Team Feels Research Articles

Manual Work is a Bug

Every IT team should have a culture of constant improvement - or movement along the path toward the goal of automating whatever the team feels confident in automating, in ways that are easy to change as conditions change. As the needle moves to the right, the team learns from each other’s experiences, and the system becomes easier to create and safer to operate. A good team has a structure in place that makes the process frictionless and collaborative

Experience in Developing the Goldeneye Storage Permit Application

The Peterhead CCS project was expected to be the first full chain gas CCS project in the world. It planned to capture 1 Mtpa from the Peterhead CCGT power station on the north east coast of Scotland and store the CO2 offshore, reusing existing infrastructure from the depleted Goldeneye gas field. The project was very advanced when cancelled and had submitted the Storage Permit Application to the UK regulatory authorities who had sent it on to the European Commission for their review.The development of the permit was facilitated by a collaborative approach to working alongside the UK Regulator. An additional verification step was included in the form of an Independent External Review from the British Geological Survey (BGS) and Herriot Watt University (HWU).The EU commission provided an opinion that the permit fulfilled the requirements of the CCS directive, as long as two changes were made to the Environmental Statement and the period over which financial security was calculated. This positive result indicated that the final application was good, however, the project team feels that they could have been more effective in some areas of its development. Two areas of improvement were: the process of developing the financial security provision, which took longer than expected; and being more effective in working with multiple regulator teams in order to address the integrated containment assessment and monitoring plans required for CO2 storage under the UK regulations and the EU directive.All in all the process of developing a Storage Permit Application under the UK transposition of the EU directive was found to be moderately straight forward and the close collaboration with the regulator added significant value. If the project team were to start again knowing what they know now it would have been possible to focus the technical work earlier on the requirements of Storage Permit award conditions. It is hoped that by sharing the Goldeneye experience that other projects can soon follow suit.

Analisis Pelaksanaan Sertifikasi Iso 9001 : 2008 Puskesmas Kalasan Kabupaten Sleman

The background of the study was the implementation of standardization of health service quality stated in ISO 9001: 2008 in Kalasan Health Center effectively applied on July 9 th , 2009. It was hoped that the implementation of standardization of basic health service quality increase the quality of health service and human resources. The data collection was conducted by interview and questionnaire, and the collected data were in the form of primary and secondary data. The number of the research sample was 40 respondents. The data analysis method used was descriptive. The result of the research includes: (1) Based on the result of descriptive analysis in the implementation of ISO 9001: 2008 certification, the implementation of employee duty needs job knowledge and skill so that they can work as their responsibility. (2) The sub-variable of Employee Work Satisfaction was included in employee involvement in all lines so that the goal of the health center was achieved. (3) The sub-variable of employee work environment means having cooperation with other employees in all lines. (4) The sub-variable of Kalasan Health Center was obtained from work practice experience, in all service departments that focus on the increase of the service quality in Kalasan Health Center appropriately. The conclusions of the research result and analysis were (1) all employees increase the service quality for all patients in Kalasan Health Center. The curative aspect was emphasized on outpatients, and the stabilization of emergency and referral patients. (2) Acknowledging qualified work achievements by giving the opportunity to have position promotion as procedure assigned. Work satisfaction was from the existing of formation facility or space condition that gave comfort feeling. (3) Work team and colleague feeling needed to be maintained so that priority gap got decreased. The coordination between the employer and the employee is useful to finish the work. (4) The institution gave guarantee on health service quality which was as the hope of the consumer (patient) and strengthened the competitiveness. Therefore, the implementation of quality management system based on the concept of ISO 9001:2008 as the effort to strengthen the competitiveness was urgent.

The 2016 International Society for Heart Lung Transplantation listing criteria for heart transplantation: A 10-year update

Mandeep R. Mehra, MD (Chair), Charles E. Canter, MD, Margaret M. Hannan, MD, Marc J. Semigran, MD, Patricia A. Uber, PharmD, David A. Baran, MD, Lara Danziger-Isakov, MD, MPH, James K. Kirklin, MD, Richard Kirk, MD, Sudhir S. Kushwaha, MD, Lars H. Lund, MD, PhD, Luciano Potena, MD, PhD, Heather J. Ross, MD, David O. Taylor, MD, Erik A.M. Verschuuren, MD, PhD, Andreas Zuckermann, MD and on behalf of the International Society for Heart Lung Transplantation (ISHLT) Infectious Diseases, Pediatric and Heart Failure and Transplantation Councils

Improving patient safety culture in general practice: an interview study.

When improving patient safety a positive safety culture is key. As little is known about improving patient safety culture in primary care, this study examined whether administering a culture questionnaire with or without a complementary workshop could be used as an intervention for improving safety culture. To gain insight into how two interventions affected patient safety culture in everyday practice. After conducting a randomised control trial of two interventions, this was a qualitative study conducted in 30 general practices to aid interpretation of the previous quantitative findings. Interviews were conducted at practice locations (n = 27) with 24 GPs and 24 practice nurses. The theory of communities of practice--in particular, its concepts of a domain, a community, and a practice--was used to interpret the findings by examining which elements were or were not present in the participating practices. Communal awareness of the problem was only raised after getting together and discussing patient safety. The combination of a questionnaire and workshop enhanced the interaction of team members and nourished team feelings. This shared experience also helped them to understand and develop tools and language for daily practice. In order for patient safety culture to improve, the safety culture questionnaire was more successful when accompanied by a practice workshop. Initial discussion and negotiation of shared goals during the workshop fuelled feelings of coherence and belonging to a community wishing to learn about enhancing patient safety. Team meetings and day-to-day interactions enhanced further liaison and sharing, making patient safety a common and conscious goal.

Gestão do trabalho: implicações para o cuidado na Atenção Primária à Saúde

Objetivo: Describir las implicaciones de la gestión del trabajo en el cuidado en la Atención Primaria a la Salud.<br />Método: Investigación cualitativa, un estudio de caso. La unidad de análisis fue una Unidad de Salud Familiar de un municipio de Rio Grande do Sul, Brasil. Se realizaron observaciones, entrevistas con los trabajadores y usuarios e ivestigaciones en documentos y en registros. El periodo de la colecta de datos fue de febrero a julio de 2012 y el análisis conforme orientación de estudio de caso.<br />Resultados: La gestión de la unidad se caracterizó por la falta de escucha y singularidad con el equipo y autoritarismo; el equipo se sintió abandonado por la gestión y las Agentes Comunitarias de Salud por las enfermeras. Hubo discontinuidad en el cuidado.<br />Discusión: La gestión en salud necesita pautar el tema de la autonomía y responsabilidad del trabajador. La no responsabilización es un efecto de la postmodernidad. La gestión del trabajo está relacionada con la continuidad del cuidado.<br />Conclusiones: Los conceptos de pluralidad humana y de potencial de poder pueden ayudar en la construcción de ambientes de trabajo más humanos. Se apunta a la integración con la comunidad como camino para la transformación de la realidad. La investigación de la temática debe responsabilizarse de la producción de la salud, individual o colectivamente

Project work in Finnish KASTE projects


 
 
 Project work been seen as a solution for developing social and health care work. However, project work is not one-dimensional. In addition, there are some characteristics in social and health care that pose challenges for projects. There is a need to study social and health care project work critically. The aim of the article is to describe and analyze project work in social and health care. The data were collected from KASTE projects in 2008-2011. The data consisted of essays written by project managers (n=11) and interviews (n= 14) with project managers and workers. The data were analyzed using qualitative content analysis. Based on our findings, project work in social and health care was characterized by project management within an organized chaos, power struggles between professions and organizations, attitudes related to co-operation with different sectors, successful team feeling and multi-dimensional peer support. Peer-support and team feeling were valued as important resources in project work although there were different kinds of experiences of their existence. Team feeling can be seen as a means to compensate for the lack of common instructions and to relieve the feeling of chaos. Different kinds of power structures could be distinguished on different levels of co-operation in projects: on project team level, on interprofessional level and on the level of organizations and municipalities. This poses challenges for inter-professional and cross-sectional co-operation in projects, which might affect project progress.
 
 

English

People form organizations by getting together in order to realize the goals that they might not manage to realize alone. Organizations differ from one another by various distinctive characteristics. However, their success is related to the level of goal fulfillment. People working more effectively and efficiently within the organization may create the need to form a new team or group. Forming a new team and sustaining it generally requires a more active and participative approach than the existing approach. If an individual in a team feels happy and successful within the concept of “us” and has a sufficient level of job satisfaction, team work can be considered efficient. Team understanding in schools means that all employees, especially teachers, integrate around common goals and are willing to act with a feeling of “unity” in order to realize those goals. Administrators, teachers and other staff often take responsibility for the parenting of students, and the team spirit at school can be related to the other parts of the society. Particularly, teachers’ team understanding is very important in terms of effectiveness of education institutions. The present study has been conducted in order to evaluate teachers’ understanding of team work in terms of different variables. Key words: Team work, forming a team, school administration, school culture, common purpose, cooperation.

Inside the leader relationship: constructive controversy for team effectiveness inChina

AbstractResearch is needed to understand the dynamics by which high‐quality leader relationships have their productive effects on followers. This study proposes that these leader relationships do not simply induce compliance but encourage employees and managers to discuss their diverse views open‐mindedly and constructively. Team leaders indicated leader–member relationship with employees who rated their constructive controversy and their team's effectiveness and feelings of respect, support, and reduced stress. Structural equation analysis suggested that leader–member relationship affects employee team productivity and emotions through constructive controversy. The study's findings and previous research were interpreted as suggesting that high‐quality leader relationships coupled with constructive controversy provide a foundation for effective team leadership inChina.

Effective pair programming practice: toward improving student learning in software engineering class

Pair programming is one of the software development practices in which two programmers working together in partnership using one computer, cooperating with each other on the same problem. Previous research indicates that the pair programming show positive impact on the quality of produced product on the team attitudes and feeling. A formal pair programming experiments were conducted at Yarmouk University to assess and evaluate empirically the impact of pair programming in improving the learning effectiveness, efficiency, and gratification of students in software engineering course. Results reveal that students’ gratification, efficiency and effectiveness are increased when pair programming is used. Moreover, this paper shows experiment results about the compatibility between pairs. The results indicate that students who pair based on their skills are more compatible than the students who pair with different skills.

Going beyond the call of duty

Sheila Powell has been a healthcare assistant for 9 years. Recently, she has worked particularly hard in order to get her NVQ Level 3 in healthcare and is now able to extend her role to include administration of insulin to patients in the community. District Nurse Team Leader Mandy Churms nominated Sheila as a healthcare hero to celebrate her efforts with patients at home and in residential settings. She is particularly well known for promoting self care and encouraging patients to take a lead in their own healthcare. Sheila gives outstanding care to terminally ill patients and the written and verbal feedback supports this all the time. She will take on extra work and the team feels fully supported by her.

Editorial

Welcome to the first issue of the ninth volume of the Plant Biotechnology Journal. Building upon the triumphs of 2009, 2010 set new records for the Journal, with a significant increase in manuscript submissions and an increased impact factor of 4.73. As in previous years, this success was hard won by the journal’s fantastic Editorial Team. Now onto even greater heights! In 2010, the Plant Biotechnology Journal continued to speed up the processing of manuscripts such that our average time from submission to first decision now stands at an amazing 15 days. In addition, during 2010, we have tried very hard to fully engage with our reviewers and authors, to improve the feedback received and to ensure that authors feel that, no matter what the final decision, their manuscript has been fairly reviewed and that reviewers understand that their role is essential and their views really count. One thing continues to concern the Editorial Team; it is clear from some of the manuscripts we receive that a significant minority of authors fail to read, or understand, either the Plant Biotechnology Journal’s aims and scope or the instructions to authors. To all authors I say please spend a few minutes examining both our aims and scopes and our instructions to authors. For instance, we continue to find that when we invite a review from a “preferred” reviewer, they are often either unavailable or they are unwilling to undertake the review. Time taken during this process is a significant factor in delaying a number of manuscripts. We therefore strongly urge all authors to check with their preferred reviewers and help to speed up the reviewing process. To emphasize this point, the Editorial Board has decided that from January 2011 we will reject all manuscripts where two or more preferred reviewers refuse or are unable to carry out a review. Authors should note that our statistics show what many people have suspected for a long time; preferred reviewers are no more likely to recommend a manuscript for publication than any other reviewers. During 2010, the Plant Biotechnology Journal received many but accepted fewer manuscripts describing research carried out solely in model species. While the Plant Biotechnology Journal will continue to accept exceptional manuscripts describing novel and potentially useful procedures carried out in model species, the Editorial Team feels that one of the strengths of the Plant Biotechnology Journal is its ability to focus on application. Therefore, during 2011, the journal will continue this trend and focus on crop or model/crop-based research. Hence, manuscripts containing high-quality, but not exceptional, research relating solely to model species will continue to be rejected. Given the aforesaid, the Editorial Team’s advice to any author wishing to submit a manuscript to the Plant Biotechnology Journal is as follows: (i) Only submit exceptional manuscripts to the Plant Biotechnology Journal, as only those manuscripts covering areas described in our aims and scopes and which include novel findings of biological significance in crops or under applied circumstances will be accepted for review, (ii) Provide the Journal with a concise manuscript, in the correct format, and free from grammatical and typographical errors, (iii) Check that your preferred reviewers are able, if requested to do so, to carry out the required review and (iv) Be prepared to meet, in full, the requirements of both the reviewers and the handling editor. By addressing all of these criteria, authors can considerably enhance the chances of their manuscript being accepted and published in the Plant Biotechnology Journal. In 2010, the Editorial Team of the Plant Biotechnology Journal published two special issues covering biofuels (issue 8.3) and molecular farming (issue 8.5). Like the special issue on SNP discovery and high-throughput genotyping published in 2009, these special issues have been highly popular with our readers. In 2011, we intend to publish a fourth special issue on chloroplast biotechnology. The Editorial Team is interested in hearing from you, our readers, about titles for other possible special issues. However, as publishing special issues is time-consuming, the Editorial Team would be interested in hearing from appropriately experienced researchers interested in co-editing specific special issues.

Considering Affinity in Client Relationships

Affinity is a term that is bandied about without much thought behind it. So what is an affinity?Affinity is a liking for or attraction to a person, thing or idea.In short, it’s a connection and our connection to our clients is instrumental in our business success. Affinity is what keeps our clients returning … the feeling that we understand them and they us.It is a team feeling, one of common ground and understanding. It’s when someone says, “I know exactly what you mean!”Ideally, affinity should be a two-way street not a dead end, one way road. And when it’s at its best, the client/business relationship is joyful and symbiotic. We care about our clients and they care about us. Everyone should view their clients this way and be proactive in caring for their core concerns.When affinity is at its lowest – the client doesn’t care and neither do we – it’s like ill-fitting dentures. Nothing is right and it’s always painful to deal with. We get to the point where we’re asking why we bother keeping this client around when it’s clear that we are of no value to them.

The Nurse's Role in Treatment Decisions for the Child With Neurological Impairment

Healthcare providers are often faced with ethical dilemmas when making treatment decisions for a child with neurological impairment. Problems may stem from the fact that the wishes of the family may be in opposition to what the healthcare team feels is in the best interest of the child. There are many factors that need to be considered when determining treatment options for the child with neurological impairment. Nurses are in a unique position to advocate for the involvement of the child's family in making these difficult decisions.

The Liver and Intestinal Research Centre: Bridging Clinical Research and Community Practice

The Liver and Intestinal Research Centre: Bridging Clinical Research and Community Practice

Nurses' perception concerning the care for patients with physical disabilities that interfere with self-image: a phenomenological approach

This study aimed at understanding the perception and the meaning of caring for patients with self-image problems resulting from physical alterations to nurses working at a university hospital. Phenomenology was the methodology used, and the subjects of study were eight nurses. In order to analyze the statements given, transcription and readings were performed, seeking for the essence of the units, the expression of meanings by thematizing and interpreting the discourse and looking for convergence, divergence, idiosyncrasies and synthesis of the phenomenon. The unveiled themes were: (non) Acceptance of the disease; Team work; Limitations resulting from the disease; The nurse's and team's feelings and behavior; Ties between the team, patient and family; The family; Patient's self-image; Patients' age; Prejudice; Acknowledgement or knowledge of the disease; Care level and more intense care; Religion and Capacitation. Due to the amplitude of the phenomenon, other angles can be unveiled and other perspectives can be inhabited.

Commentary

This tragic case raises two important ethical issues. One is the obvious problem of just allocation of scarce transplant organs. The other is the less obvious problem of the healthcare team's feelings of commitment to their patient. Together they present an unusual conflict for bioethics.

Discipline and Deselection in the TQM Environment

were angels, no government would be necessary. If angels were to govern men, neither external nor internal controls on government would be necessary,(1) This statement about the human condition from Federalist 51 posits a view of people which most authors of Total Quality Management have chosen to ignore. When reviewing the literature on quality management, one is struck by the absence of any mention of individuals who have problems in the work place, and the reader is left with the conclusion that men are angels. There is an assumption that all with the right type of training and the proper coaching will fit into the TQM organization. Johnston, in summarizing various authors on the attitudes toward workers, stated that under TQM, the workers are viewed as the greatest source of improvements.(2) Workers who are managed correctly will take responsibility for their work, be committed to the organization, and have ownership of the service or product. Absenteeism and sick leave abuse are not a problem when workers feel like they are an important part of the business.(3) While this deduction is derived from MacGregor's Theory Y view of employees, work and management, it fails to provide for the prospect that some employees' behavior may not be modified by coaching and training, and that other measures, such as termination, may have to be utilized to correct the situation. The literature assumes that the involved in a TQM organization manifest a love for their work and are interested in doing their best for the organization. The purpose of this article is not to engage in a lengthy debate about the merits of Theory Y, but to recognize that in most organizations, the universality of these assumptions has its limits. In many organizations, some people were initially selected who did not fully subscribe to the organization's culture nor to the work ethic. Some persons lacked basic qualities such as trust, which, as one author noted, for an organization to manage without managers, one must assume that employees are trustworthy adults.(4) Most organizations, particularly public ones, are not created anew when they start the total quality experience. TQM is being implemented in on-going organizations that contain some individuals who lack some of the basic attributes to perform efficiently and effectively, and the organizations have failed to either correct or remove the problem employee. Without a significant modification in behavior or a severance from the organization, these individuals imperil an organization's implementation of TQM. To fully develop the plan for discipline and how it would be conducted in a TQM organization, it is necessary to review some of the basic concepts of TQM. Concepts of TQM Total Quality Management, as many authors have noted, is a total philosophy for running an organization. It has as its main objective the meeting of both internal and external customer's expectations through continuously improving all processes and products. It uses basic statistical tools to measure and refine work processes. Since quality is a top-level management responsibility, they must provide the work environment and organizational conditions to allow this to occur. The refinement, measurement and improvement comes from the workers closest to the daily processes. These workers have the knowledge and experience to make these improvements. However, unlike other processes which solicit employee input such as suggestion systems or quality circles, the quality management system takes the next logical step. Workers are organized into teams and given the power to modify and adapt the process as the team feels necessary. TQM writers argue that for the process to be successful, work groups must be empowered to function as a self-directed team.(5) Table 1: Comparison Between the Working Group and the Team Working Group Team * Strong, clearly focused leader * Shared leadership roles * Individual accountability * Individual & mutual accountability * The group's purpose is the * Specific team purpose that same as the broader the team itself delivers organizational mission * Individual work-products * Collective work-products * Runs efficient meetings * Encourages open-minded discussion & active problem solving meetings * Measures its effectiveness * Measures performance indirectly by its influence on directly by assessing others e. …

The Court Welfare Role: Finding the Balances?

Birmingham has twenty court welfare officers in three teams, undertaking all civil work in the city. As the largest group of civil workers in the country, they have found it difficult to share common identity. They recently spent a day examining the ideas and myths each team feels about the others, and identified nine tensions within their welfare role.

Evaluation of Self and Team Performance and Feelings of Satisfaction after Success and Failure

Evaluation of Self and Team Performance and Feelings of Satisfaction after Success and Failure