Impact of an LGBTQ Campus Recreation Student Employee Training Initiative on Professional Competencies

2021 ◽  
pp. 155886612110101
Author(s):  
Austin R. Anderson ◽  
Eric Knee ◽  
William D. Ramos
Keyword(s):  
Management Practices ◽  
Diversity Training ◽  
Employee Training ◽  
Diversity Management ◽  
Professional Competencies ◽  
Recreational Sport ◽  
Staff Members ◽  
Training Initiative ◽  
Starting Point ◽  
The Impact

Campus recreational sport programs strive to create an environment that is accessible to diverse participants, including LGBTQ population groups. While improvement has been made in promoting resources and workgroups related to diversity management practices, little empirical evidence exists as it relates to the efficacy of diversity trainings for recreational sport employees. This study analyzed the impact of a diversity training program geared toward the development of affirming recreational sport practices for LGBTQ populations and exploring the professional competencies related to LGBTQ inclusion that are practiced within in a collegiate recreational sport setting. Results indicated that the targeted training initiative was effective in statistically improving employee confidence as it relates to LGBTQ professional competencies ( p < .000), while nonattendance at the training showed no statistically significant differences in such competencies. This study serves as a starting point for investigating the impact of LGBTQ-specific diversity training programs on recreational sport staff members.

scholarly journals LGBTQ Training for Aquatic Employees: Impact on Attitudes and Professional Competencies

2020 ◽  
Vol 12 (3) ◽  
Author(s):  
Austin Anderson ◽  
Eric Knee ◽  
William Ramos
Keyword(s):  
Quantitative Research ◽  
Diversity Training ◽  
Training Session ◽  
Professional Competencies ◽  
Control Group ◽  
Recreational Sports ◽  
Training Initiative ◽  
Competency Based ◽  
Initial Support ◽  
The Impact

This study examined the impact of a LGBTQ diversity training on the attitudes and professional competencies of aquatic employees within a campus recreational sports setting. While diversity training is often discussed as a key component of inclusive aquatic programming, little empirical research examining the outcomes associated with such trainings exists. As such, members of the research team developed, implemented, and evaluated a four-month long training program consisting of one in-person training session and monthly inclusion handouts discussing issues related to the inclusion of LGBTQ participants. A comparative quantitative research design was used to measure employee’s attitudes towards the LGBTQ population and inclusive-recreational sports aquatic professional competencies for both individuals who underwent the training and a control group of employees who did not participate in the training. Results indicate initial support for this training initiative with those who attended the training scoring higher on average in both attitudinal and competency-based measures.

scholarly journals Impact of Diversity Management on Employees’ Engagement: The Role of Organizational Trust and Job Insecurity

2021 ◽  
Vol 14 (1) ◽  
pp. 420
Author(s):  
Ayman Alshaabani ◽  
Khadija Aya Hamza ◽  
Ildikó Rudnák
Keyword(s):  
Structural Equation ◽  
Management Practices ◽  
Job Insecurity ◽  
Organizational Trust ◽  
Diversity Management ◽  
Work Conditions ◽  
Equation Modeling ◽  
Analysis Tool ◽  
The Impact

The frequent world changes raised by globalization, new technology development, and the increase in migration movements have generated an immensely diversified workforce. To face these challenges, managers started to seek the best strategies to effectively run this mixed environment and implement the leading diversity management policies for human resource management sustainability, which is also considered as very constructive in boosting employees’ performance, motivation, satisfaction, as well as their work engagement. Consistently, this paper examines the impact of service companies’ diversity management systems on employees’ engagement and the moderating role of organizational trust and job insecurity in that relationship. As we opted for a quantitative study, we managed a survey based on a questionnaire dedicated to 580 employees working in Hungarian companies, specializing in Marketing, Management consulting, IT, and logistics services, to effectively assess the hypothesis concluded from the literature review. With the use of structural equation modeling (SEM) as a data analysis tool, our findings reveal that diversity management has a positive significant effect on Employees’ engagement and that organizational trust and job insecurity truly and significantly mediate that association. Along with social exchange theory, our research contributes to affirming that by implementing proper diversity management practices and by ensuring a trustworthy environment and outstanding work conditions, managers are constructively able to assist their employees, raise their involvement, and minimize the level of job insecurities.

An evaluation of the impact of attachment and trauma training for pupil referral unit staff

2020 ◽  
Vol 2 (2) ◽  
pp. 75-91
Author(s):  
Rebecca Greenhalgh ◽  
Siana Fflur ◽  
Katherine Donnelly ◽  
Helen Kirkaldie ◽  
Lynn McDonnell
Keyword(s):  
Systems Approach ◽  
Added Value ◽  
Monthly Basis ◽  
Staff Members ◽  
Starting Point ◽  
Training Post ◽  
Trauma Informed ◽  
Work Education ◽  
The Impact ◽  
Whole Systems

Background: The Gwent Attachment Service trained four pupil referral units (PRUs) staff in attachment- and trauma-informed work. Education staff received 2 days of training and then attended six skills development sessions (SDSs) on a monthly basis to embed the training concepts into their work. This model takes a “whole systems approach” to intervention, drawing on evidence suggesting that having a supportive and consistent system around a child that takes into account their attachment needs leads to better outcomes. Methods: Self-reported knowledge of attachment- and trauma-informed work, confidence in carrying out this work, and worries about implementing this work were collected from 64 education staff members across the four PRUs. Measures were repeated at three time points: pre-training, post-training, and post-SDS. Results: Knowledge and confidence increased from pre- to post-training. Knowledge did not significantly differ between post-training and post-SDS. Confidence was lower at post-SDS than post-training but remained above pre-training ratings. Worries decreased from pre- to post-training and decreased again post-SDS. Conclusion: Training and SDSs can improve teaching staffs’ perception of their knowledge and confidence, while reducing worries about working in an attachment- and trauma-informed way. SDSs decreased worries about working in an attachment- and trauma-informed way over and above training alone, indicating that the SDSs contribute added value. This study presents a promising starting point for improving the lives of children and young people who have experienced trauma and have attachment difficulties.

Accounting firms’ talent management practices: perceived importance and its impact on auditors’ performance

2022 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Ramesh Ruben Louis ◽  
Noor Adwa Sulaiman ◽  
Zarina Zakaria
Keyword(s):  
Management Practices ◽  
Management Training ◽  
Talent Management ◽  
Training And Development ◽  
Top Management ◽  
Content Type ◽  
Staff Members ◽  
Ethics Management ◽  
Prior Literature ◽  
The Impact

Purpose Prior literature on talent management (TM) in the audit setting has suggested several practices that may affect auditors’ performance. However, the study is limited in terms of a measurable set of comprehensive constructs of TM in the audit setting, as well as the impact of comprehensive TM constructs on auditors’ performance. Thus, the purpose of this study is to examine TM practices perceived to be important by auditors for auditors’ performance. Design/methodology/approach Data were obtained from 307 survey questionnaires received from auditors of large- as well as small- and medium-sized firms. Findings The study respondents perceived TM attributes related to supervision and review practices as the most vital for auditors’ performance. This category was followed by attributes related to ethics management practices along with training and development. The findings reveal that respondents generally perceived lower significance for attributes pertaining to work–life balance (WLB) and establishing a TM policy for auditors’ performance. While both top management and staff members of audit firms regarded WLB and establishing a TM policy to be of lower significance, top management placed greater importance on attributes related to ethics management, while staff perceived training and development attributes to be more critical. Originality/value This study examined a comprehensive set of TM practices (establishing a TM policy, recruitment, ethics management, training and development, supervision and review, remuneration, WLB and succession planning) and assessed the perceptions of audit practitioners on the significance of these practices on auditors’ performance.

The impact of ISO 9001 implementation on organizational performance in Kenya

2015 ◽  
Vol 27 (6) ◽  
pp. 761-771 ◽  
Author(s):  
Jacqueline Ochieng ◽  
David Muturi ◽  
Samuel N. Njihia
Keyword(s):  
Quality Management ◽  
Organizational Performance ◽  
Management Practices ◽  
Iso 9001 ◽  
Content Type ◽  
Quality Management Practices ◽  
Starting Point ◽  
Net Assets ◽  
Iso Certification ◽  
The Impact

Purpose – The purpose of this paper is to establish the effect of ISO 9001 implementation on the performance of organizations in Kenya. It specifically targeted organizations listed on the Nairobi Securities Exchange (NSE) which is the leading securities exchange in East Africa. Design/methodology/approach – The survey made use of web content analysis to collect data from these organizations’ web sites. Data were collected on net profit, turnover and net assets over a four-year period (2010-2013). The research used statistical data analysis to investigate the association between ISO 9001 implementation and performance. Findings – Results of the survey reveal that ISO 9001 certification influenced return on net assets of the organizations thereby influencing their performance. There was significant differences in net asset value among organizations with ISO 9001 certification and those that did not possess the certification. On profit and revenue, there were no significant differences between the ISO 9001 certified and non-certified organizations. Research limitations/implications – The research findings are limited to those organizations listed in the NSE and may not be generalized to other organizations. The study is further limited by the number of organizations participating in the study which was 20. Practical implications – The findings of the study provide justification for adoption of ISO 9001 standard in organizations in all key sectors of the Kenyan economy for sustained quality management practices. The ISO 9001 certified companies will enhance their quality management practices to achieve the successes documented in this paper while those yet to embrace the standards will draw lessons from such successes which may offer them compelling arguments to adopt them. Originality/value – Since the adoption and uptake of ISO certification in Kenya over a decade ago, no study has been carried out that directly relates ISO certification to organizational performance. This study will thus be useful as a starting point in documenting the ISO standard’s impact.

Can Employee Training Influence Local Fiscal Outcomes?

2020 ◽  
Vol 50 (4-5) ◽  
pp. 401-414
Author(s):  
Thomas Luke Spreen ◽  
Whitney Afonso ◽  
Ed Gerrish
Keyword(s):  
Decision Making ◽  
North Carolina ◽  
Performance Management ◽  
Local Governments ◽  
Management Practices ◽  
Employee Training ◽  
Municipal Governments ◽  
Performance Benchmarking ◽  
The Impact ◽  
Fiscal Outcomes

Employee training is often viewed as essential for incorporating performance management practices into public organizations, but few studies directly link training programs to subsequent changes in organizational outcomes. Typically, evaluations of the impact of training and management innovations more broadly focuses narrowly on improvements at the mean of the distribution, ignoring isomorphic pressures that may spur divergent responses at opposite tails of the distribution. We examine these notions by testing whether training local government personnel on the use of financial performance information in decision-making influences fiscal outcomes. Specifically, we compare the outcomes of North Carolina local governments whose employees participated in training on a new fiscal benchmarking tool at the University of North Carolina School of Government to peer governments that did not participate. Municipal governments with at least one trained employee experienced modest changes, on average, across most of the financial ratios reported in the benchmarking tool. By comparison, the dispersion of the reported outcomes declined considerably among municipal governments whose employees participated in training in comparison to control governments. The strength of this response increased with the number of public officials trained. The results indicate that employee training can facilitate the use of performance benchmarking systems in public sector decision-making. They also suggest that benchmarking without explicit performance targets may encourage convergence toward the average outcome.

The Impact of Shariah Governance and Corporate Governance on the Risk Management Practices: Evidence from Local and Foreign Islamic Banks in Malaysia

2018 ◽  
Vol 15 (2) ◽  
pp. 1-20
Author(s):  
Sabri Embi ◽  
Zurina Shafii
Keyword(s):  
Risk Management ◽  
Corporate Governance ◽  
Management Practices ◽  
Principal Component ◽  
T Test ◽  
The Body ◽  
Primary Data ◽  
Islamic Banks ◽  
Shariah Governance ◽  
The Impact

The purpose of this study is to examine the impact of Shariah governance and corporate governance (CG) on the risk management practices (RMPs) of local Islamic banks and foreign Islamic banks operating in Malaysia. The Shariah governance comprises the Shariah review (SR) and Shariah audit (SA) variables. The study also evaluates the level of RMPs, CG, SR, and SA between these two type of banks. With the aid of SPSS version 20, the items for RMPs, CG, SR, and SA were subjected to principal component analysis (PCA). From the PCA, one component or factor was extracted each for the CG, SR, and RMPs while another two factors were extracted for the SA. Primary data was collected using a self-administered survey questionnaire. The questionnaire covers four aspects ; CG, SR, SA, and RMPs. The data received from the 300 usable questionnaires were subjected to correlation and regression analyses as well as an independent t-test. The result of correlation analysis shows that all the four variables have large positive correlations with each other indicating a strong and significant relationship between them. From the regression analysis undertaken, CG, SR, and SA together explained 52.3 percent of the RMPs and CG emerged as the most influential variable that impacts the RMPs. The independent t-test carried out shows that there were significant differences in the CG and SA between the local and foreign Islamic banks. However, there were no significant differences between the two types of the bank in relation to SR and RMPs. The study has contributed to the body of knowledge and is beneficial to academicians, industry players, regulators, and other stakeholders.

Management of grazing systems

1989 ◽  
pp. 117-122 ◽  
Author(s):  
J. Hodgson
Keyword(s):  
Management Practices ◽  
Management Control ◽  
Grazing Management ◽  
Relative Importance ◽  
Stocking Rate ◽  
Pastoral Systems ◽  
Starting Point ◽  
Alternative Means ◽  
Grazing Systems ◽  
Stocking Rates

Recent assessments of the relative importance of stocking rate. stocking policy and grazing management on the output from pastoral systems are used as a starting point to argue the need for objective pasture assessments to aid control of livestock enterprises to meet production targets. Variations in stocking rates, stocking policy and other management practices all provide alternative means of control of pasture conditions which are the major determinants of pasture and animal performance. Understanding of the influence of pasture conditions on systems performance should provide a better basis for management control and for Communication between farmers, extension officers and researchers. Keywords: Stocking rate, pasture condition, pasture cover

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