Need For Positive Action Research Articles

State of the Art on the Contributions and Use of Geographic Information Systems (GIS) in Epidemiology in Morocco

Background The Geographic Information System (GIS) plays a significant role in the healthcare information system. The use of GIS as an epidemiological research tool is very little known in Morocco. According to the Moroccan Ministry of Health's Health Plan for 2025, axis 23 aims to complete the deployment of the decision support information system through the implementation of the geographic information system with the goal of improving governance and optimizing resource allocation. This creates constraints in achieving the design of an appropriate GIS for modeling pathologies using remote sensing and spatial statistical methods. The current work aims to understand GIS and its applications in epidemiology, with a focus on the state of scientific knowledge related to GIS in epidemiological research. Methods A state-of-the-art review of the various uses of GIS in epidemiological research was conducted using several university databases, such as PubMed and Scopus, recent articles, and certain reference books, focusing on the following keywords: “utilization,” “GIS,” and “epidemiology,” as well as their synonyms identified by MeSH. Results The majority of GIS research applied to epidemiology primarily involves making observations using GIS, which are then incorporated into action plans to promote population health. Therefore, it is important to break down the aspects of GIS (Geographic Information System) usage in epidemiology into four components. These include epidemiological surveillance, determining primary healthcare needs, healthcare planning, and healthcare quality. Conclusion These results clearly demonstrate the significant contribution of GIS to the improvement of public health. However, there is a need for positive action regarding the integration of this system, especially in developing countries.

“Whenever big changes come, big talks don't” – An examination of the police experience of recruitment and promotion positive action processes

Policing in England Wales is currently experiencing a large uplift in police recruitment. This has been due to the Government's target to uplift officers by 20,000. As a result, police forces are implementing large scale, sustained recruitment drives. These are accompanied by positive action schemes to address deficits in officer representation. Current statistics now indicate that representation in forces is rising slowly, as these initiatives are employed. There is little literature that examines the impact of positive action on existing police officers' perceptions, despite the initiative's relative proliferation. Procedural Justice theoretical literature is utilised to situate this in the research context.This study represents 17 theoretically informed, long form, phenomenological interviews conducted with serving officers in a uniform, response policing environment. The interviews were semi-structured, open ended and participant led, allowing the officers to present and explore their own thoughts and feelings about positive action, developed through their lived experience in an active police role. These interviews were conducted in an operational environment, from an insider-outsider perspective with total privacy. Officers openly discussed how they felt about the implementation of such policies and procedures.The findings indicate that a taboo exists with regards to the discussion of positive action processes in the police workplace. A juxtaposition also exists between the existence of positive action initiatives and the theme of meritocracy amongst the police officers. Officers strongly refuted the need for positive action to remedy issues with representation, but similarly criticised the current representation levels within forces. Theoretically this indicates an informational gap between police implementation of positive action interventions, and the perceived need for them to exist at all amongst rank and file. Implications for the study's findings are explored and possible remedies discussed.

More for Less – If Only We Could Get Them to Do It!

Systems for the provision of healthcare need to be improved, since costs are already high and rising along with the needs of an aging population. In considering evaluations of two programs from opposite ends of the country, inferences can differ depending on the observer. While the demographic-healthcare time bomb we're faced with should have been obvious years ago, the need for positive action is upon us. The difficult issues are not so much errors in the past as they are (1) disingenuous suggestions that this isn't a cost problem, (2) a need to improve team behaviors and functions to increase the value of the care provided (i.e., quality for expenditure), (3) a lack of engagement and enthusiasm by providers for new systems and (4) most importantly, resistance to change brought from outside the care environment and the source and beneficiaries of the change not being primarily the local stakeholders. Care providers and recipients, as well as the governments funding healthcare will need to be convinced that we are successfully increasing healthcare value and improving patient outcomes.

Party Autonomy as a Fundamental Right in the European Union

There is a parallelism between freedom and equality. Today, nobody doubts that attaining equality in the sense of non-discrimination requires more than simple, formal equal treatment. Taking the equality principle seriously means embracing a substantive understanding of equality, which includes the need for positive action to counterbalance existing factual and social imbalances that make people dramatically unequal. Why should this not be true also with regard to freedom of contract? Arguably, taking freedom of contract seriously means embracing a substantive understanding of this freedom, which includes the need for positive action to counterbalance existing factual and social constraints that make one contractual party dramatically less free than the other.

The Disability Discrimination Act, a necessary, but not sufficient safeguard for people with progressive conditions in the workplace? The experiences of younger people with Parkinson's disease

Purpose. This study explored the impact of Parkinson's disease (PD) on employment from the perspective of affected individuals. Particular attention was paid to factors that may affect the duration of employment after onset/diagnosis. Method. Data were collected in two phases, i) a postal survey (n = 339), and ii) one to one interviews (n = 24). Results. Four out of five participants reported that PD had made work difficult for them, only 15.3% had worked for more than five years post-diagnosis at the time of the survey. Several participants reported having experienced considerable stress prior to leaving work. Factors that precipitated withdrawal from the labour market included severity of symptoms, lack of support in the workplace, and opportunities for 'early retirement'. Factors associated with maintaining employment included age at diagnosis, support received from employers, and manipulation of drug therapy.Conclusions. It can be very difficult for people with PD to continue in paid employment for more than a few years post diagnosis. The relatively low level of contact between people with PD who were in employment and health professionals suggest that employment retention is not seen as major role for this group of professionals. There is a need for positive action to support people with progressive conditions in the workplace

The Career Experiences of Women in Personnel

Sets out to look at the career experiences of women in personnel. A survey was undertaken of 149 women studying for examinations leading to membership of the Institute of Personnel Management. The results show that the issues facing women in personnel were the same as those facing other women in organizations. Women in personnel face a glass ceiling around Personnel Officer level. In addition, however, these women identified that the personnel role often lacked status in organizations and that the qualities they possessed, which had attracted them into the personnel profession, were not particularly valued in organizations. However, with the take‐up of human resource policies and the emphasis on “people skills” women in personnel could be in a key position to capitalize on the changing needs of organizations and play an important role in the process. In order to ensure that women in personnel have equality of opportunity, there is a need for positive action from the top of organizations, from the Institute of Personnel Management and from women in personnel themselves.

Deaf Students and Higher Education in the United Kingdom

Abstract In the United Kingdom, 233 higher education institutions were surveyed in 1988 and 1989 providing 166 returns. The survey sought information on equal opportunities policies, provision of technical support, the availability of support personnel and interpreters, funding arrangements, and the numbers of deaf students within higher education (HE). With a few notable exceptions, the returns showed a generally poor level of services available to deaf students, an ignorance of the required support needs and a low representation of deaf people within HE. The need for positive action seemed to be least recognized within teacher training colleges. The study also highlighted the absence of any monitoring of deaf or disabled students within HE. Several suggestions are made on how policies and practices in institutions could be changed to widen access to this group of students.

“AN ORDINARY LIFE”: the early views and experiences of residential staff in the Wells Road Service

Residential staff working in the first two staffed homes of a local service for adults with mental handicaps were interviewed in‐depth at regular intervals over several years about their experiences, as part of a “formative evaluation” of the service overall. Certain key issues emerged, including: coping with some people's aggression and mental problems; difficulties with helping people learn new skills; the need for good staff support; and the importance of involving staff in reviewing service progress and plans. On the basis of this material, and more recent experience of this and similar services, the need for positive action (for example, the introduction of positive monitoring and quality action groups) to maintain and improve the quality of new community services is advocated.

No Sea too Deep: The History of Oceanographic Instruments

are not in fact exploited operationally due to the lack of what the Committee term an 'embedding' methodology which will enable the technolpgicaJ results to be accepted and incorporated into operating systems. The basic problems facing the maritime industry are summarized as a need to disseminate information, the proper co-ordination of research, rather than the lack of it and the will to apply existing knowledge. Perhaps the most important point to be stressed in the report is that human error and failing are the principal causative factors in most marine accidents, whereas research at present tends to concentrate on hardware rather than human behaviour. The former conclusion, whilst broadly true, is not supported in the report by any pubLished data. Whilst the report has a natural preoccupation witb US waters, one could criticize the lack of any data anywhere on the nature and cause of marine accidents, extracted hom the voluminous statistics available from organizations such as Lloyds of London or Norske Veritas in orway, or similar cia sification agencies. Sea transport is one of the oldest industries with centuries of tradition based on a maximum of unregulated enterprise to condition its thinking. In contrast, the newer technologies such as aviation have been preoccupied with safety from their inception and have evolved a discipLined structure in this respect. In the time-scale of the maritime industry, the establishment of an international co-ordinating authority, in the form of the Inter-Governmental Maritime Consultative Organisation (IMCO), in 1948, is a comparatively recent initiative. (This has recently been renamed the International Maritime Organi ation or IMO.) Technological advance in industry has greatly increased the consequences of marine accidents, in human, material, and environmental terms, so that the need for positive action i now generally accepted. However, the report wisely stresses the diverse and global nature of the maritime transport industry, which serves the various sectors and needs of the world economy in different ways. Whatever measures are adopted therefore need to recognize this fact and have to be international in character and effective without unduly inhibiting the industry. This published report of US Maritime Transportation Research Board is a useful contribution to these ends and the promotion of safety. It is recommended reading for established workers in this field, for whom it may provide a useful broadening of their perspective, and also for those corning fresh to the topic. For the latter, particularly, it will provide a comprehensive but easily assimilated introduction to the field of maritime safety.

USE CONFLICTS AND SHORELINE PLANNING ON THE GREAT LAKES WITH RESPECT TO RECREATION

The intense competition among shoreline users is documented and the need for positive action to protect the recreational potential of this zone is discussed. Recent government initiatives are reviewed and a set of future goals and actions are suggested.

Positive Action On Unemployment

I would say that the one most important conclusion that emerges from studies of unemployment is the inescapable need for positive action in virtually every sector of society. I am prepared to state categorically that unemployment can never be reduced to an acceptable level of, say around three or four percent, unless such action is taken. This represents, I know, a shift from the self-help is best theory that has long prevailed; however, it is an inevitable result of the tremendous increase in the rate of technological and managerial change, a rate of change that has left other sectors of society far behind.