Management Training Course Research Articles

NETWORK, HOW? Perceptions of business people on networking practices

Purpose: The purpose of this paper was to contribute to literature on networking from a South African perspective. Literature on networking is mainly concentrated on the European and American contexts with homogeneous groups and traditional divisions. The business landscape of South Africa thus requires more investigation. Problem investigated: Literature regarding networking in an South African context with its dynamic business environment is limited. This article addresses the concerns of how South African business owners and managers perceive networking in their businesses and specifically focus on the South African perspective. Therefore, the focus is on the perceptions of business owners and managers on current networking practices in South Africa. Methodology: A qualitative research design to uncover the rich underlying feelings of business owners and managers was used. The qualitative enquiry consisted of five focus group discussions (n=41 participants) among prominent business owners and managers in the Gauteng Province, South Africa. The Gauteng Province was selected since it is the economic and innovation hub of South Africa. Findings and implications: The main findings showed the following main themes of networking that emerged from the data, and included (1) networking as a skill versus a natural ability; (2) the motivation behind networking; (3) the loci of networking; (4) the type of relationships that determine the character of the network; and (5) the relationship characteristics of successful networking. The main contribution of this is that there seems to be different networking situations and applications for different circumstances. According to the participants, it seems that networking in the South African landscape appears to be either relationship or business based. Originality and value of the research: The value of these findings lies in the fact that they contribute to networking literature from a South African perspective and that networking skills form an important part of management and entrepreneurship. The conclusion is that this research supports the notion that networking skills are important and should be developed on a wider basis. Formal courses on networking or incorporation in existing management training and development courses need to be implemented on all levels by educational institutions and government.

Managing obesity in pharmacy: the Australian experience

To explore pharmacists' opinions about the provision of weight management services in community pharmacy and their attitudes towards the establishment of an accredited training course in weight management in pharmacy. Interviews were conducted with practising pharmacists on site in various community pharmacies in metropolitan Sydney, Australia. In-depth, semi-structured interviews with twenty practising pharmacists were conducted. Of the twenty interviewed pharmacists, sixteen were involved in the provision of one or more pharmacy based weight management programs in their pharmacies. Interviews were audio-recorded, transcribed and analysed using the grounded theory approach. The data were thematically analysed to identify facilitators and perceived barriers to the provision of high quality services, and pharmacists' willingness to undertake training and accreditation. Participants clearly perceived a role for pharmacy in weight management. Key facilitators to provision of service were accessibility and the perception of pharmacists as trustworthy healthcare professionals. The pharmacists proposed collaboration with other healthcare professionals in order to provide a service incorporating diet, exercise and behavioural therapy. A program that was not-product-centred, and supported by ethical marketing was favoured. Appropriate training and accreditation were considered essential to assuring the quality of such services. Barriers to the provision of high quality services identified were: remuneration, pharmacy infrastructure, client demand and the current marketing of product-centred programs. Australian pharmacists believe there is a role for pharmacy in weight management, provided training in accredited programs is made available. A holistic, evidence-based, multi-disciplinary service model has been identified as ideal.

Simulation-based training delivered directly to the pediatric cardiac intensive care unit engenders preparedness, comfort, and decreased anxiety among multidisciplinary resuscitation teams

Resuscitation of pediatric cardiac patients involves unique and complex physiology, requiring multidisciplinary collaboration and teamwork. To optimize team performance, we created a multidisciplinary Crisis Resource Management training course that addressed both teamwork and technical skill needs for the pediatric cardiac intensive care unit. We sought to determine whether participation improved caregiver comfort and confidence levels regarding future resuscitation events. We developed a simulation-based, in situ Crisis Resource Management curriculum using pediatric cardiac intensive care unit scenarios and unit-specific resuscitation equipment, including an extracorporeal membrane oxygenation circuit. Participants replicated the composition of a clinical team. Extensive video-based debriefing followed each scenario, focusing on teamwork principles and technical resuscitation skills. Pre- and postparticipation questionnaires were used to determine the effects on participants' comfort and confidence regarding participation in future resuscitations. A total of 182 providers (127 nurses, 50 physicians, 2 respiratory therapists, 3 nurse practitioners) participated in the course. All participants scored the usefulness of the program and scenarios as 4 of 5 or higher (5 = most useful). There was significant improvement in participants' perceived ability to function as a code team member and confidence in a code (P < .001). Participants reported they were significantly more likely to raise concerns about inappropriate management to the code leader (P < .001). We developed a Crisis Resource Management training program in a pediatric cardiac intensive care unit to teach technical resuscitation skills and improve team function. Participants found the experience useful and reported improved ability to function in a code. Further work is needed to determine whether participation in the Crisis Resource Management program objectively improves team function during real resuscitations.

原子力発電分野における安全意識向上のためのＣｒｅｗ Ｒｅｓｏｕｒｃｅ Ｍａｎａｇｅｍｅｎｔ概念に基づく訓練手法

A conventional training program for nuclear power plant operators has been developed with emphasis on improvement of knowledge and skills of individual operators. Although it has certainly contributed to safety operation of nuclear power plants, some recent incidents have indicated the necessity of an improved training program aiming at improvement of the performance of operators working as a team. In the aviation area, crew resource management (CRM) training has shown the effect of resolving team management issues of flight crews, aircraft maintenance crews, and so on. In the present research, we attempted to introduce the CRM concept into operator training in nuclear power plants as training for conceptual skill enhancement. In this paper, a training method specially customized for nuclear power plant operators based on CRM is proposed. The proposed method has been practically utilized in the management training course of Japan Nuclear Technology Institute. The validity of the proposed method has been evaluated by means of a questionnaire survey.

Experiences of training and implementation of integrated management of childhood illness (IMCI) in South Africa: a qualitative evaluation of the IMCI case management training course

BackgroundIntegrated Management of Childhood Illness (IMCI) is a strategy to reduce mortality and morbidity in children under-5 years by improving management of common illnesses at primary level. IMCI has been shown to improve health worker performance, but constraints have been identified in achieving sufficient coverage to improve child survival, and implementation remains sub-optimal. At the core of the IMCI strategy is a clinical guideline whereby health workers use a series of algorithms to assess and manage a sick child, and give counselling to carers. IMCI is taught using a structured 11-day training course that combines classroom work with clinical practise; a variety of training techniques are used, supported by comprehensive training materials and detailed instructions for facilitators.MethodsWe conducted focus group discussions with IMCI trained health workers to explore their experiences of the methodology and content of the IMCI training course, whether they thought they gained the skills required for implementation, and their experiences of follow-up visits.ResultsHealth workers found the training interesting, informative and empowering, and there was consensus that it improved their skills in managing sick children. They appreciated the variety of learning methods employed, and felt that repetition was important to reinforce knowledge and skills. Facilitators were rated highly for their knowledge and commitment, as well as their ability to identify problems and help participants as required. However, health workers felt strongly that the training time was too short to acquire skills in all areas of IMCI. Their increased confidence in managing sick children was identified by health workers as an enabling factor for IMCI implementation in the workplace, but additional time required for IMCI consultations was expressed as a major barrier. Although follow-up visits were described as very helpful, these were often delayed and there was no ongoing clinical supervision.ConclusionThe IMCI training course was reported to be an effective method of acquiring skills, but more time is required, either during the course, or with follow-up, to improve IMCI implementation. Innovative solutions may be required to ensure that adequate skills are acquired and maintained.

Concept maps: a technique for assessing knowledge manager learning needs

This paper discusses an exploratory investigation of the role of concept mapping techniques for assessing knowledge manager learning needs and developing knowledge management (KM) training programs and courses. The research data were collected using seven concept map templates completed by 13 KM students during a 15-week higher education course. The study found that concept maps can provide a useful real-time feedback mechanism for knowledge managers undergoing structured learning, while enabling instructors to determine what KM practitioners require from their training and education. Additionally, the research showed that knowledge managers require a balance of foundational KM principles, concepts and methods coupled with examples of real-world implementations, tools and measures. The results also identify concept maps as a valuable research and evaluation technique for individuals engaged in the practice and process of training knowledge managers.

The training of Chinese managers: a critical analysis of using overseas training for management development

Chinese policy makers are aware that developing China's managers is crucial to creating competitive advantage in the post-WTO period. Consequently, large numbers of Chinese managers have been sent abroad, particularly to Western and developed countries, on management training courses in order to bring new ideas and approaches to their organisations. This paper questions whether these training programmes have successfully achieved their objectives. An empirical study is adopted to invite the opinions of different stakeholder groups involved in the training process (526 participants). Specific characteristics of China's overseas management training are discussed and problem areas are also explored.

Qualifizierung für bibliothekarische Leitungsfunktionen - Die Situation in Österreich

After a long period of exclusively in-house training, a market for qualified training courses for library managers developed in Austria between 1997 and 2004. Now there are two Master's programs for advanced study at the university level. A program of library and information studies ending with an M. Sc. was developed for academic librarians between .tool and 2004 at the universities of Vienna, Innsbruck and Graz. Since 1998 the Danube University of Krems has offered a university program in library and Information management (M.S.). The Eisenstadt University of Applied Sciences offers a Bachelor's degree program for information science professions which can be followed by a related Master's degree in knowledge management.

The influence of a systematic risk assessment and a training course in aggression management on seclusion rates in Switzerland: a multi center study

Methods We conducted a multi-center partially randomized controlled trial on 24 acute psychiatric admission wards in the German speaking region of Switzerland. The wards were cluster randomized into 5 study arms (training course, systematic risk assessment, systematic risk assessment and training course combined, control group, preference wards utilizing only the systematic risk assessment). Aggressive incidents and coercive measures (seclusion, involuntary medication, and fixation) were recorded at pre and post intervention.

Using Distance Education in Extension Programming

This paper provides an overview of the development of the Management Analysis and Strategic Thinking (MAST) program conducted by Kansas State University. This intensive management training course for progressive farm and agribusiness operators is being delivered successfully using a combination of face-to-face and distance extension delivery techniques. We find that some parts of the program are best delivered face to face and other parts are best delivered via distance. Of participants surveyed, 94% would recommend the MAST program to their peers, and 100% believe the program will have a positive impact on their businesses' bottom line.

The effect of a training course on mental health nurses’ attitudes on the reasons of patient aggression and its management

Aggression in healthcare systems poses a major problem for nurses because they are the most susceptible to suffer violence. Studies demonstrate that attitudes of nurses influence their behaviour regarding aggression and violence. Training programmes can positively change nurses' attitudes. This quasi-experimental study aimed to examine the effects of a systematic training course in aggression management on mental health nurses' attitudes about the reasons for patients' aggression and on its management. Sixty-three nurses (29 in the intervention and 34 in the control group) participated in this quasi-experimental pre-test and post-test study. The attitude of the participants of a training course was recorded by the German version of the Management of Aggression and Violence Attitude Scale (MAVAS). No significant attitude changes occurred in the intervention group at post-test. It is concluded that trainings intending to influence attitudes regarding the reason for patient aggression should consider the impact of the pedagogical quality of the training course, organizational support, and the user's perception. Moreover, it remains questionable to what extent a single instrument of measurement can record attitude changes.

Teaching communication and stress management skills to junior physicians dealing with cancer patients: a Belgian Interuniversity Curriculum

Ineffective physicians' communication skills have detrimental consequences for patients and their relatives, such as insufficient detection of psychological disturbances, dissatisfaction with care, poor compliance, and increased risks of litigation for malpractice. These ineffective communication skills also contribute to everyday stress, lack of job satisfaction, and burnout among physicians. Literature shows that communication skills training programs may significantly improve physicians' key communication skills, contributing to improvements in patients' satisfaction with care and physicians' professional satisfaction. This paper describes a Belgian Interuniversity Curriculum (BIC) theoretical roots, principles, and techniques developed for junior physicians specializing in various disciplines dealing with cancer patients. The 40-h training focuses on two domains: stress management skills and communication skills with cancer patients and their relatives. The teaching method is learner-centered and includes a cognitive, behavioral, and affective approach. The cognitive approach aims to improve physicians' knowledge and skills on the two domains cited. The behavioral approach offers learners the opportunity to practice these appropriate skills through practical exercises and role plays. The affective approach allows participants to express attitudes and feelings that communicating about difficult issues evoke. Such an intensive course seems to be necessary to facilitate the transfer of learned skills in clinical practice. The BIC is the first attempt to bring together a stress management training course and a communication training course that could lead not only to communication skills improvements but also to burnout prevention.

THE FUNDAMENTALS OF SAFETY SUCCESS

ABSTRACT Since 1995, through 2002 the Combined OSHA recordable rate for Alyeska Pipeline Service Company and its contractors working on the Trans Alaskan Pipeline System (TAPS) has ranged between 1.66 and 2.12 recordable accidents per 200,000 labor hours. (The eight year average is 1.95.) This recorded rate ranked the TAPS workforce near the bottom-third in safety performance of liquid pipeline carries in the nation. In 2002 Alyeska Pipeline Service Company developed a safety training course for managers and supervisors. As a part of their performance measure, Alyeska required all of its managers and supervisors to attend this training in 2003. The Fundamentals of Safety for Supervisors and Managers provides a base philosophy and concepts to the key fundamentals required to understand and manage Safety on TAPS. The course is comprised of 18 modules. Each module covers a particular aspect of safety management and provides supervisors and managers with the skills, knowledge, and desire to lead their workforce in achieving an injury-free environment. This is done through developing strong leadership, promoting Alyeska's core values and safety culture in all parts of the company and striving to continuously improve our safety performance. Fundamentals of Safety modules focus on making Safety Management practical for Supervisors and Managers; focusing more on the why than the how. In 2003, the combined OSHA recordable rate for TAPS was cut in half, resulting in 0.86 accidents per 200,000 labor hours. This paper will discuss how the principles taught in the Fundamentals of Safety training can help response organizations prepare their workforces—especially the managers and supervisors—in advance of an emergency response.

The effect of a training course in aggression management on mental health nurses’ perceptions of aggression: a cluster randomised controlled trial

Nurses’ attitudes towards patient aggression may influence their behaviour towards patients. Thus, their enhanced capacity to cope with aggressive patients may nurture more positive attitudes and alleviate adverse feelings emanating from patient aggression. This cluster randomised controlled trial conducted on six psychiatric wards tested the hypotheses that a 5 day training course in aggression management would positively influence the following outcome measures: Nurses’ perception and tolerance towards patient aggression and resultant adverse feelings. A repeated measures design was employed to monitor change. No effect was found. The short time frame between the training course and the follow up measurement or non-responsiveness of the measurement instruments may explain this finding.

Assessment of learning components of management training course for senior managers at the Agricultural Research Institutes of Nigeria

Assessment of learning components of any training course provides a benchmark through which training institutions or organizers could assess the effectiveness of the training. The study assessed learning components of agricultural research management training course organized for senior research managers in Nigeria. Data were collected from sample of trainees that were drawn proportionately from the research institutes. The findings show that the training was successful since learning components provided were adjudged to be generally satisfactory. The paper concludes that learning is more effective when trainees are actively involved in learning experiences rather than being passive listeners to facts being demonstrated. Key Words: Learning; assessment; evaluation; training; research management; Nigeria Moor J. Agric. Res. Vol.4(1) 2003: 140-148

Current status of rice pests and their management in Assam, India-a discussion with extension agents

Rice is the most important crop in Assam, India, grown on about 70% of the total cultivated land (3.63 million ha) in the state (MA 2003). In fact, about 70% of the rice area of the seven northeast Indian states is under Assam. Rice is mostly grown in the low-lying deltas of the Brahmaputra and Barak rives; some rice is also cultivated in upland situations in the northern hill region. The sali (monsoon crop: transplanted lowland rainfed rice and deepwater rice) rice is dominant, occupying 68.8% of the total rice area of 2.54 million ha, followed by ahu (summer rice) (18.3%) and boro (dry-season/winter) rice (12.9%). To understand Assam's current pest problems in rice, and their management, we arranged four 2h discussion sessions on each of the major groups of pests (insects, weeds, diseases, and rodents) during an integrated pest management training course implemented at Assam Agricultural University (AAU) in Jorhat on 5-15 Jul 2004, The discussion sessions were led by AAU experts and 19 trainees involved in rice pest management education, research, and extension participated. The gists of these sessions are presented.

WHO Approach to Quality and Safety: The WHO Quality Management Programme for Blood Transfusion Services

Objective:Quality management in all areas of blood transfusion is crucial for the provision of a safe and adequate blood supply. In 2000, the World Health Organization (WHO) launched an innovative global programme, “Quality Management Programme (QMP) for Blood Transfusion Services” in order to assist and support Member States in the development of quality systems for blood transfusion services.Methods:The QMP has been developed as a lon- term programme in collaboration with WHO Regions, Collaborating Centres, and Experts in Transfusion Medicine. The major components of QMP are: (1) Identification and strengthening of regional quality training centers; (2) Organization of Quality Management Training (QMT) courses with a well-structured curriculum; (3) Development of advocacy, training, and learning materials to support the implementation of the programme; (4) Establishment of external quality assessment schemes (EQAS); and (5) Creation of effective quality networks. Activities in this programme have been carried-out in all of the WHO regions since 2000.Results:Consultations for the planning and evaluation of QMP were conducted in 2000. Global endorsement and support was obtained from the WHO Regions as well as from the experts. Implementation of QMP includes training of blood transfusion staff as quality managers with responsibility for establishing quality systems at national level. Regional quality training centres, each with dedicated QMT coordinators, have been identified as focal points for this network. Key achievements in this programme have been: (1) The conduct of 20 QMT courses in three years (2) Ttraining of 65 global and regional facilitators; (3) Training of 350 quality managers from 121 countries; (4) Introduction of the programme to 240 directors of blood transfusion services; and (5) Increased participation of centres, now 257, in WHO-EQA Schemes.Conclusions:The establishment and implementation of quality management systems in blood transfusion services through this collaborative programme will lead to improvements in the safety, adequacy, and quality of blood for all patients requiring blood transfusion. This will be a major step towards achieving the ultimate goal of global blood safety.

The impact of training: an evaluation of an ‘Introduction to management’ course for social services staff

AbstractThis paper reports an evaluation of a management training course undertaken by local authority social services staff. Most participants felt that the course was successful, and positive impacts on practice were reported in both the quantitative and qualitative phases of the study. Areas of change and potential change in practice were identified. More specifically, the course had significant short‐term impacts on the skills of course participants. Course participants were more aware of their training needs than the controls. Course participants stressed that training courses cannot stand alone: support was needed via follow‐up and supervision.

Desirable leadership behaviours of multi‐cultural managers in China

This monograph reports and compares “desirable” leadership traits, and leadership traits actual exhibited by managers and supervisors as defined by responses on the original English and a Chinese language translation of the Ohio State University leadership behaviour description questionnaire XII (LBDQ XII). From anecdotal evidence and personal experience, the researcher found considerable difficulty in transferring research results from Hong Kong, Taiwan and Singapore to useful practice in the interior of China and performed this study in an attempt to gain understanding for management training courses. Data was collected for 220 managers and supervisors in two hotels in the interior of China. Both expatriate and indigenous Chinese managers were included. All supervisors were Chinese. A significant (p &lt; 0.05) difference between Chinese and non‐Chinese expatriates was observed for factor: Tolerance of Freedom, interestingly, with the Chinese managers indicatingmoretolerance of freedom than the expatriate managers. Nonetheless, Chinese supervisors believed the ideal manager should be even more tolerant of freedom than their managers (p &lt; 0.01).

Impact of automation on pharmacist interventions and medication errors in a correctional health care system.

The implementation and impact of an automated check-and-sortation system in a correctional health care system are described. In February 1998 the Managed Health Care Division of the University of Houston College of Pharmacy submitted a proposal to the Texas State Board of Pharmacy for installing an automated check-and-sortation device in its distributive system serving Texas Department of Criminal Justice offenders. The new system would eliminate final visual verification of medication orders by pharmacists and thereby give them more time for in-depth reviews of patient profiles and for recommending clinical interventions. A vendor interested in developing a prototypic automated system was identified, and a disease management training course was developed to enable staff pharmacists to provide evidence-based pharmacotherapy recommendations. Twelve months of data before automation (February 1997 to January 1998) were compared with 16 months of postautomation data (June 1998 to September 1999). The number of clinical interventions increased from 396 per 100,000 medication orders filled before automation to 1075 per 100,000 orders after automation. Dispensing errors decreased from 6.3 to 4.1 per 100,000 medication orders filled. Identified filling errors increased from 224 to 256 per 100,000 orders. The reliability of the automated system was evidenced by a dispensing error rate of 0.6 per 100,000 orders. Implementation of an automated check-and-sortation device in a correctional health care system appeared to reduce dispensing errors and give pharmacists more time to review patient profiles and recommend clinical interventions.