Generations Of Staff Research Articles

Cultivating Community: The Essential Role of Intergenerational Relationships in Culturally Specific Museums

ABSTRACT This article delves into the vital role played by intergenerational, cultural, and social relationships in the work of museum educators at the Japanese American National Museum (JANM). It highlights the relational exchanges among different generations of staff and volunteers. These relationships not only facilitate the intergenerational transfer of Japanese American history and culture, but they also help to cultivate a sense of community and shared experience. This case study underscores that these relationships not only contribute to the professional growth of museum educators, but also foster a community-centric approach to history education and the preservation of cultural heritage. The authors further emphasize the distinct organizational culture at JANM, characterized by care, familial connections, and mutual support. Through the cultivation of relationships and shared cultural traditions, an enriching environment is created at the museum that enhances the work of its educators and provides a richer experience for visitors.

The Influence of Work Life Balance on the Work Satisfaction of Millenial Doctors

Background: A hospital is in constant demand of holistic service. Different professions and different generations of staff, intertwining with different kinds of demands from all sorts of customers, making a hospital a high-pressure workplace, conduct 24 hours of various activities. This leads to disturbance in work life balance, resulting in dissatisfaction from doctors toward the hospital. From 2015 onward, Gen Y (known as millennial) has taken over as the dominant workforce replacing the Baby Boomers. Purpose: To perceive the level of work life balance from the perception of millennials doctors, how it affects the overall satisfaction, and work satisfaction. Method: This research is conducted in a hospital in Bandung, with 84 participants (chosen with purposive sampling technique). Data was collected through questioners, observations, and interviews. The research method used is the causal relation of X and Y. Results: Out of four dimensions in work life balance, life to work enrichment achieves the highest score, as work to life conflicts is the lowest. The work satisfaction rate in millennial doctors in Bandung is categorized as very good, whereas from five dimensions of satisfaction, workplace satisfaction gets the highest score, and employer satisfaction is the lowest. Research results signify the importance of work life balance in working satisfaction for millennial doctors in a hospital in Bandung. Even though the research showed acceptable results, efforts are still needed to maintain the satisfactory rate for millennial doctors. Conclusion: The conclusions from research results are out of four dimensions in work life balance, life to work enrichment achieves the highest score, as work to life conflicts is the lowest.

The Influence of Work Life Balance on the Work Satisfaction of Millenial Doctors

Background: A hospital is in constant demand of holistic service. Different professions and different generations of staff, intertwining with different kinds of demands from all sorts of customers, making a hospital a high-pressure workplace, conduct 24 hours of various activities. This leads to disturbance in work life balance, resulting in dissatisfaction from doctors toward the hospital. From 2015 onward, Gen Y (known as millennial) has taken over as the dominant workforce replacing the Baby Boomers. Purpose: To perceive the level of work life balance from the perception of millennials doctors, how it affects the overall satisfaction, and work satisfaction. Method: This research is conducted in a hospital in Bandung, with 84 participants (chosen with purposive sampling technique). Data was collected through questioners, observations, and interviews. The research method used is the causal relation of X and Y. Results: Out of four dimensions in work life balance, life to work enrichment achieves the highest score, as work to life conflicts is the lowest. The work satisfaction rate in millennial doctors in Bandung is categorized as very good, whereas from five dimensions of satisfaction, workplace satisfaction gets the highest score, and employer satisfaction is the lowest. Research results signify the importance of work life balance in working satisfaction for millennial doctors in a hospital in Bandung. Even though the research showed acceptable results, efforts are still needed to maintain the satisfactory rate for millennial doctors. Conclusion: The conclusions from research results are out of four dimensions in work life balance, life to work enrichment achieves the highest score, as work to life conflicts is the lowest.

The role of the librarian in developing leadership capabilities in staff

This session will focus on the dilemmas and challenges of providing effective leadership skills for modern schools with digital information and communication technology (ICT) capabilities. It will review the selected challenges of engaging different generations of staff in ICT based learning and recommend strategies for effective leadership of ICT based schools. It will particularly focus on the issues of how a librarian and a library can assist to provide relevance and appropriateness of ICT based proposals andprograms, and suggest ways to implement leadership policies which enable senior staff to remain accountable whilst all the changes enabled by ICT based learning are occurring within a school.

Frederick Charles Ball

A loyal and hardworking partner who always pushed the boundaries in driving the practice forward. Kind, caring and inquisitive, he became a legend among generations of staff and clients.

Colin Wesley Ward 1943–2017

Colin Wesley Ward's professional life played out at the Commonwealth Scientific and Industrial Research Organisation (CSIRO) laboratory on Royal Parade, Parkville, Victoria, where he was a scientist, leader, raconteur, colleague and friend to several generations of staff who worked there. Ward's scientific legacy encompasses large bodies of work on antigenic variation in influenza viruses, the taxonomy of plant viruses, veterinary vaccines and the structure and function of several growth factor receptors. On retirement from CSIRO he continued work on the insulin receptor with colleagues at the Walter and Eliza Hall Institute of Medical Research, conceived of and founded CSIRO pedia and compiled his family history.

Opportunities and barriers to forming a professional identity: communities of practice within UK funeral directing

The status of funeral directors, including whether or not the industry can be considered a legitimate ‘profession’, has long been a topic of interest in this journal. Contributing to this ongoing debate, this paper considers opportunities and barriers to professional development in the UK funeral industry. In so doing, the paper makes particular reference to ‘communities of practice’ (CP), a model of situated learning. Previous research in comparable sectors has indicated that CP enhances individual and organisational performance through emphasising commitment to sharing and developing best practice within an area of common interest. Drawing on interviews with and presentations given by funeral directors/arrangers, the paper examines perceptions of performance, alongside issues of mistrust and resistance to change. Data will show that participants conveyed a situation of competing forces in terms of a hierarchical structure within the industry that perpetuates a lack of incentive to invest in education and training. At the same time, a new generation of staff is developing an alternative vision of funeral directing, which includes wider public recognition of their skills. In view of the industry’s long-standing drive for professional standing, the paper identifies the potential of CP as a means of negotiating such competing forces to provide a medium through which issues associated with regulation can be addressed.

Where have they gone? - a discussion on the balancing act of female doctors between work and family.

Goals: The increasing number of vacant positions for doctors increasingly puts the issue of reconciling work and family into the spotlight in companies, hospitals and universities, as increased expectations of a better work-life balance are seen as one of the reasons for these vacancies. Highly qualified professionals are trained, but not available to the labour market. The aim is to summarise what difficulties doctors who want to have a family and their potential employers must face.Methods: The following articles show the current state of research and potential starting points for an optimisation of the medical profession from a family-friendly perspective and intend to stimulate debate.Results: Some basic steps towards better work-life balance have already been taken, such as the provision of childcare places and the increasing availability of more flexible working patterns. But it seems that these measures, since they have been implemented neither sufficiently nor universally, do not suffice to secure the next generation of staff. Especially women in leadership positions are still rare to find.Conclusions: Both male and female doctors want better quality of life by achieving a better work-life balance. The expansion of family-friendly services is seen as a necessary step to allow female doctors to successfully combine work and family.

Let's recognize a job well done

I recently attended an awards ceremony honouring a distinguished nurse leader. The audience was treated to a number of short orations from her former students, colleagues and peers. They reported that her energy, enthusiasm and passion were ever-present, as was her willingness to go the extra mile to get the best from all those with whom she worked. This started me thinking. I could not help but reflect on individuals over the years that have had that sort of impact on me. I am sure that we all know nurses and other colleagues who have a real passion for the care they deliver or the services they offer. They relentlessly ask questions such as how can we improve things and what can we do differently. Day in and day out they make a difference to the lives of the patients and citizens they serve, and to those staff with whom they have contact. However, too often such nurses work in organisations or settings that do not recognise their contribution. When achievements and positive behaviour go unrecognised by managers, the organisation is all the poorer for it and colleagues lose the opportunity to learn from an important role model. When someone does a good job, how often do we say well done? As professionals and as leaders, we need to acknowledge the excellence that we see and to celebrate individual's successes so others might learn from their creativity and hard endeavours. The pressures on our profession are considerable and the workload is often excessive. Yet the ability of nurses to address these challenges is formidable. By acknowledging and appreciating their achievements, we help create a climate that stimulates such behaviour in current and coming generations of staff. Furthermore the importance of a supportive and creative environment where nurses feel valued and recognised influences job satisfaction, retention and excellence in practice (Bennet & Franco 1999; Buchan 1999; ICN 2007). How might we stimulate and encourage such a culture? Expressing thanks can go a long way. How often have we asked for someone's input to a particular problem but failed to acknowledge their contribution? Take an extra few seconds to recognise the contribution and comment on how it has helped. Providing feedback increases the likelihood of such behaviours occurring again. Many countries offer nursing awards but sadly few people nominate themselves or their colleagues. Along with the recognition that such awards bring to the individual or team, they also provide an opportunity to disseminate good practices and contributions. Those who have received such plaudits in the past have a special responsibility to cascade the experience to others. I encourage you to take the time to search out and recommend future recipients, nurture their development, and watch them grow. Such support often gives people the additional impetus to take the excellent work that they are already doing and make it even more extraordinary. On-line journals, blogs and organisational web pages are increasingly the norm rather than the exception in many parts of the world. Use technology to shop-window best practice. If technological solutions are not at hand, then publish in local or national newsletters and journals. Encourage your staff, your colleagues and your students to publish and share their experience and learning. Seeing an article in print for the first time can be motivating for the author. Editors look for new authors and want to hear about excellence. There is a great deal for our profession to be proud of. I ask you to take the time to recognise good work in others and to play a positive role in shaping a culture of success. If you spend a few minutes a day doing so, you will see the difference that it makes.