Assessing Your Workforce Needs, Quality Improvement Center For Workforce Development

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You know you have a workforce challenge… but do you know what is causing it? Many child welfare agencies have expanded recruitment efforts through social media, started using telework and flexible work schedules, and even increased wages and provided hazard pay to build and strengthen their child welfare workforce. But sometimes even the best strategies don’t fix the problem because they aren’t aligned with the underlying cause of the problem. When your child welfare workforce is understaffed or overwhelmed it is tempting to want to find an immediate fix because the need to expand the workforce is urgent. However, it …

Organizational Change Process Milwaukee - Needs Assessment Summary, Quality Improvement Center For Workforce Development

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Exploration of Needs

The Quality Improvement Center for Workforce Development (QIC-WD) worked with the Division of Milwaukee Child Protective Services (DMCPS) to conduct a needs assessment. A variety of information was explored to learn about the current workforce and the agency’s workforce practices, including 1) recruitment, hiring, and retention metrics and processes, 2) organizational culture and climate, and 3) other workforce processes and initiatives, such as onboarding, mentoring, supervision, performance management, and employee recognition. More specifically, four major types of information were considered: 1) objective data from various agency databases and reports; 2) subjective perceptions of staff and supervisors, …

Onboarding Program Eastern Band Of Cherokee Indians - Needs Assessment Summary, Quality Improvement Center For Workforce Development

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Exploration of Needs

The Quality Improvement Center for Workforce Development (QIC-WD) worked with the Eastern Band of Cherokee Indians Family Safety Program (FSP) to conduct a needs assessment. A variety of information was explored to learn about the current workforce and the agency’s child welfare workforce practices, including 1) recruitment, hiring, and retention metrics and processes, 2) organizational culture and climate, and 3) other workforce processes and initiatives, such as onboarding, mentoring, supervision, performance management, and employee recognition. More specifically, four major types of information were considered: 1) objective administrative data; 2) subjective perceptions of staff and supervisors, gathered …

Addressing Mental Health Of Hospitality Employees: An Exploratory Study, Chase Izell

Management Undergraduate Honors Theses

Exacerbated by a global pandemic, mental health challenges within hospitality professionals are an area of growing prevalence and concern for the industry. Historically unaddressed, these issues are continuing to impact the morale of essential talent which is promoting a culture of turnover that defines the industry today. Aside from the direct costs incurred by voluntary employee termination, the indirect costs to workplace culture and guest satisfaction have furthered the overall financial impact of a largely untreated problem. The objective of this research is to provide evidence of declining mental health in the hospitality industry while illuminating the key contributors to …

Implementing A Micro-Business Internship Program In Dangriga, Belize, Shaadee Shojai

Management Undergraduate Honors Theses

Over the Summer, I was able to work with Peacework in Belize through the University of Arkansas. While I was unable to physically go to Belize due to the COVID-19 Pandemic, I feel that I was still able to learn about the culture, in both the casual and business workplace, as well as help the people of Dangriga. The goal of my project was to help consult with the Tourism Department of Dangriga to help develop their small business into businesses that were more appealing to tourists. Unfortunately, most people who own small businesses in Dangriga can’t support themselves with …

Competency-Based Personnel Selection Oklahoma - Needs Assessment Summary, Quality Improvement Center For Workforce Development

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Exploration of Needs

The Quality Improvement Center for Workforce Development (QIC-WD) worked with the Oklahoma Department of Human Services (DHS) to conduct a needs assessment. A variety of information was explored to learn about the current workforce and the agency’s child welfare workforce practices, including:

1. recruitment, hiring, and retention metrics and processes,
2. organizational culture and climate, and
3. other workforce processes and initiatives, such as onboarding, mentoring, supervision, performance management, training, and employee recognition.

More specifically, four major types of information were considered: 1) objective data from various agency databases and reports; 2) subjective perceptions of staff and supervisors, gathered …

Innovative Behavior; Raising Awareness For Creative Behavior In Education To Cultivate An Innovative Approach In Vocational Education., Jeanette Janine Matser

Creativity and Change Leadership Graduate Student Master's Projects

_{Innovative Behavior; Raising Awareness for Creative Behavior in Education to Cultivate an Innovative Approach in Vocational Education.}

The development of a rubric for innovative behavior in teachers is related to encouraging the status of creativity in the innovation process. It is powerful to use feedback to create a more creative approach in schools, it helps teachers to think creatively and how to cultivate a more innovative approach in the classroom. It creates and structures conversations among teachers interested in teaching and assessing creativity.

This project presents a background and the development of a rubric and a complimentary booklet to self-test …

Addressing Work-Related Traumatic Stress Nebraska - Needs Assessment Summary, Quality Improvement Center For Workforce Development

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Exploration of Needs

The Quality Improvement Center for Workforce Development (QIC-WD) worked with the Nebraska Department of Children and Family Services (DCFS) to conduct a needs assessment. The team leveraged: (1) administrative data, primarily from the Nebraska Department of Children and Family Services’ Human Resource department (DCFS-HR); (2) formal surveys of child welfare staff and supervisors; (3) QIC-WD team expertise; and (4) subjective perceptions and expertise from the Nebraska Workforce Project Team members.

DCFS-HR data included metrics and processes related to recruitment, hiring, and retention; culture and climate; and other workforce processes and initiatives, such as onboarding, mentoring, supervision, …

Gender, Bottom-Line Mentality, And Workplace Mistreatment: The Roles Of Gender Norm Violation And Team Gender Composition, Kenneth Tai, Kiyoung Lee, Eugene Kim, Tiffany D. Johnson, Wei Wang, Michelle K. Duffy, Seongsu Kim

Research Collection Lee Kong Chian School Of Business

Although gender has been identified as an important antecedent in workplace mistreatment research, empirical research has shown mixed results. Drawing on role congruity theory, we propose an interactive effect of gender and bottom-line mentality on being the target of mistreatment. Across two field studies, our results showed that whereas women experienced more mistreatment when they had higher levels of bottom-line mentality, men experienced more mistreatment when they had lower levels of bottom-line mentality. In another field study, using round-robin survey data, we found that team gender composition influenced the degree to which the adoption of a bottom-line mentality by female …

Rethink Your Commute: Good For The Planet & You, Courtney Reynolds

Sustainability Conference

Transportation choices have a big impact on the environment, as well as individual health and wellness. Many times, people may feel like they don't have any other choice than to drive to get to school, work, and other places. But exploring other options can lead to more sustainable choices and save individuals a lot of money.

At reThink Your Commute, we help people make informed decisions on how, when, and where they travel. We do this by promoting sustainable choices, connecting people to local resources, and supporting equitable access to transportation options. This 10-minute presentation will provide an overview of …

I Wish You Were Here: An Autoethnographic Study On A Story Of Grief And The Role Of Psychological Capital, Christina Albright

Organization, Information and Learning Sciences ETDs

We have all experienced grief. The death of a person or pet, the death of a relationship or end of a job, and even disappointments carry with them experiences of grief. Whenever someone or something dies, we try to make meaning of the situation to find some closure and move toward a new normal. Meaning making occurs as we tell our stories, share our experiences, and sort through memories. Qualitative research is much the same. In qualitative research one might hear, see, or experience a story, then sort through the details, looking for ways to explain and bring meaning and …

Examining Factors Related To Employees' Perceived Value Congruence In A Newcomer Training Program, William Joseph Mattera Jr

LSU Doctoral Dissertations

The first 90 days of employment have received more and more attention concerning how an individual employee (“individual”) can succeed within the work environment. Watkins (2013) centers the responsibility on the individual to engage in understanding, embracing, and shifting toward buying into an organizational culture. However, what role does an organization play in successfully transitioning an individual into their culture? The primary purpose of this study is to investigate the effect of a new employee training program on perceptions of role clarity, organizational culture, organizational goals and values, and perceived value congruence.

A quantitative approach was utilized to analyze responses …

Is Discourse About Flexible Working, A Mechanism Of Gender In/Equality, Changing Over Time? The Case Of Working From Home (Wfh)., Alyson Gounden Rock

Dismantling Bias Conference Series

No abstract provided.

Negotiating Allies And Alliances In Social Movements, Cynthia Wang, Sara Soderstom, Jennifer Whitson

Dismantling Bias Conference Series

No abstract provided.

A Difference In Perspective: Linking Empathy To Allyship Behaviors Via Authentic Emotional Connections, Beth Livingston, Tina Opie

Dismantling Bias Conference Series

No abstract provided.

Allyship And Incivility, Rohan Crawley

Dismantling Bias Conference Series

No abstract provided.

Financial Hardships As Gendered Experiences And Financial Insecurity Trajectories, Heather Odle-Dusseau, Russell Matthews, Julie Wayne, Yi-Ren Wang

Dismantling Bias Conference Series

No abstract provided.

Lean Dei: Applying A Proven Transformative Approach To “Sticky” Dei Problems, Valeria Sinclair-Chapman, Christopher Chapman

Dismantling Bias Conference Series

No abstract provided.

Worth In The Workforce: How To Reform The Fair Labor Standards Act 14(C) Provisions For Persons With Disabilities, Todd Robatin

Helm's School of Government Conference - 2021-2024

No abstract provided.

Using Cliftonstrengthstm For Professional Development: Recommendations For Practice, Nancy A. Watkins, Cynthia Gautreau, Daryl V. Watkins

Publications

This article explores how a culture of strengths-based leadership can positively impact professional development for school site administrators. The strengths of school district administrators were measured through the administration of CliftonStrengths™ assessment. Themes that emerged were determined through the assessment and qualitative analysis of responses. A sample of convenience 50 principals and assistant principals from a public school district in Southern California participated in this research. The findings revealed that the common talent themes among school site administrators were relationship building, executing, influencer, and learner. This study supports future practices to enable human resources personnel to design targeted professional development …

If You Can't Take The Tweet: Understanding Corporate Social Responsibility Through The Lens Of Social Media Marketing, Julia Winterhalter

Honors Projects in Communication

Companies are increasingly taking action on societal issues and are aware of the impact that their corporate voice has on impressionable publics. Existing research focuses greatly on corporate social responsibility and the moral standards that set up companies to market themselves authentically to the values they build themselves on. The current study explores how three companies utilize their platform to share their values in relation to ethical issues arising in the modern world. Through the Twitter accounts of Ben & Jerry's, Patagonia, and Starbucks, a content analysis was conducted on their use of language related to their ethical standpoints on …

Addressing The Disconnects Between Hr And Child Welfare, Michelle Graef, Maggie Thompson

QIC-Takes

When it comes to efforts to improve workforce outcomes, how would you describe the relationship between human resources (HR) and child welfare leadership in your agency? Is the working relationship collaborative or are the divisions siloed? Do child welfare and HR departments routinely share information, needs, data, and expertise? Is HR involved in child welfare workforce planning and decision making? These are just a few of the questions we have explored with child welfare agencies as part of our work at the QIC-WD. Overall, agency representatives have indicated that opportunities for increased collaboration exist between these departments and that closer …

Action: Asap, Inc., Employee Handbook, Timothy J. Riley

IPS/BAS 495 Undergraduate Capstone Projects

A project focused on the employee/employer relationship within a septic and excavation company located in the Treasure Valley. My mission was to create an administrative document defining the expectations of new and current employees, paired with their expectations from the company. This is an entirely new document to ASAP, Inc. as the company has grown and is seeking a better approach to defining the employee/employer relationship.

Supportive Supervision And Resiliency Ohio - Theory Of Change, Quality Improvement Center For Workforce Development

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The Quality Improvement Center for Workforce Development (QIC-WD) developed a theory of change for the primary area of need identified in partnership with the Ohio Department of Job and Family Services and the nine participating counties. Through a series of steps and causal links, a theory of change provides a roadmap to address the root causes of an identified workforce problem and describes how and why changes are expected to lead to the desired outcomes. In Ohio, the theory was informed by various aspects of the needs assessment process (e.g., survey data, implementation team input, and focus groups with supervisors) …

Frontline Job Redesign Louisiana - Theory Of Change, Quality Improvement Center For Workforce Development

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During the needs assessment process, the QIC-WD developed a theory of change in collaboration with the Louisiana Department of Children and Family Services (DCFS). Through a series of steps and causal links, a theory of change provides a roadmap to address the root causes of an identified workforce problem and describes how and why changes are expected to lead to the desired outcomes. The needs assessment identified high worker turnover as a key challenge for DCFS, with the following key root causes:

• the workload was unmanageable and there were too many tasks to be performed
• supervisors and managers were …

Improving Employee Performance And Job Satisfaction Using Comprehensive Job Descriptions And Performance Evaluations, Jeffrey A. Bishop

IPS/BAS 495 Undergraduate Capstone Projects

Employees who are provided clear expectations—including goals and objectives—with ongoing performance feedback, can realize improved performance and job satisfaction. Performance feedback should be specific and include actions the employee excels at, in addition to areas he or she needs to improve on (United States Office of Personnel Management, 2022). Research has shown that regular feedback can help provide direction, motivate, encourage engagement, and improve the performance of employees. Research has also shown that the absence of job descriptions can lead to employee dissatisfaction and an inability of management to adequately appraise the performance of their employees (Raju & Banerjee, 2017).

How To Improve An Existing Training Program, Joseph Morgan

IPS/BAS 495 Undergraduate Capstone Projects

Increasing the effectiveness of any training program is an ongoing undertaking that may require refinement year after year. The purpose of this MDS Capstone Project is to increase the effectiveness of our agent community, as well as our internal staff, when it comes to identifying missing information during the implementation process of a new group that is being on-boarded for health insurance. Missing information, errors, and inaccurate information can lead to delays when on-boarding a new group. These delays may also lead to increase workloads, increased cost through employee’s having to work overtime, and upset customers. Restructuring this training program, …

Protect Your Patients And Yourself: The Complete And Honest Medical History, Mitchell Gardiner Dmd

The Journal of the Michigan Dental Association

This feature article emphasizes the critical role of obtaining a complete and honest medical history in dental practice. Reflecting on the evolution of clinicians' diligence since dental school, the article underscores the potential risks associated with inadequate medical histories. The legal and ethical responsibilities in gathering comprehensive patient information are highlighted, emphasizing the impact on patient well-being and the dentist's vulnerability to legal challenges. The complexities of patients' truthfulness, especially regarding sensitive topics, are discussed, urging clinicians to establish trust for accurate disclosures. The article concludes with practical recommendations, stressing the ongoing need for thorough medical history reviews and the …

The Foundation For Dental Care: The Patient Interview And Dental/Medical Health History, Richard W. Panek Dds, George Georgiev Dds

The Journal of the Michigan Dental Association

This feature article emphasizes the pivotal role of patient interviews and medical history assessments in establishing the foundation for dental care. Delving into the essential components of a patient's medical history, the article underscores the significance of gathering comprehensive information, including medications, allergies, and lifestyle factors. The patient interview is explored as a dynamic process aimed at building rapport, understanding the chief complaint, and addressing potential health risks. The article navigates through various scenarios, from adapting questions for specific patient situations to handling challenging topics such as substance abuse and behavioral health issues. Ultimately, the integration of total medical assessment …

Dentistry And The Law: Responding To Internet Criticism And Hipaa Considerations, Dan Schulte Jd

The Journal of the Michigan Dental Association

This Dentistry and the Law column addresses the challenge of responding to online criticism as a healthcare professional, particularly dentists. The question involves a patient posting false and damaging information online, leading to concerns about reputation and the desire to set the record straight. The response outlines the limitations imposed by HIPAA on using patient information for such purposes and explores the legal complexities in pursuing recourse. The column advises against responding directly to negative online posts, emphasizing proactive reputation management through online advertising and patient testimonials.