scholarly journals COOPERATIVISM IN FOREST COMMUNITIES IN THE AMAZON: WHAT DO NON-MEMBERS SAY?

2019 ◽  
Vol 22 ◽  
Author(s):  
Adria Marielen Paz Sousa ◽  
Biane Silva Pontes ◽  
Maria Jociléia Soares da Silva ◽  
Thiago Almeida Vieira
Keyword(s):  
Selection Process ◽  
Agroforestry Systems ◽  
Road Maintenance ◽  
Structured Interviews ◽  
Admission Process ◽  
New Members ◽  
Community Activities ◽  
Honey Production ◽  
Red Tape ◽  
Flour Production

Abstract The National Forest of Tapajós is a reserve in the western region of the state of Pará and in 2005 the Cooperativa Mista da Floresta Nacional do Tapajós was founded, with the main objective of applying forest management through community activities. This paper aimed to identify and evaluate the viewpoint of non-member residents about this cooperative, as well as to find alternative production forms. It was used a matrix of Strengths, Opportunities, Weaknesses, and Threats, semi-structured interviews, a Priority Matrix, and a Plan of Action. The most important benefits cited were the donation of wood, road maintenance and jobs for the members. Problems in the admission process related to red tape and lack of transparency in the selection process of new members should be overcome. Cassava planting and flour production; handicrafts; tourism; establishment of agroforestry systems; honey production were the main productive activities indicated in the Plan of Action.

scholarly journals Comparative Reliability of Structured Versus Unstructured Interviews in the Admission Process of a Residency Program

2011 ◽  
Vol 3 (4) ◽  
pp. 517-523 ◽  
Author(s):  
Danielle Blouin ◽  
Andrew G. Day ◽  
Andrey Pavlov
Keyword(s):  
Residency Program ◽  
Variance Components ◽  
Critical Incident ◽  
Selection Process ◽  
Job Analysis ◽  
Structured Interview ◽  
Structured Interviews ◽  
Admission Process ◽  
Resident Selection ◽  
Overall Reliability

Abstract Background Although never directly compared, structured interviews are reported as being more reliable than unstructured interviews. This study compared the reliability of both types of interview when applied to a common pool of applicants for positions in an emergency medicine residency program. Methods In 2008, one structured interview was added to the two unstructured interviews traditionally used in our resident selection process. A formal job analysis using the critical incident technique guided the development of the structured interview tool. This tool consisted of 7 scenarios assessing 4 of the domains deemed essential for success as a resident in this program. The traditional interview tool assessed 5 general criteria. In addition to these criteria, the unstructured panel members were asked to rate each candidate on the same 4 essential domains rated by the structured panel members. All 3 panels interviewed all candidates. Main outcomes were the overall, interitem, and interrater reliabilities, the correlations between interview panels, and the dimensionality of each interview tool. Results Thirty candidates were interviewed. The overall reliability reached 0.43 for the structured interview, and 0.81 and 0.71 for the unstructured interviews. Analyses of the variance components showed a high interrater, low interitem reliability for the structured interview, and a high interrater, high interitem reliability for the unstructured interviews. The summary measures from the 2 unstructured interviews were significantly correlated, but neither was correlated with the structured interview. Only the structured interview was multidimensional. Conclusions A structured interview did not yield a higher overall reliability than both unstructured interviews. The lower reliability is explained by a lower interitem reliability, which in turn is due to the multidimensionality of the interview tool. Both unstructured panels consistently rated a single dimension, even when prompted to assess the 4 specific domains established as essential to succeed in this residency program.

scholarly journals The Impact of Social Media Use on Consumers’ Restaurant Consumption Experiences: A Qualitative Study

2021 ◽  
Vol 13 (12) ◽  
pp. 6581
Author(s):  
Jooyoung Hwang ◽  
Anita Eves ◽  
Jason L. Stienmetz
Keyword(s):  
Decision Making ◽  
Social Media ◽  
Selection Process ◽  
Decision Making Process ◽  
Structured Interviews ◽  
High Standards ◽  
Tourism And Hospitality Industry ◽  
Tourism And Hospitality ◽  
Search For Information ◽  
The Impact

Travellers have high standards and regard restaurants as important travel attributes. In the tourism and hospitality industry, the use of developed tools (e.g., smartphones and location-based tablets) has been popularised as a way for travellers to easily search for information and to book venues. Qualitative research using semi-structured interviews based on the face-to-face approach was adopted for this study to examine how consumers’ restaurant selection processes are performed with the utilisation of social media on smartphones. Then, thematic analysis was adopted. The findings of this research show that the adoption of social media on smartphones is positively related with consumers’ gratification. More specifically, when consumers regard that process, content and social gratification are satisfied, their intention to adopt social media is fulfilled. It is suggested by this study that consumers’ restaurant decision-making process needs to be understood, as each stage of the decision-making process is not independent; all the stages of the restaurant selection process are organically connected and influence one another.

scholarly journals HIV and AIDS knowledge and sexual behaviours amongst secondary school learners in Harare, Zimbabwe

2012 ◽  
Vol 17 (1) ◽  
Author(s):  
Margaret Mlingo ◽  
Valerie J. Ehlers ◽  
Janetta Roos
Keyword(s):  
Secondary School ◽  
Immune Deficiency Syndrome ◽  
Deficiency Syndrome ◽  
Hiv And Aids ◽  
Structured Interviews ◽  
Prevention Education ◽  
Community Activities ◽  
Sexual Activities ◽  
Aids Knowledge ◽  
Grade 8

Efforts to stem the tide of the Human immunodeficiency virus (HIV) and Acquired immune deficiency syndrome (AIDS) pandemic in Africa emphasise the necessity that learners should be able to make informed decisions. Although learners in Zimbabwe’s schools are taught about HIV and AIDS, the extent of their knowledge needed to be determined. The major objective was to assess the knowledge of secondary school learners in Harare, Zimbabwe, about HIV and AIDS. Structured interviews were conducted with 75 Grade 8 (Form 1) secondary school learners from four schools in Harare.Most learners had obtained their HIV and AIDS knowledge from schools, but some did so from their parents, community activities, the radio or television. No learner had commenced with sexual activities and all had heard about HIV, but not all knew what HIV was, and even fewer could define AIDS. Less than one-third of the learners could mention the three most important HIV preventive measures. Most learners were willing to undergo voluntary counselling and testing (VCT), but few had done so. As no learner had commenced sexual activities, opportunities existed to empower Grade 8 (Form 1) learners with adequate HIV and AIDS knowledge. Generally the learners’ HIV and AIDS knowledge levels were high but some misconceptions existed. Schools should engage with radio and television programmes to address misconceptions about HIV and AIDS. Learners should be enabled to access VCT services. More effective HIV prevention education in Zimbabwe’s schools, could enable more youth to remain HIV negative.OpsommingPogings om die Menslike Immuniteitsgebrekvirus (MIV) en Verworwe immuniteits-gebreksindroom (VIGS) pandemiese golf in Afrika te stuit, beklemtoon die noodsaaklikheid dat leerders ingeligte besluite moet kan neem. Alhoewel leerders in Zimbabwe se skole onderrig word oor MIV en VIGS, behoort die omvang van die kennis vasgestel te word. Die hoofdoelwit was om sekondêre skool leerders van Harare, Zimbabwe, se MIV en VIGS kennis te bepaal. Gestruktureerde onderhoude is gevoer met 75 Graad 8 (Vorm 1) sekondêre skool leerders van vier skole in Harare.Die meeste leerders het hulle MIV and VIGS kennis by skole opgedoen terwyl ‘n paar dit van hulle ouers, gemeenskapsaktiwiteite, die radio en televisie gekry het. Geen leerders het met seksuele aktiwiteite begin nie, almal het van MIV gehoor, maar nie almal het geweet wat MIV is nie, en nog minder kon VIGS definieer. Minder as een-derde kon die drie belangrikste MIV voorkomende maatreëls noem. Die meeste leerders was gewillig om vrywillige berading en toetsing (VBT) te ondergaan, maar min het dit reeds gedoen.Aangesien geen leerder seksueel aktief was nie, bestaan geleenthede om Graad 8 (Vorm 1)leerders te bemagtig om ingeligte besluite te neem. Oor die algemeen was die leerders se MIV en VIGS kennisvlakke hoog, maar wanopvattings het bestaan Skole behoort saam te werk met radio en televisie programme ten einde wanopvattings aan te spreek. Leerders moet in staat gestel word om VBT dienste te benut. Doeltreffender MIV en VIGS voorligting in Zimbabwe se skole, kan meer jong mense in staat stel of HIV negatief te bly.

scholarly journals ACADEMIC STAFF SELECTION IN THE SULTANATE OF OMAN – THE CASE OF COLLEGES OF TECHNOLOGY

2020 ◽  
Vol 5 (11) ◽  
pp. 128-145
Author(s):  
Khamis Said Nasser Al Muniri
Keyword(s):  
Selection Process ◽  
Academic Staff ◽  
Inductive Reasoning ◽  
Structured Interviews ◽  
Government Officials ◽  
Main Method ◽  
Colleges Of Technology ◽  
College Of Technology ◽  
Research Findings ◽  
Recruitment And Selection

This paper looks at the academic staff selection practices at the Colleges of Technology in Oman. An inductive reasoning or bottom up approach was used in this research project. The main method of data collection used was semi-structured interviews conducted with selected government officials whose position and experience would enable them to provide useful data on the issues being explore. Some of the main findings of the research was that the interviewers predominantly conducted unstructured interviews and the interviewers had not received any training on how to conduct interviews and carryout the selection process. In addition, the interviewers did not have any standard selection criteria when recruiting academic staff to the college of technology. The research findings will help administrators in Oman to improve the recruitment and selection process of academic Staff.

Implementation and normalization process of asynchronous video interviewing practices in the hospitality industry

2018 ◽  
Vol 30 (2) ◽  
pp. 685-701 ◽  
Author(s):  
Cynthia Mejia ◽  
Edwin N. Torres
Keyword(s):  
Hospitality Industry ◽  
Selection Process ◽  
New Technology ◽  
Implementation Process ◽  
Structured Interviews ◽  
Research Attention ◽  
Content Type ◽  
Recruitment And Selection ◽  
The Impact ◽  
Normalization Process

Purpose Asynchronous video interviews (AVIs) enable recruiters and job candidates to conduct and review employment interviews at different points in time, promising improved cost and time efficiencies for all users. This research aims to investigate the implementation and normalization process of AVI in the hospitality industry with the unified theory of acceptance and use of technology (UTAUT) and the normalization process theory (NPT) providing theoretical support. Design/methodology/approach Semi-structured interviews have been conducted with hiring managers from three different hospitality companies, which were in different stages of the implementation process. The data have been recorded, transcribed and coded according to the UTAUT and NPT constructs, revealing emergent themes. Findings Five overarching themes emerged: AVI effort and efficiency expectation; augmentation to the interview process; challenges for the applicant; challenges for the recruiter; and issues with applicant interviewing aesthetics. Additional coding and analysis with NPT identified the following in terms of evaluation of the implementation process: participants’ implementation activities showed a tendency to emanate from cognitive participation (relationship work), leading to coherence (sense-making work), followed by collective action (enactment of work/operational work) and finally reflexive monitoring (appraisal work). Practical implications Findings from this research include recommendations for the best practices integrating AVI into the hospitality employee selection process. Originality/value Given the increased demands on the recruitment and selection of talent in the hospitality industry, several organizations have turned to mechanized HR software platforms. The impact of interview modalities and particularly AVI has received limited research attention, thus this study expanded this new stream of literature. Furthermore, this research is among a nascent stream using NPT to evaluate the implementation and normalization of this new technology.

Investigating Barriers That May Influence the Implementation and Use of E-HRM Tools in the Organization

2021 ◽  
pp. 350-370
Author(s):  
Hamid Agahi ◽  
Sarist Gulthawatvichai
Keyword(s):  
Human Resource ◽  
Selection Process ◽  
Business Sector ◽  
Human Resource Managers ◽  
Structured Interviews ◽  
Resource Managers ◽  
Recruitment And Selection ◽  
Study Participants ◽  
Selection Of

Human resource managers (HRMs) can use electronic-human resource management (E-HRMs) tools to improve human resources practices, including recruitment and selection of employees. Grounded in the theoretical framework of a unified theory of acceptance (UTAUT), this present qualitative case study investigated the potential barriers that influence the implementation and use of E-HRMs in Thailand's business sector. Human resource professionals from the business sector, including hotels in Thailand, were the study participants. Semi-structured interviews with open-ended questions were used as data collection instruments. Qualitative data collected was analyzed using thematic content analysis. The challenges impact the recruitment and selection process by making the employment process complex and poor selection of employees. HRMs should support E-HRMs as the advanced technologies to improve recruitment and selection of competent employees. In conclusion, E-HRMs are effective information systems that support electronic recruitment and selection of qualified employees.

scholarly journals Rebuilding Relocated Tribal Communities Better via Culture: Livelihood and Social Resilience for Disaster Risk Reduction

2020 ◽  
Vol 12 (11) ◽  
pp. 4538 ◽  
Author(s):  
Pei-Shan Lin ◽  
Wei-Cheng Lin
Keyword(s):  
Recovery Process ◽  
Indigenous Communities ◽  
Disaster Risk ◽  
Social Aspect ◽  
Social Resilience ◽  
Structured Interviews ◽  
Community Recovery ◽  
Community Activities ◽  
Recovery Culture ◽  
Post Disaster

Building back better is the goal of post-disaster recovery. However, most of the extant literature focuses on hardware reconstruction and there is a lack of attention on the social aspect of recovery. This study aims to understand the role of culture in the recovery process of relocating indigenous communities through tourism livelihood. A Tsou indigenous settlement, relocated after the 2009 Typhoon Morakot in Taiwan, was used as a case study. Field data were collected through participant observations in tourism and community activities as well as semi-structured interviews over a period of 15 months. The study found that appealing to a relocated tribe’s culture, not their land, as their community’s foundation could reduce conflicts within the community and increase social resilience. Indigenous culture-based tourism could serve as an important source of livelihood for such tribes, supporting long-term development. This study highlights community-based cultural tourism as a post-disaster livelihood revival approach which is beneficial for a resilient recovery. Culture could reduce disaster risk through a transformation to a livelihood source and further become the base of community resilience. Instead of promoting detached culture preservation, this study argues that a livelihood-relevant culturally innovative transformation could create a win–win situation for both post-disaster community recovery and culture inheritance.

Work Group Reactions to New Members: Tool or Trap in Making Selection Decisions?

1984 ◽  
Vol 13 (4) ◽  
pp. 485-493 ◽  
Author(s):  
James W. Fairfield-Sonn
Keyword(s):  
Theoretical Model ◽  
Selection Process ◽  
Work Group ◽  
Employee Selection ◽  
Diagnostic Model ◽  
New Members ◽  
Practical Applications ◽  
Selection Decisions ◽  
Different Types ◽  
Specific Position

While most models of the employee selection process emphasize the need to match individuals with organizations, this paper goes a step further by suggesting work group reactions to new members should also be considered in making these decisions. A theoretical model for predicting these reactions is presented. The model suggests a group's receptivity to a new member in general and the nature of the specific position to be filled will interact to create four different types of reactions. These reactions are acceptance, avoidance, confrontation, or nurturance. After the diagnostic model is described, several practical applications of the model are discussed.

scholarly journals Methodology utilized in the socio-economic determinants of adolescent pregnancy in Katutura, Windhoek: Namibia

2017 ◽  
Vol 5 (2) ◽  
pp. 206
Author(s):  
Taimi Nauiseb ◽  
Susie-Ubomba Jaswa
Keyword(s):  
Pregnant Women ◽  
Adolescent Pregnancy ◽  
Selection Process ◽  
Antenatal Clinic ◽  
Cross Sectional Study ◽  
Study Data ◽  
Structured Interviews ◽  
Cross Sectional ◽  
Economic Determinants ◽  
Pregnant Adolescent

This study focuses on the methodology utilized in the study of the socio-economic determinants of adolescent pregnancy in Katutura, Windhoek: Namibia. The following aspects were explained, processed and methods use to conduct the study, the framework of the study, the procedures in selecting the participants and setting of the interviews. The aim of this study was to collect detailed information to explore the socio-economic determinants of adolescent pregnancy in Katutura, Windhoek: Namibia.The clinical study was a descriptive, cross-sectional study of three months duration. Semi-structured interviews methods were utilized to collect the data. A random sampling method was use to select the participant e.g. every second pregnant adolescent was interviewed.The interviews were done on specific days, Mondays and Thursdays, which were the follow-up days for antenatal clinic. Study participants were selected from a population of pregnant women attending the Katutura antenatal clinic. Inclusion and exclusion criteria were adhered in the selection process. Study population was all pregnant women attending the Katutura antenatal clinic during the time of the study. The study sample of 150 pregnant adolescent were accepted into the study. Data analysis; mixed methods analysis was used to interpret the data.Based on some the findings of the study 89% of the pregnant adolescent falls between the ages 17-21 who visited the ante -natal clinic. The majority interviewed represents 65% of the highest-grade completed grade 8-10. The mean age of the first intercourse is 16.5 years.

scholarly journals Institutional Gender Representation and Career Progression Disparities at Management Levels in Selected Public Academic Libraries in Kenya

2021 ◽  
Vol 5 (1) ◽  
pp. 35-50
Author(s):  
Rose N Wandahi ◽  
Rose Njoroge
Keyword(s):  
Academic Libraries ◽  
Selection Process ◽  
Case Study Research ◽  
Female Gender ◽  
Target Population ◽  
Career Progression ◽  
Gender Representation ◽  
Structured Interviews ◽  
Men And Women ◽  
Job Promotion

The education sector is one of the most crucial sectors in the world. The very remarkable growth of academic institution has created massive employment opportunities for our educated men and women of our nation. These men and women play a vital role in the Kenyan economy, both socially and economically. However, most of these men and women employees face a lot of challenges at work, especially in career progression related issues. The overall purpose of this study was to examine gender representation and career progression disparities in the management levels of public academic libraries in Kenya. To achieve this, the study sought to find out gender representation in the management levels of the Kenyan public academic universities, determine the barriers hindering career progression of men and women managers, and examine the challenges affecting career progression of men and women at management levels in public academic libraries in Kenya. The study was carried out in selected public academic libraries in Kenya. These included four public universities within Nairobi county, Kiambu county and Uasin-Gishu county. The respondents included university librarians, deputy university librarians, senior librarians, librarians, librarian assistants and senior library assistants. The target population was 85 participants who were expected to participate in the study, and eventually only a sample size of 42 respondents was obtained. Relevant data was collected from the participants using structured interviews and questionnaires. A descriptive case-study research design was used. The collected data was coded into relevant themes, analyzed, interpreted and presented using qualitative methods for enabling to draw the findings and conclusions. Data was presented using tables, graphs and charts. The findings revealed that gender representation in public academic libraries was not balanced, and persons of female gender were more than persons of male gender. Disparities were also noted within their distribution in various departments, more women had attained higher levels of education than their fellow men colleagues, and women had also worked for more number of years within the libraries and in previous positions. It was also observed that, there was a supportive work environment within the organizations, though there were a few instances where the culture within did not encourage a fair job promotion practices. Selection process, networking, policies, rules and regulations in place, in the organizations were a great barrier to career progression. The study came up with several recommendations on gender representation in the management ranks, fair job promotion practices, education and training.          

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