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Sample records for hospital saturday workplace

  1. Workplace violence in hospitals: safe havens no more.

    PubMed

    Warren, Bryan

    2011-01-01

    Healthcare presents many security challenges, particularly when it comes to workplace violence prevention. With a staff population that is approximately 80% female, 24-hour operations, numerous points of ingress and egress, and the high tension environment that exists in today's hospitals and urgent care centers, the stage is set for the "perfect storm" of workplace violence, the author points out. He cites statistics that healthcare workers are at a much higher risk of victimization than workers in other industries. The best strategy to prevent workplace violence in the healthcare environment, he says, is to develop a corporate culture that supports respect, open communication, employee involvement and participation and an effective training program. PMID:21916279

  2. Using database reports to reduce workplace violence: Perceptions of hospital stakeholders

    PubMed Central

    Arnetz, Judith E.; Hamblin, Lydia; Ager, Joel; Aranyos, Deanna; Essenmacher, Lynnette; Upfal, Mark J.; Luborsky, Mark

    2016-01-01

    BACKGROUND Documented incidents of violence provide the foundation for any workplace violence prevention program. However, no published research to date has examined stakeholders’ preferences for workplace violence data reports in healthcare settings. If relevant data are not readily available and effectively summarized and presented, the likelihood is low that they will be utilized by stakeholders in targeted efforts to reduce violence. OBJECTIVE To discover and describe hospital system stakeholders’ perceptions of database-generated workplace violence data reports. PARTICIPANTS Eight hospital system stakeholders representing Human Resources, Security, Occupational Health Services, Quality and Safety, and Labor in a large, metropolitan hospital system. METHODS The hospital system utilizes a central database for reporting adverse workplace events, including incidents of violence. A focus group was conducted to identify stakeholders’ preferences and specifications for standardized, computerized reports of workplace violence data to be generated by the central database. The discussion was audio-taped, transcribed verbatim, processed as text, and analyzed using stepwise content analysis. RESULTS Five distinct themes emerged from participant responses: Concerns, Etiology, Customization, Use, and Outcomes. In general, stakeholders wanted data reports to provide “the big picture,” i.e., rates of occurrence; reasons for and details regarding incident occurrence; consequences for the individual employee and/or the workplace; and organizational efforts that were employed to deal with the incident. CONCLUSIONS Exploring stakeholder views regarding workplace violence summary reports provided concrete information on the preferred content, format, and use of workplace violence data. Participants desired both epidemiological and incident-specific data in order to better understand and work to prevent the workplace violence occurring in their hospital system. PMID

  3. Development of a Supervisory Skills Course for Hospital Pharmacy Workplaces

    PubMed Central

    Woloschuk, Donna M M; Raymond, Colette B

    2010-01-01

    Background and Objective: Many Canadian hospital pharmacies are experiencing difficulties recruiting supervisory personnel. It was expected that, through a “learning-by-doing” course, pharmacy staff would learn to apply basic skills in the day-to-day supervision of pharmacy operations and human resources and to apply the principles of supervisory documentation. Methods: A supervisory skills course targeted to pharmacy staff members was developed and implemented by the pharmacy department of a large urban health region. The course was initially offered to practising pharmacy technicians. The course design emphasized a constructivist framework incorporating authentic learning and reflective practice during seminars, with experiential and self-directed learning in the workplace. Preceptors assisted learners to achieve the course goals. Learners and preceptors provided feedback about hours spent (as the course progressed) and about their satisfaction with the course itself (at the end of the course). Learners and preceptors completed a post-program evaluation 2 months after completing the course to help in the assessment of the transfer of learning (lasting impact) associated with the course. Overall performance in the course was assessed on a pass/fail basis. Results: Eighteen pharmacy technicians were admitted to the program, but one withdrew because of a job change. All learners successfully completed the course. Two months after the course, learners and preceptors described enhanced organization, time management, leadership, communication, and conflict-resolution skills on the part of learners, as well as their increased confidence, maturity, and ability to supervise staff. Learners’ evaluations revealed a broadened perspective of pharmacy. The preceptors valued the enhancement of learners’ skills and their increased enthusiasm. At the time of writing, 6 of the participants had secured supervisory positions. Conclusion: Creating formal instruction that

  4. Workplace Discrimination Is Associated With Alcohol Abuse Among Ethnically Diverse Hospital Staff.

    PubMed

    Thrasher, Angela D; Wells, Anita M; Spencer, S Melinda; Cofie, Leslie; Yen, Irene H

    2016-05-01

    Research suggests that workplace discrimination plays a role in absenteeism, productivity, and turnover. A link among workplace discrimination, mental health, and health disparities may also exist. The purpose of this study was to determine whether self-reported workplace discrimination is associated with alcohol abuse among hospital workers. Cross-sectional analysis of baseline data collected from a prospective cohort study of workers in two healthcare institutions (n = 664) was conducted. Workplace discrimination in the previous 12 months was reported by 14% (n = 91) of participants who were four times more likely to score higher on likely alcohol abuse than their peers. White participants who reported any discrimination were more likely to score higher on likely alcohol abuse than racial/ethnic minority participants who reported any discrimination. Given a diversifying workforce, further research is needed on how workplace discrimination contributes to stress and maladaptive coping, and ultimately health disparities. PMID:27034406

  5. A Prospectus for Workplace Learning in the Hospitality Industry.

    ERIC Educational Resources Information Center

    Teare, Richard E., Ed.

    1998-01-01

    Includes "Relating Strategy, Structure and Performance" (Richard E. Teare, Jorge Costa, Gavin Eccles); "Interpreting and Responding to Customer Needs" (Richard E. Teare); "Developing a Curriculum for Organisational Learning" (Richard E. Teare); and "Implementing Virtual Support for Workplace Learning" (Richard E. Teare). (SK)

  6. Does difference matter? Diversity and human rights in a hospital workplace.

    PubMed

    Sulman, Joanne; Kanee, Marylin; Stewart, Paulette; Savage, Diane

    2007-01-01

    The urban hospital workplace is a dynamic environment that mirrors the cultural and social diversity of the modern city. This paper explores the literature relating to diversity in the workplace and then describes an urban Canadian teaching hospital's comprehensive approach to the promotion of an equitable and inclusive diverse environment. With this goal, four years ago the hospital established an office of Diversity and Human Rights staffed by a social worker. The office provides education, training, policy development and complaints management. The administration also convened a hospital-wide committee to advise on the outcomes, and to plan a process for diversity and human rights organizational change. The committee worked with a social work research consultant to design a qualitative focus group study, currently ongoing, to explore the perspectives of hospital staff. The lessons learned from the process have the potential to increase overall cultural competency of staff that can translate into more sensitive work with patients.

  7. Does difference matter? Diversity and human rights in a hospital workplace.

    PubMed

    Sulman, Joanne; Kanee, Marylin; Stewart, Paulette; Savage, Diane

    2007-01-01

    The urban hospital workplace is a dynamic environment that mirrors the cultural and social diversity of the modern city. This paper explores the literature relating to diversity in the workplace and then describes an urban Canadian teaching hospital's comprehensive approach to the promotion of an equitable and inclusive diverse environment. With this goal, four years ago the hospital established an office of Diversity and Human Rights staffed by a social worker. The office provides education, training, policy development and complaints management. The administration also convened a hospital-wide committee to advise on the outcomes, and to plan a process for diversity and human rights organizational change. The committee worked with a social work research consultant to design a qualitative focus group study, currently ongoing, to explore the perspectives of hospital staff. The lessons learned from the process have the potential to increase overall cultural competency of staff that can translate into more sensitive work with patients. PMID:17548272

  8. Menu Selection Assistance--A Workplace Literacy Curriculum for Hospital Workers.

    ERIC Educational Resources Information Center

    Tri-County Opportunities Industrialization Center, Inc., Harrisburg, PA.

    This curriculum guide was developed to help literacy practitioners present an eight-lesson workplace literacy course for hospital workers who assist patients in completing their daily menus. Presented in the introduction are the following: overview of the curriculum development project, project activity schedule, course overview, and course time…

  9. Sources of Meaningfulness in the Workplace: A Study in the US Hospitality Sector

    ERIC Educational Resources Information Center

    Dimitrov, Danielle

    2012-01-01

    Purpose: The purpose of this paper is to explore the sources of meaningfulness at the workplace, according to the perceptions of hospitality employees from different national cultures in one US-based hotel, based on Dimitrov's empirical study about the features of the humane organization. Design/methodology/approach: This was an exploratory…

  10. Improving Basic Skills in the Workplace. A Core Course for the Catering and Hospitality Industries.

    ERIC Educational Resources Information Center

    Collins, Lorraine

    This training pack is designed for use with employees in the catering and hospitality industries. The material takes common workplace procedures and terminology and uses these as the basis for improving reading, writing, oral communication, and math skills. The pack is designed as a complete course of 13 modules over a period of 32-48 hours, but…

  11. Holy Saturday asthma.

    PubMed

    O'Connor, Terence M; Cusack, Ruth; Landers, Sarah; Bredin, Charles Patrick

    2014-01-01

    A 61-year-old man complained of cough and dyspnoea after exposure to colophony-containing solder fumes at work. A histamine challenge test confirmed airway hyper-responsiveness, and colophony-challenge demonstrated a 16.7% drop in peak expiratory flow rate (PEFR), supporting a diagnosis of colophony-induced occupational asthma. At review, the patient presented with cough, dyspnoea and wheeze that occurred acutely when exposed to the fumes from burning incense during Easter Saturday services, necessitating his departure from the church. Inhalation challenge tests using two blends of incense used at his church (Greek and Vatican) led to identical symptoms and a significant reduction in forced expiratory volume in 1 s 15 min after exposure and PEFRs up to 48 h after exposure, indicating an early and late phase asthmatic reaction. This is the first report of coexistent colophony and incense-induced asthma. The similarities in chemical structures between abietic acid in colophony and boswellic acid in incense suggest a common mechanism. PMID:24626388

  12. Nurses exposure to workplace violence in a large teaching hospital in Iran

    PubMed Central

    Teymourzadeh, Ehsan; Rashidian, Arash; Arab, Mohammad; Akbari-Sari, Ali; Hakimzadeh, Seyyed Mostafa

    2014-01-01

    Background: Workplace violence is one of the factors which can strongly reduce job satisfaction and the quality of working life of nurses. The aim of this study was to measure nurses’ exposure to workplace violence in one of the major teaching hospitals in Tehran in 2010. Methods: We surveyed the nurses in a cross-sectional design in 2010. The questionnaire was adapted from a standardized questionnaire designed collaboratively by the International Labor Office (ILO), the International Health Organization (IHO), the International Council of Nurses (ICN), and the Public Services International (PSI). Finally, in order to analyze the relationships among different variables in the study, T-test and Chi-Square test were used. Results: Three hundred and one nurses responded to the questionnaire (a response rate of 73%). Over 70% of the nurses felt worried about workplace violence. The participants reported exposure to verbal abuse (64% CI: 59-70%), bullying-mobbing (29% CI: 24-34%) and physical violence (12% CI: 9-16%) at least once during the previous year. Relatives of hospital patients were responsible for most of the violence. Nurses working in the emergency department and outpatient clinics were more likely to report having experienced violence. Nurses were unlikely to report violence to hospital managers, and 40% of nurses were unaware of any existing policies within the hospital for reducing violence. Conclusion: We observed a considerable level of nurse exposure to workplace violence. The high rate of reported workplace violence demonstrates that the existing safeguards that aim to protect the staff from abusive patients and relatives are inadequate. PMID:25396205

  13. Negotiating jurisdiction in the workplace: a multiple-case study of nurse prescribing in hospital settings.

    PubMed

    Kroezen, M; Mistiaen, P; van Dijk, L; Groenewegen, P P; Francke, A L

    2014-09-01

    This paper reports on a multiple-case study of prescribing by nurse specialists in Dutch hospital settings. Most analyses of interprofessional negotiations over professional boundaries take a macro sociological approach and ignore workplace jurisdictions. Yet boundary blurring takes place and healthcare professionals renegotiate formal policies in the workplace. This paper studies the division of jurisdictional control over prescribing between nurse specialists and medical specialists in the workplace, and examines the relationship between workplace jurisdiction and legal jurisdiction over prescribing. Data collection took place in the Netherlands during the first half of 2013. The study used in-depth interviews with fifteen nurse specialists and fourteen medical specialists, non-participant observation of nurse specialists' prescribing consultations and document analysis. Great variety was found in the extent to which and way in which nurse specialists' legal prescriptive authority had been implemented. These findings suggest that there is considerable discrepancy between the division of jurisdictional control over prescribing at the macro (legal) level and the division at the micro (workplace) level.

  14. Application and Implementation of the Hazard Risk Matrix to Identify Hospital Workplaces at Risk for Violence

    PubMed Central

    Arnetz, Judith E.; Hamblin, Lydia; Ager, Joel; Aranyos, Deanna; Upfal, Mark J.; Luborsky, Mark; Russell, Jim; Essenmacher, Lynnette

    2016-01-01

    Background A key barrier to preventing workplace violence injury is the lack of methodology for prioritizing the allocation of limited prevention resources. The hazard risk matrix was used to categorize the probability and severity of violence in hospitals to enable prioritization of units for safety intervention. Methods Probability of violence was based on violence incidence rates; severity was based on lost time management claims for violence-related injuries. Cells of the hazard risk matrix were populated with hospital units categorized as low, medium, or high probability and severity. Hospital stakeholders reviewed the matrix after categorization to address the possible confounding of underreporting. Results Forty-one hospital units were categorized as medium or high on both severity and probability and were prioritized for forthcoming interventions. Probability and severity were highest in psychiatric care units. Conclusions This risk analysis tool may be useful for hospital administrators in prioritizing units for violence injury prevention efforts. PMID:25223739

  15. Substance abuse and dependence in the hospital workplace: detection and handling.

    PubMed

    Ossi, J

    1991-01-01

    A hospital can take many avenues in dealing with an employee or professional who is impaired by substance abuse or dependence. The most difficult aspect of dealing with the problem is detection. Fortunately, increasing public awareness and concern regarding workplace substance abuse is forcing legislators to address the issue and expose the problem. The legislative response appears to be geared toward treatment and education rather than punishment, which in the opinion of this author is a desirable approach. The pharmacy department can be a valuable asset to the hospital risk manager in detecting diversion of controlled substances and educating employees as to the clinical signs and symptoms of impairment.

  16. Workplace violence against nurses in Chinese hospitals: a cross-sectional survey

    PubMed Central

    Jiao, Mingli; Ning, Ning; Li, Ye; Gao, Lijun; Cui, Yu; Sun, Hong; Kang, Zheng; Liang, Libo; Wu, Qunhong; Hao, Yanhua

    2015-01-01

    Objectives To determine the prevalence of workplace violence that Chinese nurses have encountered, identify risk factors and provide a basis for future targeted interventions. Setting Heilongjiang, a province in northeast China. Methods A cross-sectional survey. Participants A total of 588 nurses provided data. There were also in-depth interviews with 12 nurses, 7 hospital administrators and 6 health officials. Results A total of 7.8% of the nurses reported physically violent experiences and 71.9% reported non-physically violent experiences in the preceding year. Perpetrators were patients or their relatives (93.5% and 82%, respectively), and 24% of nurses experienced non-physical violence that involved Yi Nao (gangs specifically targeting hospitals). Inexperienced nurses were more likely to report physical (13.2%) or non-physical (89.5%) violence compared with experienced nurses. Graduate-level nurses were more likely to perceive and report non-physical violence (84.6%). Nurses who worked rotating shifts were 3.668 times (95% CI 1.275 to 10.554) more likely to experience physical violence, and 1.771 times (95% CI 1.123 to 2.792) more likely to experience non-physical violence compared with nurses who worked fixed day shifts. Higher anxiety levels about workplace violence and work types were associated with violence. Interviewees perceived financial burdens, unsatisfactory treatment outcomes and miscommunications as influencing factors for workplace violence. Conclusions Preplacement education should focus on high-risk groups to reduce workplace violence. Increased awareness from the public and policymakers is necessary to develop effective control strategies at individual, hospital and national levels. PMID:25814496

  17. Nurses' attitudes and reactions to workplace violence in obstetrics and gynaecology departments in Cairo hospitals.

    PubMed

    Samir, N; Mohamed, R; Moustafa, E; Abou Saif, H

    2012-03-01

    This study aimed to identify forms of workplace violence against obstetrics and gynaecology nurses and assess their reaction and attitude to it. A descriptive cross-sectional study was conducted in 2009 among 416 randomly selected nurses in obstetrics and gynaecology departments in 8 hospitals in Cairo, Egypt. Data were collected using a self-completed questionnaire and Likert scale to record sociodemographic characteristics, exposure to workplace violence and its types, and nurses' reaction and attitude to it. The majority of nurses (86.1%) had been exposed to workplace violence. Patients' relatives were the greatest source ofviolence (38.5%) and psychological violence was the most common form (78.1%). Carelessness (40.5%) and malpractice of nurses (35.8%) were reported as the usual causes of violence. For psychological and physical violence < 50% of the nurses used the formal system to report abuse. Most nurses (87.2%) considered workplace violence had negative effect of on them. Guidelines for protection of nursing staff are needed.

  18. Saturday School. Preliminary Progress Report.

    ERIC Educational Resources Information Center

    McCormick, Florence; Parrish, Valinda

    The Saturday School model for Home School Coordination was based on a 5-year development program for rural disadvantaged Delta Negroes, Ozarkan Caucasians, and non-reservation Indians. Broad objectives of the program were: (1) to develop parent education curriculum to supplement the learning experiences of the children; and (2) to develop a…

  19. Work mistreatment and hospital administrative staff: policy implications for healthier workplaces.

    PubMed

    Harlos, Karen P; Axelrod, Lawrence J

    2008-08-01

    Research on work life quality in hospitals has focused on how nurses and physicians perceive or react to work conditions. We extend this focus to another major professional group - healthcare administrators - to learn more about how these employees experience the work environment. Administrators merit such attention given their key roles in sustaining the financial health of the hospital and in fulfilling management functions efficiently to support consistent, high-quality care. Specifically, we examined mistreatment in the workplace experienced by administrative staff from a hospital in a large Canadian city. Three dimensions of mistreatment - verbal abuse, work obstruction and emotional neglect - have been associated with diminished well-being, work satisfaction and organizational commitment, along with stronger intent to leave. In this paper, we provide additional support for interpreting these three dimensions as mistreatment and report on their frequencies in our sample. We then consider implications for policy development (e.g., communication and conflict resolution skills training, mentoring programs, respect-at-work policies) to make workplaces healthier for these neglected but important healthcare professionals. PMID:19377340

  20. [Acute sciatic neuropathy--"post-Saturday palsy"].

    PubMed

    Manigoda, Miodrag; Dujmović-Basuroski, Irena; Trikić, Rajko; Drulović, Jelena

    2005-01-01

    This is a case report of 25-year old, unemployed male, admitted to hospital due to acute onset of the left foot drop, subsequent walking difficulty and numbness of the left calf and foot. Symptoms began after prolonged sleep with previous heroin abuse by sniffing. During neurological examination, mild weakness of knee flexors, moderate weakness of plantar flexors and paralysis of foot dorsiflexors, together with hypesthesia of the left calf, foot and fingers, predominantly in the innervation area of common peroneal nerve on the same side, were observed. The electrophysiologic examination revealed predominant involvement of peroneal division within the sciatic nerve, together with recorded conduction block indicating the compression as possible mechanism of nerve injury. The patient was administered corticosteroid therapy during two months, what resulted in almost complete recovery. The peculiarity of this case report is in the presence of the sciatic nerve "Saturday night palsy" with possible effect of former heroin abuse. PMID:16053177

  1. Concern about Workplace Violence and Its Risk Factors in Chinese Township Hospitals: A Cross-Sectional Study.

    PubMed

    Xing, Kai; Zhang, Xue; Jiao, Mingli; Cui, Yu; Lu, Yan; Liu, Jinghua; Zhang, Jingjing; Zhao, Yuchong; Zhao, Yanming; Li, Ye; Liang, Libo; Kang, Zheng; Wu, Qunhong; Yin, Mei

    2016-01-01

    Workplace violence in Chinese township hospitals is a major public health problem. We identified the risk factors of healthcare workers' worry about experiencing workplace violence in 90 Chinese township hospitals and determined specific measures for differing stages of violence (based on crisis management theory). Participants were 440 general practitioners and 398 general nurses from Heilongjiang Province, China (response rate 84.6%). One hundred and six (12.6%) respondents reported being physically attacked in their workplace in the previous 12 months. Regarding psychological violence, the most common type reported was verbal abuse (46.0%). While most (85.2%) respondents had some degree of worry about suffering violence, 22.1% were worried or very worried. Ordinal regression analysis revealed that being ≤35 years of age, having a lower educational level, having less work experience, and working night shifts were all associated with worry about workplace violence. Furthermore, those without experience of such violence were more likely to worry about it. Respondents' suggested measures for controlling violence included "widening channels on medical dispute solutions," "improving doctor-patient communication," and "advocating for respect for medical workers via the media." Results suggest the target factors for reducing healthcare workers' worry by according to the type of education and training and possible measures for limiting workplace violence in township hospitals. PMID:27517949

  2. Concern about Workplace Violence and Its Risk Factors in Chinese Township Hospitals: A Cross-Sectional Study

    PubMed Central

    Xing, Kai; Zhang, Xue; Jiao, Mingli; Cui, Yu; Lu, Yan; Liu, Jinghua; Zhang, Jingjing; Zhao, Yuchong; Zhao, Yanming; Li, Ye; Liang, Libo; Kang, Zheng; Wu, Qunhong; Yin, Mei

    2016-01-01

    Workplace violence in Chinese township hospitals is a major public health problem. We identified the risk factors of healthcare workers’ worry about experiencing workplace violence in 90 Chinese township hospitals and determined specific measures for differing stages of violence (based on crisis management theory). Participants were 440 general practitioners and 398 general nurses from Heilongjiang Province, China (response rate 84.6%). One hundred and six (12.6%) respondents reported being physically attacked in their workplace in the previous 12 months. Regarding psychological violence, the most common type reported was verbal abuse (46.0%). While most (85.2%) respondents had some degree of worry about suffering violence, 22.1% were worried or very worried. Ordinal regression analysis revealed that being ≤35 years of age, having a lower educational level, having less work experience, and working night shifts were all associated with worry about workplace violence. Furthermore, those without experience of such violence were more likely to worry about it. Respondents’ suggested measures for controlling violence included “widening channels on medical dispute solutions,” “improving doctor-patient communication,” and “advocating for respect for medical workers via the media.” Results suggest the target factors for reducing healthcare workers’ worry by according to the type of education and training and possible measures for limiting workplace violence in township hospitals. PMID:27517949

  3. Workplace violence directed at nursing staff at a general hospital in southern Thailand.

    PubMed

    Kamchuchat, Chalermrat; Chongsuvivatwong, Virasakdi; Oncheunjit, Suparnee; Yip, Teem Wing; Sangthong, Rassamee

    2008-01-01

    This study aimed to document the characteristics of workplace violence directed at nursing staff, an issue which has rarely been studied in a developing country. Two study methods, a survey and a key informant interview, were conducted at a general hospital in southern Thailand. A total of 545 out of 594 questionnaires sent were returned for statistical analysis (response rate=91.7%). The 12-month prevalence of violence experience was 38.9% for verbal abuse, 3.1% for physical abuse, and 0.7% for sexual harassment. Psychological consequences including poor relationships with colleagues and family members were the major concerns. Patients and their relatives were the main perpetrators in verbal and physical abuse while co-workers were the main perpetrators in cases of sexual harassment. Common factors to incidents of violence were psychological setting, illness of the perpetrators, miscommunication, and alcohol use. Logistic regression analysis showed younger age to be a personal risk factor. Working in the out-patient unit, trauma and emergency unit, operating room, or medical or surgical unit increased the odds of violence by 80%. Training related to violence prevention and control was found to be effective and decreased the risk of being a victim of violence by 40%. We recommend providing training to high risk groups as a means of controlling workplace violence directed at nursing staff.

  4. Reduction of workplace contamination with platinum-containing cytostatic drugs in a veterinary hospital by introduction of a closed system.

    PubMed

    Kandel-Tschiederer, B; Kessler, M; Schwietzer, A; Michel, A

    2010-06-26

    The objective of this study was to determine the level of workplace contamination with platinum-containing cytostatic drugs in a veterinary hospital. A closed chemotherapy application system was then added to the safety regimen. Workplace contamination was measured over a nine-month period by taking wipe samples from seven locations. Before the introduction of the closed system, amounts of platinum were detected at four locations. After the introduction of the closed system, there was a temporary increase in contamination at two locations, followed by an overall reduction in contamination by the end of the study period.

  5. Extent, Nature, and Risk Factors of Workplace Violence in Public Tertiary Hospitals in China: A Cross-Sectional Survey

    PubMed Central

    Liu, He; Zhao, Siqi; Jiao, Mingli; Wang, Jingtao; Peters, David H.; Qiao, Hong; Zhao, Yuchong; Li, Ye; Song, Lei; Xing, Kai; Lu, Yan; Wu, Qunhong

    2015-01-01

    Using a cross-sectional survey design from 11 public tertiary hospitals (a specialist hospital, four Chinese medicine hospitals, and six general hospitals) in the urban areas of Heilongjiang, we determined the nature of workplace violence that medical staff have encountered in Chinese hospitals and identified factors associated with those experiences of violence. A total of 1129 health workers participated. The specialist hospital had the highest prevalence of physical violence (35.4%), while the general hospitals had the highest prevalence of non-physical violence (76%). Inexperienced medical staff (p < 0.001) were more likely to suffer non-physical violence than physical violence in Chinese medicine hospitals compared to experienced staff. Medical units (p = 0.001) had a high risk of non-physical violence, while surgical units (p = 0.005) had a high risk of physical violence. In general hospitals, staff with higher levels of anxiety about workplace violence were more vulnerable to both physical violence (1.67, 95% CI 1.36–2.10) and non-physical violence (1.309, 95% CI 1.136–1.508) compared to those with lower levels of anxiety, while rotating shift workers had a higher odds of physical violence (2.2, 95% CI 1.21–4.17) and non-physical violence (1.65, 95% CI 1.13–2.41) compared to fixed day shift workers. Thus, prevention should focus not only on high-risk sections of hospitals, but also on the nature of the hospital itself. PMID:26086703

  6. Indoor fungal contamination: health risks and measurement methods in hospitals, homes and workplaces.

    PubMed

    Méheust, Delphine; Le Cann, Pierre; Reboux, Gabriel; Millon, Laurence; Gangneux, Jean-Pierre

    2014-08-01

    Indoor fungal contamination has been associated with a wide range of adverse health effects, including infectious diseases, toxic effects and allergies. The diversity of fungi contributes to the complex role that they play in indoor environments and human diseases. Molds have a major impact on public health, and can cause different consequences in hospitals, homes and workplaces. This review presents the methods used to assess fungal contamination in these various environments, and discusses advantages and disadvantages for each method in consideration with different health risks. Air, dust and surface sampling strategies are compared, as well as the limits of various methods are used to detect and quantify fungal particles and fungal compounds. In addition to conventional microscopic and culture approaches, more recent chemical, immunoassay and polymerase chain reaction (PCR)-based methods are described. This article also identifies common needs for future multidisciplinary research and development projects in this field, with specific interests on viable fungi and fungal fragment detections. The determination of fungal load and the detection of species in environmental samples greatly depend on the strategy of sampling and analysis. Quantitative PCR was found useful to identify associations between specific fungi and common diseases. The next-generation sequencing methods may afford new perspectives in this area. PMID:23586944

  7. Indoor fungal contamination: health risks and measurement methods in hospitals, homes and workplaces.

    PubMed

    Méheust, Delphine; Le Cann, Pierre; Reboux, Gabriel; Millon, Laurence; Gangneux, Jean-Pierre

    2014-08-01

    Indoor fungal contamination has been associated with a wide range of adverse health effects, including infectious diseases, toxic effects and allergies. The diversity of fungi contributes to the complex role that they play in indoor environments and human diseases. Molds have a major impact on public health, and can cause different consequences in hospitals, homes and workplaces. This review presents the methods used to assess fungal contamination in these various environments, and discusses advantages and disadvantages for each method in consideration with different health risks. Air, dust and surface sampling strategies are compared, as well as the limits of various methods are used to detect and quantify fungal particles and fungal compounds. In addition to conventional microscopic and culture approaches, more recent chemical, immunoassay and polymerase chain reaction (PCR)-based methods are described. This article also identifies common needs for future multidisciplinary research and development projects in this field, with specific interests on viable fungi and fungal fragment detections. The determination of fungal load and the detection of species in environmental samples greatly depend on the strategy of sampling and analysis. Quantitative PCR was found useful to identify associations between specific fungi and common diseases. The next-generation sequencing methods may afford new perspectives in this area.

  8. Changes in Saturday outpatient volume and billings after introducing the Saturday incentive programme to clinics in South Korea: a longitudinal cohort study using claims data from 2012 to 2014

    PubMed Central

    Ha, Hyun Ji; Han, Kyu-Tae; Kim, Sun Jung; Sohn, Tae Yong; Jeon, Byungyool; Park, Eun-Cheol

    2016-01-01

    Objective In October 2013, the South Korean government introduced an incentive programme to increase the availability of Saturday treatment at clinics, hoping to increase the role of primary care providers as gatekeepers to medical care. To the best of our knowledge, no one has yet investigated this programme's effect on overall outpatient care. Our study aims to analyse the change in Saturday outpatient volume and billings in clinics that adopted the Saturday incentive programme. Setting Our study used 3 types of data from the period October 2012 to March 2014: National Health Insurance Service (NHIS) claims data, hospital evaluation data and medical institution data. Participants These data consisted of 66 825 881 outpatient cases from 2837 clinics. Interventions Introducing the Saturday incentive programme. Outcome measure We performed a multilevel analysis that adjusted for clinic-level and outpatient-level variables to examine the difference in the percentage of Saturday outpatient volume and billings after introducing the Saturday incentive programme. Results The percentages of Saturday outpatient volume and billings were higher after introducing the programme (outpatient volume: β=2.065, p<0.001; outpatient billings: β=3.518, p<0.001). In addition, outpatient volume and billings on Friday and Saturday increased after introducing the programme, while those on weekdays, excluding Friday, decreased. Conclusions Our findings suggest that the Saturday incentive programme has affected clinic outpatient care and is a worthwhile health policy in terms of promoting primary care. Thus, it may improve healthcare accessibility and quality of care, and prevent inappropriate usage such as emergency room visits by providing patients with weekend clinic hours. PMID:27288380

  9. The Saturday School: An Installation Manual.

    ERIC Educational Resources Information Center

    Parrish, Valinda E.; Wilson, Winston T.

    This manual describes the mechanics and major features of a Saturday school project for 40 Negro preschool children implemented by the South Central Region Educational Laboratory in the 1968-69 school year in Caddo Parish, Louisiana. The manual has two goals: (1) to inform the reader about how the project was successfully implemented, and (2) to…

  10. Barriers to Effective Implementation of Programs for the Prevention of Workplace Violence in Hospitals

    PubMed Central

    Blando, James; Ridenour, Marilyn; Hartley, Daniel; Casteel, Carri

    2015-01-01

    Effective workplace violence (WPV) prevention programs are essential, yet challenging to implement in healthcare. The aim of this study was to identify major barriers to implementation of effective violence prevention programs. After reviewing the related literature, the authors describe their research methods and analysis and report the following seven themes as major barriers to effective implementation of workplace violence programs: a lack of action despite reporting; varying perceptions of violence; bullying; profit-driven management models; lack of management accountability; a focus on customer service; and weak social service and law enforcement approaches to mentally ill patients. The authors discuss their findings in light of previous studies and experiences and offer suggestions for decreasing WPV in healthcare settings. They conclude that although many of these challenges to effective implementation of workplace violence programs are both within the program itself and relate to broader industry and societal issues, creative innovations can address these issues and improve WPV prevention programs. PMID:26807016

  11. Saturday Class Program at UWC-Waukesha County.

    ERIC Educational Resources Information Center

    Mishler, Carol; Moss, Frederick

    Preferences of students who take a Saturday class at the University of Wisconsin Center-Waukesha County were determined through a spring 1985 survey. Of the 185 Saturday students, 158 completed the survey. Findings include: the majority of the Saturday students are nontraditional-aged students, employed full time, and about two-thirds are women;…

  12. Project BELIEVE. Final Report. (A National Workplace Literacy Project with Bakery Europa and Straub Clinic & Hospital).

    ERIC Educational Resources Information Center

    Zane, Lawrence F. H.

    Bakery Europa and the Straub Clinic in Hawaii participated in Project BELIEVE, a 3-year (1995-98) workplace literacy project conducted in partnership with the University of Hawaii's College of Education. Instruction focused on the literacy, communication, interpersonal, and problem-solving skills needed to succeed in the baking and health care…

  13. The effect of workplace smoking bans on heart rate variability and pulse wave velocity of non-smoking hospitality workers

    PubMed Central

    Rajkumar, Sarah; Schmidt-Trucksäss, Arno; Wellenius, Gregory A.; Bauer, Georg F.; Huynh, Cong Khanh; Moeller, Alexander; Röösli, Martin

    2014-01-01

    Objectives To investigate the effect of a change in second hand smoke (SHS) exposure on heart rate variability (HRV) and pulse wave velocity (PWV), this study utilized a quasi-experimental setting when a smoking ban was introduced. Methods HRV, a quantitative marker of autonomic activity of the nervous system, and PWV, a marker of arterial stiffness, were measured in 55 non-smoking hospitality workers before and 3 to 12 months after a smoking ban and compared to a control group that did not experience an exposure change. SHS exposure was determined with a nicotine specific badge and expressed as inhaled cigarette equivalents per day (CE/d). Results PWV and HRV parameters significantly changed in a dose dependent manner in the intervention group compared to the control group. A one CE/d decrease was associated with a 2.3% (95% CI: 0.2, 4.4; p=0.031) higher root mean square of successive differences (RMSSD), a 5.7 % (95% CI: 0.9, 10.2; p=0.02) higher high frequency component and a 0.72% (95 % CI: 0.40–1.05; p<0.001) lower PWV. Conclusions PWV and HRV significantly improved after introducing smoke-free workplaces indicating a decreased cardiovascular risk. PMID:24504155

  14. Workplace violence in different settings and among various health professionals in an Italian general hospital: a cross-sectional study

    PubMed Central

    Ferri, Paola; Silvestri, Monica; Artoni, Cecilia; Di Lorenzo, Rosaria

    2016-01-01

    Background Workplace violence (WPV) against health professionals is a global problem with an increasing incidence. The aims of this study were as follows: 1) to examine the frequency and characteristics of WPV in different settings and professionals of a general hospital and 2) to identify the clinical and organizational factors related to this phenomenon. Methods The study was cross-sectional. In a 1-month period, we administered the “Violent Incident Form” to 745 professionals (physicians, head nurses, nurses, nursing assistants), who worked in 15 wards of a general hospital in northern Italy. Results With a response rate of 56%, 45% of professionals reported WPV. The most frequently assaulted were nurses (67%), followed by nursing assistants (18%) and physicians (12%). The first two categories were correlated, in a statistically significant way, with the risk of WPV (P=0.005, P=0.004, multiple logistic regression). The violent incidents more frequently occurred in psychiatry department (86%), emergency department (71%), and in geriatric wards (57%). The assailants more frequently were males whereas assaulted professionals more often were females. Men committed physical violence more frequently than women, in a statistically significant way (P=0.034, chi-squared test). Verbal violence (51%) was often committed by people in a lucid and normal state of consciousness; physical violence (49%) was most often perpetrated by assailants affected by dementia, mental retardation, drug and substance abuse, or other psychiatric disorders. The variables positively related to WPV were “calling for help during the attack” and “physical injuries suffered in violent attack” (P=0.02, P=0.03, multiple logistic regression). Conclusion This study suggests that violence is a significant phenomenon and that all health workers, especially nurses, are at risk of suffering aggressive assaults. WPV presented specific characteristics related to the health care settings, where

  15. Drink-driver casualties in Victoria. Peak periods on Thursday, Friday and Saturday nights.

    PubMed

    McDermott, F T; Hughes, E S

    1983-06-25

    Blood alcohol estimations are compulsory for all road accident casualties aged 15 years or older who present at public hospitals in Victoria. This article examines the results of blood alcohol estimations performed between 1978 and 1980 in casualties known to have been motor vehicle drivers (excluding motorcyclists). There were three times more male than female driver casualties. Blood alcohol levels in excess of the legal limit of 11 mmol/L (0.05 g/100 mL) were found in 36% of male and 12% of female driver casualties; in approximately half of these, blood alcohol levels exceeded 33 mmol/L (0.15 g/100 mL). Between Monday and Wednesday inclusive, the legal limit was exceeded in 19% of driver casualties. On Friday, Saturday and Sunday, the percentage of driver casualties with blood alcohol levels above the legal limit was 30%, 40%, and 32%, respectively. The percentage of male driver casualties with illegal blood alcohol levels was highest on Thursday, Friday, and Saturday nights (6 p.m. to 6 a.m.), and attained 56%, 62%, and 65% respectively. Of all drink-driver casualties, 56% sustained their injuries on these three nights. These results direct attention to the need for improved driver education and behaviour, and for intensified law enforcement by traffic police during Thursday, Friday, and Saturday nights. PMID:6855680

  16. Saturday Morning Cartoons and Children's Perceptions of Social Reality.

    ERIC Educational Resources Information Center

    Swan, Karen

    This paper examines the effects of Saturday morning cartoons on children's perceptions of social reality. The study consisted of an analysis of programs appearing between 8 and 11 o'clock in the morning on September 15, 1990, and June 9, 1992, focusing on the ethnicity, gender, and age of characters, the positive or negative portrayal of…

  17. Saturday Morning Children's Television Advertising: A Longitudinal Content Analysis.

    ERIC Educational Resources Information Center

    Byrd-Bredbenner, Carol

    2002-01-01

    Content of ads on Saturday children's television programs in 1993 (n=378) and 1999 (n=385) was compared with dietary recommendations and advertising guidelines. Cereals and foods high in sugar or fat dominated ads. Results were compared with earlier studies, finding that over 30 years, ads adhered to advertising guidelines but did not reflect…

  18. From Traditional to Nontraditional Scheduling: Planning for Saturday Students.

    ERIC Educational Resources Information Center

    Mishler, Carol; Moss, Frederick K.

    1986-01-01

    A survey of Saturday students was conducted at the University of Wisconsin Center in Waukesha County to generate information useful in institutional planning and scheduling. Results of the survey revealed that participants were older, employed full time, and female. (Author/MLW)

  19. Team Teaching in the Saturday Morning Search for Solutions.

    ERIC Educational Resources Information Center

    Solomon, Pearl G.; And Others

    The Marie Curie Mathematics and Science Center at St. Thomas Aquinas College (New York), in a comprehensive effort to improve mathematics and science education, offers the Saturday Morning Search for Solutions enrichment program for area students in grades 7-12. The program is interdisciplinary, connecting technology and the study of societal…

  20. 37 CFR 2.196 - Times for taking action: Expiration on Saturday, Sunday or Federal holiday.

    Code of Federal Regulations, 2014 CFR

    2014-07-01

    ...: Expiration on Saturday, Sunday or Federal holiday. 2.196 Section 2.196 Patents, Trademarks, and Copyrights... Saturday, Sunday or Federal holiday. Whenever periods of time are specified in this part in days, calendar... taking any action or paying any fee in the Office falls on a Saturday, Sunday, or Federal holiday...

  1. 37 CFR 2.196 - Times for taking action: Expiration on Saturday, Sunday or Federal holiday.

    Code of Federal Regulations, 2012 CFR

    2012-07-01

    ...: Expiration on Saturday, Sunday or Federal holiday. 2.196 Section 2.196 Patents, Trademarks, and Copyrights... Saturday, Sunday or Federal holiday. Whenever periods of time are specified in this part in days, calendar... taking any action or paying any fee in the Office falls on a Saturday, Sunday, or Federal holiday...

  2. 37 CFR 2.196 - Times for taking action: Expiration on Saturday, Sunday or Federal holiday.

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ...: Expiration on Saturday, Sunday or Federal holiday. 2.196 Section 2.196 Patents, Trademarks, and Copyrights... Saturday, Sunday or Federal holiday. Whenever periods of time are specified in this part in days, calendar... taking any action or paying any fee in the Office falls on a Saturday, Sunday, or Federal holiday...

  3. 15 CFR 908.15 - Times for taking action; expiration on Saturday, Sunday, or holiday.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... Saturday, Sunday, or holiday. 908.15 Section 908.15 Commerce and Foreign Trade Regulations Relating to... § 908.15 Times for taking action; expiration on Saturday, Sunday, or holiday. Whenever periods of time... under these rules for taking any action falls on a Saturday, Sunday, or on a Federal holiday, the...

  4. 15 CFR 908.15 - Times for taking action; expiration on Saturday, Sunday, or holiday.

    Code of Federal Regulations, 2012 CFR

    2012-01-01

    ... Saturday, Sunday, or holiday. 908.15 Section 908.15 Commerce and Foreign Trade Regulations Relating to... ACTIVITIES § 908.15 Times for taking action; expiration on Saturday, Sunday, or holiday. Whenever periods of..., fixed under these rules for taking any action falls on a Saturday, Sunday, or on a Federal holiday,...

  5. 15 CFR 908.15 - Times for taking action; expiration on Saturday, Sunday, or holiday.

    Code of Federal Regulations, 2014 CFR

    2014-01-01

    ... Saturday, Sunday, or holiday. 908.15 Section 908.15 Commerce and Foreign Trade Regulations Relating to... § 908.15 Times for taking action; expiration on Saturday, Sunday, or holiday. Whenever periods of time... under these rules for taking any action falls on a Saturday, Sunday, or on a Federal holiday, the...

  6. 37 CFR 2.196 - Times for taking action: Expiration on Saturday, Sunday or Federal holiday.

    Code of Federal Regulations, 2013 CFR

    2013-07-01

    ...: Expiration on Saturday, Sunday or Federal holiday. 2.196 Section 2.196 Patents, Trademarks, and Copyrights... Saturday, Sunday or Federal holiday. Whenever periods of time are specified in this part in days, calendar... taking any action or paying any fee in the Office falls on a Saturday, Sunday, or Federal holiday...

  7. 15 CFR 908.15 - Times for taking action; expiration on Saturday, Sunday, or holiday.

    Code of Federal Regulations, 2013 CFR

    2013-01-01

    ... Saturday, Sunday, or holiday. 908.15 Section 908.15 Commerce and Foreign Trade Regulations Relating to... § 908.15 Times for taking action; expiration on Saturday, Sunday, or holiday. Whenever periods of time... under these rules for taking any action falls on a Saturday, Sunday, or on a Federal holiday, the...

  8. 15 CFR 908.15 - Times for taking action; expiration on Saturday, Sunday, or holiday.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ... Saturday, Sunday, or holiday. 908.15 Section 908.15 Commerce and Foreign Trade Regulations Relating to... § 908.15 Times for taking action; expiration on Saturday, Sunday, or holiday. Whenever periods of time... under these rules for taking any action falls on a Saturday, Sunday, or on a Federal holiday, the...

  9. 37 CFR 2.196 - Times for taking action: Expiration on Saturday, Sunday or Federal holiday.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ...: Expiration on Saturday, Sunday or Federal holiday. 2.196 Section 2.196 Patents, Trademarks, and Copyrights... Saturday, Sunday or Federal holiday. Whenever periods of time are specified in this part in days, calendar... taking any action or paying any fee in the Office falls on a Saturday, Sunday, or Federal holiday...

  10. Heat stress during the Black Saturday event in Melbourne, Australia

    NASA Astrophysics Data System (ADS)

    Jacobs, Stephanie J.; Vihma, Timo; Pezza, Alexandre B.

    2015-06-01

    The Black Saturday bushfire event of February 7, 2009, devastated the state of Victoria, Australia, resulting in 173 deaths. On this day, the maximum temperature in Melbourne (state capital of Victoria, population 4 million people) exceeded 46 °C, there were wind gusts of over 80 km h-1 and the relative humidity dropped below 5 %. We investigated the severe meteorological conditions of Black Saturday and the risk of heat stress and dehydration for the residents of Melbourne. This was through the analysis of weather station data, air pollution data, the apparent temperature (AT) and the COMfort FormulA human energy budget model. A very strong pressure gradient caused hot and dry air to be advected to Melbourne from the desert interior of Australia creating the extreme weather conditions. The AT showed that on Black Saturday, heat stress conditions were present, though underrepresented due to assumptions in the AT formula. Further investigation into the human energy budget revealed that the conditions required a sweating rate of 1.4 kg h-1 to prevent heat accumulation into the body. If sweating stopped, hyperthermia could occur in 15 min. Sensitivity tests indicated that the dry air and strong winds on Black Saturday helped to release latent heat, but the required sweating rate was virtually unattainable for an average person and would result in intense dehydration. Air particulates were at dangerous concentrations in Melbourne on Black Saturday, further intensifying the stresses to the human body. In the future, we recommend that the AT is not used as a thermal comfort measure as it underestimates the physical stress people experience.

  11. Heat stress during the Black Saturday event in Melbourne, Australia.

    PubMed

    Jacobs, Stephanie J; Vihma, Timo; Pezza, Alexandre B

    2015-06-01

    The Black Saturday bushfire event of February 7, 2009, devastated the state of Victoria, Australia, resulting in 173 deaths. On this day, the maximum temperature in Melbourne (state capital of Victoria, population 4 million people) exceeded 46 °C, there were wind gusts of over 80 km h(-1) and the relative humidity dropped below 5 %. We investigated the severe meteorological conditions of Black Saturday and the risk of heat stress and dehydration for the residents of Melbourne. This was through the analysis of weather station data, air pollution data, the apparent temperature (AT) and the COMfort FormulA human energy budget model. A very strong pressure gradient caused hot and dry air to be advected to Melbourne from the desert interior of Australia creating the extreme weather conditions. The AT showed that on Black Saturday, heat stress conditions were present, though underrepresented due to assumptions in the AT formula. Further investigation into the human energy budget revealed that the conditions required a sweating rate of 1.4 kg h(-1) to prevent heat accumulation into the body. If sweating stopped, hyperthermia could occur in 15 min. Sensitivity tests indicated that the dry air and strong winds on Black Saturday helped to release latent heat, but the required sweating rate was virtually unattainable for an average person and would result in intense dehydration. Air particulates were at dangerous concentrations in Melbourne on Black Saturday, further intensifying the stresses to the human body. In the future, we recommend that the AT is not used as a thermal comfort measure as it underestimates the physical stress people experience. PMID:25172086

  12. Heat stress during the Black Saturday event in Melbourne, Australia.

    PubMed

    Jacobs, Stephanie J; Vihma, Timo; Pezza, Alexandre B

    2015-06-01

    The Black Saturday bushfire event of February 7, 2009, devastated the state of Victoria, Australia, resulting in 173 deaths. On this day, the maximum temperature in Melbourne (state capital of Victoria, population 4 million people) exceeded 46 °C, there were wind gusts of over 80 km h(-1) and the relative humidity dropped below 5 %. We investigated the severe meteorological conditions of Black Saturday and the risk of heat stress and dehydration for the residents of Melbourne. This was through the analysis of weather station data, air pollution data, the apparent temperature (AT) and the COMfort FormulA human energy budget model. A very strong pressure gradient caused hot and dry air to be advected to Melbourne from the desert interior of Australia creating the extreme weather conditions. The AT showed that on Black Saturday, heat stress conditions were present, though underrepresented due to assumptions in the AT formula. Further investigation into the human energy budget revealed that the conditions required a sweating rate of 1.4 kg h(-1) to prevent heat accumulation into the body. If sweating stopped, hyperthermia could occur in 15 min. Sensitivity tests indicated that the dry air and strong winds on Black Saturday helped to release latent heat, but the required sweating rate was virtually unattainable for an average person and would result in intense dehydration. Air particulates were at dangerous concentrations in Melbourne on Black Saturday, further intensifying the stresses to the human body. In the future, we recommend that the AT is not used as a thermal comfort measure as it underestimates the physical stress people experience.

  13. Saturday night burns: an increasing problem?

    PubMed Central

    Bollero, D.; Malvasio, V.; Gangemi, E.N.; Giunta, G.; Collard, B.; Stella, M.

    2015-01-01

    Summary In Italy the economic crisis has caused changes in behavior in daily as well as leisure activities. For instance, night clubs have changed both their scenography and what they can offer. From simply providing a place to dance, they can now offer more complex scenography with spectacular fireworks and lit cocktails. While this can be amazing for all of us it can also be another cause of burn injuries. We conducted a retrospective study of all burns patients admitted to the Accident and Emergency Department at CTO Hospital in Turin from 2009 to 2013, after a night clubbing. A total of five patients were identified with an average age of 20 years old: four were burned by flaming cocktails and one was burned by a firework. Two received outpatient treatment, while orotracheal intubation and admission were needed for three, and two required surgical debridement and resurfacing with split skin graft. All patients had permanent sequelae caused by pathologic scarring and/or dyschromia. Our findings show that the risk of burn injuries is higher at weekends, mainly in summer, if all correct safety procedures are not followed. Meanwhile it is important to highlight that the promotion of inappropriate behavior at night clubs during firework displays and the passing of flaming cocktails should be avoided. PMID:26668565

  14. Saturday night burns: an increasing problem?

    PubMed

    Bollero, D; Malvasio, V; Gangemi, E N; Giunta, G; Collard, B; Stella, M

    2015-03-31

    In Italy the economic crisis has caused changes in behavior in daily as well as leisure activities. For instance, night clubs have changed both their scenography and what they can offer. From simply providing a place to dance, they can now offer more complex scenography with spectacular fireworks and lit cocktails. While this can be amazing for all of us it can also be another cause of burn injuries. We conducted a retrospective study of all burns patients admitted to the Accident and Emergency Department at CTO Hospital in Turin from 2009 to 2013, after a night clubbing. A total of five patients were identified with an average age of 20 years old: four were burned by flaming cocktails and one was burned by a firework. Two received outpatient treatment, while orotracheal intubation and admission were needed for three, and two required surgical debridement and resurfacing with split skin graft. All patients had permanent sequelae caused by pathologic scarring and/or dyschromia. Our findings show that the risk of burn injuries is higher at weekends, mainly in summer, if all correct safety procedures are not followed. Meanwhile it is important to highlight that the promotion of inappropriate behavior at night clubs during firework displays and the passing of flaming cocktails should be avoided. PMID:26668565

  15. 42. Open house at the site, Saturday, October 3, 1992. ...

    Library of Congress Historic Buildings Survey, Historic Engineering Record, Historic Landscapes Survey

    42. Open house at the site, Saturday, October 3, 1992. View north/northwest. Photograph shows the lock support floor joists on sleepers and the mortised crib walls. The 1 inch board at the base of the crib wall is the pre-super construction 'footprint' for alignment. - Wabash & Erie Canal, Lock No. 2, 8 miles east of Fort Wayne, adjacent to U.S. Route 24, New Haven, Allen County, IN

  16. Antecedents of Medical Workplace Violence in South China

    ERIC Educational Resources Information Center

    Cai, Wenzhi; Deng, Ling; Liu, Meng; Yu, Min

    2011-01-01

    It has been noted that workplace violence most frequently occurs in hospitals. The purpose of this study was to explore antecedents of workplace violence in south China. The authors conducted face-to-face, in-depth, semistructured interviews with 30 hospital staff who had experienced at least one incident of workplace violence from patients during…

  17. Saturday Night Retinopathy: Characterization of a Rare Ophthalmic Condition.

    PubMed

    Peracha, Zuhair H; Ahmed, Shareef B; Desai, Ankit; Peracha-Riyaz, Manal; Kumar, Nitin; Desai, Uday R

    2016-01-01

    A 48-year-old, black female with a history of heroin and daily alcohol abuse presented to the emergency room in a lethargic state with severe right eye pain and vision loss. She had been unconscious for 10 hours prior to presentation. On exam she was found to have no light perception vision, severe retinal edema, and complete ophthalmoplegia of the right eye. Imaging and clinical course confirmed the diagnosis of Saturday Night Retinopathy--only the second documented case to be published. PMID:26731217

  18. The Science on Saturday Program at Princeton Plasma Physics Laboratory

    NASA Astrophysics Data System (ADS)

    Bretz, N.; Lamarche, P.; Lagin, L.; Ritter, C.; Carroll, D. L.

    1996-11-01

    The Science on Saturday Program at Princeton Plasma Physics Laboratory consists of a series of Saturday morning lectures on various topics in science by scientists, engineers, educators, and others with an interesting story. This program has been in existence for over twelve years and has been advertised to and primarily aimed at the high school level. Topics ranging from superconductivity to computer animation and gorilla conservation to pharmaceutical design have been covered. Lecturers from the staff of Princeton, Rutgers, AT and T, Bristol Meyers Squibb, and many others have participated. Speakers have ranged from Nobel prize winners, astronauts, industrialists, educators, engineers, and science writers. Typically, there are eight to ten lectures starting in January. A mailing list has been compiled for schools, science teachers, libraries, and museums in the Princeton area. For the past two years AT and T has sponsored buses for Trenton area students to come to these lectures and an effort has been made to publicize the program to these students. The series has been very popular, frequently overfilling the 300 seat PPPL auditorium. As a result, the lectures are videotaped and broadcast to a large screen TV for remote viewing. Lecturers are encouraged to interact with the audience and ample time is provided for questions.

  19. 37 CFR 1.7 - Times for taking action; Expiration on Saturday, Sunday or Federal holiday.

    Code of Federal Regulations, 2013 CFR

    2013-07-01

    ...; Expiration on Saturday, Sunday or Federal holiday. 1.7 Section 1.7 Patents, Trademarks, and Copyrights UNITED... Saturday, Sunday or Federal holiday. (a) Whenever periods of time are specified in this part in days..., Sunday, or on a Federal holiday within the District of Columbia, the action may be taken, or the fee...

  20. 37 CFR 1.7 - Times for taking action; Expiration on Saturday, Sunday or Federal holiday.

    Code of Federal Regulations, 2012 CFR

    2012-07-01

    ...; Expiration on Saturday, Sunday or Federal holiday. 1.7 Section 1.7 Patents, Trademarks, and Copyrights UNITED... Saturday, Sunday or Federal holiday. (a) Whenever periods of time are specified in this part in days..., Sunday, or on a Federal holiday within the District of Columbia, the action may be taken, or the fee...

  1. 37 CFR 1.7 - Times for taking action; Expiration on Saturday, Sunday or Federal holiday.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ...; Expiration on Saturday, Sunday or Federal holiday. 1.7 Section 1.7 Patents, Trademarks, and Copyrights UNITED... Saturday, Sunday or Federal holiday. (a) Whenever periods of time are specified in this part in days..., Sunday, or on a Federal holiday within the District of Columbia, the action may be taken, or the fee...

  2. 37 CFR 1.7 - Times for taking action; Expiration on Saturday, Sunday or Federal holiday.

    Code of Federal Regulations, 2014 CFR

    2014-07-01

    ...; Expiration on Saturday, Sunday or Federal holiday. 1.7 Section 1.7 Patents, Trademarks, and Copyrights UNITED... Saturday, Sunday or Federal holiday. (a) Whenever periods of time are specified in this part in days..., Sunday, or on a Federal holiday within the District of Columbia, the action may be taken, or the fee...

  3. 37 CFR 1.7 - Times for taking action; Expiration on Saturday, Sunday or Federal holiday.

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ...; Expiration on Saturday, Sunday or Federal holiday. 1.7 Section 1.7 Patents, Trademarks, and Copyrights UNITED... Saturday, Sunday or Federal holiday. (a) Whenever periods of time are specified in this part in days..., Sunday, or on a Federal holiday within the District of Columbia, the action may be taken, or the fee...

  4. A happy doctor's escape from narrative: reflection in Saturday.

    PubMed

    Belling, Catherine

    2012-06-01

    The humanities have, in their application to medicine, become almost synonymous with narrative. When medical education turned to 'reflection' as a means to nurture coherent and ethical professional identity, interventions tended to take narrative as their primary form. Even while promoting 'mindfulness' as complete engagement in the present moment, proponents of reflection sometimes subsume reflection under the category 'narrative'. The author offers a reading of Ian McEwan's novel Saturday, the account of the thoughts of a London surgeon over the course of one day, attending to the novel's reflective and lyrical as well as its narrative passages, in order to suggest that, rather than grouping the various forms that constitute 'literature' into a single instrumental method for producing more professional and ethical doctors, it might be valuable to attend to the various modes that constitute literary discourse, of which narrative is only one. PMID:22345587

  5. Labor/Management Workplace Education Programs.

    ERIC Educational Resources Information Center

    Chernow, Harneen

    This report includes two sections: (1) an overview of the issues involved in joint labor/management workplace education programs and (2) a description of such a program partnering two union locals, nine hospitals, and Bunker Hill Community College to implement a workplace-based career ladder program. The first section explains that unions and…

  6. Workplace-related burns.

    PubMed

    Mian, M A H; Mullins, R F; Alam, B; Brandigi, C; Friedman, B C; Shaver, J R; Hassan, Z

    2011-06-30

    Introduction. The key element of a safe workplace for employees is the maintenance of fire safety. Thermal, chemical, and electrical burns are common types of burns at the workplace. This study assessed the epidemiology of work-related burn injuries on the basis of the workers treated in a regional burn centre. Methods. Two years' retrospective data (2005-2006) from the Trauma Registry of the American College of Surgeons of the Joseph M. Still Burn Center at Doctors Hospital in Augusta, Georgia, were collected and analysed. Results. During the time period studied, 2510 adult patients with acute burns were admitted; 384 cases (15%) were work-related. The average age of the patients was 37 yr (range, 15-72 yr). Males constituted the majority (90%) of workrelated burn injury admissions. The racial distribution was in accordance with the Centre's admission census. Industrial plant explosions accounted for the highest number of work-related burns and, relatively, a significant number of patients had chemical burns. The average length of hospital stay was 5.54 days. Only three patients did not have health insurance and four patients (1%) died. Conclusion. Burn injuries at the workplace predominantly occur among young male workers, and the study has shown that chemical burns are relatively frequent. This study functions as the basis for the evaluation of work-related burns and identification of the causes of these injuries to formulate adequate safety measures, especially for young, male employees working with chemicals.

  7. Changing Workplace.

    ERIC Educational Resources Information Center

    1998

    This document contains four papers from a symposium on the changing workplace and its relationship to human resource development (HRD). In "Globalization, Immigration and Quality of Life Dynamics for Reverse Brain Drains" (Ben-Chieh Liu, Maw Lin Lee, Hau-Lien), the factors responsible for the brain drain from Taiwan to the United States in the…

  8. Changing Workplace.

    ERIC Educational Resources Information Center

    1999

    These four papers are from a symposium on changing workplaces. "Women Entrepreneurs: Maintaining Business Success through Human Resource Development" (Dominic G. Kamau , Gary N. McLean, Alexander Ardishvili) investigates contributions of human resource development (HRD) to business success and reports the following: (1) women can be successful in…

  9. Workplace Bullying Prevention: A Critical Discourse Analysis

    PubMed Central

    JOHNSON, Susan L.

    2016-01-01

    Aim To analyze the discourses of workplace bullying prevention of hospital nursing unit managers and in the official documents of the organizations where they worked. Background Workplace bullying can be a self-perpetuating problem in nursing units. As such, efforts to prevent this behavior may be more effective than efforts to stop the behavior. There is limited research on how healthcare organizations characterize their efforts to prevent workplace bullying. Design This was a qualitative study. Method Critical discourse analysis and Foucault’s writings on governmentality and discipline were used to analyze data from interviews with hospital nursing unit managers (n=15) and organizational documents (n=22). Data were collected in 2012. Findings The discourse of workplace bullying prevention centered around three themes: prevention of workplace bullying through managerial presence, normalizing behaviors and controlling behaviors. All three are individual level discourses of workplace bullying prevention. Conclusion Current research indicates that workplace bullying is a complex issue with antecedents at the individual, departmental and organizational level. However, the discourse of the participants in this study only focused on prevention of bullying by moulding the behaviors of individuals. The effective prevention of workplace bullying will require departmental and organizational initiatives. Leaders in all types of organizations can use the results of this study to examine their organizations’ discourses of workplace bullying prevention to determine where change is needed. PMID:26010268

  10. Workplace Design

    NASA Technical Reports Server (NTRS)

    1984-01-01

    The Anthropometric Source Book was developed based on Johnson Space Center project of anthropometry, the study of the size, shape and motion characteristics of the human body. Designed primarily for use by NASA, the military services and aerospace contractors, the book was also intended to help non-aerospace engineers, architects, and others engaged in design of clothing, equipment and workplaces. An example of its use by Eastman Kodak Company is the company's application of the data to design efficient, productive and comfortable workplaces for employees in the Rochester, NY processing laboratories. The sourcebook was used to determine such dimensions as leg space, work surface height and thickness, employee reach distances, proper height for computer terminal screen, seat height and knee space.

  11. Workplace Health and Safety.

    ERIC Educational Resources Information Center

    Massachusetts Career Development Inst., Springfield.

    This booklet is one of six texts from a workplace literacy curriculum designed to assist learners in facing the increased demands of the workplace. It is a short guide to workplace health and safety issues, laws, and regulations, especially in Massachusetts. Topics covered include the following: (1) safety issues--workplace ergonomics, the…

  12. Saturday Afternoon Free. A Respite Care Program for Moderately to Severely Handicapped Children.

    ERIC Educational Resources Information Center

    American Association of State Colleges and Universities, Washington, DC.

    Described in this report is the Saturday Afternoon Free respite care program for moderately to severely handicapped children operated under the auspices of the Idaho State University (ISU) College of Education. In service for 4 years, it has been evaluated by parents and student participants as excellent. It was developed in response to the need…

  13. Strengthening German Programs through Community Engagement and Partnerships with Saturday Morning Schools

    ERIC Educational Resources Information Center

    Hellebrandt, Josef

    2014-01-01

    German university programs can increase enrollments and diversify their curricula through academic community partnerships with surrounding schools. This article informs about two community-supported initiatives between the German Studies Program at Santa Clara University and the South Bay Deutscher Schulverein, a Saturday Morning School in…

  14. Saturday School: Implementing Project-Based Learning in an Urban School

    ERIC Educational Resources Information Center

    Catapano, Susan; Gray, Jenny

    2015-01-01

    Expanding the university-school partnership in one urban district led to the development of a Saturday enrichment program with preservice teachers planning curricula based on project learning. Researchers asked if this program, a departure from the structured curriculum of Monday through Friday class, had an impact on learners involved. Data were…

  15. Females and Minorities in TV Ads in 1987 Saturday Children's Programs.

    ERIC Educational Resources Information Center

    Riffe, Daniel; And Others

    1989-01-01

    Examines how females and minorities are represented on children's Saturday morning television commercials, focusing on how often they are present, settings in which they are portrayed, and types of White-minority interactions. Finds that more women and minorities are present in advertisements than earlier studies indicated, but that White males…

  16. Research and Teaching: Investigating Preservice Teachers' Self-Efficacy through Saturday Science

    ERIC Educational Resources Information Center

    McLaughlin, David

    2015-01-01

    This study reports on preservice teachers' reported feelings of confidence with learning and teaching science relative to their participation in a science enrichment program. Through Saturday Science, local families are invited to explore various topics with hands-on activities designed and facilitated by students in an early childhood education…

  17. Parent Perceptions of the Effects of the Saturday Enrichment Program on Gifted Students' Talent Development

    ERIC Educational Resources Information Center

    Olszewski-Kubilius, Paula; Lee, Seon-Young

    2004-01-01

    Based on survey responses from 187 parents of students who attended the Saturday Enrichment Program (SEP) at the Center for Talent Development (CTD) of Northwestern University, this study showed that overall, parents perceived favorable effects of the program on their children's talent development, especially academic talent development. As a…

  18. 26 CFR 301.7503-1 - Time for performance of acts where last day falls on Saturday, Sunday, or legal holiday.

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... falls on Saturday, Sunday, or legal holiday. 301.7503-1 Section 301.7503-1 Internal Revenue INTERNAL... where last day falls on Saturday, Sunday, or legal holiday. (a) In general. Section 7503 provides that... falls on a Saturday, Sunday, or legal holiday, such act shall be considered performed timely...

  19. 26 CFR 301.7503-1 - Time for performance of acts where last day falls on Saturday, Sunday, or legal holiday.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... falls on Saturday, Sunday, or legal holiday. 301.7503-1 Section 301.7503-1 Internal Revenue INTERNAL... where last day falls on Saturday, Sunday, or legal holiday. (a) In general. Section 7503 provides that... falls on a Saturday, Sunday, or legal holiday, such act shall be considered performed timely...

  20. 26 CFR 301.7503-1 - Time for performance of acts where last day falls on Saturday, Sunday, or legal holiday.

    Code of Federal Regulations, 2014 CFR

    2014-04-01

    ... falls on Saturday, Sunday, or legal holiday. 301.7503-1 Section 301.7503-1 Internal Revenue INTERNAL... where last day falls on Saturday, Sunday, or legal holiday. (a) In general. Section 7503 provides that... falls on a Saturday, Sunday, or legal holiday, such act shall be considered performed timely...

  1. 26 CFR 301.7503-1 - Time for performance of acts where last day falls on Saturday, Sunday, or legal holiday.

    Code of Federal Regulations, 2013 CFR

    2013-04-01

    ... falls on Saturday, Sunday, or legal holiday. 301.7503-1 Section 301.7503-1 Internal Revenue INTERNAL... where last day falls on Saturday, Sunday, or legal holiday. (a) In general. Section 7503 provides that... falls on a Saturday, Sunday, or legal holiday, such act shall be considered performed timely...

  2. 26 CFR 301.7503-1 - Time for performance of acts where last day falls on Saturday, Sunday, or legal holiday.

    Code of Federal Regulations, 2012 CFR

    2012-04-01

    ... falls on Saturday, Sunday, or legal holiday. 301.7503-1 Section 301.7503-1 Internal Revenue INTERNAL... where last day falls on Saturday, Sunday, or legal holiday. (a) In general. Section 7503 provides that... falls on a Saturday, Sunday, or legal holiday, such act shall be considered performed timely...

  3. The Politics of Workplace Literacy: A Case Study.

    ERIC Educational Resources Information Center

    Gowen, Sheryl Greenwood

    This book analyzes the response of employees at a southern hospital to a functional context literacy program. It uses ethnographic techniques, storytelling, and observations of workplace relations to illustrate how classism, racism, and sexism continue to be part of the workplace environment and how these factors contribute to employees'…

  4. I.T. in the Workplace: The Impact of Information Systems Technology on the Education and Training Needs of Hospital Workers in New York City.

    ERIC Educational Resources Information Center

    State Univ. of New York, Albany. Center for Health Workforce Studies.

    A study was conducted to determine the information technology (IT) training needs of front-line clerical staff, medical records staff, and information systems staff in hospitals. Information was gathered through interviews and structured group discussions with human resources directors, information systems directors, medical records directors, and…

  5. Unions and Workplace Reorganization.

    ERIC Educational Resources Information Center

    Nissen, Bruce, Ed.

    The 11 chapters in this book focus on "The New American Workplace" and assess its adequacy or inadequacy as a guide for the U.S. labor movement in relation to new work systems. "Unions and Workplace Reorganization" (Bruce Nissen) introduces the subject. "The New American Workplace: A Labor Perspective" (AFL-CIO Committee on the Evolution of Work,…

  6. Constituting the Workplace Curriculum

    ERIC Educational Resources Information Center

    Billett, Stephen

    2006-01-01

    This paper advances some bases for a workplace curriculum. These are premised on conceptions of curriculum as intents directed to individual's progression towards full and effective workplace performance, yet whose enactment is shaped by workplace factors and is ultimately experienced by workers as learners. So whether the intentions will be…

  7. Workplace incivility and productivity losses among direct care staff.

    PubMed

    Hutton, Scott; Gates, Donna

    2008-04-01

    The purpose of this study was to examine incivility experienced by direct health care staff in their workplaces. The sample (N = 184) was 91% female and 77% White, with 71% of the participants having earned an associate degree or above and 81% being registered nurses. The Work Limitations Questionnaire and the Incivility in Healthcare Survey were distributed to all direct care staff at a major metropolitan hospital (22% response rate). Correlations were found between workplace incivility from direct supervisors and productivity (r = 0.284, p = .000) and workplace incivility from patients and productivity (r = 0.204, p = .006). Incivility from physicians, incivility from other direct care staff, and general environmental incivility were not shown to be significantly related to productivity. Demographics were not related to levels of workplace incivility. Workplace incivility from patients and management appears to have a greater impact on employees' productivity than workplace incivility from other sources.

  8. Health Care Industry. Workforce & Workplace Literacy Series.

    ERIC Educational Resources Information Center

    BCEL Brief, 1991

    1991-01-01

    This brief gives an overview of the topic of workplace literacy in the health care industry and lists program contacts. The following 35 organizations operate basic skills upgrading programs for health care workers: American Hospital Association; Chinese American Civic Association; Massachusetts Department of Employment and Training; BostonWorks;…

  9. Early Workplace Intervention to Improve the Work Ability of Employees with Musculoskeletal Disorders in a German University Hospital-Results of a Pilot Study.

    PubMed

    Schwarze, Monika; Egen, Christoph; Gutenbrunner, Christoph; Schriek, Stephanie

    2016-01-01

    Health promotion is becoming increasingly important in work life. Healthcare workers seem to be at special risk, experiencing musculoskeletal disorders (MSD); their situation is strongly influenced by demographic changes. The aim of this study is to evaluate the feasibility and outcome of a worksite intervention. In a one-group pretest-posttest design, 118 employees of a hospital were recruited from 2010 to 2011. The raised parameters were satisfaction with the program, work ability (Work Ability Index), and sickness absence (provided by human resource management). Patient-reported questionnaire data was raised at baseline (t1) and after three months (t2). Sickness leave was evaluated in the period six months prior to and six months after the intervention. Means, frequencies, standardized effect sizes (SES), analysis of variance, and regression analysis were carried out. Participants were found to be highly satisfied. Work ability increased with moderate effects (SES = 0.34; p < 0.001) and prognosis of gainful employment (SES = -0.19; p ≤ 0.047) with small effects. Days of MSD-related sickness absence were reduced by 38.5% after six months. The worksite intervention program is transferable to a hospital setting and integration in occupational health management is recommended. The use of a control group is necessary to demonstrate the effectiveness. PMID:27618120

  10. UNDERSTANDING HOW HEALTHY WORKPLACES ARE CREATED: IMPLICATIONS FOR DEVELOPING A NATIONAL HEALTH SERVICE HEALTHY WORKPLACE PROGRAM.

    PubMed

    Wyatt, Katrina M; Brand, Sarah; Ashby-Pepper, Julie; Abraham, Jane; Fleming, Lora E

    2015-01-01

    The workplace is an important setting for promoting health and well-being. We sought to understand how successful workplace health and well-being programs were developed and implemented to inform the development of a program for a National Health Service (NHS) hospital. Case studies of successful healthy workplace programs with 34 semi-structured employee interviews informed 12 interviews with NHS staff. Interviews were thematically analyzed using Nvivo. Themes were fed back to participants for further clarification and validation. Healthy workplace programs were characterized by senior management endorsement; collective sense of ownership; presence of visible "quick wins"; and a sense that participation was easy and fun, not mandated. Programs evolved organically, allowing trust to be built and activities to be developed with employees. Interviews with NHS staff suggested a lack of belief in the possibility of change in their workplace due to time and workload pressures, and a sense of an "us and them" relationship with management, as well as environmental barriers. A consistent pattern of how the conditions for a healthy workplace can be created, which map onto the results from the NHS ward staff, suggest that without creating an enabling environment for health-promoting behaviors, workplace programs will have poor uptake and retention. PMID:26460455

  11. Global Trends in Workplace Learning

    ERIC Educational Resources Information Center

    Lee, Lung-Sheng; Lai, Chun-Chin

    2012-01-01

    The paradigm of human resource development has shifted to workplace learning and performance. Workplace can be an organization, an office, a kitchen, a shop, a farm, a website, even a home. Workplace learning is a dynamic process to solve workplace problems through learning. An identification of global trends of workplace learning can help us to…

  12. Saturday School

    ERIC Educational Resources Information Center

    Pratt, Allen

    2011-01-01

    When the author became principal at South Pittsburg High School in the rural southeast corner of Tennessee, he noticed that the school had a serious problem with students arriving late to school in the morning and late to classes during the school day. When this issue was discussed, it was decided that there was a need to initiate a Saturday…

  13. Combating Workplace Ageism.

    ERIC Educational Resources Information Center

    Reio, Thomas G., Jr.; Sanders-Reio, Joanne

    1999-01-01

    Age discrimination in the workplace is widespread and often based on stereotypes. Research has demonstrated that older workers learn and perform well. Adult educators should eliminate ways in which educational practices perpetuate ageism, raise awareness of it in the workplace, and help older workers continue learning. (SK)

  14. Proactive Copyright: Workplace Compliance

    ERIC Educational Resources Information Center

    Butler, Rebecca P.; Parker, Preston

    2009-01-01

    Oftentimes, copyright is addressed in the workplace only after a blatant infringement is discovered or a cease-and-desist letter is received. Then, too, some workplaces may feel that they are immune to copyright issues due to their educational nature; while private organizations, businesses, and industry may feel that the term "fair use" will…

  15. Canadian Chefs' Workplace Learning

    ERIC Educational Resources Information Center

    Cormier-MacBurnie, Paulette; Doyle, Wendy; Mombourquette, Peter; Young, Jeffrey D.

    2015-01-01

    Purpose: This paper aims to examine the formal and informal workplace learning of professional chefs. In particular, it considers chefs' learning strategies and outcomes as well as the barriers to and facilitators of their workplace learning. Design/methodology/approach: The methodology is based on in-depth, face-to-face, semi-structured…

  16. Workplace Readiness Guide.

    ERIC Educational Resources Information Center

    Crocker, Judith; Tibbetts, John; Sherman, Renee; Dlott, Michael

    This document is intended to help local adult education programs evaluate their programs to assess their capability of designing and delivering a specific workplace education program requested by an employer. The guide begins with an introductory section that discusses the following topics: differences between workplace programs and typical…

  17. Evaluating Workplace Education Programs.

    ERIC Educational Resources Information Center

    MacMaster, Don

    The Workplace Project (WPP) at Alpena Community College, in Michigan, uses a range of assessment instruments to measure learner performance in workplace classes. The Test of Adult Basic Education is administered at the beginning of the course to establish a baseline standardized test score, and again at the end of course to measure gains. Also,…

  18. Intervention as Workplace Learning

    ERIC Educational Resources Information Center

    Elkjaer, Bente; Nickelsen, Niels Christian Mossfeldt

    2016-01-01

    Purpose: The purpose of this paper is to illustrate how workplace interventions may benefit from a simultaneous focus on individuals' learning and knowledge and on the situatedness of workplaces in the wider world of changing professional knowledge regimes. This is illustrated by the demand for evidence-based practice in health care.…

  19. Saturday Academay of Computing and Mathematics (SACAM) at the Oak Ridge National Laboratory

    SciTech Connect

    Clark, D.N. )

    1991-01-01

    To be part of the impending Information Age, our students and teachers must be trained in the use of computers, logic, and mathematics. The Saturday Academy of Computing and Mathematics (SACAM) represents one facet of Oak Ridge National Laboratory's (ORNL) response to meet the challenge. SACAM attempts to provide the area's best high school students with a creative program that illustrates how researchers are using computing and mathematics tools to help solve nationally recognized problems in virtually all scientific fields. Each SACAM program is designed as eight 3-hour sessions. Each session outlines a current scientific question or research area. Sessions are presented on a Saturday morning by a speaker team of two to four ORNL scientists (mentors) working in that particular field. Approximately four students and one teacher from each of ten area high schools attend the eight sessions. Session topics cover diverse problems such as climate modeling cryptography and cryptology, high-energy physics, human genome sequencing, and even the use of probability in locating people lost in a national forest. Evaluations from students, teachers, and speakers indicate that the program has been well received, and a tracking program is being undertaken to determine long-range benefits. An analysis of the program's successes and lessons learned is presented as well as resources required for the program.

  20. Black Saturday bushfire smoke plumes as seen from SCIAMACHY measurements in limb geometry

    NASA Astrophysics Data System (ADS)

    Dörner, Steffen; Pukite, Janis; Penning de Vries, Marloes; Fromm, Mike; Wagner, Thomas

    2016-04-01

    The so called Black Saturday bushfires started on the 7th of February 2009 in southeastern Victoria, Australia. Resulting smoke plumes contaminated the lower stratosphere in the following weeks as measured by a variety satellite instruments. Particle extinction profiles retrieved from SCIAMACHY measurements in limb geometry provide a complementary view on the development of the smoke plume, especially on the first days of the event when measurements of other instruments were sparse. Earlier studies showed that commonly used 1D retrieval algorithms for limb observations of particle extinction potentially underestimate optical thickness and altitude of such injections into the stratosphere. In this study, a 2D particle extinction retrieval algorithm for SCIAMACHY limb measurements is used to track optical thickness and plume altitude of the Black Saturday bushfires over the month of February. The required information about the horizontal distribution of the plume is determined by the absorbing aerosol index (AAI) derived from SCIAMACHY measurements in nadir geometry. First results indicate enhanced particle scattering above 18 km on the 9th of February while the smoke plume is drifting to the north east above the Pacific ocean.

  1. MRSA and the Workplace

    MedlinePlus

    ... Topics Publications and Products Programs Contact NIOSH NIOSH MRSA and the Workplace Recommend on Facebook Tweet Share ... infections from their healthcare provider Other FAQs About MRSA Signs and Symptoms What does a staph or ...

  2. Learning in the workplace: the role of Nurse Managers.

    PubMed

    Yen, Margaret; Trede, Franziska; Patterson, Carmel

    2016-06-01

    Objective This research explores Nurse Managers' (NMs') influence on workplace learning. The facilitation of staff learning has implications for the role of NMs, who are responsible for the quality and safety of patient care. However, this aspect of their work is implicit and there is limited research in the area. Methods This paper discusses the findings from one hospital as part of a broader philosophical hermeneutic study conducted in two public hospitals over a 20-month timeframe. NMs participated in interviews, a period of observation, follow-up interviews and a focus group. Transcribed data was thematically analysed. Eraut's 'Two triangle theory of workplace learning' was used to interpret participants' accounts of how they facilitated workplace learning. Findings The analysis found that NMs worked to positively influence staff performance through learning in three domains: orientating new staff, assessing staff performance and managing underperformance. Conclusions This study purports that NMs influence workplace learning in ways that are seldom recognised. A more conscious understanding of the impact of their role can enable NMs to more purposefully influence workplace learning. Such understanding also has implications for the professional preparation of NMs for their role in the context of workplace learning, facilitating learning for change and enabling the advancement of quality and safety in healthcare. What is known about the topic? Studies exploring the influence of Nurse Managers in workplace learning have been limited to their role in the facilitation of formal learning. There is a paucity of research that examines their role in influencing informal learning. What does this paper add? The findings of this study draw on Eraut's 'Two triangle theory of workplace learning' to further define the interdependent relationship between management and educational practices. What are the implications for practitioners? NMs' awareness and deliberate use of

  3. Bushfire disaster burn casualty management: the Australian "Black Saturday" bushfire experience.

    PubMed

    Seifman, Marc; Ek, Edmund W; Menezes, Hana; Rozen, Warren M; Whitaker, Iain S; Cleland, Heather J

    2011-11-01

    Mass burn disasters are among the most difficult disasters to manage, with major burns requiring complex management in a multidisciplinary setting and specialist burns services having limited capacity to deal with large numbers of complex patients. There is a paucity of literature addressing health system responses to mass burn disasters resulting from wildfires, with the events of the "Black Saturday" disaster in the state of Victoria, Australia, able to provide a unique opportunity to draw lessons and increase awareness of key management issues arising in mass burn casualty disasters. The event comprised the worst natural disaster in the state's history and one of the worst wildfire disasters in world history, claiming 173 lives and costing more than AUD 4 billion. This article draws on the national burns disaster plan instituted, Australian Mass Casualty Burn Disaster Plan (AUSBURNPLAN), and details the management of mass burn cases through a systems-based perspective. PMID:22001422

  4. Saturday night palsy or Sunday morning hangover? A case report of alcohol-induced Crush Syndrome.

    PubMed

    Devitt, Brian M; Baker, Joseph F; Ahmed, Motaz; Menzies, David; Synnott, Keith A

    2011-01-01

    Saturday night palsy is a colloquial term given to brachial plexus injuries of the arm resulting from stretching or direct pressure against a firm object, often after alcohol or drug consumption. In most circumstances, this condition gives rise to a temporary plexopathy, which generally resolves. However, if the compression is severe and prolonged, a more grave form of this condition known as 'Crush Syndrome' may occur. Skeletal muscle injury, brought about by protracted immobilization, leads to muscle decay, causing rhabdomyolysis, which may in turn precipitate acute renal failure. This condition is potentially fatal and has an extremely high morbidity. The case presented below demonstrates the drastic consequences that can result following an episode of 'binge' drinking in a young man. What is most concerning is that this trend is increasing across society and cases like this may not be as rare in the future.

  5. Frequency and Types of Foods Advertised on Saturday Morning and Weekday Afternoon English- and Spanish-Language American Television Programs

    ERIC Educational Resources Information Center

    Bell, Robert A.; Cassady, Diana; Culp, Jennifer; Alcalay, Rina

    2009-01-01

    Objective: To describe food advertised on networks serving children and youth, and to compare ads on English-language networks with ads on Spanish networks. Design: Analysis of television food advertisements appearing on Saturday morning and weekday afternoons in 2005-2006. A random sample of 1,130 advertisements appearing on 12 networks catering…

  6. Saturday night fever in ecstasy/MDMA dance clubbers: Heightened body temperature and associated psychobiological changes

    PubMed Central

    Parrott, Andrew C; Young, Lucy

    2014-01-01

    Aims and rationale: to investigate body temperature and thermal self-ratings of Ecstasy/MDMA users at a Saturday night dance club. Methods: 68 dance clubbers (mean age 21.6 years, 30 females and 38 males), were assessed at a Saturday night dance club, then 2–3 d later. Three subgroups were compared: 32 current Ecstasy users who had taken Ecstasy/MDMA that evening, 10 abstinent Ecstasy/MDMA users on other psychoactive drugs, and 26 non-user controls (predominantly alcohol drinkers). In a comparatively quiet area of the dance club, each unpaid volunteer had their ear temperature recorded, and completed a questionnaire on thermal feelings and mood states. A similar questionnaire was repeated 2–3 d later by mobile telephone. Results: Ecstasy/MDMA users had a mean body temperature 1.2°C higher than non-user controls (P < 0.001), and felt significantly hotter and thirstier. The abstinent Ecstasy/MDMA polydrug user group had a mean body temperature intermediate between the other 2 groups, significantly higher than controls, and significantly lower than current Ecstasy/MDMA users. After 2–3 d of recovery, the Ecstasy/MDMA users remained significantly ‘thirstier’. Higher body temperature while clubbing was associated with greater Ecstasy/MDMA usage at the club, and younger age of first use. Higher temperature also correlated with lower elation and poor memory 2–3 d later. It also correlated positively with nicotine, and negatively with cannabis. Conclusions: Ecstasy/MDMA using dance clubbers had significantly higher body temperature than non-user controls. This heightened body temperature was associated with a number of adverse psychobiological consequences, including poor memory. PMID:27626048

  7. Simulating the Black Saturday 2009 UTLS Smoke Plume with an Interactive Composition-Climate Model

    NASA Astrophysics Data System (ADS)

    Field, R. D.; Luo, M.; Fromm, M. D.; Voulgarakis, A.; Mangeon, S.; Worden, J. R.

    2015-12-01

    Pyroconvective smoke plumes from large fires can be injected directly into the geostrophic flow and dry air at high altitudes. As a result, they are usually longer-lived, can be transported thousands of kilometers, and can cross the tropopause into the lower stratosphere. Because the emissions pulses are so abrupt relative to other non-volcanic sources, their evolution and decay can be easily separated from background levels of aerosols and trace gases. This makes them interesting natural experiments against which to evaluate models, and understand the fate and effects of surface emissions pulses. We have simulated the well-observed February 2009 Black Saturday smoke plume from southeast Australia using the NASA GISS Earth System Model. To the best of our knowledge, this represents the first simulation of a high altitude smoke plume with a full-complexity composition-climate model. We compared simulated CO to a joint retrieval from the Aura Tropospheric Emission Spectrometer and Microwave Limb Sounder instruments. Using an upper tropospheric injection height, we were able to simulate the plume's eastward transport and ascent over New Zealand, anticyclonic circulation and ascent over the Coral Sea, westward transport in the lower tropical stratosphere, and arrival over Africa at the end of February. Simulations were improved by taking into account hourly variability in emissions associated with extreme fire behavior observed by fire management agencies. We considered a range of emissions amounts, based on different assumptions about which of the Black Saturday fires were explosive enough to inject smoke to high altitudes, and accounting for emissions factor uncertainty. The best agreement between plume concentrations at the end of February was found for the highest emissions scenario. Three days after the fire, there was a linear relationship between emissions amount and plume concentration. Three weeks after the fire, the relationship was non-linear; we discuss

  8. Creating an international nursing practice and education workplace.

    PubMed

    Hern, Marcia J; Vaughn, Gretchen; Mason, Debby; Weitkamp, Tina

    2005-02-01

    In today's global workplace, both nursing practice and education need to promote international health. Nurses from a comprehensive 373-patient-bed hospital at Cincinnati Children's Hospital Medical Center and faculty from the College of Nursing, University of Cincinnati, in southwest Ohio have successfully collaborated to develop several unique international nursing exchange programs. The goals of these programs are to increase cultural sensitivity and nursing knowledge relevant to a global community. The essential components used in creating and implementing the programs with Scotland, Honduras, and Korea will serve as an international workplace model for others, especially for those settings focused on children and family health care.

  9. Creating an international nursing practice and education workplace.

    PubMed

    Hern, Marcia J; Vaughn, Gretchen; Mason, Debby; Weitkamp, Tina

    2005-02-01

    In today's global workplace, both nursing practice and education need to promote international health. Nurses from a comprehensive 373-patient-bed hospital at Cincinnati Children's Hospital Medical Center and faculty from the College of Nursing, University of Cincinnati, in southwest Ohio have successfully collaborated to develop several unique international nursing exchange programs. The goals of these programs are to increase cultural sensitivity and nursing knowledge relevant to a global community. The essential components used in creating and implementing the programs with Scotland, Honduras, and Korea will serve as an international workplace model for others, especially for those settings focused on children and family health care. PMID:15834357

  10. Workplace in fluency management: factoring the workplace into fluency management.

    PubMed

    Cassar, M C; Neilson, M D

    1997-01-01

    This article addresses competency-based standards and guidelines for the involvement of speech-language pathologists in the workplace of clients who stutter. It advocates broadening customary practices in stuttering treatment and suggests that speech-language pathologists should extend their scope of service delivery to the workplace. It presents a sequence for the collaborative involvement of the employer and other workplace members and proposes strategies for evaluating workplace based fluency programs. Issues of fluency management, transfer, maintenance, and efficacy are discussed in the workplace context. Also addressed is workplace communication as well as such factors as stereotypes, discrimination, and resistance to change which may impinge on workplace intervention. It is argued that structured intervention, transfer, and generalization within a collaborative workplace framework facilitates best practice for the fluency clinician and more appropriate outcomes for the diversity of clients who stutter.

  11. Workplace in fluency management: factoring the workplace into fluency management.

    PubMed

    Cassar, M C; Neilson, M D

    1997-01-01

    This article addresses competency-based standards and guidelines for the involvement of speech-language pathologists in the workplace of clients who stutter. It advocates broadening customary practices in stuttering treatment and suggests that speech-language pathologists should extend their scope of service delivery to the workplace. It presents a sequence for the collaborative involvement of the employer and other workplace members and proposes strategies for evaluating workplace based fluency programs. Issues of fluency management, transfer, maintenance, and efficacy are discussed in the workplace context. Also addressed is workplace communication as well as such factors as stereotypes, discrimination, and resistance to change which may impinge on workplace intervention. It is argued that structured intervention, transfer, and generalization within a collaborative workplace framework facilitates best practice for the fluency clinician and more appropriate outcomes for the diversity of clients who stutter. PMID:9434336

  12. Workplace Literacy for Psychiatric Health Care Workers. Final Performance Report [and] External Evaluation Report.

    ERIC Educational Resources Information Center

    Perin, Dolores; And Others

    This report documents the Workplace Literacy for Psychiatric Health Care Workers project, a partnership between a labor union and the City University of New York through which workplace literacy instruction was provided to mental hygiene therapy aides (MHTAs) employed in five state-operated psychiatric hospitals in New York City. Among the…

  13. Teamwork: building healthier workplaces and providing safer patient care.

    PubMed

    Clark, Paul R

    2009-01-01

    A changing healthcare landscape requires nurses to care for more patients with higher acuity during their shift than ever before. These more austere working conditions are leading to increased burnout. In addition, patient safety is not of the quality or level that is required. To build healthier workplaces where safe care is provided, formal teamwork training is recommended. Formal teamwork training programs, such as that provided by the MedTeams group, TeamSTEPPS (Team Strategies and Tools to Enhance Performance and Patient Safety), or participatory action research programs such as the Healthy Workplace Intervention, have decreased errors in the workplace, increased nurse satisfaction and retention rates, and decreased staff turnover. This article includes necessary determinants of teamwork, brief overviews of team-building programs, and examples of research programs that demonstrate how teamwork brings about healthier workplaces that are safer for patients. Teamwork programs can bring about these positive results when implemented and supported by the hospital system.

  14. Workplace Safety: Indoor Environmental Quality

    MedlinePlus

    ... message, please visit this page: About CDC.gov . Workplace Safety & Health Topics Indoor Environmental Quality Health Hazard Evaluation ... Pinterest Twitter YouTube NIOSH Homepage NIOSH A-Z Workplace Safety & Health Topics Publications and Products Programs Contact NIOSH ...

  15. Simulated workplace neutron fields

    NASA Astrophysics Data System (ADS)

    Lacoste, V.; Taylor, G.; Röttger, S.

    2011-12-01

    The use of simulated workplace neutron fields, which aim at replicating radiation fields at practical workplaces, is an alternative solution for the calibration of neutron dosemeters. They offer more appropriate calibration coefficients when the mean fluence-to-dose equivalent conversion coefficients of the simulated and practical fields are comparable. Intensive Monte Carlo modelling work has become quite indispensable for the design and/or the characterization of the produced mixed neutron/photon fields, and the use of Bonner sphere systems and proton recoil spectrometers is also mandatory for a reliable experimental determination of the neutron fluence energy distribution over the whole energy range. The establishment of a calibration capability with a simulated workplace neutron field is not an easy task; to date only few facilities are available as standard calibration fields.

  16. Variation of workplace atmospheres

    SciTech Connect

    Cohen, B.S.

    1987-01-01

    The assessment of exposure to airborne contaminants in the workplace requires recognition of the variability of workplace atmospheres. Measurements made to estimate inhalation exposure should be as near to the worker's nose or mouth as feasible. The measurements may be affected by factors such as resuspension of dust from work clothing and other surfaces and steep concentration gradients. The variability introduced by these fluctuating sources will add to the variability associated with the sampling system. It is important to understand the factors which may result in artifacts in exposure assessments and to exercise professional judgement when interpreting measurements of the concentration of airborne contaminants to which a worker is exposed.

  17. Workplace abuse: finding solutions.

    PubMed

    Christmas, Kate

    2007-01-01

    The atmosphere within the work setting speaks volumes about your culture, and is often a primary factor in recruitment and retention (or turnover) of staff. Workplace tension and abuse are significant contributing factors as to why nurses are exiting workplaces--and even leaving the profession. Abuse can take many forms from inappropriate interpersonal communication to sexual harassment and even violence. Administrators should adopt a zero tolerance policy towards abusive communication. Addressing peer behavior is essential, but positive behavior must also be authentically modeled from the CNO and other nursing leaders. Raising awareness and holding individuals accountable for their behavior can lead to a safer and more harmonious work environment.

  18. The Calvary Hospital Refugee Mentoring Program

    ERIC Educational Resources Information Center

    Bradford, Dianne; King, Nicole

    2011-01-01

    In 2007 the Calvary Refugee Mentoring Program (CRMP) was initiated at Calvary Hospital, Canberra, to provide an affirmative and individualised learning placement in workplaces for individuals with a refugee background. This work placement was designed to enhance the participants' knowledge of workplaces and to prepare them for future career and…

  19. Identifying risky drinking patterns over the course of Saturday evenings: An event-level study.

    PubMed

    Kuntsche, Emmanuel; Otten, Roy; Labhart, Florian

    2015-09-01

    Gaining a better understanding of young adults' excessive drinking on nights out is crucial to ensure prevention efforts are effectively targeted. This study aims to identify Saturdays with similar evening drinking patterns and corresponding situation-specific and person-specific determinants. Growth mixture modeling and multilevel logistic regressions were based on 3,084 questionnaires completed by 164 young adults on 514 evenings via the Internet-based cell phone optimized assessment technique (ICAT). The results showed that the 2-group solution best fitted the data with a "stable low" drinking pattern (64.0% of all evenings, 0.2 drinks per hour on average, 1.5 drinks in total) and an "accelerated" drinking pattern (36.0%, increased drinking pace from about 1 drink per hour before 8 p.m. to about 2 drinks per hour after 10 p.m.; 11.5 drinks in total). The presence of more same-sex friends (ORwomen = 1.29, 95% CI [1.09-1.53]; ORmen = 1.35, 95% CI [1.15-1.58], engaging in predrinking (ORwomen = 2.80, 95% CI [1.35-5.81]; ORmen = 3.78, 95% CI [1.67-8.55] and more time spent in drinking establishments among men (ORmen = 1.46, 95% CI [1.12-1.90] predicted accelerated drinking evenings. Accelerated drinking was also likely among women scoring high on coping motives at baseline (ORwomen = 2.40, 95% CI [1.43-4.03] and among men scoring high on enhancement motives (ORmen = 2.36, 95% CI [1.46-3.80]. To conclude, with a total evening consumption that is almost twice the threshold for binge drinking, the identified accelerated drinking pattern signifies a burden for individual and public health. Promoting personal goal setting and commitment, and reinforcing self-efficacy and resistance skills training appear to be promising strategies to impede the acceleration of drinking pace on Saturday evenings. PMID:25844829

  20. Workplace bullying in the OR: Results of a descriptive study.

    PubMed

    Chipps, Esther; Stelmaschuk, Stephanie; Albert, Nancy M; Bernhard, Linda; Holloman, Christopher

    2013-11-01

    This study describes the incidence of workplace bullying among perioperative RNs, surgical technologists, and unlicensed perioperative personnel in two academic medical centers. The study sought to determine whether the demographic variables of gender, ethnicity, hospital, years of experience on the unit, years in the profession, and job title predict the experience of workplace bullying; whether a relationship exists between workplace bullying and emotional exhaustion; and whether bullying is associated with perceptions of patient safety in the OR. The cross-sectional design included perioperative nurses, surgical technologists, and unlicensed perioperative personnel (N = 167). Fifty-nine percent of the study participants reported witnessing coworker bullying weekly, and 34% reported at least two bullying acts weekly. Having one's opinion ignored is the most common bullying act, with 28% of respondents experiencing being ignored. Differences in the experience of bullying can be found between hospitals and among ethnicities. Emotional exhaustion also was correlated with bullying. The participants did not perceive bullying as affecting patient safety.

  1. The Changing American Workplace.

    ERIC Educational Resources Information Center

    Ranard, Donald A.

    1989-01-01

    An examination is made of the increasing educational demands of the modern workplace during a time when the makeup of an already shrinking workforce is becoming more composed of minorities, women, and immigrants. Articles in this newsletter issue discuss which jobs will grow and which will decline; the new educational demands and skills required…

  2. Workplace Counseling Tools.

    ERIC Educational Resources Information Center

    Kirk, James J.; Woody, Connie; Burns, Naomi; Howard, Sherrie; Rice, Misty

    This publication describes counseling approaches supervisors and human resource professionals can use to help marginal employees become better adjusted and more productive in the workplace. Three case studies are also provided for training purposes. The counseling tools are as follows: (1) Adlerian counseling, involving the belief that humans'…

  3. Workplace Diversity Issues.

    ERIC Educational Resources Information Center

    1999

    This document contains three symposium papers on workplace diversity issues. "Expanding Theories of Career Development: Adding the Voices of African American Women in the White Academy" (Mary V. Alfred) questions the validity of existing career development models for women and minority groups and examines the professional development of five…

  4. Multilingualism in European Workplaces

    ERIC Educational Resources Information Center

    Gunnarsson, Britt-Louise

    2014-01-01

    This state-of-the-art article includes a review of past and recent studies on multilingualism at work in European environments. One aim is to provide the reader with a cross-cultural picture of workplace studies on various languages in Europe, another to discuss both positive and problem-based accounts of multilingualism at work. The overview…

  5. 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 aspects…

  6. Telecommunications in the Workplace.

    ERIC Educational Resources Information Center

    Burt, Lorna; Lewandowski, Carol

    This guide is intended for use in conducting an eight-session workplace literacy course that will help employees in the manufacturing and service industries acquire necessary job-specific telephone usage skills. The instructional materials included in the guide are designed to teach students to accomplish the following: use professional answering…

  7. Marketing Manual: Workplace Literacy.

    ERIC Educational Resources Information Center

    Fanshawe Coll., Strathroy (Ontario).

    This manual applies marketing concepts and methods, selling techniques and principles to the workplace literacy program for the purpose of assisting individuals involved in promoting and selling these programs. Part I provides a rationale for marketing and discusses the following: the role of the sponsor in marketing, market versus marketing,…

  8. Workplace Conditions. Brief

    ERIC Educational Resources Information Center

    National Education Association Research Department, 2006

    2006-01-01

    This brief describes workplace conditions in "learning centered" schools, where practices are consistent with recent research knowledge about learning and its contexts. Its purpose is to support fundamental, long-term change by offering a vision of best practice for educators to consider, discuss, and adapt to their circumstances. It summarizes…

  9. Informal Workplace Learning.

    ERIC Educational Resources Information Center

    1999

    The first of the four papers in this symposium, "Re-conceptualizing Marsick and Watkins' Model of Informal and Incidental Learning in the Workplace" (Maria Cseh, Karen E. Watkins, Victoria J. Marsick) describes the use of a revised model to encompass the learning perspectives of small business owner-managers who work in the volatile political and…

  10. Changing Families, Changing Workplaces

    ERIC Educational Resources Information Center

    Bianchi, Suzanne M.

    2011-01-01

    American families and workplaces have both changed dramatically over the past half-century. Paid work by women has increased sharply, as has family instability. Education-related inequality in work hours and income has grown. These changes, says Suzanne Bianchi, pose differing work-life issues for parents at different points along the income…

  11. Hippi Care Hospital: Towards Proactive Business Processes in Emergency Room Services. Teaching Case

    ERIC Educational Resources Information Center

    Tan, Kar Way; Shankararaman, Venky

    2014-01-01

    It was 2:35 am on a Saturday morning. Wiki Lim, process specialist from the Process Innovation Centre (PIC) of Hippi Care Hospital (HCH), desperately doodling on her notepad for ideas to improve service delivery at HCH's Emergency Department (ED). HCH has committed to the public that its ED would meet the service quality criterion of serving 90%…

  12. Workplace Literacy: From Survival to Empowerment and Human Development.

    ERIC Educational Resources Information Center

    Rhoder, Carol A.; French, Joyce N.

    1994-01-01

    Describes an effective literacy program in two hospitals, which benefited both the employer and employee by empowering participants to solve problems, think critically and creatively, and make decisions. Discusses criteria for effective workplace literacy programs, the program's framework, and program evaluation. (RS)

  13. Underage drinking on saturday nights, sociodemographic and environmental risk factors: a cross-sectional study

    PubMed Central

    2011-01-01

    Background Excessive alcohol consumption in underage people is a rising phenomenon. A major proportion of the disease burden and deaths of young people in developed nations is attributable to alcohol abuse. The aim of this study was to investigate social, demographic and environmental factors that may raise the risk of Saturday night drinking and binge drinking among Italian school students. Methods The study was conducted on a sample of 845 Italian underage school students, by means of an anonymous, self-test questionnaire. Multivariate logistic regression was applied to identify independent risk factors for alcohol drinking and binge drinking. Ordered logistic regression was used to identify independent risk factors for harmful drinking patterns. Results The independent variables that confer a higher risk of drinking in underage students are older age classes, male sex, returning home after midnight, belonging to a group with little respect for the rules, or to a group where young people are not seen as leaders. The higher the perception of alcohol consumption by the group, the higher the risk. Spending time in bars or discos coincides with a two-fold or four-fold increase, respectively, in the risk of alcohol consumption. Conclusion Our findings show that certain environmental and social risk factors are associated with underage drinking. The most important role for preventing young people's exposure to these factors lies with the family, because only parents can exert the necessary control and provide a barrier against potentially harmful situations. PMID:21729273

  14. Society News: New Year MBE for Derek Raine; New Saturday Library dates; Society News; New way to pay fees; New Fellows

    NASA Astrophysics Data System (ADS)

    2012-02-01

    The London Olympics and the Queen's Golden Jubilee have led the Society to change planned Saturday openings of the RAS Library in Burlington House. The following were elected Fellows of the Society on 9 December 2011:

  15. 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.

  16. Defining workplace bullying behaviour professional lay definitions of workplace bullying.

    PubMed

    Saunders, Paula; Huynh, Amy; Goodman-Delahunty, Jane

    2007-01-01

    As is commonly the case in new areas of research, workplace bullying researchers and practitioners have struggled to establish a single agreed-upon definition of this phenomenon. As a consequence, there are numerous definitions of workplace bullying currently in use around the world to investigate this serious workplace issue, to educate the workforce about this form of harassment and to assess claims involving allegations of workplace bullying. Additionally, little is known about how employees and people in general define workplace bullying behaviour, and whether current researcher, practitioner and legal definitions coincide with lay definitions of bullying. To compare researcher, practitioner and legal definitions of workplace bullying with lay definitions, the content of definitions composed by adults from diverse personal and professional backgrounds (N=1095) was analysed. Results confirmed that components commonly used by researchers and practitioners, including the occurrence of harmful and negative workplace behaviours, were frequently cited by participants as central defining components of bullying behaviour. In addition, lay definitions often included themes of fairness and respect. The emergence of these themes has important consequences for organisations responding to, and attempting to prevent the occurrence of workplace bullying behaviour in that organisations in which bullying is tolerated may violate both local laws as well as their ethical responsibility to provide employees with a safe, professional and respectful workplace. PMID:17692375

  17. [Depression in the workplace].

    PubMed

    Mezerai, Mustapha; Dahane, Abdelkrim; Tachon, Jean-Paul

    2006-05-01

    Depression is the object of a dense literature, and synthesizing it is more of a utopian ideal rather than a concrete possibility. Several specific risk factors for mental health are found in the workplace: work overloads, defective communications, role conflicts, competitive climate, and tolerance of violence. At the same time, few preventive measures have been implemented against mental disorders at work, nor are many protective factors present. One worker in ten suffers from depression, anxiety, stress, or overwork. To be distinguished from "burnout", depressive symptoms must induce clinically significant suffering with substantial deterioration in functioning at work. For depression to be recognized as a workplace accident, the employee must show that it was triggered by an unforeseen and sudden event (or at least one certainly) due to or at work. The causal link between an event at work and the depression must be shown (in particular by expert medical testimony about stress factors and indicators of vulnerability to depression). Its recognition as an occupational disease can be based on the presence of psychosocial factors described by models of workplace stress and on its description by the occupational physician. PMID:16710154

  18. Cultural diversity and conflict in the health care workplace.

    PubMed

    Lowenstein, A J; Glanville, C

    1995-01-01

    Cultural diversity issues affect the health care workplace and nursing practice. The Lowenstein-Glanville conflict model can be used for assessing and intervening in racial and status conflict in hospital settings. Implications for nursing practice include recognizing that cultural diversity will continue to grow in the health care workplace. Nurses must increase sensitivity, become aware of cultural nuances and issues, and make cultural assessment a routine part of their assessment and planning, not only for patient care, but also with their co-workers and subordinates.

  19. Exploring Environmental Factors in Nursing Workplaces That Promote Psychological Resilience: Constructing a Unified Theoretical Model.

    PubMed

    Cusack, Lynette; Smith, Morgan; Hegney, Desley; Rees, Clare S; Breen, Lauren J; Witt, Regina R; Rogers, Cath; Williams, Allison; Cross, Wendy; Cheung, Kin

    2016-01-01

    Building nurses' resilience to complex and stressful practice environments is necessary to keep skilled nurses in the workplace and ensuring safe patient care. A unified theoretical framework titled Health Services Workplace Environmental Resilience Model (HSWERM), is presented to explain the environmental factors in the workplace that promote nurses' resilience. The framework builds on a previously-published theoretical model of individual resilience, which identified the key constructs of psychological resilience as self-efficacy, coping and mindfulness, but did not examine environmental factors in the workplace that promote nurses' resilience. This unified theoretical framework was developed using a literary synthesis drawing on data from international studies and literature reviews on the nursing workforce in hospitals. The most frequent workplace environmental factors were identified, extracted and clustered in alignment with key constructs for psychological resilience. Six major organizational concepts emerged that related to a positive resilience-building workplace and formed the foundation of the theoretical model. Three concepts related to nursing staff support (professional, practice, personal) and three related to nursing staff development (professional, practice, personal) within the workplace environment. The unified theoretical model incorporates these concepts within the workplace context, linking to the nurse, and then impacting on personal resilience and workplace outcomes, and its use has the potential to increase staff retention and quality of patient care. PMID:27242567

  20. Exploring Environmental Factors in Nursing Workplaces That Promote Psychological Resilience: Constructing a Unified Theoretical Model

    PubMed Central

    Cusack, Lynette; Smith, Morgan; Hegney, Desley; Rees, Clare S.; Breen, Lauren J.; Witt, Regina R.; Rogers, Cath; Williams, Allison; Cross, Wendy; Cheung, Kin

    2016-01-01

    Building nurses' resilience to complex and stressful practice environments is necessary to keep skilled nurses in the workplace and ensuring safe patient care. A unified theoretical framework titled Health Services Workplace Environmental Resilience Model (HSWERM), is presented to explain the environmental factors in the workplace that promote nurses' resilience. The framework builds on a previously-published theoretical model of individual resilience, which identified the key constructs of psychological resilience as self-efficacy, coping and mindfulness, but did not examine environmental factors in the workplace that promote nurses' resilience. This unified theoretical framework was developed using a literary synthesis drawing on data from international studies and literature reviews on the nursing workforce in hospitals. The most frequent workplace environmental factors were identified, extracted and clustered in alignment with key constructs for psychological resilience. Six major organizational concepts emerged that related to a positive resilience-building workplace and formed the foundation of the theoretical model. Three concepts related to nursing staff support (professional, practice, personal) and three related to nursing staff development (professional, practice, personal) within the workplace environment. The unified theoretical model incorporates these concepts within the workplace context, linking to the nurse, and then impacting on personal resilience and workplace outcomes, and its use has the potential to increase staff retention and quality of patient care. PMID:27242567

  1. Exploring Environmental Factors in Nursing Workplaces That Promote Psychological Resilience: Constructing a Unified Theoretical Model.

    PubMed

    Cusack, Lynette; Smith, Morgan; Hegney, Desley; Rees, Clare S; Breen, Lauren J; Witt, Regina R; Rogers, Cath; Williams, Allison; Cross, Wendy; Cheung, Kin

    2016-01-01

    Building nurses' resilience to complex and stressful practice environments is necessary to keep skilled nurses in the workplace and ensuring safe patient care. A unified theoretical framework titled Health Services Workplace Environmental Resilience Model (HSWERM), is presented to explain the environmental factors in the workplace that promote nurses' resilience. The framework builds on a previously-published theoretical model of individual resilience, which identified the key constructs of psychological resilience as self-efficacy, coping and mindfulness, but did not examine environmental factors in the workplace that promote nurses' resilience. This unified theoretical framework was developed using a literary synthesis drawing on data from international studies and literature reviews on the nursing workforce in hospitals. The most frequent workplace environmental factors were identified, extracted and clustered in alignment with key constructs for psychological resilience. Six major organizational concepts emerged that related to a positive resilience-building workplace and formed the foundation of the theoretical model. Three concepts related to nursing staff support (professional, practice, personal) and three related to nursing staff development (professional, practice, personal) within the workplace environment. The unified theoretical model incorporates these concepts within the workplace context, linking to the nurse, and then impacting on personal resilience and workplace outcomes, and its use has the potential to increase staff retention and quality of patient care.

  2. Workplace English: From Literature Classics to Workplace Literacy.

    ERIC Educational Resources Information Center

    Dixon-Krauss, Lisbeth; McClanahan, Linda

    This paper explains the rationale and methods for integrating workplace literacy with English literature instruction for high school or adult students. The workplace literacy/English literature activities presented include: (1) a newsletter format reporting on the major historical periods in English literature; (2) a business project report used…

  3. Moving beyond misperceptions: the provision of workplace accommodations.

    PubMed

    Hernandez, Brigida; McDonald, Katherine; Lepera, Nicole; Shahna, Monna; Wang, T Arthur; Levy, Joel M

    2009-01-01

    This mixed-methods study examined the provision of workplace accommodations in the health care, hospitality, and retail sectors. First, focus groups with administrators from each sector revealed that accommodations costs were viewed as minimal (although frontline managers were perceived as having misperceptions). Second, the provision of accommodations as documented through human resources records for health care and hospitality indicated that accommodations were infrequent, not costly, and provided to employees with disabilities. Finally, retail employees (irrespective of disability status) reported many more accommodations than health care and hospitality workers. To dispel misperceptions related to accommodations, education is critical and social workers are well-positioned for this role.

  4. Moving beyond misperceptions: the provision of workplace accommodations.

    PubMed

    Hernandez, Brigida; McDonald, Katherine; Lepera, Nicole; Shahna, Monna; Wang, T Arthur; Levy, Joel M

    2009-01-01

    This mixed-methods study examined the provision of workplace accommodations in the health care, hospitality, and retail sectors. First, focus groups with administrators from each sector revealed that accommodations costs were viewed as minimal (although frontline managers were perceived as having misperceptions). Second, the provision of accommodations as documented through human resources records for health care and hospitality indicated that accommodations were infrequent, not costly, and provided to employees with disabilities. Finally, retail employees (irrespective of disability status) reported many more accommodations than health care and hospitality workers. To dispel misperceptions related to accommodations, education is critical and social workers are well-positioned for this role. PMID:20183631

  5. The Workplace and Mental Health.

    ERIC Educational Resources Information Center

    Pierre, Karin Domnick

    1986-01-01

    Findings of the Canadian Mental Health and the Workplace Project are that (1) the quality of interpersonal relations in the workplace is a major factor in emotional well-being and (2) work must be balanced with other parts of one's life. These findings imply the need for social support networks and alternative work patterns. (SK)

  6. What Works: Workplaces Without Drugs.

    ERIC Educational Resources Information Center

    Department of Labor, Washington, DC.

    This document was written for anyone concerned about substance abuse in the workplace. It offers helpful advice to top management, supervisors, employee representatives, and workers. The first section discusses whether drugs in the workplace are a problem, the next section explains how to tell if employees have problems with drugs, and the third…

  7. Ohio Workplace Education Resource Guide.

    ERIC Educational Resources Information Center

    Northwest ABLE Resource Center, Toledo, OH.

    This manual is designed for adult basic education programs to use as a resource for workplace education (WE). It begins with a section of introductory materials, including a WE definition, scope of work, and survey results. The next section contains a program profile; director/coordinator profile; instructor profiles; Ohio ABLE workplace site…

  8. Workplace incivility: a concept analysis.

    PubMed

    Abolfazl Vagharseyyedin, Seyyed

    2015-01-01

    This study aimed to describe the meaning of the concept 'workplace incivility' and promote consistency in its application in nursing research and practice. The methodology introduced by Walker and Avant was used to analyze this concept. A total number of 50 studies that had essentially addressed the concept of incivility in employees' work environment was selected. Ambiguous intent, violation of mutual respect, low intensity and lack of physical assault were identified as the defining attributes of workplace incivility. The necessary antecedent of workplace incivility consisted of the presence of two or more people, with one or more as the source of the incivility, and another or others as its target in the workplace. Moreover, certain individual and organisational factors were the potential antecedents of workplace incivility. Possible negative outcomes for victims, witnesses, organisations, society and perpetrators of such behaviours, such as increased cost for the organisation, reduced citizenship performance, psychological distress and anxiety were identified as outcomes of workplace incivility. Results of the current concept analysis can guide nurse managers to design interventions so that the occurrence of workplace incivility can be reduced. Further studies can focus on testing the psychometric properties of the existing workplace incivility scales, especially uncivil behaviours experienced by nurses across different societies or cultures. PMID:26213258

  9. Adult Learning in the Workplace.

    ERIC Educational Resources Information Center

    1999

    This document contains four symposium papers on adult learning in the workplace. "The Relationship between Workplace Learning and Employee Satisfaction in Small Businesses" (Robert W. Rowden, Shamsuddin Ahmad) reports the results of a study of the nature and extent of HRD, level of job satisfaction among workers, and correlation between HRD…

  10. Workplace Literacy: A Resource Book.

    ERIC Educational Resources Information Center

    Guglielmino, Lucy Madsen; Byran, Valerie C.

    This resource book provides information on developing a workplace literacy program, descriptions of Florida Workplace Literacy Programs, and an annotated bibliography of resources. An introduction discusses the problem of basic skills deficiencies, projections that indicate the problem will increase, the Florida context, and benefits realized when…

  11. Marketing Workplace Education to Business.

    ERIC Educational Resources Information Center

    Burkhart, Jennifer

    This guide, which is intended for project directors, coordinators, and other professional staff interested in marketing adult basic skills and workplace education programs to business, presents a six-step process for developing a marketing plan. Discussed first are the purposes of marketing and considerations in marketing workplace education to…

  12. The Toll of Workplace Bullying

    ERIC Educational Resources Information Center

    Killoren, Robert

    2014-01-01

    Bullying may be more common than most people think. According to a study commissioned by the Workplace Bullying Institute, one in three employees experience bullying in the workplace either as a victim or as a witness suffering collateral damage. Bullying is a serious problem. Directors, managers, and staff members need to ensure that it does not…

  13. Black Boxes in Workplace Mathematics

    ERIC Educational Resources Information Center

    Williams, Julian; Wake, Geoff

    2007-01-01

    We ground Cultural-Historical Activity Theory (CHAT) in studies of workplace practices from a mathematical point of view. We draw on multiple case study visits by college students and teacher-researchers to workplaces. By asking questions that "open boxes", we "outsiders and boundary-crossers" sought to expose contradictions between College and…

  14. Communication Skills for Workplace Assessors.

    ERIC Educational Resources Information Center

    Corbett, Deborah

    This document is designed to help develop the communication skills of individuals training for the position of workplace assessor in Australia's National Training Framework and practicing workplace assessors who require additional assistance with on-the-job communication skills. The document consists of 11 units of study that each contain some or…

  15. Experience, Competence and Workplace Learning

    ERIC Educational Resources Information Center

    Paloniemi, Susanna

    2006-01-01

    Purpose: This paper aims to examine employees' conceptions of the meaning of experience in job-competence and its development in workplace context. The aim is to bring out the variety of conceptions related to experience, competence and workplace learning. Design/methodology/approach: The paper is based on interview data from six Finnish small and…

  16. Central Services PREP (A Curriculum for Sterilization Technicians in the Workplace). Final Report.

    ERIC Educational Resources Information Center

    Tri-County Opportunities Industrialization Center, Inc., Harrisburg, PA.

    A workplace literacy curriculum for entry-level hospital workers who sterilize medical equipment for doctors and nurses was developed, tested, and published in Harrisburg, Pennsylvania. An assessment was conducted to identify the needs of the hospital's management and the literacy skills needed by its central services prep department, and…

  17. Workplace Success Project. New Paradigm for Effective Workforce Skills. [Employee Guide and Supervisor's Guide.

    ERIC Educational Resources Information Center

    Saint Louis Community Coll., MO. Workplace Literacy Services Center.

    These two documents are part of the workplace success training program provided to employees of a large metropolitan hospital. The first manual is intended for hospital employees, and the second is intended for supervisors. Included in the employee guide are an ice breaker activity, participant self-evaluation, and learning styles inventory and…

  18. Reading Work: Literacies in the New Workplace

    ERIC Educational Resources Information Center

    Belfiore, Mary Ellen; Defoe, Tracy A.; Folinsbee, Sue; Hunter, Judy; Jackson, Nancy S.; Hunter, Judith M.

    2004-01-01

    This book explores changing understandings of literacy and its place in contemporary workplace settings. It points to new questions and dilemmas to consider in planning and teaching workplace education. By taking a social perspective on literacies in the workplace, this book challenges traditional thinking about workplace literacy as functional…

  19. Antiferromagnetic character of workplace stress

    NASA Astrophysics Data System (ADS)

    Watanabe, Jun-Ichiro; Akitomi, Tomoaki; Ara, Koji; Yano, Kazuo

    2011-07-01

    We study the nature of workplace stress from the aspect of human-human interactions. We investigated the distribution of Center for Epidemiological Studies Depression Scale scores, a measure of the degree of stress, in workplaces. We found that the degree of stress people experience when around other highly stressed people tends to be low, and vice versa. A simulation based on a model describing microlevel human-human interaction reproduced this observed phenomena and revealed that the energy state of a face-to-face communication network correlates with workplace stress macroscopically.

  20. Predicting workplace aggression and violence.

    PubMed

    Barling, Julian; Dupré, Kathryne E; Kelloway, E Kevin

    2009-01-01

    Consistent with the relative recency of research on workplace aggression and the considerable media attention given to high-profile incidents, numerous myths about the nature of workplace aggression have emerged. In this review, we examine these myths from an evidence-based perspective, bringing greater clarity to our understanding of the predictors of workplace aggression. We conclude by pointing to the need for more research focusing on construct validity and prevention issues as well as for methodologies that minimize the likelihood of mono-method bias and that strengthen the ability to make causal inferences.

  1. Stress within the academic workplace.

    PubMed

    Kenner, Carole A; Pressler, Jana L

    2014-01-01

    Many new nursing leaders assuming deanships, assistant deanships, or interim deanships have limited education, experience, or background to prepare them to deal with workplace stress. To assist new deans and those aspiring to be deans, the authors of this department offer survival tips based on their personal experiences and insights. They address common issues such as time management, handling workplace bullying, and negotiating deadlines and assignments. The authors welcome counterpoint discussions with readers. PMID:24743171

  2. 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.

  3. Stress within the academic workplace.

    PubMed

    Kenner, Carole A; Pressler, Jana L

    2014-01-01

    Many new nursing leaders assuming deanships, assistant deanships, or interim deanships have limited education, experience, or background to prepare them to deal with workplace stress. To assist new deans and those aspiring to be deans, the authors of this department offer survival tips based on their personal experiences and insights. They address common issues such as time management, handling workplace bullying, and negotiating deadlines and assignments. The authors welcome counterpoint discussions with readers.

  4. Changing families, changing workplaces.

    PubMed

    Bianchi, Suzanne M

    2011-01-01

    American families and workplaces have both changed dramatically over the past half-century. Paid work by women has increased sharply, as has family instability. Education-related inequality in work hours and income has grown. These changes, says Suzanne Bianchi, pose differing work-life issues for parents at different points along the income distribution. Between 1975 and 2009, the labor force rate of mothers with children under age eighteen increased from 47.4 percent to 71.6 percent. Mothers today also return to work much sooner after the birth of a child than did mothers half a century ago. High divorce rates and a sharp rise in the share of births to unmarried mothers mean that more children are being raised by a single parent, usually their mother. Workplaces too have changed, observes Bianchi. Today's employees increasingly work nonstandard hours. The well-being of highly skilled workers and less-skilled workers has been diverging. For the former, work hours may be long, but income has soared. For lower-skill workers, the lack of "good jobs" disconnects fathers from family obligations. Men who cannot find work or have low earnings potential are much less likely to marry. For low-income women, many of whom are single parents, the work-family dilemma is how to care adequately for children and work enough hours to support them financially. Jobs for working-class and lower middle-class workers are relatively stable, except in economic downturns, but pay is low, and both parents must work full time to make ends meet. Family income is too high to qualify for government subsidized child care, but too low to afford high-quality care in the private market. These families struggle to have a reasonable family life and provide for their family's economic well-being. Bianchi concludes that the "work and family" problem has no one solution because it is not one problem. Some workers need more work and more money. Some need to take time off around the birth of a child

  5. Changing families, changing workplaces.

    PubMed

    Bianchi, Suzanne M

    2011-01-01

    American families and workplaces have both changed dramatically over the past half-century. Paid work by women has increased sharply, as has family instability. Education-related inequality in work hours and income has grown. These changes, says Suzanne Bianchi, pose differing work-life issues for parents at different points along the income distribution. Between 1975 and 2009, the labor force rate of mothers with children under age eighteen increased from 47.4 percent to 71.6 percent. Mothers today also return to work much sooner after the birth of a child than did mothers half a century ago. High divorce rates and a sharp rise in the share of births to unmarried mothers mean that more children are being raised by a single parent, usually their mother. Workplaces too have changed, observes Bianchi. Today's employees increasingly work nonstandard hours. The well-being of highly skilled workers and less-skilled workers has been diverging. For the former, work hours may be long, but income has soared. For lower-skill workers, the lack of "good jobs" disconnects fathers from family obligations. Men who cannot find work or have low earnings potential are much less likely to marry. For low-income women, many of whom are single parents, the work-family dilemma is how to care adequately for children and work enough hours to support them financially. Jobs for working-class and lower middle-class workers are relatively stable, except in economic downturns, but pay is low, and both parents must work full time to make ends meet. Family income is too high to qualify for government subsidized child care, but too low to afford high-quality care in the private market. These families struggle to have a reasonable family life and provide for their family's economic well-being. Bianchi concludes that the "work and family" problem has no one solution because it is not one problem. Some workers need more work and more money. Some need to take time off around the birth of a child

  6. Additional Saturday rehabilitation improves functional independence and quality of life and reduces length of stay: a randomized controlled trial

    PubMed Central

    2013-01-01

    Background Many inpatients receive little or no rehabilitation on weekends. Our aim was to determine what effect providing additional Saturday rehabilitation during inpatient rehabilitation had on functional independence, quality of life and length of stay compared to 5 days per week of rehabilitation. Methods This was a multicenter, single-blind (assessors) randomized controlled trial with concealed allocation and 12-month follow-up conducted in two publically funded metropolitan inpatient rehabilitation facilities in Melbourne, Australia. Patients were eligible if they were adults (aged ≥18 years) admitted for rehabilitation for any orthopedic, neurological or other disabling conditions excluding those admitted for slow stream rehabilitation/geriatric evaluation and management. Participants were randomly allocated to usual care Monday to Friday rehabilitation (control) or to Monday to Saturday rehabilitation (intervention). The additional Saturday rehabilitation comprised physiotherapy and occupational therapy. The primary outcomes were functional independence (functional independence measure (FIM); measured on an 18 to 126 point scale), health-related quality of life (EQ-5D utility index; measured on a 0 to 1 scale, and EQ-5D visual analog scale; measured on a 0 to 100 scale), and patient length of stay. Outcome measures were assessed on admission, discharge (primary endpoint), and at 6 and 12 months post discharge. Results We randomly assigned 996 adults (mean (SD) age 74 (13) years) to Monday to Saturday rehabilitation (n = 496) or usual care Monday to Friday rehabilitation (n = 500). Relative to admission scores, intervention group participants had higher functional independence (mean difference (MD) 2.3, 95% confidence interval (CI) 0.5 to 4.1, P = 0.01) and health-related quality of life (MD 0.04, 95% CI 0.01 to 0.07, P = 0.009) on discharge and may have had a shorter length of stay by 2 days (95% CI 0 to 4, P = 0.1) when compared to

  7. Saturday Academy: Student, Parent, and Teacher Perceptions of an Intervention for At-Risk Middle School African American Students in a High Poverty School

    ERIC Educational Resources Information Center

    Witherspoon, Melody Latrice

    2011-01-01

    I examined the perceptions of parents, students, and teachers of Saturday Academy, an intervention for students who are at risk of failing academically. The problem is that nearly half of students who attend high school may be at risk of dropping out before they graduate. The purpose of this study was to describe, evaluate, and analyze the…

  8. Three Years After Black Saturday: Long-Term Psychosocial Adjustment of Burns Patients as a Result of a Major Bushfire.

    PubMed

    Pfitzer, Birgit; Katona, Lynda Jane; Lee, Stuart J; O'Donnell, Meaghan; Cleland, Heather; Wasiak, Jason; Ellen, Steve

    2016-01-01

    Despite increasing evidence that burn injuries can result in multiple psychological sequelae, little is known about the long-term psychosocial adjustment to burns sustained in a major bushfire. The aim of the present study was to assess long-term psychological distress and health-related quality of life in Australian burns patients as a result of the 2009 Black Saturday bushfires. Eight male and five female burns patients with a mean age of 53.92 (SD = 11.82) years who received treatment at a statewide burns service participated in the study. A battery of standardized questionnaires was administered to assess general psychological distress, burns-specific and generic health-related quality of life, alcohol use, and specific psychological symptoms of posttraumatic stress disorder, depression, and anxiety. The results revealed that more than 3 years after Black Saturday 33% of the burns patients still suffered "high" to "very high" levels of general distress, whereas 58% fulfilled partial or full criteria for posttraumatic stress disorder. Furthermore, participants still experienced significantly impaired physical health functioning as compared to their preinjury status including limitations in work-based activities, increased bodily pain, and lower vitality overall. The trajectory of distress varied for participants. Some individuals experienced little distress overall, whereas others displayed a decline in their stress levels over time. Notwithstanding, some patients maintained high levels of distress throughout or experienced an increase in distress at a later stage of recovery. The results point to the importance of psychosocial screening to identify distress early. Follow-up assessments are crucial to diagnose individuals with chronic or late onset of distress.

  9. Racial/Ethnic Workplace Discrimination

    PubMed Central

    Chavez, Laura J.; Ornelas, India J.; Lyles, Courtney R.; Williams, Emily C.

    2014-01-01

    Background Experiences of discrimination are associated with tobacco and alcohol use, and work is a common setting where individuals experience racial/ethnic discrimination. Few studies have evaluated the association between workplace discrimination and these behaviors, and none have described associations across race/ethnicity. Purpose To examine the association between workplace discrimination and tobacco and alcohol use in a large, multistate sample of U.S. adult respondents to the Behavioral Risk Factor Surveillance System survey Reactions to Race Module (2004–2010). Methods Multivariable logistic regression analyses evaluated cross-sectional associations between self-reported workplace discrimination and tobacco (current and daily smoking) and alcohol use (any and heavy use, and binge drinking) among all participants and stratified by race/ethnicity, adjusting for relevant covariates. Data were analyzed in 2013. Results Among respondents, 70,080 completed the workplace discrimination measure. Discrimination was more common among black non-Hispanic (21%), Hispanic (12%), and other race respondents (11%) than white non-Hispanics (4%) (p<0.001). In the total sample, discrimination was associated with current smoking (risk ratio [RR]=1.32, 95% CI=1.19, 1.47), daily smoking (RR=1.41, 95% CI=1.24, 1.61), and heavy drinking (RR=1.11, 95% CI=1.01, 1.22), but not binge or any drinking. Among Hispanics, workplace discrimination was associated with increased heavy and binge drinking, but not any alcohol use or smoking. Workplace discrimination among black non-Hispanics and white Non-Hispanics was associated with increased current and daily smoking, but not alcohol outcomes. Conclusions Workplace discrimination is common, associated with smoking and alcohol use, and merits further policy attention given the impact of these behaviors on morbidity and mortality. PMID:25441232

  10. Workplace bullying in nursing: The case of Azerbaijan province, Iran

    PubMed Central

    Esfahani, Ali Nasr; Shahbazi, Gholamreza

    2014-01-01

    Background: Workplace bullying is a significant issue confronting the nursing profession both in Iran and internationally. This study examined workplace bullying among a group of Iranian nurses. Materials and Methods: The prevalence rate of bullying behavior among nurses was determined. Data were collected from 162 nurses who worked in four hospitals located in West Azerbaijan province, Iran. Results: Results showed that only 9% of nurses who participated in this study had frequently been exposed to bullying behavior, 22% had occasionally been bullied, and 69% had never been exposed to these behaviors during the last year. The most common type of workplace bullying experienced by nurses was verbal bullying. Forty percent of the nurses reported exposure to verbal bullying behavior frequently or occasionally. Conclusions: To be able to intervene with bullying behavior in the workplace, there is a need to pay greater attention to the problem by the entire range of managers, lawyers, industrial–organizational psychologists, counselors, social workers, and local authorities. PMID:25183984

  11. Workplace bullying in the OR: Results of a descriptive study.

    PubMed

    Chipps, Esther; Stelmaschuk, Stephanie; Albert, Nancy M; Bernhard, Linda; Holloman, Christopher

    2013-11-01

    This study describes the incidence of workplace bullying among perioperative RNs, surgical technologists, and unlicensed perioperative personnel in two academic medical centers. The study sought to determine whether the demographic variables of gender, ethnicity, hospital, years of experience on the unit, years in the profession, and job title predict the experience of workplace bullying; whether a relationship exists between workplace bullying and emotional exhaustion; and whether bullying is associated with perceptions of patient safety in the OR. The cross-sectional design included perioperative nurses, surgical technologists, and unlicensed perioperative personnel (N = 167). Fifty-nine percent of the study participants reported witnessing coworker bullying weekly, and 34% reported at least two bullying acts weekly. Having one's opinion ignored is the most common bullying act, with 28% of respondents experiencing being ignored. Differences in the experience of bullying can be found between hospitals and among ethnicities. Emotional exhaustion also was correlated with bullying. The participants did not perceive bullying as affecting patient safety. PMID:24209797

  12. Innovation in Australian Workplaces: An Empirical Analysis.

    ERIC Educational Resources Information Center

    Rogers, Mark

    1999-01-01

    The determinants of innovation were examined using data from 698 Australian workplaces. Results suggest that better employee-management communications are associated with more change and that workplaces with higher levels of training undergo more change. (Author/JOW)

  13. Workplace Safety and Health Topics: Safety & Prevention

    MedlinePlus

    ... message, please visit this page: About CDC.gov . Workplace Safety and Health Topics Industries & Occupations Hazards & Exposures Diseases & ... Pinterest Twitter YouTube NIOSH Homepage NIOSH A-Z Workplace Safety & Health Topics Publications and Products Programs Contact NIOSH ...

  14. Workplace Safety and Health: Body Art

    MedlinePlus

    ... message, please visit this page: About CDC.gov . Workplace Safety & Health Topics Body Art Get Vaccinated Prevent Needlestick ... Pinterest Twitter YouTube NIOSH Homepage NIOSH A-Z Workplace Safety & Health Topics Publications and Products Programs Contact NIOSH ...

  15. Managing AIDS in the workplace.

    PubMed

    Esposito, M D; Myers, J E

    1993-01-01

    Because of the AIDS epidemic and the protections afforded individuals with AIDS under the Americans with Disabilities Act (ADA), employers are well advised to ensure compliance under applicable law to reduce exposure to employee claims of discrimination and to efficiently manage workplace issues associated with AIDS. Employers should implement AIDS policies and programs designed to educate their workforce to reduce the spread of AIDS and to clear up any misunderstandings about the disease which could wreak havoc in the workplace. This article summarizes suggested action steps for employers and outside resources to consult for guidance.

  16. Gratitude in Workplace Research: A Rossian Approach

    ERIC Educational Resources Information Center

    Gibbs, Paul

    2009-01-01

    Workplace learning is complex in form. It is explorative, social and creative enquiry, and because it is carried out in the socio-political domain of the workplace, it is potentially exploitative of all who contribute. This paper suggests that the workplace researcher might conceptualise the contributions of participants as benefits and/or gifts,…

  17. Promoting Workplace Literacy and Basic Skills Development.

    ERIC Educational Resources Information Center

    Peterson, Elizabeth A.; Ott, Joyce; Wilson, Kathleen

    This document is intended to help literacy practitioners and others in South Carolina promote workplace literacy and basic skills development programs. The introduction examines the following topics: South Carolina's current workforce and its outlook; the definitions of literacy and workplace literacy; the need for workplace literacy and basic…

  18. Firefighter Workplace Learning: An Exploratory Case Study

    ERIC Educational Resources Information Center

    Tracey, Edward A.

    2014-01-01

    Despite there being a significant amount of research investigating workplace learning, research exploring firefighter workplace learning is almost nonexistent. The purpose of this qualitative multi-case study was to explore how firefighters conceptualize, report, and practice workplace learning. The researcher also investigated how firefighters…

  19. Combatting Racism in the Workplace. Readings Kit.

    ERIC Educational Resources Information Center

    Thomas, Barb; Novogrodsky, Charles

    Readings and exercises for use with a course for Canadian workers on racism and the workplace are included in this book. The materials are organized to reflect the themes of the ten sessions of the course: (1) racism hurts workers; (2) analysing racial situations in the workplace; (3) the employer connection to racism in the workplace; (4)…

  20. Mobbing: Workplace Violence in the Academy

    ERIC Educational Resources Information Center

    Keim, Jeanmarie; McDermott, J. Cynthia

    2010-01-01

    Incidents of workplace violence are becoming all too common at colleges and universities. Generally, one thinks of shootings and assaults in relation to campus workplace violence. However, mobbing and bullying of faculty by other faculty are types of workplace violence that, while very common, are rarely discussed or reported. This article raises…

  1. Workplace Learning in Malaysia: The Learner's Perspective

    ERIC Educational Resources Information Center

    Muhamad, Mazanah; Idris, Khairuddin

    2005-01-01

    This paper offers a scenario of workplace learning as practiced in Malaysia. Based on survey research, the article describes learner profiles, learning provision and pattern. The analysis shows that Malaysians participate in formal workplace learning as part of their employment activities. Workplace learning in Malaysia is contextual, promoted by…

  2. Workplace Learning of High Performance Sports Coaches

    ERIC Educational Resources Information Center

    Rynne, Steven B.; Mallett, Clifford J.; Tinning, Richard

    2010-01-01

    The Australian coaching workplace (to be referred to as the State Institute of Sport; SIS) under consideration in this study employs significant numbers of full-time performance sport coaches and can be accurately characterized as a genuine workplace. Through a consideration of the interaction between what the workplace (SIS) affords the…

  3. Workplace Bullying: Curing the Cancer of the American Workplace.

    ERIC Educational Resources Information Center

    Glendinning, Peter M.

    2001-01-01

    A literature review concluded that supervisor/supervisee relationships are critical to job satisfaction; workplace bullying in the form of a management style of aggressive and intimidating behaviors is widespread; certain types of organizations foster bullying; and bullying has high costs for the targeted employee and the organization. (Contains…

  4. Workplace Participatory Practices: Conceptualising Workplaces as Learning Environments

    ERIC Educational Resources Information Center

    Billett, Stephen

    2004-01-01

    Arguing against a concept of learning as only a formal process occurring in explicitly educational settings like schools, the paper proposes a conception of the workplace as a learning environment focusing on the interaction between the affordances and constraints of the social setting, on the one hand, and the agency and biography of the…

  5. Importance and effects of altered workplace ergonomics in modern radiology suites.

    PubMed

    Harisinghani, Mukesh G; Blake, Michael A; Saksena, Mansi; Hahn, Peter F; Gervais, Debra; Zalis, Michael; da Silva Dias Fernandes, Leonor; Mueller, Peter R

    2004-01-01

    The transition from a film-based to a filmless soft-copy picture archiving and communication system (PACS)-based environment has resulted in improved work flow as well as increased productivity, diagnostic accuracy, and job satisfaction. Adapting to this filmless environment in an efficient manner requires seamless integration of various components such as PACS workstations, the Internet and hospital intranet, speech recognition software, paperless electronic hospital medical records, e-mail, office software, and telecommunications. However, the importance of optimizing workplace ergonomics has received little attention. Factors such as the position of the work chair, workstation table, keyboard, mouse, and monitors, along with monitor refresh rates and ambient room lighting, have become secondary considerations. Paying close attention to the basics of workplace ergonomics can go a long way in increasing productivity and reducing fatigue, thus allowing full realization of the potential benefits of a PACS. Optimization of workplace ergonomics should be considered in the basic design of any modern radiology suite.

  6. [Eating disorders in the workplace].

    PubMed

    Inoue, Koki; Iwasaki, Shinichi; Yamauchi, Tsuneo; Kiriike, Nobuo

    2010-01-01

    The prevalence of eating disorders (ED) has increased and these are intractable disorders that require prolonged treatment. The workplace is an important life scene for the patients, but there are few reports available about the current status and correspondence to ED in workplace. Based on a survey of 1248 enterprises, we discuss the cognition of each form of ED. In addition, the background, eating behaviors, and job stress of 2004 workers were also surveyed. Based on these responses, workers who were supposed to demonstrate anorexia nervosa (AN), bulimia nervosa (BN), or night eating syndrome (NES) were identified. The same survey was conducted among outpatients with ED, and the findings were compared with those of a healthy control group. The terms ED, AN, and BN were highly acknowledged in the workplace, but recognition of NES was low. In addition, the prevalence of workers suspected of AN, BN, or NES were 0.27%, 0.21%, and 12.9%, respectively. Based on comparisons of job stress in working ED patients with job stress in workers without ED, and comparisons of job stress in NES workers with job stress in workers without eating problems, specific job stressors were supposed to be associated with ED. These findings indicate the importance of learning appropriate techniques for coping with job stress and the necessity of recognizing abnormal eating behaviors in the workplace.

  7. Diversity in the Workplace. Symposium.

    ERIC Educational Resources Information Center

    2002

    Three papers comprise this symposium on diversity in the workplace. "Factors That Assist and Barriers That Hinder the Success of Diversity Initiatives in Multinational Corporations" (Rose Mary Wentling) reports that factors that assisted in the success were classified under diversity department, human, and work environment; barriers were those of…

  8. Workplace Literacy Tutor Training Manual.

    ERIC Educational Resources Information Center

    Janney-Pace, Priscilla; Fox, Laurie

    This manual contains a workshop curriculum that offers background information and activities rooted in the whole language approach. It is designed to address needs of employees with skill levels below fifth grade. Section I is an introduction to the changing workplace environment. Sections II-V cover problem solving, communication (speaking…

  9. Information Literacy in the Workplace

    ERIC Educational Resources Information Center

    Kirton, Jennifer; Barham, Lyn

    2005-01-01

    Information literacy has been a subject of interest for academic librarians for nearly thirty years, however special librarians have written comparatively little on the topic of information literacy in the workplace. It is an important issue as it provides an opportunity for special librarians to enhance their role in their organisation. This…

  10. Health & Hygiene in the Workplace.

    ERIC Educational Resources Information Center

    Snapp, Mary

    Developed by educators from the Emily Griffith Opportunity School with input from employees--both workplace literacy students and nonstudents--this guide contains activities for teaching health and hygiene on the job. Flowing from a perspective of respecting cultural diversity and guided by a common thread of good work practices, the activities…

  11. Workplace Testing: Who's Testing Whom?

    ERIC Educational Resources Information Center

    Greenberg, Eric Rolfe

    1989-01-01

    A survey conducted by the American Management Association on workplace-testing policies included questions about drug testing, polygraphs, and testing for the human immunodeficiency virus. The survey found that testing increased from 21 percent in 1986 to 37 percent in 1987 and 48 percent in the 1988 survey. (JOW)

  12. Information Literacy in the Workplace.

    ERIC Educational Resources Information Center

    Oman, Julie N.

    2001-01-01

    Discusses the need for information literacy in the workplace in the face of information overload and problems related to end user information skills. Explains how to improve information literacy by assessing the organization's infrastructure, including available information technologies and information processes; considering demographics; and…

  13. Canadian Accountants: Examining Workplace Learning

    ERIC Educational Resources Information Center

    Hicks, Elizabeth; Bagg, Robert; Doyle, Wendy; Young, Jeffrey D.

    2007-01-01

    Purpose: This paper seeks to examine workplace learning strategies, learning facilitators and learning barriers of public accountants in Canada across three professional levels--trainees, managers, and partners. Design/methodology/approach: Volunteer participants from public accounting firms in Nova Scotia and New Brunswick completed a demographic…

  14. Results Orientated Workplace Literacy Project.

    ERIC Educational Resources Information Center

    Farrell, Virginia, Comp.

    Cuyahoga Community College's (CCC) Unified Technologies Center (UTC) collaborated with three Cleveland area manufacturing companies in a workplace literacy project. The project provided job-related mathematics and communications programs for 302 employees who needed basic skills upgrading to improve their job performance. The project…

  15. Workplace Training at SBS Radio.

    ERIC Educational Resources Information Center

    Simons, Lynette

    2001-01-01

    Notes that at Australia's Special Broadcasting Services Radio, workplace training is an essential requirement for on-air staff but a degree in journalism or communications is an enormous advantage. Describes several in-house accredited competency-based modules in journalism and broadcasting. (RS)

  16. Workplace Violence in Higher Education.

    ERIC Educational Resources Information Center

    Rice, Edward D.

    2003-01-01

    Addresses workplace violence prevention, beginning by defining violence, why people become violent, and the cycle of violence. Then discusses steps in prevention, including pre-incident planning, an incident management team, threat management, assessment, post-incident response, and training. (EV)

  17. Internet Gambling in the Workplace

    ERIC Educational Resources Information Center

    Griffiths, Mark

    2009-01-01

    Purpose: This paper seeks to overview the issues, concerns and challenges relating to gambling--and more specifically internet gambling--in the workplace. Design/methodology/approach: Using psychological literature, this paper outlines a number of important and inter-related areas including brief overviews of gambling and problem gambling,…

  18. Epistemological Agency in the Workplace

    ERIC Educational Resources Information Center

    Smith, Raymond

    2006-01-01

    Purpose: The purpose of this paper is to report and discuss research that sought to explore how the individually purposeful nature of new employee workplace learning might be understood through its conception as epistemological agency, that is, the personally mediated construction of knowledge. Design/methodology/approach: Using a sociocultural…

  19. Adult Development and the Workplace.

    ERIC Educational Resources Information Center

    Heffernan, James M.

    Little attention has been given to how adults develop through their lifetimes and what roles their workplace environments play in that development. Research and theory regarding adult psychosocial development have confirmed the developmental life-cycle phases of adulthood. These are: leaving the family (ages 16-22), getting into the adult world…

  20. Self-Directed Workplace Learning.

    ERIC Educational Resources Information Center

    1998

    This document contains four papers from a symposium on self-directed workplace learning. "Self-Directed Work Teams: Implementation and Performance" (Marcel van der Klink, Hilde ter Horst) discusses the results of a study examining the implementation and effects of self-directed work teams in a land register office and the role of the department's…

  1. Interpersonal Relationships in the Workplace.

    ERIC Educational Resources Information Center

    Danner, Jean Ortowski; And Others

    This curriculum guide on interpersonal relations in the workplace give techniques for instructors to use in evaluating these skills in their students. Eighteen competencies are included in this guide: adaptability; attendance; attitude; communication (nonverbal); communication (verbal); communication (written); confidence; cooperation; enthusiasm;…

  2. Flipped Learning in the Workplace

    ERIC Educational Resources Information Center

    Nederveld, Allison; Berge, Zane L.

    2015-01-01

    Purpose: The purpose of this paper is to serve as a summary of resources on flipped learning for workplace learning professionals. A recent buzzword in the training world is "flipped". Flipped learning and the flipped classroom are hot topics that have emerged in K-12 education, made their way to the university and are now being noticed…

  3. Workplace Education: The Changing Landscape.

    ERIC Educational Resources Information Center

    Taylor, Maurice C., Ed.

    The 23 chapters of this book are as follows: "A Framework for Developing Partnerships" (Wendy M. Doughty); "Partnership Building in Nova Scotia" (Marjorie Davison, Paul Temple); "What Makes a Successful Workplace Education Partnership?" (Rob Despins et al.); "Building Linkages in Large Organizations: The Syncrude Canada Ltd. Experience" (Lloyd…

  4. Making Spaces: Teacher Workplace Topologies

    ERIC Educational Resources Information Center

    McGregor, Jane

    2003-01-01

    Studies of the workplace of teachers commonly focus on the spaces of the classroom, staffroom and school as pre-given and bounded entities. This article explores the possibilities of moving beyond such topographies of enclosure, towards seeing space(-time) as recursively constructed with social relations and so made and remade. Boundaries are then…

  5. Basic Skills for the Workplace.

    ERIC Educational Resources Information Center

    Taylor, Maurice C., Ed.; And Others

    This book is a practitioner's guide to developing literacy training programs for workers. Titles of the 28 chapters and epilogue are as follows: "Understanding the History and Definitions of Workplace Literacy" (Askov, Aderman); "Understanding Literacy in the Canadian Business Context: Conference Board of Canada Study" (Hart); "Understanding Basic…

  6. Listening Skills in the Workplace.

    ERIC Educational Resources Information Center

    Grognet, Allene; Van Duzer, Carol

    This article examines the listening process and factors affecting listening. It also suggests general guidelines for teaching and assessing listening and gives examples of activities for practicing and developing listening skills for the workplace. Listening is a demanding process that involves the listener, speaker, message content, and…

  7. Evaluating Workplace English Language Programs

    ERIC Educational Resources Information Center

    Ekkens, Kristin; Winke, Paula

    2009-01-01

    Companies across the United States provide workplace English classes to non-native-English-speaking employees to increase productivity, retention, and on-the-job safety. Institutions that financially support the programs often require evidence of learning through standardized tests as a prerequisite for continued funding. However, the tests…

  8. Workshop III: Improving the Workplace Environment

    NASA Astrophysics Data System (ADS)

    Gledhill, Igle; Butcher, Gillian

    2015-12-01

    Research has shown that companies with more diversity and a better workplace perform better. So what makes a good workplace in physics, where women and men can work to their full potential? In the Improving the Workplace Environment workshop of the 5th IUPAP International Conference on Women in Physics, participants heard about initiatives taking place in Canada, the UK, Japan, and India to improve the workplace environment and shared good practices from around the world. Some of the less tangible aspects of the workplace environment, such as unconscious bias and accumulation of advantage and disadvantage, were explored.

  9. Workplace bullying: an emergent issue.

    PubMed

    Essen, S Donovan; Esquivel, Cynthia; Jha, Pankaj

    2014-09-01

    All companies, including dentists, rely on their staff to represent their firms in the most positive and effective manner. Today's managers face a multitude of issues, and as such, they must walk a fine line of fostering a productive, harmonious and safe working environment for their employees. Over the last several decades it is apparent that on the- job sexual harassment is no longer the leading issue of employee complaints. Rather, the organization issue which was investigated is workplace bullying, also commonly referred to as employee harassment. Risk management is no longer limited to avoiding malpractice issues but also preventing litigation created by poor organizational behavior. The primary purpose of this paper is to explore the background of workplace bullying and how it affects today's managers and their employees, customers and suppliers. In other words, the scope of this paper will feature research on past studies, results and conclusions. Since workplace bullying affects all levels of a corporation, it must be stated that the concern and focus of this paper is for today's manager to understand the background and history of workplace bullying, and what they can do to foster a safe working environment and prevent the bully from creating mental and physical harm to their employees. This paper details the history of workplace bullying and how management, employees and suppliers deal with and address the issue. Lastly, this treatise looks at risk management from a manger/dentist's perspective, the assessment/conclusion summarizes the implications for managers regarding how they must handle the issue or risk harm to the employee and/or serious legal ramifications. PMID:25284567

  10. Workplace bullying: an emergent issue.

    PubMed

    Essen, S Donovan; Esquivel, Cynthia; Jha, Pankaj

    2014-09-01

    All companies, including dentists, rely on their staff to represent their firms in the most positive and effective manner. Today's managers face a multitude of issues, and as such, they must walk a fine line of fostering a productive, harmonious and safe working environment for their employees. Over the last several decades it is apparent that on the- job sexual harassment is no longer the leading issue of employee complaints. Rather, the organization issue which was investigated is workplace bullying, also commonly referred to as employee harassment. Risk management is no longer limited to avoiding malpractice issues but also preventing litigation created by poor organizational behavior. The primary purpose of this paper is to explore the background of workplace bullying and how it affects today's managers and their employees, customers and suppliers. In other words, the scope of this paper will feature research on past studies, results and conclusions. Since workplace bullying affects all levels of a corporation, it must be stated that the concern and focus of this paper is for today's manager to understand the background and history of workplace bullying, and what they can do to foster a safe working environment and prevent the bully from creating mental and physical harm to their employees. This paper details the history of workplace bullying and how management, employees and suppliers deal with and address the issue. Lastly, this treatise looks at risk management from a manger/dentist's perspective, the assessment/conclusion summarizes the implications for managers regarding how they must handle the issue or risk harm to the employee and/or serious legal ramifications.

  11. Innovative Training for Occupational Health and Infection Control Workplace Assessment in Health Care

    ERIC Educational Resources Information Center

    O'Hara, Lyndsay; Bryce, Elizabeth Ann; Scharf, Sydney; Yassi, Annalee

    2012-01-01

    A user-friendly, high quality workplace assessment field guide and an accompanying worksheet are invaluable tools for recognizing hazards in the hospital environment. These tools ensure that both front line workers as well as health and safety and infection control professionals can systematically evaluate hazards and formulate recommendations.…

  12. Student Writings for Home Care Challenge. Volumes I-II. National Workplace Literacy Grant.

    ERIC Educational Resources Information Center

    Carroll Community Coll., Westminster, MD.

    These two volumes contain research papers and personal reflections developed as culminating projects by adult students involved in workplace literacy classes in nursing homes, hospitals, and home care agencies. The first volume contains 18 papers: "What You Need to Know about Cancer" (Grace Bopst); "What Nursing Assistants Need to Know about Heart…

  13. Saturday Morning Television Advertisements Aired on English and Spanish Language Networks along the Texas-Mexico Border.

    PubMed

    Barroso, Cristina S; Rodriguez, Dianeth; Camacho, Perla L

    2011-10-18

    OBJECTIVES: The aim of this content analysis study is to characterize the TV advertisements aired to an at-risk child population along the Texas-Mexico border. METHODS: We characterized the early Saturday morning TV advertisements aired by three broadcast network categories (U.S. English language, U.S. Spanish language, and Mexican Spanish language) in Spring 2010. The number, type (food related vs. non-food related), target audience, and persuasion tactics used were recorded. Advertised foods, based on nutrition content, were categorized as meeting or not meeting current dietary guidelines. RESULTS: Most commercials were non-food related (82.7%, 397 of 480). The majority of the prepared foods (e.g., cereals, snacks, and drinks) advertised did not meet the current U.S. Dietary Guidelines. Additionally, nutrition content information was not available for many of the foods advertised on the Mexican Spanish language broadcast network category. CONCLUSIONS: For U.S. children at risk for obesity along the Texas-Mexico border exposure to TV food advertisements may result in the continuation of sedentary behavior as well as an increased consumption of foods of poor nutritional quality. An international regulatory effort to monitor and enforce the reduction of child-oriented food advertising is needed. PMID:22209760

  14. Saturday Morning Television Advertisements Aired on English and Spanish Language Networks along the Texas-Mexico Border

    PubMed Central

    Barroso, Cristina S.; Rodriguez, Dianeth; Camacho, Perla L.

    2011-01-01

    Objectives The aim of this content analysis study is to characterize the TV advertisements aired to an at-risk child population along the Texas-Mexico border. Methods We characterized the early Saturday morning TV advertisements aired by three broadcast network categories (U.S. English language, U.S. Spanish language, and Mexican Spanish language) in Spring 2010. The number, type (food related vs. non-food related), target audience, and persuasion tactics used were recorded. Advertised foods, based on nutrition content, were categorized as meeting or not meeting current dietary guidelines. Results Most commercials were non-food related (82.7%, 397 of 480). The majority of the prepared foods (e.g., cereals, snacks, and drinks) advertised did not meet the current U.S. Dietary Guidelines. Additionally, nutrition content information was not available for many of the foods advertised on the Mexican Spanish language broadcast network category. Conclusions For U.S. children at risk for obesity along the Texas-Mexico border exposure to TV food advertisements may result in the continuation of sedentary behavior as well as an increased consumption of foods of poor nutritional quality. An international regulatory effort to monitor and enforce the reduction of child-oriented food advertising is needed. PMID:22209760

  15. Bias in the nursing workplace: implications for Latino(a) nurses.

    PubMed

    Moceri, Joane T

    2012-01-01

    The nursing shortage coupled with health inequities makes it imperative to retain nurses from diverse backgrounds in the workplace. Since Latinos are the fastest growing racial/ethnic group in the U.S., the issue is of particular importance. Thus, the purpose of this study was to measure the prevalence of bias in the nursing workplace as experienced by Latino(a) nurses. This descriptive study of Latino(a) nurses measured the prevalence of bias, its relationship to nurse retention in the nursing workplace, and additional factors in the workplace that were associated with bias. Results included that Latino(a) nurses both experienced and witnessed bias on a regular basis, along with negative comments by peers about their ethnicity. Significant correlations were found between experiences of bias and the study variables of witnessing bias, perceived levels of support, and time planning to remain in the workplace. As the nursing shortage continues and increases in severity, retaining nurses becomes as important as creating new nurses. Nurse managers, hospital administrators, and nurse educators must develop strategies to educate staff and promote non-biased interactions between nurses in the workplace, as well as to support nurses from diverse backgrounds.

  16. The views of nurses regarding caring in the workplace.

    PubMed

    Minnaar, A

    2003-05-01

    This survey describes caring in the workplace in selected health services and is part of a greater study conducted in KwaZulu-Natal, South Africa. This study describes the views of nurse managers and nurses regarding caring in the workplace. Human competence, recovery and healing are central to caring. To ensure caring and healing of patients in health services it is of the utmost importance for nurse managers to ensure a healthy and caring environment in the management of nurses. When caring is present in the workplace, nurses are more able to render caring nursing practices in the patient care environment. It is clear that to become a caring person, one must be treated in a caring way and that caring may be impaired or reinforced by the environment. The environment of interest to this study was the environment in which nurses practise. A descriptive survey with a convenience sampling explored caring in the workplace of nurses. The questionnaire was divided into two sections. Section A comprised demographic information and in section B the questionnaire consisted of Likert type questions, open-ended questions and yes/no questions. Analysis included descriptive statistics. It was found that caring was not experienced in the hospitals by nurses in the major management tasks such as respect for human dignity, two-way communication, trust between nurses and nurse managers, wellness, cultural sensitivity, support and the recognition and handling of the concerns of nurses. It was clear that although nurse managers and nurses have the knowledge and structures for the implementation of caring in the hospitals, the everyday practical application of caring needs attention. Nurse managers were aware of caring practices but nurses did not always experience caring in their places of work in the hospitals. Nurse managers and nurses should all accept responsibility for finding means to improve communication and, in particular, participative leadership strategies in the hospitals

  17. Cultural Diversity in Higher Education: Implications for Hospitality Programs

    ERIC Educational Resources Information Center

    Casado, Matt A.; Dereshiwsky, Mary I.

    2007-01-01

    During the decade of the 1990s, the rapidly changing ethnic composition of our schools and workplace, especially in the hospitality industry, required that attention be given to curriculum content and methods of instruction to accommodate increasing numbers of minority students and employees. Most institutions, including hospitality programs,…

  18. A Men's Workplace Health Intervention

    PubMed Central

    Johnson, Steven T.; Stolp, Sean; Seaton, Cherisse; Sharp, Paul; Caperchione, Cristina M.; Bottorff, Joan L.; Oliffe, John L.; Jones-Bricker, Margaret; Lamont, Sonia; Medhurst, Kerensa; Errey, Sally; Healy, Theresa

    2016-01-01

    Objective: To explore physical activity and eating behaviors among men following the implementation of a gender-sensitive, workplace health promotion program. Methods: Using a pre-post within-subjects design, computer-assisted telephone interviewing (CATI) was used to collect health-related information along with physical activity and fruit/vegetable intake at baseline and after 6 months. Results: At baseline, participants (N = 139) consumed 3.58 servings of fruit and vegetables/day and engaged in an average of 229.77 min/week moderate-vigorous physical activity (MVPA). At 6 months, daily fruit/vegetable intake did not increase, whereas MVPA increased by 112.3 min/week. Conclusions: The POWERPLAY program successfully increased weekly MVPA. Engaging men in health promotion can be a challenge; here, the workplace served as a valuable environment for achieving positive change. PMID:27281710

  19. Occupational Heat Stress Profiles in Selected Workplaces in India.

    PubMed

    Venugopal, Vidhya; Chinnadurai, Jeremiah S; Lucas, Rebekah A I; Kjellstrom, Tord

    2016-01-01

    Health and productivity impacts from occupational heat stress have significant ramifications for the large workforce of India. This study profiled occupational heat stress impacts on the health and productivity of workers in select organized and unorganized Indian work sectors. During hotter and cooler seasons, Wet Bulb Globe Temperatures (WBGT) were used to quantify the risk of heat stress, according to International workplace guidelines. Questionnaires assessed workers' perceived health and productivity impacts from heat stress. A total of 442 workers from 18 Indian workplaces participated (22% and 78% from the organized and unorganized sector, respectively). Overall 82% and 42% of workers were exposed to higher than recommended WBGT during hotter and cooler periods, respectively. Workers with heavy workloads reported more heat-related health issues (chi square = 23.67, p ≤ 0.001) and reduced productivity (chi square = 15.82, p ≤ 0.001), especially the outdoor workers. Heat-rashes, dehydration, heat-syncope and urinogenital symptoms were self-reported health issues. Cited reasons for productivity losses were: extended-work hours due to fatigue/exhaustion, sickness/hospitalization and wages lost. Reducing workplace heat stress will benefit industries and workers via improving worker health and productivity. Adaptation and mitigation measures to tackle heat stress are imperative to protect the present and future workforce as climate change progresses. PMID:26729144

  20. Occupational Heat Stress Profiles in Selected Workplaces in India

    PubMed Central

    Venugopal, Vidhya; Chinnadurai, Jeremiah S.; Lucas, Rebekah A. I.; Kjellstrom, Tord

    2015-01-01

    Health and productivity impacts from occupational heat stress have significant ramifications for the large workforce of India. This study profiled occupational heat stress impacts on the health and productivity of workers in select organized and unorganized Indian work sectors. During hotter and cooler seasons, Wet Bulb Globe Temperatures (WBGT) were used to quantify the risk of heat stress, according to International workplace guidelines. Questionnaires assessed workers’ perceived health and productivity impacts from heat stress. A total of 442 workers from 18 Indian workplaces participated (22% and 78% from the organized and unorganized sector, respectively). Overall 82% and 42% of workers were exposed to higher than recommended WBGT during hotter and cooler periods, respectively. Workers with heavy workloads reported more heat-related health issues (chi square = 23.67, p ≤ 0.001) and reduced productivity (chi square = 15.82, p ≤ 0.001), especially the outdoor workers. Heat-rashes, dehydration, heat-syncope and urinogenital symptoms were self-reported health issues. Cited reasons for productivity losses were: extended-work hours due to fatigue/exhaustion, sickness/hospitalization and wages lost. Reducing workplace heat stress will benefit industries and workers via improving worker health and productivity. Adaptation and mitigation measures to tackle heat stress are imperative to protect the present and future workforce as climate change progresses. PMID:26729144

  1. Occupational Heat Stress Profiles in Selected Workplaces in India.

    PubMed

    Venugopal, Vidhya; Chinnadurai, Jeremiah S; Lucas, Rebekah A I; Kjellstrom, Tord

    2016-01-01

    Health and productivity impacts from occupational heat stress have significant ramifications for the large workforce of India. This study profiled occupational heat stress impacts on the health and productivity of workers in select organized and unorganized Indian work sectors. During hotter and cooler seasons, Wet Bulb Globe Temperatures (WBGT) were used to quantify the risk of heat stress, according to International workplace guidelines. Questionnaires assessed workers' perceived health and productivity impacts from heat stress. A total of 442 workers from 18 Indian workplaces participated (22% and 78% from the organized and unorganized sector, respectively). Overall 82% and 42% of workers were exposed to higher than recommended WBGT during hotter and cooler periods, respectively. Workers with heavy workloads reported more heat-related health issues (chi square = 23.67, p ≤ 0.001) and reduced productivity (chi square = 15.82, p ≤ 0.001), especially the outdoor workers. Heat-rashes, dehydration, heat-syncope and urinogenital symptoms were self-reported health issues. Cited reasons for productivity losses were: extended-work hours due to fatigue/exhaustion, sickness/hospitalization and wages lost. Reducing workplace heat stress will benefit industries and workers via improving worker health and productivity. Adaptation and mitigation measures to tackle heat stress are imperative to protect the present and future workforce as climate change progresses.

  2. Teaching Reading in the Workplace.

    ERIC Educational Resources Information Center

    Jones, Paul L.; Medley, Vickie

    The Memphis-Project Literacy U.S. (M-PLUS) coalition tried the reading immersion concept with a defined target audience in the workplace. Fifty-six employees of the Defense Depot and the City of Memphis (Tennessee) were admitted to the program based on test scores of between 2.0 and 7.0 grade levels on the Gates-MacGinitie Reading Test. The…

  3. Developing a healthy OR workplace.

    PubMed

    Parsons, Mickey L; Newcomb, Marie

    2007-06-01

    Innovation is required to develop a positive work environment in the OR. Components of a healthy or workplace identified by staff members of three surgical departments are quality practice standards, excellence in patient care systems, a functional physical environment, effective staff systems, meaningful role definition and clarity, and identified guidelines for teamwork. In one or, staff members working on a communication team developed and implemented an action plan to enhance respect in the OR setting.

  4. Motivation in a multigenerational radiologic science workplace.

    PubMed

    Kalar, Traci

    2008-01-01

    For the first time in history, radiologic science (RS) workplaces consist of 4 generational cohorts. As each cohort possess their own attitudes, values, work habits, and expectations, motivating a generational diverse workplace is challenging. Through the understanding of generational differences, managers are better able to accommodate individual as well as generational needs and help create a more productive and higher performing workplace. The purpose of this paper is to assist managers in the understanding and utilization of generational differences to effectively motivate staff in an RS workplace. Generational cohorts will be defined and discussed along with an in-depth discussion on each of the generations performing in today's RS workplace. Motivators and how they impact the different generational cohorts will be addressed along with how to best motivate a multigenerational RS workplace.

  5. Relationship of workplace incivility, stress, and burnout on nurses' turnover intentions and psychological empowerment.

    PubMed

    Oyeleye, Olubunmi; Hanson, Patricia; O'Connor, Nancy; Dunn, Deborah

    2013-10-01

    This study explored the relationships among perceived workplace incivility, stress, burnout, perceived turnover intentions, and perceived level of psychological empowerment among acute care nurses (medical-surgical and critical care) in community and tertiary hospitals through the lens of complexity science. An exploratory study was conducted, and findings demonstrate significant relationships among workplace incivility, stress, burnout, turnover intentions, total years of nursing experience, and RN education levels. Creating targeted retention strategies and policies that will be sensitive to the needs and interests of nurses at high risk for leaving their organizations is imperative for nurse executives.

  6. Workplace Learning: Changing Times, Changing Practices.

    ERIC Educational Resources Information Center

    Watkins, Karen

    1995-01-01

    Contrasts definitions of workplace learning and human resource development and addresses emerging issues that affect the field: professionalization, increased litigation, diffusion, technology, globalization, and reengineering. (SK)

  7. Workplace Literacy Core Curriculum for Beginning ESL Project Workplace Literacy Partners in Chicago.

    ERIC Educational Resources Information Center

    Mrowicki, Linda; And Others

    This curriculum was developed by a coalition of business and educational organizations, Project Workplace Literacy Partners in Chicago, to provide beginning workplace literacy instruction. The basic core curriculum is adaptable for use in a variety of workplace settings and in both job-specific and general work skills courses. The curriculum…

  8. 36 CFR 1212.635 - Drug-free workplace.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... RULES GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 1212.635 Drug-free workplace. Drug-free workplace means a site for the performance of work done in...

  9. 21 CFR 1405.635 - Drug-free workplace.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 1405.635 Drug-free workplace. Drug-free workplace means a site for the performance of work done in connection with a specific award at which employees of...

  10. Building illness in the white-collar workplace.

    PubMed

    Sterling, T D; Sterling, E; Dimich-Ward, H

    1983-01-01

    An increasing incidence of "building illness" is being noted among white-collar workers due to the high pollutant content of air in modern energy-efficient office buildings. These buildings are hermetically sealed, mechanically ventilated, and contain many materials that give off a variety of toxic fumes and aerosols. Severe outbreaks of illness have also been traced to ventilation problems in sealed hospital buildings. Similarly, tightly sealed and well insulated private homes present many sources of toxic pollutants to homemakers. Recent studies linking increases in the frequency and duration of respiratory illnesses with increasing pollution levels warn us that increases in indoor pollution levels should be avoided in the white-collar workplace, hospital, and private residence. Unfortunately, the cost of adequate ventilation of modern air-tight buildings is high. However, proper planning must be conducted to foresee and correct the impact of energy management policies on the livability and healthfulness of the indoor environment.

  11. Worker-to-Worker Violence in Hospitals

    PubMed Central

    Hamblin, Lydia E.; Essenmacher, Lynnette; Ager, Joel; Upfal, Mark; Luborsky, Mark; Russell, Jim; Arnetz, Judith

    2016-01-01

    Worker-to-worker (Type III) violence is prevalent in health care settings and has potential adverse consequences for employees and organizations. Little research has examined perpetrator characteristics of this type of violence. The current study is a descriptive examination of the common demographic and work-related characteristics of perpetrators of Type III workplace violence among hospital workers. Analysis was based on documented incidents of Type III violence reported within a large hospital system from 2010 to 2012. Nurses were involved as either the perpetrator or target in the five most common perpetrator–target dyads. Incidence rate ratios revealed that patient care associates and nurses were significantly more likely to be perpetrators than other job titles. By examining characteristics of perpetrators and common worker dyads involved in Type III workplace violence, hospital stakeholders and unit supervisors have a starting point to develop strategies for reducing conflict between workers. PMID:26450899

  12. Stress reduction in the workplace.

    PubMed

    DiPaola, Daniel

    2014-01-01

    The modern radiology department operates within an environment of competition, increased regulation, and decreasing budgets. Functioning in this setting may lead the radiology manager to experience job related stress. Stress in the workplace has been linked to cardiovascular and musculoskeletal disorders. While there are a number of triggers for job related stress, it is important to identify the early warning signs and knee-jerk reactions. Emotional intelligence (EI) is one of several techniques that can be used to reduce job related stress. The key components of EI are self-awareness, self-management, social awareness, and relationship management. PMID:24605441

  13. Workplace accommodations: evidence based outcomes.

    PubMed

    Schartz, Helen A; Hendricks, D J; Blanck, Peter

    2006-01-01

    One central component to meaningful employment for people with disabilities is the ADA's workplace accommodation provision that allows qualified individuals to perform essential job functions. Little empirical evidence is available to evaluate the costs, benefits, and effectiveness of accommodations. Previous research has focused on direct costs. This article advocates an inclusive accommodation cost/benefit analysis to include direct and indirect costs and benefits and to differentiate disability-related accommodation costs from typical employee costs. The inclusive cost/benefit analysis is applied to preliminary data from interviews with employers who contacted the Job Accommodation Network (JAN). Results suggest that accommodations are low cost, beneficial and effective.

  14. Saturday School. Research Brief

    ERIC Educational Resources Information Center

    Walker, Karen

    2009-01-01

    Secretary of Education, Duncan, proclaimed to a group of teachers in Colorado that if students were to be more competitive with those from other countries, in particular, China and India, they needed to be in school six days a week for at least 11 months a year (Associated Press, 2009). Although longer school days, weeks and years are not…

  15. Creating a Comprehensive Workplace TESOL & Literacy Service.

    ERIC Educational Resources Information Center

    Bean, Robert

    The evolution of the Workplace Education Service that operates in South Australia is chronicled. Begun as a single program designed to integrate workplace literacy, English as a Second Language, and literacy education for both native and non-native English-speakers in an automobile plant, the project grew into a network of programs and services in…

  16. 10 CFR 835.1003 - Workplace controls.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 10 Energy 4 2010-01-01 2010-01-01 false Workplace controls. 835.1003 Section 835.1003 Energy DEPARTMENT OF ENERGY OCCUPATIONAL RADIATION PROTECTION Design and Control § 835.1003 Workplace controls. During routine operations, the combination of engineered and administrative controls shall provide...

  17. 10 CFR 835.1003 - Workplace controls.

    Code of Federal Regulations, 2014 CFR

    2014-01-01

    ... 10 Energy 4 2014-01-01 2014-01-01 false Workplace controls. 835.1003 Section 835.1003 Energy DEPARTMENT OF ENERGY OCCUPATIONAL RADIATION PROTECTION Design and Control § 835.1003 Workplace controls. During routine operations, the combination of engineered and administrative controls shall provide...

  18. 10 CFR 835.1003 - Workplace controls.

    Code of Federal Regulations, 2013 CFR

    2013-01-01

    ... 10 Energy 4 2013-01-01 2013-01-01 false Workplace controls. 835.1003 Section 835.1003 Energy DEPARTMENT OF ENERGY OCCUPATIONAL RADIATION PROTECTION Design and Control § 835.1003 Workplace controls. During routine operations, the combination of engineered and administrative controls shall provide...

  19. 10 CFR 835.1003 - Workplace controls.

    Code of Federal Regulations, 2012 CFR

    2012-01-01

    ... 10 Energy 4 2012-01-01 2012-01-01 false Workplace controls. 835.1003 Section 835.1003 Energy DEPARTMENT OF ENERGY OCCUPATIONAL RADIATION PROTECTION Design and Control § 835.1003 Workplace controls. During routine operations, the combination of engineered and administrative controls shall provide...

  20. 10 CFR 835.1003 - Workplace controls.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ... 10 Energy 4 2011-01-01 2011-01-01 false Workplace controls. 835.1003 Section 835.1003 Energy DEPARTMENT OF ENERGY OCCUPATIONAL RADIATION PROTECTION Design and Control § 835.1003 Workplace controls. During routine operations, the combination of engineered and administrative controls shall provide...

  1. New Work: The Revolution in Today's Workplace.

    ERIC Educational Resources Information Center

    Workforce Economics Trends, 1999

    1999-01-01

    The U.S. economy, workplace, and work are in the midst of historic change. New ways of organizing and managing the workplace and new ways of working are becoming increasingly common. Large companies are giving way to smaller and leaner organizations. Today, the typical business establishment employs 15 people. Across all industries, smaller…

  2. Workplace Engagement and Generational Differences in Values

    ERIC Educational Resources Information Center

    Schullery, Nancy M.

    2013-01-01

    This article summarizes literature on workplace engagement, an issue that affects organizations' financial results and individuals' personal lives. The newest of the four generations in the workplace, Millennials, were recently shown to have different values than the other two prevalent generations. Surveys taken by 16,000 high school seniors of…

  3. Guidelines for Implementing Workplace Literacy Programs.

    ERIC Educational Resources Information Center

    Jester, Marie H.

    This document provides guidelines for implementing workplace literacy programs. Project leadership selection, characteristics and skills, education and experience, and roles and responsibilities are reviewed. Community and business involvement, partnership development, and the voluntary advisory council components of a marketing workplace literacy…

  4. The Advising Workplace: Generational Differences and Challenges

    ERIC Educational Resources Information Center

    Gordon, Virginia; Steele, Peg

    2005-01-01

    The American workplace today is unlike any other in history because for the first time it is made up of four distinct generations. The advising workplaces on today's college campuses mirror this generational diversity. Four generations and their different perceptions of work attitudes and values, management expectations, communication patterns,…

  5. Federal Workplace Literacy Project. Internal Evaluation Report.

    ERIC Educational Resources Information Center

    Matuszak, David J.

    This report describes the following components of the Nestle Workplace Literacy Project: six job task analyses, curricula for six workplace basic skills training programs, delivery of courses using these curricula, and evaluation of the process. These six job categories were targeted for training: forklift loader/checker, BB's processing systems…

  6. Preparing for Workplace Numeracy: A Modelling Perspective

    ERIC Educational Resources Information Center

    Wake, Geoff

    2015-01-01

    The starting point of this article is the question, "how might we inform an epistemology of numeracy from the point of view of better preparing young people for workplace competence?" To inform thinking illustrative data from two projects that researched into mathematics in workplace activity and the teaching and learning of modelling in…

  7. Workplace Education Initiative: Year Two Observations.

    ERIC Educational Resources Information Center

    Sperazi, Laura; Astrein, Bruce

    Site visits to 17 workplace education projects funded in the second year of the Massachusetts Workplace Education Initiative are reported for year 1 and year 2 projects. The year one projects are as follows: EASCO Handtool Company (Springfield), T.J. Maxx Distribution Center (Worcester), laundry workers (Boston/Lynn), AT&T (Lawrence), and Columbia…

  8. Workplace Education Initiative: Case Studies and Observations.

    ERIC Educational Resources Information Center

    Astrein, Bruce; And Others

    Seven workplace education projects funded in the first year of the Massachusetts Workplace Education Initiative are reported. This report includes both general observations and specific information in case studies of the projects. Overall information is provided on students served, the importance of partnerships, the emphasis on…

  9. Significant Workplace Change: Perspectives of Survivors

    ERIC Educational Resources Information Center

    Kohut, Ann Marie

    2010-01-01

    The ever-increasing pace of workplace change is well documented in the literature, yet little is known about how an individual adapts to significant change in the workplace. Continuous learning is key to successful adaptation; however, are employees' adaptation to change influenced by their approaches to learning? The purpose of this study was to…

  10. Distributed Learning: Understanding the Emerging Workplace Knowledge.

    ERIC Educational Resources Information Center

    Pillay, Hitendra; Elliott, Robert

    2002-01-01

    Explores cognitive attributes that allow individuals to function effectively in the changing nature of society and the workplace. Describes emerging models for learning and suggests that changing workplaces require a distributed cognitive model of human competence which promotes critical thinking and lifelong learning. (Author/LRW)

  11. Women in the Workplace. Annual Report.

    ERIC Educational Resources Information Center

    Elizabethtown Community Coll., KY.

    The Women in the Workplace Vocational Education Project, an 8-hour workshop, was presented in fall 1986 to 15 women between 17 and 25 years of age who were enrolled at either Elizabethtown (Kentucky) Community College or Vocational School and who were at or below the poverty level. A spring 1987 workshop, "Sex Bias in the Workplace," included both…

  12. Workplace Learning as Co-Participation.

    ERIC Educational Resources Information Center

    Billett, Stephen

    A study conceptualized bases for learning in workplaces, examining reciprocity between how individuals are afforded access to workplace activities and guidance and how workers elect to engage in what they are offered. These reciprocal bases for thinking, acting, and learning are called "co-participation at work." The contributions that workplaces…

  13. Family Systems Theory in the Workplace.

    ERIC Educational Resources Information Center

    Rogers, Vivian

    This paper presents a summary of Murray Brown's family systems theory as it applies to the workplace, lists some indicators of when a system is working well, and cites some other guidelines for gauging and improving one's own functioning in the work system. Major concepts of Bowen's theory include: (1) the family and the workplace are systems; (2)…

  14. The Embedded Character of Workplace Relations.

    ERIC Educational Resources Information Center

    Frenkel, Stephen J.

    2003-01-01

    The workplace is embedded in three force fields: the macro field of globalization/technology, the meso field of transnational production networks, and the micro field of local labor markets and organizations. Each field influences the way flexibility and cost reduction are prioritized and has consequences for workplace structures and relations.…

  15. Workplace Basics: The Skills Employers Want.

    ERIC Educational Resources Information Center

    Carnevale, Anthony P.; And Others

    A two-year research project was conducted to determine the skills employers consider necessary for the workplace. Recent changes in the economy have made employers begin to realize that they must assist their current and future workers in achieving competency in workplace basics if they are to be competitive. Employers have come to realize the…

  16. Surviving (Even Thriving?) in a Toxic Workplace.

    PubMed

    White, Paul E; Schoonover-Shoffner, Kathy

    2016-01-01

    Anything toxic is poisonous and harmful-including a toxic workplace. Surveys of hundreds of individuals and organizations reveal three primary areas that are common in unhealthy work environments: sick systems, toxic leaders, and dysfunctional colleagues. This article draws from research and offers practical steps on how to survive, if not change and thrive, in toxic workplaces. PMID:27295230

  17. Workplace Friendship in the Electronically Connected Organization

    ERIC Educational Resources Information Center

    Sias, Patricia M.; Pedersen, Hannah; Gallagher, Erin B.; Kopaneva, Irina

    2012-01-01

    This study examined information communication technologies and workplace friendship dynamics. Employees reported factors that influenced their initiation of friendship with a coworker and reported patterns and perceptions of communication with their workplace friend via different communication methods. Results indicated that personality, shared…

  18. Piecing Together the "Workplace Multilingualism" Jigsaw Puzzle

    ERIC Educational Resources Information Center

    Hua, Zhu

    2014-01-01

    Multilingualism in the workplace is different from multilingualism at home or in other domains of social life. It has more direct, yet entangled, economic and social implications and serves interactional purposes which can be at any point on the continuum of goal-orientation and relationship-building. Multilingualism in the workplace is both a…

  19. Consider Workplace Needs When Purchasing Office Furniture.

    ERIC Educational Resources Information Center

    Burton, Bob

    1999-01-01

    Examines furniture-buying tips, involving workplace-needs assessment, that can help make the organization's workplace more effective. Stresses the importance of planning, tying the furniture purchasing into the strategic business, considering alternatives to furniture ownership, evaluating employee health and safety, and understanding any added…

  20. Fatigue management in the workplace

    PubMed Central

    Sadeghniiat-Haghighi, Khosro; Yazdi, Zohreh

    2015-01-01

    Workers’ fatigue is a significant problem in modern industry, largely because of high demand jobs, long duty periods, disruption of circadian rhythms, and accumulative sleep debt that are common in many industries. Fatigue is the end result of integration of multiple factors such as time awake, time of day, and workload. Then, the full understanding of circadian biologic clock, dynamics of transient and cumulative sleep loss, and recovery is required for effective management of workplace fatigue. It can be more investigated in a new field of sleep medicine called occupational sleep medicine. Occupational sleep medicine is concerned with maintaining best productivity and safety in the industrial settings. The fatigue risk management system (FRMS) is a comprehensive approach that is based on applying scientific evidence of sleep knowledge to manage workers fatigue. It is developing rapidly in the highly safety demand jobs; especially truck drivers, pilots, and power plant workers. The objective of this review is to explain about fatigue in the workplace with emphasis on its association work performance and errors/accidents. Also, we discussed about different methods of fatigue measurement and management. PMID:26257477

  1. Associations between work-related musculoskeletal disorders, quality of life, and workplace stress in physical therapists.

    PubMed

    Bae, Young-Hyeon; Min, Kyoung Sam

    2016-08-01

    This study was performed to determine the associations between work-related musculoskeletal disorders (WMSDs), quality of life (QoL), and workplace stress among physical therapists (PTs) in South Korea. Self-reporting questionnaires were given to 855 PTs. Variables examined included general characteristics, WMSDs, QoL, and workplace stress. Of the 788 PTs who responded, 745 (94.5%) reported WMSDs affecting at least one body site. The most affected WMSDs site was the shoulder (23.3%), and the most reported number of body sites affected by WMSDs was one (50.9%). QoL was significantly improved (p<0.05) among PTs over 39 years old, who had 10-15 years of professional experience, worked in general/university hospitals, and had only one site affected by WMSDs. Factors influencing QoL included number of body sites affected by WMSDs, presence/absence of WMSDs, working venues, workplace stress, and age. Factors affecting workplace stress included number of body sites affected by WMSDs, QoL, work hours, and gender. The results showed a high prevalence of WMSDs among PTs in South Korea, and this negatively affected both QoL and workplace stress.

  2. Workplace violence on workers caring for long-term institutionalized schizophrenic patients in Taiwan.

    PubMed

    Chen, Wen-Ching; Wang, Jung-Der; Lew-Ting, Chih-Yin; Chiu, Hsien-Jane; Lin, Yi-Ping

    2007-07-01

    It has been noted that workplace violence most frequently occurs in psychiatric settings. The purpose of this study was to explore the workplace violence, including violence situation, victims' feeling, and the prevention strategies, on workers caring for long-term institutionalized schizophrenic patients in Taiwan. We conducted a face-to-face, in-depth, and semi-structured interview with 13 health care workers suffering from physical violence and/or sexual harassment by patients in 2002. First, the interviews were taped and/or paper-notes recorded, then transcribed, organized, and analyzed. Results found that all of the victims alleged they did not receive enough post-incident support, and more than a half of the victims could not call others for help during the violence. To avoid further attack, most victims offered prevention strategies which were considered valuable for establishing guidelines. However, some victims regarded workplace violence as inevitable and part of the job. The most common situations of workplace violence were during routine ward inspections, especially when the victims were alone. The most serious psychological harm was post-traumatic stress disorder (PTSD). In conclusion, we recommended a re-engineering of the organization to a supportive and safe working environment for prevention of workplace violence in the study hospital. PMID:17690525

  3. Associations between work-related musculoskeletal disorders, quality of life, and workplace stress in physical therapists

    PubMed Central

    BAE, Young-Hyeon; MIN, Kyoung Sam

    2016-01-01

    This study was performed to determine the associations between work-related musculoskeletal disorders (WMSDs), quality of life (QoL), and workplace stress among physical therapists (PTs) in South Korea. Self-reporting questionnaires were given to 855 PTs. Variables examined included general characteristics, WMSDs, QoL, and workplace stress. Of the 788 PTs who responded, 745 (94.5%) reported WMSDs affecting at least one body site. The most affected WMSDs site was the shoulder (23.3%), and the most reported number of body sites affected by WMSDs was one (50.9%). QoL was significantly improved (p<0.05) among PTs over 39 years old, who had 10–15 years of professional experience, worked in general/university hospitals, and had only one site affected by WMSDs. Factors influencing QoL included number of body sites affected by WMSDs, presence/absence of WMSDs, working venues, workplace stress, and age. Factors affecting workplace stress included number of body sites affected by WMSDs, QoL, work hours, and gender. The results showed a high prevalence of WMSDs among PTs in South Korea, and this negatively affected both QoL and workplace stress. PMID:26860785

  4. Implications of early workplace experiences on continuing interprofessional education for physicians and nurses.

    PubMed

    Veerapen, Kiran; Purkis, Mary Ellen

    2014-05-01

    Formative experiences, identities and collaborative strategies of nurses and physicians need to be appreciated to develop transformative interprofessional education for them. This article develops the collaborative profiles of recently graduated physicians and nurses based on a phenomenological study conducted at tertiary training hospitals in Canada and the United Kingdom. Recent nursing and medical graduates were interviewed to study the impact of undergraduate professional education on their ability to practice collaboratively in the workplace. The impact of undergraduate professional education on teamwork was found to be diluted by internal contradictions and overshadowed by the demands and contingencies of the workplace reported here. Initiation into the workplace was frequently precipitous and for residents the workplace environment was fluid and repeatedly new, as they rotated through various disciplines in the hospital. In busy wards, interdependent but competing priorities led to the development of adversarial uniprofessional identities and derogatory stereotyping of the other. Both groups were overwhelmed by high workload, unpreparedness and responsibility. Cross generational and gender based interactions also provoked resentment. Over time collaborative attitudes became blunted and interprofessional identities were renegotiated. Continuing interprofessional education, for recent graduates that prioritises problem areas, alongside appropriate structural changes could potentially transform the prevalent culture and impact teamwork downstream. PMID:24555541

  5. Implications of early workplace experiences on continuing interprofessional education for physicians and nurses.

    PubMed

    Veerapen, Kiran; Purkis, Mary Ellen

    2014-05-01

    Formative experiences, identities and collaborative strategies of nurses and physicians need to be appreciated to develop transformative interprofessional education for them. This article develops the collaborative profiles of recently graduated physicians and nurses based on a phenomenological study conducted at tertiary training hospitals in Canada and the United Kingdom. Recent nursing and medical graduates were interviewed to study the impact of undergraduate professional education on their ability to practice collaboratively in the workplace. The impact of undergraduate professional education on teamwork was found to be diluted by internal contradictions and overshadowed by the demands and contingencies of the workplace reported here. Initiation into the workplace was frequently precipitous and for residents the workplace environment was fluid and repeatedly new, as they rotated through various disciplines in the hospital. In busy wards, interdependent but competing priorities led to the development of adversarial uniprofessional identities and derogatory stereotyping of the other. Both groups were overwhelmed by high workload, unpreparedness and responsibility. Cross generational and gender based interactions also provoked resentment. Over time collaborative attitudes became blunted and interprofessional identities were renegotiated. Continuing interprofessional education, for recent graduates that prioritises problem areas, alongside appropriate structural changes could potentially transform the prevalent culture and impact teamwork downstream.

  6. Nine out of 10 food advertisements shown during Saturday morning children's television programming are for foods high in fat, sodium, or added sugars, or low in nutrients.

    PubMed

    Batada, Ameena; Seitz, Maia Dock; Wootan, Margo G; Story, Mary

    2008-04-01

    A 2005 review by the Institute of Medicine of the National Academies concluded that food marketing influences children's food preferences, consumption, and health. Given the powerful influence of marketing on children's diets, this cross-sectional study examined the types of foods, the nutritional quality of those foods, and the marketing techniques and messages used in food advertising during Saturday morning children's television programming. During 27.5 hours of programming in May 2005, 49% of advertisements shown were for food (281 food advertisements out of 572 total advertisements). The most commonly advertised food categories were ready-to-eat breakfast cereal and cereal bars (27% of all food advertisements), restaurants (19% of food advertisements), and snack foods (18% of food advertisements). Ninety-one percent of food advertisements were for foods or beverages high in fat, sodium, or added sugars or were low in nutrients. Cartoon characters were used in 74% of food advertisements, and toy or other giveaways were used in 26% of food advertisements. About half of food advertisements contained health/nutrition or physical activity messages and 86% of food advertisements contained emotional appeals. This study provides food and nutrition professionals with information about the amount and types of food children are encouraged to eat during Saturday morning television programming. The findings can help food and nutrition professionals counsel children about healthful eating and/or develop programs or policies to balance those advertisements with healthful eating messages. PMID:18375225

  7. Workplace Bullying: A Tale of Adverse Consequences

    PubMed Central

    Sansone, Lori A.

    2015-01-01

    Workplace bullying is defined as the repetitive and systematic engagement of interpersonally abusive behaviors that negatively affect both the targeted individual and the work organization. According to the findings of 12 studies, being bullied in the workplace affects approximately 11 percent of workers. Victims are frequently blue-collar and unskilled workers. However, there also appear to be gender and milieu/management factors. Emotional/psychological consequences of workplace bullying may include increased mental distress, sleep disturbances, fatigue in women and lack of vigor in men, depression and anxiety, adjustment disorders, and even work-related suicide. Medical consequences of workplace bullying may include an increase in health complaints such as neck pain, musculoskeletal complaints, acute pain, fibromyalgia, and cardiovascular symptoms. Finally, socioeconomic consequences of workplace bullying may include absenteeism due to sick days and unemployment. Clinicians in both mental health and primary care settings need to be alert to the associations between bullying in the workplace and these potential negative consequences, as patients may not disclose workplace maltreatment due to embarrassment or fears of retribution. PMID:25852978

  8. Workplace bullying: a tale of adverse consequences.

    PubMed

    Sansone, Randy A; Sansone, Lori A

    2015-01-01

    Workplace bullying is defined as the repetitive and systematic engagement of interpersonally abusive behaviors that negatively affect both the targeted individual and the work organization. According to the findings of 12 studies, being bullied in the workplace affects approximately 11 percent of workers. Victims are frequently blue-collar and unskilled workers. However, there also appear to be gender and milieu/management factors. Emotional/psychological consequences of workplace bullying may include increased mental distress, sleep disturbances, fatigue in women and lack of vigor in men, depression and anxiety, adjustment disorders, and even work-related suicide. Medical consequences of workplace bullying may include an increase in health complaints such as neck pain, musculoskeletal complaints, acute pain, fibromyalgia, and cardiovascular symptoms. Finally, socioeconomic consequences of workplace bullying may include absenteeism due to sick days and unemployment. Clinicians in both mental health and primary care settings need to be alert to the associations between bullying in the workplace and these potential negative consequences, as patients may not disclose workplace maltreatment due to embarrassment or fears of retribution. PMID:25852978

  9. 10 CFR 607.635 - Drug-free workplace.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 10 Energy 4 2010-01-01 2010-01-01 false Drug-free workplace. 607.635 Section 607.635 Energy DEPARTMENT OF ENERGY (CONTINUED) ASSISTANCE REGULATIONS GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 607.635 Drug-free workplace. Drug-free workplace means a site for...

  10. 41 CFR 105-74.635 - Drug-free workplace.

    Code of Federal Regulations, 2014 CFR

    2014-01-01

    ... 41 Public Contracts and Property Management 3 2014-01-01 2014-01-01 false Drug-free workplace. 105... Administration 74-GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 105-74.635 Drug-free workplace. Drug-free workplace means a site for the performance of work done...

  11. 38 CFR 48.635 - Drug-free workplace.

    Code of Federal Regulations, 2013 CFR

    2013-07-01

    ... 38 Pensions, Bonuses, and Veterans' Relief 2 2013-07-01 2013-07-01 false Drug-free workplace. 48...) GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 48.635 Drug-free workplace. Drug-free workplace means a site for the performance of work done in connection with a...

  12. 34 CFR 84.635 - Drug-free workplace.

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ... 34 Education 1 2011-07-01 2011-07-01 false Drug-free workplace. 84.635 Section 84.635 Education Office of the Secretary, Department of Education GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 84.635 Drug-free workplace. Drug-free workplace means a site for...

  13. 22 CFR 210.635 - Drug-free workplace.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... 22 Foreign Relations 1 2010-04-01 2010-04-01 false Drug-free workplace. 210.635 Section 210.635 Foreign Relations AGENCY FOR INTERNATIONAL DEVELOPMENT GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 210.635 Drug-free workplace. Drug-free workplace means a site for...

  14. 49 CFR 32.635 - Drug-free workplace.

    Code of Federal Regulations, 2014 CFR

    2014-10-01

    ... 49 Transportation 1 2014-10-01 2014-10-01 false Drug-free workplace. 32.635 Section 32.635 Transportation Office of the Secretary of Transportation GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 32.635 Drug-free workplace. Drug-free workplace means a site for...

  15. 38 CFR 48.635 - Drug-free workplace.

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ... 38 Pensions, Bonuses, and Veterans' Relief 2 2011-07-01 2011-07-01 false Drug-free workplace. 48...) GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 48.635 Drug-free workplace. Drug-free workplace means a site for the performance of work done in connection with a...

  16. 49 CFR 32.635 - Drug-free workplace.

    Code of Federal Regulations, 2012 CFR

    2012-10-01

    ... 49 Transportation 1 2012-10-01 2012-10-01 false Drug-free workplace. 32.635 Section 32.635 Transportation Office of the Secretary of Transportation GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 32.635 Drug-free workplace. Drug-free workplace means a site for...

  17. 43 CFR 43.635 - Drug-free workplace.

    Code of Federal Regulations, 2010 CFR

    2010-10-01

    ... 43 Public Lands: Interior 1 2010-10-01 2010-10-01 false Drug-free workplace. 43.635 Section 43.635 Public Lands: Interior Office of the Secretary of the Interior GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 43.635 Drug-free workplace. Drug-free workplace means a...

  18. 45 CFR 630.635 - Drug-free workplace.

    Code of Federal Regulations, 2013 CFR

    2013-10-01

    ... 45 Public Welfare 3 2013-10-01 2013-10-01 false Drug-free workplace. 630.635 Section 630.635... GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 630.635 Drug-free workplace. Drug-free workplace means a site for the performance of work done in connection with a...

  19. 22 CFR 312.635 - Drug-free workplace.

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... 22 Foreign Relations 2 2011-04-01 2009-04-01 true Drug-free workplace. 312.635 Section 312.635 Foreign Relations PEACE CORPS GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 312.635 Drug-free workplace. Drug-free workplace means a site for the performance of work...

  20. 24 CFR 21.635 - Drug-free workplace.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... 24 Housing and Urban Development 1 2010-04-01 2010-04-01 false Drug-free workplace. 21.635 Section... Development GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (GRANTS) Definitions § 21.635 Drug-free workplace. Drug-free workplace means a site for the performance of work done in connection with a...

  1. 45 CFR 1173.635 - Drug-free workplace.

    Code of Federal Regulations, 2010 CFR

    2010-10-01

    ... 45 Public Welfare 3 2010-10-01 2010-10-01 false Drug-free workplace. 1173.635 Section 1173.635... HUMANITIES NATIONAL ENDOWMENT FOR THE HUMANITIES GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 1173.635 Drug-free workplace. Drug-free workplace means a site for...

  2. 41 CFR 105-74.635 - Drug-free workplace.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ... 41 Public Contracts and Property Management 3 2011-01-01 2011-01-01 false Drug-free workplace. 105... Administration 74-GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 105-74.635 Drug-free workplace. Drug-free workplace means a site for the performance of work done...

  3. 45 CFR 1155.635 - Drug-free workplace.

    Code of Federal Regulations, 2013 CFR

    2013-10-01

    ... 45 Public Welfare 3 2013-10-01 2013-10-01 false Drug-free workplace. 1155.635 Section 1155.635... HUMANITIES NATIONAL ENDOWMENT FOR THE ARTS GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 1155.635 Drug-free workplace. Drug-free workplace means a site for the...

  4. 21 CFR 1405.635 - Drug-free workplace.

    Code of Federal Regulations, 2013 CFR

    2013-04-01

    ... 21 Food and Drugs 9 2013-04-01 2013-04-01 false Drug-free workplace. 1405.635 Section 1405.635 Food and Drugs OFFICE OF NATIONAL DRUG CONTROL POLICY GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 1405.635 Drug-free workplace. Drug-free workplace means...

  5. 38 CFR 48.635 - Drug-free workplace.

    Code of Federal Regulations, 2014 CFR

    2014-07-01

    ... 38 Pensions, Bonuses, and Veterans' Relief 2 2014-07-01 2014-07-01 false Drug-free workplace. 48...) GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 48.635 Drug-free workplace. Drug-free workplace means a site for the performance of work done in connection with a...

  6. 22 CFR 133.635 - Drug-free workplace.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... 22 Foreign Relations 1 2010-04-01 2010-04-01 false Drug-free workplace. 133.635 Section 133.635 Foreign Relations DEPARTMENT OF STATE MISCELLANEOUS GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 133.635 Drug-free workplace. Drug-free workplace means a site for...

  7. 45 CFR 630.635 - Drug-free workplace.

    Code of Federal Regulations, 2012 CFR

    2012-10-01

    ... 45 Public Welfare 3 2012-10-01 2012-10-01 false Drug-free workplace. 630.635 Section 630.635... GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 630.635 Drug-free workplace. Drug-free workplace means a site for the performance of work done in connection with a...

  8. 28 CFR 83.635 - Drug-free workplace.

    Code of Federal Regulations, 2012 CFR

    2012-07-01

    ... 28 Judicial Administration 2 2012-07-01 2012-07-01 false Drug-free workplace. 83.635 Section 83.635 Judicial Administration DEPARTMENT OF JUSTICE (CONTINUED) GOVERNMENT-WIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (GRANTS) Definitions § 83.635 Drug-free workplace. Drug-free workplace means a site...

  9. 41 CFR 105-74.635 - Drug-free workplace.

    Code of Federal Regulations, 2012 CFR

    2012-01-01

    ... 41 Public Contracts and Property Management 3 2012-01-01 2012-01-01 false Drug-free workplace. 105... Administration 74-GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 105-74.635 Drug-free workplace. Drug-free workplace means a site for the performance of work done...

  10. 22 CFR 1008.635 - Drug-free workplace.

    Code of Federal Regulations, 2012 CFR

    2012-04-01

    ... 22 Foreign Relations 2 2012-04-01 2009-04-01 true Drug-free workplace. 1008.635 Section 1008.635 Foreign Relations INTER-AMERICAN FOUNDATION GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 1008.635 Drug-free workplace. Drug-free workplace means a site for the...

  11. 45 CFR 630.635 - Drug-free workplace.

    Code of Federal Regulations, 2011 CFR

    2011-10-01

    ... 45 Public Welfare 3 2011-10-01 2011-10-01 false Drug-free workplace. 630.635 Section 630.635... GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 630.635 Drug-free workplace. Drug-free workplace means a site for the performance of work done in connection with a...

  12. 29 CFR 94.635 - Drug-free workplace.

    Code of Federal Regulations, 2014 CFR

    2014-07-01

    ... 29 Labor 1 2014-07-01 2013-07-01 true Drug-free workplace. 94.635 Section 94.635 Labor Office of the Secretary of Labor GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 94.635 Drug-free workplace. Drug-free workplace means a site for the performance of work done...

  13. 36 CFR 1212.635 - Drug-free workplace.

    Code of Federal Regulations, 2014 CFR

    2014-07-01

    ... 36 Parks, Forests, and Public Property 3 2014-07-01 2014-07-01 false Drug-free workplace. 1212.635... RULES GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 1212.635 Drug-free workplace. Drug-free workplace means a site for the performance of work done in...

  14. 45 CFR 1155.635 - Drug-free workplace.

    Code of Federal Regulations, 2010 CFR

    2010-10-01

    ... 45 Public Welfare 3 2010-10-01 2010-10-01 false Drug-free workplace. 1155.635 Section 1155.635... HUMANITIES NATIONAL ENDOWMENT FOR THE ARTS GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 1155.635 Drug-free workplace. Drug-free workplace means a site for the...

  15. 22 CFR 312.635 - Drug-free workplace.

    Code of Federal Regulations, 2012 CFR

    2012-04-01

    ... 22 Foreign Relations 2 2012-04-01 2009-04-01 true Drug-free workplace. 312.635 Section 312.635 Foreign Relations PEACE CORPS GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 312.635 Drug-free workplace. Drug-free workplace means a site for the performance of work...

  16. 22 CFR 210.635 - Drug-free workplace.

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... 22 Foreign Relations 1 2011-04-01 2011-04-01 false Drug-free workplace. 210.635 Section 210.635 Foreign Relations AGENCY FOR INTERNATIONAL DEVELOPMENT GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 210.635 Drug-free workplace. Drug-free workplace means a site for...

  17. 28 CFR 83.635 - Drug-free workplace.

    Code of Federal Regulations, 2014 CFR

    2014-07-01

    ... 28 Judicial Administration 2 2014-07-01 2014-07-01 false Drug-free workplace. 83.635 Section 83.635 Judicial Administration DEPARTMENT OF JUSTICE (CONTINUED) GOVERNMENT-WIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (GRANTS) Definitions § 83.635 Drug-free workplace. Drug-free workplace means a site...

  18. 22 CFR 1509.635 - Drug-free workplace.

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... 22 Foreign Relations 2 2011-04-01 2009-04-01 true Drug-free workplace. 1509.635 Section 1509.635 Foreign Relations AFRICAN DEVELOPMENT FOUNDATION GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 1509.635 Drug-free workplace. Drug-free workplace means a site for...

  19. 32 CFR 26.635 - Drug-free workplace.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 32 National Defense 1 2010-07-01 2010-07-01 false Drug-free workplace. 26.635 Section 26.635... REGULATIONS GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 26.635 Drug-free workplace. Drug-free workplace means a site for the performance of work done in...

  20. 45 CFR 630.635 - Drug-free workplace.

    Code of Federal Regulations, 2010 CFR

    2010-10-01

    ... 45 Public Welfare 3 2010-10-01 2010-10-01 false Drug-free workplace. 630.635 Section 630.635... GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 630.635 Drug-free workplace. Drug-free workplace means a site for the performance of work done in connection with a...

  1. 2 CFR 1401.235 - Drug-free workplace.

    Code of Federal Regulations, 2012 CFR

    2012-01-01

    ... 2 Grants and Agreements 1 2012-01-01 2012-01-01 false Drug-free workplace. 1401.235 Section 1401... INTERIOR REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 1401.235 Drug-free workplace. Drug-free workplace means a site for the performance of work done in connection with a...

  2. 40 CFR 36.635 - Drug-free workplace.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 40 Protection of Environment 1 2010-07-01 2010-07-01 false Drug-free workplace. 36.635 Section 36... GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 36.635 Drug-free workplace. Drug-free workplace means a site for the performance of work done in connection with a...

  3. 34 CFR 84.635 - Drug-free workplace.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 34 Education 1 2010-07-01 2010-07-01 false Drug-free workplace. 84.635 Section 84.635 Education Office of the Secretary, Department of Education GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 84.635 Drug-free workplace. Drug-free workplace means a site for...

  4. 2 CFR 182.635 - Drug-free workplace.

    Code of Federal Regulations, 2012 CFR

    2012-01-01

    ... 2 Grants and Agreements 1 2012-01-01 2012-01-01 false Drug-free workplace. 182.635 Section 182.635... GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 182.635 Drug-free workplace. Drug-free workplace means a site for the performance of work done in connection with a...

  5. 34 CFR 84.635 - Drug-free workplace.

    Code of Federal Regulations, 2014 CFR

    2014-07-01

    ... 34 Education 1 2014-07-01 2014-07-01 false Drug-free workplace. 84.635 Section 84.635 Education Office of the Secretary, Department of Education GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 84.635 Drug-free workplace. Drug-free workplace means a site for...

  6. 24 CFR 21.635 - Drug-free workplace.

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... 24 Housing and Urban Development 1 2011-04-01 2011-04-01 false Drug-free workplace. 21.635 Section... Development GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (GRANTS) Definitions § 21.635 Drug-free workplace. Drug-free workplace means a site for the performance of work done in connection with a...

  7. 36 CFR 1212.635 - Drug-free workplace.

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ... 36 Parks, Forests, and Public Property 3 2011-07-01 2011-07-01 false Drug-free workplace. 1212.635... RULES GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 1212.635 Drug-free workplace. Drug-free workplace means a site for the performance of work done in...

  8. 34 CFR 84.635 - Drug-free workplace.

    Code of Federal Regulations, 2013 CFR

    2013-07-01

    ... 34 Education 1 2013-07-01 2013-07-01 false Drug-free workplace. 84.635 Section 84.635 Education Office of the Secretary, Department of Education GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 84.635 Drug-free workplace. Drug-free workplace means a site for...

  9. 36 CFR 1212.635 - Drug-free workplace.

    Code of Federal Regulations, 2012 CFR

    2012-07-01

    ... 36 Parks, Forests, and Public Property 3 2012-07-01 2012-07-01 false Drug-free workplace. 1212.635... RULES GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 1212.635 Drug-free workplace. Drug-free workplace means a site for the performance of work done in...

  10. 38 CFR 48.635 - Drug-free workplace.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 38 Pensions, Bonuses, and Veterans' Relief 2 2010-07-01 2010-07-01 false Drug-free workplace. 48...) GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 48.635 Drug-free workplace. Drug-free workplace means a site for the performance of work done in connection with a...

  11. 21 CFR 1405.635 - Drug-free workplace.

    Code of Federal Regulations, 2014 CFR

    2014-04-01

    ... 21 Food and Drugs 9 2014-04-01 2014-04-01 false Drug-free workplace. 1405.635 Section 1405.635 Food and Drugs OFFICE OF NATIONAL DRUG CONTROL POLICY GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 1405.635 Drug-free workplace. Drug-free workplace means...

  12. 21 CFR 1405.635 - Drug-free workplace.

    Code of Federal Regulations, 2012 CFR

    2012-04-01

    ... 21 Food and Drugs 9 2012-04-01 2012-04-01 false Drug-free workplace. 1405.635 Section 1405.635 Food and Drugs OFFICE OF NATIONAL DRUG CONTROL POLICY GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 1405.635 Drug-free workplace. Drug-free workplace means...

  13. 45 CFR 1155.635 - Drug-free workplace.

    Code of Federal Regulations, 2011 CFR

    2011-10-01

    ... 45 Public Welfare 3 2011-10-01 2011-10-01 false Drug-free workplace. 1155.635 Section 1155.635... HUMANITIES NATIONAL ENDOWMENT FOR THE ARTS GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 1155.635 Drug-free workplace. Drug-free workplace means a site for the...

  14. 45 CFR 1155.635 - Drug-free workplace.

    Code of Federal Regulations, 2012 CFR

    2012-10-01

    ... 45 Public Welfare 3 2012-10-01 2012-10-01 false Drug-free workplace. 1155.635 Section 1155.635... HUMANITIES NATIONAL ENDOWMENT FOR THE ARTS GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 1155.635 Drug-free workplace. Drug-free workplace means a site for the...

  15. 38 CFR 48.635 - Drug-free workplace.

    Code of Federal Regulations, 2012 CFR

    2012-07-01

    ... 38 Pensions, Bonuses, and Veterans' Relief 2 2012-07-01 2012-07-01 false Drug-free workplace. 48...) GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 48.635 Drug-free workplace. Drug-free workplace means a site for the performance of work done in connection with a...

  16. 22 CFR 133.635 - Drug-free workplace.

    Code of Federal Regulations, 2014 CFR

    2014-04-01

    ... 22 Foreign Relations 1 2014-04-01 2014-04-01 false Drug-free workplace. 133.635 Section 133.635 Foreign Relations DEPARTMENT OF STATE MISCELLANEOUS GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 133.635 Drug-free workplace. Drug-free workplace means a site for...

  17. 22 CFR 1509.635 - Drug-free workplace.

    Code of Federal Regulations, 2012 CFR

    2012-04-01

    ... 22 Foreign Relations 2 2012-04-01 2009-04-01 true Drug-free workplace. 1509.635 Section 1509.635 Foreign Relations AFRICAN DEVELOPMENT FOUNDATION GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 1509.635 Drug-free workplace. Drug-free workplace means a site for...

  18. 28 CFR 83.635 - Drug-free workplace.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 28 Judicial Administration 2 2010-07-01 2010-07-01 false Drug-free workplace. 83.635 Section 83.635 Judicial Administration DEPARTMENT OF JUSTICE (CONTINUED) GOVERNMENT-WIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (GRANTS) Definitions § 83.635 Drug-free workplace. Drug-free workplace means a site...

  19. 36 CFR 1212.635 - Drug-free workplace.

    Code of Federal Regulations, 2013 CFR

    2013-07-01

    ... 36 Parks, Forests, and Public Property 3 2013-07-01 2012-07-01 true Drug-free workplace. 1212.635... RULES GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 1212.635 Drug-free workplace. Drug-free workplace means a site for the performance of work done in...

  20. 7 CFR 3021.635 - Drug-free workplace.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ... 7 Agriculture 15 2011-01-01 2011-01-01 false Drug-free workplace. 3021.635 Section 3021.635..., DEPARTMENT OF AGRICULTURE GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 3021.635 Drug-free workplace. Drug-free workplace means a site for the performance of work...

  1. 21 CFR 1405.635 - Drug-free workplace.

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... 21 Food and Drugs 9 2011-04-01 2011-04-01 false Drug-free workplace. 1405.635 Section 1405.635 Food and Drugs OFFICE OF NATIONAL DRUG CONTROL POLICY GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 1405.635 Drug-free workplace. Drug-free workplace means...

  2. 49 CFR 32.635 - Drug-free workplace.

    Code of Federal Regulations, 2011 CFR

    2011-10-01

    ... 49 Transportation 1 2011-10-01 2011-10-01 false Drug-free workplace. 32.635 Section 32.635 Transportation Office of the Secretary of Transportation GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 32.635 Drug-free workplace. Drug-free workplace means a site for...

  3. 22 CFR 1008.635 - Drug-free workplace.

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... 22 Foreign Relations 2 2011-04-01 2009-04-01 true Drug-free workplace. 1008.635 Section 1008.635 Foreign Relations INTER-AMERICAN FOUNDATION GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 1008.635 Drug-free workplace. Drug-free workplace means a site for the...

  4. 32 CFR 26.635 - Drug-free workplace.

    Code of Federal Regulations, 2012 CFR

    2012-07-01

    ... 32 National Defense 1 2012-07-01 2012-07-01 false Drug-free workplace. 26.635 Section 26.635... REGULATIONS GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 26.635 Drug-free workplace. Drug-free workplace means a site for the performance of work done in...

  5. 32 CFR 26.635 - Drug-free workplace.

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ... 32 National Defense 1 2011-07-01 2011-07-01 false Drug-free workplace. 26.635 Section 26.635... REGULATIONS GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 26.635 Drug-free workplace. Drug-free workplace means a site for the performance of work done in...

  6. 2 CFR 182.635 - Drug-free workplace.

    Code of Federal Regulations, 2013 CFR

    2013-01-01

    ... 2 Grants and Agreements 1 2013-01-01 2013-01-01 false Drug-free workplace. 182.635 Section 182.635... GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 182.635 Drug-free workplace. Drug-free workplace means a site for the performance of work done in connection with a...

  7. 32 CFR 26.635 - Drug-free workplace.

    Code of Federal Regulations, 2014 CFR

    2014-07-01

    ... 32 National Defense 1 2014-07-01 2014-07-01 false Drug-free workplace. 26.635 Section 26.635... REGULATIONS GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 26.635 Drug-free workplace. Drug-free workplace means a site for the performance of work done in...

  8. 22 CFR 133.635 - Drug-free workplace.

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... 22 Foreign Relations 1 2011-04-01 2011-04-01 false Drug-free workplace. 133.635 Section 133.635 Foreign Relations DEPARTMENT OF STATE MISCELLANEOUS GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 133.635 Drug-free workplace. Drug-free workplace means a site for...

  9. 22 CFR 133.635 - Drug-free workplace.

    Code of Federal Regulations, 2013 CFR

    2013-04-01

    ... 22 Foreign Relations 1 2013-04-01 2013-04-01 false Drug-free workplace. 133.635 Section 133.635 Foreign Relations DEPARTMENT OF STATE MISCELLANEOUS GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 133.635 Drug-free workplace. Drug-free workplace means a site for...

  10. 2 CFR 1401.235 - Drug-free workplace.

    Code of Federal Regulations, 2013 CFR

    2013-01-01

    ... 2 Grants and Agreements 1 2013-01-01 2013-01-01 false Drug-free workplace. 1401.235 Section 1401... INTERIOR REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 1401.235 Drug-free workplace. Drug-free workplace means a site for the performance of work done in connection with a...

  11. 29 CFR 94.635 - Drug-free workplace.

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ... 29 Labor 1 2011-07-01 2011-07-01 false Drug-free workplace. 94.635 Section 94.635 Labor Office of the Secretary of Labor GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 94.635 Drug-free workplace. Drug-free workplace means a site for the performance of work done...

  12. 7 CFR 3021.635 - Drug-free workplace.

    Code of Federal Regulations, 2012 CFR

    2012-01-01

    ... 7 Agriculture 15 2012-01-01 2012-01-01 false Drug-free workplace. 3021.635 Section 3021.635..., DEPARTMENT OF AGRICULTURE GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 3021.635 Drug-free workplace. Drug-free workplace means a site for the performance of work...

  13. 2 CFR 1401.235 - Drug-free workplace.

    Code of Federal Regulations, 2014 CFR

    2014-01-01

    ... 2 Grants and Agreements 1 2014-01-01 2014-01-01 false Drug-free workplace. 1401.235 Section 1401... INTERIOR REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 1401.235 Drug-free workplace. Drug-free workplace means a site for the performance of work done in connection with a...

  14. 22 CFR 1008.635 - Drug-free workplace.

    Code of Federal Regulations, 2013 CFR

    2013-04-01

    ... 22 Foreign Relations 2 2013-04-01 2009-04-01 true Drug-free workplace. 1008.635 Section 1008.635 Foreign Relations INTER-AMERICAN FOUNDATION GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 1008.635 Drug-free workplace. Drug-free workplace means a site for the...

  15. 22 CFR 1509.635 - Drug-free workplace.

    Code of Federal Regulations, 2014 CFR

    2014-04-01

    ... 22 Foreign Relations 2 2014-04-01 2014-04-01 false Drug-free workplace. 1509.635 Section 1509.635 Foreign Relations AFRICAN DEVELOPMENT FOUNDATION GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 1509.635 Drug-free workplace. Drug-free workplace means a site for...

  16. 34 CFR 84.635 - Drug-free workplace.

    Code of Federal Regulations, 2012 CFR

    2012-07-01

    ... 34 Education 1 2012-07-01 2012-07-01 false Drug-free workplace. 84.635 Section 84.635 Education Office of the Secretary, Department of Education GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 84.635 Drug-free workplace. Drug-free workplace means a site for...

  17. 20 CFR 439.635 - Drug-free workplace.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... 20 Employees' Benefits 2 2010-04-01 2010-04-01 false Drug-free workplace. 439.635 Section 439.635 Employees' Benefits SOCIAL SECURITY ADMINISTRATION GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 439.635 Drug-free workplace. Drug-free workplace means a site for...

  18. 22 CFR 1008.635 - Drug-free workplace.

    Code of Federal Regulations, 2014 CFR

    2014-04-01

    ... 22 Foreign Relations 2 2014-04-01 2014-04-01 false Drug-free workplace. 1008.635 Section 1008.635 Foreign Relations INTER-AMERICAN FOUNDATION GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 1008.635 Drug-free workplace. Drug-free workplace means a site for the...

  19. 22 CFR 312.635 - Drug-free workplace.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... 22 Foreign Relations 2 2010-04-01 2010-04-01 true Drug-free workplace. 312.635 Section 312.635 Foreign Relations PEACE CORPS GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 312.635 Drug-free workplace. Drug-free workplace means a site for the performance of work...

  20. 29 CFR 94.635 - Drug-free workplace.

    Code of Federal Regulations, 2012 CFR

    2012-07-01

    ... 29 Labor 1 2012-07-01 2012-07-01 false Drug-free workplace. 94.635 Section 94.635 Labor Office of the Secretary of Labor GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 94.635 Drug-free workplace. Drug-free workplace means a site for the performance of work done...

  1. 22 CFR 1509.635 - Drug-free workplace.

    Code of Federal Regulations, 2013 CFR

    2013-04-01

    ... 22 Foreign Relations 2 2013-04-01 2009-04-01 true Drug-free workplace. 1509.635 Section 1509.635 Foreign Relations AFRICAN DEVELOPMENT FOUNDATION GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 1509.635 Drug-free workplace. Drug-free workplace means a site for...

  2. 45 CFR 1155.635 - Drug-free workplace.

    Code of Federal Regulations, 2014 CFR

    2014-10-01

    ... 45 Public Welfare 3 2014-10-01 2014-10-01 false Drug-free workplace. 1155.635 Section 1155.635... HUMANITIES NATIONAL ENDOWMENT FOR THE ARTS GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 1155.635 Drug-free workplace. Drug-free workplace means a site for the...

  3. 22 CFR 1509.635 - Drug-free workplace.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... 22 Foreign Relations 2 2010-04-01 2010-04-01 true Drug-free workplace. 1509.635 Section 1509.635 Foreign Relations AFRICAN DEVELOPMENT FOUNDATION GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 1509.635 Drug-free workplace. Drug-free workplace means a site for...

  4. 49 CFR 32.635 - Drug-free workplace.

    Code of Federal Regulations, 2010 CFR

    2010-10-01

    ... 49 Transportation 1 2010-10-01 2010-10-01 false Drug-free workplace. 32.635 Section 32.635 Transportation Office of the Secretary of Transportation GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 32.635 Drug-free workplace. Drug-free workplace means a site for...

  5. 22 CFR 312.635 - Drug-free workplace.

    Code of Federal Regulations, 2013 CFR

    2013-04-01

    ... 22 Foreign Relations 2 2013-04-01 2009-04-01 true Drug-free workplace. 312.635 Section 312.635 Foreign Relations PEACE CORPS GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 312.635 Drug-free workplace. Drug-free workplace means a site for the performance of work...

  6. 22 CFR 133.635 - Drug-free workplace.

    Code of Federal Regulations, 2012 CFR

    2012-04-01

    ... 22 Foreign Relations 1 2012-04-01 2012-04-01 false Drug-free workplace. 133.635 Section 133.635 Foreign Relations DEPARTMENT OF STATE MISCELLANEOUS GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 133.635 Drug-free workplace. Drug-free workplace means a site for...

  7. 28 CFR 83.635 - Drug-free workplace.

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ... 28 Judicial Administration 2 2011-07-01 2011-07-01 false Drug-free workplace. 83.635 Section 83.635 Judicial Administration DEPARTMENT OF JUSTICE (CONTINUED) GOVERNMENT-WIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (GRANTS) Definitions § 83.635 Drug-free workplace. Drug-free workplace means a site...

  8. 7 CFR 3021.635 - Drug-free workplace.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 7 Agriculture 15 2010-01-01 2010-01-01 false Drug-free workplace. 3021.635 Section 3021.635..., DEPARTMENT OF AGRICULTURE GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 3021.635 Drug-free workplace. Drug-free workplace means a site for the performance of work...

  9. 29 CFR 94.635 - Drug-free workplace.

    Code of Federal Regulations, 2013 CFR

    2013-07-01

    ... 29 Labor 1 2013-07-01 2013-07-01 false Drug-free workplace. 94.635 Section 94.635 Labor Office of the Secretary of Labor GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 94.635 Drug-free workplace. Drug-free workplace means a site for the performance of work done...

  10. 41 CFR 105-74.635 - Drug-free workplace.

    Code of Federal Regulations, 2013 CFR

    2013-07-01

    ... 41 Public Contracts and Property Management 3 2013-07-01 2013-07-01 false Drug-free workplace. 105... Administration 74-GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 105-74.635 Drug-free workplace. Drug-free workplace means a site for the performance of work done...

  11. 29 CFR 1472.635 - Drug-free workplace.

    Code of Federal Regulations, 2014 CFR

    2014-07-01

    ... 29 Labor 4 2014-07-01 2014-07-01 false Drug-free workplace. 1472.635 Section 1472.635 Labor... REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 1472.635 Drug-free workplace. Drug-free workplace means a site for the performance of work done in connection with a specific award...

  12. 32 CFR 26.635 - Drug-free workplace.

    Code of Federal Regulations, 2013 CFR

    2013-07-01

    ... 32 National Defense 1 2013-07-01 2013-07-01 false Drug-free workplace. 26.635 Section 26.635... REGULATIONS GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 26.635 Drug-free workplace. Drug-free workplace means a site for the performance of work done in...

  13. 41 CFR 105-74.635 - Drug-free workplace.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 41 Public Contracts and Property Management 3 2010-07-01 2010-07-01 false Drug-free workplace. 105... Administration 74-GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 105-74.635 Drug-free workplace. Drug-free workplace means a site for the performance of work done...

  14. 22 CFR 1008.635 - Drug-free workplace.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... 22 Foreign Relations 2 2010-04-01 2010-04-01 true Drug-free workplace. 1008.635 Section 1008.635 Foreign Relations INTER-AMERICAN FOUNDATION GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 1008.635 Drug-free workplace. Drug-free workplace means a site for the...

  15. 22 CFR 312.635 - Drug-free workplace.

    Code of Federal Regulations, 2014 CFR

    2014-04-01

    ... 22 Foreign Relations 2 2014-04-01 2014-04-01 false Drug-free workplace. 312.635 Section 312.635 Foreign Relations PEACE CORPS GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 312.635 Drug-free workplace. Drug-free workplace means a site for the performance of work...

  16. 2 CFR 182.635 - Drug-free workplace.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 2 Grants and Agreements 1 2010-01-01 2010-01-01 false Drug-free workplace. 182.635 Section 182.635... Reserved GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 182.635 Drug-free workplace. Drug-free workplace means a site for the performance of work done in...

  17. 28 CFR 83.635 - Drug-free workplace.

    Code of Federal Regulations, 2013 CFR

    2013-07-01

    ... 28 Judicial Administration 2 2013-07-01 2013-07-01 false Drug-free workplace. 83.635 Section 83.635 Judicial Administration DEPARTMENT OF JUSTICE (CONTINUED) GOVERNMENT-WIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (GRANTS) Definitions § 83.635 Drug-free workplace. Drug-free workplace means a site...

  18. 2 CFR 1401.235 - Drug-free workplace.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ... 2 Grants and Agreements 1 2011-01-01 2011-01-01 false Drug-free workplace. 1401.235 Section 1401... INTERIOR REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) (Eff. 1-21-2011) Definitions § 1401.235 Drug-free workplace. Drug-free workplace means a site for the performance of work done...

  19. 49 CFR 32.635 - Drug-free workplace.

    Code of Federal Regulations, 2013 CFR

    2013-10-01

    ... 49 Transportation 1 2013-10-01 2013-10-01 false Drug-free workplace. 32.635 Section 32.635 Transportation Office of the Secretary of Transportation GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 32.635 Drug-free workplace. Drug-free workplace means a site for...

  20. 29 CFR 94.635 - Drug-free workplace.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 29 Labor 1 2010-07-01 2010-07-01 true Drug-free workplace. 94.635 Section 94.635 Labor Office of the Secretary of Labor GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 94.635 Drug-free workplace. Drug-free workplace means a site for the performance of work done...

  1. Mercer County Community College Workplace Skills Project. Grant Period March 1, 1991-August 31, 1992. Final Evaluation.

    ERIC Educational Resources Information Center

    Mercer County Community Coll., Trenton, NJ.

    This final report of an 18-month workplace literacy project (a partnership of Mercer County Community College, a large automobile components parts manufacturer, a hospital, a physics laboratory, and a chemical plant) contains the following: (1) and introduction; (2) a performance report on nine goals of the program; (3) a schedule of…

  2. Medical Marijuana in the Workplace

    PubMed Central

    Targino, Marcelo C.; Fanciullo, Gilbert J.; Martin, Douglas W.; Hartenbaum, Natalie P.; White, Jeremy M.; Franklin, Phillip

    2015-01-01

    Although possession and use of marijuana is prohibited by federal law, legalization in four states (Alaska, Colorado, Oregon, and Washington) and allowance for palliation and therapy in 19 others may reposition the drug away from the fringes of society. This evolving legal environment, and growing scientific evidence of its effectiveness for select health conditions, requires assessment of the safety and appropriateness of marijuana within the American workforce. Although studies have suggested that marijuana may be used with reasonable safety in some controlled environments, there are potential consequences to its use that necessitate employer scrutiny and concern. Several drug characteristics must be considered, including Δ9-tetrahydrocannabinol (Δ9-THC, or THC) concentration, route of administration, dose and frequency, and pharmacokinetics, as well as the risks inherent to particular workplace environments. PMID:25951421

  3. Equal opportunity in the workplace.

    PubMed

    Allen, A

    1992-04-01

    The Equal Employment Opportunity Commission (EEOC) was created by the Civil Rights Act of 1964. The commission encourages voluntary compliance with equal employment opportunity practices, and has authority to investigate complaints alleging discrimination in hiring, firing, wage rates, testing, training, apprenticeship, and other conditions of employment. In October 1991, during the Senate Judiciary Committee hearings, the confirmation of Judge Clarence Thomas for a seat on the United States Supreme Court was placed in jeopardy by a charge of sexual harassment while Thomas was head of the EEOC. This article focuses on aspects of sexual harassment in the workplace, the role of the EEOC, and offers some suggestions for keeping the work environment free of abusive behavior.

  4. The WorkPlace distributed processing environment

    NASA Technical Reports Server (NTRS)

    Ames, Troy; Henderson, Scott

    1993-01-01

    Real time control problems require robust, high performance solutions. Distributed computing can offer high performance through parallelism and robustness through redundancy. Unfortunately, implementing distributed systems with these characteristics places a significant burden on the applications programmers. Goddard Code 522 has developed WorkPlace to alleviate this burden. WorkPlace is a small, portable, embeddable network interface which automates message routing, failure detection, and re-configuration in response to failures in distributed systems. This paper describes the design and use of WorkPlace, and its application in the construction of a distributed blackboard system.

  5. Conflict in the workplace: part 2.

    PubMed

    Northam, Sally

    2009-07-01

    Last month, in Part 1 of this two-part article, I explored factors that contribute to workplace conflict among nurses (such as sex, age, power, and culture), as well as individual responses to conflict. I also discussed my observation that nurses apply their skills in therapeutic communication to solving workplace conflict, and that they therefore tend to focus on emotions rather than on solutions. In Part 2, I present strategies nurses can use to resolve conflict and build more effective-and harmonious-workplace relationships.

  6. Conflict in the workplace: part 2.

    PubMed

    Northam, Sally

    2009-07-01

    Last month, in Part 1 of this two-part article, I explored factors that contribute to workplace conflict among nurses (such as sex, age, power, and culture), as well as individual responses to conflict. I also discussed my observation that nurses apply their skills in therapeutic communication to solving workplace conflict, and that they therefore tend to focus on emotions rather than on solutions. In Part 2, I present strategies nurses can use to resolve conflict and build more effective-and harmonious-workplace relationships. PMID:19546648

  7. Discrimination, Harassment, Abuse and Bullying in the Workplace: Contribution of Workplace Injustice to Occupational Health Disparities

    PubMed Central

    Okechukwu, Cassandra A.; Souza, Kerry; Davis, Kelly D.; de Castro, A. Butch

    2013-01-01

    This paper synthesizes research on the contribution of workplace injustices – discrimination, harassment, abuse and bullying – to occupational health disparities. A conceptual framework is presented to illustrate the pathways through which injustices at the interpersonal and institutional level lead to differential risk of vulnerable workers to adverse occupational health outcomes. Members of demographic minority groups are more likely to be victims of workplace injustice and suffer more adverse outcomes when exposed to workplace injustice compared to demographic majority groups. A growing body of research links workplace injustice to poor psychological and physical health, and a smaller body of evidence links workplace injustice to unhealthy behaviors. Although not as well studied, studies also show that workplace injustice can influence workers’ health through effects on workers’ family life and job-related outcomes. Lastly, this paper discusses methodological limitations in research linking injustices and occupational health disparities and makes recommendations to improve the state of research. PMID:23813664

  8. Skin Exposures & Effects in the Workplace

    MedlinePlus

    ... developed for evaluating inhalation exposures in the workplace; standardized methods are currently lacking for measuring and assessing ... the two forms of contact dermatitis without clinical testing (e.g. patch testing). The severity of contact ...

  9. Transitions from Formal Education to the Workplace

    ERIC Educational Resources Information Center

    Olson, Joann S.

    2014-01-01

    This chapter frames the transition to adulthood in the context of the moving from formal educational settings to the often less-structured learning that occurs in workplace settings. Although schooling may end, learning continues.

  10. What Makes a Successful Workplace Education Program?

    ERIC Educational Resources Information Center

    Taylor, Maurice C.

    1995-01-01

    Profiles of six workplace literacy programs in Canada identified a number of factors contributing to program success: funding resources, marketing/recruitment strategies, innovative organizational structures, support services, organizational philosophy, and commitment to the new training culture. (SK)

  11. Norovirus - hospital

    MedlinePlus

    Gastroenteritis - norovirus; Colitis - norovirus; Hospital acquired infection - norovirus ... Symptoms start within 24 to 48 hours of infection, and can last for 1 ... norovirus. Hospital patients who are very old, very young, or ...

  12. Quality of work life and its association with workplace violence of the nurses in emergency departments

    PubMed Central

    Eslamian, Jalil; Akbarpoor, Ali Akbar; Hoseini, Sayed Abbas

    2015-01-01

    Background: Nurses as the major group of health service providers need to have a satisfactory quality of work life in order to give desirable care to the patients. Workplace violence is one of the most important factors that cause decline in the quality of work life. This study aimed to determine the quality of work life of nurses in selected hospitals of Isfahan University of Medical Sciences and its relationship with workplace violence. Materials and Methods: This was a descriptive-correlational study. A sample of 186 registered nurses was enrolled in the study using quota sampling method. The research instrument used was a questionnaire consisting of three parts: Demographic information, quality of work life, and workplace violence. Collected data were analyzed using descriptive and inferential statistics by SPSS version 16. Results: The subjects consisted of 26.9% men and 73.1% women, whose mean age was 33.76 (7.13) years. 29.6% were single and 70.4% were married. About 76.9% of the subjects were exposed to verbal violence and 26.9% were exposed to physical violence during past year. Mean score of QNWL was 115.88 (30.98). About 45.7% of the subjects had a low level of quality of work life. There was an inverse correlation between the quality of work and the frequency of exposures to workplace violence. Conclusions: According to the results of this study, it is suggested that the managers and decision makers in health care should plan strategies to reduce violence in the workplace and also develop a program to improve the quality of work life of nurses exposed to workplace violence. PMID:25709691

  13. Can Childhood Factors Predict Workplace Deviance?

    PubMed Central

    Piquero, Nicole Leeper; Moffitt, Terrie E.

    2013-01-01

    Compared to the more common focus on street crime, empirical research on workplace deviance has been hampered by highly select samples, cross-sectional research designs, and limited inclusion of relevant predictor variables that bear on important theoretical debates. A key debate concerns the extent to which childhood conduct-problem trajectories influence crime over the life-course, including adults’ workplace crime, whether childhood low self-control is a more important determinant than trajectories, and/or whether each or both of these childhood factors relate to later criminal activity. This paper provides evidence on this debate by examining two types of workplace deviance: production and property deviance separately for males and females. We use data from the Dunedin Multidisciplinary Health and Development Study, a birth cohort followed into adulthood, to examine how childhood factors (conduct-problem trajectories and low self-control) and then adult job characteristics predict workplace deviance at age 32. Analyses revealed that none of the childhood factors matter for predicting female deviance in the workplace but that conduct-problem trajectories did account for male workplace deviance. PMID:24882937

  14. Demographic diversity, value congruence, and workplace outcomes in acute care.

    PubMed

    Gates, Michael G; Mark, Barbara A

    2012-06-01

    Nursing scholars and healthcare administrators often assume that a more diverse nursing workforce will lead to better patient and nurse outcomes, but this assumption has not been subject to rigorous empirical testing. In a study of nursing units in acute care hospitals, the influence of age, gender, education, race/ethnicity, and perceived value diversity on nurse job satisfaction, nurse intent to stay, and patient satisfaction were examined. Support was found for a negative relationship between perceived value diversity and all outcomes and for a negative relationship between education diversity and intent to stay. Additionally, positive relationships were found between race/ethnicity diversity and nurse job satisfaction as well as between age diversity and intent to stay. From a practice perspective, the findings suggest that implementing retention, recruitment, and management practices that foster a strong shared value system among nurses may lead to better workplace outcomes. PMID:22377771

  15. Demographic Diversity, Value Congruence, and Workplace Outcomes in Acute Care

    PubMed Central

    Gates, Michael G.; Mark, Barbara A.

    2012-01-01

    Nursing scholars and healthcare administrators often assume that a more diverse nursing workforce will lead to better patient and nurse outcomes, but this assumption has not been subject to rigorous empirical testing. In a study of nursing units in acute care hospitals, the influence of age, gender, education, race/ethnicity, and perceived value diversity on nurse job satisfaction, nurse intent to stay, and patient satisfaction were examined. Support was found for a negative relationship between perceived value diversity and all outcomes and for a negative relationship between education diversity and intent to stay. Additionally, positive relationships were found between race/ethnicity diversity and nurse job satisfaction as well as between age diversity and intent to stay. From a practice perspective, the findings suggest that implementing retention, recruitment, and management practices that foster a strong shared value system among nurses may lead to better workplace outcomes. PMID:22377771

  16. Demographic diversity, value congruence, and workplace outcomes in acute care.

    PubMed

    Gates, Michael G; Mark, Barbara A

    2012-06-01

    Nursing scholars and healthcare administrators often assume that a more diverse nursing workforce will lead to better patient and nurse outcomes, but this assumption has not been subject to rigorous empirical testing. In a study of nursing units in acute care hospitals, the influence of age, gender, education, race/ethnicity, and perceived value diversity on nurse job satisfaction, nurse intent to stay, and patient satisfaction were examined. Support was found for a negative relationship between perceived value diversity and all outcomes and for a negative relationship between education diversity and intent to stay. Additionally, positive relationships were found between race/ethnicity diversity and nurse job satisfaction as well as between age diversity and intent to stay. From a practice perspective, the findings suggest that implementing retention, recruitment, and management practices that foster a strong shared value system among nurses may lead to better workplace outcomes.

  17. Influence of the workplace on learning physical examination skills

    PubMed Central

    2014-01-01

    Background Hospital clerkships are considered crucial for acquiring competencies such as diagnostic reasoning and clinical skills. The actual learning process in the hospital remains poorly understood. This study investigates how students learn clinical skills in workplaces and factors affecting this. Methods Six focus group sessions with 32 students in Internal Medicine rotation (4–9 students per group; sessions 80–90 minutes). Verbatim transcripts were analysed by emerging themes and coded independently by three researchers followed by constant comparison and axial coding. Results Students report to learn the systematics of the physical examination, gain agility and become able to recognise pathological signs. The learning process combines working alongside others and working independently with increasing responsibility for patient care. Helpful behaviour includes making findings explicit through patient files or during observation, feedback by abnormal findings and taking initiative. Factors affecting the process negatively include lack of supervision, uncertainty about tasks and expectations, and social context such as hierarchy of learners and perceived learning environment. Conclusion Although individual student experiences vary greatly between different hospitals, it seems that proactivity and participation are central drivers for learning. These results can improve the quality of existing programmes and help design new ways to learn physical examination skills. PMID:24678562

  18. Bullying, internalized hepatitis (Hepatitis C virus) stigma, and self-esteem: Does spirituality curtail the relationship in the workplace.

    PubMed

    Noor, Ayesha; Bashir, Sajid; Earnshaw, Valerie A

    2016-09-01

    The objective of this study was to examine the impact of workplace bullying on self-esteem, including the mediating effect of internalized stigma and the moderating effect of spirituality, among hepatitis C virus patients. Data were collected from 228 employed hepatitis C virus patients who had been admitted to Gastroenterology and Hepatology wards in Pakistani hospitals. We found support for the hypothesis that workplace bullying is associated with low self-esteem via internalized stigma. In addition, spirituality moderated the association such that participants with greater spirituality were buffered from the impact of stigma on self-esteem. PMID:25603927

  19. Bring Workplace Assessment into Business Communication Classrooms: A Proposal to Better Prepare Students for Professional Workplaces

    ERIC Educational Resources Information Center

    Yu, Han

    2010-01-01

    To help students better understand and be better prepared for professional workplaces, the author suggests that business communication teachers examine and learn from workplace assessment methods. Throughout the article, the author discusses the rationale behind this proposal, reviews relevant literature, reports interview findings on workplace…

  20. Knowledge and Control in the Flexible Workplace. EAE610 The Changing Workplace: Part B.

    ERIC Educational Resources Information Center

    Watkins, Peter

    This publication is part of the study materials for the distance education course, The Changing Workplace: Part B, in the Open Campus Program at Deakin University. The first part of the document examines current thinking regarding knowledge and control in workplaces emphasizing flexible production systems, flexible technology, and a flexible work…

  1. The Workplace of the Future: Insights from Futures Scenarios and Today's High Performance Workplaces.

    ERIC Educational Resources Information Center

    Curtain, Richard

    1998-01-01

    Studies of the workplace of the future that used scenario-planning methodology and survey data suggest that nonmarket organizations will provide stability for temporary workers and result in the emergence of networks. Survey data suggest that future workplaces will foster intellectual capital through research and development. (JOW)

  2. MBA Students' Workplace Writing: Implications for Business Writing Pedagogy and Workplace Practice

    ERIC Educational Resources Information Center

    Lentz, Paula

    2013-01-01

    Employers frequently complain about the state of their employees' writing skills. Much of the current research on this subject explores workplace writing skills from the employer's perspective. However, this article examines workplace writing from the employees' perspective. Specifically, it analyzes MBA students' responses to…

  3. Workplace Changes and Workplace Learning: Advantages of an Educational Micro Perspective

    ERIC Educational Resources Information Center

    Bauer, Johannes; Gruber, Hans

    2007-01-01

    This paper analyses two perspectives, a macro and a micro perspective, on changes in the workplace in relation to workplace learning. It critically evaluates what kind of phenomena both perspectives can account for. Research from a macro perspective focuses on changes in economy or on organisational change. It helps to explore the role of lifelong…

  4. How Professional Writing Pedagogy and University-Workplace Partnerships Can Shape the Mentoring of Workplace Writing

    ERIC Educational Resources Information Center

    Kohn, Liberty

    2015-01-01

    This article analyzes literature on university-workplace partnerships and professional writing pedagogy to suggest best practices for workplace mentors to mentor new employees and their writing. The article suggests that new employees often experience cultural confusion due to (a) the transfer of education-based writing strategies and (b) the…

  5. Redefining Technological Literacy in the Workplace: A Qualitative Study of Social Affordances in Workplace Email

    ERIC Educational Resources Information Center

    Bacci, Tina Marie

    2011-01-01

    This dissertation examines the social affordances of workplace email use. Through group and individual interviews of six knowledge workers in a distributed real estate firm, it explores the extent workplace writers recognize and rely on extra-textual devices (i.e., copy, blind-copy, and forward devices) and email applications (i.e., email…

  6. Workplace Bullying among Healthcare Workers

    PubMed Central

    Ariza-Montes, Antonio; Muniz, Noel M.; Montero-Simó, María José; Araque-Padilla, Rafael Angel

    2013-01-01

    This paper aims to assess consistent predictors through the use of a sample that includes different actors from the healthcare work force to identify certain key elements in a set of job-related organizational contexts. The utilized data were obtained from the 5th European Working Conditions Survey, conducted in 2010 by the European Foundation for the Improvement of Living and Working Conditions. In light of these objectives, we collected a subsample of 284 health professionals, some of them from the International Standard Classification of Occupations—subgroup 22—(ISCO-08). The results indicated that the chance of a healthcare worker referring to him/herself as bullied increases among those who work on a shift schedule, perform monotonous and rotating tasks, suffer from work stress, enjoy little satisfaction from their working conditions, and do not perceive opportunities for promotions in their organizations. The present work summarizes an array of outcomes and proposes within the usual course of events that workplace bullying could be reduced if job demands were limited and job resources were increased. The implications of these findings could assist human resource managers in facilitating, to some extent, good social relationships among healthcare workers. PMID:23887621

  7. Patterns of perceptions of workplace violence in the Portuguese health care sector

    PubMed Central

    Ferrinho, Paulo; Biscaia, André; Fronteira, Inês; Craveiro, Isabel; Antunes, Ana Rita; Conceição, Claudia; Flores, Isabel; Santos, Osvaldo

    2003-01-01

    This article characterizes the problem of violence against health professionals in the workplace (VAHPITWP) in selected settings in Portugal. It addresses the questions of what types of violence are most frequent and who are the most affected health professionals. Three methodological approaches were followed: (i) documentary studies, (ii) a questionnaire-based hospital and health centre (HC) complex case study and (iii) semi-structured interviews with stakeholders. Of the different types of violence, all our study approaches confirm that verbal violence is the most frequent. Discrimination, not infrequent in the hospital, seems to be underestimated by the stakeholders interviewed. Violence seems much more frequent in the HC than in the hospital. In the HC, all types of violence are also most frequently directed against female health workers and, in the hospital, against male workers. These studies allow us to conclude that violence is frequent but underreported. PMID:14613526

  8. Building emotional intelligence: a strategy for emerging nurse leaders to reduce workplace bullying.

    PubMed

    Bennett, Karen; Sawatzky, Jo-Ann V

    2013-01-01

    Bullying is one of the most concerning forms of aggression in health care organizations. Conceptualized as an emotion-based response, bullying is often triggered by today's workplace challenges. Unfortunately, workplace bullying is an escalating problem in nursing. Bullying contributes to unhealthy and toxic environments, which in turn contribute to ineffective patient care, increased stress, and decreased job satisfaction among health care providers. These equate to a poor workforce environment, which in turn increases hospital costs when nurses choose to leave. Nurse managers are in positions of power to recognize and address negative workplace behaviors, such as bullying. However, emerging leaders in particular may not be equipped with the tools to deal with bullying and consequently may choose to overlook it. Substantive evidence from other disciplines supports the contention that individuals with greater emotional intelligence are better equipped to recognize early signs of negative behavior, such as bullying. Therefore, fostering emotional intelligence in emerging nurse leaders may lead to less bullying and more positive workplace environments for nurses in the future. PMID:23454994

  9. Building emotional intelligence: a strategy for emerging nurse leaders to reduce workplace bullying.

    PubMed

    Bennett, Karen; Sawatzky, Jo-Ann V

    2013-01-01

    Bullying is one of the most concerning forms of aggression in health care organizations. Conceptualized as an emotion-based response, bullying is often triggered by today's workplace challenges. Unfortunately, workplace bullying is an escalating problem in nursing. Bullying contributes to unhealthy and toxic environments, which in turn contribute to ineffective patient care, increased stress, and decreased job satisfaction among health care providers. These equate to a poor workforce environment, which in turn increases hospital costs when nurses choose to leave. Nurse managers are in positions of power to recognize and address negative workplace behaviors, such as bullying. However, emerging leaders in particular may not be equipped with the tools to deal with bullying and consequently may choose to overlook it. Substantive evidence from other disciplines supports the contention that individuals with greater emotional intelligence are better equipped to recognize early signs of negative behavior, such as bullying. Therefore, fostering emotional intelligence in emerging nurse leaders may lead to less bullying and more positive workplace environments for nurses in the future.

  10. Should Any Workplace Be Exempt from Smoke-Free Law: The Irish Experience

    PubMed Central

    McCaffrey, M.; Goodman, P.; Gavigan, A.; Kenny, C.; Hogg, C.; Byrne, L.; McLaughlin, J.; Young, K.; Clancy, L.

    2012-01-01

    Background. In 2004, the Irish Government introduced national legislation banning smoking in workplaces; with exemptions for “a place of residence”. This paper summarises three Irish studies of exempted premises; prisons, psychiatric hospitals and nursing homes. Methods. PM2.5 and nicotine were measured in nursing homes and psychiatric hospitals, in addition to ultrafine particles in the hospitals. In the prisons, officers (n = 30) completed exhaled breath Carbon Monoxide (CO) measurements. Questionnaires determined officers' opinion on introducing smoking prohibitions in prisons. Nursing home smoking policies were examined and questionnaires completed by staff regarding workplace secondhand smoke (SHS) exposure. Findings. Ultrafine particle concentrations in psychiatric hospitals averaged 130,000  cm3, approximately 45% higher than Dublin pub (35.5 μg/m3) pre ban. PM2.5 levels in psychiatric hospitals (39.5 μg/m3) were similar to Dublin pubs (35.5 μg/m3) pre ban. In nursing homes permitting smoking, similar PM2.5 levels (33 μg/m3) were measured, with nicotine levels (0.57 μg/m3) four times higher than “non-smoking” nursing homes (0.13 μg/m3). In prisons, 44% of non-smoking officers exhibited exhaled breath CO criteria for light to heavy smokers. Conclusions. With SHS exposure levels in some exempted workplaces similar to Dublin pubs levels pre ban, policies ensuring full protection must be developed and implemented as a right for workers, inmates and patients. PMID:22693522

  11. The Implications of Contemporary Cultural Diversity for the Hospitality Curriculum

    ERIC Educational Resources Information Center

    Hearns, Niamh; Devine, Frances; Baum, Tom

    2007-01-01

    Purpose: This viewpoint paper aims to assess a curriculum response within a specific vocational sector, hospitality, driven by the recent surge in intra EU labour migration and the ensuing increase in workplace cultural diversity. Design/methodology/approach: The paper identifies an appropriate curriculum response by assessing the industry…

  12. English as a Second Language II for Hospital Staff.

    ERIC Educational Resources Information Center

    Lewandowski, Carol

    This document is one of a series of student workbooks developed for workplace skill development courses or workshops by Mercer County Community College (New Jersey) and its partners. Designed to improve the English speaking and reading skills of non-English-speaking hospital housekeeping and food service staff, the course focuses on the skills…

  13. Best Practices in School-to-Careers: The Hospitality Industry.

    ERIC Educational Resources Information Center

    Hospitality Business Alliance, Chicago, IL.

    This booklet highlights the efforts of four hospitality employers and one "intermediary" organization connecting workplace experiences to classroom learning for secondary school students. The introduction presents a series overview and lists the names, locations, and featured practice of the employers and organizations. The next sections examine…

  14. Workplace flexibility: from research to action.

    PubMed

    Galinsky, Ellen; Sakai, Kelly; Wigton, Tyler

    2011-01-01

    Ellen Galinsky, Kelly Sakai, and Tyler Wigton explore the "time famine" among American workers-the continuing sense among employees of not having enough time to manage the multiple responsibilities of work and personal and family life. Noting that large shares of U.S. employees report feeling the need for greater workplace flexibility to enable them to take better care of family responsibilities, the authors examine a large-scale community-engagement initiative to increase workplace flexibility voluntarily. Using the 2008 National Study of the Changing Workforce as a primary source of data, the authors begin with an overview of the prevalence of flexibility in today's American workplace. They track which categories of employees have access to various flexibility options, as well as the extent to which employees with access to various types of flexibility use those options. Findings from the study indicate that the majority of employees want flexibility but that access to it varies, with more advantaged employees--those who are well educated, have high salaries, and work full time, for example--being doubly advantaged in having greater access to flexibility. A number of employers, say the authors, tend to be skeptical of the value of workplace flexibility and to fear that employees will abuse it if it is offered. But the study data reveal that most employees use flexibility quite conservatively. When the authors use their nationally representative data set to investigate correlations between access to workplace flexibility and a range of workplace outcomes especially valued by employers--employee engagement, job satisfaction, retention, and health--they find that employers as well as employees can benefit from flexibility. Finally, the authors discuss When Work Works, a large, national community-based initiative under way since 2003 to increase voluntary adoption of workplace flexibility. The authors detail the conceptual basis of the project's design, noting its

  15. Workplace flexibility: from research to action.

    PubMed

    Galinsky, Ellen; Sakai, Kelly; Wigton, Tyler

    2011-01-01

    Ellen Galinsky, Kelly Sakai, and Tyler Wigton explore the "time famine" among American workers-the continuing sense among employees of not having enough time to manage the multiple responsibilities of work and personal and family life. Noting that large shares of U.S. employees report feeling the need for greater workplace flexibility to enable them to take better care of family responsibilities, the authors examine a large-scale community-engagement initiative to increase workplace flexibility voluntarily. Using the 2008 National Study of the Changing Workforce as a primary source of data, the authors begin with an overview of the prevalence of flexibility in today's American workplace. They track which categories of employees have access to various flexibility options, as well as the extent to which employees with access to various types of flexibility use those options. Findings from the study indicate that the majority of employees want flexibility but that access to it varies, with more advantaged employees--those who are well educated, have high salaries, and work full time, for example--being doubly advantaged in having greater access to flexibility. A number of employers, say the authors, tend to be skeptical of the value of workplace flexibility and to fear that employees will abuse it if it is offered. But the study data reveal that most employees use flexibility quite conservatively. When the authors use their nationally representative data set to investigate correlations between access to workplace flexibility and a range of workplace outcomes especially valued by employers--employee engagement, job satisfaction, retention, and health--they find that employers as well as employees can benefit from flexibility. Finally, the authors discuss When Work Works, a large, national community-based initiative under way since 2003 to increase voluntary adoption of workplace flexibility. The authors detail the conceptual basis of the project's design, noting its

  16. Healthy Eating Strategies in the Workplace

    PubMed Central

    Quintiliani, Lisa; Poulsen, Signe; Sorensen, Glorian

    2013-01-01

    Purpose There is a clear link between dietary behavior and a range of chronic diseases, and overweight and obesity constitute an indirect risk in relation to these diseases. The worksite is a central venue for influencing dietary behavior. The purpose of this paper is to provide an overview of workplace influences on worker dietary patterns. Design/methodology/approach The paper reviews the evidence of the effectiveness of dietary health promotion, and provides a brief overview of appropriate theoretical frameworks to guide intervention design and evaluation. The findings are illustrated through research examples. Findings Through case studies and published research, it is found that workplace dietary interventions are generally effective, especially fruit and vegetable interventions. There is less consistent evidence on the long term effectiveness of workplace weight management interventions, underscoring the need for further research in this area. This paper also reports evidence that changes in the work environment, including through health and safety programs, may contribute to enhancing the effectiveness of workplace health promotion, including dietary interventions. Organizational factors such as work schedule may also influence dietary patterns. The social ecological model, the social contextual model and political process approach are presented as exemplar conceptual models that may be useful when designing or assessing the effects of workplace health promotion. Originality/value Using the worksite as setting for influencing health by influencing dietary patterns holds considerable promise and may be instrumental in reducing workers’ risk of chronic diseases. PMID:23935706

  17. Workplace bullying, working environment and health.

    PubMed

    Oxenstierna, Gabriel; Elofsson, Stig; Gjerde, Maria; Magnusson Hanson, Linda; Theorell, Töres

    2012-01-01

    Improved work organisation could be of importance for decreased bullying in workplaces. Participants in the Swedish Longitudinal Occupational Survey of Health (SLOSH) responded to questions about work and workplace and whether they had been bullied during the past year in 2006. Those in worksites with at least five employees who did not report that they had been bullied in 2006 and without workplace change between 2006 and 2008 constituted the final sample (n=1,021 men and 1,182 women). Work characteristics and workplace factors in 2006 were used in multiple logistic regression as predictors of bullying in 2008. Separate analyses were performed for work characteristics and workplace factors respectively. Adjustments for demographic factors were made in all analyses. The question used for bullying was: "Are you exposed to personal persecution by means of vicious words or actions from your superiors or your workmates?" Such persecution any time during the past year was defined as bullying. For both genders organisational change and conflicting demands were identified as risk factors, and good decision authority as a protective factor. Dictatorial leadership, lack of procedural justice and attitude of expendability were male and lack of humanity a female risk factor for bullying. PMID:22453205

  18. Importance and effects of altered workplace ergonomics in modern radiology suites.

    PubMed

    Harisinghani, Mukesh G; Blake, Michael A; Saksena, Mansi; Hahn, Peter F; Gervais, Debra; Zalis, Michael; da Silva Dias Fernandes, Leonor; Mueller, Peter R

    2004-01-01

    The transition from a film-based to a filmless soft-copy picture archiving and communication system (PACS)-based environment has resulted in improved work flow as well as increased productivity, diagnostic accuracy, and job satisfaction. Adapting to this filmless environment in an efficient manner requires seamless integration of various components such as PACS workstations, the Internet and hospital intranet, speech recognition software, paperless electronic hospital medical records, e-mail, office software, and telecommunications. However, the importance of optimizing workplace ergonomics has received little attention. Factors such as the position of the work chair, workstation table, keyboard, mouse, and monitors, along with monitor refresh rates and ambient room lighting, have become secondary considerations. Paying close attention to the basics of workplace ergonomics can go a long way in increasing productivity and reducing fatigue, thus allowing full realization of the potential benefits of a PACS. Optimization of workplace ergonomics should be considered in the basic design of any modern radiology suite. PMID:15026606

  19. The Alternative Workplace: Changing Where and How People Work.

    ERIC Educational Resources Information Center

    Apgar, Mahlon, IV

    1998-01-01

    Discusses the alternative workplace, the combination of nontraditional work practices, settings, and locations that is beginning to supplement traditional offices. Looks at myths and realities, options, advantages and disadvantages, and implementation of alternative workplaces. (JOW)

  20. Workplace Safety and Health Topics: Diseases and Injuries

    MedlinePlus

    ... message, please visit this page: About CDC.gov . Workplace Safety and Health Topics Industries & Occupations Hazards & Exposures Diseases & ... Pinterest Twitter YouTube NIOSH Homepage NIOSH A-Z Workplace Safety & Health Topics Publications and Products Programs Contact NIOSH ...

  1. Comparative survey of outdoor, residential and workplace radon concentrations.

    PubMed

    Barros, Nirmalla; Field, Dan W; Steck, Daniel J; Field, R William

    2015-02-01

    This study investigated radon concentrations in above-ground (i.e. first floor) workplace in Missouri and compared them with above-ground radon concentrations in nearby homes and outdoor locations. This study also examined the potential utility of using home and outdoor radon concentrations to predict the radon concentration at a nearby workplace (e.g. county agencies and schools). Even though workplace radon concentrations were not statistically different from home radon concentrations, the radon concentration at a particular home, or outdoor location, was a poor predictor of the radon concentration at a nearby workplace. Overall, 9.6 and 9.9 % of homes and workplace, respectively, exhibited radon concentrations of ≥148 Bq m(-3). Because of the percentage of workplace with elevated radon concentrations, the results suggest that additional surveys of workplace radon concentrations are needed, especially in areas of high radon potential, to assess the contribution of workplace radon exposure to an individual's overall radon exposure.

  2. Cyberbullying: the new face of workplace bullying?

    PubMed

    Privitera, Carmel; Campbell, Marilyn Anne

    2009-08-01

    While the subject of cyberbullying of children and adolescents has begun to be addressed, less attention and research have focused on cyberbullying in the workplace. Male-dominated workplaces such as manufacturing settings are found to have an increased risk of workplace bullying, but the prevalence of cyberbullying in this sector is not known. This exploratory study investigated the prevalence and methods of face-to-face bullying and cyberbullying of males at work. One hundred three surveys (a modified version of the revised Negative Acts Questionnaire [NAQ-R]) were returned from randomly selected members of the Australian Manufacturing Workers' Union (AMWU). The results showed that 34% of respondents were bullied face-to-face, and 10.7% were cyberbullied. All victims of cyberbullying also experienced face-to-face bullying. The implications for organizations' "duty of care" in regard to this new form of bullying are indicated.

  3. Ethical dilemmas in workplace health promotion.

    PubMed

    Allegrante, J P; Sloan, R P

    1986-05-01

    In less than a decade, workplace health promotion programs designed to promote employee health and help reduce the high cost of health insurance premiums paid by business and industry have proliferated. Notwithstanding the latent benefits and cost savings that corporate management expects to gain from the investment in such programs, it is argued that workplace health promotion is not without potential misuse and that its goals and methods ought not to be above ethical scrutiny. Drawing on earlier work, we discuss how workplace health promotion may pose ethical problems related to social justice, protection of privacy, and social control. The attendant moral dilemmas for the professional whose responsibility it is to develop and implement such programs are also presented.

  4. Fostering a drug-free workplace.

    PubMed

    Montoya, I D; Elwood, W N

    1995-09-01

    Drug abuse costs American industry and the public an estimated $100 billion a year. As a result, workplace drug testing programs have become a serious option for many companies. Federal guidelines regarding testing and laboratories are in place. An overview of the current components necessary in designing a corporate drug testing program that complies with these guidelines is presented. Essential features of a corporate workplace drug testing program, that is, the policy, the testing process, and the laboratory contracted to test employees, are detailed from designs suggested in the current literature and in compliance with federal guidelines. Developing a cost-effective corporate program that meets federal guidelines, stands up to court scrutiny, and is universally accepted by employees is the objective of a drug testing program. The challenge can be met by building consensus, spelling out policy, maintaining high testing standards, and above all making rehabilitation of employees who test positive the ultimate goal of a drug-free workforce/workplace.

  5. [Cost effectiveness of workplace smoking policies].

    PubMed

    Raaijmakers, Tamara; van den Borne, Inge

    2003-01-01

    This study reviews the motivations of companies to set out a policy for controlling smoking, the economic benefits for the company resulting from such a policy and the costs, broken down by European Union countries. The literature on the costs of implementing a policy related to smoking at the workplace is reviewed. The main objective of policies related to smoking at the workplace is that of safeguarding employees from environmental tobacco smoke. Other reasons are cutting costs, improving the company image, and reducing absenteeism, occupational accidents, internal quarrels and extra costs due to cigarette smoking, protection against environmental tobacco smoke does not entail any higher costs for companies, and economic advantages are visible. The benefits are by far greater than the costs involved, particularly on a long-range basis, and seem to be greater when smoking at the workplace is completely prohibited and no smoking areas are set. PMID:12696390

  6. [Use of illicit substances in the workplace].

    PubMed

    Lhermitte, M; Frimat, P; Labat, L; Haguenoer, J-M

    2012-01-01

    The development of addictive behaviors is a source of worry and concern for workplace and occupational physicians. To estimate the prevalence of behaviors, two types of surveys can be carried out: self-assessment surveys and biological testing in the workplace. For the latter, when a settlement is within the company, the prevalence is often lower compared to those enterprises that have not adapted this policy. Very few investigations have been published in France to date. Data published by the United Nations Office against Drugs and Crime (UNODC) shows a stable consumption of illicit substances in recent years. They reported consumption in the world among the general population (all subjects aged 15 to 64). For France, were described a prevalence estimated in 2005 to 8.6%, 0.6% and 0.2% for cannabis, cocaine and amphetamine derivatives, respectively, and in 2007 to 4.6% for opiates. Some prevalence in the workplace have been reported in Europe in chemical, petrochemical, metallurgical, automotive, in the transport sector and in medical and military fields. However, it appears that few surveys in the workplace have been published in France, this lack may be explained by a desire for anonymity on the subject at the level of company management and doctors work that focus on individual support with the problem of addiction. Screening for illicit substances is necessary because these psychotropic substances affect alertness and pose risks in the workplace, especially such that the association cannabis-alcohol further increases the risk. Knowledge of consumption is, moreover, an important factor in job security. It may be acquired if reliable methods, inexpensive to allow routine screening. Publication of results will reveal the extent of the problem and implement more effective campaigns of information and prevention in the workplace.

  7. Experiments in transforming the global workplace: incentives for and impediments to improving workplace conditions in China.

    PubMed

    O'Rourke, Dara; Brown, Garrett D

    2003-01-01

    This article highlights current economic conditions in China and analyzes existing obstacles to improving workplace conditions and labor practices. There are significant disincentives to strengthening workplace protections, and downward pressures are currently worsening conditions in a number of economic sectors. However, there are also potential strategies for motivating multinational corporations (MNCs) and Chinese government agencies to improve workplace conditions and to implement international and national laws and corporate codes of conduct. Four key principles are discussed that hold promise for creating incentives and sustainable mechanisms to improve factory conditions: transparency, verification, and accountability for MNCs and Chinese government agencies, and greatly strengthening worker participation.

  8. Migraine disorder: workplace implications and solutions.

    PubMed

    Berry, Peggy A

    2007-02-01

    Migraine disorder is disabling, costly, underdiagnosed, and undertreated. It affects employees' quality of life and ability to work or attend school, potentially decreasing their earning ability. Migraine disorder impacts the workplace substantially through absenteeism and presenteeism and increases health care costs. Although research on migraine disorder is expansive, no systematic research tool or design exists within population studies. This may account for the different prevalence rates seen, especially in African studies, which rely on verbal interviews instead of mail or telephone surveys. Women have a higher prevalence rate throughout the research, but they seek help more often than men. This may contribute to their higher rates, although hormones also play a role. Occupational health nurses can affect the outcome of migraine disorder for employees and employers. They can assist in identifying those employees with migraine disorder who are not diagnosed, those who have not investigated the various available medications, or the lifestyle changes that would decrease the intensity and frequency of migraine attacks. Research is needed to quantify the cost savings of workplace intervention in identifying employees with migraine disorder and its effect on absenteeism, presenteeism, and health care use. Occupational health nurses can determine the effectiveness of education by measuring motivation, lifestyle changes, and workplace modification against the intensity and frequency of migraine attacks. This, in turn, will yield measurable results in reducing absenteeism and presenteeism in the workplace. Occupational health nurses can spread this information through employees to their families. As more undiagnosed and undertreated individuals with migraine become educated and pursue diagnosis, treatment, and lifestyle changes, a measurable decrease in health care use and costs may occur. The economic impact of migraine disorder, in terms of workplace absenteeism and

  9. [Self-affirmation in the workplace].

    PubMed

    Stresemann, E

    2012-09-01

    Self-affirmation establishes the basis for self-esteem through self-realisation in daily life and at the workplace. Examples of attainment of self-affirmation support motivation during adolescence where a lack of orientation in life causes socialisation to be at risk. Personal ambition to achieve superiority may provoke critical trends when assuming morally questionable behaviour at the workplace. Beginners in employment often face an atmosphere of unbalanced tension at work and deserve protective understanding and experienced support when striving for self-affirmation. PMID:22997675

  10. [Self-affirmation in the workplace].

    PubMed

    Stresemann, E

    2012-09-01

    Self-affirmation establishes the basis for self-esteem through self-realisation in daily life and at the workplace. Examples of attainment of self-affirmation support motivation during adolescence where a lack of orientation in life causes socialisation to be at risk. Personal ambition to achieve superiority may provoke critical trends when assuming morally questionable behaviour at the workplace. Beginners in employment often face an atmosphere of unbalanced tension at work and deserve protective understanding and experienced support when striving for self-affirmation.

  11. Genetic testing: ethical implications in the workplace.

    PubMed

    McCunney, Robert J

    2002-01-01

    The human genome project has led to impressive scientific advances in understanding the genetic basis of disease. To date, genetic risks associated with occupational illnesses are not well understood. Recent research, however, has uncovered an allele that appears directly related to the risk of contracting chronic beryllium disease; other chromosomal abnormalities have been identified in association with cancer. Progress from the human genome project has potential implications for predicting, screening, and diagnosing occupational diseases. Ethical issues associated with the use of genetic testing in the workplace will present employers, insurers, and physicians with challenging decisions related to promoting health in the workplace while avoiding potential misuse of sensitive genetic information.

  12. Biological monitoring in the workplace: ethical issues.

    PubMed

    Bayer, R

    1986-10-01

    This paper addresses the following questions concerning medical surveillance and the worker's relationship to management: Do workers have a moral obligation to participate in workplace screening and monitoring when undertaken to enhance the interests of occupational health? What conditions would be necessary to establish the existence of such a moral obligation? If such an obligation were to be established, ought it be satisfied solely on the basis of voluntary collaboration? Is compulsory participation in monitoring and screening ever morally justified? Should the principle of informed voluntary consent that obtains in medical research apply to workplace investigations that involve potentially invasive procedures and risks to privacy?

  13. Writing in the Workplace: Implications for Human Resource Development

    ERIC Educational Resources Information Center

    Akdere, Mesut; Azevedo, Ross E.

    2005-01-01

    Writing in the workplace is among the understudied business topics in the field of HRD. Yet, the impacts of writing in today's workplace are significant, and organizations making it a priority benefit from it. Furthermore, writing is related to the issue of workplace literacy which is the umbrella term for basic communication skills. This…

  14. It's Your Business...Smoking Policies for the Workplace.

    ERIC Educational Resources Information Center

    National Heart, Lung, and Blood Inst. (DHHS/NIH), Bethesda, MD.

    This brochure was written to help those considering a workplace smoking policy. It begins with a set of facts about workplace smoking and discusses legislation in various states concerning smoking at work. The health consequences of involuntary smoking are also explored. Other sections examine the need for workplace smoking policies, how employees…

  15. Learning Unlimited: Transforming Learning in the Workplace. 2nd Edition.

    ERIC Educational Resources Information Center

    Rylatt, Alastair

    This book is intended to provide managers, trainers, and others responsible for improving learning within their workplace with the tools, perspectives, and strategies to transform their workplace into a learning organization. Throughout the book, key principles underpinning recent thinking on positive workplace transformation are combined with…

  16. Massachusetts Workplace Education Initiative. Year 3 Evaluation. Final Report.

    ERIC Educational Resources Information Center

    Rayman, Paula; And Others

    An evaluation of the Massachusetts Workplace Education Initiative brings together three phases: (1) a pilot outcome study conducted with a sample of six local workplace education programs and featuring the perspectives of workers, labor, and management; (2) program profiles for seven federally funded workplace education programs coordinated by the…

  17. A Foot in Both Camps: School Students and Workplaces.

    ERIC Educational Resources Information Center

    Green, Annette; Smith, Erica

    2002-01-01

    A study examined student learning in the workplace. Surveys of 1,451 students from 13 Australian secondary schools and 9 case studies found that communication skills and finding out what workplaces are really like constituted the bulk of workplace learning. Students reported learning experientially, and learning more in paid work and vocational…

  18. Workplace Literacy: Critical Perspectives on Learning Basic Skills at Work.

    ERIC Educational Resources Information Center

    Graham, Tom

    Material from academic journals, the ERIC database, and the mass media regarding workplace literacy was reviewed. Among the review's major conclusions were the following: (1) the growing complexities of the workplace and society have contributed to evolving definitions of workplace literacy that include development skills generally associated with…

  19. 15 CFR 29.635 - Drug-free workplace.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 15 Commerce and Foreign Trade 1 2010-01-01 2010-01-01 false Drug-free workplace. 29.635 Section 29.635 Commerce and Foreign Trade Office of the Secretary of Commerce GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 29.635 Drug-free workplace....

  20. 14 CFR 1260.38 - Drug-free workplace.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... at 21 CFR 1308.11 through 1308.15. Conviction means a finding of guilt (including a plea of nolo... 14 Aeronautics and Space 5 2010-01-01 2010-01-01 false Drug-free workplace. 1260.38 Section 1260... AGREEMENTS General Provisions § 1260.38 Drug-free workplace. Drug-Free Workplace October 2000 (a)...

  1. 13 CFR 147.635 - Drug-free workplace.

    Code of Federal Regulations, 2013 CFR

    2013-01-01

    ... 13 Business Credit and Assistance 1 2013-01-01 2013-01-01 false Drug-free workplace. 147.635 Section 147.635 Business Credit and Assistance SMALL BUSINESS ADMINISTRATION GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (NONPROCUREMENT) Definitions § 147.635 Drug-free workplace....

  2. 29 CFR 1472.635 - Drug-free workplace.

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ... 29 Labor 4 2011-07-01 2011-07-01 false Drug-free workplace. 1472.635 Section 1472.635 Labor Regulations Relating to Labor (Continued) FEDERAL MEDIATION AND CONCILIATION SERVICE GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 1472.635 Drug-free workplace....

  3. 14 CFR 1267.635 - Drug-free workplace.

    Code of Federal Regulations, 2013 CFR

    2013-01-01

    ... 14 Aeronautics and Space 5 2013-01-01 2013-01-01 false Drug-free workplace. 1267.635 Section 1267.635 Aeronautics and Space NATIONAL AERONAUTICS AND SPACE ADMINISTRATION GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 1267.635 Drug-free workplace....

  4. 29 CFR 1472.635 - Drug-free workplace.

    Code of Federal Regulations, 2012 CFR

    2012-07-01

    ... 29 Labor 4 2012-07-01 2012-07-01 false Drug-free workplace. 1472.635 Section 1472.635 Labor Regulations Relating to Labor (Continued) FEDERAL MEDIATION AND CONCILIATION SERVICE GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 1472.635 Drug-free workplace....

  5. 29 CFR 1472.635 - Drug-free workplace.

    Code of Federal Regulations, 2013 CFR

    2013-07-01

    ... 29 Labor 4 2013-07-01 2013-07-01 false Drug-free workplace. 1472.635 Section 1472.635 Labor Regulations Relating to Labor (Continued) FEDERAL MEDIATION AND CONCILIATION SERVICE GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 1472.635 Drug-free workplace....

  6. 29 CFR 1472.635 - Drug-free workplace.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 29 Labor 4 2010-07-01 2010-07-01 false Drug-free workplace. 1472.635 Section 1472.635 Labor Regulations Relating to Labor (Continued) FEDERAL MEDIATION AND CONCILIATION SERVICE GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 1472.635 Drug-free workplace....

  7. 14 CFR 1260.38 - Drug-free workplace.

    Code of Federal Regulations, 2012 CFR

    2012-01-01

    ... at 21 CFR 1308.11 through 1308.15. Conviction means a finding of guilt (including a plea of nolo... 14 Aeronautics and Space 5 2012-01-01 2012-01-01 false Drug-free workplace. 1260.38 Section 1260... AGREEMENTS General Provisions § 1260.38 Drug-free workplace. Drug-Free Workplace October 2000 (a)...

  8. 13 CFR 147.635 - Drug-free workplace.

    Code of Federal Regulations, 2014 CFR

    2014-01-01

    ... 13 Business Credit and Assistance 1 2014-01-01 2014-01-01 false Drug-free workplace. 147.635 Section 147.635 Business Credit and Assistance SMALL BUSINESS ADMINISTRATION GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (NONPROCUREMENT) Definitions § 147.635 Drug-free workplace....

  9. 15 CFR 29.635 - Drug-free workplace.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ... 15 Commerce and Foreign Trade 1 2011-01-01 2011-01-01 false Drug-free workplace. 29.635 Section 29.635 Commerce and Foreign Trade Office of the Secretary of Commerce GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 29.635 Drug-free workplace....

  10. 14 CFR 1260.38 - Drug-free workplace.

    Code of Federal Regulations, 2013 CFR

    2013-01-01

    ... at 21 CFR 1308.11 through 1308.15. Conviction means a finding of guilt (including a plea of nolo... 14 Aeronautics and Space 5 2013-01-01 2013-01-01 false Drug-free workplace. 1260.38 Section 1260... AGREEMENTS General Provisions § 1260.38 Drug-free workplace. Drug-Free Workplace October 2000 (a)...

  11. 31 CFR 20.635 - Drug-free workplace.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 31 Money and Finance: Treasury 1 2010-07-01 2010-07-01 false Drug-free workplace. 20.635 Section 20.635 Money and Finance: Treasury Office of the Secretary of the Treasury GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 20.635 Drug-free workplace....

  12. 14 CFR 1267.635 - Drug-free workplace.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 14 Aeronautics and Space 5 2010-01-01 2010-01-01 false Drug-free workplace. 1267.635 Section 1267.635 Aeronautics and Space NATIONAL AERONAUTICS AND SPACE ADMINISTRATION GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 1267.635 Drug-free workplace....

  13. 15 CFR 29.635 - Drug-free workplace.

    Code of Federal Regulations, 2013 CFR

    2013-01-01

    ... 15 Commerce and Foreign Trade 1 2013-01-01 2013-01-01 false Drug-free workplace. 29.635 Section 29.635 Commerce and Foreign Trade Office of the Secretary of Commerce GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 29.635 Drug-free workplace....

  14. 31 CFR 20.635 - Drug-free workplace.

    Code of Federal Regulations, 2014 CFR

    2014-07-01

    ... 31 Money and Finance: Treasury 1 2014-07-01 2014-07-01 false Drug-free workplace. 20.635 Section 20.635 Money and Finance: Treasury Office of the Secretary of the Treasury GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 20.635 Drug-free workplace....

  15. 15 CFR 29.635 - Drug-free workplace.

    Code of Federal Regulations, 2014 CFR

    2014-01-01

    ... 15 Commerce and Foreign Trade 1 2014-01-01 2014-01-01 false Drug-free workplace. 29.635 Section 29.635 Commerce and Foreign Trade Office of the Secretary of Commerce GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 29.635 Drug-free workplace....

  16. 14 CFR 1267.635 - Drug-free workplace.

    Code of Federal Regulations, 2012 CFR

    2012-01-01

    ... 14 Aeronautics and Space 5 2012-01-01 2012-01-01 false Drug-free workplace. 1267.635 Section 1267.635 Aeronautics and Space NATIONAL AERONAUTICS AND SPACE ADMINISTRATION GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 1267.635 Drug-free workplace....

  17. 14 CFR § 1267.635 - Drug-free workplace.

    Code of Federal Regulations, 2014 CFR

    2014-01-01

    ... 14 Aeronautics and Space 5 2014-01-01 2014-01-01 false Drug-free workplace. § 1267.635 Section § 1267.635 Aeronautics and Space NATIONAL AERONAUTICS AND SPACE ADMINISTRATION GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 1267.635 Drug-free workplace....

  18. The Virtual Workplace Ethnography: Positioning Student Writers as Knowledge Makers

    ERIC Educational Resources Information Center

    Sommers, Jeff

    2015-01-01

    The Virtual Workplace Ethnography is a first-year composition assignment that positions students as knowledge makers by requiring them to apply a theoretical lens ("Working Knowledge") to a video representation of a workplace. The lens provides multiple terms for analysis of workplace behaviors in context, providing a scaffolding for…

  19. Constituent Aspects of Workplace Guidance in Secondary VET

    ERIC Educational Resources Information Center

    Swager, Robert; Klarus, Ruud; van Merriënboer, Jeroen J. G.; Nieuwenhuis, Loek F. M.

    2015-01-01

    Purpose: This paper aims to present an integrated model of workplace guidance to enhance awareness of what constitutes good guidance, to improve workplace guidance practices in vocational education and training. Design/methodology/approach: To identify constituent aspects of workplace guidance, a systematic search of Web of Science was conducted,…

  20. An Economic Model of Workplace Mobbing in Academe

    ERIC Educational Resources Information Center

    Faria, Joao Ricardo; Mixon, Franklin G., Jr.; Salter, Sean P.

    2012-01-01

    Workplace bullying or mobbing can be defined as the infliction of various forms of abuse (e.g., verbal, emotional, psychological) against a colleague or subordinate by one or more other members of a workplace. Even in the presence of academic tenure, workplace mobbing remains a prevalent issue in academe. This study develops an economic model that…

  1. 2 CFR 182.635 - Drug-free workplace.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ... 2 Grants and Agreements 1 2011-01-01 2011-01-01 false Drug-free workplace. 182.635 Section 182.635 Grants and Agreements Office of Management and Budget Guidance for Grants and Agreements OFFICE OF...-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 182.635 Drug-free workplace. Drug-free...

  2. 13 CFR 147.635 - Drug-free workplace.

    Code of Federal Regulations, 2012 CFR

    2012-01-01

    ... 13 Business Credit and Assistance 1 2012-01-01 2012-01-01 false Drug-free workplace. 147.635 Section 147.635 Business Credit and Assistance SMALL BUSINESS ADMINISTRATION GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (NONPROCUREMENT) Definitions § 147.635 Drug-free workplace....

  3. 14 CFR 1267.635 - Drug-free workplace.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ... 14 Aeronautics and Space 5 2011-01-01 2010-01-01 true Drug-free workplace. 1267.635 Section 1267.635 Aeronautics and Space NATIONAL AERONAUTICS AND SPACE ADMINISTRATION GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 1267.635 Drug-free workplace....

  4. 13 CFR 147.635 - Drug-free workplace.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 13 Business Credit and Assistance 1 2010-01-01 2010-01-01 false Drug-free workplace. 147.635 Section 147.635 Business Credit and Assistance SMALL BUSINESS ADMINISTRATION GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (NONPROCUREMENT) Definitions § 147.635 Drug-free workplace....

  5. 31 CFR 20.635 - Drug-free workplace.

    Code of Federal Regulations, 2013 CFR

    2013-07-01

    ... 31 Money and Finance: Treasury 1 2013-07-01 2013-07-01 false Drug-free workplace. 20.635 Section 20.635 Money and Finance: Treasury Office of the Secretary of the Treasury GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 20.635 Drug-free workplace....

  6. 31 CFR 20.635 - Drug-free workplace.

    Code of Federal Regulations, 2012 CFR

    2012-07-01

    ... 31 Money and Finance: Treasury 1 2012-07-01 2012-07-01 false Drug-free workplace. 20.635 Section 20.635 Money and Finance: Treasury Office of the Secretary of the Treasury GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 20.635 Drug-free workplace....

  7. 2 CFR 182.635 - Drug-free workplace.

    Code of Federal Regulations, 2014 CFR

    2014-01-01

    ... 2 Grants and Agreements 1 2014-01-01 2014-01-01 false Drug-free workplace. 182.635 Section 182.635 Grants and Agreements Office of Management and Budget Guidance for Grants and Agreements OFFICE OF... FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 182.635 Drug-free workplace....

  8. 31 CFR 20.635 - Drug-free workplace.

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ... 31 Money and Finance: Treasury 1 2011-07-01 2011-07-01 false Drug-free workplace. 20.635 Section 20.635 Money and Finance: Treasury Office of the Secretary of the Treasury GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 20.635 Drug-free workplace....

  9. 15 CFR 29.635 - Drug-free workplace.

    Code of Federal Regulations, 2012 CFR

    2012-01-01

    ... 15 Commerce and Foreign Trade 1 2012-01-01 2012-01-01 false Drug-free workplace. 29.635 Section 29.635 Commerce and Foreign Trade Office of the Secretary of Commerce GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 29.635 Drug-free workplace....

  10. 13 CFR 147.635 - Drug-free workplace.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ... 13 Business Credit and Assistance 1 2011-01-01 2011-01-01 false Drug-free workplace. 147.635 Section 147.635 Business Credit and Assistance SMALL BUSINESS ADMINISTRATION GOVERNMENTWIDE REQUIREMENTS FOR DRUG-FREE WORKPLACE (NONPROCUREMENT) Definitions § 147.635 Drug-free workplace....

  11. Integrating Mathematics, Statistics, and Technology in Vocational and Workplace Education.

    ERIC Educational Resources Information Center

    Fitzsimons, Gail E.

    2001-01-01

    Workplace mathematics and statistics are essential for communication and decision-making, and mathematics, statistics, and technology education in/for the workplace must take into account the cultural diversity that exists within and between workplaces. Outlines some ways in which to address the challenge of making mathematics, statistics, and…

  12. Approaches to Learning at Work and Workplace Climate.

    ERIC Educational Resources Information Center

    Kirby, John R.; Knapper, Christopher K.; Evans, Christina J.; Carty, Allan E.; Gadula, Carla

    2003-01-01

    Studies 1 and 2 explored the factor structure of the Approaches to Work Questionnaire (AWQ) and Workplace Climate Questionnaire (n=305, n=172). Study 3 tested scales and structure of the revised AWQ, identifying three factors: deep, surface-rational, and surface-disorganized workplace learning. Workplace Climate Questionnaire components were good…

  13. What Makes for Good Workplace Learning? At a Glance.

    ERIC Educational Resources Information Center

    National Centre for Vocational Education Research, Leabrook (Australia).

    Workplace learning, both formal and informal, is taking on an increasingly important role in the education and training of the workforce. Based on an analysis of recent research on workplace learning in Australia, in an 'ideal' workplace learning situation enterprises would have in place the elements outlined in the following key findings: (1)…

  14. [Accountance of anthropological data of medical personnel in designing of workplaces of mobile medical complex].

    PubMed

    Naĭchenko, M V

    2011-01-01

    It is shown that during the sizing of constructions of workplaces of mobile medical complexes it is necessary to consider anthropometric and biomechanical data of medical staff However, the standard technical documentation of the anthropometric data of the human controller is out of date and doesn't correspond to the modern generation. That's why was carried the anthropometric research of male and female members of medical staff of different hospitals for the purpose of anthropometric and biomechanical data acquisition for the sizing of constructions of workplaces of mobile medical complexes. The results of sizing showed the increase of standing height of the members of medical staff By this virtue was calculated the inner side of mobile medical complex for the supplying of comfort labor conditions. PMID:21506330

  15. Nurses' knowledge, attitudes and willingness to participate officially in workplace Healthcare Ethics Committees (HEC).

    PubMed

    Rubinstein, Dorit; Tabak, Nili

    2012-03-01

    This research was designed to assess nurses' perceptions, knowledge, attitudes and intentions in relation to nurse participation in Healthcare Ethics Committees (HECs). A convenience sample of 87 nurses from five Israeli hospitals completed a self-administered questionnaire, whose data were then analyzed by quantitative statistics. The main findings were that large percentages of nurses were totally ignorant of the existence and functioning of the HEC in their workplaces. Nurses in managerial roles were (a) much more knowledgeable on these matters than staff nurses and (b) regarded more positively the idea that nurses had an obligation to sit on such committees. Workplace role and rank in the organizational hierarchy had a stronger impact on nurse attitudes to HEC work than level of education. Overall, nurse willingness to sit on an HEC and to take special training in preparation for such a role were high.

  16. Principles for Public Funding of Workplace Learning. A Review To Identify Models of Workplace Learning & Funding Principles.

    ERIC Educational Resources Information Center

    Hawke, Geof; Mawer, Giselle; Connole, Helen; Solomon, Nicky

    Models of workplace learning and principles for funding workplace learning in Australia were identified through case studies and a literature review. A diverse array of workplace-based approaches to delivering nationally recognized qualifications were identified. The following were among the nine funding proposals formulated: (1) funding…

  17. Workplace Learning Curriculum Guides. Volume VIII: Enhanced Basic Skills--Listening Skills, Communications, Speech, Self-Esteem, Individual Workplace Skills.

    ERIC Educational Resources Information Center

    Colorado Community Coll. and Occupational Education System, Denver.

    This volume, the last of a series of eight curriculum guides compiled by the Colorado Workplace Learning Initiative: 1991-92, contains 11 workplace literacy courses on enhanced basic skills including listening skills, communications, speech, self-esteem, and individual workplace skills. Introductory materials include a table of contents and a list…

  18. Hospital fundamentals.

    PubMed

    Althausen, Peter L; Hill, Austin D; Mead, Lisa

    2014-07-01

    Under the current system, orthopaedic trauma surgeons must work in some form of hospital setting as our primary service involves treatment of the trauma patient. We must not forget that just as a trauma center cannot exist without our services, we cannot function without their support. As a result, a clear understanding of the balance between physicians and hospitals is paramount. Historical perspective enables physicians and hospital personnel alike to understand the evolution of hospital-physician relationship. This process should be understood upon completion of this chapter. The relationship between physicians and hospitals is becoming increasingly complex and multiple forms of integration exist such as joint ventures, gain sharing, and co-management agreements. For the surgeon to negotiate well, an understanding of hospital governance and the role of the orthopaedic traumatologist is vital to success. An understanding of the value provided by the traumatologist includes all aspects of care including efficiency, availability, cost effectiveness, and research activities. To create effective and sustainable healthcare institutions, physicians and hospitals must be aligned over a sustained period of time. Unfortunately, external forces have eroded the historical basis for the working relationship between physicians and hospitals. Increased competition and reimbursement cuts, coupled with the increasing demands for quality, efficiency, and coordination and the payment changes outlined in healthcare reform, have left many organizations wondering how to best rebuild the relationship. The principal goal for the physician when partnering with a hospital or healthcare entity is to establish a sustainable model of service line management that protects or advances the physician's ability to make impactful improvements in quality of patient care, decreases in healthcare costs, and improvements in process efficiency through evidence-based practices and protocols. PMID

  19. Hospital fundamentals.

    PubMed

    Althausen, Peter L; Hill, Austin D; Mead, Lisa

    2014-07-01

    Under the current system, orthopaedic trauma surgeons must work in some form of hospital setting as our primary service involves treatment of the trauma patient. We must not forget that just as a trauma center cannot exist without our services, we cannot function without their support. As a result, a clear understanding of the balance between physicians and hospitals is paramount. Historical perspective enables physicians and hospital personnel alike to understand the evolution of hospital-physician relationship. This process should be understood upon completion of this chapter. The relationship between physicians and hospitals is becoming increasingly complex and multiple forms of integration exist such as joint ventures, gain sharing, and co-management agreements. For the surgeon to negotiate well, an understanding of hospital governance and the role of the orthopaedic traumatologist is vital to success. An understanding of the value provided by the traumatologist includes all aspects of care including efficiency, availability, cost effectiveness, and research activities. To create effective and sustainable healthcare institutions, physicians and hospitals must be aligned over a sustained period of time. Unfortunately, external forces have eroded the historical basis for the working relationship between physicians and hospitals. Increased competition and reimbursement cuts, coupled with the increasing demands for quality, efficiency, and coordination and the payment changes outlined in healthcare reform, have left many organizations wondering how to best rebuild the relationship. The principal goal for the physician when partnering with a hospital or healthcare entity is to establish a sustainable model of service line management that protects or advances the physician's ability to make impactful improvements in quality of patient care, decreases in healthcare costs, and improvements in process efficiency through evidence-based practices and protocols.

  20. 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

  1. 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

  2. Workplace Violence and Harassment Against Emergency Medicine Residents

    PubMed Central

    Schnapp, Benjamin H.; Slovis, Benjamin H.; Shah, Anar D.; Fant, Abra L.; Gisondi, Michael A.; Shah, Kaushal H.; Lech, Christie A.

    2016-01-01

    Introduction Several studies have shown that workplace violence in the emergency department (ED) is common. Residents may be among the most vulnerable staff, as they have the least experience with these volatile encounters. The goal for this study was to quantify and describe acts of violence against emergency medicine (EM) residents by patients and visitors and to identify perceived barriers to safety. Methods This cross-sectional survey study queried EM residents at multiple New York City hospitals. The primary outcome was the incidence of violence experienced by residents while working in the ED. The secondary outcomes were the subtypes of violence experienced by residents, as well as the perceived barriers to safety while at work. Results A majority of residents (66%, 78/119) reported experiencing at least one act of physical violence during an ED shift. Nearly all residents (97%, 115/119) experienced verbal harassment, 78% (93/119) had experienced verbal threats, and 52% (62/119) reported sexual harassment. Almost a quarter of residents felt safe “Occasionally,” “Seldom” or “Never” while at work. Patient-based factors most commonly cited as contributory to violence included substance use and psychiatric disease. Conclusion Self-reported violence against EM residents appears to be a significant problem. Incidence of violence and patient risk factors are similar to what has been found previously for other ED staff. Understanding the prevalence of workplace violence as well as the related systems, environmental, and patient-based factors is essential for future prevention efforts. PMID:27625721

  3. Workplace Violence and Harassment Against Emergency Medicine Residents

    PubMed Central

    Schnapp, Benjamin H.; Slovis, Benjamin H.; Shah, Anar D.; Fant, Abra L.; Gisondi, Michael A.; Shah, Kaushal H.; Lech, Christie A.

    2016-01-01

    Introduction Several studies have shown that workplace violence in the emergency department (ED) is common. Residents may be among the most vulnerable staff, as they have the least experience with these volatile encounters. The goal for this study was to quantify and describe acts of violence against emergency medicine (EM) residents by patients and visitors and to identify perceived barriers to safety. Methods This cross-sectional survey study queried EM residents at multiple New York City hospitals. The primary outcome was the incidence of violence experienced by residents while working in the ED. The secondary outcomes were the subtypes of violence experienced by residents, as well as the perceived barriers to safety while at work. Results A majority of residents (66%, 78/119) reported experiencing at least one act of physical violence during an ED shift. Nearly all residents (97%, 115/119) experienced verbal harassment, 78% (93/119) had experienced verbal threats, and 52% (62/119) reported sexual harassment. Almost a quarter of residents felt safe “Occasionally,” “Seldom” or “Never” while at work. Patient-based factors most commonly cited as contributory to violence included substance use and psychiatric disease. Conclusion Self-reported violence against EM residents appears to be a significant problem. Incidence of violence and patient risk factors are similar to what has been found previously for other ED staff. Understanding the prevalence of workplace violence as well as the related systems, environmental, and patient-based factors is essential for future prevention efforts.

  4. Collaborative Teaching and Learning in the Workplace

    ERIC Educational Resources Information Center

    Tanggaard, Lene

    2005-01-01

    This article considers teaching and learning as a collaborative enterprise in the workplace. The empirical data have been extracted from a field study among apprentices engaged in electromechanical vocational training and education in a major Danish industrial company. Typically, studies of apprenticeship learning do not view aspects of teaching…

  5. Workplace Learning: What's the Rate of Return?

    ERIC Educational Resources Information Center

    Hase, Stewart; Davis, Lester

    A 3-year research program on workplace learning was based on action research and involved the gradual implementation of "Work Activity Briefings" every 2 weeks or whenever a major task was to be undertaken at selected construction sites managed by an Australian mining and construction company. The briefings were regular meetings between all those…

  6. Blackboard Bullies: Workplace Bullying in Primary Schools

    ERIC Educational Resources Information Center

    Fahie, Declan

    2014-01-01

    This paper offers a comprehensive examination of the "lived experience" of workplace bullying in primary schools in Ireland. Underpinned by the qualitative analysis of in-depth interviews with a class teacher, a chairperson of a Board of Management and a school principal--all of whom who believe themselves to have been targets of…

  7. Project Future. A Workplace Literacy Project.

    ERIC Educational Resources Information Center

    Jefferson County Public Schools, Louisville, KY.

    This document contains 12 units of study for a competency-based workplace literacy program, developed by Jefferson County Public Schools in Louisville, Kentucky, for a local plastics and engineering company. Each unit covers between two and nine competencies. Of the 12 units, 5 are devoted to language skills and 7 are devoted to mathematics. Each…

  8. Workplace Discrimination and the Perception of Disability

    ERIC Educational Resources Information Center

    Draper, William R.

    2012-01-01

    Decisions by the EEOC in favor of claimants perceived to have disabilities disproportionately exceeded those in favor of claimants with documented disabilities. This finding lends support to the assertion that unconscious/implicit bias is persistent in the workplace. [The dissertation citations contained here are published with the permission of…

  9. Partnership and Workplace Learning at BT

    ERIC Educational Resources Information Center

    Education & Training, 2002

    2002-01-01

    Explores BT's partnership with the Communication Workers' Union and London University's Queen Mary and Westfield College and examines its significance for the development of a degree level programme of workplace learning. Describes the programme's philosophy, aims, funding and effectiveness. Incorporates interviews with BT managers, trade union…

  10. Workforce & Workplace Literacy. Selected References. Revised.

    ERIC Educational Resources Information Center

    BCEL Brief, 1993

    1993-01-01

    This annotated bibliography describes 42 documents dealing with work force and workplace literacy. Annotations are provided for 17 how-to guides and assessment tools, 19 policy reports and research papers, and 6 surveys. The following are among the topics covered in the individual documents described: job-related literacy training, basic skills in…

  11. Drugs in the Workplace: Legal Developments.

    ERIC Educational Resources Information Center

    Scholick, Gary P.

    1989-01-01

    An update on legal aspects of drug testing in the workplace looks at pre-employment screening, reasonable suspicion testing, routine testing in periodic physical examinations, random testing, and unionized employers. Practical guidelines are given for minimizing obtrusiveness, confirmatory tests, laboratory selection, notification of policy,…

  12. Workplace Stress and the Student Learning Experience

    ERIC Educational Resources Information Center

    Stevenson, Anne; Harper, Sarah

    2006-01-01

    Purpose: To investigate the possible effects of workplace stress in academics on the student learning experience. Design/methodology/approach: Questionnaires were designed and distributed to all academic staff at a Scottish Higher Education Institute. This measured perceived levels of stress amongst academic staff and the possible impact of this…

  13. Workplace Mobbing: A Discussion for Librarians

    ERIC Educational Resources Information Center

    Hecker, Thomas E.

    2007-01-01

    Workplace mobbing occurs in libraries but is usually unrecognized and unchecked because the phenomenon has not been described and given a name. This discussion provides the library profession with an overview but also with specific background details to assist with recognizing mobbing and preventing severe harm to employees and organizations.

  14. Workplace Literacy: A Curriculum Development Guide.

    ERIC Educational Resources Information Center

    Cook, Cindy; Godley, Vera, Ed.

    This guide describes the process used by the Cambodian Mutual Assistance Association of Greater Lowell, and Altron, Inc., a local manufacturer, to design, establish, and operate a workplace literacy program. The first chapter outlines steps and considerations in setting up the program, including the establishment of a successful collaboration,…

  15. Four Essential Dimensions of Workplace Learning

    ERIC Educational Resources Information Center

    Hopwood, Nick

    2014-01-01

    Purpose: This conceptual paper aims to argue that times, spaces, bodies and things constitute four essential dimensions of workplace learning. It examines how practices relate or hang together, taking Gherardi's texture of practices or connectedness in action as the foundation for making visible essential but often overlooked dimensions of…

  16. Strategies for Workplace Training. Lessons from Abroad.

    ERIC Educational Resources Information Center

    Lynch, Lisa M.

    Workplace training strategies in selected foreign countries were examined from the standpoint of their relevance to development of a national training policy in the United States. Case studies of the following were conducted: apprenticeship training in Germany, enterprise-based training in Japan, stimulation of training by training taxes in France…

  17. Workplace 2000 Project. Final Performance Report.

    ERIC Educational Resources Information Center

    West Virginia Northern Community Coll., Wheeling.

    West Virginia Northern Community College provided workplace literacy education and training for employees of Weirton Steel Corporation and Union Carbide Corporation. For Weirton Steel the training included 4,040 hours of instruction in fundamental literacy skills (reading, writing, speaking, and math), oral and written communications (including…

  18. Cancer in the Workplace: A Neglected Problem.

    ERIC Educational Resources Information Center

    Stead, W. Edward; Stead, Jean G.

    1980-01-01

    Studies the presence of carcinogenic substances in the workplace and of the personnel profession's apparent lack of awareness on the subject. Examples are taken from the petrochemical, asbestos, and chemical industries. Personnel managers are urged to inform and educate employees about the risks of contracting cancer on the job. (CT)

  19. Temporal Patterns of Communication in the Workplace

    ERIC Educational Resources Information Center

    Su, Norman Makoto

    2009-01-01

    In this dissertation, we report on results of an in-depth observational study to understand the temporal dimension of communication in the workplace. By employing the "shadowing" method for in situ to-the-second data gathering of information workers' behaviors, we gained a detailed snapshot of informants' workdays, "warts and all." Our…

  20. Workplace Learning to Create Social Quality

    ERIC Educational Resources Information Center

    Thijssen, Thomas

    2014-01-01

    Purpose: The present study aims to focus on workplace learning and understanding learning as creation (Kessels, 1995, 1996, 2001; Verdonschot, 2009; Billett and Choy, 2013) to bridge the gap between education and practice addressing the complex real world issue of poverty and social exclusion in The Netherlands. When researchers and practitioners…

  1. Workplace Factors Associated with Family Dinner Behaviors

    ERIC Educational Resources Information Center

    Allen, Tammy D.; Shockley, Kristen M.; Poteat, Laura F.

    2008-01-01

    This study investigated relationships between workplace factors and family dinners. We examined two aspects of the family dinner, the frequency that the entire family typically has dinner together each week and the frequency that children eat fast food for dinner. Participants were 220 parents who worked at least 20 h a week and had at least one…

  2. Building Workplace Vocabulary for Pipefitters. Compound Words.

    ERIC Educational Resources Information Center

    Atkinson, Rhonda; And Others

    Developed by the ABCs of Construction National Workplace Literacy Project, this fifth-grade level module teaches strategies for finding the meanings of compound words used in technical writing encountered by pipefitters. It also addresses working with words in context and finding definitions with a dictionary. Four exercises are provided. (YLB)

  3. Approaches to Learning in the Workplace

    ERIC Educational Resources Information Center

    Geertshuis, Susan A.; Fazey, John A.

    2006-01-01

    Purpose: The aim of this study is to explore approaches to learning in the workplace. Design/methodology/approach: Computer based questionnaires are used with a sample of over 300 employees. Findings: Using a version of the Revised Approaches to Study Inventory (RASI) adapted to workforce development, the factor structure of deep, surface and…

  4. Violence in the Workplace: Avoiding Institutional Liability.

    ERIC Educational Resources Information Center

    Marsh, Ranaye J.; Hall, Bradley H.

    This document is intended to provide career and technical education faculty and administrators with information on institutional liability relating to workplace violence as documented in court cases. The major legislation regarding violence in schools is summarized. Seventeen warning signs of violence are presented along with simple steps…

  5. Industry Leader Perceptions of Workplace Safety

    ERIC Educational Resources Information Center

    Dunlap, Erik Scott

    2009-01-01

    This study investigated the perceptions of workplace safety held by industry leaders who were near completion of a Master of Business Administration (MBA) degree. This was a qualitative study that utilized interpretivism as the theoretical framework. The study sought to answer four research questions. (1) How do participants conceptualize…

  6. Preparing ESP Learners for Workplace Placement

    ERIC Educational Resources Information Center

    Wood, David

    2009-01-01

    Engineering students in North American universities often participate in cooperative education placements in workplaces as part of the requirements for their degrees and professional certification. Students for whom English is an L2 often experience difficulties in these placements due to the fact that while their academic language ability may be…

  7. Residence Time and Military Workplace Literacies

    ERIC Educational Resources Information Center

    Doe, Sue; Doe, William W., III

    2013-01-01

    Despite widespread interest in the reintegration of Post-9/11 military veterans into civilian life, the literacies of Post-9/11 veterans, both academic and professional, remain largely untheorized. This paper addresses this dearth of information by examining the induction processes and resulting workplace literacies of soldiers, airmen/women,…

  8. Teacher Learning in the Workplace and Community.

    ERIC Educational Resources Information Center

    National Center for Research in Vocational Education, Berkeley, CA.

    This document contains nine papers: four briefs that provide ideas, examples, and resources for practitioners, administrators, and policymakers interested in promoting teacher learning in the workplace and the community and five case studies that illustrate best practices and models for conducting professional development programs for teachers in…

  9. Project RISE: Workplace Literacy Education in Context.

    ERIC Educational Resources Information Center

    Beder, Hal; And Others

    A reflective self-assessment process was used to evaluate Project RISE, a 1-year, federally funded workplace literacy project. The goal of the evaluation was to help staff understand their collective experience in a way that might help them to serve their clients more effectively in the future. A list of the most critical problems faced by staff…

  10. Workplace Bullying in a Group Context

    ERIC Educational Resources Information Center

    Coyne, Iain; Craig, Jane; Smith-Lee Chong, Penelope

    2004-01-01

    This study examined the sociometric status of victims, perpetrators and bully-victims (those who self-reported being a victim and a perpetrator) in functional workplace teams and assessed the relationship between victimisation and bullying on team effectiveness. A sample of 288 fire-fighter personnel in 36 teams were asked to self-report and…

  11. Core Curriculum. A Workplace Specific Curriculum.

    ERIC Educational Resources Information Center

    Nickles, Ann; And Others

    This core curriculum is designed for use in helping employees participating in a workplace-specific basic skills program develop basic team-building skills while simultaneously developing basic reading, writing, and mathematics skills. Although many of the instructional materials and sample forms included are applicable to employees in most…

  12. Adaptive Feedback Improving Learningful Conversations at Workplace

    ERIC Educational Resources Information Center

    Gaeta, Matteo; Mangione, Giuseppina Rita; Miranda, Sergio; Orciuoli, Francesco

    2013-01-01

    This work proposes the definition of an Adaptive Conversation-based Learning System (ACLS) able to foster computer-mediated tutorial dialogues at the workplace in order to increase the probability to generate meaningful learning during conversations. ACLS provides a virtual assistant selecting the best partner to involve in the conversation and…

  13. When Violence Threatens the Workplace: Personnel Issues.

    ERIC Educational Resources Information Center

    Willits, Robert L.

    1997-01-01

    Discusses violence in the workplace and suggests a three-tier approach to dealing with violence in libraries that focuses on personnel issues: (1) preventive measures, including applicant screening, supervisory training, and employee assistance programs; (2) threat management, including policy formation and legal action; and (3) crisis/post-trauma…

  14. Reconciling Writing in Academic and Workplace Settings.

    ERIC Educational Resources Information Center

    Kryder, LeeAnne

    1995-01-01

    Investigates some of the disjunctions between writing as it is taught in academic institutions and writing as it is employed in professional workplaces, especially in the areas of writing context, time pressure, collaboration, and consequences of writing. Considers how these disjunctions might be addressed in the writing classroom. (TB)

  15. Preventing Sexual Harassment in the Workplace.

    ERIC Educational Resources Information Center

    Thacker, Rebecca A.

    1992-01-01

    Keeping sexual harassment incidents at bay in the workplace involves prevention training that teaches people how to identify harassment and how to respond, using such techniques as role play and discussion. Trainees should also be informed of the organization's policy and procedures for reporting complaints. (JOW)

  16. Modeling the Global Workplace Using Emerging Technologies

    ERIC Educational Resources Information Center

    Dorazio, Patricia; Hickok, Corey

    2008-01-01

    The Fall 2006 term of COM495, Senior Practicum in Communication, offered communication and information design students the privilege of taking part in a transatlantic intercultural virtual project. To emulate real world experience in today's global workplace, these students researched and completed a business communication project with German…

  17. Reading and Language. Workplace Education Program Curriculum.

    ERIC Educational Resources Information Center

    Burkhart, Jennifer; Sullivan, Mark

    The BUILD Program (Businesses United to Increase Literacy Development) was conducted from June 1991 through December 1992 as a cooperative workplace literacy program joining Arapahoe Community College and four companies in Littleton, Colorado. This document consists of two modules for the reading and language instruction classes of the program.…

  18. Workplace Learning, Knowledge, Practice and Transformation

    ERIC Educational Resources Information Center

    Avis, James

    2010-01-01

    The paper explores conceptualisations of workplace learning, knowledge and practice. It sets the discussion in its socio-economic context, one in which knowledge is seen as the route not only to societal competitiveness but also to wellbeing. Such arguments emphasise the turbulent environment in which work is set as well as the fluidity and…

  19. Incidental Learning in a Complex Clinical Workplace

    ERIC Educational Resources Information Center

    Harner, Michael Dean

    2013-01-01

    Workplace learning is complex as employees engage in activities to meet organizational objectives. This study investigates incidental learning in a complex clinical environment. The systems created to collect information and perform patient-visit functions involve several people who have distinct roles that can impact how subsequent people in the…

  20. The Struggles of Reluctant Workplace Bloggers

    ERIC Educational Resources Information Center

    Shafie, Latisha Asmaak; Jusoff, Kamaruzaman

    2009-01-01

    Blogs act as knowledge repositories and personalize knowledge management within learning organizations.These knowledge repositories allow capturing and disseminating tacit knowledge which improve task implementations. However, workplace blogging is not popular among academicians as there are not many academicians blog about their working…