I use a unique dataset of 1,808 mutual fund manager replacements to study the determinants and the subsequent impact of the choice between hiring the successor from within (internal hire) and outside (external hire) the fund family. I find that fund families prefer to replace their top performers with internal hires and bottom performers with external hires. External hires demonstrate superior ability to turn around bottom performing funds, but exhibit inferior ability to maintain the record of top performing funds. I find no cross-sectional difference in post-replacement performance between internal and external successors, indicating fund families, in general, make their replacement decisions optimally. I do, however, find that funds that deviate from the optimal decision have subsequent sub-par performance. Overall, the evidence suggests that portfolio managers play a pivotal role in determining mutual fund performance.

Abstract The leadership practices of nurse managers and the association with nursing staff retention and the promotion of quality care in two Saskatchewan hospitals? Doctor of Philosophy, 2009, Karen Eisler Graduate Department of Faculty of Nursing, University of Toronto The purpose of this descriptive correlational study was to explore the relationship between nurse managers’ leadership practices as measured by Kouzes and Posners’ (2001) Leadership Practice Inventory and staff nurses’ intent to leave the job, absenteeism, medication errors and the quality of care. A total of 450 RNs and LPNs responded to a mailed survey. The respondents were representative of the target population; 54% were 46 years of age or older, 81% RNs and 19% LPNs, 95% female, over 65% had at least 11 years of nursing experience, and 65% worked fulltime. Staff nurses gave low ratings of their managers’ use of the five transformational leadership practices. There was a weak or non significant relationship between the five leadership practices and staff nurses’ intent to leave, absenteeism or medication errors. Results of hierarchical multiple regression analyses revealed that some of the leadership practices had a significant positive relationship with perceived quality of patient care and nursing care on the unit. The strongest predictors of quality of patient care (23% of the variance) were the leadership practices, Challenge the process, Inspire a shared vision, Enable others to act and Model the way. The strongest predictors of the quality of nursing care (16% of the variance) were the leadership practices, Model the way and Challenge the process. The results of this study indicated that managers’ use of transformational leadership practices can affect the staff nurses’ perception of the quality of patient care and nursing care on a unit. It is important that nurse managers develop leadership practices to promote high quality care in Saskatchewan hospitals.

Abstract The leadership practices of nurse managers and the association with nursing staff retention and the promotion of quality care in two Saskatchewan hospitals? Doctor of Philosophy, 2009, Karen Eisler Graduate Department of Faculty of Nursing, University of Toronto The purpose of this descriptive correlational study was to explore the relationship between nurse managers’ leadership practices as measured by Kouzes and Posners’ (2001) Leadership Practice Inventory and staff nurses’ intent to leave the job, absenteeism, medication errors and the quality of care. A total of 450 RNs and LPNs responded to a mailed survey. The respondents were representative of the target population; 54% were 46 years of age or older, 81% RNs and 19% LPNs, 95% female, over 65% had at least 11 years of nursing experience, and 65% worked fulltime. Staff nurses gave low ratings of their managers’ use of the five transformational leadership practices. There was a weak or non significant relationship between the five leadership practices and staff nurses’ intent to leave, absenteeism or medication errors. Results of hierarchical multiple regression analyses revealed that some of the leadership practices had a significant positive relationship with perceived quality of patient care and nursing care on the unit. The strongest predictors of quality of patient care (23% of the variance) were the leadership practices, Challenge the process, Inspire a shared vision, Enable others to act and Model the way. The strongest predictors of the quality of nursing care (16% of the variance) were the leadership practices, Model the way and Challenge the process. The results of this study indicated that managers’ use of transformational leadership practices can affect the staff nurses’ perception of the quality of patient care and nursing care on a unit. It is important that nurse managers develop leadership practices to promote high quality care in Saskatchewan hospitals.

Sponsorship investments have increased during the last decades and the largest part of sponsorship is in sports sponsorship. Nowadays sports sponsorship is a large business where organizations can make great investments. Due to the fact that it now is a large business it is of great importance to understand this phenomenon in order to learn how to achieve success with it.  There are some issues a company may consider before making the decision on sponsoring a sports team. Firstly, it could be a costly activity which can lead to a financial disadvantage if the sponsorship does not succeed, since it can involve high expense. Secondly, it could also be a time consuming activity which involves the risk of having the people within the company working in vain if failing to achieve success with the sponsorship. The literature describes many attributes that are important for managers working with sponsorships to apply in order to be successful. The purpose of this paper was to examine the relationship between managers’ attitudes towards sports sponsorship and their fulfillment of sponsorship attributes. To be able to answer the purpose three research questions were constructed that concerned the purpose of the study. To obtain the empirical data a case study was carried out with semi-structured interviews. The ones being interviewed were all managers working with sponsorship in their organization. With the help of their experience and answers to the questions an analysis was carried out.   The finding was that managers that worked with more of the important attributes presented in the literature were more positive towards sports sponsorship than the organization that did not work with as many.

No description available.

Diss. Univ. Zürich, 2002.

Nurse managers are stakeholders in creating a culture of nurse retention. The purpose of this staff education project was to identify evidence-based best practices that promote nurse retention and to educate nurse managers about these strategies. Knowles's theory of adult learning was the theoretical framework for the project. The practice-focused question addressed whether an education program for nurse managers would increase their understanding of evidence-based strategies to create a culture of nurse retention. The education program centered on 4 themes: professional development, communication and relationships, culture and work environment, and organizational structures and support. The concepts of 5 domains-- status, certainty, autonomy, relatedness and fairness (the SCARF model)--were used to educate nurse managers about the conceptual foundations of individuals' engagement within their environment. Education was delivered using a presentation software program with a follow-up question-and-answer session. A reference toolkit was included in the program. Twenty-seven nurse managers completed a 7-question post presentation survey to assess their level of understanding related to creating a culture of nurse retention; all reported excellent and good levels of understanding based on the program. The nurse manager toolkit and education program can assist nurse mangers in developing leadership strategies supporting nurse retention and positive social change in the culture of the organization.

Die Schlaganfallnachsorge in Deutschland wird von verschiedenen Leistungserbringern geprägt, die teilweise komplementäre und komplexe Dienstleistungen erbringen und sektorenübergreifend arbeiten. In Bad Neustadt wurde in Kooperation mit der Universität Würzburg und dem Zentrum für Telemedizin Bad Kissingen das Stroke Manager Programm entwickelt und evaluiert. Das strukturierte Nachsorgeprogramm Stroke Manager basiert auf einer standardisierten Informations- und Software Unterstützung von der Akutversorgung bis drei Monate nach Entlassung aus der stationären Versorgung. Anhand der Ergebnisse des Stroke Manager Programms konnte eine vergleichsweise hohe Persistenz bzgl. der stationär verordneten medikamentösen Sekundärprävention über einen Zeitraum von drei Monaten festgestellt werden, ebenso konnten wir nachweisen, dass sich das Programm positiv auf die Versorgungsqualität sowie die Patientenzufriedenheit nach Schlaganfall auswirken kann. Die im Stroke Manager-Programm betreuten Schlaganfallpatienten wiesen im Vergleich signifikante Unterschiede bei den Faktoren Rauchverhalten, Schlaganfallschweregrad und subjektive, globale Lebensqualität auf. / Stroke aftercare in Germany is shaped by different service providers, some of whom provide complementary and complex services and work across sectors. In Bad Neustadt, the Stroke Manager Program was developed and evaluated in cooperation with the University of Würzburg and the Centre for Telemedicine Bad Kissingen. The structured aftercare program Stroke Manager is based on standardized information and software support from acute care up to three months after discharge from inpatient care. Based on the results of the Stroke Manager program, a comparatively high persistence of inpatient secondary drug prevention was observed over a period of three months, and we were able to demonstrate that the program can have a positive impact on the quality of care and patient satisfaction after stroke. The stroke patients treated in the Stroke Manager program showed significant differences in smoking behaviour, stroke severity and subjective, global quality of life.

The purpose of this project is to improve case managers' personal effectiveness with clients, and to foster client-centred care. The project describes the plan for the development, implementation, and evaluation of a client-centred care curriculum for community case managers at the Hamilton-Wentworth Community Care Access Centre (CCAC). Client-centred care is really about how we treat one another, and is supported in the literature. For this project, client-centred care means: honoring personhood, communicating therapeutically, being reflective, setting goals with clients, and therapeutic use of self. The concept of therapeutic use of self is about how one uses oneself to help clients (Whall, 1988). The project describes implementation and evaluation of a therapeutic use of self workshop which is one component of the entire curriculum. The curriculum is guided by principles of adult learning, including self-directed learning, and transformative learning. The guiding theoretical frameworks for this project include: Miller and Seller's (1990) transaction and transformation education positions, the Leithwood-lnnovations Profile For Implementation (as cited in Miller & Seller, 1990), and Patton's (1997) Utilization-Focused Evaluation. Although this project has the potential to make a significant impact on case managers and clients, the curriculum has yet to be tested. Recommendations for use of the curriculum within the CCAC are provided. / Thesis / Master of Science (Teaching)

Problem: Family firms often comprise of a complex web of relationships between family and non-family managers that are active within the business. Family enterprises are also known for their closed communication and decision-making practices. It often occurs that families do not include non-family managers into important business-related discussions and do not consult their decisions with managers from outside of the family. At the same time, research in the area of family business defines that the relationships between family and non-family managers are highly linked to the success of a business. With these considerations in mind, this study investigates how family and non-family managers communicate in family businesses. Purpose: The purpose of the thesis is to create an understanding of the phenomenon of communication and information-sharing between family and non-family managers in small and medium-sized family firms in Sweden. In particular, we are investigating the distinctive characteristics of communication, the barriers to effective communication, and what business-related information that is not shared between family and non-family managers. Method: This study is conducted qualitatively, utilising multiple case studies. For the collection of empirical data, we conducted twelve semi-structured interviews with both family and non-family managers in three small and medium-sized family companies located in Sweden. Findings: Our findings show that there are multiple distinctive characteristics of communication in family firms. Additionally, we uncovered several groups of barriers that hinder effective communication between family and non-family managers in family companies. Additionally, we found out that there is numerous business-related information that is not shared between family and non-family managers. Contributions: Our findings contribute to the managerial and theoretical understanding of communication and information-sharing between family and non-family managers in family businesses. This thesis is of interest to any individual working in or with family companies, as well as, academics, who investigate the field of family business.