Despite medical technology and research advances postpartum hemorrhages (PPH) continue to be a leading cause of morbidity and mortality for pregnant women, even in developed countries. One possible explanation for PPHs continuing to be a leading cause of maternal death is inconsistent recognition and timely treatment of women experiencing a PPH. This doctor of nursing practice project attempts to improve labor and delivery nurse knowledge through an educational intervention which will contribute to rapid identification and treatment of PPH. Knowledge change was demonstrated though change in pretest and posttest scores. The educational information and process was guided by adult learning theory and content was based on current research and evidence-based practice guidelines on PPH. Ninety six participants were assessed using a PPH pretest posttest design. The tests consisted of 15 questions. Correct scores were added and a percent correct score was calculated. The data demonstrated that 63% of the participants passed the pretest with an 80% or higher and 90% of the participants passed the posttest with an 80% or higher. The difference was statistically significant, indicating there was an increase in knowledge after the educational materials were presented. This DNP project contributes to social change by ensuring women receive excellent and timely PPH care by nurses who have a strong understanding of PPH and can apply that knowledge through rapid identification and treatment.

The general attitude of the faculty and staff was assessed through the questionnaires distributed to all fulltime employees of Utah State University. Their feelings regarding supervision, work recognition, communication, physical facilities, job satisfaction and their attitude toward the administration were reflected by their response. The over-all campus attitude seems to be good. The areas of supervision and work recognition received the moat favorable replies. Downward communications, or communicationa from the administration to the employee. received more negative responae than reactions to upward channels of communication. The personal comments and opinions submitted contain valuable insight into t he general attitude of the Utah State University staff. The positive feeling regarding apparent academic freedom is evident in this study. Fringe benefits have been steadily improving over the last few years1 this seems to be a source of considerable employee satisfaction. A need exists to reduce "red tape" in financial procedures . It is evident that the faculty desire that the service areas become more conscious of their role as it relates to the academic function in supporting and serving student and faculty needs.

This study examines staff perceptions of the implementation of an Enterprise Resource Planning system (ERPs) in three Australian universities. It considers the growing body of literature on the issues impacting on effective and efficacious Enterprise Resource Planning (ERP) implementations in organisations including the most recent literature on ERPs in the higher education sector. This literature identifies a number of issues that it is argued, translates from the corporate sector to the higher education sector including a number that require additional focus in this sector. It is proposed in this dissertation that effective and efficacious implementations in Australian universities require particular consideration of organisational influences related to their context and the perceptions of the users of the systems. Case study methodology was used to examine the staff perceptions of the management of ERP implementations in universities. This involved undertaking case studies in three Australian universities in the process of implementing ERP systems. The first phase of the study obtained data through a series of focus groups at one university to explore staff perceptions of the efficacy of the ERP implementation at their university. This data and the relevant literature served as a framework for the development of the research process in the second phase of the study. This phase involved conducting a series of interviews with staff that enabled the researcher to undertake a more detailed exploration of the staff perceptions of influences affecting ERP system implementations at three Australian universities. The research study identifies the influences impacting on the outcomes of these implementations of ERPs in the three Australian universities and forms the basis for the development of guidelines for the effective and efficacious management of ERP implementations in Australian universities. This set of guidelines for the management of implementations of ERPs in Australian universities is an outcome that can have applicability for the higher education sector generally.

<p>Our society is based on a heterosexual norm. This may lead to the fact that LGBT-persons have a poorer health status than the heterosexual population. The nurse education lacks information and courses that highlights sexual identity. This is defective since healthcare staff needs knowledge on the subject to be able to treat patients in a professional and respectful manner. The purpose of this study was to illustrate how heteronormativity influences the treatment of patients within a healthcare context. </p><p>This paper is a survey of literature based on 12 articles and one dissertation. </p><p>The results showed that the healthcare staff and the healthcare students had both positive and negative attitudes towards non heterosexual patients. The majority had positive attitudes. It is thus important to highlight the negative attitudes and derive them to heteronormative ways in a healthcare context. The non heterosexual patients experienced problems dealing with homophobia, the issue of coming out or not and poor heteronormative communication.</p><p>The healthcare staff needs to get accurate education regarding heteronormativity and sexual identities. The negative attitudes towards non heterosexual patients would thus lessen and the treatment towards these persons would improve. </p><p>More research on the subject of nursing and heteronormativity is needed. Research focusing only on the nurse’s work and how it is influenced by heteronormativity is wanted.</p>

This study was concerned with determining if: (1) the effectiveness of residence hall student government varies according to the perceptions of its role held by residence hall student staff and government officers, and the hall type and population; (2) the perception of hall student government held by student staff varies according to their age, time in position and gender; and (3) the perception of hall student government by student officers varies according to their age, time in office and gender. The survey population included 48 residence hall directors, 209 student staff and 281 student officers from northwestern land grant universities. Hall directors were surveyed to determine perceived effectiveness of their hall's student government, and the resident population. Student staff and officer perceptions of the role of hall student government were obtained by utilizing the government section of the Residence Hall Attitude Scale (Murphy 1971). Age, gender, time in position or office and type of hall were also provided by the students. Multiple regression analysis was used to test three hypotheses at a .05 level of significance. Of the hypothesized relationships, only gender was found to be significantly related to the variance in perceptions of role of hall student government. In the case of both student staff and officers, women were more favorable toward residence hail student government than men. The combined independent variables of age, gender and time in position or office were found, however, to account for only small percentages (4.4%, staff; 7.8%, officers) of the total variance. The regression equation for effectiveness of hall student government failed to account for significant variance due to any of the independent variables of student staff and officer perceptions, type or population of hall. All variables combined accounted for only 7.7% of the variance in perception. The results of this research suggest that hypothesized relationships between various demographic factors and perceptions, and effectiveness of residence hall student government do not exist. This indicates that some other variables must be used to attempt prediction of either effectiveness or role perceptions of hall student government. / Graduation date: 1990

Higher education institutions everywhere are subject to global trends, such as the growing commodification and commercialization of knowledge, which are pulling universities closer to the market (Altbach, 2001). Rationales for the internationalization of higher education, consistent with neo-liberalism, increasingly emphasize the importance of developing human capital and income generation through study and life abroad. Exploring this entrepreneurial turn, my research revealed that international education shows signs of developing a professionalized workforce. Through the use of various theoretical frameworks, including institutional ethnography, a Foucauldian focus on discourse and anti-colonial theoretical perspectives, I disclose how the managerial-driven discourse of professionalism of international educators facilitates control “at a distance” (Fournier, 1999) and prioritizes organizational interests over their everyday/night experiences. At the same time, by conceptualizing professionalization as a site of struggle (Tobias, 2003), I describe ways in which these “ruling relations” may be subverted and how an alternative professionalization strategy may be pursued by international educators in their efforts to advocate for social justice in international education.

Higher education institutions everywhere are subject to global trends, such as the growing commodification and commercialization of knowledge, which are pulling universities closer to the market (Altbach, 2001). Rationales for the internationalization of higher education, consistent with neo-liberalism, increasingly emphasize the importance of developing human capital and income generation through study and life abroad. Exploring this entrepreneurial turn, my research revealed that international education shows signs of developing a professionalized workforce. Through the use of various theoretical frameworks, including institutional ethnography, a Foucauldian focus on discourse and anti-colonial theoretical perspectives, I disclose how the managerial-driven discourse of professionalism of international educators facilitates control “at a distance” (Fournier, 1999) and prioritizes organizational interests over their everyday/night experiences. At the same time, by conceptualizing professionalization as a site of struggle (Tobias, 2003), I describe ways in which these “ruling relations” may be subverted and how an alternative professionalization strategy may be pursued by international educators in their efforts to advocate for social justice in international education.

Though every writing center administrator (WCA) manages a staff, staff management is not widely studied in writing center scholarship. This thesis reports the results of a nationwide survey of WCAs’ preparation for and experiences with staff management in writing centers. The data suggests that many new WCAs feel unprepared for staff management at the beginning of their administrative jobs. The data about WCA staff management beliefs is categorized into four themes: collaboration, empowerment, nurture, and authority. A disparity also seems to exist between the frequency of these themes in the participants’ description of their beliefs and the frequency of the themes in their descriptions of their daily practices. This thesis indicates questions for further research into these findings and discusses why staff management should be of larger interest to the field of Writing Center Studies.

The research basis of this study are analyzed from the data abstracted from ¡§Annual Financial Report¡¨ and ¡§Corporate Annual Report¡¨ of public-listed corporations in financial industry in Taiwan for consecutive three years, with a total of 51. This research includes topics of the impact on organizational performance by involvement levels of training, the progressive effect, and possible obstacles of impacting organizational performance by two organizational characteristics, namely staff educational level and establishment of exclusive training unit. The result of the research is summarized below 1.Overall speaking, training has positive impact and progressive effect on organizational performance. The result shows positive relevance to training budget per human capital regardless of preceding or present year, in compliance of perspectives of long-term training effect. What worthwhile of reference is that time is crucial for skill acquisition and talent development. With consideration of staff career development plan, setting up life-time training plans in different stages can not only encourage staff to grow with corporations but also fully develop long-term training effect. 2.The higher staff educational level is, the more obvious training effect is for a corporation. Staff with higher educational level symbolizes stronger learning capabilities, and stronger tendency to accept training enhances the training efficiency. The result indicates that the higher staff educational level is, the greater impact on organizational performance is. 3.A broader research perspective shall be sought to explore the influence on training effect by setting up exclusive training unit. This research applies the methodology of setting up exclusive training unit to symbolize the training quality. Regression analysis indicates setting up such unit has little obstacles in training effect. The possible assumption goes to vast variety of reasons to influence training quality instead of any single organizational factor.

Abstract Owing to the change of Taiwanese political constitution. The legislator was becoming an increasingly important role in recent years. Therefore, those who aid the legislators in dealing with their affairs also play important roles. They are the legislators¡¦assistants. However, it is observed that the legislators¡¦ assistants have had low satisfaction for several years, which leads to a high rate of employee turnover. The phenomenon did have a great effect on the quality and efficiency of assembly. Thus, the aim of this study is to explore the legislators¡¦ assistants¡¦ system in terms of workers¡¦ recruitment, job orientation, training programs, welfare conditions, salary offered, job and salary match, and career development¡Ketc. This study also proposes some strategies which can assert the assistants¡¦rights. In order to understand the situation, this study takes not only participant observation method and intensive interview method, but also makes survey questionnaire to all legislators¡¦ offices. Finally, the findings are based on ¡§Human Resource Management Model¡¨ by Dr. Huang Ing-Chung¡]1997¡^ to analysis the interview and survey results. The results of the study indicate that: 1. In the aspect of acquisition management, the legislators¡¦ assistants always have heavy work pressures, overload tasks and undefined job contents. Moreover, there is neither clear criteria of recruitment nor job orientation. 2. In the aspect of development management, the job is lacking of suitable on-the-job training, performance appraisal and career development programs. 3. In the aspect of compensation management, the assistants have no formalized wage scales and positive benefits. Besides, they fail to take holidays like the employees of other companies. 4. In the aspect of maintenance management, most of the legislators seemed to prefer a more informal style of managing their employees. Therefore, they have no appropriate management styles, lacking of motivational systems and standing rules to manage employees.