Training and Development Commons^™

Reducing Food Scarcity: The Benefits Of Urban Farming, S.A. Claudell, Emilio Mejia

Journal of Nonprofit Innovation

Urban farming can enhance the lives of communities and help reduce food scarcity. This paper presents a conceptual prototype of an efficient urban farming community that can be scaled for a single apartment building or an entire community across all global geoeconomics regions, including densely populated cities and rural, developing towns and communities. When deployed in coordination with smart crop choices, local farm support, and efficient transportation then the result isn’t just sustainability, but also increasing fresh produce accessibility, optimizing nutritional value, eliminating the use of ‘forever chemicals’, reducing transportation costs, and fostering global environmental benefits.

Imagine Doris, who is …

Using An Industry-Aligned Capabilities Framework To Effectively Assess Student Performance In Non-Accredited Work-Integrated Learning Contexts, Denise Jackson, Linda Riebe, Stephanie Meek, Madeleine Ogilvie, Alf Kuilboer, Laurie Murphy, Nathalie Collins, Karina Lynch, Mandy Brock

Research outputs 2014 to 2021

This study recognises how Industry 4.0 is influencing labour market demands of graduating students and how ongoing discord between employers and educators regarding their preparation is driving work-integrated learning across the sector. Stakeholder involvement in capability development requires expected performance standards to benchmark students for learning and assessment purposes, especially in non-accredited contexts which lack defined standards of competency. Industry stakeholders were engaged to review, validate and extend an established capabilities framework to reflect mega-trends posed by contemporary work and to define dimensions of standardised assessment for the purpose of work-integrated learning. Findings highlighted the need for graduates that are …

Ebci Summary, Quality Improvement Center For Workforce Development (Qic-Wd)

Intervention Summaries

The Eastern Band of Cherokee Indians (EBCI) is a federally-recognized tribe. The Family Safety Program (FSP) is the child welfare program that serves the Eastern Band of Cherokee Indians, under the tribal Division of Public Health and Human Services. FSP was established in 2015 with around 10 staff members and has grown to about 60 staff, all located in one office in Cherokee, North Carolina. Since FSP was a relatively new agency when they began working with the Quality Improvement Center for Workforce Development (QIC-WD), turnover had not been a signficant problem, however, vacancies were a challenge. In October 2017, …

Eastern Band Of Cherokee Indians Family Safety Program, Quality Improvement Center For Workforce Development (Qic-Wd)

Intervention Summaries

The Eastern Band of Cherokee Indians (EBCI) is a federally-recognized tribe. The Family Safety Program (FSP) is the child welfare program that serves the Eastern Band of Cherokee Indians, under the tribal Division of Public Health and Human Services. Addressing Historical Trauma and Preparing the Child Welfare Workforce

In this video, an EBCI elder discusses historical trauma and why it is important for child welfare workers to understand it, so they can be successful. Watch the Video

Background

The Eastern Band of Cherokee Indians worked with the QIC-WD to develop an onboarding program. This video highlights the experience of …

Embodying Compassion: Striving Towards Sensitivity, Inclusion And Synergy, Arva N. Anees

Student Theses and Dissertations

Inspired by the author's experience as the sole Muslim woman in a company of over 100 employees, the capstone project addresses the observed lack of prioritization for minority inclusion in the workplace. The capstone project outlined aims to address this issue by developing a cultural sensitivity and inclusion workshop that surpasses superficial efforts and encourages participants to internally reflect on their daily workplace interactions. The workshop, designed with an experiential approach lasting 1.5-2 hours, seeks to foster practical knowledge and instigate changes towards a more inclusive, equitable, and diverse working environment. Emphasizing increased awareness, engagement in reflective and collaborative activities, …

Enhancing Inclusion: Neurodiversity In The Workplace, Micah Cox

Dissertations, Theses, and Projects

Neurodiverse individuals have long been viewed negatively, particularly in the workplace. Many recruiters or hiring managers have never considered the benefits that hiring a neurodiverse candidate could bring to their organization, rather looking at the additional costs of accommodation. The results of analyzing several case studies show that companies who incorporate neurodiverse candidates into their labor pool have seen increased productivity, creativity, process innovation, and cost reductions. This paper reviews several case studies combined with data obtained from interviews with a neurodiverse individual and a direct support care professional to develop a list of methods to be used in the …

A Recipe For Success. How To Build Cohesive Virtual Teams In A Post-Pandemic World, Barbara Thiss

Transform

For leaders, finding a recipe for success in building a cohesive virtual team in a post-pandemic world may be a struggle. With the outbreak of COVID-19, many organizations have seen growth in their virtual presence. Virtual teams bring greater diversity and the challenge of operating in remote locations rather than face-to-face settings. Finding practices leaders can use to build cohesiveness in their virtual teams can help them adapt to this changing environment. The purpose of this study was for Fortune 500 leaders of virtual teams to identify practices they used to build cohesiveness in their team. Building cohesiveness is important …

Coworkers And Leaders: The Relationship Between Trustworthiness, Trust, And Employee Engagement, Lianne Young

Dissertations

A highly engaged workforce provides numerous organizational and individual benefits (Shuck et al., 2016), the culmination of which leads to a competitive advantage difficult to emulate (Burke et al., 2013). It remains challenging to understand how engagement develops, with little research available explaining the process (Shuck, 2020). High employee engagement levels provide a competitive advantage, but stagnant engagement levels remain a significant obstacle (Shuck, 2020).

Shuck (2020) recommends further research focusing on methods to increase engagement. Trustworthiness and trust are antecedents and drivers of engagement (Chughtai & Buckley, 2008; Federman, 2010; SHRM, 2017). A lack of trust has negative impacts …

The Effect Of Primary School Entrepreneurship Education Programs On The Evolution Of Pupils’ Human Capital Assets, Janez Gorenc, Alenka Slavec Gomezel, Željka Kitić, Blaž Zupan

Economic and Business Review

The formation of entrepreneurship-related human capital in primary-school entrepreneurship education programs (EEPs) is of great interest to European policymakers. European education systems have widely implemented EEPs since the Oslo Agenda for entrepreneurship education in Europe was passed in 2006. However, primary-school EEPs remain an underresearched domain of entrepreneurship education. The present article investigates the development of entrepreneurship-related human capital in EEPs for 9–14-year-olds in 22 primary schools. It uses a quasi-experimental design with repeated measures. Based on data obtained from a sample of 180 participants, the analysis finds that the whole group partly improved only one of the components of …

Developing A Blueprint For Health Equity Programs And Investigating Interventions And Metrics, Belita Strudwick

MUSC Theses and Dissertations

Racial and ethnic minority groups and rural and low-income populations are examples of populations who continue to experience health disparities despite policy mandates to eliminate them. This doctoral project will provide a foundational blueprint to aid health plans in addressing and improving health equity internally and with external stakeholders. The blueprint will be based on research comparing the robust health equity initiatives of four states to the NCQA national guidelines. The barriers to achieving and recommendations for advancing the field of health equity by implementing and analyzing policies and data that target health disparities through improved access to quality care …

A Holistic Approach To Leadership Development And Self-Efficacy For Frontline Managers, Alberta Green

Dissertations

According to Clifton and Harter (2019), managers determine an organization’s success. Specifically, managers determine 70% of worker engagement. Researchers (Bandura, 1997; Dwyer, 2019) have associated self-efficacy with leadership strengths. As such, frontline managers (FLMs) need holistic leadership development (HLD) training in the four leadership domains—analytic, conceptual, emotional, and spiritual—to improve their competencies and bolster their self-efficacy (Clifton & Harter, 2019; Ward, 2018). Integrative leadership development models that prioritize organizational resources through holistic leadership development offer a modern approach to addressing FLMs’ leadership skill development and self-efficacy (Guidi et al., 2018). According to Bandura (1997), self-efficacy is how individuals evaluate their …

The Intersection Of Employee Engagement And Employee Health: A Quantitative Evaluation Of The Use Of Engagement Tactics In Improving The Health Of A Workforce, Andrew Buffenbarger

Graduate Theses and Dissertations

Employers have a vested interest in the health of employees, but employee wellness programs have not proven themselves an effective tactic for employers to motivate employees to live healthier lives. Employees who suffer from chronic disease are less productive than healthier peers, are more expensive to insure, have higher rates of absenteeism, and are more prone to suffer from performance-reducing levels of stress and burnout (Shuck et al., 2021; Jones et al., 2019; Mattke et al., 2013). The problem is that employee wellness programs are often not effective at improving the health of employee populations (Song & Baicker, 2019; Jones …

J Mich Dent Assoc December 2023

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!

In this issue, the reader will find the following:

• A cover story on “New Dentists’ Most Asked Legal Questions”
• A case report on “Endodontic Therapy, Crown Amputation, and Soft Tissue Advancement to Treat a Hopeless Tooth”
• A feature “Be a Leader in Your Practice: What’s Your Style?”
• 2023 Author/Title Index to the Journal of the Michigan Dental Association
• News you need, a Guest Editorial and regular …

Organizational Commitment, Sarah Stepanek, Megan Paul

Umbrella Summaries

What is organizational commitment?

Organizational commitment, along with job satisfaction, is one of the most commonly studied job attitudes within the psychological sciences and is often used to gauge how employees feel about their job. Research on organizational commitment has largely been a fragmented endeavor, with no clear consensus on what organizational commitment actually is or how it should be conceptualized. To date, there is not one definition that is regarded as the best, but there are some common themes that can be seen throughout the many definitions in existence. For example, most definitions refer to organizational commitment in terms …

Job Satisfaction, Sarah Stepanek, Megan Paul

Umbrella Summaries

What is job satisfaction?

Job satisfaction is generally thought of as the degree to which an individual likes or dislikes their job (Spector, 1997). Along with organizational commitment, it is one of the most commonly studied job attitudes and is used as a way to gauge how employees feel about their jobs and as a reflection of how well the organization is functioning. Job satisfaction is commonly considered as either “a global feeling about the job or as a related constellation of attitudes about various aspects or facets of the job” (Spector, 1997, p. 2). Thus, job satisfaction is …

Are The Housing Staff Alright? A Hermeneutic Phenomenological Examination Of The Experiences Of On-Campus Student Housing Professionals Through The Covid-19 Pandemic, Megan J. Chibanga

Teacher Education, Educational Leadership & Policy ETDs

College and university housing professionals served a role they were generally underprepared for as long-term crisis managers during the global COVID-19 pandemic. The COVID-19 pandemic interrupted and shifted higher education operating structures on a grand scale, and housing staff were asked to continue operating on-campus housing facilities throughout the ever-changing response to COVID-19. The purpose of this hermeneutic phenomenological study was to understand the lived experiences of housing professionals during the COVID-19 pandemic. Through the collective experiences of 21 participants three major threads emerged: comfort in the unknown, a need for connection and community, and relentless resilience. Each of these …

Project Planning And Control, Burim Isa Berisha Dr.Sc

International Journal of Business and Technology

Operations management is important because it relates to the creation of products and services on which we are all dependent. Operations management is also quite motivating; operations are the center of many changes that affect business - changes in customer preferences, changes in the supply chain caused by technologies based on the businesses where we work, where we want to work and so on.

Operations Management includes the role of operations management, the various characteristics of processes, management activities, the responsibilities of managers, and the timely evolution of Operations Management.

Operations Management is a constant change, fostering creativity which allows …

Long-Term Auditor-Client Relationship And Its Effects On The Audit Quality, Burim Isa Berisha Dr.Sc

International Journal of Business and Technology

Apart from this, the long-term Auditor client relationship has been the center of attention in most of the discussions and debates as well. Numerous studies have been conducted by the academic researchers, financial and professional analysts, regulatory authorities and governing bodies, and in some cases by the Auditors and the firms as well regarding the effects of long-term Auditor-client relationship on audit quality, equity risk premium, financial reports quality, audit pricing etc. These studies provide us with different results, both with the positive and negative associations and effects of long-term Auditor-client relationship on the basis of different factors and contexts. …

Management Of Small Enterprises And Family Businesses In The Republic Of Kosovo, Burim Isa Berisha Dr.Sc, Burim Berisha B.B

International Journal of Business and Technology

Small businesses represent the driving force of an economy. They are the key that enables the production and marketing of thousands of products and services thus becoming the basis for a sound economic development. Consequently, small businesses are of vital importance to the economy.

Small business is a generator of innovation and a source of new jobs. The trend shows that small businesses are the backbone of all developments and movements in the economic system.

The small business scope is present in almost every pore of social and economic life.

According to the Statistical Register for Businesses, there are 9,358 …

The Process Of Adapting Innovations In Banking Services By Businesses In Kosovo, Burim Isa Berisha Dr.Sc, Burim Berisha B.B

International Journal of Business and Technology

This dissertation addresses the importance of a business model from businesses in Kosovo, which is able to adapt innovations from the banking sector such as digital services, and through which become part of a global market where such developments occur step by step. very fast At the beginning of this paper will be given definitions related to the main concepts that are addressed such as business model, innovations in banking services - digitalization of services and the role and importance of linking a business model with banking services of the time. After the theoretical part, from which the main concepts …

Is Competence Without Humility Wasted In Building The Trust Necessary For Knowledge Transfer In Younger/Older Worker Dyads?, Cara-Lynn Scheuer, Catherine Loughlin, Dianne Ford, Dennis Edwards

Management and Decision Sciences

Successful knowledge transfer (KT) between younger and older workers (YW and OW, respectively) is critical for organizational success, especially in light of the recent surge in employment volatility among the youngest and oldest segments of the workforce. Yet, practitioners and scholars alike continue to struggle with knowing how best to facilitate these exchanges. The qualitative study offers insight into this phenomenon by exploring how KT unfolds in YW/OW dyads. The authors performed a reflexive thematic analysis of semistructured interviews with two samples of blue- and white-collar younger/older workers from the USA (N = 40), whereby the authors interpreted the "lived …

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

Other QIC-WD Products

The Eastern Band of Cherokee Indians (EBCI) is a federally-recognized tribe. The Family Safety Program (FSP) is the child welfare program that serves the Eastern Band of Cherokee Indians, under the tribal Division of Public Health and Human Services. FSP was established in 2015 with around 10 staff members and has grown to about 60 staff, all located in one office in Cherokee, North Carolina. Since FSP was a relatively new agency when they began working with the Quality Improvement Center for Workforce Development (QIC-WD), turnover had not been a signficant problem, however, vacancies were a challenge. In October 2017, …

Frontline Job Redesign Louisiana - Final Summary, Quality Improvement Center For Workforce Development

Other QIC-WD Products

The Louisiana Department of Children and Family Services (DCFS) Child Welfare Division (CWD) is a state-operated child welfare system. Louisiana has 64 parishes statewide organized into nine regions. The local parish offices provide child protective service (CPS), family services (FS), foster care (FC), and adoption services. CWD has approximately 1,500 employees including about 640 frontline caseworkers. In 2017, when Louisiana applied to become a QIC-WD site, CWD estimated its turnover rate across the state to be 24%, with one region having a turnover rate of 51%, while another had a turnover rate of only 8%.

This video discusses the challenges …

Frontline Job Redesign Louisiana - Prevention Worker Role Cards, Quality Improvement Center For Workforce Development

Other QIC-WD Products

Lists the different tasks given to types of prevention workers. View the download file.

Frontline Job Redesign Louisiana - Permanency Worker Role Cards, Quality Improvement Center For Workforce Development

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View the download file.

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

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Organizational Change in Action

The Division of Milwaukee Child Protective Services (DMCPS) is a state-operated child welfare system and is the only county system in Wisconsin run by the state. The Division is housed under the Department of Children and Families and has just under 200 staff, including: administrative/managerial staff, initial assessment and access (hotline) frontline workers, and fiscal and operations support. In 2016, DMCPS had an external turnover rate of 37% and they applied to be a Quality Improvement Center for Workforce Development (QIC-WD) site, with the goal of strengthening their child welfare workforce.

When DMCPS started working with …

Organizational Change Process Milwaukee - Site Intervention Logic Model, Quality Improvement Center For Workforce Development

Other QIC-WD Products

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 resource and actions required to implement the program, as well as the associated result of changes anticipated through implementation of the program. The hypothesized relationships are represented by the pathways connecting the listed activities and anticipated outcomes.

Organizational Change Process Milwaukee - Arc Principles Poster, Quality Improvement Center For Workforce Development

Other QIC-WD Products

1. All staff and administrative actions and decisions should be guided by a clear focus on the wellbeing of the children and families served.
2. Measure success by how much child and family wellbeing improves and use this data to drive decision-making and improvement.
3. Continually seek to be more effective, to eliminate barriers, and to foster change to improve the wellbeing of children and families.
4. Focus on relationships/networks in your organization, stakeholders, and family networks to affect child and family outcomes.
5. Get those with a stake (front-line staff) involved in key program decisions, solutions, and improvement efforts.

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

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Building a Resilient Workforce

Nebraska Division of Child and Family Services (DCFS) is a state-operated child welfare system. The Division is housed in the Department of Health and Human services and is divided into five service areas. DCFS has about 400 frontline child welfare workers (Child and Family Services Specialists or CFSS), 70 supervisors, and 15 field administrators. In 2017, DCFS had an annual turnover rate of about 30%. They applied to be a QIC-WD site with the goal of strengthening their child welfare workforce.

When DCFS started working with the Quality Improvement Center for Workforce Development (QIC-WD), an Implementation …

Supportive Supervision And Resiliency Ohio - Summary, Quality Improvement Center For Workforce Development

Other QIC-WD Products

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 QICWD, a Workforce Implementation Team (WIT) was established to participate in a needs assessment process, determine an intervention, and support implementation. …