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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.

Staff management research in group home settings has involved direct observation of staff performance during pre-treatment and treatment conditions. Collecting accurate research data is crucial to analyze treatment effects; however, reactivity to being observed has been cited as a limitation in several studies. The current study evaluated the use of a tactile prompt, self-monitoring, and feedback to increase positive interaction in a group home setting. Direct support professional staff were trained on the purpose and use of the MotivAider which provided tactile prompts to remind them to engage in positive client interaction. Reactivity was assessed by having a confederate observe staff positive interaction when the supervisor was present and when the supervisor was absent. The effects of supervisor presence were evaluated using an alternating treatment within a multiple baseline across participants' research design. Results showed that 2 of 4 participants increased positive interactions only when a supervisor was present and 2 other participants increased positive interaction only after receiving feedback.

Research has investigated staff management procedures that produce treatment adherence and maintenance over time. Treatment integrity is one of the most important aspects of staff management; without adequate treatment adherence, behavior analysts are unable to determine whether treatment is effective, function has been identified, or intervention revisions are needed. The literature on staff management procedures has demonstrated that performance feedback and self-monitoring are effective procedures for increasing treatment integrity of behavior plans in the presence of the observer, however, few studies have evaluated the effectiveness of these procedures when the observer is absent. This study evaluated the effectiveness of performance feedback and self-monitoring procedures and the level of reactivity to the presence of an observer exhibited by staff trained to implement individualized behavior plans. The results showed that staff performance increased with the intervention almost exclusively in the conspicuous observation condition.

While the mission and ‘core business’ of schools has always been directed towards the education and pastoral support of the children, the staff who work to fulfil the mission and business have received less attention. With recent media reporting on anticipated teacher shortages, pedagogical issues and the quality of teaching the focus has shifted to the staff in schools. With evidence linking student achievements and academic outcomes to teacher impact, recruitment and retention have become significant issues, particularly in independent schools where parental expectations are high. Expertise in relation to human resource (HR) activities such as recruitment and retention, staff management and staff development, however, is not well developed in schools. This study therefore seeks to explore and understand staff management using a framework based on human resource management (HRM). It also examines the recent trend of appointing dedicated Human Resource (HR) practitioners to independent schools and the reasons behind these appointments. A qualitative research approach was adopted in order to better understand the issues and reveal the complexity that surrounds them. In all, seven independent schools were purposely selected from urban Western Australia, and the principals, finance directors and HR practitioners from these schools were interviewed to gain their perspectives. The conceptual framework draws on the business-derived human resource management (HRM) and the HR activities within this domain. The analytical framework used was that of the ‘hard’/ ‘soft’ duality contained within HRM, which allowed tensions, such as that between ‘independent schools as businesses’ and independent schools as ‘communities with heart’, to be highlighted and examined. The interviews revealed a broad understanding and knowledge by respondents of HR activities considered ‘necessary’ for the recruitment, and the day-to day management of staff, including remuneration, and to some extent, induction and performance management systems. Most revealing in these schools was the lack of structure and strategy in the implementation of the various HR activities and ways to work through the hard/soft duality. By way of contrast, the HR practitioners appointed to five of the independent schools had a broad based knowledge of all HR activities and were attempting to ‘educate’ those in schools about HRM and what the function, collectively applied, could do for them. They encountered entrenched attitudes and, in some schools, resistance caused by misunderstandings associated with both the role and function. The thesis concludes with implications and recommendations for independent school leaders on the application of HRM in their schools. By re-thinking the paradigm of staff management in this way, and through the adoption of a systematic and holistic approach using the suite of HR activities, both hard and soft, the research points to the potential for improvements in the quality of teaching staff recruited and retained, and ultimately also in student outcomes.

During the past years in Sweden, there has been a lack of staff within the nursing profession. Due to that the employer may demand more of the employee than what usually is requested. This scenario can lead to work-related stress. What happens when the employer forces the staff to work so that the patient safety and that the registered nurse’s certification is put at risk? The purpose of the essay is to investigate what professional certification means within healthcare, what the legal value is in the certificate, and what the consequences can be with a management that does not observe stressors. The method being used is the legal dogmatic method together with a sociology perspective. Certification professions guarantee a specific qualification and knowledge provided for the profession. Abuse of this can lead to recall of the certification. The employers’ management is strong. Also, because of the nurse’s special liability relationship with the patient, it is almost impossible to abstain from the work one is being assigned. This relatively small opportunity to affect their working situation can lead to stress due to powerlessness. It is hard for employees to claim stress as a factor for a negative event to occur. Staff management can be identified as a system error which trigger a stressor and because of that patient safety and the certification is put at risk. But, management is a very important part of Swedish labour law and should preferably not be touched. National and international actors work for that through notice, routines and technical facilities build a safety system against human faults and for patient safety to be guaranteed. But, management is identified to be the most critical system error.

No / Human resource information systems (HRIS) usage allows the human resource (HR) professional to become a strategic player. With both increasing functionality and affordability, HRIS are being used extensively in organisations of all sizes. Despite this, surprisingly little is know about the current usage, whether disparities exist between companies of different sizes, or about the impact HRIS has on the general professional standing of the HR professional. We developed and administered a survey and gave structured interviews to assess and compare the specific areas of use and to introduce a taxonomy that provides a framework for academic discussion and comparison. We further determined whether HRIS usage was strategic, a perceived value-add for the organisation, and its impact on professional standing for HR professionals. These findings were compared to those for other professions that also use MIS. Our results showed that, on average, few differences exist between SME and large company usage. Moreover, we found that the professional standing of HR professionals has been enhanced by the specific use of HRIS for strategic partnering but that this is not as pronounced as that experienced by those from other professions.

The purpose of this study was to produce functional criteria that could be used for the initial selection, reappointment and promotion of faculty in baccalaureate schools of nursing. The establishment of the criteria was derived from a tentative criteria that was developed from seventeen research questions. The review of nursing and related literature was conducted to focus on and to justify the tentative criteria. It was presented under the following categories: faculty selection, reappointment and promotion; academic preparation of nurse faculty; nursing research; and continuing education in nursing. The data indicated that a master's degree in a clinical nursing specialty is the minimum academic preparation for faculty in baccalaureate schools of nursing. There was a strong indication from the data that a doctoral degree in nursing will be the expected future academic preparation of collegiate nursing faculty. Continuing education, research, publication, and community service were given a high priority as criteria for reappointment and promotion. The criterion regarding work experience during the summer in a clinical practice setting is currently not given consideration, if any, for reappointment and promotion. However, it was given more consideration as one of the criteria that should be utilized in reappointment and promotion.

Magistro baigiamajame darbe analizuojame personalo vadybos procesų – personalo poreikio planavimo, verbavimo, atrankos, veiklos vertinimo, mokymo ir kvalifikacijos kėlimo, motyvavimo ir atleidimo – vykdymą Lietuvos savivaldybėse (Ukmergės rajono savivaldybės atvejis). Atlikdami kokybinį tyrimą, siekiame įvertinti personalo vadybos situaciją savivaldybėje, nustatyti esmines problemas. Darbe siūlome galimus personalo vadybos problemų savivaldybėse sprendimo būdus. / Staff management in Lithuania's municipalities is a department which has been given little attention. There are a lot of literary sources and treatises about staff management in business management department; however it is hard to find both theoretical and practical analysis about the peculiarities of staff administration in municipalities. The tradition of staff management has not yet been established. The goal of this thesis is to explore the staff management situation in Lithuania's municipalities (as in the case of Municipality of Ukmerge District), to define main problems and to suggest trends of development. To reach this goal a qualitative research has been applied – half structured interview with the employees of Ukmerge District Municipality and with experts of the public sector. The results of the research suggest that the most problematic staff management issues in municipalities are motivation, planning of staff demand, and evaluation of official duties. Staff training and raising qualification are the best organized staff management elements in municipalities. The most effective means of staff recruitment is within the organization. Applying recruitment in higher educational institutions is a method least used in staff management in municipalities practice. Career opportunities, objective results evaluation of competence and official duties are the main motives stimulating municipalities' employees to raise qualifications; however individual employees'... [to full text]

Šiandieninė verslo plėtra, sparčiai kintančios technologijos, konkurencijos augimas lemia ne tik didėjantį aukštos kvalifikacijos specialistų, kvalifikuotų darbininkų poreikį, bet ir tinkamo personalo valdymo strategijos pasirinkimą. Šio baigiamojo magistro darbo tikslas - ištirti vadovo vaidmenį statybos projekto komandoje, pasiūlyti komandos valdymo modelį. Šiam tikslui pasiekti keliami trys uždaviniai: Pirmas – atlikti Lietuvos bei užsienio šalių mokslinės literatūros analizę tema „Vadovo vaidmens, organizuojant efektyvų statybos projekto komandos darbą, tyrimas“. Antras – išnagrinėti tokias nuo statybos vadovavimo neatsiejamos sritis, kaip projektų vadyba, valdymo metodai, vadovavimo stilius ir modeliai, komandos formavimo veiksniai, komandos efektyvumo sąlygos ir vadovo savybės, darančias įtaką komandai. Trečias – ištirti vadovo vaidmenį statybos projekto komandoje, vadovų bei komandos darbuotojų tarpusavio santykius, komandos valdymo ypatybes. Ištyrus teorinius ir praktinius statybos projekto komandos vadovavimo aspektus, pateikiamos baigiamojo darbo išvados ir komandos valdymo modelis. Darbo apimtis – 71 psl. teksto be priedų. Darbe yra 49 paveikslėlių, 3 lentelės, 59 bibliografiniai šaltiniai, 2 priedai. / Present business development, rapid change in technologies and growth in competition influences not only the demand of high skill specialists and qualified labour, but also the proper choice of staff management strategy. Objective of this master closing work – to analyze a manager’s role in a construction project team and to suggest the team management model. Three tasks are raised to pursue the objective: First – to examine Lithuanian and foreign scientific literature to the point “Investigation of manager’s role in organizing efficient work of construction project team” Second – to analyze topics related to the construction management and influencing the team like project management, management methods, styles and models, team building factors, team effectiveness conditions and manager’s characteristics. Third – to investigate manager’s role in construction project team, relations between managers and staff as well as team management features. As result, conclusions and team management model are drawn after research of theoretical and practical aspects in construction project team management. Work summary – 71 text pages excepting appendices. There are 49 figures, 3 tables, 59 bibliographical sources and 2 appendices.