Training and Development Commons^™

State Uses Financial Incentives To Fund Nursing Home–Initiated Quality Improvement Projects Through Competitive Bidding Process, Leading To Better Care, Valerie Cooke, Greg Arling, T. Lewis, Kathleen Abrahamson, Priscilla Arling, H. Davila, C. Mueller

Priscilla Arling

Authorized in 2006 by the State legislature, Minnesota’s Performance-Based Incentive Program funds nursing home–initiated quality improvement projects for 1 to 3 years through increases of up to 5 percent in the operating per diem rate charged to Medicaid and private-pay residents. Funding decisions are made through a competitive bidding process administered annually by the Department of Human Services, with recommendations from a review committee. Program staff provide support to nursing homes during and after the application process. Nursing homes that do not achieve project-specific performance targets can lose up to 20 percent of the incentive payments. The program has engaged …

Turning Points In Relationships With Disliked Co-Workers, Jon A. Hess, Becky Lynn Omdahl, Janie M. Harden Fritz

Jonathan A. Hess

Although most people begin their employment with the education and on-the-job training to handle the tasks their jobs entail, few long-term employees boast that they feel competent in dealing with all the difficult people they encounter in the workplace. Unpleasant coworkers range from annoying nuisances to major sources of job frustration and career roadblocks. Given that periodic preoccupation with unlovable coworkers is nearly a universal feature of organizational life, it is not surprising that such relationships are given due attention in the media and popular press (e.g., Bramson, 1989; Topchik, 2000). What is surprising is how little scholarly attention has …

We're All In This Together: Mentoring In Academic Libraries (Poster), Matt Ruen, Cara Cadena, Betsy Williams

Matt Ruen

Transformational Teachership: How Principles Of Transformational Leadership Foster Student Outcomes (Poster), Janet M. Peters, Thomas M. Cavanagh, Samantha A. Stelman, Kyle J. Sandell, James W. Weston, Zinta S. Byrne

Thomas M. Cavanagh

Needs Assessment And Analysis Methods For Performance Improvement, Bahram Mahmoudi Mazraeh Shadi

bahram mahmoudi mazraeh shadi

ABSTRACT This review of needs assessment and needs analysis literature from the training and development field assembles common needs assessment methods and the proposed or best use of each method according to the reviewed literature for performance improvement. The most common needs assessment methods are task analysis, job/process analysis, performance improvement, competency-based assessment, strategic needs assessment, and knowledge and skill assessment which related to performance improvement. While performance analysis is sometimes used in literature to describe a type of needs assessment, in definition, it is needs assessment and analysis combined. Keywords: Task Analysis, Performance Improvement, Training and Development

Training Needs Assessment : A Case Study Of Huco In India, Bahram Mahmoudi Mazraeh Shadi

bahram mahmoudi mazraeh shadi

Abstract The aim of this research is to study the nature of Training Needs Assessment within the context Managers in company of HÜCO (Maharashtra) in India and the impact of TNA on organizational performance. According to the findings of this study in the field of theoretical arguments arising from them found that training needs assessment (TNA) using the dimensions of strategic competence, which is compatible with McGhee and Thayer's three-fold analysis. This study achieves in survey method with the use of a questionnaire on the 25 Managers in company of HÜCO (Maharashtra) were regarded as the research samples to analyze …

Influence Of Extrinsic And Intrinsic Rewards On Employee Engagement (Empirical Study In Public Sector Of Uganda), Peter Adoko Obicci Esq.

Peter Adoko Obicci

Considerable attention has been given to the identification of key forms of reward and its linkage to employee engagement. For this purpose following study aims to uncover the influence of extrinsic and intrinsic rewards on employee engagement in the public sector of Uganda. A sample of 184 public sector employees was randomly selected and taken from Gulu district. A quantitative approach based survey in form of closed ended Five Point Likert-Scale questionnaire was designed and used to implore responses from participants. 184 questionnaires was distributed, 180 were returned, processed and only 176 were found usable. Data collected were then analyzed …