scholarly journals Become an Effective Resident Teacher and Team Leader in 10 Tried-and-True Steps

2018 ◽  
Vol 10 (5) ◽  
pp. 488-490 ◽  
Author(s):  
Natasha Hunter ◽  
C. Christopher Smith ◽  
Eileen E. Reynolds
Keyword(s):  
2009 ◽  
Vol 8 (1) ◽  
Author(s):  
Chalimah .

eamwork is becoming increasingly important to wide range of operations. It applies to all levels of the company. It is just as important for top executives as it is to middle management, supervisors and shop floor workers. Poor teamwork at any level or between levels can seriously damage organizational effectiveness. The focus of this paper was therefore to examine whether leadership practices consist of team leader behavior, conflict resolution style and openness in communication significantly influenced the team member’s satisfaction in hotel industry. Result indicates that team leader behavior and the conflict resolution style significantly influenced team member satisfaction. It was surprising that openness in communication did not affect significantly to the team members’ satisfaction.


2009 ◽  
Vol 38 (3) ◽  
pp. 239-244 ◽  
Author(s):  
CHARLES C. MANZ ◽  
FRANK SHIPPER ◽  
GREG L. STEWART
Keyword(s):  

CONDITIONS OF ODOR THRESHOLD DETERMINATION 2.1 Requirements for the test area Olfactonetric measurement should be undertaken in a roan or area which is kept free frcm odors. There should be an atmosphere of ccmfort and relaxation in the test chamber, which will encourage panel members to concentrate on the testing task and not to be distracted by external sti­ muli. The test should be carried out at roan temperature and normal humi­ dity. 2.2 General conditions for test procedure Odor measurements must be carried out with the help of a team leader, who instructs the panelists and operates the measuring equipment. Ccmnu-nication between the team leader and the panel has to be kept to an abso­ lute minimum. Because of fatigue, the duration of a test series as well as the time of the whole session should be limited. Breaks of at least the same duration as the proceeding test period should be provided. Germany France Nether­ United lands Kingdcm Panel leader yes yes yes yes duration of 15-30 min 20 min 15 min test series duration of breaks 15-30 min 20 min ? 5 min 30 min 2 test 2 hours time of a test 300 tests/ series of period day 20 tests Table 1: General conditions 3. DETECTION METHODS 3.1 Presentation of odor stimulus 3.1.1 Method of limits The most used method for establishing an absolute threshold in en­ vironmental studies is the Method of Limits. In its classical form, the stimuli are presented in alternating ascending and descending series, starting at different points to avoid having the subject fall into a rou­ tine. During this procedure there is a chance that adaptation phenomena may develop. An effort to minimize these effects is for example to use only an ascending series of stimuli. The threshold value for each sepa­ rate test series is defined as a point in-between the last undetected and the first detected point in the stimulus continuum. A modification of the method of limits is the "up and down" method. A stimulus is presented: if the response is positive, the next lower sti­ mulus is presented, if it is negative, the next higher is presented and so on. The primary advantage is, that it automatically concentrates near the mean and a considerable number of observations can be saved.


2003 ◽  
Vol 29 (2) ◽  
Author(s):  
Lee-Ann Greyling ◽  
Deléne Visser ◽  
Linda Fourie

The aim of the study was to examine the construct validity of an assessment centre. The sample included 138 individuals who participated in a one-day call centre team leader assessment centre. Nine competency dimensions were rated using six exercises. Correlations and a principle axis factor analysis were utilised to study the convergent and discriminant validity of the dimension ratings. The results showed that the ratings clustered according to exercises rather than to dimensions (traits), thereby indicating a substantial amount of method variance. A further factor analysis of the nine competency dimensions yielded two factors that were named interpersonal and problem solving. Implications for the design of assessment centres are discussed. Opsomming Die doel van die studie was om die konstrukgeldigheid van ’n takseersentrum te ondersoek. Die steekproef het uit 138 persone bestaan wat aan ’n eendagtakseersentrum vir oproepsentrumgroepleiers deelgeneem het. Ses oefeninge is gebruik om nege bevoegdheidsdimensies te meet. Korrelasies en ’n hoofasfaktorontleding is gebruik om die konvergente en diskriminante geldigheid van die dimensiebeoordelings te bestudeer. Die resultate het getoon dat die beoordelings volgens oefeninge eerder as dimensies (eienskappe) gegroepeer het. Hierdie bevinding dui op ’n hoë mate van metodevariansie. ’n Verdere faktorontleding van die nege bevoegdheidsdimensies het twee faktore, wat as interpersoonlik en probleemoplossend benoem is, opgelewer. Implikasies vir die ontwerp van takseersentrums word bespreek.


2018 ◽  
Vol 30 (4) ◽  
pp. 361
Author(s):  
M.D. Deemah Almanie ◽  
Fahad Al-Sohime ◽  
Majed Alabdulhafez ◽  
Yasser Alaska ◽  
Ayman Al-Eyadhy ◽  
...  

Author(s):  
D. Y. Bolshakov ◽  
S. E. Eroshin ◽  
G. V. Kozlov

The paper presents a comparison of the first and second cycle results for the work team leader detection program implemented in Joint-stock Company “Concern “Almaz - Antey”. We consider the possibility of refining the program by means of introducing elements of participant self-development.


2019 ◽  
Author(s):  
Daniel Flynn ◽  
Mary Joyce ◽  
Conall Gillespie ◽  
Mary Kells ◽  
Michaela Swales ◽  
...  

Abstract Background The implementation of evidence-based interventions for borderline personality disorder in community settings is important given that individuals with this diagnosis are often extensive users of both inpatient and outpatient mental health services. Although work in this area is limited, previous studies have identified facilitators and barriers to successful DBT implementation. This study seeks to expand on previous work by evaluating a coordinated implementation of DBT in community settings at a national level. The Consolidated Framework for Implementation Research (CFIR) [1] provided structural guidance for this national level coordinated implementation.Methods A mixed methods approach was utilised to explore the national multi-site implementation of DBT from the perspective of team leaders and therapists who participated in the coordinated training and subsequent implementation of DBT. Qualitative interviews with DBT team leaders ( n = 8) explored their experiences of implementing DBT in their local service and was analysed using content analysis. Quantitative surveys from DBT therapists ( n = 74) examined their experience of multiple aspects of the implementation process including orienting the system, and preparations and support for implementation. Frequencies of responses were calculated. Written qualitative feedback was analysed using content analysis.Results Five themes were identified from the interview data: team formation, implementation preparation, client selection, service level challenges and team leader role. Participants identified team size and support for the team leader as key points for consideration in DBT implementation. Key challenges encountered were the lack of system support to facilitate phone coaching and a lack of allocated time to focus on DBT. Implementation facilitators included having dedicated team members and support from management.Conclusions The barriers and facilitators identified in this study are broadly similar to those reported in previous research. Barriers and facilitators were identified across several domains of the CFIR and are consistent with a recently published DBT implementation Framework [2]. Future research should pay particular attention to the domain of characteristics of individuals involved in DBT implementation. The results highlight the importance of a mandated service plan for the coordinated implementation of an evidence-based treatment in a public health service.


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