A strong volunteer development program is important to the success of volunteer based organizations. Such a program can bolster volunteer recruitment efforts, increase retention of current volunteers, and improve their performance. But, in order for the training to be successful, the training must help the volunteers achieve their personal goals as well as helping the organization achieve its own goals. For this reason a skills approach to leadership was used in this study since it would be beneficial to both the organization and the volunteer. The seven leadership competencies chosen for the study based on the literature review were: (1) identifying problems, (2) gathering information, (3) solving problems in new ways, (4) communicating effectively, (5) understanding other roles in the organization, (6) understanding others’ attitudes, and (7) adapting behavior to work with others. The purpose of the study was to determine for which of these leadership competencies volunteers at Bryan/College Station nonprofit organizations needed training. To determine this, it was important to first determine the current leadership competencies of local area volunteers and how important each of these competencies were to nonprofit organizations. With this information, it was possible to draw conclusions and determine what areas of volunteer leadership training would be most beneficial to both nonprofits and their volunteers. This study found that all seven leadership competencies chosen were important to the organizations studied. More than eighty percent of organizations asked their volunteers to explicitly or implicitly perform each competency. Furthermore, each competency was rated as either important or very important by at least half of the organizations. Based on the findings, it was concluded that communicating effectively and adapting behavior to work with others were the two most important competencies. At least two thirds of the organizations demonstrated a need for training in these areas. Identifying problems, solving problems in new ways, understanding other roles in the organization, and understanding others’ attitudes showed a need for training in about half of the organizations. These competencies should be developed, but show less potential for training benefits. Finally, gathering information showed limited need for training.

Thesis (M.P.H.)--University of North Texas Health Science Center at Fort Worth, 2008. / Title from title page display. Bibliography: p. [41-44].

Thesis (Ph. D.)--University of Missouri-Columbia, 1997. / Typescript. Vita. Includes bibliographical references (leaves 92-94). Also available on the Internet.

Thesis (Ph. D.)--University of Missouri-Columbia, 1997. / Typescript. Vita. Includes bibliographical references (leaves 92-94). Also available on the Internet.

Thesis (M. S.)--Industrial Design, Georgia Institute of Technology, 2009. / Committee Chair: Kevin D. Shankwiler; Committee Member: Abir Mullick; Committee Member: Alan J. Harp

Thesis PlanB (M.S.)--University of Wisconsin--Stout, 2009. / Includes bibliographical references.

This research study was conducted to determine the need for an Employee Assistance Program (EAP) at Kalafong Hospital as a way of assisting troubled employees to deal with either personal or work-related problems they experienced. These problems affect their job performance negatively if left unattended. An EAP is effective in dealing with employees’ problems as it addresses all social problems that affect employees’ job performance. The aim of the study was to explore the feelings, experiences and needs of employees of Kalafong Hospital with regard to an EAP at Kalafong Hospital. Data was collected by means of semi-structured interviews utilising a schedule as a guideline for the researcher during the interviews. Twenty (20) respondents participated in the study. This investigation revealed that employees of this hospital experienced personal and work-related problems that, if left unattended, had a negative effect on their job performance. Methods currently used to help troubled employees of this hospital are not as effective as that of an EAP. Social workers provide very little help to employees as their services are earmarked for patients of this hospital. Supervisors and union representatives are also not formally trained to assist troubled employees and thus provide very little help to the employees. It is therefore concluded that there is a need for a structured Employee Assistance Program in this hospital, as it will provide comprehensive services to employees. / Dissertation (MSD (EAP))--University of Pretoria, 2005. / Social Work and Criminology / Unrestricted

Education in the United States is transforming to accommodate children in general education with a diverse range of needs and learning profiles. Occupational therapists are equipped to provide these students with the skills, strategies, and tools to fully participate in their education. Independent schools have a unique ability to provide differentiation, but often do not have an occupational therapist on staff. Without differentiation, students may not be able to perform to their full potential. Factors contributing to this include inadequate preservice training for teachers, a lack of knowledge of the role and scope of occupational therapy, and the absence of a federal mandate to accommodate students with varying learning profiles. AccessED is a service delivery program that was created to address this gap. Teacher education, a multi-tiered system of support, and collaborative consultation with an occupational therapist are incorporated into the program. The instructional content is based on the identified needs of the school. Structured teacher education sessions utilize case studies, skill-building, group problem solving, and reflection. The intended functional outcome for AccessED is implementation of differentiation in the classroom for increased student outcomes.

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