A Training Intervention through a 360° Multisource Feedback Model

Physicians and other health sciences professionals need continuous training, not only in technical aspects of their activity but also in nontechnical, transversal competencies with a cost-efficient impact on the proper functioning of healthcare. The objective of this paper is to analyze the behavioral change among health professionals at a large public hospital following a training intervention on a set of core nontechnical competencies: Teamwork, Adaptability-Flexibility, Commitment-Engagement, Results Orientation, and Leadership Skills for Supervisors. The 360° Multisource Feedback (MSF) model was applied using three sources of information: supervisors, co-workers, and the workers themselves (self-assessment). A quasi-experimental pretest–post-test single-group design with two points in time was utilized. The training intervention improved the scores of only one of the trained competencies—the “Results Orientation” competency—although the scores were slightly inflated. Moreover, significant discrepancies were detected between the three sources, with supervisors awarding the highest scores. The magnitude of behavioral change was related to certain sociodemographic and organizational variables. The study was not immune to the ceiling effect, despite control measures aimed at avoiding it. The empirical evidence suggests that the 360° MSF model must be maintained over time to enhance and reinforce an evaluation culture for better patient care.

Qualitative Study on the Toxic Triangle Integration of Leadership Ostracism

Leadership ostracism widely exists in all types of organizations, yet specific study regarding this trend is limited. With this study, we explore the influencing mechanisms of leadership ostracism through case interview based on literature analysis and grounded theory. Results show that leadership ostracism is the integration of a triadic interaction process between subordinate performance, leadership characteristics, and organizational environment. Based on Padilla's destructive leadership toxic triangle model, we constructed a toxic triangle model of leadership ostracism. Through comparison, we found that these two triad models overlap in the areas of narcissism and power consciousness of supervisors, the self-concept of subordinates, and the management system of situational factors, indicating that leadership ostracism is itself a type of destructive leadership. In addition, the uniqueness, and differences in leadership ostracism are reflected in the model, including stereotypes, and results orientation of supervisors, political skills, job performance, and cognitive style of subordinates, the power distance, Chaxu climate, and organizational politics of the situational elements. Theoretical and practical implications are discussed in the research field that provides prospects for future orientation.

Strategi Peningkatan Performa Pengelola Pelatihan Pada Pusat Pengembangan Sumber Daya Manusia Aparatur

Improvement of bureaucratic services today is urgently needed, as science and technology advance. PPSDM Apparatus seizes these opportunities through the development of a number of 44 human resources in leadership, managerial and administrative training for the Ministry of Energy and Mineral Resources in 2018.PPSDM Apparatus oversees the quality of the implementation of training, one of which is using a community satisfaction survey tool, in accordance with the guidelines contained in the Ministry of administrative and bureucratic Reform Regulation No. 14 of 2017. The results showed that training was 70% good and 30% less good.The role of the training providers in creating optimal community satisfaction survey results, especially on the parameters of responsibility, fairness, ability, speed and courtesy of service in accordance with the applicable questionnaire. According to respondents, each of the components above needs to increase which varies from 7% - 43%. The training provide trainers as a team in creating the results of the above services is inseparable from the ability of the team and the individuals to meet the requirements as a manager of training and the results of teamwork. The results of the questionnaire indicated members understand the purpose of carrying out the task, but the attention and care among team members need to be improved. This becomes the author's foundation in highlighting the competency prole of the training providers who are frontliners of the PPSDM apparatus in providing training services, which include core competencies (integrity, customer service orientation, communication and cooperation), role competencies (information seeking, relationship building, results orientation , decision making, focus on regularity, innovation and managing change) and technical competence (carrying out coordination, planning, managing administration, managing administrative education and training and creating a improvement reports). By improving existing capabilities through competency development strategies both classical and non-classical, it can change the ability of training providers so that the value of the community satisfaction survey increases and adds value to the organization.ABSTRAKPeningkatan pelayanan birokrasi dewasa ini sangat dibutuhkan, seiring kemajuan ilmu pengetahuan dan teknologi. PPSDM Aparatur menangkap peluang tersebut diantaranya melalui pengembangan sumber daya manusia sejumlah 44 pelatihan bidang kepemimpinan, manajerial dan administratif untuk lingkup Kementerian Energi Dan Sumber Daya Mineral di tahun 2018. PPSDM Aparatur mengawal kualitas penyelenggaraan pelatihan, salah satunya dengan menggunakan perangkat survei kepuasan masyarakat, sesuai dengan pedoman yang tertera pada peraturan Kemenpan RB No 14 tahun 2017. Hasil Survei kepuasan masyarakat tahun 2018 menunjukanpelatihan bernilai baik 70 % dan bernilai kurang baik 30%. Peranan para penyelenggara pelatihan dalam menciptakan hasil survei kepuasan masyarakat yangoptimal terutama pada parameter tanggungjawab, keadilan, kemampuan, kecepatan dan kesopanan pelayanan sesuai dengan kuesioner yang berlaku. Menurut responden masing-masing komponen diatas perlu peningkatan yang bervariasi mulai dari 7% - 43%. Penyelenggara pelatihan sebagai sebuah tim dalam menciptakan hasil pelayanan tersebut diatas tidak terlepas pada kemampuan tim dan individu dalam memenuhi persyaratan sebagai pengelola pelatihan dan hasil kerjasama tim. Hasil kuesioner menunjukan seluruh anggota memahami tujuan pelaksanaan tugas, namun perhatian dan kepedulian diantara anggota tim perlu ditingkatkan Hal ini menjadi landasan penulis dalam menyoroti pro kompetensi para penyelenggara pelatihan yang menjadi frontliner PPSDM aparatur dalam memberikan pelayanan pelatihan, yang meliputikompetensi inti (integritas, orientasi pelayanan kepada pelanggan, komunikasi dan kerjasama), kompetensi peran (pencarian informasi, membangun hubungan, orientasi pada hasil, pengambilan keputusan, fokus pada keteraturan, inovatif dan mengelola perubahan) dan kompetensi teknis (melaksanakan koordinasi, perencanaan, mengelola penyelenggaraan mengelola administratif penyelenggaraan diklat dan menyusun laporan). Peningkatan kemampuan yang ada melalui strategi pengembangan kompetensi baik klasikal maupun non klasikal dapat merubah kemampuan para penyelenggara pelatihan sehingga nilai survei kepuasan masyarakat meningkat dan memberikan nilai tambah kepada organisasi.

Organizational Commitment and Civil Servants Performance: The Contribution of Intelligence, Local Wisdom and Organizational Culture

The purpose of this study was to analyze the influence of intelligence, local wisdom, and organizational, culture on organizational commitment, to analyze the influence of potential intelligence, local wisdom and organizational culture on performance, to analyze the effect of organizational commitment on performance, and to analyze the influence of potential intelligence, local wisdom, and culture. The organization through an organizational commitment to performance. The research was carried out at the Wajo District Government with a population of 5,991 employees from 11 SKPD and set a sample of 375 people as respondents based on the Slovin formula. The questionnaire results were analyzed using the Structural Equation Model using AMOS 18 assistance. The results found that organizational culture had a negative and insignificant effect on employee performance. This indicates that the indicators of organizational culture in the form of integrity, identity, responsibility, discipline, and results in orientation are considered to be improved and enhanced in obtaining the realization of work results by employee performance achievements. The organizational culture that has a negative and insignificant effect does not mean that organizational culture is not implemented, but the meaning of the values, rules, and principles of the founders of the organization has undergone a shift to make changes towards achieving work results orientation in supporting employee performance improvement. Without ignoring other variables, namely intelligence, local wisdom, and commitment to performance.

Assessment of Core and Functional Competencies of Technical Personnel of the Center for Health Development Calabarzon, Philippines

Objective. To assess the competency levels of the technical staff of the Center for Health Development Calabarzon (CHD 4A) to inform the development of a human resource management plan.Methods. A cross-sectional assessment design to determine the CHD 4A technical staff's competency level was utilized. The team from the College of Public Health, University of the Philippines Manila invited all the CHD 4A technical staff to complete a self-assessment using the Learning and Development Needs Assessment Tool (LDNA) (version 3-45), rating their perceived competency and the level of importance to their functions on core and functional competencies stipulated in the Department of Health Compendium of Competency Standards. Gaps were identified by comparing perceived competency levels with a predetermined standard for each agency's salary grade or position.Results. All 67 technical staff took part in the assessment. Entry- and senior-level professionals had minimal deviations from predetermined standards, with gaps in quality service focus and teamwork for the former and planning and political savvy for the latter. In contrast, mid-career professionals had larger gaps in magnitude and number than entry and senior-level staff – the largest being on results orientation – reflective of newly-promoted staff's adjustment period. Of note, these gaps were based on the prevailing competency standards in force at the time of assessment in 2015. Findings may need to be revisited when the agency updates the core and functional competency standards.Conclusion. The participants perceived core and functional competencies as important, with the level of perceived importance increasing as the salary bracket increases. Core competency gaps were widest in integrity and quality service focus. Simultaneously, results orientation, and planning and organizing were the functional competencies that registered the widest gap and prioritized. Training needs assessments should be conducted in times of change to ensure an organization's training programs' relevance and to develop peak-level employee performance.

The Transfer of Learning

The focus of this chapter is on insights for and evaluation of if the transfer of learning by training and development professionals will sustain the training field. The chapter begins with the need for a model of learning. Then there is a section on a proposed evaluation of the trainer presentation of a model of learning or training development. The chapter then progresses to a proposed measure of the potential for the transfer of learning and the need to assess self-efficacy with gradations of attainments on the training topic. Finally, the chapter turns to trainee engagement and to having a results orientation for a training program.

Financial leasing or renting? Case study in the classroom

The main objective of the activity is to solve a financial simulation in such a way that the student learns to work in a team through organizational and planning skills, results orientation and responsibility, as it happens in the business world. The methodology used to implement this activity is Flipped Classroom, considering that it is the most appropriate for the students to acquire the skills that allow them to advise the management team of a company. The activity takes place in a consulting project in which a company requests advice from our students to make an investment decision. The company needs to acquire a transport element and wants to know the financial, accounting and tax consequences that could be derived from making the investment through two different financing instruments: financial leasing or renting. The results of the evaluation carried out by the students show significant satisfaction in the acquisition of competences, given that 60% consider that the activity has been highly beneficial in their learning.

MANAJEMEN KINERJA APARATUR SIPIL NEGARA DI INDONESIA: SEBUAH KONSEP MANAJEMEN PUBLIK BARU

New public management is a new concept in public administration science. This concept is results oriented, transparency and accountability of administrative services. Performance management is the key to results orientation. The Performance Management System is a record of the inputs, processes, outputs and results of government procedures. This helps to achieve the government's progress towards the goals. The Research goals to introduce the concept of performance management of the state civil servants in Indonesia as a new public management concept. The research used qualitative methods in the analysis of the research object. The results show that the bureaucracy that is complicated and still lacks quality of public services has become the curse of public administration science in Indonesia. The ASN performance management concept as a new performance-based public management is a breakthrough that can improve ASN performance which in the end has an impact on the performance of public services.

Lifestyle Medicine and Psychological Well-Being toward Health Promotion: A Cross-Sectional Study on Palermo (Southern Italy) Undergraduates

(1) Aim: To assess the attitude toward Lifestyle Medicine and healthy behaviours among students in the healthcare area and to demonstrate its association to psychological well-being; (2) Methods: A cross-sectional study is conducted among 508 undergraduates of the University of Palermo (140 (27.6%) in the healthcare area and 368 (72.4%) in the non-healthcare area), during the academic year 2018–2019. Psychological well-being is measured through two dimensions of eudaimonia and hedonia, using the 10-item Hedonic and Eudaimonic Motives for Activities-Revised (HEMA-R) scale, with answers coded on a 7-point scale. The association between demographic and modifiable behavioural risk factors for chronic diseases is assessed through crude and adjusted Odds ratios with 95% confidence intervals; (3) Results: Orientation to both hedonia and eudaimonia is significantly associated to the Mediterranean diet (ORAdj = 2.28; 95% CI = (1.42–3.70)) and drinking spirits less than once a week (ORAdj = 1.89; 95% CI = (1.10–3.27)) and once a week or more (ORAdj = 6.02; 95% CI = (1.05–34.52)), while these conditions occur together less frequently for current smokers (ORAdj = 0.38; 95% CI = (0.18–0.81)). Students inclined to well-being consider healthcare professionals as models for their patients and all people in general (OR = 1.96, 95% CI = (1.28–3.00)); (4) Conclusions: The positive relation found between a virtuous lifestyle and psychological well-being suggests the construction, development and cultivation of individual skills are a means to succeed in counteracting at risk behaviours for health.