227 research outputs found
Impact of Tennessee\u27s Value-added Assessment System on School Superintendents\u27 Decision-making
The problem related to this study was to develop a clearer understanding of the impact of Tennessee\u27s Value-Added Assessment System (TVAAS) on school superintendents\u27 decision-making responsibilities in view of school reform efforts at both the national and state levels during the last decade. The purpose of this study was to identify relationships between three independent variables (superintendents\u27 years of experience, superintendents\u27 perceived degree of personnel acceptance, and superintendents\u27 perceived technical assistance availability for data analysis and interpretation of results) and superintendents perceptions of the system on eight aspects (student learning; teacher performance; school system success; educational accountability; educational equality; assessment decisions; personnel decisions; and, curriculum and professional development decisions). Superintendents in the 139 Tennessee school systems were surveyed using an instrument containing 51 response items. The return rate was 81% (N = 112). Six research questions were answered by analyzing 24 null hypotheses using the chi square test, with Kendall\u27s Tau-B for determining strength of relationships. Hypotheses were tested at the.05 level of significance. All null hypotheses related to superintendents\u27 perceived degree of school personnel acceptance were rejected, with the exception of personnel decisions. All null hypotheses related to superintendents\u27 years of experience were retained. The null hypothesis related to superintendents\u27 perceived TVAAS technical assistance received and educational accountability was rejected. All other null hypotheses related to superintendents\u27 perceived technical assistance availability regarding data analysis and interpretation of value-added assessment results were retained. Results indicated the practice of participatory leadership among Tennessee superintendents. Recommendations included further research to determine possible differences between rural and urban school systems and between elected and appointed superintendents across Tennessee
A Novel Risk Assessment Model for Prefabricated Building Construction Based on Combination Weight and Catastrophe Progression Method
To reduce the construction risk of prefabricated building projects, a prefabricated building construction risk assessment index system with five first-level indicators and 21 second-level indicators was established based on human, machine, material, management, and environmental factors. By combining the analytic hierarchy process (AHP), CRiteria Importance through Intercriteria Correlation (CRITIC), and catastrophe theory, a risk assessment model of prefabricated building construction based on a combination weighting and catastrophe progression method was constructed. The effectiveness of the assessment model using the combination weighting and catastrophe progression method was verified through case analysis. The results show the following: (1) The quality of the prefabricated components, the standardization degree of the prefabricated components, and the environment of the installation working space in the construction risk assessment indicators of prefabricated buildings obtained by the AHP-CRITIC weighting method have higher weights. (2) Four prefabricated construction enterprises under China State Construction Corporation are evaluated, and the evaluation results effectively evaluate the project risk situation before an accident occurred, achieving the goal of improving the risk management efficiency. (3) The AHP-CRITIC weighting method can reflect the fuzziness of the construction risk of the evaluated project, effectively reduce information loss, and thus make the evaluation results more accurate. The conclusions have important practical significance for improving the construction risk management of prefabricated buildings
Finnish Maritime Personnel's Conceptions on Safety Management and Safety Culture
The purpose of this thesis is to explore Finnish maritime personnel’s conceptions of safety management and its relationship with the concept of safety culture. In addition, the aim is to evaluate the impact of the ISM Code on the prevailing safety culture in the Finnish shipping business. A total of 94 interviewees and seven Finnish shipping companies were involved in this study. Thematic interviews were applied as the main research method for the study. The results were analysed qualitatively.
The results indicate that maritime safety culture can simultaneously demonstrate features of integration, differentiation and ambiguity. Basically, maritime personnel have a positive attitude towards safety management systems since they consider safety management beneficial and essential in general. However, the study also found considerable criticism among the interviewees. The interviewed maritime personnel did not criticise the ISM Code as such, yet they criticised the way the ISM Code has been applied in practise.
In order to understand the multiple perspectives of safety culture more comprehensively, multiple theoretical perspectives and methodological approaches are needed. This study indicates that safety culture and the impacts of the ISM Code should not be unambiguously studied solely quantitative methods or qualitative methods. By examining safety culture from several methodological and theoretical perspectives, one may gain a more versatile and holistic overview of safety culture.Tässä väitöskirjassa tarkastellaan suomalaisten merenkulkijoiden käsityksiä turvallisuusjohtamisesta ja sen suhdetta turvallisuuskulttuuriin. Lisäksi arvioidaan kansainvälisen merenkulun turvallisuusjohtamiskoodin (ISM-koodi) vaikutusta turvallisuuskulttuuriin suomalaisissa varustamoissa. Tutkimusta varten haastateltiin 94 merenkulun piirissä toimivaa henkilöä. Tutkimukseen osallistui seitsemän suomalaista varustamoa. Pääasiallisena tutkimusmenetelmänä käytettiin teemahaastatteluja, joiden tulokset analysoitiin laadullisesti.
Tutkimus osoitti, että turvallisuuskulttuurissa voi esiintyä samanaikaisesti yhdenmukaisia, erityviä sekä monimerkityksisiä piirteitä. Lähtökohtaisesti haastateltavat suhtautuivat myönteisesti turvallisuusjohtamiseen ja näkivät turvallisuusjohtamisjärjestelmät hyödyllisinä ja jopa välttämättöminä. Kuitenkin, tutkimus paljasti myös voimakasta kritiikkiä turvallisuusjohtamista kohtaan. Varsinaisesti ISM-koodia ei kritisoitu mutta sen soveltamisesta käytäntöön ei oltu tyytyväisiä.
Tutkimus osoitti, että turvallisuuskulttuurin kokonaisvaltaisempi ymmärtäminen edellyttää useamman eri teoreettisen näkökulman ja laajemman menetelmäsalkun hyödyntämistä. Turvallisuuskulttuurin ja ISM-koodin tutkimuksessa ei pidä tyytyä pelkästään määrällisiin menetelmiin tai pelkästään laadullisiin menetelmiin vaan näitä yhdistelemällä voidaan saavuttaa laajempi ymmärrys turvallisuuskulttuurista tutkimuksen kohteena.Siirretty Doriast
Quality recommendation to guarantee a good quality of life and improved services for older persons
The Ministry of Social Affairs and Health and the Association of Finnish Local and Regional Authorities issued a national framework for high-quality services for older people in 2001 and 2008. In 2013, the quality recommendation has been updated to accommodate changes taking place in the guidance and operational environment and the latest research information. The aim of the recommendation is to assist the implementation of the Act on Supporting the Functional Capacity of the Ageing Population and on Social and Health Care Services for Older Persons (the so-called Act on the Care Services for Older Persons). The quality recommendation was
prepared in a broad-based working group.
Like its predecessors, the recommendation is primarily intended to assist policy-makers and leaders in municipalities and local governmental joint services areas in the development and evaluation of services for the older population. It can also be utilised for the planning and evaluation of their own activities by many other parties, including providers of social and health care services, professionals in the field and third-sector actors.
The overall aim of the quality recommendation is to guarantee, as much as possible, the good health and functional capacity of the entire older population and high-quality, effective services for those older persons who need them. Similarly to the aforementioned Act, some of the recommendations thus apply to the population level, while others are targeted at the individual level. The main contents of the quality recommendation are:
inclusion and agency,
housing and living environment,
guaranteeing, as much as possible, the good health and functional capacity of the older population,
the right services at the right time,
the structure of services,
human resources for providing care and attention,
management.
All content areas have their own recommendations. Particular attention was paid to providing knowledge-based justifications and indicators by which the implementation of the recommendations can be systematically evaluated for the thematic areas that they cover. To facilitate those who draw on the recommendations, they also contain links to acts, other recommendations, government resolutions and other guidance documents that have an essential connection with the recommendation, as well as links to various support materials, including hand books and descriptions of good practices
THE IMPACT OF CV AND PERSONALITY ANALYSIS ON THE RECRUITMENT PROCESS: THE CASE STUDY OF TURKEY
In the era of economic globalization and knowledge economy, science and technology are not only the focus of competition among countries but also the focus of competition among enterprises. The most significant competition in the science and technology fields is related to human resources. For this reason, the recruitment and retention of the talent suitable for the development of the organization has become the center and origin of sustainable development and competitiveness. The traditional recruitment emphasizes on matching people to positions. An individual's knowledge, skills, and abilities are important to follow and fulfill the needs of a position in the best way. Therefore, the person-position recruitment model had become important for a certain period. However, this approach ignores the effects of individuals and other organizational factors on organizational development. In this approach, the degree of the match between recruited individuals and individual and organizational culture values cannot be estimated, and this leads to some adjustment problems. Therefore, there was a necessity to make some changes in the traditional recruitment model. If there is a new position, it should not only be called to fill it, candidates should be seen as individual psychological entities. In the new period, the focus was on the attitudes, character traits, and even hobbies of the employees. Before the companies decided on a candidate, they began to compare these features with their current teams’ and employees’ features. This approach helps a new employee to adjust himself/herself to the organization more easily and help the company save more time and money. Article visualizations
Єдина Європа: Погляд у майбутнє
Викладено результати наукових досліджень щодо сучасних проблем глобалізації та
інтеграційних процесів, участі в них українських та польських підприємств, вирішення екологічних та соціально-економічних питань, пов’язаних з інтеграційними процесами, підвищенням конкуренції та інтенсифікацією виробництва.
Видання буде корисним для наукових співробітників, фахівців-практиків, які
займаються проблемами європейського розвитку, викладачів, аспірантів, студентів вищих навчальних закладів, урядових і неурядових аналітичних організацій, інституцій ЄС
Promoting Effective Digital-Age Learning: A European Framework for Digitally-Competent Educational Organisations
Digital technologies are being incorporated in exciting and promising ways at all levels of education. To consolidate progress and to ensure scale and sustainability education institutions need to review their organisational strategies in order to enhance their capacity for innovation and to exploit the full potential of digital technologies and content. This report presents the European Framework for Digitally-Competent Educational Organisations (DigCompOrg). This framework can facilitate transparency and comparability between related initiatives throughout Europe and play a role in addressing fragmentation and uneven development across the Member States. The primary purposes of DigCompOrg framework are (i) to encourage self-reflection and self-assessment within educational organisations as they progressively deepen their engagement with digital learning and pedagogies (ii) to enable policy makers to design, implement and evaluate policy interventions for the integration and effective use of digital learning technologies.JRC.J.3-Information Societ
Organizational Change in the Workplace during the COVID-19 Pandemic
Failed change initiatives continuously plagued organizations throughout time, mainly because of the complexities involving the response to change. Researchers studied to understand the cause and effect of failed change efforts. The type of change often notes as a precursor to the kind of response, while the resistance to change was a catalyst to the 70% rate of failed change initiatives (Burnes & Jackson, 2011; Maheshwari & Vohra, 2015). Organizational change initiatives become further complicated, involving a crisis. This qualitative multiple case study included the phenomenon of unsuccessful change proposals during a crisis, its implications on job satisfaction and employee resistance, and the human resources sector’s culpability in this matter. COVID-19, a recent global pandemic, was the crisis in this study. Disruptions in the food services sector were the industry of choice studied. The participants were 16 employees and managers of fast food and casual dining establishments in California, Virginia, and North Carolina who experienced the changes brought on by COVID-19. Data came from structured in-person and telephone interviews and field studies. The findings revealed multiple themes, including (a) fear-driven compliance, (b) change generates opportunities, exposes deficiencies, and alters the workplace, (c) people, stress, and communication impacts job satisfaction, (d) employee resistance, and (e) human resources management ambiguity. A key recommendation implored the human resource sector to increase its visibility and manage its involvement with change initiatives, especially during a crisis. The recommendation is further studies that include interviewing human resources personnel and exploring different business sectors impacted by COVID-19
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