Staff Motivation Research Articles

Exercise and physical activity for people with chronic kidney disease: A national survey of nephrologist practice patterns in Saudi Arabia.

A variety of health benefits are associated with physical activity (PA) in individuals with chronic kidney disease (CKD). The aim of this study was to examine nephrologist practice patterns concerning exercise and PA in CKD patients. This is an online cross-sectional survey study that was conducted between June 2023 and May 2024 in Saudi Arabia. Nephrology fellow, specialists, and consultants in Saudi Arabia formed the study population. A total of 96 physicians participated in this study. Only 9.4% of renal units have exercise programs available to patients. These programs are available mainly for advanced CKD (pre-dialysis) and in-center hemodialysis patients. The major barriers for initiating or expanding exercise programs at their centers are a lack of motivation/interest from front-line staff (55.2%), lack of interest from management (48.3%), and no funding (47.1). Around 56.2% of respondents ask patients about their level of PA. Additionally, 64.6% give patients specific advice on how to increase their level of PA. For the types of exercise most beneficial for people with CKD, 90.6% recommend walking. Around 34.4% of respondents believe that physiotherapists should take ownership in providing exercise counseling and resources to people with CKD. The majority agreed or strongly agreed to recommend exercise in patients with CKD (76.0%). The mean attitude score for the study participants was 32.1 (standard deviation: 3.9) out of 40 (equal to 80.3%); which demonstrates positive attitude towards recommending exercise for CKD patients. Binary logistic regression analysis identified that there is no statistically significant difference between physicians in term of their attitude towards recommending exercise for CKD patients (P > .05). This study highlights a critical gap in the availability of exercise programs for CKD patients. Key barriers include lack of interest by staff and management and funding issues. In spite of these barriers, a majority of physicians acknowledge the role of exercise in CKD patients and advice regarding PA on a frequent basis. It suggests recommendations in order to expand the programs, including increasing staff motivation, securing management support, and getting funding for exercise programs and identifying the role of physiotherapists in exercise counseling for CKD patients.

Bellboy Work Motivation: Studying at a Star Hotel in Bali

This study aims to determine the work motivation of bellboys at Hotel ABC Bali. Data collection was carried out by distributing questionnaires to bellboy staff, then confirmed through interviews with bell captains to confirm the results of the questionnaire and to conduct documentation as supporting evidence. The data analysis technique used in this study is a qualitative descriptive method. This study refers to the two-factor work motivation theory according to Fredrick Herzberg. The results of the analysis showed that the motivation of bellboy staff was 3.34 with a fairly satisfied predicate. As for the intrinsic or hygienic factor, it has the highest level of satisfaction, namely 3.57 with a satisfied predicate, while the extrinsic or motivation factor gets the lowest value, namely 3.11 with a fairly satisfied predicate.

The Impact of Head-Teachers’ Leadership on Quality Management in Early Childhood Education Centers: A Case Study of Kajiado County, Kenya

This research examines how the leadership of head teachers affects quality control in Early Childhood Education (ECE) facilities located in Kajiado County, Kenya. Headteachers have a crucial role in managing resources, implementing effective teaching strategies, and creating an atmosphere that supports early childhood education. This study uses a mixed-methods approach to investigate how head teachers’ management and leadership styles affect staff motivation, student results, and the general quality of education. The results highlight important leadership issues facing the industry, including a lack of training, little government assistance, and sociocultural elements that influence early childhood education in remote areas. With suggestions for legislative changes and capacity-building programs aimed at improving Kajiado County’s educational standards, this study advances knowledge of leadership in the context of ECE centres.

CORPORATE CULTURE AS A FACTOR IN PERSONNEL EFFICIENCY

The article is devoted to the study of the influence of corporate culture on the efficiency of personnel through the prism of work psychology. The main focus is on the analysis of key components of corporate culture, such as corporate values, norms and traditions, and their impact on staff motivation. Corporate culture is defined as a set of values and beliefs that determine the behavior of employees and the effectiveness of the organization as a whole. The psychological climate in the organization is considered as a critical factor affecting job satisfaction and the emotional state of employees. The article substantiates the importance of maintaining a healthy psychological climate for ensuring high productivity. Various aspects of personnel motivation are considered, including intrinsic and extrinsic incentives. It has been found that a positive corporate culture promotes motivation, improves communication and strengthens trust between employees. In particular, factors such as open communication, support from management and opportunities for professional development are key to ensuring high performance. The study shows that a positive psychological climate helps reduce stress levels and increase overall job satisfaction. It is noted that corporate values, which are shared by all members of the organization, create a basis for successful cooperation and achievement of common goals. The authors provide recommendations for implementing effective management practices to improve corporate culture. Special attention is paid to the role of leadership in the formation of a favorable working environment. The conclusions emphasize the need for a strategic approach to the formation of corporate culture. It is emphasized that investment in the development of corporate culture has a positive effect on the efficiency of the staff in general. Keywords: corporate culture, work psychology, personnel motivation, psychological climate, corporate values

Post-operative pain management in a surgical unit in a tertiary hospital in Spain: a best practice implementation project.

More than 80% of patients experience post-surgical pain. Poor pain control decreases patients' quality of life; increases associated comorbidity, hospital length of stay and hospital costs; and delays functional recovery. Implementing evidence-based recommendations improves these negative factors as well as the patient's quality of life. This evidence implementation project aimed to improve post-operative pain management by implementing best practice recommendations. This project used the JBI Evidence Implementation Framework, which is grounded in an audit and feedback process. The project was conducted in the surgical unit of a tertiary hospital in Ciudad Real, Spain. We performed a baseline audit and two follow-up audits to measure audit criteria derived from a JBI evidence summary on pain management. A total of 30 surgical patients took part. We assessed the results of the baseline audit, identified the barriers to best practice, and implemented strategies to improve post-operative pain management. The first follow-up audit revealed an improvement in practice; however, these results worsened due to the delay in protocol approval and subsequent lack of staff motivation. The second follow-up audit showed greater compliance with best practices, although considerable room for improvement remains. Implementing evidence-based practices in health care improved nurses' clinical practice. The health care staff complied with the recommendations more readily since they associated the best practices with a clear benefit for the patient. http://links.lww.com/IJEBH/A276.

Healthcare leadership practice and associated factors among primary healthcare managers in East Gojam Zone, Northwest Ethiopia: a mixed method study

BackgroundLeadership plays a critical role in the delivery of person centered, safe, efficient, and effective healthcare services globally. Poor healthcare leadership contributes to low staff motivation, patient dissatisfaction, and reduced healthcare-seeking behavior. However, there is limited evidence on healthcare leadership practice and associated factors among primary healthcare managers in the study area and at large in Ethiopia. Therefore, the findings of this study will contribute to improved healthcare leadership practices among primary healthcare managers.MethodFacility-based cross-sectional study supplemented with qualitative inquiry was conducted in the East Gojam zone among 532 primary healthcare managers selected by a two-stage stratified random sampling technique. A pre-tested and structured self-administered questionnaire was used to collect the quantitative data. Data were entered into Epi-Data version 4.6 and exported into Stata version 14.0 for analysis. Multiple linear regression analysis was used to identify factors associated with healthcare leadership practice, and statistical significance was declared at a p-value < 0.05 with a 95% CI. Six key informant interviews were conducted, and thematic analysis was used for the qualitative study.ResultThe magnitude of healthcare leadership practice among primary healthcare managers in the East Gojam zone was 45.7% (95% CI: (41.4, 50.0)). Factors associated with healthcare leadership practice were age [β = 0.44, 95% CI: (0.16, 0.71)], training in healthcare leadership practice [β = 1.19, 95% CI: (0.19, 2.20)], experience sharing [β = 1.68, 95% CI: (0.59, 2.76)], organizational communication [β = 0.19, 95% CI: (0.05, 0.33)], managerial working experience [β = 0.94, 95% CI: (0.18, 1.69)] and emotional intelligence [β = 0.35, 95% CI: (0.31, 0.38)].Conclusion and recommendationThe magnitude of healthcare leadership practice among primary healthcare managers in the East Gojam zone was low as compared with a previous study in Ethiopia. It was significantly associated with age, training in leadership, experience sharing, organizational communication, managerial working experience, and emotional intelligence. Thus, human resource managers at primary healthcare level should consider older and more experienced candidates during assigning managers, organize training on healthcare leadership and experience sharing with model managers to improve the leadership practice of primary healthcare managers in the East Gojam zone.

Organizational readiness to implement bundled interventions to increase HIV linkage and retention in care and treatment: results from the Black Women First (BWF) initiative

BackgroundEvidence-based and evidence-informed interventions designed to address gaps in the HIV care continuum have the potential to improve HIV care and treatment. However, inadequate organizational readiness can derail intervention uptake, prevent the integration of interventions, and contribute to suboptimal HIV treatment outcomes. This study sought to understand organizational readiness to implement bundled interventions for Black women with HIV and inform facilitators and barriers to implementation.MethodsWe conducted a mixed methods readiness assessment across 12 sites participating in the Black Women First (BWF) initiative to gauge preparedness to implement bundled interventions. Readiness was assessed using the organizational readiness for implementing change (ORIC) scale, and two open-ended questions examined facilitators and barriers. Associations between participant and organizational level factors were evaluated using linear models with clustering by site at baseline, 6- and 12-months. Pre-implementation interviews were conducted with staff virtually and transcripts were managed in NVivo. Directed content analysis was used to explore implementation barriers and facilitators.FindingsSites demonstrated high levels of organizational readiness at baseline; overall organizational readiness for implementing change (ORIC) (mean 56.4, median 59, interquartile range [IQR] 5) and subscales of the ORIC change efficacy (mean 32.4, median 35, IQR 4), change commitment (mean 24, median 25, IQR 1), which is consistent with willingness and capability to implement bundled interventions for Black women with HIV. Organizational readiness remained high at 6- and 12-month follow-up periods. Staff role was significantly associated with organizational readiness (p = 0.007), change efficacy (p = 0.006), and change commitment (p = 0.020) at 6 months. Qualitative analysis indicated strategic planning and assessment (e.g., team coordination and the development of workflows to support implementation); organizational change through network weaving across silos within the organization, and communications systems that engage external partners, as well as resources available for hiring and training, supported readiness. Collaborative leadership and organizational buy-in, staff motivation, and partnerships facilitated implementation processes.ConclusionsOrganizations in the BWF initiative have high levels of organizational readiness reflecting willingness and capability to implement bundled interventions for Black women with HIV. Future research should examine the relationship between readiness and clinical outcomes.

An Evaluation of the Experience and Challenges Faced in Online Learning by Undergraduate Students at the National Open University of Nigeria

This qualitative study aimed to evaluate the experiences and main obstacles faced by undergraduate students at the National Open University of Nigeria (NOUN) in the current online learning environment. Unstructured in-depth interviews were conducted to gather information from a selected sample of undergraduate students at NOUN. To overcome language barriers and encourage open communication, questions were asked in both Yoruba and English, and responses were accurately recorded in English. The transcription process involved preserving and compiling the recorded audio, while feedback from face-to-face interviews was collected using the “Rev voice recorder” app, which facilitated the direct ordering of interview transcripts. Thematic content analysis was utilized to analyze the responses and address the research questions. The results of the study indicated that despite the numerous benefits, NOUN undergraduate students still have negative views towards online education, which could affect the sustainability of the school. In addition to this, students face challenges such as inadequate power supply, poor internet connectivity, costly ICT resources, insufficient staffing, and low staff motivation in the online learning environment. The study’s recommendations for improving the NOUN programme included providing students with access to the university’s internet, ensuring good electrification, offering financial assistance for ICT equipment, increasing staff numbers, and providing training or retraining opportunities for current staff members. This study contributes to existing knowledge by highlighting the challenges faced by undergraduate NOUN students in online learning, underscoring potential implications for the institution’s future. Keywords: Learning experiences, National Open University of Nigeria (NOUN), online learning environment, undergraduate students

A-195 Combination of Lean Mindset, Robotics and Digitalization allowed us to manage a 2.5 times increase in workload in our central reference lab

Abstract Background Our Agilus Diagnostics, Gurugram, India is a Central Reference Laboratory and part of the pan-India network over 400 lab in India. Our Gurugram lab delivers 3,200 tubes in the serum work area in 17 hour operations daily and is ISO 15189 and CAP accredited.In Jan 2023, our lab started to support Govt PHC Program samples and our workload increased to 8000 tubes. This was a clear operational and clinical challenge for us with a 2.5 x jump in workload. To achieve this goal, a lean mindset with process improvement steps were to be applied required across the total testing process. This lean approach was supported by cobas ® Lab Automation systems managed by navify ® Lab Operations informatics automation solution. This poster explains our journey of planning, implementing, and delivering on our goal of predictable operational efficiency when faced with this challenge. Methods We took 4 major steps We redesigned lab processes using lean process improvement operational dashboards. This poster will show the metric we track which help eliminate waste in the system. We optimized our total lab automation solution with smart load balancing across cobas ® Pro integrated analyzers and staff friendly recursive workflow. Clear and strict use of off peak hours for maintenance and QC procedures and standardized predictable schedule of operation. This poster will share our time table with key milestones across the 24 hours We built on the Informatics solution using 5 layered Auto verification rules based decision framework. IQC, Systems Flags check, Sample Quality checks, Biological Reference check, custom Auto verification Range, Critical ranges Delta check Criteria, Clinical Correlation Rule are all part of the auto verification logic framework. Results We were able to deliver the following results.Lean process design led to 53% simplification. Number of process steps reduced to 29 from 62 steps across the total testing process. Total Lab Automation has helped improve 90 percentile production TAT by 46% from 250 mins to 135 mins Our 90 % TAT CV has significantly reduced making our production predictable. Over 17,500 results / day reported are subject to auto verification with 87 % of all results auto-verified and auto-approved. Not a single additional employee was added in the analytical or post analytical areas of the lab operations Conclusions Lean Mindset complemented by Total Laboratory Automation along with Decision Automation on an Informatics solution has enhanced lab performance in terms of TAT, Efficiency, and Staff Motivation. This poster will also demonstrate using incremental effectiveness analysis comparative data of key performance indicators, such predictability in production, and efficiency of workforce, senior staff time saved, before and after technology deployment. The challenge of increase in sample workload is real in India and this approach allows for a sustainable way to ensure patient impact with minimum burden on our workforce.

Reducing healthcare waste by eliminating exam table paper in a primary care practice: a sustainable quality improvement initiative.

Climate change is now the greatest threat to human survival. The healthcare system contributes significantly to global pollution and greenhouse gas emissions. Individual practitioners play an important role in helping to reduce these impacts in day-to-day practice. Deimplementation of unnecessary processes and products, such as exam table paper, in medical offices is one simple approach to incorporating principles of planetary health into practice. All quality improvement (QI) projects must start to consider environmental impacts to fully evaluate change ideas. We designed a single Plan-Do-Study-Act cycle using the Institute for Health Improvement Model for Improvement. We removed the exam table paper from our primary care office and measured changes in staff time, laundry, financial costs, paper use and carbon dioxide (CO2) emissions. Eliminating exam table paper in our clinic resulted in modest annual cost savings of $C718 and improved staff efficiency and motivation to introduce other green office practices. In our clinic alone, this change will save 8.2 km of exam table paper, 10 trees and 148 kg of CO2e (equivalent to driving 1233 km) every year. There were no negative consequences or feedback. This simple QI project demonstrates the feasibility of implementing a small change in a primary care clinic that can improve environmental sustainability with multiple co-benefits. If all family physicians in Canada eliminated exam table paper in their offices, it would result in savings of approximately 95 940 km of paper, 121 680 trees, $C8 400 600 and 3054 T CO2 emissions, equivalent to driving around the world 360 times.

Modernization of the Motivation Systems in Higher Education: Challenges and Digital Solutions

The motivation of academic staff in higher education institutions has become a critical issue, particularly in the context of rapid digital transformation. Faculty motivation is a crucial factor influencing the quality of education, research productivity, and the performance of universities. This study aimed to identify the main factors influencing motivation and to develop recommendations for educational institutions to enhance staff motivation. The research utilized bibliometric analysis through the VOSviewer program to explore relationships between core motivational factors. Initial data were collected via the ePORTAL system, which aggregates comprehensive information about faculty activities, including publications, participation in scientific projects, and teaching performance. The findings suggest that the current motivational systems in Kazakhstan's higher education institutions require significant modernization. Key challenges include insufficient financial support, excessive bureaucratic procedures, and limited career development opportunities. Moreover, adopting digital tools like ePORTAL can enhance the transparency and objectivity of assessing teaching staff performance, providing more substantial incentives for professional growth. The study offers recommendations for university management of educational institutions to increase academic staff motivation that can be adapted to each educational institution's unique profile and priorities. Future research should investigate the long-term effects of digitalization on teaching quality and explore how motivation strategies can be fine-tuned to address regional and institutional disparities. Such efforts will ensure faculty development aligns with national and international educational standards, ultimately enhancing the competitiveness and effectiveness of universities in a global context.

Impact of implementing primary care-based medication for opioid use disorder on provider and staff perceptions

Abstract Medication for opioid use disorder (MOUD) is the management of opioid use disorder (OUD) on an outpatient basis with buprenorphine or buprenorphine/naloxone (or methadone, which is limited to federally certified opioid treatment programs). Primary care practices are well poised to provide comprehensive care for patients with OUD, including provision of MOUD. The aim of this study was to assess provider and staff OUD attitudes and role perceptions before and after implementation of a MOUD clinical service line. A survey was distributed to evaluate attitudes and perceptions of patients with OUD and provision of MOUD among providers and staff in an academic family medicine clinic. Surveys were distributed in December 2020 (73% response rate), prior to a substance use disorder educational training and MOUD service line implementation, which provided patients with OUD both primary care services and management with buprenorphine/naloxone. A follow-up survey was distributed in February 2022 (69% response rate).Training and implementation of the MOUD service line demonstrated improvements in the domains of motivation (+0.63), attitudes (+0.32), satisfaction (+0.38), role support (+0.48), role adequacy (+0.39), and safety (+0.79) among surveyed participants. The change in satisfaction and safety domains was statistically significant (P &amp;lt; .05). There was no change in the role legitimacy domain.Implementation of a primary care-based MOUD service line positively affected provider and staff motivation, attitudes, satisfaction, sense of safety, role support, and adequacy when working with patients with OUD. This highlights the benefits of MOUD-specific clinical support to optimize care delivery within primary care.

STAFF MOTIVATION IN THE PROVISION OF QUALITY EDUCATION IN PRIMARY SCHOOLS IN BUNDA DISTRICT, TANZANIA

This study dealt with staff motivation in the provision of quality education in primary schools in Bunda District, Tanzania. Despite the efforts by the government, NGOs, parents and other stakeholders in promoting quality education, the quality of education in Bunda primary schools, in particular, is still a challenge. It employed a descriptive survey research design. The target population was 109 primary schools, 1290 teachers, 2450 parents and 1 district education officer. The researcher used 30% to get a sample size of 28 out of 109 head teachers. The researcher also considered using Saunders, Philip, and Adrian's (2003) table to get a representative sample of 278 teachers from the population of 1290 and 370 parents from 24650, respectively. Data collection instruments were questionnaires and interview schedules. Validity was established by giving the instruments to the experts in the Department of Education Administration Planning and Economics of Kisii University to ascertain. The reliability was ascertained by a pilot study conducted in the same district among the head teachers who were not included in the final study population. From the schools where the five head teachers were stationed 10 teachers were randomly selected for the pilot study, and 13 parents were also randomly selected. Split-Half technique was employed for the test. Pilot questionnaires were divided into two equivalent halves, and their correlation coefficient for the two halves was computed using the Spearman-Brown prophecy formula, describing the internal consistency of the test and then showing that the instrument was reliable. A correlation coefficient of 0.70 was obtained and recommended as reliable. The findings revealed that 16 (57.1 %) of headteachers reported that pupils are motivated by the provision of certificates whenever they do anything exemplary, while 12 (49.9 %) indicated that they are motivated by providing them with special meals. The study concluded that motivation was done by rewarding performing head teachers and staff in various ways. The study recommended that motivation by rewarding performing head teachers, staff and pupils be encouraged in various ways. The researcher sought permission from the National Council for Science Technology and Innovation (NACOSTI) through Kisii University as required. The researcher equally got permission from the Bunda District Education Officer. The respondents were assured of strict confidentiality. The researcher acknowledged all sources referred to so as to avoid plagiarism.&lt;p&gt; &lt;/p&gt;&lt;p&gt;&lt;strong&gt; Article visualizations:&lt;/strong&gt;&lt;/p&gt;&lt;p&gt;&lt;img src="/-counters-/soc/0745/a.php" alt="Hit counter" /&gt;&lt;/p&gt;

ЦИФРОВИЗАЦИЯ ТЕХНОЛОГИИ МИКРООБУЧЕНИЯ КАК ТРЕНД СТРАТЕГИЧЕСКОГО УПРАВЛЕНИЯ ПЕРСОНАЛОМ ОРГАНИЗАЦИИ

The research topic is due to the development of digital technologies in organizations and the constant improvement of the skills of employees through new training methods. The subject of the study is the process of personnel training and development using micro-training as a trend of strategic management of an organization in the context of digitalization. A theoretical analysis of existing experience has shown an insufficient amount of described experience in the introduction and use of micro-learning technologies in companies using digital tools, which makes it difficult to use it in practical HR activities in the context of digitalization. The authors focus on the problem of determining the effectiveness of digitalization of micro-education and its impact on the basis of strategic human resource management. The practical significance of the study lies in the development of recommendations for organizations on the effective use of micro-education to improve the quality of training and staff development, improve staff motivation for training, which contributes to achieving the strategic goals of the organization and increasing its competitiveness in the market.

Citizen involvement in local sustainability policymaking: an in-depth analysis of staff activities and motivations

Citizen involvement in local sustainability policymaking: an in-depth analysis of staff activities and motivations

Analysis of Influencing Factors of Work Motivation of Government Employees Based on MaxDiff Model: Evidence from Jiangmen City

The purpose of this paper is to use the MaxDiff model to explore the factors influencing the work motivation of staff in certain government agencies in Jiangmen City, and to conduct relevant empirical analyses. The study aims to propose strategies for improving work motivation among these staff members. The results indicate that the most significant factors affecting the work motivation of staff in Jiangmen government agencies are salary and remuneration, additional welfare benefits, and the power to make decisions about their own work. In contrast, factors such as a sense of belonging to the work unit, recognition of their work, and job security are less important. Therefore, it is recommended that government agencies in Jiangmen City increase the salaries and benefits of their staff and provide them with more decision-making power. This approach will stimulate their desire to work, enhance their motivation, improve the efficiency of government agencies, and elevate the level of public service. Ultimately, these measures will support the construction of a harmonious, stable, and orderly society.

Constraints limiting the effectiveness of extension agents in disseminating climate-smart agricultural practices among rice farmers in north-Central Nigeria

Climate-smart agricultural practices play a crucial role in achieving national food security and development goals, and the significance of extension agents in this endeavor is invaluable. In view of this, this study investigated the constraints limiting the effectiveness of extension agents in disseminating climate-smart agricultural practices to rice farmers in North-central, Nigeria. The study specifically examined the socioeconomic characteristics of the extension agents, the dissemination pathways employed by them, constraints limiting the extension agents from effectively disseminating climate-smart agricultural practices, and the factors that influence their constraints. Data for the study were collected using a well-structured questionnaire administered to a total of 88 respondents selected through a multistage sampling procedure. Data analysis was done using descriptive statistics and Pearson product–moment correlation. The result showed that the respondents had a mean age of 48 years, the majority were males (93.2%), married (95.5%), and (85.2%) had tertiary education. Dissemination pathway/ method mostly used by the extension were; farm and home visits (𝑥̅ = 1.73), result demonstration (𝑥̅ = 1.66), and methods demonstration (𝑥̅ = 1.58). The constraints impeding the extension agents in disseminating CSA practices were; insufficient number of extension workers to provide services for a large number of farmers (𝑥̅ = 1.87), lack of incentives for staff motivation (𝑥̅ = 1.83), inadequate means of transportation (𝑥̅ = 1.83), were ranked 1st,2nd, and 3rd, respectively. There was a negative significant correlation (p = 0.05) between the number of training and personal constraints, as well as institutional constraints (p = 0.017) in the dissemination of climate-smart agricultural practices. Therefore, it is recommended that extension agents receive periodic training and incentives such as awards, cash rewards, promotions, and staff recognition from government bodies to enhance their performance.

Preparing future psychologists to develop motivational systems

This study aimed to investigate the process of developing motivational systems in aesthetic medicine, as undertaken by future psychology graduates. The methodology involved a combination of modelling and experimentation methods in medical clinics, where the effectiveness of motivational systems created by trainees was tested and evaluated. The research combined theoretical knowledge with practical application, enabling a detailed analysis of how motivational systems can be effectively designed and implemented by future specialists in psychology. The key findings demonstrated that practical involvement in real-world settings, such as medical clinics, significantly enhances trainees’ understanding and ability to develop effective motivational systems. The study revealed that integrating practical experience with a professional environment provides valuable insights that a purely theoretical approach cannot offer. The study confirmed that real-world experience in medical clinics helps future psychologists better understand the specific needs and challenges involved in developing motivational systems. Practical training in such settings allows theoretical knowledge to be adapted to real-life situations, significantly improving the effectiveness of the motivational systems created. Future psychologists who had the opportunity to work in clinics demonstrated a high level of skill in addressing practical tasks related to staff motivation, highlighting the substantial contribution of hands-on experience to their training. The research emphasised the importance of integrating practical experience with theoretical instruction in the education of future psychologists, particularly in the context of developing and implementing motivational systems. Educators can utilise the findings to enhance training programmes and approaches to preparing future specialists, especially in the development of specialised courses and training in motivational counselling

Pelaksanaan Manajemen Strategi dan Kebijsakan dalam Peningkatan Mutu Pendidikan Agama Islam di SDIT Otoman Depok

This research is motivated by management strategies and policies to improve the quality of Islamic religious education in elementary schools, but the quality is still low. For schools to provide quality education, they need to develop comprehensive education management strategies. To realize the implementation of strategic management to improve the quality of Islamic religious education at SDIT Otoman, leaders and managers of educational institutions are needed. As leaders of educational institutions, school principals have an important role in improving the quality of education. The focus of this research is to analyze how management strategies and policies are implemented to improve the quality of Islamic religious education at SDIT Otman Depok. The aim of this research is to determine the implementation of management strategies and policies to improve the quality of Islamic religious education at SDIT Otman Depok. This research is a qualitative descriptive research. The research location was carried out at SDIT Otman Depok. Based on the results of SDIT Otman's research, the strategy and management of policies to improve the quality of Islamic religious education should go through three processes: (1) formulation through the formulation of the school's vision and mission, and (2) implementation, through the implementation of school policies and staff motivation. (3) Evaluation and control, including activities such as planning, implementation processes, monitoring activities, and activity results.

Analisis Gaya Kepemimpinan Kepala SMK Islam Gondanglegi Kabupaten Malang

This study aims to find out, analyze, and describe the leadership style of the principal of Smk Islam Gondanglegi and the factors that influence his leadership style. This study uses a qualitative research method of a case study approach for the relationship between the research variables and the hypothesis that must be proven. The result of this study is that the principal of SMK Islam Gondanglegi applies three leadership styles: participatory, instructional, and situational. This leadership style is used according to the situation, with the situational approach being used most often. Factors such as the ability of human resources and infrastructure facilities affect the effectiveness of leadership. Leadership development is carried out through awards, motivation, supervision, and intervention. This leadership has succeeded in improving staff motivation and school performance, both internally and externally