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Workplace Culture (workplace + culture)
Selected AbstractsWorking for the familyHUMAN RESOURCE MANAGEMENT JOURNAL, Issue 2 2007Sandy MacDonald Recent writing about the ,service encounter' suggests that high-quality service requires employee commitment and this will involve a more developed and sophisticated approach to HRM than has traditionally characterised the sector. Through an in-depth study of a sample of high service level hotels in the US and UK this paper argues, in contrast, that commitment can be created through a workplace culture that draws on family discourses and practices. It explores the ways in which this culture is developed and endorsed by both management and employees. This approach to generating commitment has costs in terms of the time and priority employees can give to their ,real' friends and family. By drawing on the highly gendered and hierarchical organisation of the family, it is argued that culture also contributes to gender stereotyping and hierarchies within and outside the workplace in ways that limit women's career opportunities. [source] Nurses' attitudes to the use of seclusion: A review of the literatureINTERNATIONAL JOURNAL OF MENTAL HEALTH NURSING, Issue 3 2010Brenda Happell ABSTRACT Seclusion is now widely recognized as a coercive strategy with negative consequences for the consumers and staff involved. Nevertheless, this intervention continues to be used frequently in mental health services internationally. Due to their direct care role, nurses are commonly involved in the initiation or management of seclusion. Understanding nurses' attitudes to seclusion is therefore essential for the success of any attempts to reduce its use. A review of the literature was conducted using the search terms ,patient', ,seclusion', ,attitudes', ,nurses' and ,containment'. Twenty-eight articles which met the inclusion criteria were identified. Analysis of these articles identified six main themes: a necessary intervention; workplace culture; staff composition and experience; conflict; ethical considerations; and consumer characteristics. An overview of the literature is presented according to these main themes. The research suggests that most nurses support the continued use of seclusion as a strategy for the management of violence and aggression. A deeper understanding of the factors that influence attitudes is necessary if seclusion rates are to be effectively reduced. [source] Clinical Learning Environment Inventory: factor analysisJOURNAL OF ADVANCED NURSING, Issue 6 2010Jennifer M. Newton newton j.m., jolly b.c., ockerby c.m. & cross w.m. (2010) Clinical Learning Environment Inventory: factor analysis. Journal of Advanced Nursing,66(6), 1371,1381. Abstract Title.,Clinical Learning Environment Inventory: factor analysis. Aim., This paper is a report of the psychometric testing of the Clinical Learning Environment Inventory. Background., The clinical learning environment is a complex socio-cultural entity that offers a variety of opportunities to engage or disengage in learning. The Clinical Learning Environment Inventory is a self-report instrument consisting of 42 items classified into six scales: personalization, student involvement, task orientation, innovation, satisfaction and individualization. It was developed to examine undergraduate nursing students' perceptions of the learning environment whilst on placement in clinical settings. Method., As a component of a longitudinal project, Bachelor of Nursing students (n = 659) from two campuses of a university in Australia, completed the Clinical Learning Environment Inventory from 2006 to 2008. Principal components analysis using varimax rotation was conducted to explore the factor structure of the inventory. Results., Data for 513 students (77%) were eligible for inclusion. Constraining data to a 6-factor solution explained 51% of the variance. The factors identified were: student-centredness, affordances and engagement, individualization, fostering workplace learning, valuing nurses' work, and innovative and adaptive workplace culture. These factors were reviewed against recent theoretical developments in the literature. Conclusion., The study offers an empirically based and theoretically informed extension of the original Clinical Learning Environment Inventory, which had previously relied on ad hoc clustering of items and the use of internal reliability of its sub-scales. Further research is required to establish the consistency of these new factors. [source] COMMUNITY, CONTEXT, AND THE PRESENTATION OF SELF IN DISTRIBUTED WORKPLACE INTERACTIONANNALS OF ANTHROPOLOGICAL PRACTICE, Issue 1 2008Michael Youngblood Instantaneous communications technology has made it possible for distant coworkers to be interconnected to an unprecedented degree. Despite this, distributed workers often feel deeply disconnected from the production and performance of conventional workplace relationships and workplace culture. As the knowledge economy workforce trends toward ever-greater distribution and globalization, this raises important questions about the practice and experience of creative coengagement by colleagues who are not proximate to each other in time and space. How are shared understandings of workers' behavioral norms disseminated and practiced when workers are physically isolated from the collective workspace? How are relationships of collegiality and hierarchy constructed and performed through increasingly narrow channels of social interaction? How do workers signal their energy and commitment to a collective creative enterprise when their actual productive activity is largely invisible to others with whom and for whom they work? This article draws on my research with distributed knowledge workers, informal observations of colleagues, and personal experiences working as an independent consultant in distributed settings. It focuses on the challenges these workers face in defining their workplace community and effectively representing their professional selfhood when working at a distance. In this article I suggest that one key to alleviating these challenges is to extend the attributes of "placehood" to distant work spaces. [source] Psychosocial Determinants of Work-to-Family Conflict among Knowledge Workers with Boundaryless WorkAPPLIED PSYCHOLOGY: HEALTH AND WELL-BEING, Issue 2 2010Karen Albertsen The aims of the present study were to investigate (1) whether antecedents of work-to-family conflict identified in previous research have similar effects among knowledge workers, whether work environmental factors, particularly relevant for boundaryless work and not explored previously, affect work-to-family conflict in this group, and (2) whether the workplace culture (family friendliness and demands on availability) has a main effect on work-to-family conflict and moderates the effects of the work environmental factors. A sample of 396 Danish knowledge workers selected from a national, representative cohort study was followed up after 12 months. Data were analysed with a multiple GLM procedure with and without adjustment for baseline values. The results identified adjustment behavior toward deadlines as an important precursor for the development of conflicts. Further, a family-friendly workplace culture protected against conflicts and moderated the effect of influence at work. Well-known antecedents, such as quantitative demands and number of work hours, were further confirmed as relevant also in this specific context. It is concluded that a workload of a suitable size, sustainable behavior related to deadlines, and a family-friendly workplace culture could potentially improve the likelihood that employees feel confident that they perform successfully both at work and at home. [source] Leadership and management in the aged care sector: A narrative synthesisAUSTRALASIAN JOURNAL ON AGEING, Issue 2 2010Yun-Hee Jeon The aim of this study is to examine the issues and the progress being made in leadership and management with relevance for the residential aged care workforce. A systematic review was conducted using scientific journal databases, hand searching of specialist journals, Google, snowballing and suggestions from experts. After a seven-tiered culling process, we conducted a detailed review of 153 papers relevant to leadership and management development in aged care. Strong, effective leadership and management promotes staff job satisfaction and retention, high care quality and the well-being of care recipients, and reduces associated costs. Good leadership and effective management also play a key role in bringing about a successful change to a positive workplace culture through innovative programs and research projects. Organisational investment in improving leadership and management skills and capabilities can only improve outcomes for staff stability and productivity, care quality and budgets, and better prepare the aged care sector. [source] Creating the conditions for growth: a collaborative practice development programme for clinical nurse leadersJOURNAL OF NURSING MANAGEMENT, Issue 6 2010CHRISTINE A. BOOMER RGN, PG Cert. boomer c.a.& mccormack b. (2010) Journal of Nursing Management 18, 633,644 Creating the conditions for growth: a collaborative practice development programme for clinical nurse leaders Aim, To evaluate a 3-year practice development (PD) programme for clinical nurse leaders. Background, The development of effective leaders is a key objective to progress the modernization agenda. This programme aimed to develop the participants alongside development of the culture and context of care. Methods, Programme evaluation methodology to determine the ,worth' of the programme, inform the experience of the participation, effect on workplace cultures and determine effectiveness of the process used. Results, Created the conditions for growth under two broad themes: process outcomes demonstrating growth as leaders contributing to cultural shifts; and general outcomes demonstrating practice changes. Conclusions, Developing communities of reflective leaders are required to meet demands within contemporary healthcare. PD provides a model to develop leaders to achieve sustainable changes and transform practice. Implications for nursing management, Active collaboration and participation of managers is crucial in the facilitation of and sustainability of cultural change. Approaches adopted to develop and sustain the transformation of practice need to focus on developing the skills and attributes of leaders and managers as facilitators. [source] Management and organisational barriers in the acquisition of computer usage skills by mature age workersAUSTRALASIAN JOURNAL ON AGEING, Issue 3 2009Mark KeoghArticle first published online: 30 AUG 200 Aim:, To investigate workplace cultures in the acquisition of computer usage skills by mature age workers. Methods:, Data were gathered through focus groups conducted at job network centres in the Greater Brisbane metropolitan region. Participants who took part were a mixture of workers and job-seekers. Results:, The results suggest that mature age workers can be exposed to inappropriate computer training practices and age-insensitive attitudes towards those with low base computer skills. Conclusions:, There is a need for managers to be observant of ageist attitudes in the work place and to develop age-sensitive strategies to help mature age workers learn computer usage skills. Mature age workers also need to develop skills in ways which are practical and meaningful to their work. [source] | ||||||||||