SNAP and TANF Administration in New York State Counties: Comparing Case-based, Mixed Methods and Task-Based Processes

The purpose of this study is to examine the administrative style used in New York State (NYS) counties for administering two needs-based federal programs: Supplemental Nutrition Assistance Program (SNAP) and Temporary Assistance for Needy Families (TANF). Needs-based federally-funded policies have significant implications for public administration and intergovernmental relations because these programs involve public servants in the determination and delivery of services of federally-mandated programs which states deliver through a variety of models (state, county, or contracting with private or nonprofit agencies). In NYS, counties are given this responsibility. While the numbers of persons receiving TANF has leveled off since the Clinton-era welfare reforms, the number of SNAP recipients has increased dramatically, especially over the past decade. The increase in SNAP eligibility, which is expected to continue to climb as more baby boomers retire with inadequate pensions and savings, is straining the state resources (which must pay 50% of SNAP’s administration costs). There are three models for administering human services – case-based, task-based, and a mixture of the two. This study utilized a parallel convergent mixed methods design: on strand was the collection of US Census data and the second strand was based on in-depth interviews with county social service directors in NYS. This study inventories administrative styles in a sample of 12 NYS counties and examines potential factors for selection of case-based, task-based, or mixed-methods processing and monitoring of cases. It was found that task-based administration is more likely to be used by counties with a high number of SNAP recipients. It was also found that counties using the task-based method have higher worker productivity than counties using case-based and mixed methods approaches. Availability of technology is an important determinant of whether a county adopts a task-based administrative style. Future research should explore caseworkers’ attitudes and input in transitioning to more efficient, task-based systems; for example, one study conducted in Erie County found that millennials are more amenable to technology innovations, which is consistent with the task-based approach

Transfusion-transmitted malaria: donor prevalence of parasitaemia and a survey of healthcare workers knowledge and practices in a district hospital in Ghana

Background Transfusion-transmitted malaria (TTM) is a risk of transfusion that has not been well described in malaria endemic regions. The risk of the recipient getting malaria is related to the prevalence of malaria in the blood donors. There is however little information on the prevalence of malaria among donors in Akatsi district of Ghana. Further, the knowledge and practices of healthcare workers to TTM is unknown. The study was undertaken to determine the prevalence of malaria parasite infection among blood donors and to evaluate the knowledge and practices of healthcare workers to TTM in the Akatsi district of Ghana. Methods The study was conducted at Akatsi South District Hospital between May and August 2014. To screen for Plasmodium falciparum, 5 µl of capillary blood was obtained by finger prick from 200 participants (100 donors and 100 healthy controls). Plasmodium falciparum screening was done using CareStart™ Malaria Antigen kit. To obtain information regarding TTM knowledge and practices, questionnaires were completed by 100 health workers including nurses, doctors and laboratory staff. Results The prevalence of P. falciparum was the same (10 %) in both donors and controls. All those who were malaria RDT positive were aged 15–25 years. Out of the 100 healthcare workers (31 males and 69 females) surveyed, 45 % of respondents (45/100) had never heard of transfusion-transmitted malaria. Almost all respondents (91 %) had not attended any lecture/seminar/workshop on blood transfusion in the past 12 months. There were 44 respondents (44 %) who wrongly said malaria was being screened for prior to transfusion in their hospital. However, 98.2 % (54/55) of those who had heard about TTM rightly stated that TTM can be prevented. Conclusion The prevalence of P. falciparum parasitaemia is 10 % in healthy blood donors in the Akatsi district and represents a risk for TTM though the extent of this risk is unclear. Knowledge about TTM in healthcare workers in the district is low. Continuous education and in-service training may be a means to improve TTM knowledge and preventive practices by the health workers in the district

The Effect of Corporate Income Tax on Financial Performance of Listed Manufacturing Firms in Ghana

The study used panel data methodology covering ten listed manufacturing firms over seven years to empirically determine the effect of corporate income tax on financial performance. The study revealed that there is a significant negative relation between corporate income tax and financial performance. On the other hand, firms’ size, age of the firm and growth of the firm show a significant positive relationship with financial performance. Keywords: Corporate income tax, Firms’ size, growth, Age, financial performance

I Industry Concentration and Asset Quality as Determinate of Financial Performance: A Comparative Study of Indigenous and Foreign Owned Universal Banks

This study assessed the link between industry concentration and asset quality as key determinate of financial performance through the use of the panel regression model. The sample for the study com-prised 24 universal banks for the 2009 to 2018. It was found that, the financial performance of the indigenous banks was influenced by asset quality and moderating variables like capital adequacy, liquidity and bank size while the level of industry concentration does not influence the financial per-formance of the indigenous universal banks. The results also indicated that, the financial performance of the foreign banks is not influenced by asset quality but rather operational efficiency, liquidity, bank size and industry concentration. It is recommended that, since poor asset quality through non-performing loans adversely affect the financial performance of both indigenous and foreign banks, banks should increase their size through investment in technology to diversify the effect of asset qual-ity on financial performance

Survival and complication rates of two dental implant systems supporting fixed restorations: 10-year data of a randomized controlled clinical study

OBJECTIVES To compare clinical, radiographic, biological and technical long-term outcomes of two types of dental implants over a period of 10 years. MATERIALS AND METHODS Ninety-eight implants were placed in 64 patients, randomly allocated to one of two manufacturers (AST and STM). All implants were loaded with fixed restorations. Outcome measures were assessed at implant insertion (T$_{i}$), at baseline examination (T$_{L}$), at 1, 3, 5, 8 and 10 (T$_{10}$) years. Data analysis included survival, bone level changes, complications and clinical measures. RESULTS Re-examination was performed in 43 patients (23 AST and 20 STM) at 10 years. The implant level analysis was based on 37 (AST) and 32 (STM) implants. Survival rates of 100% were obtained for both groups. The median changes of the marginal bone levels between baseline and T$_{10}$ (the primary endpoint) amounted to a loss of 0.07 mm for group AST and a gain of 0.37 mm for group STM (intergroup p = 0.008). Technical complications occurred in 27.0% of the implants in group AST and in 15.6% in group STM. The prevalence of peri-implant mucositis was 29.7% (AST) and 50.1% (STM). The prevalence of peri-implantitis amounted to 0% (AST) and 6.3% (STM). CONCLUSIONS Irrespective of the implant system used, the survival rates after 10 years were high. Minimal bone level changes were observed, statistically significant but clinically negligible in favor of STM. Technical complications were more frequently encountered in group AST, while group STM had a higher prevalence of peri-implant mucositis

Does the merger improve the operating performance of the company? Evidence from the beverage industry in India [version 2; peer review: 1 approved, 2 approved with reservations]

Background There is fierce market competition both locally and globally. Every organisation seeks to maintain itself and, more crucially, to develop quickly through inorganic means. The expansion of a company through mergers and acquisitions is an inorganic process. Organic growth takes a very long period and is time-bound, but inorganic growth through mergers may be achieved quickly. This research aimed to determine whether the operating results of Indian beverage firms have improved after the merger or not. Methods In order to assess merger-related advantages to the acquiring firms, this study used the operating performance technique, which contrasts the pre-merger and post-merger performance of corporations using accounting data. Secondary data were used to carry out this study. The operating performance was assessed on six operating parameters (ratios) i.e. Operating Profit Margin, Gross and Net Profit Margin, Debt-Equity, Return on Net Worth and Capital Employed. The comparison was done for three years pre and post-merger period of these operating ratios. Results The findings demonstrate that mergers do not seek to increase owner wealth. This finding shows that rather than just becoming larger and achieving covert goals, managers should pay more attention to post-merger integration challenges in order to produce merger-induced synergies. Conclusion This study shows that the M&As have not had a good effect on a company’s operating performance, especially for the chosen beverage companies in India. Since financial measures cannot fully account for the influence of mergers on business performance, future research may create other metrics for merger-related gains. Research that provides profound insights into the causes and trends of post-merger business performance through the different types of mergers and industries would also be beneficial

HR's role in organizational change : A qualitative study of HR's role in organizational changes to activity-based offices

BAKGRUND En övergång till ett aktivitetsbaserat kontorslandskap från cellkontor har blivit en populär kontorsutformning hos svenska kommuner. Det aktivitetsbaserade kontoret kan anses vara en funktionell lösning för kunskapsintensiva organisationer och ombyggnationen kan förklaras som en organisationsförändring. Några av de vanligaste orsakerna till att organisationsförändringar misslyckas beror på att de mänskliga resurserna inte utnyttjas på rätt sätt. HRs expertkunskap om de mänskliga resurserna kan därför spela en viktig funktion vid organisationsförändringar till aktivitetsbaserade kontorslandskap. SYFTE Studien syftar till att beskriva vilka roller HR intar vid organisationsförändringar till aktivitetsbaserade kontor. METOD Studien har genomförts med en kvalitativ metod genom semistrukturerade intervjuer med åtta respondenter i fem svenska kommuner. SLUTSATS Organisationsförändringar till aktivitetsbaserade kontor kan ses som en cyklisk förändringsprocess där den transformativa förändringen, som utgörs av ombyggnationen, även består av evolutionära förändringsprocesser som i sin tur berör de mänskliga resurserna. Denna tolkning medför att HRs roller vid en organisationsförändring till aktivitetsbaserat kontor har identifierats i förändringsfaserna upptining, genomförande och återfrysning. Arbetet med mänskliga resurser präglas av ett ständigt förbättringsarbete och kan därmed förstås som en evolutionär förändringsprocess utan ett tydligt slut. Utifrån HRs expertkunskap om de mänskliga resurserna visar studiens resultat därmed att HR-medarbetarna i de studerade kommunerna agerar som förändringsledare i de evolutionära förändringsprocesserna som ett aktivitetsbaserat kontor medför snarare än kopplat till det transformativa.BACKGROUND A transition to an activity-based office from cell-offices has become a popular office design in Swedish municipalities. The activity-based office can be considered a functional solution for knowledge-intensive organizations and the remodelling can be explained as an organizational change. Some of the most common reasons for organizational change failing are due to the inadequate use of human resources. HR's expert knowledge of human resources can therefore play an important role in organizational changes to activity-based offices. PURPOSE The study's purpose is to describe the roles HR takes in organizational change to activity[1]based offices. METHOD The study was conducted using a qualitative method through semi-structured interviews with eight respondents in five Swedish municipalities. CONCLUSION Organizational changes to activity-based offices can be seen as a cyclical process of change where the transformative change, which consists of the redevelopment, also consists of evolutionary change processes that in turn affect the human resources. This interpretation means that HR's roles in an organizational change to activity-based offices have been identified in the phases of change unfreeze, change and refreeze. The work with human resources is characterized by continuous improvement work and can thus be understood as an evolutionary process of change without a specific end. Based on HR's expert knowledge of human resources, the study's results thus show that HR employees in the studied municipalities act as change leaders in the evolutionary change processes that an activity-based office entails rather than linked to the transformative

HR's role in organizational change : A qualitative study of HR's role in organizational changes to activity-based offices

BAKGRUND En övergång till ett aktivitetsbaserat kontorslandskap från cellkontor har blivit en populär kontorsutformning hos svenska kommuner. Det aktivitetsbaserade kontoret kan anses vara en funktionell lösning för kunskapsintensiva organisationer och ombyggnationen kan förklaras som en organisationsförändring. Några av de vanligaste orsakerna till att organisationsförändringar misslyckas beror på att de mänskliga resurserna inte utnyttjas på rätt sätt. HRs expertkunskap om de mänskliga resurserna kan därför spela en viktig funktion vid organisationsförändringar till aktivitetsbaserade kontorslandskap. SYFTE Studien syftar till att beskriva vilka roller HR intar vid organisationsförändringar till aktivitetsbaserade kontor. METOD Studien har genomförts med en kvalitativ metod genom semistrukturerade intervjuer med åtta respondenter i fem svenska kommuner. SLUTSATS Organisationsförändringar till aktivitetsbaserade kontor kan ses som en cyklisk förändringsprocess där den transformativa förändringen, som utgörs av ombyggnationen, även består av evolutionära förändringsprocesser som i sin tur berör de mänskliga resurserna. Denna tolkning medför att HRs roller vid en organisationsförändring till aktivitetsbaserat kontor har identifierats i förändringsfaserna upptining, genomförande och återfrysning. Arbetet med mänskliga resurser präglas av ett ständigt förbättringsarbete och kan därmed förstås som en evolutionär förändringsprocess utan ett tydligt slut. Utifrån HRs expertkunskap om de mänskliga resurserna visar studiens resultat därmed att HR-medarbetarna i de studerade kommunerna agerar som förändringsledare i de evolutionära förändringsprocesserna som ett aktivitetsbaserat kontor medför snarare än kopplat till det transformativa.BACKGROUND A transition to an activity-based office from cell-offices has become a popular office design in Swedish municipalities. The activity-based office can be considered a functional solution for knowledge-intensive organizations and the remodelling can be explained as an organizational change. Some of the most common reasons for organizational change failing are due to the inadequate use of human resources. HR's expert knowledge of human resources can therefore play an important role in organizational changes to activity-based offices. PURPOSE The study's purpose is to describe the roles HR takes in organizational change to activity[1]based offices. METHOD The study was conducted using a qualitative method through semi-structured interviews with eight respondents in five Swedish municipalities. CONCLUSION Organizational changes to activity-based offices can be seen as a cyclical process of change where the transformative change, which consists of the redevelopment, also consists of evolutionary change processes that in turn affect the human resources. This interpretation means that HR's roles in an organizational change to activity-based offices have been identified in the phases of change unfreeze, change and refreeze. The work with human resources is characterized by continuous improvement work and can thus be understood as an evolutionary process of change without a specific end. Based on HR's expert knowledge of human resources, the study's results thus show that HR employees in the studied municipalities act as change leaders in the evolutionary change processes that an activity-based office entails rather than linked to the transformative