Human Resources Management Commons^™

Dentistry And The Law: When Must A Data Breach Be Reported?, Dan Schulte Jd

The Journal of the Michigan Dental Association

This dentistry and the law column addresses the necessity of reporting a potential HIPAA data breach involving missing patient records. The author explains the criteria outlined in the HIPAA Breach Notification Rule and emphasizes the importance of a thorough risk assessment. The dentist must evaluate the nature of the protected health information and whether an unauthorized person acquired it. The article details the steps for reporting, including individual notices to affected patients and the U.S. Secretary of Health and Human Services, with distinctions based on the number of individuals affected.

Advocacy Spotlight: 2024 Regulatory Reminders, Neema Katibai Jd

The Journal of the Michigan Dental Association

The Advocacy Spotlight column delves into critical regulatory reminders for dentists in 2024, emphasizing compliance challenges and potential disruptions to practice. Key areas covered include licensing, amalgam separator renewal, electronic prescribing, and Beneficial Ownership Information reporting. The article stresses the importance of staying informed about evolving regulations to ensure seamless practice operations.

Staff Matters: Do I Really Need An Employee Handbook?, Jodi Schafer Sphr, Shrm-Scp

The Journal of the Michigan Dental Association

This article underscores the importance of having an employee handbook for even small practices. It emphasizes the handbook as a crucial tool for communicating expectations, providing a defense against employment claims, and ensuring legal compliance. The author advises on essential policies related to legal requirements, "At-Will" status, conduct, compensation, benefits, communication, attendance, and discipline. The article stresses the significance of well-crafted policies to avoid confusion and legal liabilities, recommending professional review before implementation.

J Mich Dent Assoc February 2024

The Journal of the Michigan Dental Association

Every month, The Journal of the Michigan Dental Association brings news, information, and features about Michigan dentistry to our state's oral health community and the MDA's 6,200+ members. No publication reaches more Michigan dentists!

• The February issue previews the 2024 Annual Session in Lansing, highlighting 61 courses, 48 speakers, and Michigan’s largest dental exhibit hall
• A Feature article on The MDA Member Assistance Program: Real Help When You Need It
• News You Need, including The MDA announcement of John Tramontana as the new CEO/executive director
• The MDA Student Debt Resource Center
• Updates on the MDA website refresh
• Celebrating National Children’s …

Mda Foundation: What A Difference A Smile Makes, Anne Berquist

The Journal of the Michigan Dental Association

The 2023 round of scholarships awarded by the MDA Foundation totaled $31,000, more than twice the amount awarded in 2022. As a recipient of the MDA Foundation's Dr. George L. Bletsas Scholarship, Maya Scott, now a dental student, is dedicated to advocating for underserved minorities. Scott's journey into dentistry was shaped by her personal experiences with dental care and her desire to address health disparities. Growing up in challenging circumstances, orthodontic treatment transformed her smile and ignited her interest in dentistry. Her scholarship facilitates participation in dental missions and eases living expenses. With aspirations for general dentistry in underserved areas, …

We’Re In This Together, So Be The Best Human You Can Be, Michelle C. Dziurgot Dds

The Journal of the Michigan Dental Association

The editorial reflects on the shared human experiences that bind us together, using a travel delay as a backdrop. The author highlights personal growth during a trip to Europe and emphasizes the importance of common bonds among people, whether through travel, education, or shared moments. The narrative urges readers to step out of their comfort zones and be compassionate, contributing to a happier and more connected world.

The Mda Member Assistance Program: Real Help When You Need It, Lisa Knowles Dds

The Journal of the Michigan Dental Association

This health and well-being feature focuses on the MDA Member Assistance Program, an invaluable resource for dentists navigating the myriad challenges of professional and personal life. The author shares personal experiences and testimonials, highlighting the diverse benefits offered by the program, from mental health counseling to work-life resources. The article emphasizes the program's accessibility, confidentiality, and the wide range of topics it addresses, making it a crucial tool for dentists seeking support and guidance.

Meaningful Work And Job Burnout Among Frontline Employees Of Classified Hotels In Nairobi City County, Kenya: Does Gender Identity Matter?, John Kahuthu Gitau, Rosemarie Ayuma Khayiya, Vincent Nyamari Maranga

Journal of Global Hospitality and Tourism

This study investigates the impact of meaningful work on job burnout (JBO) among frontline employees in Nairobi City County. Data was collected from 309 employees in various hotel categories ranging from two- to five-star-rated hotels. The present study applied the conservation of resources (COR) theory to develop a framework. It found that positive meaning in work had inverse relationships with all aspects of JBO. The negative influence of meaning-making through work significantly affected emotional exhaustion (EE) but not depersonalization (DP) and reduced personal accomplishment (RPA). The study recommends that operators and managers of classified hotels recognize the importance of boosting …

Containerization Of Seafarers In The International Shipping Industry: Contemporary Seamanship, Maritime Social Infrastructures, And Mobility Politics Of Global Logistics, Liang Wu

Dissertations, Theses, and Capstone Projects

This dissertation discusses the mobility politics of container shipping and argues that technological development, political-economic order, and social infrastructure co-produce one another. Containerization, the use of standardized containers to carry cargo across modes of transportation that is said to have revolutionized and globalized international trade since the late 1950s, has served to expand and extend the power of international coalitions of states and corporations to control the movements of commodities (shipments) and labor (seafarers). The advent and development of containerization was driven by a sociotechnical imaginary and international social contract of seamless shipping and cargo flows. In practice, this liberal, …

From A Semi-Federal To An Administrative-Technocratic Model: The Paradigm Shift In Decentralization In Contemporary Indonesia, Wasisto Raharjo Jati

BISNIS & BIROKRASI: Jurnal Ilmu Administrasi dan Organisasi

The implementation of decentralization policies in Indonesia highlights contested interests between central and subnational governments. Particularly since the end of authoritarian rule, decentralization efforts have continuously faced tensions with recentralization interests. These interests do not necessarily aim to restore a strong state with a hierarchical command structure. Instead, the recent decentralization policies tend to display an administrative state supported by hierarchical policies. Consequently, the autonomous regions are no longer fully autonomous in managing their internal affairs but are increasingly required to comply with national policies. This study seeks to further investigate the reasons behind these shifts through a critical discourse …

Pengaruh Talent Management Dan Servant Leadership Terhadap Kinerja Asn Kantor Pusat Bpk Ri, Nurwinten Panggabean

Jurnal Administrasi Bisnis Terapan

This study aims to determine and analyze the influence of talent management and servant leadership on ASN performance both partially and collectively. The research method used is descriptive and verification. The research was conducted at 95 ASNs at the BPK RI Head Office. Sampling was carried out using simple random sampling technique. The data analysis technique used is multiple regression analysis. The findings of this study are that partially or jointly talent management and servant leadership affect ASN performance. Furthermore, a determinant value is obtained worth 0.956, this gives the meaning that talent management and servant leadership are able to …

Calculator Provision As An Accommodation For The Canadian Forces Aptitude Test (Cfat), Joseph W. Berry

Personnel Assessment and Decisions

The impact of calculator provision on the reliability and validity of a version of the Canadian Forces Aptitude Test—Problem Solving subtest was investigated in order to inform testing accommodation policy. Two hundred and fifty-four Canadian Armed Forces recruits undergoing basic training participated in the experimental research design, which consisted of a calculator and a no-calculator condition. Results supported that the convergent validity of the test was maintained in the calculator condition, as indicated by similar validity coefficients with other measures of cognitive ability in the two conditions; however, several items showed increased correct responding, and there was mixed support for …

Does Background Type And Blurring Affect Performance Ratings In Video Interviews?, Christina Scott, Nicolas Roulin

Personnel Assessment and Decisions

Asynchronous video interviews (AVIs) have become increasingly popular as alternatives (or complements) to more traditional face-to-face interviews. Yet, AVI research has been largely focused on applicant reactions or behaviors, and we still know very little about what influences how applicants are rated. Importantly, because AVIs afford applicants the flexibility to record their responses from their homes, the background they choose could influence raters’ judgments. This study examines whether raters’ (N=276 Prolific respondents with prior hiring experience) initial impressions and final ratings differ if applicants record their AVIs from a home-office, a bedroom, or use background blurring settings, as …

Enhancing Consistency Of Maximal Responding In Behavior Description Interviews: An Exploration Of Priming And Response Length, Allen I. Huffcutt, Satoris S. Howes, Dianne D. Murphy, Sara A. Murphy

Personnel Assessment and Decisions

In a Behavior Description Interview (BDI), candidates are asked to describe past experiences that demonstrate skills and abilities important for the position (Janz, 1982). A recent study by Huffcutt et al. (2020) found that only around half of participants (48.1 percent) describe an experience reflecting maximal performance capability. Random mixing of maximal capability with day-to-day typical performance tendencies is problematic psychometrically because candidates are not all providing comparable information and top candidates could be overlooked. Given notable methodological concerns with Huffcutt et al.’s approach, our first purpose was to provide empirical confirmation that maximal responding in BDIs is, in fact, …

Competency-Based Personnel Selection Oklahoma - Site Intervention Logic Model, Quality Improvement Center For Workforce Development (Qic-Wd)

Intervention Summaries

Each QIC-WD site developed a logic model to serve as a visual representation of their selected intervention. All logic models included four main components: inputs, activities, outputs, and outcomes. Collectively, these demonstrate the resources and actions required to implement the program, as well as the associated result or changes anticipated through implementation of the program. The hypothesized relationships are represented by the pathways connecting the listed activities and anticipated outcomes. For more information see Site Overview.

Competency-Based Personnel Selection Oklahoma - Evaluation Overview, Quality Improvement Center For Workforce Development (Qic-Wd)

Intervention Summaries

The QIC-WD evaluation was conducted with the support of the Oklahoma Human Services (OKDHS) to determine if a Competency-based Personnel Selection process was effective in improving workforce and child welfare outcomes.

Research Questions

The primary research questions concerned the ability of the structured hiring tools to predict job performance, tenure, and turnover. It was hypothesized that the use of the standardized hiring process would result in the selection of candidates who performed better and had lower rates of turnover and longer tenure than candidates hired using existing selection processes, see Logic Model. Intermediate outcomes examined included employee feelings of …

Competency-Based Personnel Selection Oklahoma - Theory Of Change, Quality Improvement Center For Workforce Development (Qic-Wd)

Intervention Summaries

During the needs assessment process three areas of opportunity were discussed for possible intervention at the Oklahoma Human Services (OKDHS) Division of Child Welfare Services:

1. hiring of new workers,
2. promotion decisions for lead worker and supervisor positions, and
3. staff recognition and rewards.

Ultimately, one theory of change was developed to step through the “if, then” logic for implementation of a standardized hiring process to improve worker retention and performance.

The theory of change development process was informed by various data examined throughout the needs assessment, input from the Oklahoma QIC-WD Steering Committee, and relevant research and best practice for …

Competency-Based Personnel Selection Oklahoma - Implementation Overview, Quality Improvement Center For Workforce Development (Qic-Wd)

Intervention Summaries

The Implementation Team

The QIC-WD worked with Oklahoma Human Services (OKDHS) Division of Child Welfare Services to establish a team to lead the development and implementation of their competency-based personnel selection intervention. The implementation team was called the Oklahoma QIC-WD Steering Committee. It included a Programs Analyst from each of the five geographic regions of the state and one from the Foster Care and Adoptions program, the Site Implementation Manager (SIM), the Data Coordinator, project sponsor (Deputy Director), representatives from Human Resources, training partners within OKDHS and from University of Oklahoma Center for Public Management, and three members of …

Supportive Supervision And Resiliency Ohio - Accwic Coaching Curriculum, Quality Improvement Center For Workforce Development (Qic-Wd)

Intervention Summaries

No abstract provided.

Supportive Supervision And Resiliency Ohio - Accwic Training Curriculum, Quality Improvement Center For Workforce Development (Qic-Wd)

Intervention Summaries

No abstract provided.

Supportive Supervision And Resiliency Ohio - Guidance For Coaches: Supporting Resilience, Quality Improvement Center For Workforce Development (Qic-Wd)

Intervention Summaries

No abstract provided.

Supportive Supervision And Resiliency Ohio - Resilience Alliance Facilitator Manual, Quality Improvement Center For Workforce Development (Qic-Wd)

Intervention Summaries

No abstract provided.

Supportive Supervision And Resiliency Ohio - Resilience Alliance Participant Handbook, Quality Improvement Center For Workforce Development (Qic-Wd)

Intervention Summaries

No abstract provided.

Supportive Supervision And Resiliency Ohio - Coaching In Child Welfare 2019 Participant Guide, Quality Improvement Center For Workforce Development (Qic-Wd)

Intervention Summaries

No abstract provided.

Supportive Supervision And Resiliency Ohio - Coaching To Support Resilience Chart, Quality Improvement Center For Workforce Development (Qic-Wd)

Intervention Summaries

No abstract provided.

Supportive Supervision And Resiliency Ohio - Coaching Ohio Flyer 2018, Quality Improvement Center For Workforce Development (Qic-Wd)

Intervention Summaries

No abstract provided.

Supportive Supervision And Resiliency Ohio - Coaching Ohio Flyer 2019, Quality Improvement Center For Workforce Development (Qic-Wd)

Intervention Summaries

No abstract provided.

Supportive Supervision And Resiliency Ohio - Final Summary, Quality Improvement Center For Workforce Development (Qic-Wd)

Intervention Summaries

Supportive Supervision and a Resilient Workforce

Ohio Department of Job and Family Services (ODJFS) is a state-led, county-administered child welfare system. Ohio’s 83 single-county agencies and two multi-county agencies are responsible for the delivery of child protective services and ongoing case management in Ohio’s 88 counties. In 2017, ODJFS had an annual turnover rate of about 27%. They applied to be a Quality Improvement Center for Workforce Development (QIC-WD) site with the goal of strengthening their child welfare workforce.

When ODJFS started working with the QIC-WD, a Workforce Implementation Team (WIT) was established to participate in a needs assessment process, …

Supportive Supervision And Resiliency Ohio - Site Overview, Quality Improvement Center For Workforce Development (Qic-Wd)

Intervention Summaries

The Ohio Department of Job and Family Services (ODJFS), through the Office of Families and Children (OFC), is responsible for Ohio’s state-supervised, county-administered child welfare system. Ohio’s 83 single-county agencies and two multi-county agencies are responsible for the delivery of child protective services and ongoing case management in Ohio’s 88 counties. Sixty-three agencies are housed in a county ODJFS department, overseen by county commissioners, and 22 children services boards are stand-alone child welfare agencies overseen by citizens appointed by county commissioners.

OFC is responsible for state-level administration and oversight of programs that prevent child abuse and neglect; provide services to …

Supportive Supervision And Resiliency Ohio - Key Findings, Quality Improvement Center For Workforce Development (Qic-Wd)

Intervention Summaries

Background

The Ohio Department of Job and Family Services (ODJFS) started working with the QIC-WD in October 2017 to better understand its turnover problem. Eight counties volunteered to be part of the entire study. They participated in a thorough needs assessment process which led to creation of Coach Ohio, a multi-level blend of two interventions that addressed key needs across the counties regarding work-related traumatic stress and supportive supervision. Four counties and half of the largest county participated in the intervention while three counties and the other half of the largest county participated as comparison counties. Among these counties …