What is the purpose of medication? It’s job is to cure a disease.But taking medicine at the perfect time will definitely help anyonecure diseases immediately. There are so many situations when missingmedicine timing might happen unintentionally or even expected. Forexample, there are diabetic people who miss their shot of dose atperfect timing. Another example is the people with memory issuesdue to age or disease.There are many situations where missing medicine might causeproblems. Mainly in crisis situation like in hospital we need a re-minder that helps people take the preferred medicine at specified time.So that will be the problem statement of this thesis.The main objective of the thesis is to notify patient take correctmedicine with the help of easy equipment. When elders have a prob-lem we admit them in hospitals but due to COVID epidemic situa-tions hospitals are understaffed. Because of that the patients in hos-pitals may not be treated well. The personal has a busy schedule withCOVID situations so they can’t care must about each and every singledetails. This might causes major problems while giving minute dosesto patient where a 1mg medication change can lead to severe problemsfor a patients health condition. By providing a proper check up withpatient we can solve those problems more effectively.

Allocating money and resources to improve employees' performance can be costly. The 2008 Industry Report of ASTD (formerly the American Society for Training and Development) showed that U.S. organizations spent $134.39 billion on employee learning and performance. Because learning and development are expensive, time consuming and often disruptive for workflow, training professionals need to show credible and sustainable methods for proving the value of their training programs. This research study examines the effects of employees' perceptions of transfer intentions, General Self-efficacy (GSE) and supervisor support to better identify the conditions for actual transfer. An increased understanding of the conditions of transfer provided a new perspective for a county government agency. Data were collected immediately after training and later in the work environment from 36 subjects who participated in a three-day Employee Leadership Institute (ELI) in December 2007. The study built upon and extended existing data collected in December 2006, March 2007, and September 2007. The data analysis approach consisted of Chi-square computation, Analysis of Variance (ANOVA), bivariate correlation and hierarchical regression analysis. SPSS was used to conduct the data analysis. The results suggest that General Self-efficacy (GSE) was the most important influence on transfer intentions up to six months after ELI. Then, transfer intentions was a better predictor than supervisor support and GSE to significantly influence the actual initiation of skills on the job obtained from ELI at six, nine months and one year. Once employees actually attempted to apply skills on the job, transfer intentions was a better predictor at six months for maintaining those skills over time (transfer maintenance); however, transfer initiation was a better predictor at nine months and one year. Due to a small sample size and self-reported data, the study results should be interpreted with some caution. / Ph. D.

The AICPA recently released new authoritative audit guidance related to group audits of nonpublic organizations which requires group engagement teams to be involved in the work of a component auditor, including certain minimum baseline requirements and the option for more extensive involvement at the group auditor's discretion. Accordingly, group audits create a scenario where auditors are under the direct oversight of a component audit supervisor, yet their work product is monitored and used by the group engagement team when expressing an opinion on the group financial statements. To my knowledge, prior accounting research has not explored the complexity of auditor decision making in a group audit scenario. Drawing on theory from motivated reasoning, this study investigates how the level of group engagement team involvement in component audit work may influence auditor decision making when a component audit supervisor has expressed preferences for more or less professional skepticism during the component audit process. Prior research in non-group audit settings finds the preferences of audit supervisors can influence the skepticism exhibited by their subordinates. However, in a group audit setting I find that the effects of component supervisor preferences interact with the level of group engagement team involvement in component auditors' work to influence component auditors' budgeted audit hours and planned substantive audit procedures. Results showed that during an accounts receivable audit planning task, auditors who faced an optimistic component supervisor recommended the use of more audit hours and suggested confirming a greater percentage of the accounts receivable balance when a group engagement team chose to be more actively involved in the component audit process than when the group engagement team chose only to review component audit work. However, there were no differences in budgeted audit hours or planned audit procedures when auditors faced a skeptical component supervisor, regardless of the level of group engagement team involvement. Thus, increased involvement of the group engagement team mitigated the influence of an optimistic component supervisor on auditor decision making, but did not significantly influence component auditor judgments when auditors faced a more conservative component supervisor. Path analyses indicated this phenomenon was caused by auditors' sense of pressure to reach appropriate audit conclusions induced by the increased involvement of the group engagement team. These results suggest that the effects of supervisor preferences are complex within a group audit environment, such that the nature of instructions received from a group engagement team may mitigate the effects of supervisor preferences on component auditor decision making. This research has implications for audit practice as it relates to the implementation of the new group audit standard as well as for regulators who establish future auditing guidance. / Ph. D.

Gratitude is an emotion with a number of positive benefits for both individuals and organizations; however, very little research has addressed the role of leaders in influencing the gratitude of those they lead. Organizational leaders can increase the gratitude levels of the leaders who report to them, who then can influence the gratitude of their own subordinates. This study addresses how the emotion of gratitude can trickle-down through two levels of an organizational hierarchy. There are two potential theories to support such trickle-down effects of gratitude: a behavioral explanation in social learning theory and an affective explanation in gratitude as an emotional contagion. Social learning theory can explain how gratitude trickles via the influence role models (i.e., leaders) have on the behavior of those below them. In addition, gratitude as an emotional contagion can unconsciously increase feelings of gratitude after experiencing gratitude expressions and these feelings of gratitude should increase the spread of gratitude to others. An experimental study design consisting of students acting as supervisors and subordinates evaluating email manipulations was used to test the hypotheses. The results from this study support the idea that gratitude can spread from upper-level leaders to lower levels in an organizational hierarchy. In addition, results suggest that this relationship is positively mediated by role modeling effects supporting the behavioral explanation of trickle-down effects. However, results did not support emotional contagion theory as a mechanism that explains trickle-down effects. Such findings offer important implications as leaders can play a significant role in spreading the positive effects of gratitude throughout their organization.

Salary.com (2009) found that despite the sinking economy, 57 % of U.S. employees will increase their search for a new job in the next three months. They also reported that it costs approximately twenty-one thousand dollars to replace an employee due to turnover, across industries. Thus, for half a century, research has been conducted to better understand voluntary turnover in organizations. Given the sharp rise in merger and acquisition activity in organizations over the past two decades, it is important to understand the reasons for voluntary turnover among employees facing the uncertainty typically experienced during a merger or acquisition. The current study examined the psychological perceptions of employees who voluntarily left a major multi-conglomerate firm during a period of time where a division of the company was placed up for sale. Seventy-four archival exit interview surveys were obtained, and information coded in order to describe the types of reasons why employees left, the relative frequency and numbers of these reasons, the relations among supervisor and job satisfaction and various turnover reasons, and possible retention factors. Turnover reasons were grouped into five types: nonwork, job/task, work/unit, company and motivation. Findings show company reasons were the most frequently cited reasons for leaving and that career opportunities were the most highly cited as possible ways employees could have been retained. Supervisor satisfaction was inversely related to the number of job, work, and company reasons for leaving, and the reasons for leaving differed between employees reporting high and low levels of supervisor satisfaction. Findings are intended to provide insight about the perceptions of employees going through a merger or acquisition in order to better equip businesses who are losing star employees and facing tremendous costs in training new employees during a divestiture.

Made available in DSpace on 2016-03-15T19:43:07Z (GMT). No. of bitstreams: 1 Midori Sano.pdf: 1103516 bytes, checksum: f827490ec928f1202f799823d7293db4 (MD5) Previous issue date: 2007-08-27 / A presente pesquisa desenvolveu-se no contexto do Curso Normal Superior Fora de Sede de uma instituição do interior do estado de São Paulo. Trata-se de um curso a distância, na modalidade presencial, utilizando diferentes mídias interativas e com a mediação de um Tutor. A necessidade pela investigação decorreu do interesse em pesquisar o potencial inclusivo dessa modalidade de curso, com o enfoque na função de Supervisor Regional do Curso Normal Superior Fora de Sede, objetivando pesquisar a percepção que ele tem do trabalho que desempenha. Trata-se de uma função instituída para prestar o apoio local necessário aos alunos e tutores do CNSFS, a fim de garantir o funcionamento do curso. Para proceder à investigação do estudo em questão, utilizou-se, como principal fonte de informação, os próprios supervisores regionais, por meio da técnica da entrevista semi-estruturada e análise de conteúdo das falas obtidas. Os dados apontam a visão de um trabalho complexo, em construção e permeado dos desafios próprios aos novos modelos de educação exigidos na sociedade do conhecimento.

The present article has as principal goal to analyze and comment the more relevant aspects referred to the amendments on that can be done to a contract, in the terms allowed by the new Public Procurement Peruvian Law. Also, the author will refer to the opinions emitted by the OSCE about the topic. Finally, he will state his main conclusions. / El presente artículo tiene como objetivo principal, analizar y comentar los más importantes aspectos referidos al tema de las modificaciones que se pueden realizar al Contrato, en los términos expuestos en la Ley de Contrataciones del Estado – Ley Nº 30225. Asimismo, procederemos a citar opiniones del OSCE referentes al tema; finalizando con la exposición de nuestras conclusiones.

The nursing home industry has been saturated for decades with culture change initiatives in an effort to improve resident quality of care. The direct care worker (DCW) is considered a critical position to achieving nursing facility quality improvements. Understanding what leads to job satisfaction for DCWs could result in improved resident care. The relationship DCWs have with their direct supervisor or upper-level manager can impact employee satisfaction. The purpose of this research is to identify factors that are associated with DCWs satisfaction with supervisor and management support. Data was obtained from 307 DCWs who were employed at 11 North Texas nursing homes. It was expected that factors affecting satisfaction with direct supervision and upper-level management would differ. In fact, the study found that the antecedents for employee satisfaction with supervisor support were participative decision-making/empowerment, age, information exchange and feedback. Furthermore, participative decision-making/empowerment, perceived competence, staffing, information exchange and feedback were found to affect direct care workers' satisfaction with manager support. In conclusion, this research provides a starting point towards a more holistic view of employee satisfaction with supervisor support by considering the preceding factors and its subsequent effects.

本研究共一冊，預計四萬至六萬字，分五章二十四節：第一章、導論，第二章、文獻 探討，第三章、研究設計，第四章、分析研究之結果，第五章、結論、限制及建議。 當組織內的員工向其上司提出要求或建議時，常會使用不同的方式。本研究乃以被影 響的角度，探討以下各項問題： 一、國內組織裡，部屬向上影響的方法大致分為那幾類？ 二、各類方式的使用頻率是否和上司的心理特質、上司的人口特質、部屬的人口特質 、組織特性有關。 三、各類方法的使用效果是否和上司的心理特質、上司的人口特質、部屬的人口特質 、組織特性有關。 四、各類方法的使用頻率和使用效果是否會因影響目的之不同而異。

Emotions play a profound role in the workplace, especially in the human service profession. Service agents, for example educators, are expected to express socially desired emotions in a service interaction with learners. This direct face-to-face contact with learners requires a lot of emotions and in order to advance educational goals, teachers perform Emotion Work. Factors like the individual factor Emotional Intelligence and organisational factors like Job Autonomy, Supervisor- and Co-worker Support have a profound impact on how Emotion Work is experienced. Emotion Work has an influence on the experience of Well-Being. The objective of this research is to determine the relationship between Emotion Work, Emotional Intelligence, Organisational Factors and Well-Being within secondary schools in South Africa. The research method consists of a literature review and an empirical study. A cross-sectional survey design was used to collect the data. A non-probability convenience sample was taken from 257 educators in high schools in the Gauteng Province. The Schutte Emotional Intelligence Scale (SEIS), The Utrecht Work Engagement Scale (UWES), Oldenburg Burnout Inventory (English version) (OBLI). Scale from the Frankfurt Emotion Work Scales (FEWS) and Organisational Factor Scale were used as measuring instruments. The statistical analysis was carried out with the SPSS-programme. The statistical methods utilised in the article consisted of descriptive statistics, Cronbach alpha coefficients, factor analysis (using a principle components analysis), Pearson product-moment correlation coefficients and multiple regression analyses were used to analyse the data. A factor analysis confirmed two factors for Burnout, consisting of Exhaustion and Mental Distance; Emotion Work also consists of two factors namely Positive Emotion Work and Negative Emotion Work, Emotional Intelligence (four factors) consisting of Mood Regulation/Optimism, Emotion Management/Social Skills, Emotion Appraisal and Emotion Detachment. The OF (Organisational Factors) and UWES both showed acceptable internal consistencies. The analysis of Pearson correlations in this study showed that Exhaustion is negatively correlated with Job Autonomy, Supervisory Support and Engagement, while positively correlated with Negative Emotion Work and Mental Distance. Mental Distance is negatively correlated with Job Autonomy, Supervisory Support and Engagement and positively correlated with Negative Emotion Work. Engagement is positively correlated to Mood Regulation/Optimism, Emotion Management/Social Skills, Co-worker Support and Supervisory Support. Emotion Management/Social Skills is positively correlated to Emotion Appraisal and lastly Supervisor Support is positively correlated to Co-worker Support. A regression analysis with Engagement as dependent variable indicated that Positive Emotion Work, Negative Emotion Work, Mood Regulation/Optimisrn and Supervisor Support in an educator environment were the best predictors of Engagement. With Exhaustion as the dependent variable, Negative Emotion Work, Job Autonomy and Supervisor Support were the best predictors of Exhaustion and with Mental Distance as the dependent variable, Negative Emotion Work, Job Autonomy and Supervisor Support were the best predictors of Mental Distance. Recommendations are made for the educators' profession and for future research purposes. / Thesis (M.Com. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2007