Training In Diversity Management

The labor force all around the world is becoming increasingly diverse. Thus, organizations that can manage employee diversity effectively gain a competitive advantage. In such organizations diversity training is a necessity. Diversity training helps managers understand and value individual differences and develop strong diagnostic skills. The paper explores various approaches to training, like awareness-based and skill-based diversity training. A special attention to potential problems that may occur in the process of diversity training is given

The importance of human resource management for the success of the company

The paper first briefly presents the environment and challenges the companies will encounter in the forthcoming decade. Further, the author investigates challenges which will impact the implementation of human resource management. As there exists a two-way link between the companies and the environment, this contribution also illustrates the link into the other direction, and shows how the competitive advantage for the individual company can be gained by effective human resource management

Exploring The Use Of Leading Management Practices In Enterprises

Numerous management practices have emerged in recent years in response to competitive pressures calling for improved enterprises’ working and behavior. Despite the relevance of this phenomenon there are limited research evidences about comprehensive comparison of several and contently different management practices as carriers of corresponding management ideas behind them. In this study we examine the frequencies, patterns, and key drivers of 25 most used management tools by managers and professionals in enterprises, as selected appearance form of management practices in enterprises. The results indicate that tools are used by managers significantly more frequently than by professionals, indicating significant differences in patterns of tool usage when comparing the two groups. Among the key drivers of tools’ use by managers, education dominantly influence on tools use, work experiences had only a minor impact, while organizational size does not significantly influence on tools use. For professionals only enterprise size significantly influences on usage of two tools, while the impact of education and working year on tools usage is not significant. The findings offers disseminate knowledge for improving enterprises working through use of management tools and strengthen the theoretical base necessary for future selection and utilization of tools in enterprises production management

Evaluating the Effectiveness of Family-Based Treatment Education on Provider\u27s Knowledge, Anticipatory Use, and Attitudes Who Treat Adolescent Patients Diagnosed with Anorexia Nervosa

Background. Anorexia Nervosa is a chronic, disabling, and costly disease with a higher mortality rate than any other psychiatric illness. Because of the need for medical, psychiatric, and nutritional care, treatment is complex. The current literature supports Family-Based Treatment as a first-line treatment for adolescent patients diagnosed with Anorexia Nervosa. However, a gap exists between translating family-based treatments into clinical practice. Literature shows that education and understanding providers\u27 attitudes and beliefs are the first steps to successfully implementing family-based treatments. Purpose. This DNP project aimed to evaluate the effectiveness of a family-based treatment education intervention on providers\u27 attitudes, knowledge, and anticipatory use for treating adolescent patients diagnosed with anorexia nervosa. Methods. A pretest/posttest quasi-experimental study was used for this DNP project. Provider knowledge of anorexia nervosa and family-based treatment was assessed through a 15-item quiz. The current frequency and intent to use family-based therapy approaches were measured using the Therapeutic Strategy Checklist for Adolescent Anorexia Nervosa. Attitudes toward family-based treatment were analyzed using the Family-Based Treatment Attitudes Scale. Paired sample t-tests were used to extrapolate findings into statistical data. Results. Anorexia nervosa mean knowledge scores increased from 56.0 (SD= 18.4) to 92.0 (SD= 10.3), and family-based treatment mean knowledge scores increased from 54.4 (SD= 19.2) to 90.0 (SD15.5). Mean scores regarding family-based treatment strategies also increased. Consistent strategies increased from 26.6 (SD= 5.32) to 32.0 (SD= 6.33), while inconsistent strategies saw a slight increase of 13.3 (SD= 3.06) from 12.1 (SD= 3.23) pre-intervention. Attitudes toward family-based treatments also showed more favorability post-intervention. Mean attitude scores increased from 1.22 (SD= 2.99) to 3.78 (SD= 5.29). Although there was an increase in all scores post-intervention, the knowledge domain was the only one that showed statistical significance. Conclusions. Family-based treatment is an evidence-based practice recommended as a first-line treatment for anorexia nervosa. There is a gap in translating the evidence into practice. It is suggested that to initiate implementing evidence into practice, the first step is to improve knowledge and attitudes toward the change. This DNP project showed favorable changes in healthcare providers\u27 knowledge, attitudes, and intent to use family-based treatment strategies. These results suggest that a brief educational presentation on family-based treatments could serve as the foundation for healthcare providers to obtain more formal training to deliver family-based treatments

The L^p Dirichlet problem for second-order, non-divergence form operators: solvability and perturbation results

We establish Dahlberg's perturbation theorem for non-divergence form operators L = A\nabla^2. If L_0 and L_1 are two operators on a Lipschitz domain such that the L^p Dirichlet problem for the operator L_0 is solvable for some p in (1,\infty) and the coefficients of the two operators are sufficiently close in the sense of Carleson measure, then the L^p Dirichlet problem for the operator L_1 is solvable for the same p. This is an improvement of the A_{\infty} version of this result proved by Rios in "The L^p Diriclet problem and nondivergence harmonic measure" (Trans. AMS 355, 2 (2003)). As a consequence we also improve a result from Dindos, Petermichl and Pipher, "The L^p Dirichlet problem for second order elliptic operators and a p-adapted square function" (J. Fun. Anal. 249 (2007)) for the L^p solvability of non-divergence form operators by substantially weakening the condition required on the coefficients of the operator. The improved condition is exactly the same one as is required for divergence form operators L = div A\nabla.Comment: 19 page

Stereotypes of older employees compared to younger employees in Slovenian companies

Human resource management has an important impact on age diversity in companies. Age diversity in the workplace is growing and older employees are staying longer in the workforce, therefore it is important that employers can create a positive environment for age diverse employees. This paper introduces the difference in stereotypes in the workplace between older and younger employees in Slovenian companies. The main goal of this paper is to present the importance of age diversity and their age difference in stereotypes in the workplace. The paper is based on a research including a survey between two age groups of employees. We classified younger employees in the group of under 50 years of age and older employees in the group of above 50 years of age. For data analysis we used the non-parametric Mann-Whitney U test to verify the differences in stereotypes in the workplace between two groups. Results show that there are significant differences in all of the variables describing stereotypes in the workplace between younger and older employees in Slovenian companies