Thesis PlanB (M.S.)--University of Wisconsin--Stout, 2008. / Includes bibliographical references.

Thesis (M. Sc.)--University of Manitoba, 1998. / eContent provider-neutral record in process. Description based on print version record. Includes bibliographical references.

Thesis (M. Sc.)--University of Manitoba, 1998. / eContent provider-neutral record in process. Description based on print version record. Includes bibliographical references.

Thesis (Ph. D.)--Virginia Commonwealth University, 2009. / Prepared for: L. Douglas Wilder School of Government and Public Affairs. Title from title-page of electronic thesis. Bibliography: leaves 132-149.

Thesis (Ph. D.)--Ohio State University, 2005. / Title from first page of PDF file. Document formatted into pages; contains xiii, 265 p.; also includes graphics. Includes bibliographical references (p. 149-161). Available online via OhioLINK's ETD Center

Traumatic brain injury (TBI) is a significant public health issue due to the incidence, complexity, and cost associated with treatment – emphasizing the need for effective rehabilitation programs. One mode of rehabilitation that has been demonstrated to improve health and reduce healthcare costs is health promotion programs (HPPs) that incorporate physical activity (PA). However, PA is not currently incorporated into the standard of care post-TBI. The purpose of this study was to conduct group interviews among individuals with a TBI undergoing outpatient rehabilitation to determine PA knowledge, attitudes, intentions, and barriers. Results will be used to develop a HPP that focuses on facilitating PA participation as part of the rehabilitation process. Seventeen participants completed a series of group interviews (2-3 people/group) regarding their PA needs. A qualitative research design was adopted and trustworthiness was established through triangulation of data (i.e., theoretical underpinning; multiple researchers and data-coders). A cross-case analysis was completed to identify themes and conceptual patterns. The main themes identified were (1) an inability to differentiate between PA and physical therapy, (2) a limited knowledge of PA health benefits and the relationship to rehabilitation, and (3) an interest in participating in a PA HPP as part of their rehabilitation. HPPs for outpatients with a TBI should educate individuals about PA, the associated health benefits, and the role PA plays in the rehabilitation process. A well designed HPP may increase the likelihood that individuals adopt and maintain PA as part of the rehabilitation process, thus reducing the risk of morbidity and mortality.

Consultants are frequently called to help organization leaders identify and solve problems. However, few research reports reveal the holistic nature of the process. This case study helps fill that void with naturalistic inquiry into a process consulting intervention. This action research describes an external consultant's intervention with leaders of a large federal agency over an 18-month period to help conduct and implement a training needs assessment (TNA). A naturalistic inquiry design used multiple methods to gather quantitative and qualitative data through three action cycles. The first cycle describes the TNA process and deliverables answering the organization's questions "What training was required and was being done, for whom, by whom, at what cost?" The second cycle revolves around the research questions "How do the organization's leaders view, value and make use of the TNA?" and "What happens as a result of the consultant/researcher's intervention?" The third cycle answers the question "What are the organizational dynamics that facilitate or inhibit the adoption of planned change?" Research findings were: 1) Organizational leaders valued and used the TNA to reorganize and centralize their training; 2) The intervention provided documentation and recommendations for short and long-term planned changes; 3) Cultural biases cast training as important but a low priority with hierarchical structures complicating centralizing actions. The case study frames complex change through a systems perspective that combined theories from multiple disciplines. Action learning in the process reflects the paradoxes of learning that are often unrecognized and usually unreported. The open-ended nature of the inquiry reveals the need for a high tolerance for ambiguity, extensive knowledge, flexibility, networking ability, and trust in the process. Research theories, methodologies, and assumptions were reassessed with some revealing conclusions: action research is not intuitively obvious nor widely recognized in fields of practice reinforcing the need to continuously improve ways to intervene. Future recommendations are to: encourage more candid holistic reporting of action research; recognize that traditional research paradigms make action research riskier to pursue and defend; encourage leaders in all fields to continuously develop and use more tools, models, and networks to help improve our future organizations. / Ed. D.

Background: Renacimiento, Mexico in the state of Nuevo Leon is home to approximately 1,000 families who currently experience a host of social, health, and community challenges that span both rural and urban Mexico. The state has committed to initiate the construction of a community health clinic. Methodology: In preparing for the clinic, a needs assessment instrument and associated materials were developed for community members and volunteers to administer to residents within Nuevo Leon. Results: A culturally sensitive survey instrument and associated documents were created with consideration for low-literacy participants and with a wide variety of topics in the areas of individual, women’s, children’s and community health. Conclusions: The creation of this needs assessment survey provide insight to stakeholders in Mexico and abroad who stand to benefit from learning what community residents’ perceive as their greatest needs. The results from the survey will provide the first ever documentation of this unique community’s health status and will demonstrate areas of need within which the community health clinic can focus their efforts.

The purpose of this study was to assess the management of volunteers through self-perceptions of Texas 4-H volunteers. This research was an on-line questionnaire designed to assess volunteers’ attitudes toward recruitment, orientation, training, resources, utilization, motivations for continuation of service, and recognition. The population was volunteers enrolled in the Texas 4-H Program during the 2007-2008 program year. The census included 711 Texas 4-H volunteer respondents. This study used a questionnaire designed by the researcher and a team of faculty and staff at a major land grant university and a demographics questionnaire. SPSS® 16.0 for Windows® was used to analyze the data. The study revealed that most Texas 4-H volunteers are oriented and trained in their roles and responsibilities as a volunteer, have additional opportunities for training in their role as club managers or project leaders, have the resources necessary to fulfill their role, and are recognized for their contributions to the Texas 4-H Program. However, as with any program, there is room for improvement. Respondents indicated a need for curriculum development in volunteer and club management. Additionally, 83% of volunteers began volunteering because they had children or family enrolled in the 4-H program; however, volunteers are motivated to continue to serve as volunteers because they want to help youth and support youth development, the 4-H program, agriculture, and family and community development. Respondents indicated they chose to discontinue serving as a 4-H volunteer due to lack of county Extension staff support, lack of time, children aging out of the program, and burnout. The following recommendations for action were based on the findings and conclusions of this study. Volunteer orientation and training programs should become an integral part of all county 4-H volunteer management programs. Curriculum should be developed in the areas of volunteer and club management. In addition, all volunteers should be recognized for their contributions to the program. Orientation, training, and recognition of 4-H volunteers will provide opportunities for volunteers to build an affiliation for the Texas 4-H program, and in turn, motivate volunteers to continue to serve the 4-H youth development program.

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.