Personnel Replacement Research Articles

Traffic Safe Municipality: a Norwegian approval scheme to facilitate development of a municipal traffic safety culture

This study examines the consequences of being approved as a Traffic Safe Municipality for municipal traffic safety culture, based on surveys (n = 2255) and interviews (n = 17) in 24 municipalities. Traffic Safe Municipality is an approval scheme for Norwegian municipalities, which defines criteria for systematic traffic safety work. Development of a positive municipal traffic safety culture is an explicit aim of the approval scheme. The respondents in the survey state positive consequences for the traffic safety culture in their own workplace after being approved as a Traffic Safe Municipality. The self-reported focus on traffic safety has increased among immediate managers and among colleagues, and it has become easier to address issues related to traffic safety in one's own workplace. In multivariate statistical analyses, we see that these changes are also linked to the respondents stating that they think more about traffic safety in their everyday work and they state that they behave safer in traffic during working hours. The study has also mapped factors that promote or impede implementation of Traffic Safe Municipality. Lack of resources in the municipality, time pressure, high workload and replacement of personnel may hamper implementation, while top managers' involvement throughout the implementation period is one of the most important prerequisites for successful implementation. We conclude that Traffic Safe Municipality can be interpreted as a measure to establish a traffic safety culture through the implementation of a safety management system in the municipality. Such systems are required as a measure to create a positive safety culture in a number of different high-risk sectors (aviation, nuclear power, oil, and gas). Our study is unique, since we apply this perspective in the municipal sector.

PEOPLE ‘S COMMISSARIAT FOR EDUCATION OF THE CHUVASH ASSR IN THE SECOND HALF OF THE 1920s: LEGAL BASIS OF ACTIVITY AND ORGANIZATIONAL STRUCTURE

The article characterizes the statutory and regulatory enactments that determined the activities of the People’s Commissariat for Education of the Chuvash ASSR in the second half of the 1920s. The most important among them were the “General Regulations on the People’s Commissariats of the Chuvash Autonomous Soviet Socialist Republic” (November, 1925) and the “Regulations on the People’s Commissariat for Education of the Chuvash ASSR” (May, 1929). The functions of the People’s Commissariat for Education are shown to include not only the problems of improving the state of affairs at all levels of education in the republic, but many issues related to the population’s social welfare, the development of science and culture as well.
 The main attention in the article is focused on showing the structure of the People’s Commissariat for Education as a special body of state power, whereas previously the scientific literature mainly covered the specific results of the activities performed by the People’s Commissariat for Education, when it was mentioned mainly in connection with adoption of a certain resolution on public education. The article considers the matters of separate structural subdivisions of the People’s Commissariat for Education of the Chuvash ASSR, including the organizational and planning part, the Academic Center, the supervisors. On the basis of documents from the funds of the State Historical Archive of the Chuvash Republic which are introduced into scientific circulation for the first time, general trends of changes in the organizational structure of the People’s Commissariat for Education in the second half of the 1920s are traced. It is concluded that there were significant problems with personnel replacement of full-time positions in the period under review, which was mainly explained by two reasons: low wages and a general shortage of qualified workers in the necessary areas of work. The personnel problem negatively affected implementation of tasks faced by the People’s Commissariat for Education.

CEO replacement, top management vacancy, and the sequence of top management team changes in high technology turnaround companies

This study extends the literature on CEO replacement, top management change, and corporate turnaround by examining the sequence of top management team change events and turnaround outcomes among declining firms in industries affected by technological innovation and digitalization, including information technology, electronics, imaging and communications. This study focuses specifically on the top management change events before and after CEO replacement during the turnaround attempts. Using 12 cases of successful/unsuccessful turnaround matched pairs, we adopt a two-phase case study research approach, first generating insights from six cases (three pairs), and then cross validating our findings with additional six cases (three pairs). Through the qualitative examination of these cases, we uncover top management vacancy as a new theoretical construct and refine an existing construct, top management change, by differentiating between primary and support functions. We then observe distinct patterns of CEO replacement and top management changes separating successful and unsuccessful turnarounds. Our case findings indicate that successful turnarounds are characterized by top management vacancy in primary functions before the new CEO arrival and by top management stability in support functions after the new CEO arrival, and that unsuccessful turnarounds involve top management personnel replacement in primary functions after the new CEO arrival. Based on the case findings and related literature, we propose a theoretical model for CEO replacement, top management change, and corporate turnaround.

Survey to identify factors associated with veterinarian and administrative staff turnover in rural veterinary practices

Employee recruitment and retention is challenging for rural veterinary practices. Employee turnover creates personnel replacement costs that hinder profits. This survey identified factors potentially associated with veterinarian and administrative personnel turnover.

On the History of Ukrainian Military Diplomacy in Poland in 1920 (according to the Documents of Сentralne Archiwum Wojskowe)

The aim of the article lies in incorporating unpublished archival documents preserved in the Central Military Archives of Poland (Centralne Archiwum Wojskowe) to the scientifi c narrative. These documents are a unique source for presenting general trends of activity of the Ukrainian Military Mission in Poland (May – October 1920). The research methodology is based on adherence to the principles of historicism, anthropology, civilizational, synergic, and systematic approaches along with the usage of analysis and synthesis methods as well as comparative methodology. The scientifi c novelty lies in the unique source value of the aforementioned documents that contain a considerable number of references on the Ukrainian People’s Army foremen and military offi cials’ surnames who arrived in Warsaw due to various means of offi cial business. In addition, the orders captured information about multiple business trips, sometimes along with mentioning their purpose and travel destination. In certain circumstances, the orders of the Mission reconstruct fragments (or the entirety) of the Ukrainian People’s Army higher military institutions’ instructions. Conclusions. The analysis of orders undertaken within this article shows that, throughout its whole existence, the Ukrainian Military Mission implemented an enormous amount of work which preeminently was based on maintaining personnel replacement of the Ukrainian People’s Army. Simultaneously, its members undertook all necessary efforts to organize weapon supply for the Ukrainian People’s Army which resulted in the set of discussions with interested powers among the governmental representatives of the European states and business circles. The activity of the Ukrainian Military Mission has become one of the most vivid episodes of the joint Polish-Ukrainian military cooperation in the 1920s-1930s that provided the best examples of uniting together efforts of two countries – Poland and Ukraine – in front of deadly danger from Bolshevik Russia. The whole period of Mission’s existence was marked by its remaining as a central communication detachment between the military establishments and armed services of two states that led to the formation of a majority of Polish military representatives who positively perceive the Ukrainian People’s Army and its combat potential.

МЕХАНИЗМ ИСПОЛЬЗОВАНИЯ КРЕДИТНЫХ СРЕДСТВ В ГОСУДАРСТВЕННОМ ОБОРОННОМ ЗАКАЗЕ И ПРЕДЛОЖЕНИЯ ПО ЕГО СОВЕРШЕНСТВОВАНИЮ

Актуальность. В оборонно-промышленный комплекс России входят около двух тысяч организаций и высокотехнологичных предприятий, расположенных в 64 субъектах Российской Федерации, в которых занято более 2 млн человек – рабочих, инженеров и ученых высочайшей квалификации. Несмотря на внушительный объем, рынок государственного оборонного заказа имеет специфические особенности как с экономической точки зрения, так и в области правового регулирования, особенно в вопросах кредитования предприятий и ценообразования на продукцию оборонного заказа. Целью статьи является разработка предложений по совершенствованию использования кредитных средств в государственном оборонном заказе. Одной из основных проблем, ведущих к несвоевременному заключению контрактов в России по государственному оборонному заказу, является ценообразование. В настоящий момент наблюдается полное отсутствие системы и алгоритмов управления ценами кооперации, что приводит к предсказуемому ухудшению финансового положения предприятий, работающих на оборону, и увеличению нагрузки на государственный бюджет. Методом сравнительного анализа нормативно-правовой базы и практики применения нормативных актов российскими предприятиями, работающими на оборонный заказ, выявлены проблемы в системе исполнения государственного заказа, в частности кредитовании предприятий и образовании цены на оборонную продукцию. Предложены механизмы совершенствования законодательной базы России по государственному оборонному заказу: законодательно закрепить разумную ставку кредитования и установить единый порядок образования цены на оборонную продукцию. Уделено внимание проблемам экономических и политических санкций против России, импортозамещения электронной компонентной базы, создания новых образцов военной техники, замещения кадров и привлечения молодых ученых и специалистов в производство.

SP516GROWTH STRATEGIES IN A CONSOLIDATED PERITONEAL DIALYSIS PROGRAM, COINCIDENTAL WITH RESPONSIBLE MEDICAL AND NURSING PERSONNEL REPLACEMENT

SP516GROWTH STRATEGIES IN A CONSOLIDATED PERITONEAL DIALYSIS PROGRAM, COINCIDENTAL WITH RESPONSIBLE MEDICAL AND NURSING PERSONNEL REPLACEMENT

Teacher Migration: Extension and Application of the Population Ecology Model to Explore Teacher Transfers in a Reform Environment

This article assesses the association between the Title I School Improvement Grant (SIG) program’s personnel replacement policy and teacher employment patterns within an urban school district. Hannan and Freeman’s population ecology model allowed the authors to consider schools within districts as individual organizations nested within a larger organization. The data are drawn from employment records of 2,470 teachers who worked in 19 high schools in a single school district from 2006 to 2011. The personnel replacement policy of the Title I SIG program appears to have reinforced, and in some cases intensified, existing patterns of teacher selection, retention, and migration.

School Turnaround through Scaffolded Craftsmanship

Between 2006 and 2010, the North Carolina Department of Public Instruction intervened in 128 low-performing schools, combining approaches consistent with school restructuring and transformation. In improved schools, local educators reconstructed key school functions, a distinctly nonlinear process more like the work of skilled craftsmen than that of design engineers that we refer to as “scaffolded craftsmanship.” We interviewed key stakeholders in 12 high schools to learn about the dynamics accounting for the improvement or stalemate at each school. In sum, in the improved schools we studied, the turnaround process was not a matter of initial external design and subsequent implementation, but a non-linear process of planning, inventing, adjusting, and re-planning as well as a process of learning, doing, and learning from doing. The improvement generally began with the installation of new leadership and involved four main components: new commitment, climate, and culture; improved knowledge and skills; strategically organized and managed structures and supports for instruction; and strengthened external support. Our findings suggest that judicious personnel replacement followed by professional development and coaching targeted to key functions may be a more effective method for implementing school turnaround than the structural approaches promoted via NCLB sanctions and Race to the Top.

70 Years of Sunspot Observations at the Kanzelhöhe Observatory: Systematic Study of Parameters Affecting the Derivation of the Relative Sunspot Number

Kanzelh\"ohe Observatory (KSO) was founded during World War II by the "Deutsche Luftwaffe" (German Airforces) as one station of a network of observatories, which should provide information on solar activity in order to better assess the actual conditions of the Earth's ionosphere in terms of radio wave propagation. The solar observations began in 1943 with photographs of the photosphere, drawings of sunspots, plage regions and faculae, as well as patrol observations of the solar corona. At the beginning all data was sent to Freiburg (Germany). After WWII international cooperation was established and the data was sent to Zurich, Paris, Moscow and Greenwich. Relative sunspot numbers are derived since 1944. The agreement between relative sunspot numbers derived at KSO and the new International Sunspot Number (ISN) \citep{SIDC} lies within $\sim10\%$. However, revisiting the historical data, we also find periods with larger deviations. The reasons for the deviations were twofold: (1) On the one hand a major instrumental change took place during which a relocation and modification of the instrument happened. (2) On the other hand, a period of frequent replacement of personnel caused significant deviations, i.e. stressing the importance of experienced observers. On long-term, the instrumental improvements led to better image quality. Additionally we find a long term trend towards better seeing conditions since the year 2000. We may speculate that this is related to climatic changes.

PELAKSANAAN SISTEM MANAJEMEN MUTU (SMM) ISO 9001: 2008 DI SMK NEGERI 2 PENGASIH KULON PROGO TAHUN 2012

ABSTRACT The purposes of this research are to reveal (1) the implementation of Quality Management System (QMS) of ISO 9001: 2008 in State Vocational High School 2 of Pengasih Kulon Progo, (2) the factors that support QMS of ISO 9001: 2008 in State Vocational High School 2 of Pengasih Kulon Progo, and (3) the factors that disturb the implementation of ISO 9001: 2008 in State Vocational High School 2 of Pengasih Kulon Progo. This study belongs to evaluation research which employed Context model, Input Process, and Product (CIPP). This research was conducted in State Vocational High School 2 of Pengasih Kulon Progo. The data resources were the school principal, the representative of Quality Management, the coordinator of School Counseling & Guidance, the head of administrative section, library coordinator, and the students. The research instruments were questionnaire, interview, and documents. Validation technique was by using triangulation, i.e triangulation data, situational data, and data gathering method. Data analysis techniques were qualitative data analysis based on Miles, Huberman dan Spradley, i.e. data analysis with data components which covered data reduction, data display, and conclusion drawing/ verification. The result of the research showed that (1) the implementation of QMS of ISO 9001: 2008 in State Vocational High School 2 of Pengasih Kulon Progo had been successful by considering the accomplishment the schoolquality objectives. In addition, the implementation of QMS of ISO 9001: 2008 for each component showed a high accompolishment, with an average score above 90%, (2) the supporting factors of QMS of ISO 9001: 2008 implementation in State Vocational High School 2 of Pengasih Kulon Progo consisted of human resources, RSBI fund, facilities, students high reading interst, provision of the relevant books and magazines for the students, (3) the obstacle factors of QMS of ISO 9001: 2008 implementation in State Vocational High School 2 of Pengasih Kulon Progo consisted of limited fund, students’ mistake, less publication. Also, the document writing in working units were not match with the format of QMS of ISO 9001: 2008, the workload was too high, and there was sudden personnel replacement as well as limited area. Keywords: Quality Management System (QMS) of ISO 9001: 2008

Perioperative Patient Movement: Defining the Issues

Musculoskeletal injuries among nursing personnel required to lift and laterally transfer patients manually carries substantial injury, salary, and personnel replacement costs per incident. Unintended hypothermia in surgical patients has been researched and published with resulting recommendations, yet the problem remains. The primary purpose of this article is to question the potential effects that the use of a single transport-procedure-recovery platform might provide. The full range of surgical care that can be delivered using these platforms has not been explored, in part because of the newness of the concept. Numerous potential advantages will not be realized if a specific platform is not able to perform as well as, or better than, the current standard operating room tables and allow the performance of most of the procedures currently being performed.

An Evaluation of Unit Replacement on Unit Cohesion and Individual Morale in the U. S. Army All-Volunteer Force

In 1981, the U.S. Army initiated a new personnel replacement system, called the Unit Replacement System, in selected units. The new training and assignment policy was aimed at improving the perceived lack of group cohesion and low level of morale in U.S. Army units. Survey data were collected from junior-ranking enlisted soldiers in both Individual Replace- ment (IR) and Unit Replacement (UR) units to assess the effects of UR on soldiers' perceptions about interpersonal relations and combat readiness. Surveys were administered during a Zyear period (1986-1988) in three waves 6 to 8 months apart. The purpose of this article is to report the initial findings of this evaluation based on the first three waves of survey data. Company mean scores on measures of cohesion and morale were significantly higher for UR units than for IR units at Time 1, even when controlling for individual soldier and unit characteristics. However, the higher UR-unit scores decreased over time. The only remaining statistical differen...

The Army's New Unit Personnel Replacement and Its Relationship to Unit Cohesion and Social Support

A recent concern of the U.S. Army's top leadership has been the deterioration of morale and cohesion in combat arms units. High personnel turnover in U.S. Army units has been viewed as a primary factor contributing to decreased unit cohesiveness. The current and traditional U.S. Army Indi- vidual Replacement (IR) System trained, assigned, and deployed soldiers to units as individuals. As a result, IR units have had as much as 45% personnel turnover annually. The new Unit Replacement (UR) System trained, assigned, and deployed soldiers as intact groups for the entire first-term soldier's enlistment. The objective of the study was to examine the effects of unit replacement on cohesion and to elaborate on the function of cohesion by examining the relationship between cohesion and social support in a sample of 3,245 soldiers in 43 line companies matched by type of replacement, type of combat arms, and stateside/overseas deployment. Soldiers in UR units in which soldiers had previously undergone Basic and Advanced Individual Training together or had their personnel stabilized reported a significantly higher level of cohesion than did soldiers in IR units. This difference persisted even when personal and unit characteristics were held constant in compari- sons. In terms of social support, UR soldiers cited more support providers in their units than did IR soldiers. Perceived satisfaction with social support and perceived helpfulness of social support provided by unit members were significantly and positively correlated with the cohesion measures, irrespective of the type of replacement. Whereas reciprocity was significantly and positively related to cohesion in commonly trained UR and IR units, it was nonsignificantly related to cohesion in personnel-stabilized UR units. Impli- cations of results for the expected effects of cohesion on the quality of interpersonal relations among unit members are discussed.

Methods for Estimating Cohort Replacement Effects

The author reexamines the hypothesis developed by Norman Ryder that the birth and death of individuals constitutes a massive process of personnel replacement that holds enormous potential for social change. "In this paper I describe and illustrate six possible ways to estimate cohort (personnel) replacement effects: three based on algebra (Kitagawa's two-component method, forward partitioning, and backward partitioning), and three based on regression (regression standardization, survey metric analysis, and linear decomposition). Assuming monotonic change, regression methods typically are better, because standard algebraic methods are ill suited for analyzing change with regard to birth cohorts that enter or exit during the period studied."

Turnover and Voting Stability in the Senate

Little is known about the senators who change their voting positions during normal political times, but it is generally assumed that incumbents have very stable voting records and that vote changes come primarily from the replacement of personnel. This article examines how turnover is related to Senate voting shifts on a variety of issues. The majority of vote changes come from incumbents rather than freshmen. Further, there is no overall difference in the proportion of vote changes made by party turnovers and intraparty replacements.

Vietnam After the Cease-Fire

THIS ARTICLE focuses on the situation in South Vietnam as of early October 1974.1 It accepts the significance of the concurrent situations in Laos and Cambodia-as a foreboding example in the former case, and as a strategic embarrassment in the latter-without further comment. It makes almost no mention of the consultative machinery established by the Peace Agreement, which is financially and functionally bankrupt. The January 1973 Cease-Fire came with Saigon advancing in strength and Hanoi's expeditionary forces shattered. Added to their defeat in the field was the domestic effect of the bombing in the HanoiHaiphong area. The terms of the Cease-Fire have provided shelter behind which Hanoi has rebuilt its forces, at home and beyond. Their unacknowledged strength in South Vietnam, variously estimated between 150,000 and 300,000, has now been increased; and they have been able for the first time to effect a personnel replacement program. My estimate of their combat strength in the South is around 250,000, with another 50,000 Viet Cong auxiliaries. They have modern field equipment, ranging through personal weapons, field and antiaircraft artillery, to tanks--of which the current count is 700. It is unusual to see a guerrilla with artillery, although some observers may read no more than a modest political/defensive purpose in its deployment. But tanks-tanks mean attack; and large numbers of tanks mean a strategic offensive. Almost any other item of the Communist inventory could be read as a defensive element; but not tanks. They are a clear and positive indicator of offensive strategic intention. Tanks are too expensive in money and effort to be a mere diversion. PAVN field leadership, the cadre system which suffered so heavily in

A research evaluation of an action approach to school mental health. 2. The mental hygiene dilemma in public education.

it is true that each public school embodies a unique set of W I L E mental hygiene frustrations and assets, there are some general conditions which appear to pervade the whole. I t is also evident that, to a large extent, classroom mental hygiene remains almost moribund. After a series of attempts to find a functional and effective approach through utilizing academic courses, seminars, one-meeting stands a t institutes and occasional consultations, those who worked on the School Project of the Michigan Society for Mental Health resolved that a totally new format had to be evolved if school psychology was to have any significant bearing on classroom mental health. Of course, this constituted no unique discovery. Biber (2), Ojemann (2), Prescott (2), Jersild (6), and Berman (3), to mention but a few, have sought ways to energize the field and restore adequate status to the teacher. I t appears that the single thing that these approaches have in common is an acute dissatisfaction with the present state of affairs. They differ in basic theoretical orientation and in operational methodology. Frequently, they are the product of an exceptionally effective leader; consequently, the techniques are not always easily transferred to other situations. There is an urgency related to the problem of how to train teachers to share the mental hygiene responsibility. While mental health is the nation’s number one health problem, the number of trained experts to do the work continues to fall far behind the need, and sometimes even behind the personnel replacement to maintain present understaffed status. Available services are being clogged with cases, some of which might have been handled in their early or moderate phases without such specialized procedures. Add to this the fact that teachers are already expending considerable effort to help children adjust. Is there not some method by which this energy could offer a higher mental health dividend? The fundamental point of departure we arrived a t in the present work is a very simple one, and one which can be duplicated by any member of a mental hygiene team. Essentially, it requires a study of the teaching condition as that condition is perceived by the teachers themselves. A good deal of this has been done heretofore, but the usual purpose has been to use the

The effects of personnel replacement on an information-processing crew.

The effects of personnel replacement on an information-processing crew.

An Analysis of Personnel Turnover and Replacement

Personnel turnover is a problem facing practically all managerial staffs. It has become a serious problem for some. The same holds true for replacement of personnel. This paper presents a method for analyzing personnel turnover. The method is relatively simple and yet systematic. Since evaluation techniques would involve too many variables, they are not discussed. Various techniques require specific examples as they do not apply in general. The analysis will apply, in general, to any turnover situation. In addition, the replacement of personnel is discussed. The results from the analysis, and subsequent evaluation, will determine the personnel policy for the hiring of new personnel.