Indiana University-Purdue University Indianapolis (IUPUI) / A manpower survey was conducted by the Great Lakes Society of Orthodontists in early 1977. Permission was obtained from the Society to use a portion of the survey for this thesis, namely: Years since graduation of the respondents, community size in which the respondents practiced, busyness of their practices, number of new patient starts in 1976, change in patient load, and the respondents' opinion of the need for more orthodontists. Statistically, the data was compiled as to percent response by state and as a Region. Mean and standard deviation were obtained and the above factors were then correlated yielding the following findings: The number of orthodontists has increased for the Great Lakes Region, but this increase is showing a leveling off. Except for the province of Ontario and the State of Indiana, the community size in which orthodontists practice is dispersed and not located in large communities. Most orthodontists are starting 90 or more patients per year. Most orthodontists report an increase in their practices, but feel they are seeing fewer patients than they could accommodate comfortably and are less busy than they would like. Few orthodontists in the United States section of the Great Lakes Region feel increases in the numbers of orthodontists are warranted.

Yes / Objective: Clinical Imaging contributes to screening, diagnosis, planning and monitoring of treatment and surveillance in cancer care. This literature review summarises evidence about radiographer reporting to help imaging service providers respond to Health Education England's 2017 Cancer Workforce Plan project to expand radiographer reporting in clinical service provision. Key findings: Papers published between 1992 and 2018 were reviewed (n ¼ 148). Evidence related to dynamic examinations (fluoroscopy, ultrasound) and mammography was excluded. Content was analysed and summarised using the following headings: clinical scope of practice, responsibilities, training, assessment, impact in practice and barriers to expansion. Radiographer reporting is well established in the United Kingdom. Scope of practice varies individually and geographically. Deployment of appropriately trained reporting radiographers is helping the NHS maintain high quality clinical imaging service provision and deliver a cost-effective increase in diagnostic capacity. Conclusion: Working within multiprofessional clinical imaging teams, within a defined scope of practice and with access to medical input when required, reporting radiographers augment capacity in diagnostic pathways and release radiologist time for other complex clinical imaging responsibilities.

In Mississippi, the bulk of the responsibility to conduct workforce training falls on the community colleges. With the recent trends of large industry relocating overseas, layoffs, and plant closures, these challenges have become prevalent in rural America. Through the development and delivery of workforce programs to local business and industry, community colleges have made substantial contributions to the economic and community development of communities across the nation. The gap between well-paying jobs and unemployed, undereducated workers continues to be a problem. In order to prepare the supply of the unemployed/underemployed and to meet industry's demand, workforce and education systems need to be organized around long-term integrated education, training, and work that is targeted to high-wage, high-demand employment. The purpose of this study was to investigate the nature of workforce education and training needs of business and industry that had participated or were participating in workforce training with the college. This study was designed to look for gaps in workforce training by analyzing the current and future training needs of local business and industry. Questions to be answered by this study are as follows: a) How do business and industry in the college’s district currently utilize the workforce training and development services? b) What are the future workforce training needs of local business and industry in the college’s district? c) What are the gaps between the workforce training provided by the college and business and industry needs? Results from this study may provide suggestions to enhance and improve the training provided by the college’s workforce department to their local business and industry. This study will provide the college with information that will be valuable in improving, implementing, and developing successful training and partnerships.

The general goal of work-based learning is to bridge the gap between the academic world and the labor market, providing those students with the skills they need to give employers the satisfaction they desire from well-trained, well-educated employees. Work-based learning, which includes work experience, structured training, and other workplace learning experiences appropriate to students’ career interests and linked to school curricula, provides the connection between students and employers. The sample consisted of 112 participants. 78 students and 34 employers involved in work-based learning at rural Mississippi community colleges specifically those students and employers involved in work-based learning hosted by Copiah Lincoln Community College, East Central Community College, and Itawamba Community College.Statistical analysis procedures included descriptive statistics, Independent t- Tests, ANOVA, and Tukey Post Hoc tests. These statistical analyses revealed significant differences based on the variables set forth in the study. This study was designed to examine if statistically significant differences existed in perception of needed skills and in the perceived value of work-based programs between students and employers. Additionally, it determined if statistically significant differences existed in value and needed skills based on age, gender, ethnicity, and education. Overall, employers and students reported that work-based learning programs were beneficial to those who participated in work-based learning programs. But in the basic skills category, the thinking skills category, the personal quality category, the data revealed that they were not consistent in their thinking. Employers thought that reading, integrity and honesty were important; where as, students thought that math, visualizing and reasoning were important. In reference to the value work-based learning programs provide, employers had a positive view of work-based learning programs in that they believed the quality of training students needed would be provided to those who participated. In 9 value areas for students and employers, differences occurred more in what work-based learning was to provide. Employers and students reported that all skills, as well as the value of workbased learning were very important. In the role of teacher and employer, female work-based learning participants expected collaboration between employers and teachers. Further implications of the findings are discussed in this paper.

The purpose of this study was to determine if there were any significant differences in customers’ opinions of WIN Job Center One-Stop Career Centers operated by community colleges compared to customers’ opinions of Job Center One Stop Career Centers operated by Mississippi Department of Employment Security. Specifically, this study was concerned with the following variables: facilities, staff professionalism, staff services, self-services, and an overall service rating. A survey design was employed in this investigation to collect and analyze the data. A total of 116 WIN Job Center customers participated in this empirical study. An instrument entitled “Customer Satisfaction Survey” was used to gather the data. The instrument was adapted from an existing survey used by the North Carolina Employment Security Commission. The instrument was tested for internal consistency and the Cronbach alpha coefficient was .86. The data were tested for significance through the application of the One-Way Analysis of Variance (ANOVA), a 2 X 2 Analysis of Variance, and a 2 X 4 Analysis of Variance with the Studentized Range Test. Among the conclusions of this study were the following: it appeared that customers who utilized the Mississippi Department of Employment Security were more satisfied with the self-service resources than those who utilized the community college WIN Job Centers. Another notable significance was shown when including the variable of the times that the customer had utilized the WIN Job Centers. The data revealed that those customers who were using the WIN Centers for the first time were more satisfied with the overall services of community college centers; however, customers who were using the job center for 2-5 times were more satisfied with overall services from the Mississippi Department of Employment Security job centers. Finally, the data also displayed that the customers who had a higher level of education (.e. 2 or more years of college) were more satisfied with the WIN Job Centers overall than those with a high school diploma or less.

The aim of this study was to investigate the question of whether or not the gap between rural and urban workforce outcomes is reduced with investment in human capital and training conducted by community colleges. In this study, rural and urban differences in employment rate, employment retention, and wage gain after receiving training were examined to determine the extent to which the gap between rural and urban workforce outcomes is reduced by investment in human capital and training conducted by community colleges. Three research questions were examined. 1. Are Mississippians in rural and urban settings equally able to secure employment after receiving specialized and advanced training? 2. Are Mississippians in rural and urban settings engaging in specialized- and advanced-skill development equally able to retain employment over time? 3. Do Mississippians in rural and urban settings experience the same wage increase after receiving specialized and advanced training? The researcher hypothesized that investment in skill development would reduce the gap between rural and urban workforce outcomes, controlling for individual and local factors. The results of this study have several implications. First, training is a critical component to gaining and retaining employment. On average, 80% of those who receive training from community colleges are able to gain employment. Of those, 54% are able to retain their jobs for the remainder of the year and training generates an annual increase of $4,633 in wages, on average. Second, the results show that there are urban and rural differences in workforce outcomes. Third, individual characteristics matter and, in all cases, those who benefit the most from training are those with 2-year degrees, confirming that community colleges play a fundamental role in providing the knowledge and skills for our workforce. Fourth, local conditions cannot be dismissed in addressing differential workforce outcomes.

Edited by Dr. Brandy A. Brown and Romi C. Wittman / As U.S.-based companies continue to struggle to fill science, engineering and technology (SET) positions with domestic talent, a large portion of the available workforce (women) continues to be underrepresented. This project discusses the strategic advantages of encouraging female workforce participation in SET roles within global technology companies. Three publicly traded companies - Netflix, Facebook and Red Hat, Inc. - are compared utilizing self-reported diversity numbers to see the varying levels of women in those workplaces. The diversity policies and benefits programs of these three companies are discussed as well as available corporate statements regarding workforce diversity policies. Finally, utilizing information from programs proven to increase women’s participation and retention within SET roles, suggestions are provided, namely sponsorship of women in the workplace.

Australia's population and workforce are ageing. The reason for an ageing population is the post World War II baby boom, followed by low birth rates in subsequent generations. Combined with healthier lifestyles, advances in medical science and the subsequent increase in longevity, this means that there are more older people than ever before and this trend will continue for several more decades. However, workforce demographics are also affected by ageing, and Australian organisations will need to employ more older workers in the near future to meet predicted shortfalls of skilled workers. Although there have been studies examining the current low employment rates of older workers, the identification of negative stereotypes associated with older workers, and related problems and challenges (such as age discrimination), no study of the working intentions of older Australian workers has been reported. Therefore, the aim of this research is to explore the meaning of working for older workers to better understand whether and why older Australian workers might want to continue working. In particular, this thesis explores what it is about working that makes some people want to continue beyond the traditional age of retirement, while others wish to cease work as soon as they are able. There are clear implications for individuals, organisations and public policy emanating from the extension to working lives. The research aims and objectives were best met within a phenomenological approach, and the data collection consisted of four studies. The setting for the research was a single organisation; an Australian university. Three of these studies were qualitatively-driven, within an interpretivist paradigm: (i) in-depth interviews with older employees (aged 50 years or older) to determine their meanings of working; (ii) interviews with managers to determine whether there were any organisational factors encouraging older workers to retire early; and (iii) interviews with retirees to determine their meanings of working and retirement. The fourth study was quantitative and examined the demographics of the organisation and the relevant HRM policy documents. The thesis uses the meaning of working as the initial theoretical conceptual perspective, and derives a new conceptual perspective for managing older workers, which is outlined in the last chapters. The research draws from two perspectives - the organisation and the individual. The organisational perspective examines the management of organisational staffing in the context of future demographic changes. The individual perspective is explored via the meaning of working to older workers. The key findings from the research in the chosen university suggest that despite the Commonwealth Government's attempts to encourage older workers to continue working, the majority of the older workers, irrespective of employment category, did not want to continue working beyond the traditional retirement age of 65 years. Reasons included wanting to spend more time with a life partner, becoming more involved with interests outside of work, and removing themselves from the negative circumstances in the organisation. However, of those who wanted to continue working, the majority was from the academic employment category (both employees and retirees), and the minority was from the administrative or general employment category. Additionally, the academic participants rated working in their lives as important or very important; higher than the ratings provided by the general staff participants. Explanations are offered as to reasons for such differences between the employment categories. The consequences of these findings include the need for a new approach to managing older workers, and particularly at the end of their working lives and into retirement. Australian organisations cannot afford to continue losing staff to early retirement, yet this trend appears to continue. Suggestions to meet this challenge are made at three levels: public policy, the organisation and the individual. Implications for future research are presented in the final chapter.

The mental health workforce is continually evolving and competing for resources, influenced by local and national factors however effective, provision of mental health care depends on the most important resource—staff.

Determinar la incidencia de la Filosofía Lean Construction en la productividad de la MO de una empresa constructora de Lima Metropolitana. Determine the impact of the Lean Construction Philosophy on the productivity of the OM of a construction company in Metropolitan Lima.