Strategies to Maintain Skilled Nursing Facility Staffing during COVID: Administrator Perspectives

As COVID-19 has resulted in a skilled nursing facility (SNF) staffing crisis, administrators attempt to maintain adequate staffing and stem decreasing patient census levels. We conducted four repeated interviews to date (n=130) at 3-month intervals with administrators from 40 SNFs in eight diverse healthcare markets across the United States. We used thematic analysis to examine their perspectives over time, including the perceived impact on staffing. Results include: 1) the impact of COVID-19 on staffing levels, and 2) strategies used in response to this crisis. Staffing levels have decreased throughout the pandemic, and struggles to maintain adequate staffing levels and patient census numbers have continued as the pipeline of potential new staff constricts. Facilities turned to agencies, many for the first time. Since agencies offer higher salaries, staff are drawn away from employment by SNFs, leading to a cycle of wage wars, and agencies are also challenged to provide staff. SNF administrators describe their responses to this crisis, such as flexible schedules, increased paid time off, sharing of non-direct-patient-care tasks, financial incentives (referral, sign-on, “no-call out”, and other general bonuses); wage analyses, and enhanced employee benefit packages. Some hire recruitment specialists, collaborate with nearby administrators, use creative advertising, or work with local schools. The vaccine mandate worries administrators; as one stated: “I can't afford to lose one person, let alone 20 because of this mandate...”. Given the dwindling pool of potential employees, we present NH administrators’ strategies to attract and retain staff.

Academic Persistence for Students Involved in the Accelerated Education Program in Dadaab Refugee Camp

The academic community has highlighted the lack of research into accelerated education programs (AEPs) in refugee camps. Furthermore, AEPs take different forms in different countries. Generally speaking, however, several AEPs in different parts of the world are known for their low attendance rates. Accordingly, this article presents the key barriers causing absenteeism or preventing students from continuing their education within the program in Dadaab Refugee Camp. Our study shows that humanitarian action itself plays a significant role in pupil academic persistence. Also, flexible schedules are not a solution to absenteeism in AEP.

E-Learning in Era of COVID-19 Pandemic: Impact of Flexible Working Arrangements on Work Pressure, Work–Life Conflict and Academics’ Satisfaction

The aim of this study is to better understand the effect of flexible working arrangements (FWAs) on three academics’ outcomes, which are work pressure, work–life conflict and satisfaction during the ongoing COVID-19 pandemic. A quantitative approach using probability-sampling technique was performed to collect the data. A total of 132 responses were considered in this study. The sample includes academics from Middle East and North Africa region. This research used the method of partial least squares to test the research hypotheses. The findings showed that there are significant effects between flexible working-time arrangements, work pressure, work–life conflict with academics’ satisfaction. Yet, both work pressure and work–life conflict do not have moderator roles on the relationship between FWAs and academics’ satisfaction. The research results could be applied by university human resources’ managers seeking to introduce flexible schedules in the workplace in the context of uncertainty. The study makes a novel contribution to the effect of flexible schedules on the attitude of academics during a health crisis (COVID-19).

EXAMINING THE IMPACT OF FLEXIBLE WORK ARRANGEMENTS ON PRODUCTIVITY IN AFRICA

Purpose: This paper aimed at examining the impact of flexible working arrangement on productivity. Methodology: The study adopted a desktop methodology. Desk research refers to secondary data or that which can be collected without fieldwork. Desk research is basically involved in collecting data from existing resources hence it is often considered a low cost technique as compared to field research, as the main cost is involved in executive’s time, telephone charges and directories. Thus, the study relied on already published studies, reports and statistics. This secondary data was easily accessed through the online journals and library. Results: The study showed that there is a higher level of productivity for workers who do their jobs on more flexible schedules than those with regular working hours. These results show that companies can benefit from flexibility under certain conditions. Recommendation: The findings of this study show surprising results and can influence changes in organizational policies and strategies for collaborating between working from home and working from an office for employees. Further, the study recommends companies to adopt and invest in information and communication technology so that it can facilitate implementation of FWA policy.

The Reshaping of Daily Time during the COVID-19 Pandemic: Lone Parent’s Work-Family Articulation in a Low-Intensity Lockdown

The COVID-19 pandemic and related restrictions have triggered simultaneous changes across multiple life domains within a very short timeframe. This major shock has seriously challenged the ability of families to adapt to unanticipated changes over which they had little control. Switzerland instigated a low-intensity lockdown in response to COVID-19 in the spring of 2020. The resulting alterations to family life included changes to employment situations and working conditions (such as layoffs, temporary unemployment and home-based work) and the need to arrange home-schooling and childcare. This study examines how a sample of individuals with a trajectory of lone parenthood living in French-speaking Switzerland adapted their everyday lives to accommodate the shifting demands in the domains of employment and family responsibilities. Interviews were conducted between April and June 2020 for the longitudinal project “The multiple paths of lone parenthood”. Using this data, we analysed the COVID-related changes to work and family life, focusing on their time structuring. We found that parents who remained employed faced the greatest time pressures, although their experiences varied significantly depending on the adaptability of their work schedules, as well as the child(ren)’s age(s) and degree of autonomy. Home-based work and home-schooling resulted in more flexible schedules, although parents with the greatest work and family demands sought more time-structured organisation to facilitate their articulation. Social support was a crucial buffer for parents with conflicting demands across domains.

Who seeks Internet-based interventions for depression in Brazil?

Specific psychological treatments for depressive disorders delivered on the Internet have shown effectiveness and presented advantages over face-to-face treatments (potentially less expensive, flexible schedules, available in remote areas). This paper aims to describe the characteristics of those who sought help from an online self-guided intervention for depression and to explore hypotheses about predictors of enrollment to the program. Based on a sample of 282 of individuals who filled in screening questionnaires, we verified that the respondents were mainly female, were on average 34.36 years old, were primarily recruited through Facebook, had been previously diagnosed by mental health professionals, presented moderate self-efficacy perception, and had moderately severe symptoms of depression. Respondents who reported comorbid conditions were more likely to attend enrollment interviews, and being in treatment or not did not influence attendance. Such characterization may provide strategies to reach more people and to optimize the design of interventions targeting help-seeking depressed individuals in Brazil.

IDENTIFYING BEST-PRACTICE STRATEGIES FOR MANAGING RESIDENTIAL CAREGIVERS WORKING WITH CHILDREN AT RISK

Residential caregivers are the central figures responsible for the children in their charge. Their work is physically and emotionally taxing, and carried out under pressure: they are prone to burnout. In addition, their status is lower than that of other staff. This study aimed to identify the strategies to improve caregiver functioning that have been adopted in Israel’s residential social-service facilities, and to examine the extent of their implementation. A two-stage, mixed-methods study design was employed. In the qualitative stage, six successful care facilities were identified; their directors were interviewed in depth using the Learning from Success method. In the quantitative stage, a survey was administered to 95 directors, using open and closed questions. Six best-practice strategies for working with caregivers were identified: careful screening, training, ongoing supervision, personal and professional support mechanisms, flexible schedules, and a clear work plan and procedures. While these strategies were applied to some extent in most facilities, they varied in scope and implementation. Using a regression model, we found a connection between the implementation of these strategies and the directors’ satisfaction with the caregivers’ work. We discuss recommendations that can help directors incorporate the six strategies in residential homes and meet the challenges directors face in their work with caregivers.

Flexibility, Play, and Privilege in the Front of the House

This chapter examines the respective worlds of work in the front and back of the house through the perspectives of those who inhabit each space. Engendered by divergent social memberships and structurally unequal job conditions, the two asymmetrical work cultures in restaurants are explicated in this chapter. Wilson describes how many of the men and women working in the front of the house are able to approach the unpredictable elements of their jobs as “perks.” These perks, such as flexible schedules and lucrative tips, allow them to forge custom-fit work lives.