes (between baseline and follow-up) in the availability of fruits and vegetables that were eaten per consumer in meals and the consumption of fruits and vegetables in the workplace by workers. We also evaluated the availability of energy, macronutrients and fibre. Companies of São Paulo, Brazil. Twenty-nine companies and 2510 workers. After the intervention we found an average increase in the availability of fruits and vegetables of 49 g in the intervention group, an increase of approximately 15 %, whereas the results for the control group remained practically equal to baseline levels. During the follow-up period, the intervention group also showed reduced total fat and an increase in fibre in the meals offered. The results showed a slight but still positive increase in the workers' consumption of fruits and vegetables (about 11 g) in the meals offered by the companies. Interventions focused on the work environment can be effective in promoting the consumption of healthy foods.

Developing standards for an integrated approach to workplace facilitation for interprofessional teams in health and social care contexts: a Delphi study.

PubMed

Martin, Anne; Manley, Kim

2018-01-01

Integration of health and social care forms part of health and social care policy in many countries worldwide in response to changing health and social care needs. The World Health Organization's appeal for systems to manage the global epidemiologic transition advocates for provision of care that crosses boundaries between primary, community, hospital, and social care. However, the focus on structural and process changes has not yielded the full benefit of expected advances in care delivery. Facilitating practice in the workplace is a widely recognised cornerstone for developments in the delivery of health and social care as collaborative and inclusive relationships enable frontline staff to develop effective workplace cultures that influence whether transformational change is achieved and maintained. Workplace facilitation embraces a number of different purposes which may not independently lead to better quality of care or improved patient outcomes. Holistic workplace facilitation of learning, development, and improvement supports the integration remit across health and social care systems and avoids duplication of effort and waste of valuable resources. To date, no standards to guide the quality and effectiveness of integrated facilitation have been published. This study aimed to identify key elements constitute standards for an integrated approach to facilitating work-based learning, development, improvement, inquiry, knowledge translation, and innovation in health and social care contexts using a three rounds Delphi survey of facilitation experts from 10 countries. Consensus about priority elements was determined in the final round, following an iteration process that involved modifications to validate content. The findings helped to identify key qualities and skills facilitators need to support interprofessional teams to flourish and optimise performance. Further research could evaluate the impact of skilled integrated facilitation on health and social care outcomes and the well-being of frontline interprofessional teams.

Assessment of occupational health and safety hazard exposures among working college students.

PubMed

Balanay, Jo Anne G; Adesina, Adepeju; Kearney, Gregory D; Richards, Stephanie L

2014-01-01

Adolescents and young adults have higher injury rates than their adult counterparts in similar jobs. This study used the working college student population to assess health and safety hazards in the workplace, characterize related occupational diseases and injuries, and describe worker health/safety activities provided by employers. College students (≥17 years old) were assessed via online surveys about work history, workplace exposure to hazards, occupational diseases/injuries, and workplace health/safety activities. Approximately half (51%) of participants (n = 1,147) were currently employed at the time of the survey or had been employed while enrolled in college. Restaurants (other than fast food) were the most frequently reported work setting. The most reported workplace hazards included noise exposure and contact with hot liquids/surfaces. Twenty percent of working students experienced injury at work; some injuries were severe enough to limit students' normal activities for >3 days (30%) or require medical attention (44%). Men had significantly higher prevalence of injuries (P = 0.05) and near-misses (P < 0.01) at work than women. Injury occurrence was associated with near-misses (AOR = 5.08, P < 0.01) and co-worker injuries (AOR = 3.19, P < 0.01) after gender and age adjustments. Most (77%) received worker safety training and half were given personal protective equipment (PPE) by their employers. Risk reduction from workplace injuries and illnesses among working college students may be achieved by implementing occupational health and safety (OHS) strategies including incorporation of OHS in the college curriculum, promotion of OHS by university/college student health services, and improving awareness of OHS online resources among college students, employers, and educators. © 2013 Wiley Periodicals, Inc.

Design principles for data- and change-oriented organisational analysis in workplace health promotion.

PubMed

Inauen, A; Jenny, G J; Bauer, G F

2012-06-01

This article focuses on organizational analysis in workplace health promotion (WHP) projects. It shows how this analysis can be designed such that it provides rational data relevant to the further context-specific and goal-oriented planning of WHP and equally supports individual and organizational change processes implied by WHP. Design principles for organizational analysis were developed on the basis of a narrative review of the guiding principles of WHP interventions and organizational change as well as the scientific principles of data collection. Further, the practical experience of WHP consultants who routinely conduct organizational analysis was considered. This resulted in a framework with data-oriented and change-oriented design principles, addressing the following elements of organizational analysis in WHP: planning the overall procedure, data content, data-collection methods and information processing. Overall, the data-oriented design principles aim to produce valid, reliable and representative data, whereas the change-oriented design principles aim to promote motivation, coherence and a capacity for self-analysis. We expect that the simultaneous consideration of data- and change-oriented design principles for organizational analysis will strongly support the WHP process. We finally illustrate the applicability of the design principles to health promotion within a WHP case study.

Values under seige in Mexico: strategies for sheltering traditional values from change.

PubMed

Hubbell, L J

1993-01-01

The adverse economic conditions of inflation and falling oil prices over the late 1970s and 1980s in Mexico forced many middle-class married women out of the home and into the workplace in order to help the family maintain its socioeconomic standing. Although this phenomenon ran directly against the traditional Mexican cultural construction of gender and family, many Uruapan middle-class couples had no alternative and rationalized the change by concealing, reinterpreting, or not directly challenging traditional values. Sections discuss the dilemma of middle-class families, Mexican middle-class adaptation to wives' employment, strategies for existing change in values, and the open acceptance of changed values. The author's comments and conclusions are based largely upon interviews with 16 married women of the period. It is concluded that even though the middle class resists them, changes have taken place over the past 20 years in the acceptance of married women in the workplace, the sharing of domestic work, fertility control, and equality between spouses in family decision making. It remains to be seen, however, whether these women will stop working and return to their formerly exclusive roles of wives and mothers if and when economic conditions improve in Mexico.

Workplace discrimination and missing limbs: the national EEOC ADA research project.

PubMed

West, Steven L; McMahon, Brian T; Monasterio, Eugenio; Belongia, Lisa; Kramer, Kelley

2005-01-01

Using the Integrated Mission System of the Equal Employment Opportunity Commission, the employment discrimination experience of Americans with missing limbs is documented. Researchers compare and contrast the key dimensions of workplace discrimination involving Americans with missing limbs and persons with back and other non-paralytic orthopedic impairments. Specifically, the researchers examine demographic characteristics of the charging parties; the industry designation, location, and size of employers against whom complaints are filed; the nature of discrimination (i.e., type of adverse action) alleged to occur; and the legal outcome or resolution of these complaints. Findings indicate that persons with missing limbs were more likely to encounter discrimination if they were male, under 20 or over 65 years of age, and White or Native American. They were also more likely to encounter more frequent discrimination when they worked for employers in the Southern United States, those with 200 or fewer employers, or whose industry designation involved manufacturing, construction, or transportation. Finally, the nature of job discrimination experienced by Americans with missing limbs is more likely to involve hiring, promotion, or job training than other issues. Implications for policy and advocacy are addressed.

Energy Efficiency in Public Buildings through Context-Aware Social Computing

PubMed Central

García, Óscar; Alonso, Ricardo S.; Prieto, Javier; Corchado, Juan M.

2017-01-01

The challenge of promoting behavioral changes in users that leads to energy savings in public buildings has become a complex task requiring the involvement of multiple technologies. Wireless sensor networks have a great potential for the development of tools, such as serious games, that encourage acquiring good energy and healthy habits among users in the workplace. This paper presents the development of a serious game using CAFCLA, a framework that allows for integrating multiple technologies, which provide both context-awareness and social computing. Game development has shown that the data provided by sensor networks encourage users to reduce energy consumption in their workplace and that social interactions and competitiveness allow for accelerating the achievement of good results and behavioral changes that favor energy savings. PMID:28398237

Moving beyond gender: processes that create relationship equality.

PubMed

Knudson-Martin, Carmen; Mahoney, Anne Rankin

2005-04-01

Equality is related to relationship success, yet few couples achieve it. In this qualitative study, we examine how couples with children in two time cohorts (1982 and 2001) moved toward equality. The analysis identifies three types of couples: Postgender, gender legacy, and traditional. Movement toward equality is facilitated by: (a) Stimulus for change, including awareness of gender, commitment to family and work, and situational pressures; and (b) patterns that promote change, including active negotiation, challenges to gender entitlement, development of new competencies, and mutual attention to relationship and family tasks. Implications for practice are discussed.

Independent component analysis based channel equalization for 6 × 6 MIMO-OFDM transmission over few-mode fiber.

PubMed

He, Zhixue; Li, Xiang; Luo, Ming; Hu, Rong; Li, Cai; Qiu, Ying; Fu, Songnian; Yang, Qi; Yu, Shaohua

2016-05-02

We propose and experimentally demonstrate two independent component analysis (ICA) based channel equalizers (CEs) for 6 × 6 MIMO-OFDM transmission over few-mode fiber. Compared with the conventional channel equalizer based on training symbols (TSs-CE), the proposed two ICA-based channel equalizers (ICA-CE-I and ICA-CE-II) can achieve comparable performances, while requiring much less training symbols. Consequently, the overheads for channel equalization can be substantially reduced from 13.7% to 0.4% and 2.6%, respectively. Meanwhile, we also experimentally investigate the convergence speed of the proposed ICA-based CEs.

The Impact of Internet Virtual Physics Laboratory Instruction on the Achievement in Physics, Science Process Skills and Computer Attitudes of 10th-Grade Students

NASA Astrophysics Data System (ADS)

Yang, Kun-Yuan; Heh, Jia-Sheng

2007-10-01

The purpose of this study was to investigate and compare the impact of Internet Virtual Physics Laboratory (IVPL) instruction with traditional laboratory instruction in physics academic achievement, performance of science process skills, and computer attitudes of tenth grade students. One-hundred and fifty students from four classes at one private senior high school in Taoyuan Country, Taiwan, R.O.C. were sampled. All four classes contained 75 students who were equally divided into an experimental group and a control group. The pre-test results indicated that the students' entry-level physics academic achievement, science process skills, and computer attitudes were equal for both groups. On the post-test, the experimental group achieved significantly higher mean scores in physics academic achievement and science process skills. There was no significant difference in computer attitudes between the groups. We concluded that the IVPL had potential to help tenth graders improve their physics academic achievement and science process skills.

13 CFR 125.3 - Subcontracting assistance.

Code of Federal Regulations, 2013 CFR

2013-01-01

..., and SF-295, Summary Subcontract Report; or entering the same information into an electronic database... to achieve its goal in one socio-economic category, it over-achieved its goal by an equal or greater...

13 CFR 125.3 - Subcontracting assistance.

Code of Federal Regulations, 2012 CFR

2012-01-01

..., and SF-295, Summary Subcontract Report; or entering the same information into an electronic database... to achieve its goal in one socio-economic category, it over-achieved its goal by an equal or greater...

Interdependence and Integration Learning in Student Project Teams: Do Team Project Assignments Achieve What We Want Them to?

ERIC Educational Resources Information Center

Skilton, Paul F.; Forsyth, David; White, Otis J.

2008-01-01

Building from research on learning in workplace project teams, the authors work forward from the idea that the principal condition enabling integration learning in student team projects is project complexity. Recognizing the challenges of developing and running complex student projects, the authors extend theory to propose that the experience of…

The Role of Labor-Management Committees in Safeguarding Worker Safety and Health.

ERIC Educational Resources Information Center

Ruttenberg, Ruth

There are thousands of labor-management committees for occupational safety and health in the United States. Most were established or activated after passage of the Occupational Safety and Health Act of 1970. Such committees can be an important tool when used as part of a comprehensive effort to achieve safety and health in the workplace. In the…

How Does the United States Stack Up? International Comparisons of Academic Achievement. Fact Sheet

ERIC Educational Resources Information Center

Alliance for Excellent Education, 2014

2014-01-01

Over the past thirty years, the modern workplace has changed radically, and the demands on those making the transition from the classroom to the workforce continue to rise. Students from Baltimore and Boston no longer compete against each other for jobs; instead, their rivals are well-educated students from Sydney and Singapore. But as…

Redesigning High Schools to Prepare Students for the Future. Education Policy Briefs. Volume 2, Number 6, Winter 2004

ERIC Educational Resources Information Center

Plucker, Jonathan A.; Zapf, Jason S.; Spradlin, Terry E.

2004-01-01

To be successful in the workforce or in postsecondary education, high school graduates must have achieved competency in the areas of reading, writing, mathematics, and science. Yet, many students leave high school without competency in these areas, putting them at a significant disadvantage both in the workplace and in postsecondary education…

Using a Collaborative Process to Develop Goals and Self-Management Interventions to Support Young Adults with Disabilities at Work

ERIC Educational Resources Information Center

Nittrouer, Christine L.; Shogren, Karrie A.; Pickens, Julie L.

2016-01-01

Purpose: This study examined the impact of using a collaborative process with person-centered teams and a functional assessment of problems in the workplace to design individualized goals and self-management interventions to support young adults with disabilities. These young adults had achieved employment through a customized employment process…

Marathon Month Promotes Healthful Lifestyles for Extension Employees

ERIC Educational Resources Information Center

Donaldson, Joseph L.; Bell, Beth A.; Toman, John J.; Hastings, Shirley

2016-01-01

This article describes Marathon Month, a workplace wellness program for Extension employees. The program promoted physical activity by challenging employees to walk or run the length of a marathon (26.2 mi) or half marathon (13.1 mi) over the course of 1 month. Of the 317 participants, 90% achieved a self-set goal of completing a full or half…

The Integration of Mathematics in Middle School Science: Student and Teacher Impacts Related to Science Achievement and Attitudes towards Integration

ERIC Educational Resources Information Center

McHugh, Luisa

2016-01-01

Contemporary research has suggested that in order for students to compete globally in the 21st century workplace, pedagogy must shift to include the integration of science and mathematics, where teachers effectively incorporate the two disciplines seamlessly. Mathematics facilitates a deeper understanding of science concepts and has been linked to…

Human ergology that promotes participatory approach to improving safety, health and working conditions at grassroots workplaces: achievements and actions.

PubMed

Kawakami, Tsuyoshi

2011-12-01

Participatory approaches are increasingly applied to improve safety, health and working conditions of grassroots workplaces in Asia. The core concepts and methods in human ergology research such as promoting real work life studies, relying on positive efforts of local people (daily life-technology), promoting active participation of local people to identify practical solutions, and learning from local human networks to reach grassroots workplaces, have provided useful viewpoints to devise such participatory training programmes. This study was aimed to study and analyze how human ergology approaches were applied in the actual development and application of three typical participatory training programmes: WISH (Work Improvement for Safe Home) with home workers in Cambodia, WISCON (Work Improvement in Small Construction Sites) with construction workers in Thailand, and WARM (Work Adjustment for Recycling and Managing Waste) with waste collectors in Fiji. The results revealed that all the three programmes, in the course of their developments, commonly applied direct observation methods of the work of target workers before devising the training programmes, learned from existing local good examples and efforts, and emphasized local human networks for cooperation. These methods and approaches were repeatedly applied in grassroots workplaces by taking advantage of their the sustainability and impacts. It was concluded that human ergology approaches largely contributed to the developments and expansion of participatory training programmes and could continue to support the self-help initiatives of local people for promoting human-centred work.

Practical ways to facilitate ergonomics improvements in occupational health practice.

PubMed

Kogi, Kazutaka

2012-12-01

Recent advances in participatory programs for improving workplace conditions are discussed to examine practical ways to facilitate ergonomics improvements. Participatory training programs are gaining importance, particularly in promoting occupational health and safety in small-scale workplaces. These programs have led to many improvements that can reduce work-related risks in varied situations. Recent experiences in participatory action-oriented training programs in small workplaces and agriculture are reviewed.The emphasis of the review is on training steps, types of improvements achieved, and the use of action tools by trainers and training participants. Immediate improvements in multiple technical areas are targeted, including materials handling,workstation design, physical environment, welfare facilities, and work organization. In facilitating ergonomics improvements in each local situation, it is important to focus on (a) building on local good practices; (b) applying practical, simple improvements that apply the basic principles of ergonomics; and (c) developing action-oriented toolkits for direct use by workers and managers. This facilitation process is effective when locally designed action toolkits are used by trainers, including local good examples, action checklists, and illustrated how-to guides. Intervention studies demonstrate the effectiveness of participatory steps that use these toolkits in promoting good practices and reducing work-related risks. In facilitating ergonomics improvements in small-scale workplaces, it is important to focus on practical, low-cost improvements that build on local good practices. The use of action-oriented toolkits reflecting basic ergonomics principles is helpful.The promotion of the intercountry networking of positive experiences in participatory training is suggested.

Perspective: clinical communication education in the United Kingdom: some fresh insights.

PubMed

Brown, Jo

2012-08-01

Clinical communication education is now part of the core curriculum of every medical school in the United Kingdom and the United States. It has emerged over 30 years because of various societal, political, and policy drivers and is supported by an impressive evidence base.For a variety of reasons, however, clinical communication has become separated from other parts of medical education and tends to be positioned in the early years of the curriculum, when students have limited experience of being in the clinical workplace and working with patients. The teachers of clinical communication, whether medical-school-based or clinically based, may not share learning goals for the subject and this may, therefore, provide a disintegrated learning experience for students.Clinical communication teachers need to inject fresh thinking into the teaching and learning of the subject to unite it with clinical practice in the authentic clinical workplace. Engaging with theories of workplace learning, which aim to overcome the theory/practice gap in vocational education, may be the way forward. The author suggests various ways that this might be achieved-for example, by situating clinical communication education throughout the whole undergraduate curriculum, by integrating the topic of clinical communication with other areas of medical education, by developing coteaching and curriculum design partnerships between medical school and clinical workplace, and by developing a greater range of postgraduate education that offers opportunities for professional development in clinical communication for qualified doctors that is complementary with what is taught in undergraduate education.

A BEME (Best Evidence in Medical Education) systematic review of the use of workplace-based assessment in identifying and remediating poor performance among postgraduate medical trainees.

PubMed

Barrett, Aileen; Galvin, Rose; Steinert, Yvonne; Scherpbier, Albert; O'Shaughnessy, Ann; Horgan, Mary; Horsley, Tanya

2015-05-08

Workplace-based assessments were designed to facilitate observation and structure feedback on the performance of trainees in real-time clinical settings and scenarios. Research in workplace-based assessments has primarily centred on understanding psychometric qualities and performance improvement impacts of trainees generally. An area that is far less understood is the use of workplace-based assessments for trainees who may not be performing at expected or desired standards, referred to within the literature as trainees 'in difficulty' or 'underperforming'. In healthcare systems that increasingly depend on service provided by junior doctors, early detection (and remediation) of poor performance is essential. However, barriers to successful implementation of workplace-based assessments (WBAs) in this context include a misunderstanding of the use and purpose of these formative assessment tools. This review aims to explore the impact - or effectiveness - of workplace-based assessment on the identification of poor performance and to determine those conditions that support and enable detection, i.e. whether by routine or targeted use where poor performance is suspected. The review also aims to explore what effect (if any) the use of WBA may have on remediation or on changing clinical practice. The personal impact of the detection of poor performance on trainees and/or trainers may also be explored. Using BEME (Best Evidence in Medical Education) Collaboration review guidelines, nine databases will be searched for English-language records. Studies examining interventions for workplace-based assessment either routinely or in relation to poor performance will be included. Independent agreement (kappa .80) will be achieved using a randomly selected set of records prior to commencement of screening and data extraction using a BEME coding sheet modified as applicable (Buckley et al., Med Teach 31:282-98, 2009) as this has been used in previous WBA systematic reviews (Miller and Archer, BMJ doi:10.1136/bmj.c5064, 2010) allowing for more rigorous comparisons with the published literature. Educational outcomes will be evaluated using Kirkpatrick's framework of educational outcomes using Barr's adaptations (Barr et al., Evaluations of interprofessional education; a United Kingdom review of health and social care, 2000) for medical education research. Our study will contribute to an ongoing international debate regarding the applicability of workplace-based assessments as a meaningful formative assessment approach within the context of postgraduate medical education. The review has been registered by the BEME Collaboration www.bemecollaboration.org .

Fight For Equality

ERIC Educational Resources Information Center

Mink, Patsy T.

1973-01-01

In this presentation to the annual conventions of the NAWDAC and the ACPA (Cleveland 1973) the author, a Congresswoman from Hawaii, deplores the practice of some counselors of directing women students into traditional women's courses. She urges college counselors and personnel workers to join in the struggle to achieve equal educational and…

USAID Adolescent Girl Strategy Implementation Plan

ERIC Educational Resources Information Center

US Agency for International Development, 2016

2016-01-01

USAID's commitment to empowering adolescent girls to reach their full potential is reflected in the Agency's larger efforts to achieve gender equality and women's empowerment. The Agency holds decades of experience leading advances for greater gender equality and empowerment that benefit adolescent girls; however, these activities have not been…

Oral Fluid Testing for Drugs of Abuse

PubMed Central

Bosker, Wendy M.; Huestis, Marilyn A.

2011-01-01

BACKGROUND Oral fluid (OF) is an exciting alternative matrix for monitoring drugs of abuse in workplace, clinical toxicology, criminal justice, and driving under the influence of drugs (DUID) programs. During the last 5 years, scientific and technological advances in OF collection, point-of-collection testing devices, and screening and confirmation methods were achieved. Guidelines were proposed for workplace OF testing by the Substance Abuse and Mental Health Services Administration, DUID testing by the European Union’s Driving under the Influence of Drugs, Alcohol and Medicines (DRUID) program, and standardization of DUID research. Although OF testing is now commonplace in many monitoring programs, the greatest current limitation is the scarcity of controlled drug administration studies available to guide interpretation. CONTENT This review outlines OF testing advantages and limitations, and the progress in OF that has occurred during the last 5 years in collection, screening, confirmation, and interpretation of cannabinoids, opioids, amphetamines, cocaine, and benzodiazepines. We examine controlled drug administration studies, immunoassay and chromatographic methods, collection devices, point-of-collection testing device performance, and recent applications of OF testing. SUMMARY Substance Abuse and Mental Health Services Administration approval of OF testing was delayed because questions about drug OF disposition were not yet resolved, and collection device performance and testing assays required improvement. Here, we document the many advances achieved in the use of OF. Additional research is needed to identify new bio-markers, determine drug detection windows, characterize OF adulteration techniques, and evaluate analyte stability. Nevertheless, there is no doubt that OF offers multiple advantages as an alternative matrix for drug monitoring and has an important role in DUID, treatment, workplace, and criminal justice programs. PMID:19745062

The application of a "6S Lean" initiative to improve workflow for emergency eye examination rooms.

PubMed

Nazarali, Samir; Rayat, Jaspreet; Salmonson, Hilary; Moss, Theodora; Mathura, Pamela; Damji, Karim F

2017-10-01

Ophthalmology residents on call at the Royal Alexandra Hospital identified workplace disorganization and lack of standardization in emergency eye examination rooms as an impediment to efficient patient treatment. The aim of the study was to use the "6S Lean" model to improve workflow in eye examination rooms at the Royal Alexandra Hospital. With the assistance of quality improvement consultants, the "6S Lean" model was applied to the current operation of the emergency eye clinic examination rooms. This model, considering 8 waste categories, was then used to recommend and implement changes to the examination rooms and to workplace protocols to enhance efficiency and safety. Eye examination rooms were improved with regards to setup, organization of supplies, inventory control, and maintenance. All targets were achieved, and the 5S audit checklist score increased by 33 points from 44 to 77. Implementation of the 6S methodology is a simple approach that removes inefficiencies from the workplace. The ophthalmology clinic removed waste from all 8 waste categories, increased audit results, mitigated patient and resident safety risks, and ultimately redirected resident time back to patient care delivery. Copyright © 2017 Canadian Ophthalmological Society. Published by Elsevier Inc. All rights reserved.

Advances in participatory occupational health aimed at good practices in small enterprises and the informal sector.

PubMed

Kogi, Kazutaka

2006-01-01

Participatory programmes for occupational risk reduction are gaining importance particularly in small workplaces in both industrially developing and developed countries. To discuss the types of effective support, participatory steps commonly seen in our "work improvement-Asia" network are reviewed. The review covered training programmes for small enterprises, farmers, home workers and trade union members. Participatory steps commonly focusing on low-cost good practices locally achieved have led to concrete improvements in multiple technical areas including materials handling, workstation ergonomics, physical environment and work organization. These steps take advantage of positive features of small workplaces in two distinct ways. First, local key persons are ready to accept local good practices conveyed through personal, informal approaches. Second, workers and farmers are capable of understanding technical problems affecting routine work and taking flexible actions leading to solving them. This process is facilitated by the use of locally adjusted training tools such as local good examples, action checklists and group work methods. It is suggested that participatory occupational health programmes can work in small workplaces when they utilize low-cost good practices in a flexible manner. Networking of these positive experiences is essential.

Managing intergenerational differences in academic anesthesiology.

PubMed

Shangraw, Robert E; Whitten, Charles W

2007-12-01

Common definitions for workplace generations are the silent generation (born 1925-1945), the baby boomer generation (1946-1962), generation X (1963-1981), and generation Y (1982-2000). Distinct motivational and value perceptions stereotype generations. This review defines the characteristics of workplace generations today and provides insight into how differences influence the workplace environment. Senior faculty members are mostly boomers, whereas residents and junior faculty members tend to belong to generation X. Medical students and incoming interns are from generation Y. When compared with boomers, generation X is more savvy with technology, more independent, less loyal to the institution, and seeks balance between work and lifestyle. The 80-h resident working week restriction has reinforced differences between older and younger physicians. Generation Y exhibits traits that are similar to those of generation X. Their increased interest in anesthesiology may reflect, in part, their assumption that it affords better control of lifestyle. Understanding, improved communication strategies, mentorship, and flexibility in methods employed to achieve common goals are most likely to capture the interest and cooperation of members of generation X and possibly Y. Future studies should test effects of particular interventions on outcome in terms of recruitment and performance milestones.

Socially optimal electric driving range of plug-in hybrid electric vehicles

DOE PAGES

Kontou, Eleftheria; Yin, Yafeng; Lin, Zhenhong

2015-07-25

Our study determines the optimal electric driving range of plug-in hybrid electric vehicles (PHEVs) that minimizes the daily cost borne by the society when using this technology. An optimization framework is developed and applied to datasets representing the US market. Results indicate that the optimal range is 16 miles with an average social cost of 3.19 per day when exclusively charging at home, compared to 3.27 per day of driving a conventional vehicle. The optimal range is found to be sensitive to the cost of battery packs and the price of gasoline. Moreover, when workplace charging is available, the optimalmore » electric driving range surprisingly increases from 16 to 22 miles, as larger batteries would allow drivers to better take advantage of the charging opportunities to achieve longer electrified travel distances, yielding social cost savings. If workplace charging is available, the optimal density is to deploy a workplace charger for every 3.66 vehicles. Finally, the diversification of the battery size, i.e., introducing a pair and triple of electric driving ranges to the market, could further decrease the average societal cost per PHEV by 7.45% and 11.5% respectively.« less

An Evaluation of the Policy Context on Psychosocial Risks and Mental Health in the Workplace in the European Union: Achievements, Challenges, and the Future.

PubMed

Leka, Stavroula; Jain, Aditya; Iavicoli, Sergio; Di Tecco, Cristina

2015-01-01

Despite the developments both in hard and soft law policies in the European Union in relation to mental health and psychosocial risks in the workplace, a review of these policies at EU level has not been conducted to identify strengths, weaknesses, and gaps to be addressed in the future. Keeping in mind that the aim should be to engage employers in good practice, ideally such policies should include key definitions and elements of the psychosocial risk management process, covering risk factors, mental health outcomes, risk assessment and preventive actions, or interventions. The current paper aims to fill this gap by reviewing hard and soft law policies on mental health in the workplace and psychosocial risks applicable at EU level and conducting a gap analysis according to a set of dimensions identified in models of good practice in this area. Our review of ninety-four policies in total revealed several gaps, especially in relation to binding in comparison to nonbinding policies. These are discussed in light of the context of policy-making in the EU, and recommendations are offered for future actions in this area.

Evaluating the Quality of Competency Assessment in Pharmacy: A Framework for Workplace Learning.

PubMed

Shah, Shailly; McLaughlin, Jacqueline E; Eckel, Stephen F; Mangun, Jesica; Hawes, Emily

2016-01-19

Demonstration of achieved competencies is critical in the pharmacy workplace. The purpose of this study was to evaluate the quality of the competency assessment program for pharmacy residents at an academic medical center. The competency assessment program (CAP) survey is a validated, 48-item instrument that evaluates the quality of an assessment program based on 12 criteria, each measured by four questions on a scale of 0 to 100. The CAP was completed by residents ( n = 23) and preceptors ( n = 28) from the pharmacy residency program between 2010 and 2013. Results were analyzed using descriptive statistics, Cronbach's alpha, and non-parametric tests. Educational Consequences was the only quality criteria falling below the standard for "good quality." Participants that completed residency training elsewhere rated the Comparability (0.04) and Meaningfulness (0.01) of the assessment program higher than those that completed residency at the academic medical center. There were no significant differences between resident and preceptor scores. Overall, the quality of the assessment program was rated highly by residents and preceptors. The process described here provides a useful framework for understanding the quality of workplace learning assessments in pharmacy practice.

An Evaluation of the Policy Context on Psychosocial Risks and Mental Health in the Workplace in the European Union: Achievements, Challenges, and the Future

PubMed Central

Leka, Stavroula; Jain, Aditya; Di Tecco, Cristina

2015-01-01

Despite the developments both in hard and soft law policies in the European Union in relation to mental health and psychosocial risks in the workplace, a review of these policies at EU level has not been conducted to identify strengths, weaknesses, and gaps to be addressed in the future. Keeping in mind that the aim should be to engage employers in good practice, ideally such policies should include key definitions and elements of the psychosocial risk management process, covering risk factors, mental health outcomes, risk assessment and preventive actions, or interventions. The current paper aims to fill this gap by reviewing hard and soft law policies on mental health in the workplace and psychosocial risks applicable at EU level and conducting a gap analysis according to a set of dimensions identified in models of good practice in this area. Our review of ninety-four policies in total revealed several gaps, especially in relation to binding in comparison to nonbinding policies. These are discussed in light of the context of policy-making in the EU, and recommendations are offered for future actions in this area. PMID:26557655

Managing workplace health promotion in municipal organizations: The perspective of senior managers.

PubMed

Larsson, Robert; Åkerlind, Ingemar; Sandmark, Hélène

2015-01-01

Previous research indicates that companies manage workplace health in various ways, but more in-depth empirical knowledge of how workplace health promotion (WHP) is managed in public sector organizations is needed. The aim of this study was to explore how WHP is managed and incorporated into the general management system in two large Swedish municipal organizations. A qualitative descriptive approach was used. Fourteen senior managers were purposefully selected and interviewed using semi-structured interviews. Documents were used as supplementary data. All data were analysed using qualitative content analysis. The management of WHP was described as a set of components that together contribute to the organization's capacity for WHP. The informants described WHP as dominated by fitness programmes and as following a problem-solving cycle, in which the annual employee survey emerged as an important managerial tool. Achieving feasible WHP measures and appropriate follow-ups were described as challenges. The provision of leadership competence for WHP and use of supportive resources were described as additional components. The WHP management approach needs to be broadened to include work environment and organizational factors. Further integration with occupational health and safety and the general management system in the organizations is also needed.

[Murder of the doctor].

PubMed

Lorettu, Liliana; Falchi, Lorenzo; Nivoli, Fabrizia L; Milia, Paolo; Nivoli, Giancarlo; Nivoli, Alessandra M

2015-01-01

To examine possible risk factors for the doctor to be killed by the patient in the clinical practice by examining a series of murders that involved physicians. This aim has been achieved through a retrospective review on clinical cases of doctors killed by patients within the period between 1988 and 2013, in Italy. In this period 18 Italian doctors have been killed in the workplace, with a rate of 0.3/100,000. In 7 cases, the murder resulted in the context of doctor-dissatisfaction; in 7 cases the murder was committed by a psychiatric patient; 1 case in the context of a stalking; 3 cases occurred in a workplace which was not safe enough. Four categories of at-risk contexts have been identified. One category includes a murder in the context of a doctor-dissatisfaction, perceived by patient. The second category concerns murders committed by patients suffering from mental illness. A third category includes homicides in a workplace which is not safe. The last category comprises the murder in the context of stalking. These categories identify specific dangerous situations for physicians, in which are highlighted elements that have played a crucial role in the murder and for which special precautions are suggested preventive.

Predicting Kindergarteners' Achievement and Motivation from Observational Measures of Teaching Effectiveness

ERIC Educational Resources Information Center

Mantzicopoulos, Panayota; Patrick, Helen; Strati, Anna; Watson, Jesse S.

2018-01-01

We investigated the premise that observation measures of instruction are indicators of effective teaching, using the definition of effectiveness articulated by departments of education: teaching that boosts student achievement. We argued that student motivation is equally as important as achievement in the evaluation of teaching effectiveness…

The compassionate sexist? How benevolent sexism promotes and undermines gender equality in the workplace.

PubMed

Hideg, Ivona; Ferris, D Lance

2016-11-01

Although sexist attitudes are generally thought to undermine support for employment equity (EE) policies supporting women, we argue that the effects of benevolent sexism are more complex. Across 4 studies, we extend the ambivalent sexism literature by examining both the positive and the negative effects benevolent sexism has for the support of gender-based EE policies. On the positive side, we show that individuals who endorse benevolent sexist attitudes on trait measures of sexism (Study 1) and individuals primed with benevolent sexist attitudes (Study 2) are more likely to support an EE policy, and that this effect is mediated by feelings of compassion. On the negative side, we find that this support extends only to EE policies that promote the hiring of women in feminine, and not in masculine, positions (Study 3 and 4). Thus, while benevolent sexism may appear to promote gender equality, it subtly undermines it by contributing to occupational gender segregation and leading to inaction in promoting women in positions in which they are underrepresented (i.e., masculine positions). (PsycINFO Database Record (c) 2016 APA, all rights reserved).

New Mexico Educator Equity Plan

ERIC Educational Resources Information Center

New Mexico Public Education Department, 2015

2015-01-01

Both the U.S. Department of Education and the New Mexico Public Education Department (PED) believe that equal opportunity is a core American value. Equal access to excellent education provides meaningful opportunities for students to achieve their goals. Recognizing that family income and race often predicts a student's ability to access excellent…

Overtime Mothers, Undertime Fathers.

ERIC Educational Resources Information Center

Couchman, Robert

Despite 20 years of hard fought gains to achieve respect as equal participants within the formal economy, the majority of working women have made only marginal progress in obtaining sexual equality within their families. While the roles of men and women within the family have historically been distinct and different, they have generally been…

Educational Opportunity: El Salvador's Barriers to Achieving Equality Persist.

ERIC Educational Resources Information Center

Rosekrans, Kristin

This paper analyzes barriers to educational equality in El Salvador, using a multi-layered framework of educational opportunity. To improve educational opportunity and give the most marginalized sectors of society the possibility of changing their life circumstances requires policies that go beyond mere access to formal schooling. The model…

Diversity and Excellence in Higher Education: Is There a Conflict?

ERIC Educational Resources Information Center

Ghosh, Ratna

2012-01-01

In her teaching, research, and community activities in Canada, the author has repeatedly confronted questions regarding equality, diversity, and power. In this article, the author discusses diversity and equal opportunity to achieve excellence in education. Reflecting on these issues should help everyone to understand the complexities involved in…

The Federal Role in Education Reform.

ERIC Educational Resources Information Center

Allen, James E., Jr.

One principal set of obstacles preventing public education from having shown more progress in realizing the national objective of equal educational opportunity has to do with the way schools are financed. Resolving problems of school finance is, U.S. Commissioner of Education Allen says, an absolute essential in achieving equal opportunity. Some…

Women and Employment. Policies for Equal Opportunities.

ERIC Educational Resources Information Center

Organisation for Economic Cooperation and Development, Paris (France).

This document contains the proceedings of a high-level conference on the Employment of Women, attended by labor ministers and other high officials of countries belonging to the Organisation for Economic Cooperation and Development (OECD). Delegates to the conference adopted a 14-point declaration pledging themselves to achieve equality of…

Developing support for remote nursing education through workplace culture that values learning.

PubMed

Gibb, Heather; Anderson, Judith; Forsyth, Katreena

2004-10-01

The present study presents the cultural challenges of introducing workplace learning associated with a nursing educational pathway into small rural hospitals. Focus groups were conducted before and after an action research intervention to determine whether changes in understanding and values on learning had occurred. Eight multipurpose services or small rural hospitals across rural New South Wales were involved in the intervention. Nursing staff from eight rural health facilities participated voluntarily in the present study. Two outcomes were achieved: The development of mentoring, locally tailored to the needs and expectations of nursing participants; Values and understanding of learning were enhanced, with advanced levels of learning being identified and demonstrated by staff in the practice setting. Small rural hospitals can provide opportunities for advanced clinical learning. Forms of major mentoring are, however, critical to this process.

Respirable particles and carcinogens in the air of delaware hospitality venues before and after a smoking ban.

PubMed

Repace, James

2004-09-01

How do the concentrations of indoor air pollutants known to increase risk of respiratory disease, cancer, heart disease, and stroke change after a smoke-free workplace law? Real-time measurements were made of respirable particle (RSP) air pollution and particulate polycyclic aromatic hydrocarbons (PPAH), in a casino, six bars, and a pool hall before and after a smoking ban. Secondhand smoke contributed 90% to 95% of the RSP air pollution during smoking, and 85% to 95% of the carcinogenic PPAH, greatly exceeding levels of these contaminants encountered on major truck highways and polluted city streets. This air-quality survey demonstrates conclusively that the health of hospitality workers and patrons is endangered by tobacco smoke pollution. Smoke-free workplace laws eliminate that hazard and provide health protection impossible to achieve through ventilation or air cleaning.

Managing cultural diversity in the workplace.

PubMed

Hubbard, J

1993-07-01

Cultural diversity is a strength of the American work force. Due to the increasing cultural diversity in the workplace, organizations find it in their best interest to move beyond affirmative action to effective management to achieve higher employee retention and develops an employee cultural mix that better matches the mix of the available labor force and customer base. To manage a diverse work force, managers need to have the proper tools, training and evaluation and monitoring programs. Important initiatives to successful management of cultural diversity include eliciting support and commitment from the board of directors, the CEO and other top management; organizing subcommittees to research and monitor demographic changes to determine what the organization's goals should be and to decide what changes are to be made. Employees must be trained to be aware of prejudices and how to manage their own actions.

Energy monitoring based on human activity in the workplace

NASA Astrophysics Data System (ADS)

Mustafa, N. H.; Husain, M. N.; Abd Aziz, M. Z. A.; Othman, M. A.; Malek, F.

2014-04-01

Human behavior is the most important factor in order to manage energy usage. Nowadays, smart house technology offers a better quality of life by introducing automated appliance control and assistive services. However, human behaviors will contribute to the efficiency of the system. This paper will focus on monitoring efficiency based on duration time in office hours around 8am until 5pm which depend on human behavior atb the workplace. Then, the correlation coefficient method is used to show the relation between energy consumption and energy saving based on the total hours of time energy spent. In future, the percentages of energy monitoring system usage will be increase to manage energy in efficient ways based on human behaviours. This scenario will lead to the positive impact in order to achieve the energy saving in the building and support the green environment.

Time skewing and amplitude nonlinearity mitigation by feedback equalization for 56 Gbps VCSEL-based PAM-4 links

NASA Astrophysics Data System (ADS)

You, Yue; Zhang, Wenjia; Sun, Lin; Du, Jiangbing; Liang, Chenyu; Yang, Fan; He, Zuyuan

2018-03-01

The vertical cavity surface emitting laser (VCSEL)-based multimode optical transceivers enabled by pulse amplitude modulation (PAM)-4 will be commercialized in near future to meet the 400-Gbps standard short reach optical interconnects. It is still challenging to achieve over 56/112-Gbps with the multilevel signaling as the multimode property of the device and link would introduce the nonlinear temporal response for the different levels. In this work, we scrutinize the distortions that relates to the multilevel feature of PAM-4 modulation, and propose an effective feedback equalization scheme for 56-Gbps VCSEL-based PAM-4 optical interconnects system to mitigate the distortions caused by eye timing-skew and nonlinear power-dependent noise. Level redistribution at Tx side is theoretically modeled and constructed to achieve equivalent symbol error ratios (SERs) of four levels and improved BER performance. The cause of the eye skewing and the mitigation approach are also simulated at 100-Gbps and experimentally investigated at 56-Gbps. The results indicate more than 2-dB power penalty improvement has been achieved by using such a distortion aware equalizer.

Regression models for predicting peak and continuous three-dimensional spinal loads during symmetric and asymmetric lifting tasks.

PubMed

Fathallah, F A; Marras, W S; Parnianpour, M

1999-09-01

Most biomechanical assessments of spinal loading during industrial work have focused on estimating peak spinal compressive forces under static and sagittally symmetric conditions. The main objective of this study was to explore the potential of feasibly predicting three-dimensional (3D) spinal loading in industry from various combinations of trunk kinematics, kinetics, and subject-load characteristics. The study used spinal loading, predicted by a validated electromyography-assisted model, from 11 male participants who performed a series of symmetric and asymmetric lifts. Three classes of models were developed: (a) models using workplace, subject, and trunk motion parameters as independent variables (kinematic models); (b) models using workplace, subject, and measured moments variables (kinetic models); and (c) models incorporating workplace, subject, trunk motion, and measured moments variables (combined models). The results showed that peak 3D spinal loading during symmetric and asymmetric lifting were predicted equally well using all three types of regression models. Continuous 3D loading was predicted best using the combined models. When the use of such models is infeasible, the kinematic models can provide adequate predictions. Finally, lateral shear forces (peak and continuous) were consistently underestimated using all three types of models. The study demonstrated the feasibility of predicting 3D loads on the spine under specific symmetric and asymmetric lifting tasks without the need for collecting EMG information. However, further validation and development of the models should be conducted to assess and extend their applicability to lifting conditions other than those presented in this study. Actual or potential applications of this research include exposure assessment in epidemiological studies, ergonomic intervention, and laboratory task assessment.

Global pathways to men's caregiving: mixed methods findings from the International Men and Gender Equality Survey and the Men Who Care study.

PubMed

Kato-Wallace, Jane; Barker, Gary; Eads, Marci; Levtov, Ruti

2014-01-01

Promoting men's participation in unpaid care work is part of the Programme of Action for the International Conference on Population and Development. However, men's involvement in care work does not mirror the advances women have made in paid work outside the home. This mixed method study explores which men are more involved in caregiving, and what childhood and adulthood factors influence their level of involvement. Quantitative research presents findings from 1169 men across six countries with children aged 0-4, and a qualitative study presents findings from in-depth interviews with 83 men engaged in atypical caregiving practices. Survey research finds that being taught to care for children, witnessing one's father take care of one's siblings, respondents' present attitudes about gender equality and having outside help (or none, in some cases) were all also associated with men's higher level of involvement. Qualitative research reveals that men's experiences of violence, the normalisation of domestic work as children and life circumstances rather than greater-than-average beliefs in gender equality all propelled them into care work. Findings suggest that engaging more men into care work implies changes to policies and structural realities in the workplace coupled with changing gender attitudes. These insights inform policy and practice aimed at promoting greater involvement in care work by men.

K-8 Implementation Strategies for "A Curriculum Guide for Achieving Equity in Education and the Workplace."

ERIC Educational Resources Information Center

Vocational Curriculum Resource Center of Maine, Fairfield.

This curriculum addendum was developed to offer suggestions and strategies to change mindsets and remove barriers in order to pave the way for a gender-equitable, technically trained work force beginning at the elementary and middle school levels. The guide contains 73 strategies, a variety of examples of how they can be implemented, and a large…

Labor education programs in health and safety.

PubMed

Wallerstein, N; Baker, R

1994-01-01

Labor health and safety programs encourage workers to take an active part in making the workplace safe. The authors describe the growing need for preparing workers to participate in prevention efforts, the role of training in addressing this need, educational principles and traditions that contribute to empowerment education, and a step-by-step process that is required to achieve the goals of worker involvement and empowerment.

Implementation of specific strength training among industrial laboratory technicians: long-term effects on back, neck and upper extremity pain.

PubMed

Pedersen, Mogens Theisen; Andersen, Christoffer H; Zebis, Mette K; Sjøgaard, Gisela; Andersen, Lars L

2013-10-09

Previous studies have shown positive effects of physical exercise at the workplace on musculoskeletal disorders. However, long-term adherence remains a challenge. The present study evaluates long-term adherence and effects of a workplace strength training intervention on back, neck and upper extremity pain among laboratory technicians. Cluster-randomized controlled trial involving 537 industrial laboratory technicians. Subjects were randomized at the cluster level to one of two groups: training group 1 (TG1, n = 282) performing supervised strength training from February to June 2009 (round one) or training group 2 (TG2, n = 255) performing supervised strength training from August to December 2009 (round two). The outcome measures were changes in self-reported pain intensity (0-9) in the back, neck and upper extremity as well as Disability of the Arm, Shoulder and Hand (DASH, 0-100). Regular adherence, defined as at least one training session per week, was achieved by around 85% in both groups in the supervised training periods. In the intention-to-treat analyses there were significant group by time effects for pain in the neck, right shoulder, right hand and lower back and DASH-resulting in significant reductions in pain (mean 0.3 to 0.5) and DASH (mean 3.9) in the scheduled training group compared to the reference group. For TG1 there were no significant changes in pain in round two, i.e. they maintained the pain reduction achieved in round one. Subgroup analyses among those with severe pain (> = 3 on a scale of 0-9) showed a significant group by time effect for pain in the neck, right shoulder, upper back and lower back. For these subgroups the pain reduction in response to training ranged from 1.1 to 1.8. Specific strength training at the workplace can lead to significant long-term reductions in spinal and upper extremity pain and DASH. The pain reductions achieved during the intensive training phase with supervision appears to be maintained a half year later.

Using systems thinking to identify workforce enablers for a whole systems approach to urgent and emergency care delivery: a multiple case study.

PubMed

Manley, Kim; Martin, Anne; Jackson, Carolyn; Wright, Toni

2016-08-09

Overcrowding in emergency departments is a global issue, which places pressure on the shrinking workforce and threatens the future of high quality, safe and effective care. Healthcare reforms aimed at tackling this crisis have focused primarily on structural changes, which alone do not deliver anticipated improvements in quality and performance. The purpose of this study was to identify workforce enablers for achieving whole systems urgent and emergency care delivery. A multiple case study design framed around systems thinking was conducted in South East England across one Trust consisting of five hospitals, one community healthcare trust and one ambulance trust. Data sources included 14 clinical settings where upstream or downstream pinch points are likely to occur including discharge planning and rapid response teams; ten regional stakeholder events (n = 102); a qualitative survey (n = 48); and a review of literature and analysis of policy documents including care pathways and protocols. The key workforce enablers for whole systems urgent and emergency care delivery identified were: clinical systems leadership, a single integrated career and competence framework and skilled facilitation of work based learning. In this study, participants agreed that whole systems urgent and emergency care allows for the design and implementation of care delivery models that meet complexity of population healthcare needs, reduce duplication and waste and improve healthcare outcomes and patients' experiences. For this to be achieved emphasis needs to be placed on holistic changes in structures, processes and patterns of the urgent and emergency care system. Often overlooked, patterns that drive the thinking and behavior in the workplace directly impact on staff recruitment and retention and the overall effectiveness of the organization. These also need to be attended to for transformational change to be achieved and sustained. Research to refine and validate a single integrated career and competence framework and to develop standards for an integrated approach to workplace facilitation to grow the capacity of facilitators that can use the workplace as a resource for learning is needed.

Teacher-Student Cognitive Style and Achievement in Biology.

ERIC Educational Resources Information Center

Jolly, Pauline E.; Strawitz, Barbara M.

1984-01-01

Investigated the consequences of teacher-student cognitive style (field dependence- FD and independence- FI) matches and mismatches on student achievement in biology. Results suggest that whereas FI students may be taught by and achieve equally well with either FI or FD teachers, FD students are more successfully taught by FI teachers. (JN)

Admission Requirements for Teacher Education as a Factor of Achievement

ERIC Educational Resources Information Center

Lukaš, Mirko; Samardžic, Darko

2015-01-01

Numerous researches have demonstrated the enormous role of teachers in achievements of students. Educated and motivated teacher that cares about the success of students devotes more effort to preparing the lesson and thus provides the students better conditions for achieving results. The problem occurs when teachers are not equally qualified,…

Shared leadership and the evolution of "one great department".

PubMed

Casady, Wanda M; Dowd, Terry A

2005-01-01

In 2001, Banner Baywood Medical Center's (BBMC) medical imaging department employed concepts to engage staff in a participative decision-making practice regarding those things that most impacted their jobs. A 5-member Oversight Committee was charged with defining a vision for the department to be achieved by 2005, determining obstacles or challenges that needed to be overcome in order to achieve the vision, and facilitating 12-week teams to find solutions to these obstacles. Several initiatives were implemented to ensure competitive salaries, more effective leadership, and overall greater participation by staff in the decision-making process. Within the project's first 18 months, the department's turnover rate was reduced from 40% to 14.5%. However, as the department continued to grow, it became evident that the structure of the Oversight Committee was no longer sufficient to achieve its goals. The members of the Oversight Committee decided to expand its membership to include a representative from every work group within the department. The new group was called the Strategic Thinking Group (STG). Shared leadership--defined by Conger and Pearce as "a dynamic", interactive process among individuals working in groups in which the objective is to lead one another to the achievement of the group goals--is a vital component of the department's operation. During the past 2 years, BBMC has been actively engaged in creating a workplace environment that promotes shared leadership. BBMC utilizes the Gallup Q12 Workplace Survey and the Press Ganey Patient Satisfaction Survey. These surveys use identical numerical ratings, with "5" (strongly agree/very good) the department's goal for employees and patients. Consequently, the department created a new slogan: "We Strive for 5." The outcomes of shared leadership have proven to have a positive impact on staff retention, the reduction of casual Iabor staff, employee satisfaction, and patient satisfaction.

Multiple point least squares equalization in a room

NASA Technical Reports Server (NTRS)

Elliott, S. J.; Nelson, P. A.

1988-01-01

Equalization filters designed to minimize the mean square error between a delayed version of the original electrical signal and the equalized response at a point in a room have previously been investigated. In general, such a strategy degrades the response at positions in a room away from the equalization point. A method is presented for designing an equalization filter by adjusting the filter coefficients to minimize the sum of the squares of the errors between the equalized responses at multiple points in the room and delayed versions of the original, electrical signal. Such an equalization filter can give a more uniform frequency response over a greater volume of the enclosure than can the single point equalizer above. Computer simulation results are presented of equalizing the frequency responses from a loudspeaker to various typical ear positions, in a room with dimensions and acoustic damping typical of a car interior, using the two approaches outlined above. Adaptive filter algorithms, which can automatically adjust the coefficients of a digital equalization filter to achieve this minimization, will also be discussed.

Community Engagement to End Child Early Forced Marriage--Experiences in Selected South Asian Countries

ERIC Educational Resources Information Center

Ferreira, Frances J.; Kamal, Mostafa Azad

2017-01-01

Sustainable Development Goal (SDG) 5, "achieve gender equality and empower all women and girls", emphasises the need for "providing women and girls with equal access to education, health care, decent work, and representation in political and economic decision-making processes [which] will fuel sustainable economies and benefit…

Seven Actionable Strategies for Advancing Women in Science, Engineering, and Medicine

PubMed Central

Smith, Kristin A.; Arlotta, Paola; Watt, Fiona M.; Solomon, Susan L.

2015-01-01

Achieving gender equality in science will require devising and implementing strategies to overcome the political, administrative, financial, and cultural challenges that exist in the current environment. In this forum, we propose an initial shortlist of recommendations to promote gender equality in science and stimulate future efforts to level the field. PMID:25748929

A Dozen Economic Facts about K-12 Education. Policy Memo

ERIC Educational Resources Information Center

Greenstone, Michael; Harris, Max; Li, Karen; Looney, Adam; Patashnik, Jeremy

2012-01-01

The Hamilton Project's mission is advancing opportunity, prosperity, and growth. On both the individual and society-wide levels, a strong public education system enables Americans to achieve those objectives. Indeed, education has historically been the great equalizer and offered students of all backgrounds not the promise of equal outcomes but…

The One World of Working Women. Monograph No. 1.

ERIC Educational Resources Information Center

Nelson, Anne H.

Women of many nations, particularly the industrialized countries, are achieving greater opportunity and equality in the working world. The rate at which women are joining the work force has confounded all predictions and created unexpected difficulties in securing equal pay and access to jobs and training. The most direct discrimination, separate…

Gender Equality in Media Content and Operations: Articulating Academic Studies and Policy--A Presentation

ERIC Educational Resources Information Center

Lourenço, Mirta Edith

2016-01-01

In this article, Mirta Lourenço explains the prospects when higher education studies interface with UNESCO for policy change. The baseline is that education institutions' articulation with media organizations, media professionals, policy-makers, and civil society groups is essential to achieve gender equality in and through media.

Monitoring Earth's Shortwave Reflectance: GEO Instrument Concept

NASA Technical Reports Server (NTRS)

Brageot, Emily; Mercury, Michael; Green, Robert; Mouroulis, Pantazis; Gerwe, David

2015-01-01

In this paper we present a GEO instrument concept dedicated to monitoring the Earth's global spectral reflectance with a high revisit rate. Based on our measurement goals, the ideal instrument needs to be highly sensitive (SNR greater than 100) and to achieve global coverage with spectral sampling (less than or equal to 10nm) and spatial sampling (less than or equal to 1km) over a large bandwidth (380-2510 nm) with a revisit time (greater than or equal to greater than or equal to 3x/day) sufficient to fully measure the spectral-radiometric-spatial evolution of clouds and confounding factor during daytime. After a brief study of existing instruments and their capabilities, we choose to use a GEO constellation of up to 6 satellites as a platform for this instrument concept in order to achieve the revisit time requirement with a single launch. We derive the main parameters of the instrument and show the above requirements can be fulfilled while retaining an instrument architecture as compact as possible by controlling the telescope aperture size and using a passively cooled detector.

Achievement of Target Blood Pressure Levels among Japanese Workers with Hypertension and Healthy Lifestyle Characteristics Associated with Therapeutic Failure.

PubMed

Kudo, Nagako; Yokokawa, Hirohide; Fukuda, Hiroshi; Sanada, Hironobu; Miwa, Yuichi; Hisaoka, Teruhiko; Isonuma, Hiroshi

2015-01-01

Few studies have examined Japanese with regard to the achievement rates for target blood pressure levels, or the relationship between these rates and healthy lifestyle characteristics in patients with hypertension as defined by the newly established hypertension management guidelines (JSH2014). The aim of this study was to elucidate achievement rates and examine healthy lifestyle characteristics associated with achievement status among Japanese. This cross-sectional study, conducted in January-December 2012, examined blood pressure control and healthy lifestyle characteristics in 8,001 Japanese workers with hypertension (mean age, 57.0 years; 78.8% were men) who participated in a workplace health checkup. Data were collected from workplace medical checkup records and participants' self-administered questionnaires. We divided into 5 groups [G1; young, middle-aged, and early-phase elderly patients (65-74 years old) without diabetes mellitus or chronic kidney disease (CKD) (<140/90 mmHg), G2; late-phase elderly patients (≥75 years old) without diabetes mellitus or CKD (<150/90 mmHg), G3; diabetic patients (<130/80 mmHg), G4; patients with CKD (<130/80 mmHg), and G5; patients with cerebrovascular and/or coronary artery diseases (<140/90 mmHg)] according to JSH2014. And then, achievement rates were calculated in each group. Multivariate analysis identified healthy lifestyle characteristics associated with "therapeutic failure" of target blood pressure. Target blood pressures were achieved by 60.2% of young, middle-aged, and early-phase elderly patients (G1), 71.4% of late-phase elderly patients (G2), 30.5% of diabetic patients (G3), 33.4% of those with chronic kidney disease (G4), and 66.0% of those with cerebrovascular and/or coronary artery diseases (G5). A body mass index of 18.5-24.9 and non-daily alcohol consumption were protective factors, and adequate sleep was found to contribute to therapeutic success. We found low achievement rates for treatment goals among patients with chronic kidney disease and diabetes mellitus. Maintaining an ideal body weight and adequate alcohol consumption may help with blood pressure control. Lifestyle modification may be necessary for better management of hypertension.

Respiratory health equality in the United States. The American thoracic society perspective.

PubMed

Celedón, Juan C; Roman, Jesse; Schraufnagel, Dean E; Thomas, Alvin; Samet, Jonathan

2014-05-01

Because the frequency of major risk factors for respiratory diseases (e.g., tobacco use) differs across demographic groups (defined by socioeconomic status, race/ethnicity, sexual orientation, health care access, occupation, or other characteristics), health disparities are commonly encountered in pediatric and adult pulmonary, critical care, and sleep medicine. As part of its policy on respiratory health disparities, the American Thoracic Society (ATS) Executive Committee created a Health Equality Subcommittee of the Health Policy Committee, with an initial mandate of defining respiratory health equality and, as a subsequent task, providing recommendations to the ATS leadership as to how our society may help attain such equality in the United States. After receiving input from the ATS assemblies and committees, the subcommittee developed this document on respiratory health equality. This document defines respiratory health disparities and respiratory health equality, and expands on a recent ATS and European Respiratory Society policy statement on disparities in respiratory health. Attainment of respiratory health equality requires the ending of respiratory health disparities, which can be achieved only through multidisciplinary efforts to eliminate detrimental environmental exposures while promoting a healthy lifestyle, implementing all components of high-quality health care (prevention, screening, diagnosis, and treatment), and conducting research that will lead to better prevention and management of respiratory diseases for everyone. The ATS recognizes that such efforts must include all stakeholders: members of society at large, governmental and nongovernmental organizations, and other professional societies. The ATS urges all of its members and those of sister societies to work to achieve this laudable goal.

Respiratory Health Equality in the United States. The American Thoracic Society Perspective

PubMed Central

Roman, Jesse; Schraufnagel, Dean E.; Thomas, Alvin; Samet, Jonathan

2014-01-01

Because the frequency of major risk factors for respiratory diseases (e.g., tobacco use) differs across demographic groups (defined by socioeconomic status, race/ethnicity, sexual orientation, health care access, occupation, or other characteristics), health disparities are commonly encountered in pediatric and adult pulmonary, critical care, and sleep medicine. As part of its policy on respiratory health disparities, the American Thoracic Society (ATS) Executive Committee created a Health Equality Subcommittee of the Health Policy Committee, with an initial mandate of defining respiratory health equality and, as a subsequent task, providing recommendations to the ATS leadership as to how our society may help attain such equality in the United States. After receiving input from the ATS assemblies and committees, the subcommittee developed this document on respiratory health equality. This document defines respiratory health disparities and respiratory health equality, and expands on a recent ATS and European Respiratory Society policy statement on disparities in respiratory health. Attainment of respiratory health equality requires the ending of respiratory health disparities, which can be achieved only through multidisciplinary efforts to eliminate detrimental environmental exposures while promoting a healthy lifestyle, implementing all components of high-quality health care (prevention, screening, diagnosis, and treatment), and conducting research that will lead to better prevention and management of respiratory diseases for everyone. The ATS recognizes that such efforts must include all stakeholders: members of society at large, governmental and nongovernmental organizations, and other professional societies. The ATS urges all of its members and those of sister societies to work to achieve this laudable goal. PMID:24625275

Examples of Holistic Good Practices in Promoting and Protecting Mental Health in the Workplace: Current and Future Challenges.

PubMed

Sivris, Kelly C; Leka, Stavroula

2015-12-01

While attention has been paid to physical risks in the work environment and the promotion of individual employee health, mental health protection and promotion have received much less focus. Psychosocial risk management has not yet been fully incorporated in such efforts. This paper presents good practices in promoting mental health in the workplace in line with World Health Organization (WHO) guidance by identifying barriers, opportunities, and the way forward in this area. Semistructured interviews were conducted with 17 experts who were selected on the basis of their knowledge and expertise in relation to good practice identified tools. Interviewees were asked to evaluate the approaches on the basis of the WHO model for healthy workplaces. The examples of good practice for Workplace Mental Health Promotion (WMHP) are in line with the principles and the five keys of the WHO model. They support the third objective of the WHO comprehensive mental health action plan 2013-2020 for multisectoral implementation of WMHP strategies. Examples of good practice include the engagement of all stakeholders and representatives, science-driven practice, dissemination of good practice, continual improvement, and evaluation. Actions to inform policies/legislation, promote education on psychosocial risks, and provide better evidence were suggested for higher WMHP success. The study identified commonalities in good practice approaches in different countries and stressed the importance of a strong policy and enforcement framework as well as organizational responsibility for WMHP. For progress to be achieved in this area, a holistic and multidisciplinary approach was unanimously suggested as a way to successful implementation.

Examples of Holistic Good Practices in Promoting and Protecting Mental Health in the Workplace: Current and Future Challenges

PubMed Central

Sivris, Kelly C.; Leka, Stavroula

2015-01-01

Background While attention has been paid to physical risks in the work environment and the promotion of individual employee health, mental health protection and promotion have received much less focus. Psychosocial risk management has not yet been fully incorporated in such efforts. This paper presents good practices in promoting mental health in the workplace in line with World Health Organization (WHO) guidance by identifying barriers, opportunities, and the way forward in this area. Methods Semistructured interviews were conducted with 17 experts who were selected on the basis of their knowledge and expertise in relation to good practice identified tools. Interviewees were asked to evaluate the approaches on the basis of the WHO model for healthy workplaces. Results The examples of good practice for Workplace Mental Health Promotion (WMHP) are in line with the principles and the five keys of the WHO model. They support the third objective of the WHO comprehensive mental health action plan 2013–2020 for multisectoral implementation of WMHP strategies. Examples of good practice include the engagement of all stakeholders and representatives, science-driven practice, dissemination of good practice, continual improvement, and evaluation. Actions to inform policies/legislation, promote education on psychosocial risks, and provide better evidence were suggested for higher WMHP success. Conclusion The study identified commonalities in good practice approaches in different countries and stressed the importance of a strong policy and enforcement framework as well as organizational responsibility for WMHP. For progress to be achieved in this area, a holistic and multidisciplinary approach was unanimously suggested as a way to successful implementation. PMID:26929841

Mortality and morbidity among HIV type-1-infected patients during the first 5 years of a multicountry HIV workplace programme in Africa.

PubMed

Van der Borght, Stefaan F; Clevenbergh, Philippe; Rijckborst, Henk; Nsalou, Paul; Onyia, Ngozi; Lange, Joep M; de Wit, Tobias F Rinke; Van der Loeff, Maarten F Schim

2009-01-01

This study aimed to evaluate the effectiveness of an HIV workplace programme in sub-Saharan Africa. The international brewing company, Heineken, introduced an HIV workplace programme in its African subsidiaries in 2001. Beneficiaries from 16 sites in 5 countries were eligible. HIV type-1 (HIV-1)-infected individuals were assessed clinically and immunologically, and started highly active antiretroviral therapy (HAART) if they had AIDS or had a CD4+ T-cell count <300 cells/microl. In this cohort, study patients were followed-up for vital status, new AIDS events, CD4+ T-cell count and haemoglobin. Over the first 5 years of the programme, 431 adults were found to be HIV-1-infected. The mortality rate among those not yet taking HAART was 2.6 per 100 person-years of observation (pyo). By October 2006, 249 patients had started HAART at a median CD4+ T-cell count of 170 cells/microl; 59 (23.7%) patients were in CDC stage C. Among patients on HAART, 25 died and 7 were lost to follow-up. The mortality rate was 3.7 per 100 pyo overall, 14 per 100 pyo in the first 16 weeks and 2.5 per 100 pyo thereafter (P < 0.0001). At 4 years after start of treatment, 89% of patients were known to be alive. The CD4+ T-cell count increased by a median of 153 and 238 cells/microl after 1 and 4 years of HAART, respectively. In this HIV workplace programme in sub-Saharan Africa, long-term high survival was achieved.

Integrating research, clinical care, and education in academic health science centers.

PubMed

King, Gillian; Thomson, Nicole; Rothstein, Mitchell; Kingsnorth, Shauna; Parker, Kathryn

2016-10-10

Purpose One of the major issues faced by academic health science centers (AHSCs) is the need for mechanisms to foster the integration of research, clinical, and educational activities to achieve the vision of evidence-informed decision making (EIDM) and optimal client care. The paper aims to discuss this issue. Design/methodology/approach This paper synthesizes literature on organizational learning and collaboration, evidence-informed organizational decision making, and learning-based organizations to derive insights concerning the nature of effective workplace learning in AHSCs. Findings An evidence-informed model of collaborative workplace learning is proposed to aid the alignment of research, clinical, and educational functions in AHSCs. The model articulates relationships among AHSC academic functions and sub-functions, cross-functional activities, and collaborative learning processes, emphasizing the importance of cross-functional activities in enhancing collaborative learning processes and optimizing EIDM and client care. Cross-functional activities involving clinicians, researchers, and educators are hypothesized to be a primary vehicle for integration, supported by a learning-oriented workplace culture. These activities are distinct from interprofessional teams, which are clinical in nature. Four collaborative learning processes are specified that are enhanced in cross-functional activities or teamwork: co-constructing meaning, co-learning, co-producing knowledge, and co-using knowledge. Practical implications The model provides an aspirational vision and insight into the importance of cross-functional activities in enhancing workplace learning. The paper discusses the conceptual and empirical basis to the model, its contributions and limitations, and implications for AHSCs. Originality/value The model's potential utility for health care is discussed, with implications for organizational culture and the promotion of cross-functional activities.

Beating Obesity: Factors Associated with Interest in Workplace Weight Management Assistance in the Mining Industry.

PubMed

Street, Tamara D; Thomas, Drew L

2017-03-01

Rates of overweight and obese Australians are high and continue to rise, putting a large proportion of the population at risk of chronic illness. Examining characteristics associated with preference for a work-based weight-loss program will enable employers to better target programs to increase enrolment and benefit employees' health and fitness for work. A cross-sectional survey was undertaken at two Australian mining sites. The survey collected information on employee demographics, health characteristics, work characteristics, stages of behavior change, and preference for workplace assistance with reaching a healthy weight. A total of 897 employees participated; 73.7% were male, and 68% had a body mass index in the overweight or obese range. Employees at risk of developing obesity-related chronic illnesses (based on high body mass index) were more likely to report preference for weight management assistance than lower risk employees. This indicates that, even in the absence of workplace promotion for weight management, some at risk employees want workplace assistance. Employees who were not aware of a need to change their current nutrition or physical activity behaviors were less likely to seek assistance. This indicates that practitioners need to communicate the negative effects of excess weight and promote the benefits of a healthy lifestyle to increase the likelihood of weight management. Weight management programs should provide information, motivation. and trouble-shooting assistance to meet the needs of at-risk mining employees, including those who are attempting to change and maintain behaviors to achieve a healthy weight and be suitably fit for work.

An intervention to reduce sitting and increase light-intensity physical activity at work: Design and rationale of the ‘Stand & Move at Work’ group randomized trial

PubMed Central

Buman, Matthew P.; Mullane, Sarah L.; Toledo, Meynard J.; Rydell, Sarah A.; Gaesser, Glenn A.; Crespo, Noe C.; Hannan, Peter; Feltes, Linda; Vuong, Brenna; Pereira, Mark A

2016-01-01

Background American workers spend 70–80% of their time at work being sedentary. Traditional approaches to increase moderate-vigorous physical activity (MVPA) may be perceived to be harmful to productivity. Approaches that target reductions in sedentary behavior and/or increases in standing or light-intensity physical activity [LPA] may not interfere with productivity and may be more feasible to achieve through small changes accumulated throughout the workday. Methods/Design This group randomized trial (i.e., cluster randomized trial) will test the relative efficacy of two sedentary behavior focused interventions in 24 worksites across two states (N=720 workers). The MOVE+ intervention is a multilevel individual, social, environmental, and organizational intervention targeting increases in light-intensity physical activity in the workplace. The STAND+ intervention is the MOVE+ intervention with the addition of the installation and use of sit-stand workstations to reduce sedentary behavior and enhance light-intensity physical activity opportunities. Our primary outcome will be objectively-measured changes in sedentary behavior and light-intensity physical activity over 12 months, with additional process measures at 3 months and longer-term sustainability outcomes at 24 months. Our secondary outcomes will be a clustered cardiometabolic risk score (comprised of fasting glucose, insulin, triglycerides, HDL-cholesterol, and blood pressure), workplace productivity, and job satisfaction. Discussion This study will determine the efficacy of a multilevel workplace intervention (including the use of a sit-stand workstation) to reduce sedentary behavior and increase LPA and concomitant impact on cardiometabolic health, workplace productivity, and satisfaction. PMID:27940181

Rehabilitation of compensable workplace injuries: effective payment models for quality vocational rehabilitation outcomes in a changing social landscape.

PubMed

Matthews, Lynda R; Hanley, Francine; Lewis, Virginia; Howe, Caroline

2015-01-01

With social and economic costs of workplace injury on the increase, efficient payment models that deliver quality rehabilitation outcomes are of increasing interest. This paper provides a perspective on the issue informed by both refereed literature and published research material not available commercially (gray literature). A review of payment models, workers' compensation and compensable injury identified relevant peer-reviewed and gray literature that informed our discussion. Fee-for-service and performance-based payment models dominate the health and rehabilitation literature, each described as having benefits and challenges to achieving quality outcomes for consumers. There appears to be a movement toward performance-based payments in compensable workplace injury settings as they are perceived to promote time-efficient services and support innovation in rehabilitation practice. However, it appears that the challenges that arise for workplace-based rehabilitation providers and professionals when working under the various payment models, such as staff retention and quality of client-practitioner relationship, are absent from the literature and this could lead to flawed policy decisions. Robust evidence of the benefits and costs associated with different payment models - from the perspectives of clients/consumers, funders and service providers - is needed to inform best practice in rehabilitation of compensable workplace injuries. Available but limited evidence suggests that payment models providing financial incentives for stakeholder-agreed vocational rehabilitation outcomes tend to improve service effectiveness in workers' compensation settings, although there is little evidence of service quality or client satisfaction. Working in a system that identifies payments for stakeholder-agreed outcomes may be more satisfying for rehabilitation practitioners in workers' compensation settings by allowing more clinical autonomy and innovative practice. Researchers need to work closely with the compensation and rehabilitation sector as well as governments to establish robust evidence of the benefits and costs of payment models, from the perspectives of clients/consumers, funders, service providers and rehabilitation professionals.

Workplace health and safety issues among community nurses: a study regarding the impact on providing care to rural consumers.

PubMed

Terry, Daniel; Lê, Quynh; Nguyen, Uyen; Hoang, Ha

2015-08-12

The objective of the study was to investigate the types of workplace health and safety issues rural community nurses encounter and the impact these issues have on providing care to rural consumers. The study undertook a narrative inquiry underpinned by a phenomenological approach. Community nursing staff who worked exclusively in rural areas and employed in a permanent capacity were contacted among 13 of the 16 consenting healthcare services. All community nurses who expressed a desire to participate were interviewed. Data were collected using semistructured interviews with 15 community nurses in rural and remote communities. Thematic analysis was used to analyse interview data. The role, function and structures of community nursing services varied greatly from site to site and were developed and centred on meeting the needs of individual communities. In addition, a number of workplace health and safety challenges were identified and were centred on the geographical, physical and organisational environment that community nurses work across. The workplace health and safety challenges within these environments included driving large distances between client's homes and their office which lead to working in isolation for long periods and without adequate communication. In addition, other issues included encountering, managing and developing strategies to deal with poor client and carer behaviour; working within and negotiating working environments such as the poor condition of patient homes and clients smoking; navigating animals in the workplace; vertical and horizontal violence; and issues around workload, burnout and work-related stress. Many nurses achieved good outcomes to meet the needs of rural community health consumers. Managers were vital to ensure that service objectives were met. Despite the positive outcomes, many processes were considered unsafe by community nurses. It was identified that greater training and capacity building are required to meet the needs among all staff. Published by the BMJ Publishing Group Limited. For permission to use (where not already granted under a licence) please go to http://group.bmj.com/group/rights-licensing/permissions.

Workplace health and safety issues among community nurses: a study regarding the impact on providing care to rural consumers

PubMed Central

Terry, Daniel; Lê, Quynh; Nguyen, Uyen; Hoang, Ha

2015-01-01

Objectives The objective of the study was to investigate the types of workplace health and safety issues rural community nurses encounter and the impact these issues have on providing care to rural consumers. Methods The study undertook a narrative inquiry underpinned by a phenomenological approach. Community nursing staff who worked exclusively in rural areas and employed in a permanent capacity were contacted among 13 of the 16 consenting healthcare services. All community nurses who expressed a desire to participate were interviewed. Data were collected using semistructured interviews with 15 community nurses in rural and remote communities. Thematic analysis was used to analyse interview data. Results The role, function and structures of community nursing services varied greatly from site to site and were developed and centred on meeting the needs of individual communities. In addition, a number of workplace health and safety challenges were identified and were centred on the geographical, physical and organisational environment that community nurses work across. The workplace health and safety challenges within these environments included driving large distances between client’s homes and their office which lead to working in isolation for long periods and without adequate communication. In addition, other issues included encountering, managing and developing strategies to deal with poor client and carer behaviour; working within and negotiating working environments such as the poor condition of patient homes and clients smoking; navigating animals in the workplace; vertical and horizontal violence; and issues around workload, burnout and work-related stress. Conclusions Many nurses achieved good outcomes to meet the needs of rural community health consumers. Managers were vital to ensure that service objectives were met. Despite the positive outcomes, many processes were considered unsafe by community nurses. It was identified that greater training and capacity building are required to meet the needs among all staff. PMID:26270947

Radiation protection aspects of the operation in a cyclotron facility

NASA Astrophysics Data System (ADS)

Silva, P. P. N.; Carneiro, J. C. G. G.

2014-02-01

The activated accelerator cyclotron components and the radioisotope production may impact on the personnel radiation exposure of the workers during the routine maintenance and emergency repair procedures and any modification of the equipment. Since the adherence of the principle of ALARA (as low as reasonable achievable) constitutes a major objective of the cyclotron management, it has become imperative to investigate the radiation levels at the workplace and the probable health effects to the worker caused by radiation exposure. The data analysis in this study was based on the individual monitoring records during the period from 2007 to 2011. Monitoring of the workplace was also performed using gamma and neutron detectors to determine the dose rate in various predetermined spots. The results of occupational radiation exposures were analysed and compared with the values established in national standards and international recommendations. Important guidelines have been developed to reduce the individual dose.

Employee self-rated productivity and objective organizational production levels: effects of worksite health interventions involving reduced work hours and physical exercise.

PubMed

von Thiele Schwarz, Ulrica; Hasson, Henna

2011-08-01

To investigate how worksite health interventions involving a 2.5-hour reduction of weekly working hours with (PE) or without (RWH) mandatory physical exercise affects productivity. Six workplaces in dental health care were matched and randomized to three conditions (PE, RWH and referents). Employees' (N = 177) self-rated productivity and the workplaces' production levels (number of patients) were examined longitudinally. Number of treated patients increased in all conditions during the intervention year. While RWH showed the largest increase in this measure, PE showed significant increases in self-rated productivity, that is, increased quantity of work and work-ability and decreased sickness absence. A reduction in work hours may be used for health promotion activities with sustained or improved production levels, suggesting an increased productivity since the same, or higher, production level can be achieved with lesser resources.

First-Year Results of an Obesity Prevention Program at The Dow Chemical Company

PubMed Central

Goetzel, Ron Z.; Baker, Kristin M.; Short, Meghan E.; Pei, Xiaofei; Ozminkowski, Ronald J.; Wang, Shaohung; Bowen, Jennie D.; Roemer, Enid C.; Craun, Beth A.; Tully, Karen J.; Baase, Catherine M.

2010-01-01

Objective To examine first-year results from a workplace environmental obesity prevention program at The Dow Chemical Company. Methods A quasi-experimental cohort study was conducted among employees at nine treatment worksites (n=8,013) who received environmental weight management interventions and three control worksites (n=2,269). Changes in employees’ weight, body mass index (BMI), and other health risks were examined using chi-square and t-tests. Results After one year, a modest treatment effect was observed for weight and BMI largely because the control group subjects gained weight; however, no effect was observed for overweight and obesity prevalence. Other risk factors (tobacco use, high blood pressure, and systolic and diastolic blood pressure values) decreased significantly, although blood glucose (high risk prevalence and values) increased. Conclusions Environmental changes to the workplace can achieve modest improvements in employees’ health risks, including weight and BMI measures, in one year. PMID:19209033

The relations of motivational traits with workplace deviance.

PubMed

Diefendorff, James M; Mehta, Kajal

2007-07-01

The authors developed and tested new theoretical relations between approach and avoidance motivational traits and deviant work behaviors. Approach motivation was divided into 3 traits: personal mastery (i.e., desire to achieve), competitive excellence (i.e., desire to perform better than others), and behavioral activation system (BAS) sensitivity (i.e., responsiveness to rewards). Avoidance motivation, which reflects one's sensitivity to negative stimuli and the desire to escape such stimuli, was conceptualized as a unitary construct. Using structural equation modeling, the authors examined the relations of these 4 motivational traits with interpersonal and organizational deviance in a sample of primarily part-time employees. For the approach motivation traits, results showed that personal mastery was negatively related to interpersonal and organizational deviance, BAS sensitivity was positively related to interpersonal and organizational deviance, and competitive excellence was unrelated to both types of workplace deviance. Finally, avoidance motivation was positively related to organizational deviance and interacted with organizational constraints to predict interpersonal deviance.

Effectiveness of exercise-heat acclimation for preventing heat illness in the workplace.

PubMed

Yamazaki, Fumio

2013-09-01

The incidence of heat-related illness in the workplace is linked to whether or not workers have acclimated to a hot environment. Heat acclimation improves endurance work performance in the heat and thermal comfort at a given work rate. These improvements are achieved by increased sweating and skin blood flow responses, better fluid balance and cardiovascular stability. As a practical means of acclimatizing the body to heat stress, daily aerobic exercise training is recommended since thermoregulatory capacity and blood volume increase with physical fitness. In workers wearing personal protective suits in hot environments, however, little psychophysiological benefit is received from short-term exercise training and/or heat acclimation because of the ineffectiveness of sweating for heat dissipation and the aggravation of thermal discomfort with the accumulation of sweat within the suit. For a manual laborer who works under uncompensable heat stress, better management of the work rate, the work environment and health is required.

Influence of Career Information on Choice of Degree Programme among Regular and Self-Sponsored Students in Public Universities, Kenya

ERIC Educational Resources Information Center

Gacohi, Jane Njeri; Sindabi, Aggrey M.; Chepchieng, Micah C.

2017-01-01

Choosing a degree programme to study in the university is a critical career task that is a major turning point in a student's life which not only is a start to workplace readiness, but also establishes the student in a career path that opens as well as closes life opportunities. Failure to achieve this task may cause dissatisfaction within the…

Measuring Elementary School Students' Social and Emotional Skills: Providing Educators with Tools to Measure and Monitor Social and Emotional Skills That Lead to Academic Success. Publication #2014-37

ERIC Educational Resources Information Center

Scarupa, Harriet J., Ed.

2014-01-01

Mounting research evidence points to social and emotional skills as playing a central role in shaping student achievement, workplace readiness, and adult wellbeing. This report describes the rigorous, collaborative work undertaken by the Tauck Family Foundation and Child Trends, a national leader in measuring children's development and wellbeing,…

Lo Que el Trabajo Requiere de las Escuelas. Informe de la Comision SCANS para America 2000 (What Work Requires of Schools. A SCANS Report for America 2000).

ERIC Educational Resources Information Center

Department of Labor, Washington, DC. Secretary's Commission on Achieving Necessary Skills.

The Secretary's Commission on Achieving Necessary Skills (SCANS) examined the demands of the workplace and whether young people were capable of meeting those demands. Specifically, SCANS determined the level of skills required to enter employment. Fundamental changes in the nature of work were identified; these changes were found to hold…

Advocacy Coalition for Safer Sex in the Adult Film Industry: The Case of Los Angeles County's Measure B.

PubMed

Cohen, Adam Carl; Tavrow, Paula; McGrath, Mark Roy

2018-05-01

Performers in the adult film industry are routinely exposed to bloodborne pathogens. In 2012, public health advocates in Los Angeles County convinced voters to pass a ballot initiative-Measure B-to mandate condom use on adult film sets. This article presents a case study of the advocacy coalition's strategies used to achieve greater workplace safety using the advocacy coalition framework. The authors were given access to all memoranda, market research, and campaign tools used to promote Measure B. To reconstruct adult film industry counterefforts, the authors reviewed trade publications, social media, and blog posts. When legislative efforts failed, advocates engaged in a step-by-step strategy built around voters to achieve passage of a ballot initiative mandating condom use for all adult films produced in Los Angeles County. Although the industry immediately filed a lawsuit after passage of Measure B, its constitutionality has been upheld. Measure B passed because public health advocates were able to assemble scientific evidence, build public support, counter false claims, and maintain consistent messages throughout the campaign. The adult film industry lacked social capital, cohesion, and nimbleness. To bolster regulatory efforts, appealing to voters to favor safe workplaces may be an effective advocacy strategy for other industries.

A battle over birth "control": legal and legislative employer prescription contraception benefit mandates.

PubMed

Loomis, C Keanin

2002-12-01

Under the Pregnancy Discrimination Act (PDA), employers are prohibited from discriminating against women by treating pregnancy and childbirth different from other medical conditions. Employers who offer medical benefits to their employees have thus been required to cover pregnancy-related medical costs on the same terms as other medical coverage. The cost of prescription contraception, however, has generally not been covered by employer-sponsored medical plans, even while other prescription drugs were. This Note examines the recent case of Erickson v. Bartell Drug Co., which challenged this practice of excluding prescription contraception coverage as discriminatory under the PDA, and argues that further federal legislation is necessary to ensure the equal treatment of women in the workplace.

Environment, health and safety issues for sources used in MOVPE growth of compound semiconductors

NASA Astrophysics Data System (ADS)

Shenai-Khatkhate, Deodatta V.; Goyette, Randall J.; DiCarlo, Ronald L., Jr.; Dripps, Gregory

2004-12-01

As metalorganic vapor-phase epitaxy (MOVPE) is becoming well-established production technology, there are equally growing concerns associated with its bearing on personnel and community safety, environmental impact and maximum quantities of hazardous materials permissible in the device fabrication operations. Safety as well as responsible environmental care has always been of paramount importance in the MOVPE-based crystal growth of compound semiconductors. In this paper, we present the findings from workplace exposure monitoring studies on conventional MOVPE sources such as trimethylgallium, triethylgallium, trimethylantimony and diethylzinc. Also reviewed are the environmental, health and safety hazard aspects for metalorganic sources of routine elements, and the means to minimize the risks (i.e., engineering controls) involved while using these MOVPE sources.

Equality of Educational Opportunity: A Handbook for Research.

ERIC Educational Resources Information Center

Miller, LaMar P., Ed.; Gordon, Edmund W., Ed.

The content of this book is embedded in two historical frameworks. The first is the history of American education in which the basic underlying premise is that education is a means of achieving equality in our society. The other is the development of educational research in the United States which was founded on a deep conviction that one could…

Freedom from Want: Towards More Equality. Proceedings of the Conference on Income Maintenance and Full Employment.

ERIC Educational Resources Information Center

Thode, Kathleen B., Ed.

The document reports on a 1976 conference discussing critical issues related to income maintenance and full employment. The objective is to explore the persistence of inequality and want in America and the issue of achieving more equality through income maintenance programs and full employment. Major topics include values issues; income…

Equalizing Matching Grants and the Allocative and Distributive Objectives of Public School Financing

ERIC Educational Resources Information Center

Gatti, James F.; Tashman, Leonard J.

1976-01-01

Argues that typical Equalizing Matching Grant (EMG) systems for distributing state school aid cannot be expected to achieve the allocative and distributive goals of school finance. Derives a generalized EMG system and specific school aid formula that satisfy the allocative and distributive criteria. Available from: NTA-TIA, 21 East State Street,…

Advancing Gender Equality in Education across GPE Countries. Policy Brief

ERIC Educational Resources Information Center

Banham, Louise; Ahern, Meg

2016-01-01

Gender equality in and through education is critical to the achievement of the 2030 Agenda for Sustainable Development, as many experts have observed, and investing in this area yields substantial public and private returns. It is a key driver of economic and social development and leads to gains in health, nutrition and many other areas. Support…

An Alternative Way to Achieve Kepler's Laws of Equal Areas and Ellipses for the Earth

ERIC Educational Resources Information Center

Hsiang, W. Y.; Chang, H. C.; Yao, H.; Chen, P. J.

2011-01-01

Kepler's laws of planetary motion are acknowledged as highly significant to the construction of universal gravitation. This paper demonstrates different ways to derive the law of equal areas for the Earth by general geometrical and trigonometric methods, which are much simpler than the original derivation depicted by Kepler. The established law of…

Gender Issues in Action Research: Implications for Adult Education

ERIC Educational Resources Information Center

Heiskanen, Tuula

2006-01-01

Gender equality is a widely recognized value. Still, on the practical level, it is not easy to achieve true gender equality. Gender has proved to be a complicated issue both for research and practice. Gender change projects trying to make changes in detected disadvantages have repeatedly run into a problem: it is difficult to put gender issues on…

Social Equality as Groundwork for Sustainable Schooling: The Free Lunch Issue

ERIC Educational Resources Information Center

Kairiene, Brigita; Sprindziunas, Andrius

2016-01-01

The purpose of the present study was to discuss the way of organizing free lunch at public schools as an important precondition for social equality and sustainability in school, by revealing acute forms of social disjunction in Lithuanian schools as a major incongruity with Children Rights, and an obstacle to the achievement of general education…

"Are We There Yet?" The Quest for Gender Equity in Family Analysis.

ERIC Educational Resources Information Center

Andrushko, Kelly

2003-01-01

Discusses the pay disparity between men and women and the expectation that women should be the sole primary caregivers of children. Suggests that these problems must be addressed and equal pay and parental leave policies altered if equality between men and women and in families is to be achieved. (Contains 22 references.) (Author/JOW)

[Drama therapy for the prevention of workplace violence].

PubMed

Hermoso Lloret, Diana; Cervantes Ortega, Genís; Blanch, Josep Maria; Ochoa Pacheco, Paola

2012-01-01

To achieve, through a training and preventive intervention, a significant change in the emotional experience of a group of health care professionals at risk of exposure to workplace violence. 143 Catalonian health professionals participated in a training course on occupational risk prevention that incorporated theatrical staging techniques and psychotherapeutic strategies, focused on the interpretation of emotional experiences associated with violence in the workplace. They participated voluntarily in the program and were selectedaccording to type of healthcare delivered and professional diversity. A pre- and post-course questionnaire was administered. Ninety-two percent of respondents claimed to have witnessed, and 85% had personally experienced, a violent episode in the previous five years. The comparison of mean scores before and after the training intervention revealed anincrease in the positive assessment of the effectiveness of one's own performance and communication skills (p< 0.001), and induced emotional experiences in line with a greater peace of mind (p< 0.005) and less anxiety (p< 0.005) with respect to the violent incident. Staging experiential stressful situations can be a useful learning tool for managing emotions, which increases the perceived degree of one's ability to manage communication, teamwork and professional stress itself. Copyright belongs to the Societat Catalana de Seguretat i Medicina del Treball.

Current and new challenges in occupational lung diseases.

PubMed

De Matteis, Sara; Heederik, Dick; Burdorf, Alex; Colosio, Claudio; Cullinan, Paul; Henneberger, Paul K; Olsson, Ann; Raynal, Anne; Rooijackers, Jos; Santonen, Tiina; Sastre, Joaquin; Schlünssen, Vivi; van Tongeren, Martie; Sigsgaard, Torben

2017-12-31

Occupational lung diseases are an important public health issue and are avoidable through preventive interventions in the workplace. Up-to-date knowledge about changes in exposure to occupational hazards as a result of technological and industrial developments is essential to the design and implementation of efficient and effective workplace preventive measures. New occupational agents with unknown respiratory health effects are constantly introduced to the market and require periodic health surveillance among exposed workers to detect early signs of adverse respiratory effects. In addition, the ageing workforce, many of whom have pre-existing respiratory conditions, poses new challenges in terms of the diagnosis and management of occupational lung diseases. Primary preventive interventions aimed to reduce exposure levels in the workplace remain pivotal for elimination of the occupational lung disease burden. To achieve this goal there is still a clear need for setting standard occupational exposure limits based on transparent evidence-based methodology, in particular for carcinogens and sensitising agents that expose large working populations to risk. The present overview, focused on the occupational lung disease burden in Europe, proposes directions for all parties involved in the prevention of occupational lung disease, from researchers and occupational and respiratory health professionals to workers and employers. The content of this work is not subject to copyright. Design and branding are copyright ©ERS 2017.

An evaluation of the health and wellbeing needs of employees: An organizational case study

PubMed Central

Chetty, Laran

2016-01-01

Introduction: Workplace health and wellbeing is a major public health issue for employers. Wellbeing health initiatives are known to be cost-effective, especially when the programs are targeted and matched to the health problems of the specific population. The aim of this paper is to gather information about the health and wellbeing needs and resources of employees at one British organization. Subjects and Methods: A cross-sectional survey was carried out to explore the health and wellbeing needs and resources of employees at one British organization. All employees were invited to participate in the survey, and, therefore, sampling was not necessary. Results: 838 questionnaires were viable and included in the analysis. Employees reported "feeling happier at work" was the most important factor promoting their health and wellbeing. Physical tasks, such as "moving and handling" were reported to affect employee health and wellbeing the most. The "provision of physiotherapy" was the most useful resource at work. In all, 75% felt that maintaining a healthy lifestyle in the workplace is achievable. Conclusions: More needs to be done by organizations and occupational health to improve the working conditions and organizational culture so that employees feel that they can function at their optimal and not perceive the workplace as a contributor to ill-health. PMID:27853056

An evaluation of the health and wellbeing needs of employees: An organizational case study.

PubMed

Chetty, Laran

2017-01-24

Workplace health and wellbeing is a major public health issue for employers. Wellbeing health initiatives are known to be cost-effective, especially when the programs are targeted and matched to the health problems of the specific population. The aim of this paper is to gather information about the health and wellbeing needs and resources of employees at one British organization. A cross-sectional survey was carried out to explore the health and wellbeing needs and resources of employees at one British organization. All employees were invited to participate in the survey, and, therefore, sampling was not necessary. 838 questionnaires were viable and included in the analysis. Employees reported "feeling happier at work" was the most important factor promoting their health and wellbeing. Physical tasks, such as "moving and handling" were reported to affect employee health and wellbeing the most. The "provision of physiotherapy" was the most useful resource at work. In all, 75% felt that maintaining a healthy lifestyle in the workplace is achievable. More needs to be done by organizations and occupational health to improve the working conditions and organizational culture so that employees feel that they can function at their optimal and not perceive the workplace as a contributor to ill-health.