Departmental Objectives Research Articles

Effect of Flexible Working Hours on Employee Performance of Isiolo County Government, Kenya

The study sought to evaluate the effect of flexible working hours on employee performance of Isiolo County Government, Kenya. The study adopted a descriptive research design whereby quantitative data was collected using close-ended questionnaires. Therefore, the target population included 1,662 employees of Isiolo County government in various departments. These employees were further sampled using a simple random method to obtain 43 directors, 48 managers, and 309 operational staff as the sample size. Further, the study undertook a pre-test study in Samburu County government whose feedback was assessed using Cronbach Alpha coefficient to test the reliability of the questionnaires. SPSS software version 25 was used during the analysis process to provide descriptive and inferential analysis. The findings of the questionnaire indicated that 86(25%) respondents, strongly agreed and 117(35%) agreed on a mean of 4.21, that there is a local arrangement between the staff and their supervisors on how to deliver the assigned tasks on remote working option However, 76(22%) respondents, strongly disagreed and 107(32%) disagreed on a mean of 2.43, Tasks are sub-divided using a job-sharing technique to allow employees attend to other areas of their lives and still manage to attain the departmental objectives. The correlation coefficient for flexible working hours r=0.741 at α < 0.02 and 99% significance level. Flexible working hours had a positive effect on the performance of employees. It was established that there was a hybrid working method that included in-office and remote operations. That notwithstanding, the choice of hybrid options was based on an informal agreement between first-line supervisor and an employee. This brought about unprofessional favors and an unbalanced allocation of tasks to the staff. Consequently, the long-term effect was poor completion of tasks, late submission of assignments, and lack of adequate supervision leading to unsatisfactory work. The recommendations on flexible working hours are that there should be a formal policy structure formulation by the management that allows equality and fairness in allocation of tasks and the choice of either working in an office or remotely. Additionally, there should be empowerment of organization laws and regulations to support disciplinary actions by the management, to discourage late submission of assignments. There should be an encouragement of work contract signing an agreement between the workers and the supervisors that supports in job training to reduce work-related errors/ unsatisfactory work.

485 Opportunities Produced and Learning Outcomes Achieved Through a Design Thinking Approach to Problem Based Learning in an Animal Science Capstone

Abstract Incorporation of a design thinking approach to problem-based learning in an animal science capstone maximizes intellectual growth and critical reasoning while exposing students to relevant, current industry challenges. Briefly, students working within groups formulate a complex problem statement following facilitated interaction with statewide livestock commodity group stakeholders, then develop implementable solutions via utilization of a design thinking model. This course design structure allows students to demonstrate proficiency in multiple departmental learning objectives: implementation of effective animal management strategies, utilization of animal production systems to sustain economic resources, demonstration of critical thinking, effective communication across multiple mediums, preparation to engage in lifelong learning, and evaluation of socially responsible techniques to produce animal products. Pandemic based restrictions provided students the ability to attend face-to-face classes or work remotely. The capstone was simultaneously delivered on both platforms, but all assessments and feedback were provided online. Student experiences were evaluated weekly through group feedback prompts. Principal student-reported experiences include emergent themes of effective team building and collaboration, a deeper understanding of the value of quality scientific literature, a requirement to pursue in-depth thought to generate actionable solutions, and a desire to independently reach outside of the classroom to learn from other industry professionals. Student assessments prioritized the learning and revision process, with multiple opportunities to improve the synthesis, synopsis, formatting and mechanics of their work throughout the semester. The course concludes with student presentation of their complex problem solutions to a panel of industry stakeholders and department administration, faculty and graduate students. In conclusion, a capstone course utilizing a design thinking approach to problem-based learning effectively provides real-world learning opportunities for students to apply their content knowledge while expanding their universal skills of teamwork, communication, social responsibility and lifelong learning. This course also provides increased opportunity for student-stakeholder engagement.

What should you be talking about? The communication pathway to sustainable supply chain contagion

PurposeThe purpose of this paper is to understand communication pathways and factors that cause sustainability initiatives to become contagious from downstream to upstream members of a supply chain, which is termed sustainable supply chain contagion (SSCC).Design/methodology/approachThis study takes an inductive, grounded theory approach, while utilizing established theories.FindingsThe decision to implement a sustainability initiative depends on the business case for the organization. Importantly, the findings outline several network and communication factors that overcome the weak business case and, therefore, foster SSCC. Based on these findings, a communication network model of SSCC is outlined. Network factors include the contagion pathways, the role of sustainability and top management teams and communication channels. Communication factors include the alignment of sustainability initiatives with departmental objectives, the articulation of goals and assuring the endurance of a sustainability initiative.Practical implicationsManagers can utilize the proposed model to create conditions that strengthen the business case of a proposed sustainability initiative, thus fostering SSCC. The presented findings reveal different tactics that can assist organizations in communicating sustainability initiatives in a persuasive manner, to permit the proliferation of sustainability across the supply chain.Originality/valueThis research enables a multilevel examination of the factors influencing SSCC.

Strategic investor relations management: insights on planning and evaluation practices among German Prime Standard corporations

PurposeWhile several extant studies have discussed the strategic importance of investor relations (IR) for listed corporations, few have tried to apply findings from strategic communication research to IR. Therefore, little is known about the planning and evaluation of IR programs, with even less data available on IR's involvement in top management decision-making. The purpose of this paper is to examine research on planning and evaluation practices in German Prime Standard corporations' IR departments.Design/methodology/approachThe method entailed a survey of 51 heads of IR departments from the largest corporations listed on the Frankfurt Stock Exchange concerning the topic of measurement and evaluation.FindingsThe findings highlight an intermediate stage in the professionalization of the still-emergent IR function. While IR has been established as an independent function with some consideration in strategic leadership, strategic management of the function is still evolving. This study shows that while some form of planning is the norm, IR departments at smaller companies tend to focus more on departmental objectives than on deriving objectives from the corporate strategy. Also, systematic evaluation remains lacking in many smaller companies' IR departments. As a result, IR managers from smaller companies are consulted less frequently during top management meetings on corporate strategy.Research limitations/implicationsThis study is based on data collected only from German Prime Standard corporations. While satisfactory in the context of quantitative IR studies, the response rate from the reported survey was only 32%. Furthermore, the average level of strategic IR management among German listed companies actually may be somewhat lower than reported in this paper, as large listed companies are somewhat overrepresented in the sample.Originality/valueThis study addresses an apparent research gap, i.e. to date, little is known about the strategic management of the IR function, especially in a non-US context. This analysis shows that theories and frameworks from strategic communication management can be applied to the IR function.

Problems and Barriers Affecting Total Productive Maintenance Implementation

Total productive maintenance (TPM) is at the forefront of the maintenance strategies which brought about a paradigm shift from repair-maintenance strategy to proactive maintenance. The philosophy of TPM entails the facets of cost reduction and increased productivity. However, it has been observed that many manufacturing enterprises have made unsuccessful attempts at its adoption. In order to detect and overcome a qualitative research methodology has been employed and a survey has been carried out identifying the barriers and categorizing them to strategic, managerial, departmental, financial, and social regimes through rigorous data analysis. It was observed that strategic constraints are primarily detrimental to the success of TPM due to the lack of defined strategies for workers by management. Moreover, the departmental constraints are present due to misalignment between TPM and departmental objectives, in addition to the lack of training for workers in the system for TPM implementation. Moreover, there are managerial and financial constraints due to the lack of information visibility and finances, social constraints due to gap between top management authorization and worker mentality. Finally, a proper strategy has been proposed to address the issues affecting TPM implementation.

Succession Planning and Leadership Development in a Faculty of Health Sciences

BACKGROUND: The challenges in the Faculty of Health Sciences in universities are unique and complex. These dynamic faculties require decisive and strong leadership, smooth systems and business processes, succession plans and development opportunities. These challenges in these faculties are exacerbated by the fact that the roles and responsibilities of the Heads of Departments are multifaceted. Those who are heading them are not acclimatising to the responsibilities because of the lack of support to develop and succeed in their positions. This study therefor seeks to determine challenges faced by the HoDs in the Faculty of Health Sciences, and the succession plans, competences and development programmes that are in place to develop future leadership talent in a university in South Africa.
 
 METHODS: A single case study approach was employed whereby qualitative in-depth interviews were conducted with nine HoDs and a faculty dean as well as the observation and document analysis. The grounded theory as an inductive process was used to categorise and code data where themes and trends emerged from the data. 
 
 RESULTS: Four major themes emerged from the data:
 
 
 The university, faculty and departments within the faculty did not have succession plans while the strategic positions were occupied by post-retirees. 
 The Faculty did not have competent employees who could ascend to academic leadership positions in the faculty.
 There was limited growth in the Faculty due to the absence of the developmental programmes. 
 There was a plethora of challenges including the shortage of office equipment, absence of the mentoring programmes, structural fragmentation and inefficiencies in the Human Resource Department (HRD). 
 
 
 CONCLUSIONS: A pervasive crisis was observed in this particular Faculty of Health Sciences during the turbulent times in universities. It is crucial for the HoDs to receive quality support from the administrative departments such as HRD in order for them to achieve the departmental objectives. The HoDs’ leadership capabilities and effectiveness can be enhanced by mainstreaming the human resources business systems, development, mentoring and coaching, as well as the implementation of well-coordinated succession plans.

Les moyens de la transplantation rénale en France sont-ils en adéquation avec le Plan greffe 2021 ? État des lieux réalisé par la Commission transplantation de la SFNDT

Following the publication of the ministerial action plan setting goals for the next five years, we performed a survey regarding the human resources and work organizations in the French renal transplant centers (n=33) on behalf of French speaking society of nephrology dialysis and transplantation (SFNDT). While the renal transplantation activity has been raising last years, we describe that the most active centers frequently resorted to an on-site nephrology guard and a surgeon dedicated to the transplantation activity, whereas only eight centers have a non restricted access to an operating room. Since 2002, the number of transplantations and follow-up visits performed by one nephrologist (full-time equivalent) have increased by 20 and 11%, respectively, while patient monitoring after transplantation is claimed to be shared with partner health centers in 94% of the transplant centers. Thus, the number of patients per nephrologist has increased when the active list exceeds 1150 patients in a center, e.g., 45% of centers in 2016 and 70% of centers in 2021 if the objectives are achieved. This survey also showed the stagnation of the specialized paramedical staff. Finally, the survey shows that the two main hurdles to the development of living donor transplantation are the availability of operating rooms and the lack of paramedical employees. In conclusion, this survey shows that an increase in the number of medical, surgical and paramedical staff will be necessary to achieve departmental objectives.

Vaccination coverage among children and adolescents below 18 years of age in French Guiana: inventory and determinant factors

ObjectiveThe purpose of this study was to estimate the vaccination coverage (VC) rate in persons aged from 9 months to 18 years and to describe it according to the predictive factors of good vaccination status. Study designDescriptive and etiological study. MethodsThe study involved 1332 persons aged below 18 years and members of 521 representative households in French Guiana. VC was estimated by the proportion of people with complete immunization for 13 vaccines (four mandatory, seven recommended, and two specific). This vaccination status was described in terms of sociodemographic characteristics. The relationship between vaccination status and predictive factors was analyzed in a hierarchical mixed, polytomic, and ordered regression model. ResultsFor compulsory vaccination, VC was 81.2% for yellow fever, 63.4% for diphtheria, 61.7% for tetanus, and 61.6% for poliomyelitis. The proportion of people with complete immunization for recommended vaccines remains well below 50% (11.7% for pneumococcus and 6.2% for meningitis). Regardless of the vaccine, respondents aged 3–7 years were 2.5 times more likely to have an up-to-date vaccination compared to respondents younger than 3 years of age (P < 0.001). ConclusionThe VC observed in this study is still below the departmental objectives. The link between age and vaccination status could be explained by the efforts of the national education authorities to systematically check health cards for preschool and school enrollment.

THE IMPACT OF THE QUALITY OF THE WORK SYSTEMS OF THE EGYPTIAN ELECTRICITY HOLDING COMPANY ON THE PRODUCTIVITY OF HUMAN RESOURCES

The focus on human resources has been increasing in contemporary administrations, where management has found the important role that these resources play in helping to achieve departmental objectives. The work environment is one of the important aspects of the success of modern business institutions and institutions, which are currently receiving increasing international attention, since the satisfaction of the employees of the organization with the work environment is reflected in their efficiency and performance, and thus the success of the institution. The research aims to evaluate the impact of the quality of the work systems of EEHC on the productivity of human resources. The researchers compared the productivity of the worker with the holding company and three regional electricity companies to ensure that there is a decrease in the productivity of the employee in the holding company. The research examined the relationship between the quality of work systems and the productivity of human resources. In order to test the imposition of the study, the descriptive and analytical approach was adopted. A number of scientific papers were prepared in the same field of study and a collection of books, references and annual reports of the companies in question. The researchers used a number of key tools such as personal interview and survey, where a field study was conducted on the General Office of the Holding Company and a group of electricity companies, The Egyptian Electricity Transmission Company, the Cairo Electricity Production Company, the South Cairo Electricity Distribution Company to prove the hypothesis of the research. The researchers designed a survey form for the purpose of collecting data and surveying the views of a sample of the employees of these companies. Groomed valid forms of analysis of 492 form, the researchers adopted in collecting data on the stratified random sampling method. The study confirmed that there is a fundamental relationship between the quality of the work systems and the productivity of human resources in addition to other results showed by the statistical analysis of the survey that was distributed. The study recommended that the new worker should be informed of the work regulations as well as the code of conduct when he receives the work so that he is fully aware In accordance with the current conditions of the company, as well as reviewing the current procedures of the company and simplify them to reduce the time required to perform tasks and prepare a manual of procedures for each job Which is easy to refer to when needed and is a means of understanding the procedures for the implementation of tasks for the newly employed worker.

January – time to review

If we don't stop in January to review our progress towards school, departmental and individual objectives then we risk forgetting what they are

Cybernetic Approach for Interdepartmental Cause-effect Relationship Modelling

In response to a growing complexity within the value creation in companies as well as in supply chain networks, corporate decision making tasks are primarily organized in a function-oriented way. This functional orientation is inevitably reflected in departmental objectives and corresponding objective systems which define the possible optimization strategies with respect to the decision making tasks of individual departments. Based on such department-specific objective systems, the development of conflicts of objectives between departments can be observed. This paper proposes a model-based approach to create systematization for describing interdepartmental conflicts of objectives. Based on actuating variables, control variables, result variables and objectives, the objective systems and measures of individual departments are interlinked and integrated in a cybernetic model. This cybernetic model allows the description of significant cause-effect relationships between the departments in order productions. Additionally, the impacts of the decisions of individual departments on the objective systems of other departments can be derived from the model. The model as developed is restricted to the objective system of order productions but can be transferred by way of pertinent adaptations and extensions of the specific objective system to other order fulfillment processes. The transparent presentation of interdepartmental cause-effect relationships makes it possible to increase collaboration between departments. Departments are empowered in the cybernetic model to align and optimize their actions to reflect overall corporate goals and the objective systems of other departments. Furthermore, in addition to the existing empirically motivated studies, the introduced model can expand the systematic development of collaboration in companies.

A Conceptual Model for Communicating an Integrated Information Systems Curriculum

This article discusses the development of an Integrated IS model that seeks to provide students and faculty with a more holistic understanding of the Information Systems field. Through such a model, we argue that students will be better equipped to integrate and find the relevance of the rather diverse and seemingly disjointed array of classes they are required to take to earn an Information Systems degree. We posit that a mutually agreed upon conceptual model like the one developed in this article should be created in all Information Systems departments and can be used as a common framework for enhancing departmental objectives and outcomes along with developing an overall feel of departmental-wide connectedness across classes. The usefulness of the model developed in this paper is then discussed in the light of common IS courses and the widely accepted 2010 core curriculum. Anecdotal evidence is then presented to highlight this model's initial success at our university.

A Study on Strengthening the Operational Efficiency of Dairy Supply Chain in Tamilnadu, India

The main objective of this paper is to study the issues in improving the operational efficiency of the dairy supply chain in Tamil Nadu, India. Dairy Farming is a major occupation of the people of Tamil Nadu, India and it contributes a significant amount to the growth of our country. In this paper, Tamil Nadu dairy development department's objectives and its three-tier structure were studied. Through SWOT analysis its strengths, weaknesses, opportunities and threats were analyzed. In our study Tamil Nadu Cooperative Milk Producers Federation is compared with Gujarat Cooperative Milk Producers Federation (AMUL). The major issues influencing the dairy farming are studied through literature survey, field study and researchers experience. They are presented in this paper. There were three major important field studies conducted at various time periods. The data has been collected through a questionnaire method and these interactions were recorded by a video camera. Based on the research work carried out on dairy supply chain in Tamil Nadu, India, some key recommendations are made for the attention of policy makers to strengthen the operational efficiency. There are five areas of focus. They are, creation of special dairy zone, implementing dynamic milk procurement method, strengthening cooperative societies, creation of feed bank and increasing fodder productivity, integrated animal health plan and information technology.

A Hybrid Integrated Laboratory and Inquiry-Based Research Experience: Replacing Traditional Laboratory Instruction with a Sustainable Student-Led Research Project

The Department of Chemistry at American University has replaced its junior- and senior-level laboratory curriculum with two, two-semester long, student-led research projects as part of the department’s American Chemical Society-accredited program. In the first semester of each sequence, a faculty instructor leads the students through a set of previously performed experiments and introduces the students to a research project, specific laboratory techniques, and instrumentation. As such, the first (fall) semester takes the form of a control experiment. During the second (spring) semester, students design and carry out experiments of their own choosing that are based on their research interests and that build upon the first semester’s work. In the subsequent academic year, the research is continued by a new set of students. The research from the previous academic year’s second semester becomes the control experiments of the current academic year’s first semester. In this way, the research project continually grows and develops according to student decisions. During these two semesters, students are assessed on their ability to perform experiments, maintain proper record keeping, designing and following safety protocols, proposal writing, and written and oral presentations of their work. This program, which grants ownership, or autonomy, of a research project to our student body, has been well received by the students, helped to meet departmental objectives, and led to a research publication and a funded grant proposal.

Using a training needs analysis framework in career development

This is the second of two articles looking at the use of training needs analysis frameworks to streamline the provision of continuing professional development (CPD) in healthcare settings. The first article described the process and academic strategy used to design the framework. Part two describes how one department has used the tool to identify and address staff training and CPD needs, and how this has helped meet individual, departmental and organisational objectives.

General Education Reform: Opportunities for Institutional Alignment

General education reform provides strategic opportunities for departments. This article analyzes reform at the University of Nebraska–Lincoln, illustrating how departments could use the reform process to clarify their strategic planning, align with institutional goals, and steer the university closer to departmental objectives.

Exploring the relationship between costs and quality: Does the joint evaluation of costs and quality alter the ranking of Danish hospital departments?

The purpose is to evaluate the relationship between costs and quality and to assess whether the joint evaluation of costs and quality affects the ranking of hospital departments relative to comparison based on costs alone. Using patient level data for 3,754 patients in six vascular departments, we estimate fixed effect models for costs (linear) and quality (logistic). We consider two quality measures; mortality and wound complications. To assess whether the joint evaluation of costs and quality affects the ranking of departments, we construct joint confidence regions for each pair of departmental effects for costs and quality using a bootstrap method and rank departments according to their cost-effectiveness ratio. The findings are used to evaluate a theory of a U-shaped cost/quality relationship. The association between cost and quality differs depending on how quality is measured. Lower costs are associated with higher mortality, implying a cost/quality trade-off. In contrast, there is no clear association between costs and wound complications among vascular departments. Compared to benchmarking of departments based solely on their costs, we show that the ranking of departments may be altered considerably when quality is taken into account. Consequently, it is important to have a well-rounded view of departmental objectives when undertaking performance evaluation. The results for mortality may lend some support to the theory of a U-shaped cost/quality relationship. However, the results for wound complications do not support the theory of a U-shaped cost/quality relationship.

Inter-agency work and the UK public sector investigation of fraud, 1996–2006: joined-up rhetoric and disjointed reality

Most policing activity in the area of UK public sector fraud is undertaken not by the police but by departmental investigators. This article explores the shifting rhetoric and on-the-ground efforts to escape departmental silos in order to address ‘the problem of fraud’ and fraudsters more efficiently and effectively via ‘joined up working’. These public sector reforms have been promoted principally by the National Audit Office and government. It reveals that these efforts have generally been modest in practice, because they have gone against the grain of departmental objectives and cultures. In the context of these experiences, the prospects for change in public–public and public–private partnerships are explored in the light of the UK government Fraud Review and the National Fraud Strategic Authority.

Management by Objectives as a Motivational, Appraisal and Effective Management Tool

This article shares the experience of Kasturba Hospital, Manipal, a tertiary care teaching hospital, in implementing management by objectives (MBO) as a motivational, appraisal and effective management tool. Keeping up its position as one of the finest medical college teaching hospitals, the management had initiated the MBO concept in October 2003. The policy of the hospital was evolved through a brainstorming session with employees and with the help of extensive feedback from the prime customers, that is, patients and medical students. Extensive awareness programmes were held to drive down the policy to each and every employee. Top-level objectives were fixed to measure the achievement of the policy. The respective departments in consultation with the top management defined individual departmental objectives. Review of the levels of achievement and newer actions to achieve these objectives were done in various meetings held from time to time. Findings after nine months showed that there was a substantial improvement in the overall performance. This shows that performance is better when people had specific objectives than when they are simply asked to do their best. The degree of accomplishment of the objective is also used as an appraisal tool and it is linked to the incentives. Problems faced in the implementation of this policy are also discussed.

Assessing Student Learning Outcomes in the Introductory Accounting Information Systems Course Using the AICPA's Core Competency Framework

This paper describes a unique learning outcome process for the assessment of an undergraduate course in AIS. Learning expectations targeted for assessment are the “functional competencies” promulgated in the AICPA's Core Competency Framework for Entry into the Accounting Profession (Framework) (1999). This paper first frames the importance of assessment for motivating faculty to foster “continuous improvement” in student learning, as well as demonstrating accountability to public officials, accreditation bodies, and university administrators. The paper then focuses on a specific example (case study) of AIS course assessment. Evidence of student learning is observed, albeit imperfectly, through triangulation of multiple direct measurements, supplemented by indirect measures such as student self-assessments. Results indicate that students became more competent in certain functional competencies and also reflect that the expected emphasis on certain competencies to be gained in the AIS course required modification to the assessment plan. AIS instructors were also able to leverage assessment information for improving the consistency of course content and pedagogy in future semesters. Triangulation, therefore, provides evidence that the AIS course achieved its student learning goals while meeting departmental objectives, including successfully supporting the AACSB's maintenance of accreditation review for the College of Business.