Staff Motivation Research Articles

PUBLIC PRIVATE DIALOGUE: AN INNOVATIVE POLICY APPROACH TO HOUSING DELIVERY IN LAGOS STATE.

Public Private Dialogue (PPD) is an institutional arrangement that engages the public and private sector in discussions to resolve issues. These dialogue sessions may last for a few hours or continue for several months or years until an inclusive policy is formulated. This study focused on public-private dialogue in housing policy formulation in Lagos State. It explored how PPD can create increased housing delivery through innovative changes in policy formulation. Studies show that proactive public and private sector engagements create better opportunities for housing policy formulation. The government should intensify efforts and create opportunities for private participation in discussions through town hall meetings and dialogue sessions to formulate workable housing policies and reforms that will help actualize the housing needs of the citizens. The study employed selective sampling. Data was obtained through administered questionnaires on a population of 150 household heads in IKorodu on how involved they were in formulating Lagos State government housing policies. The data collected was analyzed using descriptive statistics. The results show that State housing policies were designed through public sector initiatives with little or no input from the private sector. The study further revealed that institutions that adopt the PPD approach in their engagements and operations have higher staff motivation and increased productivity

FEATURES OF ASSESSMENT OF PERSONNEL BEHAVIOR MANAGEMENT AND FORMATION OF ORGANIZATIONAL CULTURE IN HOTEL AND RESTAURANT ENTERPRISES: THEORETICAL AND PRACTICAL ASPECTS

Objective. The objective of the present article is analysis of the theoretical and practical principles of evaluating the management of personnel behavior and the formation of the organizational culture of a hotel and restaurant enterprise. Methods. The following research methods and techniques were used in the research process: analysis, synthesis, generalization, induction, deduction, abstract-logical method, graphical and tabular methods (for a visual representation of the analyzed material). The results. For the development of hotel and restaurant establishments, the management of staff behavior and the formation of organizational culture are quite important. The analysis of scientific opinions on the methods of evaluating the management of personnel behavior and the formation of organizational culture was carried out. It is established that the study of organizational culture and management of personnel behavior includes the use of various methods and tools for data collection and analysis. To evaluate the management of personnel behavior and the formation of organizational culture in a hotel and restaurant establishment, a methodology was proposed, which includes 8 stages, is based on empirical data, and allows to fully assess the state of management of personnel behavior and the formation of organizational culture of a hotel and restaurant establishment. Approbation of this technique was carried out on the basis of the Raziotel Kryvyi Rih hotel. obation of this methodology was conducted by us on the basis of the Raziotel Kryvyi Rih hotel. Based on the results of the conducted research on the management of personnel behavior and the formation of organizational culture at the hotel "Raziotel Kryvyi Rih", we systematized the problems, as well as proposed options for solving them. The proposed measures include solutions for improving staff motivation, reducing conflict, improving social interaction of staff, promoting the hotel on the Internet, etc.

MOTIVATION AS A CONFLICT MANAGEMENT TOOL FOR TEACHING STAFF

Staff motivation is a crucial aspect of a successful organization, which is determined by the extent to which the existing incentive system takes into account the employee motivation. Influence on working behavior through motivation, with which the value is determined by the fact that, relying on it, the manager gets the opportunity from subordinates to the goals of the 155 organization to get the appropriate behavior. This allows the manager to meet the needs of his employees to increase the level of satisfaction with their work. The motivation for each employee is individual. Employees have different requirements, different personal characteristics, skills, abilities, interests and inclinations. They have different expectations from their employers. However, with the dynamic work of the organization, it is not always possible to avoid a conflict situation that negatively affects the staff. The important components of the conflict situation are the desire of the parties, the strategy and tactics of their behavior, as well as the perception of the conflict situation. The organization can influence all these components with the help of various tools, including the motivation system. Improving the motivation system is one of the tools for increasing the effectiveness of conflict management in the organization. The article considers the effectiveness and features of motivation as a conflict management tool in the organization.

Examining Individualized Participatory Approaches to Care for Individuals with Intellectual and Developmental Disabilities

Background: Patient-centred care plans (PCPs) have been identified as a favourable upstream intervention for community-care populations to improve client outcomes, client and provider experiences, and reduce costly and preventable health service utilization; however, there is limited evidence on implemented approaches.
 Aim: Our study aims to address this gap by exploring individualized participatory approaches to care planning as a means to improving health and social care. We intend to understand the key components and impacts of the approach utilized by a community-care organization including the types, features, and factors that support or hinder the use of participatory approaches for developing PCPs.
 Methods: Our study utilizes an integrated knowledge translation approach (iKT) and as such involves a collaboration between the knowledge users, PHSS, a provincial community-care organization based out of London, Ontario, Canada, and a Western University research team. Members of PHSS and Western University were involved in all aspects of the research design, starting from developing the research question, creating the interview guide, and recruiting participants. Research team members will be actively involved in the analysis of findings and knowledge dissemination. Using a convergent parallel design, we are conducting a mixed-methods study consisting of two parts: 1) qualitative interviews (n=11) with PHSS staff, and 2) a scoping review. The scoping review will be guided by Arksey and O’Malley’s methodological framework for scoping reviews.
 Results: The study is currently ongoing. For the qualitative interviews, we anticipate that the organization’s culture (including their mission and values) and implemented practices that allow for flexibility and adaptability, alongside large support from upper management are important factors that support the utilization of PCPs. It is expected that the benefits of PCPs for persons-supported and their families are inclusivity and the opportunity to lead a full and meaningful life. Moreover, it is expected that PCPs provide motivation for staff to plan and implement the preferences and activities outlined in a PCP. For the scoping review, based on a preliminary search we ran on the MEDLINE (OVID) database, we anticipate finding a small body of evidence that is relevant to our aim. We expect that the literature will demonstrate diversity in the definition of PCPs, community-care services, and implemented practices that are considered person-centred, and participatory. As such, we anticipate that the findings from our scoping review will provide a wide range of data in identifying types and features of PCPs. Implications: The outcomes of this research project will be utilized to inform PHSS and support the spread of their participatory, person-centred approach to care. The findings will also encourage professionals of an international audience to implement PCP practices for similar vulnerable populations.
 Next Steps: We believe that this project will demonstrate the link between PCPs and improved standards of care and health equity for community-care clients. As we anticipate a wide variety in many aspects of PCPs in community-care services, future research can focus on developing a framework for PCPs to standardize the patient-centred practices to improve health and social care for community-care clients.

A systematic review of ‘equity-focused’ game-based learning in the teaching of health staff

BackgroundAn unequal distribution of the social determinants of health drives health inequalities. Existing training fails to communicate the impossible circumstances that disadvantaged groups face. Game-based learning is increasingly used as an innovative method with the potential to enhance health staff's ability to address health inequalities, but its effectiveness is unknown. Therefore, the aim of this systematic review was to evaluate the effectiveness of ‘equity-focused’ game-based learning in training health staff. Study designSystematic Review. MethodsThree databases (Ovid Medline, Embase, Web of Science) and a citation search were systematically searched for articles from January 2010 to July 2023, reporting on effectiveness of ‘equity-focused’ game-based learning. Titles and abstracts were screened using eligibility criteria to identify relevant studies. Data was extracted and the ROBINS-I tool was used to assess quality. ResultsThe search identified 7615 articles, of which thirteen were included involving 2412 healthcare workers. A variety of game-based learning tools were found to have an overall positive effect on motivation, knowledge, attitudes, and engagement of health staff. However, the significance of the results varied depending on specific game context. All included studies were judged to have serious to critical risk of bias. ConclusionsGame-based learning has the potential to improve the effectiveness of ‘equity-focused’ training for health staff. Educators and researchers should further collaborate to expand the tools available and evaluate their effectiveness on long-term clinical practice.

Avionska karta ili Zoom sastanak? Mobilnost akademskog osoblja u “staroj” i “novoj normalnosti”

International mobility has become an integral part of academic staff activities at higher education institutions (HEIs). In the context of globalisation and internationalisation, it plays a key role in both individual academic career and HEI performance. However, research on the motivation of academic staff to engage in international mobility, especially short-term mobility, remains modest. In addition, the COVID-19 pandemic introduced significant changes in international academic mobility organisation, with virtual mobility becoming the new normal. Research on academic staff responses to this form of mobility is nascent, but no less relevant given the current spread of blended international mobility. Drawing from self-determination theory, this paper aims to identify what motivates academic staff to engage in short-term international academic mobility in the pre-pandemic (“old normality”) and pandemic (“new normality”) periods. The study builds on the findings of a longitudinal research during which 13 academic staff members from 12 different countries were interviewed twice: before and during the pandemic. Findings suggest that academic staff is primarily driven to engage in short-term international mobility by intrinsic motivation, namely the need for competence development during both physical (pre-pandemic) and virtual (pandemic) mobility, while the need for relatedness plays a more significant role in the international physical mobility. Organisational support is an equally important extrinsic motivator for both mobility types. This empirical study provides implications for the international academic mobility literature and HEI management on the enhancement of academic staff involvement in international academic staff mobility.

Constraints on the functioning of Community-based Health Planning and Services facilities: A qualitative study in the Jirapa Municipality, Ghana.

The declaration of the Alma-Alta on primary health care (PHC) in 1978 enjoined nations to make health care accessible, affordable, and situated within their cultural contexts. The Ghana Community-based Health Planning and Services (CHPS), as a strategy to achieve the goal of PHC, has shown significant successes in communities where it has been implemented. However, a number of challenges continue to affect the effective functioning of CHPS. This study explored the community level and health system constraints on the effective functioning of CHPS in the delivering of PHC services in the Jirapa Municipality. A qualitative approach was implemented. A criterion-based purposive sampling technique was employed to recruit 51 managers and health service providers of CHPS for key informant interviews. The respondents included 25 community health management committee members, 25 health officers in charge of CHPS facilities, and one municipal CHPS coordinator. The interviews were held from September 18 to November 23, 2020. All interviews were face-to-face, audio-recorded and transcribed verbatim. Thematic analysis based on the constant comparative method was employed to analyse the data. The results showed that low community involvement in CHPS activities, disputes over the location and naming of CHPS zones, inadequate understanding of the CHPS concept and religious beliefs were the key community level factors which negatively affected the functioning of CHPS. Also, lack of logistics, financial constraints, poor attitude of health workers and inadequate staff motivation were the health sector constraints on the effective functioning of CHPS. In conclusion, concerted efforts are needed to tackle the community level and health system constraints to improve the overall functioning and effectiveness of the CHPS strategy. We recommend the strengthening of community sensitization, timely disbursement of funding, and provision of infrastructure and supplies to improve upon the effective functioning of CHPS as a strategy for delivery PHC in Ghana.

WAYS OF IMPROVING SERVICE QUALITY IN NETWORK RETAIL

The article examines the ways to increase the efficiency of the retail network by involving consumers in making purchases in retail stores and a high level of their loyalty as a determining factor in the growth of turnover in the conditions of martial law. Methods of assessing the quality of service in trade enterprises have been established depending on the specifics of their activity and the degree of adaptation to changes in the external environment for the purposes of attracting and maintaining consumer loyalty. General trends in the development of modern retail, features of the sales funnel are considered. The most influential factors on the organization of business entities in the field of trade are identified, in particular: digitization of trade and technological processes and customer retention thanks to artificial intelligence; expansion of the virtual trading space and automation of internal processes; personalization of customer service. The identification of modern trends in the development of trade determines the needs of consumers, their behavior, and the choice of a sales system at a particular enterprise. It has been established that the use of generally accepted approaches to the formation of the sales funnel in the practice of trade enterprises allows to increase the volume of sales of goods and the level of profitability of the activity. According to this approach, the tasks of the staff are determined in relation to interaction with customers, focusing on their motivation to make a purchase. A study of the degree of consumer satisfaction was carried out and the level of service was determined for the purposes of further choosing the model of motivation of sales staff in the chain of stores «Yves Rocher» using the Mystery Shopping method. To calculate the level of service, a questionnaire developed by Yves Rocher was used, consisting of the following blocks: general impressions; subjective impressions; evaluation of sales processes; working with objections; assessment of the work of cashiers and external factors. The point system and evaluation method were defined. Based on the Harrington scale, a modified mystery shopper evaluation matrix was developed. The characteristics of each evaluation are highlighted to clarify the degree of performance of functional duties by personnel and to identify key areas of improvement. The level of service was established for seventeen stores of the Yves Rocher chain, with information on the subjective impression of a mystery shopper from a visit to the stores, which was evaluated on a ten-point scale. Based on the results of the Mistery Shopping evaluation, it was found that 6 stores have an excellent level of service, 4 are good, 2 are satisfactory, and 5 are acceptable. The conducted studies are of a universal nature, and the involved approaches can be used by retail enterprises to identify reserves for improving the level of service quality.

Напрями вдосконалення системи мотивування персоналу медичних закладів

The main principles of the system of motivating the personnel of communal non-commercial enterprises in the field of health protection in modern conditions are determined and recommendations are provided for its improvement. In the article, the author used the following methods: analysis and synthesis - to analyze modern trends and generalize their impact on the formation of the personnel motivation system; sociological method (questionnaire) - for understanding and structuring the main aspects of the motivation of employees of a communal non-profit enterprise in the field of health care; generalization - when formulating conclusions and recommendations. The hypothesis that there is a direct connection between the needs and incentives of employees of non-profit medical institutions and it significantly affects the level of effectiveness of staff motivation has been proven. Taking into account the results of the conducted research, it is suggested to take a number of measures to improve the system of motivating the personnel of medical institutions: develop, approve, and then bring to the attention of the personnel a transparent and understandable system of bonuses and incentives for the realization of the set goal, establish a decent remuneration system; to attract highly qualified medical personnel to teaching activities at departments for improving the qualifications of medical workers; improve material incentives for employees with more than 10 years of experience; to expand the list of non-material indicators of stimulation of medical personnel; create an opportunity to provide staff and their family members with discounted medical care. The results of this study are of interest to local self-government bodies and specialized departments of the state government, subjects of non-commercial entrepreneurship in the field of medical services, who seek to improve the system of motivating the personnel of medical institutions, to increase the level of provision of services in the field of health care in accordance with the conditions of a competitive environment and ensure a reduction in staff turnover at medical enterprises. At the same time, the results can help researchers of higher education institutions to improve the tools for the dissemination of innovative knowledge in the field of motivation and personnel management. This study emphasizes the peculiarities of the formation of the system of stimulation of the personnel of non-commercial medical institutions in the structure of the national economy at the level of communal enterprises. Delineation of motivational trends in the budgetary sphere and a number of non-profit enterprises in the process of reforming the health care sector made it possible to form stages and approaches to improving the hospital staff incentive system. Provide recommendations to the founders and owners of communal non-commercial enterprises in the medical field regarding the development of programs for the development of the staff motivation system at the local level.

IMPROVING MANAGEMENT WITH THE HELP OF HIGH TECHNOLOGIES: THE EXPERIENCE OF ALIBABA GROUP COMPANY

The article discusses modern strategies for improving management in the corporate environment with an emphasis on the practical experience of the e-commerce giant Alibaba Group. The study highlights the implementation of high technology in various aspects of business, from the supply chain to e-marketing. Empirical methods, complex methods, and system analysis are used for analyzing the impact of high technologies on the company's development process. The article reveals specific technological solutions and innovations that Alibaba Group successfully uses to optimize internal processes and ensure a high level of management efficiency. The study also analyzes the positive results of the implementation of these technologies and their impact on the company's competitiveness in the market. Conclusions are drawn on the key aspects of successful optimization of management with the help of high technologies, taking into account the practical experience of Alibaba Group. This article is a valuable source of information for business leaders and managers who seek to introduce innovations in their organizations and increase the effectiveness of management processes. The article provides a theoretical analysis of the problems of organizational efficiency and features of the organizational structure of Alibaba Group. The main methods of building an organizational structure, management methods, distribution of responsibility between managers and staff motivation systems in Alibaba Group are considered. The key directions for improving the efficiency of the organization of Alibaba Group's activities in the near future have been determined. The author's definition of the process of improving the organization's management based on high technologies is formulated. The results of the study can be useful for managers and specialists of different organizations in the field of e-commerce and Internet technologies.

The Initiatives for Enforcing the Quality Assurance Standards in Fostering Universities’ Compliance in Tanzania

The world university system currently emphasizes strict compliance with established quality assurance standards for enhancing graduates' quality and academic capabilities. In that vein, compliance with university quality assurance standards across the globe requires critical consideration of the adequate and correct application of initiatives for enforcing such standards. Similar to other countries, Tanzania has some initiatives for enforcing its universities’ quality assurance standards. Despite the application of such initiatives, the country is witnessing low to extreme non-compliance cases each year. This study examined the application of initiatives for enforcing quality assurance standards in fostering universities' compliance in Tanzania. It was informed by the qualitative approach and adopting a case study design. Interviews, documentary analysis, and focus group discussion were data collection methods applied in the four universities involving 46 respondents that were purposively chosen. The data analysis was done through a content analysis approach. The analysis revealed that both technical and administrative enforcement initiatives were found to be applied in universities. The technical initiatives are monitoring and evaluation for teaching, examination moderation and strict invigilation, independent examination, self-assessment and academic audits, and accreditation, while administrative ones are improving quality assurance staff motivation and capacity, promoting quality assurance stakeholders’ involvement, and establishing an effective quality assurance leadership system. In applying such initiatives, the deficiencies (i.e., incorrect and inadequate applications), strengths, differences and similarities were found across the involved universities. Besides, very unsatisfactory applications of enforcement initiatives were found in private universities compared to public ones. Due to such unsatisfactory applications, non-compliance cases at various university stakeholders' levels exist in those universities. This study concludes that the existing university non-compliance cases in Tanzania are attributed to the existing inadequate and incorrect application of enforcement initiatives. It recommends that there is a need for the Tanzania Commission for Universities to issue more detailed guidelines to harmonize the application of some enforcement initiatives that have attracted different application practices across universities. Besides, the Tanzania Commission for Universities and university quality assurance agencies must take the strongest punitive measures against non-complying individuals and universities to discourage such behavior.

The impact of financial benefits on employee productivity: A case study of the joint clinical research centre in Lango Region, Northern Uganda

This study investigates the impact of financial advantages on staff productivity within the Joint Clinical Research Centre. It aims to explain the relationship between financial benefits and employee performance, highlighting their significance in enhancing engagement. Employing a mixed-methods approach, this research combines quantitative data gathered through a structured questionnaire with qualitative insights derived from interviews. The study utilizes cross-sectional survey methodology, sampling 142 participants, including team leaders and various staff categories affiliated with the Joint Clinical Research program. Data analysis involves descriptive statistics, correlation analysis, and regression analysis for quantitative data and content analysis for qualitative data. The study reveals a significant positive correlation between financial benefits and employee productivity, indicating that adequate financial incentives motivate employees to perform better. Regression analysis demonstrates that financial benefits can explain approximately 40.9% of the variability in employee productivity. The t-test results confirm a statistically significant association between financial benefits and employee productivity, rejecting the null hypothesis. Qualitative findings from key informants corroborate the importance of financial incentives in motivating employees and improving productivity. The study underscores the vital role of financial incentives in improving employee engagement and performance. Organizations, particularly in healthcare research, can leverage these insights to design strategies that enhance staff motivation, ultimately leading to increased productivity and better healthcare outcomes.

THE MODEL FOR THE AUDIT SYSTEM OF MEDICAL SERVICE QUALITY IN HEALTHCARE INSTITUTIONS

Introduction. Audit of medical services is essential means for provision of the qualified medical care to civilian population. The laws and regulations of a particular country should be considered when this means is implemented.
 The aim. We have researched the theoretical and methodical approaches to audit system organization of medical service quality in healthcare institutions of Ukraine.
 Materials and methods. We have analyzed the ideas of experts according to their clinical effect; goals; results and purposes before and after the implementation and receiving the primary feedback. We have described the precise selection of indices according to their effectiveness, taking into account the theories and empiric investigation of the latest researches and articles. The process assessment would be employed in order to define the most effective components of the audit.
 Results. We have distinguished the criteria of medical care in relation to the quality constituents, such as: patient’s orientation, effectiveness, safety, accessibility, economical effectiveness, timeliness. The results of the indicators are entered into the reporting form. In addition, problems which were identified at the stage of processing the results, and prevent the correct interpretation of the obtained indicator values, should be recorded in the reporting form. Definitely, conducting a clinical audit requires significant administrative resources and high motivation of the healthcare institution staff. The personal traits of the head of institution, including abilities to motivate a team, to use the newest data of analytical systems and registries, to know the background of audit, play a key role in this process.
 Conclusions. The expediency of regular audits once every 6-12 months was proved. It is suggested that clinical audit be implemented in healthcare institutions in order to ameliorate the procedure and effectiveness of medical care to patients via in-depth analysis of the aid’s constituents in comparison to the defined criteria and implementation of necessary changes.

DIGITALIZATION OF LEADERSHIP COMMUNICATION, WORK MOTIVATION, AND NURSE PERFORMANCE: A LITERATURE REVIEW

Background: Digitalization is a process of transformation from a traditional era to a digital era influenced by technological developments. Digitization affects various aspects of life, including the health sector, especially leadership communication which influences work motivation and nurse performance which is visible during the Covid-19 pandemic. The purpose of this literature review is to identify digitalization in leadership communication, work motivation, and performance of nurses or employees.
 Design: This research design is a literature review.
 Data Sources: Search for articles using four journal databases, namely OWL (Online Wiley Library), Google Scholar, Pubmed, and Science Direct.
 Review Methods: Used PRISMA Flow Diagram to find a total of 11 articles that met the inclusion criteria were reviewed.
 Results and conclusion: The results of the review of the article entitled "Digitalization of Leadership Communication, Work Motivation, and Nurse Performance" found that the digitalization process in leadership communication is fairly difficult. Leaders must be able to use various types of digital communication media in communicating with staff or nurses. When leading transformational digital change, leaders strive for constant communication and coaching-oriented actions. Leaders who can be able to transform well in digitalization will be able to provide good work motivation for staff or nurses. Effective work motivation in the digitalization of leader communication will impact good nurse performance as shown by nurses coming on time, providing fast service, adhering to standards, and making a solid team

Examining the Feasibility of Implementing Digital Mental Health Innovations Into Hospitals to Support Youth in Suicide Crisis: Interview Study With Young People and Health Professionals.

Hospitals are insufficiently resourced to appropriately support young people who present with suicidal crises. Digital mental health innovations have the potential to provide cost-effective models of care to address this service gap and improve care experiences for young people. However, little is currently known about whether digital innovations are feasible to integrate into complex hospital settings or how they should be introduced for sustainability. This qualitative study explored the potential benefits, barriers, and collective action required for integrating digital therapeutics for the management of suicidal distress in youth into routine hospital practice. Addressing these knowledge gaps is a critical first step in designing digital innovations and implementation strategies that enable uptake and integration. We conducted a series of semistructured interviews with young people who had presented to an Australian hospital for a suicide crisis in the previous 12 months and hospital staff who interacted with these young people. Participants were recruited from the community nationally via social media advertisements on the web. Interviews were conducted individually, and participants were reimbursed for their time. Using the Normalization Process Theory framework, we developed an interview guide to clarify the processes and conditions that influence whether and how an innovation becomes part of routine practice in complex health systems. Analysis of 29 interviews (n=17, 59% young people and n=12, 41% hospital staff) yielded 4 themes that were mapped onto 3 Normalization Process Theory constructs related to coherence building, cognitive participation, and collective action. Overall, digital innovations were seen as a beneficial complement to but not a substitute for in-person clinical services. The timing of delivery was important, with the agreement that digital therapeutics could be provided to patients while they were waiting to be assessed or shortly before discharge. Staff training to increase digital literacy was considered key to implementation, but there were mixed views on the level of staff assistance needed to support young people in engaging with digital innovations. Improving access to technological devices and internet connectivity, increasing staff motivation to facilitate the use of the digital therapeutic, and allowing patients autonomy over the use of the digital therapeutic were identified as other factors critical to integration. Integrating digital innovations into current models of patient care for young people presenting to hospital in acute suicide crises is challenging because of several existing resource, logistical, and technical barriers. Scoping the appropriateness of new innovations with relevant key stakeholders as early as possible in the development process should be prioritized as the best opportunity to preemptively identify and address barriers to implementation.

Lessons Learned From a Systematic, Hospital-Wide Implementation of the ABCDEF Bundle: A Survey Evaluation.

We recently reported the first part of a study testing the impact of data literacy training on "assessing pain, spontaneous awakening and breathing trials, choice of analgesia and sedation, delirium monitoring/management, early exercise/mobility, and family and patient empowerment" [ABCDEF [A-F]) compliance. The purpose of the current study, part 2, was to evaluate the effectiveness of the implementation approach by surveying clinical staff to examine staff knowledge, skill, motivation, and organizational resources. The Clark and Estes Gap Analysis framework was used to study knowledge, motivation, and organization (KMO) influences. Assumed influences identified in the literature were used to design the A-F bundle implementation strategies. The influences were validated against a survey distributed to the ICU interprofessional team. Single-center study was conducted in eight adult ICUs in a quaternary academic medical center. Interprofessional ICU clinical team. A quantitative survey was sent to 386 participants to evaluate the implementation design postimplementation. An exploratory factor analysis was performed to understand the relationship between the KMO influences and the questions posed to validate the influence. Descriptive statistics were used to identify strengths needed to sustain performance and weaknesses that required improvement to increase A-F bundle adherence. The survey received an 83% response rate. The exploratory factor analysis confirmed that 38 of 42 questions had a strong relationship to the KMO influences, validating the survey's utility in evaluating the effectiveness of implementation design. A total of 12 KMO influences were identified, 8 were categorized as a strength and 4 as a weakness of the implementation. Our study used an evidence-based gap analysis framework to demonstrate key implementation approaches needed to increase A-F bundle compliance. The following drivers were recommended as essential methods required for successful protocol implementation: data literacy training and performance monitoring, organizational support, value proposition, multidisciplinary collaboration, and interprofessional teamwork activities. We believe the learning generated in this two-part study is applicable to implementation design beyond the A-F bundle.

The Impact of Incentives on Employee Productivity: Review of Past Literatures

Employee productivity is a key component of an organization's success and expansion. The use of incentives can greatly improve staff motivation and productivity. This study aims to explore how incentives affect workers' productivity. It will examine the relationship between incentives and productivity, as well as the impact that various incentives have on productivity outcomes. It also emphasizes how crucial incentives are for boosting employee motivation and increasing productivity in businesses. Incentives can come in a variety of forms, including cash payments, bonuses, accolades, and non-cash benefits. The type and form of incentives, work happiness, motivation, and job design are only a few examples of the variables that influence the relationship between incentives and productivity. Employees should view incentive programmers as fair and equitable, and they should be routinely reviewed and altered based on feedback and performance statistics. Effective incentive programs should also be in line with organizational goals. According to the past studies, incentives have a favorable effect on worker productivity across a range of sectors and situations. In general, incentives have a substantial impact on employee productivity and organizational performance. To maximize the impact of incentives, organizations should properly plan and manage their incentive programs.

Assessment of Staff Motivation on Employee Performance: the Case of Public Service Management and Good Governance Office in Tanzania

The paper assesses effect of staff motivation on employee performance using recognition as the motivation factor. Tanzania's Public Service Management and Good Governance Office were polled for the study. The presumption that guided the study's topic was that employee performance is positively and significantly impacted by staff recognition, which is a factor in staff motivation. Cross-sectional design and both descriptive and inferential statistics were used in the study. A straightforward random chance sampling strategy was employed to include 144 research participants in the sample. Most primary data were gathered through the use of standardized questionnaires. The study discovers a statistically significant and robustly beneficial relationship between worker recognition and worker performance. Nonetheless, there is a little to moderate impact on the types of rewards and incentives, fringe benefits, and job quality of employees in Tanzania's Public Service Management and Good Governance Office divisions. According to the study's findings, workers at Tanzania's Public Service Management and Good Governance Office perform better when they receive compliments from their department leaders.

Implementation of a Model for Improving Radiology Staff Performance Based on Organizational Culture and Competency

Good human resources are one of the crucial factors in health care institutions. Improving employee performance and achievement will have an impact on improving company performance. This study aims to determine the extent to which radiology staff performance is influenced by organizational culture, competence, and motivation and implement performance improvement using performance appraisals and potential estimates. The object of this research is the three branches of the XYZ hospital group. The sample in this study used saturated sampling, with the entire population being the sample. Statistical tests use SEM PLS. Based on the analysis results, it is proven that organizational culture and competence have a positive and significant effect on the performance of radiology staff. Organizational culture and competence have a positive and significant effect on the work motivation of radiology staff. Motivation can mediate the indirect influence of organizational culture and competence on the performance of radiology staff. Implementation of performance improvement models using performance assessment and potential estimates. All hypotheses in this research are proven and acceptable. Organizational culture and competence directly and indirectly affect the performance and motivation of radiology staff.

The Study on influence of Paternalistic leadership style with special reference to Innovative Performance by Individual Employees at Ayesha Embroideries Textile Private Limited, Doddaballapur

The study investigates the impact of paternalistic leadership style on innovation performance among employees at Ayesha Embroiders Textile Private Limited Doddaballapur. It uses a mixed-methods approach, combining quantitative research and qualitative interviews. The study found a significant positive correlation between paternalistic leadership and innovative performance, with employees who felt their managers were responsive, caring, and supportive more likely to take part in innovative behaviors. Mediating factors staff motivation, work satisfaction, and beyond psychological safety, and communication quality. However, challenges include over-reliance on leaders for decision-making and prioritizing harmony over constructive conflict. To address these issues, the study recommends promoting an independent culture, encouraging employees to take their ideas, and promoting open communication channels.