Thesis (M.A.)--Ohio University, June, 2009. / Title from PDF t.p. Includes bibliographical references.

The aim of the thesis is the evaluation and comparison of management in public and private administration and determination of proposals leading to its development.

Made available in DSpace on 2015-03-05T18:38:00Z (GMT). No. of bitstreams: 0 Previous issue date: 27 / Bolsa para curso e programa de Pós Graduação / A obtenção de informações sobre valor para o cliente torna-se essencial para análise de investimentos atuais e futuros nos serviços/produtos. O propósito deste trabalho é estabelecer uma estrutura de análise de congruência e possíveis trade-offs das perspectivas entre o que é valor para o cliente e a intenção organizacional. A base da proposta refere-se à abordagem da teoria Cadeias Meios-Fim (Chain end-means), a qual estabelece uma estrutura cognitiva relacionando três níveis que variam de elementos concretos para níveis mais abstratos: atributos (Como?), conseqüências de uso (O quê?) e valores (Por que?). Para o presente estudo utilizou-se o método de Escalada (Laddering) o qual também foi operacionalizado em uma fase quantitativa pela adaptação da Técnica de Associação de Padrões (APT) para a construção do Mapa Hierárquico de Valor. A instituição de ensino analisada foi a Universidade do Vale do Rio dos Sinos – Unisinos, através dos seus cursos de MBA’s. Os resultados obtidos evidenciam congruências e i / The acquisition of information on value for the customer becomes essential for the analysis of investments, current and futures in the products. The purpose of this work is to establish a structure of consistency analysis and possible trade-offs between what is value for the customer and for the organizational intention. The base of the proposal refers to the approach of the theory Chain end-means, which establishes a cognitive structure relating three levels that vary from concrete elements to the most abstract levels: attributes (How?), use consequences (What?) and values (Why?). The present study was elaborated using Laddering and in a quantitative phase for the Association Pattern Technique (APT), method for the construction of the Hierarchical Map of Value (HVM). The results presented evidence consistencies and inconsistencies in the three levels of the chain, in the two perspectives and between the two methods. The analysis of those results contributes to possible strategic decision-making in the m

Thesis (Ph.D.) -- McMaster University, 1998. / Includes bibliographical references (leaves 143-147). Also available via World Wide Web.

Governments around the world have been increasingly adopting an ‘outcomes-focus’ in the design of policy and the management of public services, the implications of which have been subjected to increasing scrutiny within public administration (Boyne and Law 2005; Elvidge 2012; Heinrich 2002; Housden 2016; Lowe 2013; Lowe 2017; Wimbush 2011). Yet wherever an outcomes-based approach has been applied, be it within performance management (Bevan and Hood 2006; Lowe 2013; van Thiel and Leeuw 2002), budgeting (Perrin 2006; Ryan 2003), or commissioning, its achievements have fallen short of expectation (Wimbush 2011). Outcomes have predominantly been conceptualised and operationalised within what this thesis calls a ‘Rationalist’ approach, linked to the New Public Management context within which an outcomes-focus was popularised. This approach assumes we can understand the factors which drive outcomes, plan appropriate service interventions, harness the resources and commitment needed to put such interventions into practice, and manage such interventions towards their expected end points. Outcomes however are inherently complex phenomena – they are always transboundary, always co-produced by the individuals who experience them, and always impacted by a large number of unpredictable and uncontrollable factors in their external environment. Public management theory and practice finds itself at a crossroads: an imperative to improve outcomes, and a paradigmatic inability to do so – a challenge which scholarship is just beginning to respond to (Housden 2016; Lowe et al. 2016). This thesis contributes an alternative ‘Complex Systems’ theoretical framework which responds to (rather than simplifies or externalises) the inherent complexity which outcomes present. This theoretical framework draws on complex adaptive systems theory to enable a ‘Complex Systems’ approach to the management of outcomes. The framework is based on the conception of outcomes as emergent products of complex systems, and integrates three defining components of complex adaptive systems (self-organisation, distributed agentic learning, and attractor states) to enable an endogenous process of service transformation in conditions of uncertainty. This theoretical framework provides public management with more solid footing for understanding, analysing and designing outcomes-focussed interventions, with distinct advantages relative to existing outcomes-based approaches, in pursuing complex public service outcomes. The thesis applies this framework through a multiple embedded case study analysis (Yin 2009) of the Early Years Collaborative, a large-scale multi-agency Quality Improvement Collaborative operating across Scottish local authorities, as it seeks to improve a set of population-level child development outcomes.

Diss. Umeå : Univ., 2004.

No description available.

The aim of graduation theses is to show the application of public services quality methods in town Tabor. Thanks to controlled interview with secretary I wil find out the concrete methods using by the town to improve the quality of its services. Then I will try to explain the esence and benefit of this methods for choice office.

Afin de répondre à l’augmentation des besoins au niveau des ressources hospitalières causées par pandémie de la maladie à coronavirus de 2019 (COVID-19), différents sites non traditionnels (SNT) ont été déployés au Québec et mondialement. Le SNT de la Place Bell a été déployé à Laval durant la première vague de la pandémie et avait comme fonctions de libérer des lits en milieu hospitalier en accueillant des usagers atteints de la COVID-19. Le but de cette étude de cas était d’examiner la capacité du SNT de la Place Bell à remplir ces fonctions. Un devis mixte convergent a été utilisé, incluant une analyse descriptive des données quantitatives ainsi que des entrevues semi-dirigées auprès de sept participants, incluant des professionnels, des non professionnels et un gestionnaire. Malgré un faible taux d’occupation et une ouverture tardive, le SNT a permis de libérer 29% des lits occupés par des usagers atteints de la COVID-19 à l’hôpital. Le cout par nuit au site était plus élevé qu’en centre d’hébergement et de soins de longue durée et que pour un autre SNT dans la province, mais moins élevé qu’en milieu hospitalier. En considérant le risque de transmission de la maladie dans les milieux de vie et qu’une des options alternatives était de garder les usagers en milieu hospitalier, le SNT semble avoir été un choix financier efficient. Le SNT a été un environnement favorable au déploiement d’une plus grande étendue de pratique infirmière, en raison du haut ratio de personnel-patient, l’absence de médecin sur place et l’autoorganisation du travail au site. En conclusion, plusieurs éléments contribuent à l’efficience d’un SNT, dont son déploiement rapide, la composition des équipes, le soutien offert aux employés et l’autonomie et l’indépendance du site. / In order to respond to the rapidly increasing needs in hospital resources caused by the coronavirus disease of 2019 (COVID-19) pandemic, different alternate care sites (ACS) were deployed in Quebec and worldwide. The Place Bell ACS was deployed in Laval during the first wave of the pandemic with the aim of offloading the volume of patients in the hospital by admitting patients with COVID-19. The aim of this case study was to examine the capacity of the Place Bell ACS in achieving these functions. A mixed convergent design was used, including a descriptive analysis of the quantitative data and semi-structured interviews with seven participants including professionals, non-professionals and a manager. Despite the low occupancy rate and the late opening, the ACS was able to free up 29% of the beds occupied by COVID-19 patients at the hospital. The cost per night at the site was greater than that of a residential and long-term care center and of another ACS in the province, but lower than the cost per night in the affiliated hospital. In considering the risk of propagating the virus in certain home environments and an alternative option of keeping the patients in the hospital, the ACS seems to have been an efficient financial option. The high staff-to-patient ratios, the absence of doctors on site and the self-organization of the team’s work contributed to making the ACS a favorable environment to a larger scope of practice for nurses. In conclusion, several elements contribute to the efficiency of an ACS, including its rapid deployment, the team compositions, the support offered to the employees as well as the site’s autonomy and independence.

Durant les dernières années, le rôle et les responsabilités des infirmières gestionnaires de proximité (IGP) en soins infirmiers, soit les infirmières-chefs (IC) d’unité ainsi que les assistantes infirmières-chefs (AIC), ont changé suite aux réformes du système de santé ainsi qu’à l’augmentation des besoins de la population québécoise et la complexité de ces derniers. Malgré ces nombreux changements et les défis relatifs à l’occupation du rôle stratégique d’une IGP dans le système actuel, il n’existe aucune directive claire sur les compétences que devraient posséder les IGP. Or, des compétences spécifiques aux IGP devraient être identifiées et regroupées dans un référentiel de compétences pour les IGP afin que ces dernières puissent procéder à leur autoévaluation et assurer leur développement professionnel. Actuellement, bien qu’il existe un référentiel de compétences pour les infirmières soignantes (Boyer et al. 2020), un outil équivalent pour les IGP n’existe pas. Seulement des guides de standards de pratique semblent disponibles pour structurer et encadrer la pratique des IGP qui ont pourtant un rôle déterminant à jouer dans la mobilisation des équipes de soins à atteindre leurs objectifs de qualité et de sécurité de soins. Pour cette recherche, la définition de compétence de Tardif (2006) sera utilisée tout comme le cadre de référence de la mobilisation présenté par Tremblay et Simard (2005). Le but de ce projet était d’identifier, par une étude Delphi, les compétences de gestion nécessaires aux IGP pour exercer leur rôle de manière optimale. Pour ce faire, les données ont été collectées à l’aide de questions en ligne auprès de 13 IC et AIC de diverses unités d’un centre hospitalier universitaire de Montréal. Les résultats de cette recherche permettent donc de proposer des compétences à considérer pour le développement d’un éventuel référentiel de compétences en gestion de proximité. Le référentiel pourrait être un outil pertinent sur la clarification du rôle des IGP et permettrait de définir les connaissances et les compétences nécessaires à l’exercice optimal de ce rôle. / In the last few years, the responsibilities of the nurse managers, including chief nurses and assistant chief nurses, have changed following the reform of the health care system and the increased needs of the population requiring more complex care. Yet, despite those changes and the many challenges the nurse managers are facing, there is no clear agreement on which competencies are important for a nurse manager to display in order to be able to guide their team. However, the essential competencies required for nurse manager should be regroup in a competency framework, so they can self-evaluate and ensure their professional development. Indeed, it’s possible to find a competency framework for register nurses (Boyer et al. 2020), but there is no such thing for the nurse’s manager. It seems like it’s only possible to find some guidelines to structure and regulate the practice of nurse manager, who nevertheless have a crucial role in guiding their team to achieve their goals of offering security and quality care to the people. In this research, the definition of competency by Tardif (2006) and the framework of Tremblay and Simard (2005) on mobilization of teams were used. The aim of this study was to identify the competencies of management required by nurse’s managers in order to mobilise their team. The data were collected with online questions using the Delphi method answered by 13 nurses’ managers from a university hospital center in Montréal. The results of this research will therefore provide possible avenues of competencies for a possible competency framework for management. The competency framework could be a relevant tool for clarifying the role and defining the knowledge and skills necessary for the exercise of an optimal role of nurse manager.