Le cadre en entreprise est appelé à jouer deux rôles distincts : celui de manager et celui de leader. Grâce à une étude pluriréférentielle une modélisation définitoire de la notion de leadership est proposée. Cette modélisation sera comparée avec l’analyse d’entretiens conduits auprès de cadres praticiens. Un approfondissement des concepts de formation et d’apprentissage tentera de résoudre la question de la possibilité de formation pour le rôle de leader. / A Business executive is called to play two distincts roles : the manager’s one and the leader’s one. Through a multirefrential study, a defining model of the leadership concept is proposed. This model will be compared with an analysis of interviews conducted with business executive practicians. A deep investigation of learning and training concepts will try to resolve the question of effective training leader possibility.

As nursing leaders, nurse managers are critical to the future of the healthcare system, as well as the nursing profession. Becoming a new manager or leader requires considerable development (Conners, Dunn, Devine, & Osterman, 2007); however, there is limited literature that focuses on the development of the nurse manager (Cadmus & Johansen, 2012). The purpose of this study was to explore the development of self-efficacy in nursing leaders, specifically new nurse managers. Albert Bandura’s (1997) self-efficacy theory was used to guide this study. Qualitative content analysis was used to analyze the data. Two themes emerged from the data, describing experiences of self-efficacy, and the development of self-efficacy. A positive connection between experiencing a mentoring relationship and perceived self-efficacy emerged from the data. The findings of this study provide healthcare stakeholders an in-depth understanding of the importance of mentoring and it outcomes related to the development of self-efficacy in new nurse managers.

Zugl.: Göttingen, Universiẗat, Diss., 2002 u.d.T.: Langer, Jens: Die Förderung der Arbeitsleistung von Führungskräften durch sportliche Aktivitäten.

Background: In 2012, more than one in three American youth were classified as overweight or obese. The cause of obesity is multifactorial. However, environmental influences and behavioral characteristics appear to have more impact on the development of obesity than genetics and/or cultural background. In response to an Institute of Medicine briefing detailing recommendations for changes to school meals, the Healthy, Hunger-Free Kids Act of 2010 was passed to update nutrition guidelines for schools participating in the National School Lunch and School Breakfast Programs. This Act seeks to help reduce childhood obesity through the provision of nutritionally balanced school meals. Methods: We conducted a secondary analysis of data collected by Children’s Healthcare of Atlanta as part of its Strong4Life School Nutrition Program. School nutrition managers in a South Georgia school district participated in a dietitian-led training, inclusive of a pre- and post-training survey. Food production data including the number of servings of foods prepared and sold in elementary schools in the same school district were also collected during the weeks preceding the manager training and post training. Observations of the cafeteria organization were also recorded pre and post training. Frequency statistics were used to describe the pre- and post-survey and food production data. A Wilcoxon signed-rank test was used to compare pre- and post-survey scores. Cafeteria organizational changes were compared for improvement pre- and post-training. Results: Of the 30 school nutrition managers who completed the pre- and post-surveys, 23 (77%) provided identifying information and were included in this analysis. The average pre- and post-survey scores were 4.9 and 5.8, respectively (18.4% increase). Twelve participants received a higher score after the training session, 10 had no change in score, and one participant’s score decreased following the training. The vast majority of managers (>90%) indicated that they would like to encourage changes in the cafeteria to promote healthy choices and that they felt confident in their abilities to provide guidance to cafeteria staff to make such changes. Manager perception of overweight and obesity in the state of Georgia being “very serious” or “somewhat serious” increased from 93% before the training to 100% following the training. Six of the 12 schools in which food production data was obtained showed improvement in the percentage of students who chose skim or 1% plain milk vs. flavored milk. Seven schools showed an improvement in the percentage of fruit sold between March and October, four showed an improvement in vegetables sold. Conclusions: School nutrition managers showed increased nutrition knowledge and belief in their individual ability to act as a role model in the school cafeteria after completing a dietitian-led training session. No association was found between increased nutrition knowledge of managers and changes in student food purchasing habits. Future iterations of this training program should include collection of the name of the school(s) in which the manager presides to determine association between increased nutrition knowledge and/or changed perception of role in promoting healthy habits and changes in student purchasing habits.

International Telemetering Conference Proceedings / October 25-28, 1993 / Riviera Hotel and Convention Center, Las Vegas, Nevada / A number of efforts at NASA's Johnson Space Center are exploring ways of improving operational efficiency and effectiveness of telemetry data distribution. An important component of this is the Real-Time Data System project in the Shuttle Mission Control Center. This project's telemetry system is based on a network of engineering workstations that acquire, distribute, analyze, and display the data. Telemetry data is acquired and partially processed through a commercial programmable telemetry processor. The data is then transferred into workstations where the remaining decommutation, conversion and calibration steps are performed. The results are sent over the network to applications operating within end user workstations. This complex distributed environment is managed by PILOT, an intelligent system that monitors data flow and process integrity with the goal of providing a very high level of availability requiring minimal human involvement. PILOT is a rule-based expert system that oversees the operation of the system. It interacts with agents that operate in the local environment of each workstation and advises the local agents of system status and configuration. This enables each local agent to manage its local environment and provides a resource to which it can come with issues that need a global view for resolution. PILOT is implemented using a commercially available real-time expert system shell and operates in a heterogeneous set of hardware platforms.

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Development is important to the initial phase of a new restaurant multi-unit manager (MUM), and appropriate training should be conducted in concert with acceptance of the position. The purpose of this study is to explore the need for individual training of restaurant MUMs in order to facilitate a smoother transition between executive level management positions. The exhaustive literature review aided in the creation of three research questions to be answered through the interpretation of collected interview data. Restaurant MUMs were invited to participate via LinkedIn, a social media network for professionals. Semi-structured interviews were conducted with 17 restaurant MUMs over a two-week period and then transcribed into Word documents and uploaded into ATLAS.ti for analysis. The use of tools within ATLAS.ti, such as network mapping and semantic layouts, allowed the researcher to interpret the correlation between codes and themes created and therefore, answer the research questions. Conventionally, managers have to leave their restaurants or area for many days in order to obtain the necessary training to be more effective in their positions. This study has concluded that while MUMs are aware of their tasks and responsibilities, they are not aware of training available in order to gain the skillset necessary to complete the tasks. Blanket training programs will not work for MUMs, they need training to be customized to such areas as new openings, wide-spread markets and the changing workforce. More courses in developing others need to be implemented so MUMs can learn the skills needed to properly develop their managers into leaders.

The web provides a lot of fluid information but this information changes, moves, and even disappears over time. Bookmark lists, portals, and paths are collections where the building blocks are web pages, which are susceptible to these changes. A lot of research, both in industry and in academia, focuses on organizing this vast amount of data. In this thesis, I present context-based algorithms for measuring changes to a document. The methods proposed use other documents in a collection as the context for evaluating changes in the web pages. These metrics will be used in maintaining paths as the individual pages in paths change. This approach will enhance the evaluations of change made by the currently existing Path Manager, in the Walden's Paths project that is being developed in the Center for the Study of Digital Libraries at Texas A&M University.

Many industries have gone through changes in the last decades, everyone involved have been affected but few have encountered the same amount of changes as the middle managers. Being in the centre of the organisation, torn between wills, middle managers have struggled during the last years to redefine their job. There exists research describing their workdays, what they do and how they spend their time, but we have not found any study that has tried to investigate what challenges the middle managers face. The purpose of this study is to identify the challenges faced by internally-promoted middle managers. This thesis uses an inductive approach to fulfil the purpose; the main motivation for the chosen approach is the authors’ reluctance to let any existing theories guide the process. Instead, it is now believed to capture what middle managers actually find challenging and not reject or confirm the work of others which are not directly aimed at the same problem area. The empirical material has been gathered by using qualitative semi-structured interviews with eight middle managers in the auditing industry. We consider the greatest challenges faced by middle managers to be prioritising in situations of limited time. Since the middle managers tend to leave internal issue to be handled later and instead put their primary focus on customers; relational related issues are found very challenging. Among these; finding a proper level for criticism, handling conflicting expectations and lead personnel in general were emphasized. Administrative related issues was also found challenging, but not to the same extent as relational related challenges. Among the administrative issues: fulfilling goals, scheduling and planning, implementing unsupported decisions, and filter information were stressed as most challenging.

For open-ended information tasks, users must sift through many potentially relevant documents assessing and prioritizing them based on relevance to current information need, a practice we refer to as document triage. Users often perform triage through their interaction with multiple applications, and to efficiently support them in this process an extensible multi-application architecture Interest Profile Manager(IPM) was developed in the prior research at Texas A & M University. IPM infers user interests from their interactions with documents, especially the interests expressed by the user through an interpretive action like assigning a visual characteristic color, coupled with the document’s content characteristics. IPM equates each specific color and application as an interest class and the main challenge for the user is to consistently maintain interest class-color scheme across applications forever which is not practical. This thesis presents a system that can help reduce potential problems caused by these inconsistencies, by indicating when such inconsistencies have occurred in the past or are happening in the user’s current triage activity. It includes (1)a clustering algorithm to group similar triage interest instances by choosing the factors that could define the similarity of interest instances, and (2)an approach to identify sequences of user actions that provide strong evidence of user’s intent which can be used as constraints during clustering. Constrained and unconstrained versions of three Agglomerative Hierarchical Clustering algorithms: (1)Single-Link, (2)Complete-Link, (3) UPGMA(Unweighted Pair Group Method with Arithmetic Mean) have been studied. The contribution of each of the three factors: (1)Content Similarity, (2)Temporal Similarity, and (3)Visual Similarity to the overall similarity between interest instances has also been examined. Our results indicate that the Single-Link algorithm performs better than the other two clustering algorithms while the combination of all three similarity factors defines the similarity between two instances better than considering any single factor. The use of constraints as strong evidence about user’s intent improved the clustering efficiency of algorithms.