Need For Management Training Research Articles

Precision Farming: Barriers of Variable Rate Technology Adoption in Italy

Research dealing with the adoption of various precision agriculture technologies has shown that guidance and recording tools are more widespread than reactive ones (such as variable rate technology), with much lower utilization rates in European case studies. This study aims to analyze the propensity to innovate variable rate technologies among young Italian farmers. A cluster analysis was carried out revealing four groups. The first two groups represent non-adopters who think technological innovation is very complex from a technical point of view, as well as not very accessible as capital-intensive technology. The third and fourth groups represent adopters. The third reports an early level of adoption, still considering the cost of access a major barrier to technology implementation. The fourth, on the other hand, shows a more intensive level and considers the lack of institutional support a major limitation. The cluster with the most intensive adoption is characterized by the youngest age group, the farms with the largest size, and a prevalence of female entrepreneurs. The need for management training in day-to-day business operations upon adoption is detected for all groups. This paper identified relevant drivers and barriers in characterizing the adopting farm of variable rate technologies. Results may offer insights to the policy maker to better calibrate support interventions.

Hand therapy role in return to work for patients with hand and upper limb conditions

Study DesignElectronic Web-based survey IntroductionEvidence supports the use of health-focused interventions combined with service coordination and work modification components to reduce the individual, community, and societal burden associated with acute and chronic musculoskeletal conditions. The levels of engagement, skill, and confidence of Australian hand therapists in assisting their patients to return to work (RTW) are currently unknown. Purpose of the StudyTo identify current practices, skill, and the need for additional training in management of the RTW process from a sample of Australian hand therapists. MethodsAn electronic survey was sent to current members of the Australian Hand Therapy Association. Data collected included training and/or professional experience, caseload and/or workplace, scope of and barriers to vocational practice, and satisfaction with own contribution to the RTW process for patients. ResultsA total of 99 individual responses (12.4% of total membership) were included, with most indicating a limited role in the RTW process. Only 52.7% said they regularly monitored and adjusted their patients’ RTW program. Most plans were informed by formal tests of underlying body structure and function components rather than the patient's ability to perform of a specific work role or task. Median satisfaction with the quality of RTW service they provided was 6 of 10, with 42% scoring ≤ 5 of 10, indicating considerable scope for improvement. ConclusionsPractice patterns are described for planning and monitoring RTW, and these did not always align with the evidence-base. Further exploration of clinician barriers to implementing RTW interventions is warranted, as is upskilling for those indicating a lack of confidence in this field.

Obesity Management Education Needs Among General Internists: A Survey

ObjectiveThe purpose of this study was to determine self-reported knowledge, attitudes, prior experience, and perceived needs for the management of overweight and obese patients within a General Internal Medicine Practice.Patients and MethodsAn emailed cross-sectional survey was sent between June 20, 2019 and September 12, 2019 to 194 healthcare workers (93 primary care providers (PCPs) and 101 nurses) which focused on management of patients with weight issues.ResultsIn total, 80 of the eligible 194 participants completed the survey (nurses = 42, PCPs = 38). Up to 87% were white, 74.7% female (74.7%). Most of the responders were either in the age group of 30’s (30%) or 50’s (30%). Among the responders, 48.8% reported some type of specialty training in weight management since their medical training with lectures being the most common form of training (36%). When asked about their interest in either weight management training or strategies to initiate weight conversations, 79% of the respondents reported an interest in education on weight management or strategies to initiate weight conversations, while 65.8% indicated they would be interested in both topics.ConclusionOur study suggests that healthcare workers have a self-reported need for further training in management of overweight and obese patients, irrespective of previous training in this area.

Le rôle du médecin généraliste dans la prise en charge des pathologies psychiatriques

AimPsychiatric disorders represent a huge burden of disease worldwide. Significant gaps in their diagnosis and treatment remain. In Morocco, an observed shortage of psychiatrists would logically call for their collaboration with family physicians. Our objectives were to analyse perceptions of general practitioners’ capacity to manage psychiatric disorders, to study the difficulties encountered in their management of these pathologies, and to assess their degree of collaboration with existing mental health structures. MethodsA cross-sectional nationwide survey of family physicians practicing in urban and rural areas in the private and public sectors in the Kingdom of Morocco was organised. Carried out over a period of 10 months (April 2016 to January 2017), the study was based on an anonymised self-administered questionnaire comprising 23 items. Were excluded from the sample: physicians who had tested the questionnaire prior to its distribution, medical students, family physicians employed in administrative services, resident doctors in university hospitals, and questionnaires with incomplete answers. ResultsAll in all, five hundred and four questionnaires were distributed, with a participation rate of 79.8%, while 57.9% of the respondents were men. Their seniority as doctors ranged from 1 year to 60 years with average duration of 19.5±11 years. An overwhelming majority of the doctors had obtained their doctorates in Morocco, while 8.4% had been trained abroad. The majority of the doctors surveyed worked in private practice in urban areas (53.1%), and most of them (81.9%) agreed that the management of psychiatric disorders is a public health priority. The participating physicians stated that they received an average of five patients per day suffering from mental disorders, representing 17.3% of their medical consultations. According to their perceptions, the most frequent psychiatric pathologies were depression, somatoform disorders and sleep disturbances, which were cited by 92.9%, 78.8% and 78.5% of them respectively. Regarding the diagnosis of psychiatric pathologies, 60.2% of the doctors considered bipolar disorder as a difficult pathology to diagnose, followed by schizophrenia, autism and dementia, while the pathologies reported as the most difficult to treat were addictive behaviours, schizophrenia, bipolar disorder, autism and dementia. Physicians felt a need for training, primarily pertaining to anxiety disorders, schizophrenia and bipolar disorders (49.5%, 35% and 33.7%, respectively). Nearly a quarter of the respondents (22.4%) mentioned a need for training in management of all psychiatric illnesses. Regarding the reasons for their referral of patients to mental health care structures, 65.4% of the physicians justified their doing so by a need for hospitalisation, while in 43.7% of cases, the transfer was carried out at the request of the patient or his family. The difficulties mentioned by the respondents were firstly a lack of adapted means of care (77.5%), followed by their insufficient training in mental healthcare (52.4%) and absence of collaboration with mental health professionals (52.4%). ConclusionFor the majority of the physicians surveyed, psychiatry represented a public health priority, and their prioritising provides a probable explanation for their positive perception of their role in the management of mental disorders. However, we went on to observe that a number of difficulties constituted obstacles to their role in management of mental disorders and induced them to refer their patients to psychiatrists. Our analysis highlighted the impact of continuing education on physicians’ attitudes and the interest of collaboration between practitioners. Efforts in university teaching and continuous education should be encouraged in view of enabling family physicians to more effectively cope with the demands of daily practice and meet the expectations of the overall population.

Assessing the predictors for training in management amongst hospital managers and chief executive officers: a cross-sectional study of hospitals in Abuja, Nigeria

BackgroundThere is a compelling need for management training amongst hospital managers in Nigeria mostly because management was never a part of the curricula in medical schools and this has resulted in their deficiencies in effective policymaking, planning and bottom line management. There has been no study to the best of our knowledge on the need and likely factors that may influence the acquisition of such training by hospital managers and this in effect was the reason for this study.MethodsData for this study came from a cross-sectional survey distributed amongst management staff in twenty five (25) hospitals that were purposively selected. One hundred and twenty five (125) questionnaires were distributed, out of which one hundred and four (104) were answered and returned giving a response rate of 83.2%. Descriptive and Inferential statistics were used to summarize the results. Decisions were made at 5% level of significance. A binary logistic regression was performed on the data to predict the logit of being formally and informally trained in health management. These statistical techniques were done using the IBM SPSS version 20.ResultsThe result revealed a high level of formal and informal trainings amongst the respondent managers. In formal management training, only few had no training (27.9%) while in informal management training, all had obtained a form of training of which in-service training predominates (84.6%). Most of the administrators/managers also had the intention of attending healthcare management programme within the next five years (62.5%). Socio-demographically, age (p = .032) and academic qualification (p < .001) had significant influence on training. Number of hospital beds (p < .001) and number of staff (p < .001) including managers’ current designation (p < .001) also had significant influence on training.ConclusionOur work did establish the critical need for both formal and informal trainings in health management for health care managers. Emphasis on training should be directed at younger managers who are the least likely to acquire such trainings, the smaller and private hospitals who are less likely to encourage such trainings amongst their staff and the least educated amongst health managers.

A Study of Self-Perceived Need for Management Training: Among Interns at a Government Medical College in Karnataka

A Study of Self-Perceived Need for Management Training: Among Interns at a Government Medical College in Karnataka

Building Professionalism Through Management Training: New England Public Health Training Center's Low-Cost, High-Impact Model.

Evolving practices, accreditation, and priorities established in Public Health 3.0 are adding to the long-identified need for management training among public health practitioners. The New England Public Health Training Center is addressing this need with a flexible, open-source, 16-topic training program. The program is designed to build competencies for current and future managers, preparing them for their day-to-day tasks and for the kinds of adaptation suggested by Public Health 3.0 advocates. The training program uses live expert instructors for 10 webinars and 2 in-person trainings. Experts have also created the content for multiple self-paced E-Learnings that trainees undertake in addition to the instructor-led sessions. A webinar platform with breakout rooms and an advanced learning management system allows for online discussion and mentor interaction. The course has now been offered, evaluated, and modified 3 times, and the materials are available for noncommercial use by the public health community. Using the Kirkpatrick training evaluation model, the recent cohort was satisfied (87.5%) with the training, reported identifying actions to apply information learned to their work (85.8%), and experienced statistically significant knowledge gains. Earlier trainees reported work-related behavior change. Management training offers the hope of increasing professionalism; creating better, more effective workplaces and programs; and preparing practitioners for an evolving public health landscape. Early results indicate that NEPHTC's program, Managing Effectively in Today's Public Health Environment, is a useful tool in realizing that hope.

Knowledge and attitudes regarding molar incisor hypomineralisation amongst Saudi Arabian dental practitioners and dental students.

This was to investigate the perception of general dental practitioners (GDPs), specialist dentists and dental students regarding the prevalence, severity and aetiological factors of molar incisor hypomineralisation (MIH). Questionnaires were distributed to 407 general and specialist dentists who were members of the Saudi Dental Association and 222 fourth and fifth year dental students at College of Dentistry, King Saud University, Riyadh. The questionnaires investigated the perception and knowledge of MIH, including clinical experience, treatment, views on aetiology and need for further training in management of MIH. A total of 230 (56.5%) dental practitioners and 149 (67.1%) dental students completed the questionnaire. The majority of GDPs (76.9%) and specialists (86.3%) had encountered MIH in their practice. The majority of specialist dentists (56.1%) and GDPs (60.4%) reported that MIH could come second to dental caries as a public health concern. A range of possible aetiological factors were identified by both students and dentists with genetics the most common. The majority of GDPs (90.5%) and specialists (72.4%) reported a need for further training in MIH, in particular, regarding treatment. The majority of dental students (64%) had not heard of MIH and most were in favour of including MIH-associated cases in the undergraduate curriculum of paediatric dentistry. Students were more likely to request training in diagnosis than treatment. MIH is a condition encountered by Saudi dentists who advocated the need for clinical training regarding MIH-aetiological and therapeutic fields. Students have little exposure to MIH and are likely to have similar concerns upon commencement of dental practice.

Persistent Classroom Management Training Needs of Experienced Teachers

Experienced special education teachers (n=62) were surveyed on their professional preparation to become effective classroom managers. Despite having received extensive preservice training, over 83% of the sample reported being underprepared in classroom management and behavioral interventions. No statistically significant difference was found with respect to the type of classroom management theoretical approach used to train these teachers. Of those (74.2%) who received classroom management training post-graduation, the majority (64%) reported needing still further training in dealing with student behavior. Specific training desired was in whole-class management strategies, as well as in managing behaviors of students with disabilities. Results suggest that teachers’ training needs in classroom management may persist throughout their professional careers, even following intensive preservice training.

A pilot study on self-perceived need for management training among medical students in Latvia

To assess the self-perceived need and preferred format for educational intervention among Latvian medical students in fostering the increasing demanding of management-related competences for healthcare professionals.

Victorian junior doctors’ perception of their competency and training needs in healthcare management

Australian medical speciality colleges have adapted and integrated the CanMEDS Physician Competency Framework into their training programs. The role as manager is one of the competencies and is presently thought to receive little attention during training. The objective of our study was to investigate the perceptions of Australian junior doctors regarding their management skills and their perceived need for management education. In November and December 2011, 1376 junior doctors from eight Victorian metropolitan health services were invited via email to participate in this study. Participating junior doctors received a questionnaire regarding their self- perceived management skills and knowledge and a medical management training needs assessment. The response rate of one of the health centres was too low (6%) and therefore insufficient for credible conclusions to be drawn. Of the other health services, 194 (16%) out of 1213 junior doctors responded to the survey. Overall, the junior doctors rated their perceived competency on a 1-5 Likert scale as moderate (mean 3.45; s.d. 0.42). Of the 194 residents who responded, 71.3% (n=139) reported a need for management training. The junior doctors of Victoria, Australia perceived their knowledge on medical management as moderate. The results of this study showed that there is a perceived need among junior doctors for more management training. This need seems to confirm that management skills are thought to be valuable in medical practice. Our study also suggests that before the development of specific interventions, there is a need for a gap analysis between the perceived and actual management skills desired in medical residents. The attention paid to the role 'as manager' should therefore be embedded in training of all junior doctors.

How Dutch medical specialists perceive the competencies and training needs of medical residents in healthcare management

Background: The Dutch postgraduate medical training has been revised to focus on seven competencies. The role as manager is one of these competencies. Recent studies show that this competency receives little attention during the residency training. In an earlier study, we discovered that residents perceived their competency as managers to be moderate.Aim: In this study, we investigated how medical specialists perceived the managerial competencies of medical residents and their need for management education.Methods: In September 2010, a 46-item questionnaire was designed which examined medical specialists’ perceptions of the competency and needs of residents in the field of medical management. Two hundred ninety-eight specialists were invited via email to participate.Results: Hundred twenty-nine specialists (43.3%) responded to our survey. They rated the residents’ competencies in contract negotiating skills, knowledge of the healthcare system, and specialist department poorly. They felt that residents were competent in updating their medical knowledge. Ninety-four percent reported a need for training in management among residents. Preferred topics were time management and healthcare organization. The preferred training method was a workshop given during residency by an extramural expert.Conclusion: Dutch medical specialists perceive the management competencies of residents in some areas to be inadequate. They feel that training in medical management during residency is necessary.

Measuring Management Training Needs of Hospital Managers in Nepal

This is a study of hospital managers in Nepal, measuring their reported capability to undertake management tasks and explore their views about management development. A questionnaire was administered through hospitals. Respondents were asked to rate a series of management tasks on a scale according to how important it was, for their role and their capability to perform it. These tasks were grouped into different factors. The sample included government hospital of each district and major private or hospitals run bu non-government organizations. A total of 31 hospitals were visited in 18 districts. Information was obtained from 103 managers from different professions. In most hospitals visited, overall management was provided by the doctors. Few had undergone some training to take on management responsibilities. All types of managers, regardless of profession or type of hospital, reported a 'competence gap'for each factor defined as the difference between reported importance and capability. Non-government managers consistently rated themselves as beingmore capable than government managers, but the difference was only significant when it concerned managing People. The need for a separate cadre of managers was supported by 85% of respondents but a majority of doctors (57%) felt that the best people to manage hospitals were doctors. Consistent with other studies from low income countries, there is an urgent need to provide different modalities of management developmentenabling hospital managers to improve their capabilities. There is widespread need of management training to be made available in Nepal.

How do medical specialists perceive their competency as physician-managers?

Objectives: We investigated specialists' self-perceived competency as managers as well as their perceived need for management education and preferences regarding topics, duration and format of training. Methods: We conducted a quantitative study of 127 medical specialists (response rate 42.6%) from four Dutch hospitals. A 36-item questionnaire was designed and sent by email, using the Survey Monkey web application. Quantitative content analysis was employed to analyse data. Results: Specialists from 20 different specialties participated in the survey. The mean age was 47 years (SD=8.5) and the majority (76%) were male. Fifty-one per cent had prior management training and 72% had experience in a management position. Despite general good self-ratings, over 50% rated the balance of their personal and working life as neutral or lower. The specialists felt most competent in finding resources to keep their knowledge up to date. Previous management experience (p=0.001), surgical specialty (p=0.01) and >10 years of work experience (p=0.00) were related to higher ratings on overall management competency. Sixty-eight per cent (84/124) indicated a need for management training. The preferred training method was a workshop (79.3%; 96/121) by extramural experts (89.3%; 108/121) as part of the postgraduate curriculum (94.2%; 141/121). The preferred topics were knowledge of the healthcare system and time management. Conclusions: Medical specialists felt competent about their management knowledge and skills, but indicated a need for management training. The indicated preferences for the training during residency and workshop format can be helpful in designing a management training curriculum.

Medical residents perceptions of the need for management education in the postgraduate curriculum: a preliminary study

The curriculum of the new post-graduate medical training program in the Netherlands is comprised of seven competencies that residents should possess upon graduation. In this new curriculum however, the competency as manager receives relatively little attention. In this preliminary study we investigated the residents' need for management training and tried to identify the preferred form of intervention to develop these management skills.

Health Care Management Training Needs in Pakistan

The management of health care organisations (HCOs) significantly determines the quality and efficiency of health care delivery in developing countries like Pakistan. HCO managers are needed to plan and execute expansion and corporatisation of private HCOs and to transform public sector charity hospitals to self-sustaining efficient organisations and private clinics into profitable ventures. The objective of this study was to assess the need for health care management training in Pakistan using semi-structured interviews of key informants in different cities. We asked experts about the existing HCO management training opportunities, demand for such skills and its impact on the future of health services delivery. Unanimous support for HCO management training emerged in the wake of dissatisfaction with limited opportunities for such training in the country. The participants agreed that trained HCO managers can help introduce modern management practices in health care service delivery, thereby making the HCOs more efficient and effective. We conclude that well-reputed management schools would be performing an important service to the improvement of the health sector in Pakistan if they can design and offer effective management training programmes for HCOs.

Effects Of Educational Workshops On Farmers’ Pest Management Training Needs

The heavy use of pesticides in Iran not only has critically harmful health effects on the farmers, but also harms the environment and consumer’s health. One of the best approaches for overcoming this problem can be adoption of pest management practices and IPM (integrated pest management) systems by farmers. Farmers’ pest management training needs has been considered, as prerequisites to IPM adoption. In Iran the most prevalent training method for training farmers in different fields such as IPM is extension education workshops. The main purpose of this study was to investigate and to compare workshop effect on farmer’s pest management training needs. A survey was conducted among 90 farmers inKaraj County that included 30 workshop participants, 30 farmers who had exposed to workshop participants, and 30 randomly selected farmers. A questionnaire to assess pest management competencies were designed. Data were collected through structured interviews with respondents at their farms. The study found that training needs ranking among threegroups was different. For example top three training needs of workshop participants, non workshop participants and control group were: biological control for pests, identification of various types of insect damage, recognition of major crop diseases versus knowledge of pest control options, knowledge of IPM and biological control for pests and versus identify application times frequency, method and amount, awareness of different pesticides and pesticide safety, respectively.

Management turnover expectations: a variable to explain company readiness to engage in continuous management training

What makes companies give their support to Continuous Management Training (CMT) and why, on occasion, do they block its progress? If a company thinks its managers might leave in the near future, would there be reasons for it to provide continuous training of these professionals? Do companies interpret all likely resignations in the same way? We attempt to provide an answer to these questions, by analysing the behaviour of companies' vis-à-vis continuous management training in terms of their expectations of the appropriability of the benefits that stem from such training. Appropriability is in turn assessed with regard to firms' expectations that their managers will leave their organisation without it having had the chance to recover the outlay invested in training. The analysis of business behaviour also demands an understanding of how these turnover expectations are produced and, more specifically, of the variables on which turnover expectations depend or might depend. The empirical study we carried out with over 300 Spanish companies revealed that company projections for voluntary turnover of management employees are positively connected with earlier experiences of turnover, with markets prone to change, and with business risk situations, and negatively associated with developed social management networks, satisfied managers and their degree of specificity in relation to the company. Nevertheless, no significant relationship was observed between expected turnover and the intensity of continuous management training. In general, companies make their management training investment decisions independently of the overall turnover expectations they might have. Different causes might exist for this absence of a relationship, centred in particular on the need for management training and an associated sense of urgency, which takes precedence over the risk of not recovering the investment when the business decision is taken, and on the nature of the management turnover perceived by the company, which is more complex than a strictly economic one.

Management Training Needs of Women Entrepreneurs

AbstractEntrepreneurial talents and capabilities are latent in all communities but their translation to innovative action depends on appropriate stimuli and environment and these stimuli can be gen...

Investing in health care management: a way to explore the future value outlook of the health care sector

PurposeThis paper aims to show the need for Europe to invest more in health care management training. It should be seen as a catalyst for accelerating the restructuring of the sector.Design/methodology/approachThe paper reports on an existing change management program developed and managed by Project Hope. The project is evaluated by investigating results achieved to date and the need for its services.FindingsEmpirical research suggests that there is considerable need for management training in health care. This is especially the case in some Central and Eastern European countries, reinforcing the need for health care management programs such as the one conducted by Project Hope.Originality/valueThe paper looks at a unique health care management training program in Central and Eastern Europe.