117 research outputs found

    Compliant, low profile, independently releasing, non-protruding and genderless docking system for robotic modules

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    An apparatus for coupling with a mating coupling module to facilitate the joining of two disjoined structures without requiring precise alignment between the disjoined structures during the coupling of them may include a rotating drive mechanism, a hollow cylindrical body operatively connected to the rotating drive mechanism, wherein the hollow cylindrical body has at least one internal spiral channel, and at least one connector claw positioned within the hollow cylindrical body and guided by the internal spiral channel, wherein the at least one connector claw is configured to extend outwardly from the coupling module to engage the mating coupling module when brought in close proximity but not necessarily in precise alignment with the mating coupling module

    Exploring how by adopting an adaptive leadership approach, a program Chair can improve the currently insufficient faculty engagement in basic research to meet the requirements set by the accreditation body, in a collaborative nursing program in Ontario.

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    This Organizational Improvement Plan (OIP) proposes a leadership-based solution that aims to increase faculty commitment to conducting basic research in an Ontario college. The current and future status of research in a Collaborative Nursing Degree program where basic research is mandated by the accreditation body are reviewed. After conducting a comprehensive review of the organizational context, vision, and leadership, contingency theory of leadership was recognized as the most appropriate organizational theory. Guided by contingency theory, distributed and resilient leadership models were chosen to help gain an in-depth understanding of the needs, capabilities, and motivations of the faculty. Kotter’s (2012) eight-stage process was chosen as the framework for change planning. This model is a highly structured step-by-step process that helps managers know what they should do and when and how they are ready to move to the next stage (Cawsey et al., 2016). Four possible solutions are examined; creating a research mentor role has been identified as the preferred solution. Quality mentoring has been linked to more successful research activities, improved research productivity, and ultimately, higher professional satisfaction among the mentees. Through connecting with the organizational analysis and the possible solutions, as well as Kotter and Schlesinger’s (2008) methods for dealing with resistance to change, a comprehensive implementation plan was identified. The Plan-Do-Study-Act evaluation and monitoring framework was selected to examine the change process. This OIP can be adopted by and applied to similar contexts, where change leadership is used to guide changes to practices and, ultimately, to the organizational culture
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