Top Incentives Research Articles

Greening development: Reducing urban tree canopy loss through incentives

Development and redevelopment are important drivers of tree removal and canopy loss in urban landscapes. Local ordinances are often used to curtail tree removal, but punitive regulations alone may not be enough to reduce urban tree canopy loss in land development. In Florida (US), efforts to balance trees and development have often relied on fees and fines, but with a recent backlash against tree regulations and the fast pace of urban growth, we explored the possible role of incentives in urban tree policies. We interviewed 20 land developers across Florida to understand their perspectives on current barriers and potential incentives for tree preservation and planting. We collected data from developers, whose perspectives on tree preservation are often unknown or overlooked, despite their significant role in tree planting, removal, and retention in and around cities. Our results show that major barriers to tree preservation and planting include requirements to grade sites for stormwater management, site constraints, and monetary costs. Most developers did not know of any existing incentives beyond intrinsic motivations but said that financial incentives would be most appealing to them. Top incentive suggestions include increasing building density, reducing impact fees and tax liability, and changing tree mitigation policies. Another promising finding is that developers are willing to work with regulators to find solutions that benefit both parties. Future research should consider evaluating the level of support and viability of different incentives by gathering feedback from policymakers, land developers, and the public.

Survey Evaluation of Nursing Emergency Preparedness Training

Introduction:An effective response to CBRNE requires that frontline staff, such as nurses, are adequately trained in Emergency Preparedness (EP). Understanding the current gaps in nursing knowledge of CBRNE is the first step in creating an effective training program. This study assessed EP training gaps and needs among nursing staff.Method:A web-based survey was distributed to all hospital nursing staff. The survey evaluated the CBRNE training that nurses received. Staff listed the types of training they had received and were asked to rate their confidence in performing various disaster-related competencies or capabilities. Competency confidence levels were also surveyed as those who feel; not at all confident or not very confident.Results:The survey assessed previous EP training. 572/763 Nursing Staff had completed the survey, for a response rate of 75%. Of the nurses who responded, areas in which they have been trained included: preparedness for radiological and nuclear agents (17.66% trained), preparedness for biological agents (22.20% trained), preparedness for chemical agents (27.45% trained), hazardous materials and patient decontamination (25% trained), and their own role within the hospital's ICS (31.29% trained), Patient evacuation (63.61% trained) and the hospital's EP plan (54.55% trained). The survey also assessed respondents' confidence in performing EP activities. The respondents reported lacking confidence in treating patients exposed to a radioactive material (59.9%), treating patients exposed to a biological agent (57.17%), and performing decontamination procedures (54.71%). The respondents reported having confidence in evacuating patients from units, departments, or hospitals (69.1%). The top incentives for participating in “nonrequired” training were no costs to complete the training (83.1%) and receiving continuing education credits (79.2%).Conclusion:A majority of nurses reported inadequate training in CBRNE events with a self-reported lack of confidence in responding to these events. A targeted and educational CBRNE curriculum and materials to enhance EP among nursing professionals are clearly indicated.

Training interns in nutrition and dietetics: a cross-sectional study of the barriers and motivators to being a Registered Dietitian Nutritionist preceptor

BackgroundAs is common across the health professions, training of Registered Dietitian Nutritionists (RDNs) requires experiential learning for interns/students to gain skills and demonstrate entry-level competency. Preceptors are essential to the experiential learning component of health care professional training, providing supervision and mentoring as students and interns gain the skills required for entry-level practice competency. Over the past 27 years, 47–73% of applicants to dietetic internships have received a placement. Practitioners willing to volunteer as preceptors are needed to generate more internship or experiential learning opportunities for the profession to continue to meet workforce demands.MethodsThe objective of this national-level online cross-sectional survey was to identify perceptions and attitudes associated with the preceptor role and incentives that might encourage precepting by current RDNs. A random sample of RDN and Nutrition and Dietetic Technicians, Registered (NDTR) professionals from the Commission on Dietetic Registration credentialed practitioner database were eligible to participate in the online survey. The main outcome measures included perceptions, attitudes, and preferred incentives to precept compared by preceptor experience categories (current, former, never precepted). Comparisons of perceptions, attitudes, and preferred incentives were made between preceptor experience categories using Chi-square and ANOVA.ResultsOf 2464 invitations, 308 participants had complete variables for analysis. Top incentives were the opportunity to earn continuing education units (65.9%) and having expenses paid to attend a national conference (49.5%). Significantly more (P < 0.001) “former” and “never” preceptors reported the ability to choose when to take an intern, training on how to teach and communicate with interns, and access to an “on-call” specialist as incentives compared to “current” preceptors. Significantly more (P < 0.01) “never” preceptors reported training on internship expectations and the ability to provide input on intern selection process as incentives compared to “current” or “former” preceptors.ConclusionsIncentives to serve as a preceptor differ based on “current”, “former”, or “never” precepted status. Promoting and strategizing solutions to the current imbalance between the greater number of dietetic internship applicants compared to preceptors should be targeted based on preceptor status to retain current preceptors, encourage former preceptors to return and recruit professionals who have never served.

Training Interns in Nutrition and Dietetics: Barriers and Motivators to Being a Preceptor

Abstract Objectives Identify the perceptions and attitudes associated with the preceptor role and incentives that might encourage precepting among nutrition and dietetics professionals in the United States. Methods A random sample of RDN and NDTR professionals from the Commission on Dietetic Registration credentialed practitioner database were invited to complete an online survey about knowledge, attitudes, and perceptions of the preceptor role. The survey was adapted from previous published instruments and validated via external content review, pretesting and post-test evaluation with pilot respondents. Results A total of 311 of 2464 invited eligible participants completed the survey, yielding a response rate of 12.6%. The majority of the sample was white, non-Hispanic with an average age of 44 years. More participants had never served as a preceptor (41%) compared to those that were current preceptors (38%) or former preceptors (21%). Respondents were asked what types of incentives would encourage them to continue to train interns or to consider precepting. The top incentives for all participants were the opportunity to earn continuing education units (65.9%) and having expenses paid to attend a national conference (49.5%). Significantly more (P &amp;lt; .001) former preceptors and those that never precepted reported the ability to choose when to take an intern, training on how to teach and communicate with interns and access to an “on-call” specialist for help or assistance with issues when they arise as incentives compared to current preceptors. Significantly more (P &amp;lt; .01) participants who have never precepted reported training on the internship expectations and the ability to provide input on intern selection process were incentives compared to current or former preceptors. Conclusions Incentives to serve as a preceptor differ based on current, former or never served as a preceptor status. Our results suggest promoting and strategizing solutions to the current imbalance between dietetic internship applicants and qualified preceptors should be targeted based on current, former or never precepted status in order to retain current preceptors, encourage former preceptors to return to precepting and recruit professionals that have never served as preceptors. Funding Sources None

An integrated Lean, Green and Six Sigma strategies

PurposeThe purpose of this paper is to present a systematic literature review and its analysis concerning a possible framework, compatibility, drivers and barriers for integrating three manufacturing strategies – Lean, Green and Six Sigma. In particular, analyzing current proposals and identifying the literature gaps in the existing literature from which future research directions and challenges have been suggested for developing a specific integrated framework for the Indian manufacturing industry.Design/methodology/approachThis study explores manufacturing strategic area in depth through literature review, which will point out to the better understanding of the compatibility and impact of these initiatives through the conceptual framework, on the performance of the manufacturing organization.FindingsThe review of shortlisted articles indicates that Lean, Green and Six Sigma (LGSS) strategies help the manufacturing organizations to compete in global markets through the impact of a sustainability strategy for their business. Various researchers provide evidence of challenges like cost reduction, quality improvement, on-time delivery, changing needs of the customers and scarce resources that can be overcome through these strategies to achieve overall business objectives.Research limitations/implicationsIn this research, only works of literature related to LGSS and sustainability have been studied so information related to linking between these strategies in manufacturing industries is limited.Practical implicationsHelp the manufacturing practitioners to deploy three strategies simultaneously in an environment when the linking among LGSS methods in manufacturing industries has not been established. Hence simultaneous deployment of these three strategies helps the organization to boost its operational and environmental performance.Social implicationsThe strategies, LGSS, will be adopted in the operational management to reduce both waste and pollution which will definitely help to society. It will highlight the need for cost effective and easy to implement solutions as well as brand building, which is one of the top incentives for LGSS, highlighting the importance of public perception of how companies operate.Originality/valueAn integrated framework of the LGSS will help the Indian manufacturing industries to improve performance and competitiveness in the global market.

Incentives and barriers to OER adoption: A qualitative analysis of faculty perceptions

In this paper, 218 U.S faculty responses regarding Open Educational Resources (OER) were qualitatively analyzed. Ten categories emerged in the coding process. The top three categories that indicated barriers to the adoption of OER were need more information (faculty wanted more information before they would be willing to adopt OER), lack of discoverability (faculty wanted to be able to easily find repositories of OER), and confusing OER with digital resources (faculty were unaware of the difference between digital resources and OER). The top incentives identified in this analysis to overcome these barriers include student cost benefits (saving students money), student pedagogical benefits (faculty being able to make changes to OER to improve course content and instruction), and institutional support for the adoption of OER (whether in the form of course load reduction, curricular research assistance, or library support for finding and adopting OER). Future research is needed to better understand how to address and overcome these barriers to OER adoption.

Aligning Preparation and Practice

Principal standards and license requirements in each of the 50 states are analyzed in this qualitative study in light of federal Race to the Top incentives for states to strengthen school leadership preparation and practice. Nineteen states have adopted the 2008 Educational Leadership Consortium Council (ELCC) standards verbatim and the remaining 31 state principal standards include the basic tenets of ELCC standards, as well as additional standards that reflect each state’s particular focus. These standards are increasingly being used as the basis of practicing principals’ evaluations as part of states’ initiatives to secure federal Race to the Top funds. The ELCC standards also serve as the criteria for national principal preparation accreditation from the Council for the Accreditation of Educational Programs. State requirements for obtaining a principal license, however, do not necessarily align with these professional standards of practice, which might indicate a gap in the principal development pipeline. Common license requirements focus primarily on basic requirements of teaching experience, degree or program completion, and passing a state assessment, but many states do not specify that preparation programs must be accredited, nor are state assessments necessarily aligned with ELCC standards. A rubric is provided for assessing the alignment of the components of a state school leadership licensure system that is aligned with the ELCC standards and reflects best practices found in the research regarding qualifications for school leadership.

To dope or not to dope: Elite athletes’ perceptions of doping deterrents and incentives

AimThis study aims to examine the circumstances which athletes say affect their (hypothetical) considerations of whether to dope or not and explore the differences between athletes of different gender, age and sport type. Methods645 elite athletes (mean age: 22.12; response rate: 43%) representing 40 sports completed a web-based questionnaire. Participants were asked to imagine themselves in a situation in which they had to decide whether to dope or not to dope and then evaluate how different circumstances would affect their decisions. ResultsMultiple circumstances had an effect on athletes’ hypothetical decisions. The most effective deterrents were related to legal and social sanctions, side-effects and moral considerations. Female athletes and younger athletes evaluated more reasons as deterrents than older, male athletes. When confronted with incentives to dope, the type of sport was often a more decisive factor. Top incentives were related to qualified medical assistance, improved health or faster recovery from injury, the low risk of being caught and the threat posed to an elite career. ConclusionsOur results reveal that numerous circumstances affect athletes’ thoughts on doping and athletes of different gender, age and sport type reacted differently to a variety of circumstances that may potentially deter or trigger doping. Particularly notable findings were the potential role of doctors in athletes’ doping and that the current punitive anti-doping approach seems to deter athletes, although the fear of social sanctions was almost as great a deterrent. ImplicationsAnti-doping prevention strategies should be diversified to target specific groups of athletes.

Incentives and Mutual Fund Performance: Higher Performance or Just Higher Risk Taking?

We study the impact of contractual incentives on the performance of mutual funds. We find that high-incentive contracts induce managers to take more risk and reduce the funds' probability of survival. Yet, funds with high-incentive contracts deliver higher risk-adjusted return, and the superior performance remains persistent. The top incentive quintile of funds outperforms the bottom quintile by 2.70% per year. Moreover, high-incentive winner funds from one year have a positive alpha of 0.41% per month in the following year. Focusing on funds' holdings, we show that active portfolio rebalancing is the main channel through which incentives increase performance. The Author 2008. Published by Oxford University Press on behalf of The Society for Financial Studies. All rights reserved. For Permissions, please e-mail: journals.permissions@oxfordjournals.org, Oxford University Press.

Incentives and Mutual Fund Performance: Higher Performance or Just Higher Risk Taking?

We study the impact of contractual incentives on the risk-taking behavior and the performance of US mutual funds. We measure incentives using the shape, i.e. concavity, of the fee structure in the advisory contract. Compared to the standard linear fee structure, a concave structure should create a disincentive to take more risk. Our results show that a high incentive contract induces managers to take more risk and reduces the funds' probability of survival. On the other hand, high-incentive funds deliver higher return. The net of these two effects is that incentives increase the risk-adjusted performance of the fund. In particular, the top incentive quintile of funds outperforms the bottom incentive quintile by about 2.7 percent per year. Moreover, the performance of the high-incentive funds is highly persistent. High-incentive winner funds from one year have a positive alpha of 41 basis points per month in the following year. By focusing on the funds' holdings, we show that active portfolio rebalancing is the main channel through which incentives increase performance.

Implementation of HACCP system in China: A survey of food enterprises involved

The paper reports the results of the study on HACCP implementation in China based on analyzing the findings of a survey on 27 food enterprises involved. The results indicate that large- and medium-sized food enterprises dominate over the implementation of HACCP system in China. The product types produced by food enterprises in China that implement HACCP system are those with a hold in international market. China’s food enterprises take the implementation of HACCP system as a strategy to gain market competition advantage. The top incentives for China’s food enterprises implementing HACCP system are that HACCP system can provide them more chances to access to new markets, improve product quality and increase market share, showing that the major incentives of HACCP implementation in China are market-oriented.

Faculty Participation in the Pennsylvania State University World Campus: Identifying barriers to success

The study investigates faculty participation in Pennsylvania State University's electronic distance education, degree-granting campus. The objective of the study was to ascertain the difficulties faculty members and their administrators have when faculty choose to teach in an electronic campus set up within a large, traditional, research institution. The study draws on the views of participants to identify the key barriers, major concerns, and top incentives for faculty members who choose to teach in the new electronic campus environment.