Proactive Problem Research Articles

Analysis and Priorities: Developing a Modern, Effective, Regulatory Framework

Analysis and Priorities: Developing a Modern, Effective, Regulatory Framework

Self‐management strategies used by head and neck cancer survivors following completion of primary treatment: A directed content analysis

Head and neck cancer (HNC) survivors encounter unique challenges following treatment. This study aimed to identify self-management strategies that HNC survivors use to overcome these posttreatment challenges. Twenty-seven individuals from 4 designated cancer centres in Ireland were interviewed about self-management strategies that helped them overcome challenges following HNC treatment. Interviews were audio-recorded, transcribed, and analysed using directed content analysis. Twenty self-management strategy types (encompassing 77 specific strategies) were identified. The most frequently used self-management strategy types were self-sustaining (used by 26 survivors), self-motivating (n=25), and proactive problem solving (n=25). The most frequently used specific strategies were adaptive approaches to ongoing physical consequences of HNC and its treatment (n=24), customising dietary practices (n=24), and maintaining a positive outlook (n=22). The study identified strategies that helped HNC survivors to self-manage posttreatment challenges. This information could inform the design/development of self-management interventions tailored towards HNC survivors.

Descriptive study of emotional variables elderly people

Emotional functioning (positive and negative affect, life satisfaction, loneliness and regulation strategies) of centenarians compared to younger adults was analyzed (65-74, 75-84, and 85-94 years old). This study was conducted with 257 older adults cognitively healthy and independent for the performance of the Activities of Daily Living (ADL). Results showed a decrease in positive affect in comparison with 65 to 74 and 75 to 84 age groups, but not with 85 to 94. Centenarians also showed less negative affect and increased life satisfaction (in comparison with the youngest age group). In comparison with 65 to 74 and 75 to 84 age groups centenarians experimented higher loneliness. In regard to regulation strategies, in general, centenarians use less proactive strategies and problem solving while more passive strategies at least when regulating sadness. In conclusion, despite experiencing less positive affect and a higher loneliness, less negative affect and a higher life satisfaction was observed among centenarians. In addition, centenarians use proactive strategies less and passive strategies more.

Descriptive study of emotional variables elderly people

Emotional functioning (positive and negative affect, life satisfaction, loneliness and regulation strategies) of centenarians compared to younger adults was analyzed (65-74, 75-84, and 85-94 years old). This study was conducted with 257 older adults cognitively healthy and independent for the performance of the Activities of Daily Living (ADL). Results showed a decrease in positive affect in comparison with 65 to 74 and 75 to 84 age groups, but not with 85 to 94. Centenarians also showed less negative affect and increased life satisfaction (in comparison with the youngest age group). In comparison with 65 to 74 and 75 to 84 age groups centenarians experimented higher loneliness. In regard to regulation strategies, in general, centenarians use less proactive strategies and problem solving while more passive strategies at least when regulating sadness. In conclusion, despite experiencing less positive affect and a higher loneliness, less negative affect and a higher life satisfaction was observed among centenarians. In addition, centenarians use proactive strategies less and passive strategies more.

Improving Lean Design of Production Systems by Visualization Support

The design process of production systems is complex with many different aspects to consider for efficiently developing and installing an effective system. Important success factors during the design process are typically the abilities to identify and manage risks, develop mitigation plans, and conduct timely proactive problem solving. The work reported in this paper is part of research addressing methods for how the design process can be supported by using virtual representations of the factory environments captured with 3D laser scanning. This support is evaluated in an industrial study of one industrialization project in the manufacturing industry. The industrialization project follows the process to design layout, work places, and plan for installation of new equipment to create a production system within a refurbished shop floor area. The area will include CNC machining centers, welding stations, product inspection, product cleaning, and material handling. 3D laser scanning is used to provide an accurate and realistic virtual representation of the current shop floor area. This virtual representation is combined with 3D CAD models of the new machining centers and other equipment to provide a realistic visualization of the planned production system. The research approach and its questions investigate the benefits of combining the lean principles to design and development of production systems using a realistic visualization, which include systematic risk analysis and problem solving as important activities. The result shows that visualization support gave a great advantage to identify the possible risks and problems, which resulted in higher confidence and substantial timesaving in planning and execution of the industrialization project.

Building a CPS as an Educational Challenge

Cyber-Physical Systems (CPS) are highly multidisciplinary systems that involve disciplines such as embedded computing, control theory and communication technology. Even though building this kind of systems is a challenging task, its introduction during the last courses of computer science and engineering university degrees has proven very valuable to teach students to deal with complexity. This paper presents an educational experience in the field of Computer Science at the University College of Engineering of Vitoria-Gasteiz (UPV/EHU). As part of an elective course, students had to design and develop an Android-based remote control system for teleoperating an educative mobile robot controlled by means of a Raspberry Pi. They had to apply and combine concepts learnt in previous disciplines (such as programming, operating systems or communication networks), reinforcing already acquired skills, as well as gaining other generic skills demanded in their future professional career, such as: (1) effectively working in groups, (2) integrating different technologies, (3) proactive problem solving, or (4) coping with system complexity.

Encyclopedia of community policing and problem solving

Community policing, as a philosophy, supports the systematic use of partnerships and problem-solving techniques to proactively address the immediate conditions that give rise to public safety issues, including crime, social disorder, and fear of crime-as opposed to responding to crime after it occurs. Community policing expands the traditional police mandate. It broadens the focus of fighting crime to include solving community problems and forming partnerships with people in the community so average citizens can contribute to the policing process. Originating during police reform efforts of the 1970s, the philosophy of community policing is currently widespread and embraced by many citizens, police administrators, scholars, and local and federal politicians. What sorts of collaborative partnerships have evolved between policing agencies and the individuals and communities they serve? How do police departments engage in systematic examination of identified problems to develop effective responses? How have police departments aligned their organizational structures to best support community partnerships and proactive problem solving? Just how effective have efforts at community policing been? These questions and more are explored within the pages of this new reference work.

Students' perceptions of team-based learning by individual characteristics in a medical school

The purpose of this study was to examine medical students' perceptions of team-based learning (TBL) according to their individual characteristics: gender, team efficacy, interpersonal understanding, proactivity in problem solving, and academic ability. Thirty-eight second-year medical students who took an integrated cardiology course participated in this study; 28 were male and 10 were female. A questionnaire on individual characteristics and a questionnaire on the perception of TBL were administered, and the scores of individual characteristics were grouped into three: high, middle, and low. The data were analyzed by t-test, analysis of variance, and multiple regression analysis. The TBL efficacy perception scale consisted of 3 factors: team skill, learning ability, and team learning. The group of male students and the group of students with high academic ability recognized the effect of TBL on improvements in learning ability more than females and those with low academic ability. The group of students with high team efficacy reported that TBL was effective with regard to team skill improvement. The group of students with high scores on interpersonal understanding and high proactive problem solving tended to perceive the TBL's effect on team skill improvement. Team efficacy and proactivity in problem solving had a positive effect on the perception of TBL. Medical students' perceptions of the effectiveness of TBL differ according to individual characteristics. The results of this study suggest that these individual characteristics should be considered in planning of team learning, such as TBL, to have a positive impact and stronger effects.

Self-Concept Clarity and the Management of Social Conflict

In 4 studies we examined the relationship between self-concept clarity and conflict management. Individuals with higher self-concept clarity were overall more active and showed more cooperative problem-solving behavior than people with low self-concept clarity. There were no relationships with contending or yielding. The positive relationship with cooperative behavior was mediated by less rumination (Study 2) and moderated by conflict intensity (Study 3). Specifically, it applied to relatively mild conflicts (Study 3). Finally, Study 4 extended these findings to the group level: Dyad members with higher self-concept clarity engaged in problem solving, whereas dyad members with lower self-concept clarity did not. We conclude that higher self-concept clarity associates with proactive problem solving in social conflict.

Using Peer and Team Performance Assessments as Learning Tools on Collaborative Student Projects

Leaving the team experience unevaluated during collaborative student projects leaves the educational benefit of student peer feedback unrealized. Performance feedback between student teams and among individual team members adds a valuable educational component during applied learning projects. Faculty in the Aviation Technology program at Purdue University piloted the use of team and individual student peer evaluation tools as performance feedback and learning mechanisms in two maintenance technology courses engaged in collaborative team projects. Use of peer performance reviews among the students during team-based projects resulted in willingness to engage in proactive problem solving and communication among students while individual scores in these areas increased.

Point Counterpoint: The Function of Contradictions on an Interdisciplinary Health Care Team

In this qualitative study we used Dialectical Theory to analyze contradictions occurring between medical doctors (MDs) and nurse practitioners (NPs) working collaboratively on a health care team. The analysis of interview data revealed contradictions in two areas: (1) NPs espouse a need for heightened autonomy in their working associations with medical doctors, whereas conversely, MDs emphasize a need for ongoing connection, and (2) MDs argue that NPs should be more proactive problem solvers and frame their working relationships as educational. However, NPs argue that MDs enact patterns of behavior that limit proactive problem solving and curtail the educational potential of those relationships, thus reinforcing predictable work routines. Both areas of contradiction constitute what dialectical theorist Leslie Baxter refers to as "oppositions." Examples of these oppositions are provided in the analysis. The study concludes with an assessment of how such contradictions might constitute developmental opportunities for NPs and MDs working in collaboration.

Performance problem prediction in transaction-based e-business systems

Key areas in managing e-commerce systems are problem prediction, root cause analysis, and automated problem remediation. Anticipating SLO violations by proactive problem determination (PD) is particularly important since it can significantly lower the business impact of application performance problems. The main contribution of this paper is to investigate proactive PD based on two important concepts: dependency graphs and dynamic runtime performance characteristics of resources that comprise an I/T environment. The authors show how one can calculate and use the contribution of all supporting resources for a transaction to the end-to-end SLO for that transaction. Higher order moments of these components' contributions are further tracked for proactive alerting. An important aspect of this process is the classification of user transactions based on the profile of their resource usage, enabling one to set appropriate thresholds for the different classes only. Combined with the complete or semi-complete dependency information, our approach confines the scope of potential root causes to a small set of components, thus enabling efficient performance problem anticipation and quick remediation.

Baptist Memorial Hospital for Women: Quality Lifelines for a Lifetime

At Baptist Women's, a not-for-profit, 140-bed free-standing hospital, the Institute of Medicine's six quality dimensions are embedded into the quality blueprint and strategic plan. Quality initiatives and dashboards are shared through an established shared drive, which is accessible for all employees, to track performance on identified dashboards. IMPROVING MAMMOGRAPHY CYCLE TIME AT THE WOMEN'S HEALTH CENTER: Cycle time (arrival to departure) for mammography was identified as the top improvement priority. Increasing the percentage of patients who had preregistered reduced admission time, and process changes were made to move the patient through the center more efficiently. For example, patients with orders for additional films were flagged to ensure that these exams were completed before a new patient's exam. The ultrasound schedule was blocked during peak times to ensure that add-on exams could be performed in a timely manner. The cycle time was reduced for screening mammography (from 2 hours in 2003 to 30 minutes in April 2006) and diagnostic screenings, including review of films and reports with radiologist at departure, decreased from > 3 hours in 2003 to 2.5 hours in April 2006. Expectations of teamwork, proactive problem resolution, communication on all levels, and customer service are the cornerstone of Baptist Women's culture of quality.

Modeling the antecedents of proactive behavior at work.

Using a sample of U.K. wire makers (N = 282), the authors tested a model in which personality and work environment antecedents affect proactive work behavior via cognitive-motivational mechanisms. Self-reported proactive work behaviors (proactive idea implementation and proactive problem solving) were validated against rater assessments for a subsample (n = 60) of wire makers. With the exception of supportive supervision, each antecedent was important, albeit through different processes. Proactive personality was significantly associated with proactive work behavior via role breadth self-efficacy and flexible role orientation, job autonomy was also linked to proactive behavior via these processes, as well as directly; and coworker trust was associated with proactive behavior via flexible role orientation. In further support of the model, the cognitive-motivational processes for proactive work behavior differed from those for the more passive outcome of generalized compliance.

Learning a new leadership game plan at Paychex

AbstractThe rules for success have changed at perennially successful Paychex. Greater operational and product/service complexity requires a new leadership style to produce the strong performance stakeholders have come to expect. Through a new set of leadership development programs, the Paychex operations organization is rapidly reshaping its leadership culture by setting expectations and building competencies for proactive problem solving, open dialogue, and greater accountability. © 2005 Wiley Periodicals, Inc.

The Collaborative Healthcare Team: Tensive Issues Warranting Ongoing Consideration

To provide a qualitative assessment of those tensive issues that warrant ongoing consideration by physicians (MDs) and advanced practice nurses (APNs) currently working in professional pairings on an interdisciplinary healthcare team. Verbatim transcripts of semistructured interviews from five MDs and eight APNs. Questions related to what MDs and APNs should expect from others in the practice; what characteristics were valued in the colleagues with whom they were paired; and what improvements might enhance their association. Tensive issues were identified in five categories including autonomy and interdependence, professional role expectations, flexible role enactment, proactive problem solving, and action learning. By understanding the tensive issues that could potentially influence the quality of collaboration, MDs and APNs can consider communication measures geared toward strengthening their partnerships.

The process, practice and outcomes of non-financial auditing: five Australian case studies

The growth of ISO 9000 quality systems certification has slowed down with many companies opting out from the ongoing certification process. The future role of the non-financial auditor has been questioned, particularly in organisations with mature quality systems. Many studies have been conducted in the literature that tests the relationship between ISO 9000 certification and business performance. The results provide a "snap shot" in time of the ISO 9000 benefits. There has been an accumulation of lessons learned from thousands of certified companies worldwide, particularly in Australia. This paper is based on five Australian case studies focusing on ISO 9000 certification and non-financial auditing practice. The results of the case studies indicated that ISO certification can act as a catalyst for change, and can provide benefits through formalised systems and the promotion of proactive problem solving. The need for the auditor of the future to develop organisation specific experience, along with the skills to be able to adapt to the requirements of specific organisations, was identified as critical if non-financial auditing was to remain relevant and effective. Inability of certification to differentiate between different types of organisations, the relevance of certification for organisations with mature quality systems, lack of grading for different organisations and the ongoing relevance of the external auditor for mature quality systems were the major limitations noted. The increasingly important role of internal (as against external) auditing was also identified as a likely future trend, particularly for organisations with relatively mature quality systems. Based on the qualitative analysis, we conclude that the need for the non-financial auditor of the future to develop organisation specific experience, along with the skills to be able to adapt to the requirements of specific organisations, would be a critical factor for non-financial auditing to remain relevant and effective.

Global and Local Policing: Common Principles for the Future of Policing1

Police agencies throughout the world find themselves facing competing demands. On the one hand, the community policing movement emphasizes the need to focus at a neighborhood level and to increase ties with local citizens, businesses, and neighborhood groups. At the same time, processes of globalization and technological innovation generate new forms of crime, criminal organizations, and terrorism that span national borders. Rather than making a forced choice between a local or global focus, the thesis of this article is that police agencies will need to expand their mission to include both global and local dimensions. Examination of both community policing and transnational policing identifies a set of core principles that can guide a new model of global and local policing. These include partnerships, proactive and strategic problem solving, targeted deterrence, smart prosecution, outcome‐based accountability, ethics and leadership. Examples drawn from the U.S. Department of Justice's Project Safe Neighborhoods and the Drug Enforcement Administration's model of transnational policing are used to illustrate these core principles. The article concludes by considering the tensions and challenges that emerge and that must be addressed if this model of global and local policing is to be successful.

Using Bibliotherapy to Teach Problem Solving

Students with high-incidence disabilities (e.g., specific learning disabilities, behavioral disorders, mild mental retardation) can benefit from using bibliotherapy by learning how to become proactive problem solvers. Often students with high-incidence disabilities are characterized as inefficient in recognizing and solving problems. By learning a problem-solving strategy and applying it to children's literature titles, students with disabilities can learn to become independent and effective problem solvers.

From caring to managing and beyond: an examination of the head nurse's role.

The aim of this study was to depict the essence of what head nurses do, and how they perform their managerial role. To achieve this, the work behaviour of 48 head nurses was examined by a semi-structured observation technique for 6 hours each. Results demonstrated that head nurses spent a large proportion of their time in clinical practice, followed by co-ordinating care, operating the unit's functions, and leading staff. Personnel management and quality improvement occupied only a marginal share of head nurses' time. These results implied that head nurses exhibited a management style orientated to maintenance rather than to re-creation, focusing more on the 'doing' and the 'here and now' aspects of the job than on leading, planning, and proactive problem solving.