Perceptual-cognitive skills are important characteristics for sport participants, which have been shown to contribute to the expert advantage (Abernethy, Baker & Côté, 2005; Mann, Williams, Ward, & Janelle, 2004; McPherson, 2000). One such skill is visual attention, which is beneficial for athletes, but less commonly researched for sport officials. For this dissertation, three data collection procedures assisted in examining the visual behaviors of elite, intermediate and novice ice hockey referees. In phase one, 2 elite, 2 intermediate, and 2 novice referees wore helmet cameras for one game and subsequently participated in stimulated recall interviews to address visual behaviors that occurred during that game. The four resultant themes that emerged were: Divided Attention, Selective Attention, Positioning and Context, and Influences of Visual Attention. Within each of these major themes there were several similarities and differences amongst the referees. In phase two, 2 elite, 2 intermediate, and 2 novice focus groups watched one elite and one intermediate helmet camera videotape and discussed what they thought the referee was attending to and where they would direct their visual attention. The focus group transcripts were deductively coded to search for potential differences between the elite and intermediate referees based on the themes identified in phase one. It was evident that the elite referee was superior to the intermediate in several areas including: Maintaining a focus on the majority of players, knowing when to focus away from the puck, having better post-whistle attention, and being better positioned. Discussion related to how these advantages might be gained by learning through experience. For phase three, 10 elite, 10 intermediate, and 10 novice referees wore an eye-tracking device and made penalty decisions on ice hockey infractions presented on a computer screen. In this experiment, decision accuracy, decision type, number of fixations, and fixation duration were calculated. MANOVA results indicated that there were no significant differences across participant groups. The global discussion includes data excluded from the three main papers, alternative methods for further interpretation of the results, integration of the results of the three papers, and proposals for future research.

Promoting participation in EHAPs (employee health and assistance programs) by those employees most in need of health improvements is important to increasing the effectiveness of these programs. Programs which are designed to reduce perceived barriers to participation and to meet the specific needs and interests of these employees have resulted in higher participation. The purpose of this investigation was to determine the extent to which demographics and perceived health status were associated with employees preferences and perceptions of EHAPs. This was done through survey analysis of four hundred and one employees of a municipal government. It was found that there were no significant differences in employees' anticipated use of these programs based on any of the demographic or perceived health variables studied with the exception of the variable "current frequency of exercise". However, different interests in program components were apparent among the various sub-groups of employees. There were also reported differences among the sub-groups for preferred program times and facilities. There were significant differences among some of the sub-groups in reported barriers to the use of EAPs and in reported comfort in exercising with fellow workers. It was also found that current frequency of exercise was significantly related to perceived health status. From these observations, recommendations for promoting participation among these sub-groups have been made. This research has added to the understanding of the differences between the various sub-groups of employees in terms of their preferences for EHAP components and the barriers they perceive toward participating in these programs. A better understanding of these factors as they pertain to employees in other workplaces may aid in the development of programs which better meet the needs of these employees, and hence, may increase their participation in EHAPs. / Education, Faculty of / Curriculum and Pedagogy (EDCP), Department of / Graduate

This paper examines the recruitment, characteristics, motivation and functions of "political exempt staff in Canadian government. These potentially influential individuals, free from the political restrictions on public servants, tend to operate in the shadows cast by senior elected officeholders. As a result, too little is known of their characteristics or activities, although they have been the subject of some research. An important aim of this paper is to determine whether political exempt staff, by working closely with prime ministers, premiers or cabinet ministers, have significant influence on public policy-making. Thus, researching the origins, attributes, motivations and roles of these unelected political acolytes may yield useful information concerning the operation of Canadian democracy. Since public office, elected or otherwise, forms part of our social system, a large number of questions may be raised. What are the socio-economic and educational characteristics of exempt staff? How and from where are they recruited? What is it about political life which attracts their interest and helps to fulfill their aspirations? What motivates such individuals? How do such persons influence public policy? In terms of the democratic process, what is the nature and relative importance of the function performed by political exempt staff? For example, how are their duties and responsibilities determined and delimited? To what extent are their activities partisan in orientation? Do they tend to have an appreciable influence on government policies and programs? Further, what degree of control do exempt staff exercise over access to elected officials? To what extent do they shape public office-holders' opinions and decisions? If they act as "gate-keepers" and confidants, do they constitute effective targets for professional lobbyists and others seeking to influence government action? This paper seeks to address these and other questions through analysis of data derived from interviews with 33 former exempt staff who served as political assistants and advisers, primarily in the federal government. The purpose is to gain useful operational insights into a unique position in our governmental system. The findings of this study suggest that political exempt staff play an important role in sustaining a government's "political impulse", the policy momentum it gains from an election mandate. The exempt staff also constitute a valuable point of contact for persons or organizations seeking information, support or a favourable decision from government. / Business, Sauder School of / Graduate

Aversive control measures in the form of punishment and negative reinforcement are widely used in business and other organizations. The purpose of the present study was to systematically evaluate an alternative to aversive control. The effect of a package intervention consisting of a weighted checklist, weekly graphic feedback, and contingent social positive reinforcement in the form of praise was used with a university housing staff to increase duty performance. Five undergraduate Resident Assistants served as participants. A multiple baseline across staff members was used to evaluate the effect of the intervention. Results indicate that the intervention increased performance by an average of 45% and decreased variability in performance. These results suggest that interventions based on feedback and positive reinforcement are effective, cost efficient, and represent a practical alternative to aversive control measures.

This is a study with a qualitative approach and a social psychological perspective. Our purpose is to describe and analyze authority officials descriptions of individuals with a social disability and their perception of how the interaction in the encounter with its implementation. We are interested in how they experience their power as authority representatives. The following issues are highlighted. • How do people in authority describe individuals with a social disability? • What is the authority officials view on the interaction in meetings with individuals with a social disability? • How do authority officials experiencing his or her position of power in relation to the meeting? Our results are based on semi-structured interviews with five persons in authority, which is active in Insurance and Employment Service in Örebro County. The theoretical basis is based on the labelling theory. The concepts chosen for analysis are stigma, social responsiveness, lack of social responsiveness, defense measures and power. The results of the study show that authority officials understand the concept of social disability as any type of diagnosis, with social anxiety disorder and intellectual impairment are the two most mentioned. Authority officials describe that these individuals have a range of social difficulties such as problems with finances, lack of jobs or problems in their social relationships. Authority officials meetings with individuals with a social disability is described as complex, where the need for support appears to be unlimited. Factors such as time and creativity plays a crucial role in the interaction. The power aspect of the meeting affects the sense that the authority official has the power to change and improve the living conditions of individuals, but may not be the person to act freely in the meeting when the latter is controlled by the authority's rules and regulations. Authority officials freedom of action can be influenced by his personal qualities and skills. At the same time can also lead to the individual with a social disability can have confidence and trust in authority the person. / <p>22575</p>

No description available.

Indiana University-Purdue University Indianapolis (IUPUI) / Background and Purpose - State Health Officials (SHOs), as the leaders of state governmental public health agencies, play a critical role in their respective states. Their decisions guide the overall actions of their organizations in executing programs, policies and activities that ultimately affect the health of the state’s population. This study will add to the research and serve as a potential guide to future SHO training, specific to decision making, in a public health emergency Methods – Twenty-one individuals, who are either currently working as SHOs or who were former SHOs, were interviewed to understand their perspectives on issues that may impact their response to a public health emergency: decision-making, interaction with the public and the media and the role of politics in public health, and other areas of consequence. Results – While the study was focused more broadly, all of the respondents specifically mentioned the COVID19 pandemic as the most complicated public health emergency they have responded to as a SHO. All respondents also mentioned that they did not have a specific decision-making tool to utilize during this emergency and primarily relied on a consensus-driven decision-making process. Additionally, issues such as the challenges of managing the media and the politicization of public health during this pandemic, were mentioned by many of the respondents. Conclusion - These findings pointed to the need for a step-by-step decision-making tool to be utilized by SHOs in a public health emergency. This has the potential to lead to a more methodical approach to SHOs decision-making during a public health emergency, including a focus on various operational aspects such as understanding the role of the media in a public health emergency, managing elected officials in a public health emergency, and lessons learned from past public health emergencies.

No description available.

No description available.

The purpose of this study is to review employee unionism and employee-management relations as they exist in the Federal public service of the United States. Attention is given to the historical development of employee organizations with the record of the Government as an employer as a background. The work of the Kennedy Task Force on Employee-Management Relations in the Federal Service is reviewed together with progress in employee-management relations since Executive Order 10988 was issued implementing the Task Force's recommendations. Employee-management relations in the central governments of Great Britain, Australia, and Canada are discussed to provide a comparative framework within which the United States' experience may be viewed and considered. / M.S.