Organizational interventions

Xem 1-16 trên 16 kết quả Organizational interventions
  • Tuyển tập báo cáo các nghiên cứu khoa học quốc tế ngành y học dành cho các bạn tham khảo đề tài: Organizational interventions to implement improvements in patient care: a structured review of reviews

    pdf9p toshiba25 11-12-2011 14 3   Download

  • Tuyển tập báo cáo các nghiên cứu khoa học quốc tế ngành y học dành cho các bạn tham khảo đề tài: A group randomized trial of a complexity-based organizational intervention to improve risk factors for diabetes complications in primary care settings: study protocol

    pdf7p toshiba25 11-12-2011 26 3   Download

  • Tuyển tập báo cáo các nghiên cứu khoa học quốc tế ngành y học dành cho các bạn tham khảo đề tài: Organizational interventions employing principles of complexity science have improved outcomes for patients with Type II diabetes

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  • Organizational diagnosis assessment and intervention proposes a case study regarding the diagnostic analysis in a plant department the hard rolling mill. The intervention is motivated by the modifications at the staff’s level due to an imminent restructuring process, also related to the technological refurbishment and to the creation of new branche.

    pdf6p tungkhtn 17-07-2016 14 3   Download

  • Levels of Analysis: Diagnosis & intervention is about diagnosing organizational events. It describes four levels of analysis and explores the implications of each for effective and humane actions in organizations.

    pdf25p tungkhtn 17-07-2016 23 2   Download

  • This volume broadens the scope of Trauma and Disaster: The Structure of Human Chaos to include an expanded focus on a special type of disaster, terrorism. Terrorism seeks to achieve political, ideological, or theological goals through a threat or action that creates extreme fear or horror.Many believe that terrorism (and torture) produce the highest rates of psychiatric sequelae amongst all types of disasters.

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  • The Port Authority would likely benefit from a meaningful organizational redesign to focus on  its  strategic  business  units  and  cost  saving  shared  services  functions.   To  be  successful,  entrusted appointed senior leadership needs effective command and control to manage change  and  drive  accountability  throughout  the  organization.

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  • All projects are subject to limitations and constraints as they must be within scope and adhere to budget, scheduling, and resource requirements. Project planning and documentation are no exception to this rule. There may also be legislative, regulatory, technology, or organizational policy requirements which must be followed as part of communications management. These constraints must be clearly understood and communicated to all stakeholders.

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  • Looking ahead, those surveyed expect the lead director to delve further into shareholder and governance issues, be more involved in risk management, drive succession planning to ensure the process produces top leaders, and strengthen the independence of the board. On the horizon also are issues related to how the lead director’s role will change if compa- nies alter their organizational structure. At the surveyed companies, 67 percent still have a combined position of board chairman-CEO despite increasing pressures from stakeholders and regulators to split these functions.

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  • On Monday, work groups discussed men’s roles and participation in reproductive health. On Tuesday, work groups met to discuss how to reduce the barriers to men's participation and how to use appropriate communication channels to promote men's participation. On Wednesday, work groups examined counseling, interpersonal communication, and access to services for men. On Thursday, country teams met to identify the changes needed at soci- etal, organizational, and policy levels to increase men's participation and to discuss how advocacy can be used to bring about the necessary changes.

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  • The project team will determine, in accordance with ABC Corp. organizational policy, the communication methods and technologies based on several factors to include: stakeholder communication requirements, available technologies (internal and external), and organizational policies and standards. ABC Corp. maintains a SharePoint platform within the PMO which all projects use to provide updates, archive various reports, and conduct project communications.

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  • No matter which way they turn, organizations are increasingly expected to find better and faster ways of responding to the change challenges presented by the revolution in information technology, increased globalization, smarter customers, and a constantly changing employee base.

    pdf299p baobinh1311 25-09-2012 66 19   Download

  • Rapid improvements in health and nutrition in developing countries may be ascribed to specific, deliberate, health- and nutrition-related interventions and to changes in the underly- ing social, economic, and health environments. This chapter is concerned with the contribution of specific interventions, while recognizing that improved living standards in the long run provide the essential basis for improved health.

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  • To date, health policy-makers have had little success in inf luencing the organizational framework of other areas of public policy in order to create the appropriate organizational framework for setting intersectoral health goals. Moreover, although some efforts have been made to improve access to health services among marginalized sections of society, planned interventions to deal with health inequities within the wider framework of social determinants of health are still lacking.

    pdf48p nhamnhiqa 01-03-2013 18 1   Download

  • Study findings from Malab MCH-FP interventions demonstrated that family-planning programme can be successful even under unfavorable socioeconomic conditions. Particularly critical to the success of the Matlab experiment is the client-oriented services delivered through the female community health workers (CHW), with supportive supervision.

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  • Chapter 10 - Employee separation and retention. After reading this chapter, you should be able to: Distinguish between involuntary and voluntary turnover, and discuss how each of these forms of turnover can be leveraged for competitive advantage; list the major elements that contribute to perceptions of justice and how to apply these in organizational contexts involving discipline and dismissal; design a survey feedback intervention program, and use this to promote retention of key organizational personnel.

    ppt11p hihihaha3 05-12-2016 3 1   Download


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