The Remotivation Process as a Telehealth OT Program to Promote Self-Management in Women With Breast-Cancer-Related Lymphedema

Date Presented Accepted for AOTA INSPIRE 2021 but unable to be presented due to online event limitations. Lymphedema affects 65% of women with breast cancer. Self-management programs (SMPs) are used to manage lymphedema. The study explored the effect of the Remotivation Process on the motivation of 12 women to perform a SMP every day. It was provided through a telehealth platform. Analysis showed significant changes in motivation and outcome measures. This study found that the Remotivation Process is a potentially useful OT intervention to address the motivational needs of women with lymphedema. Primary Author and Speaker: Kaye Rubio Contributing Authors: Patricia Bowyer, Sherry Hite, Vidya Pingale, Wyona Freysteinson, Gayle Hersch, and Christine Raber

A STUDY ON EMPLOYEE MOTIVATION WITH REFERENCE TO SELECTED COMPANIES IN AND AROUND VAPI

This paper discusses about the most important asset that any employer possesses which is not land, raw material, or profit, but people; their employees. Thus, it is the responsibility of employer to keep their employees motivated by creating a positive work environment, and providing employees with the opportunities to grow. Motivating employees is an art that requires time and dedication. Motivated employee’s results to retention or reduction in employee turnover, and enthusiastic employees out produce and outperform. This paper study the sources of motivational needs, benefits of motivation, recognition and rewards, and tactics that can be used to help motivate individuals. The data was collected through the telephonic interview of the HR professionals of the selected companies. The major outcomes of this research include that Employee motivation plays an essential role in an organization and it contributes towards effective and efficient working of the organization, resulting to the achievement of overall organizational goals.

Multi-Model of Successful Organizational Culture for Science Organizations

In this study, methodological paradigms and research aspects of the organizational culture of a scientific institution were considered, since such organizations have their own special specifics of work unlike commercial organizations, which is a littlestudied topic. It is figured out using cluster analysis procedures. The results of the analyses consist of the existing approaches to the definition of “organizational culture” and gave the author's definition of organizational culture for scientific institutions, has developed a multi - model of the organizational culture and proposed a mechanism for implementing. The main results has showed that to address this issue, companies need to transform the organizational culture in such a way as to take into account the current motivational needs of young people and labour involvement process.

PHYSICAL STATE ASSESSMENT OF THE FIRST-YEAR FEMALE STUDENTS OF HIGHER EDUCATION INSTITUTIONS

The aim: Is to determine informatively significant indicators of the physical state of the first-year students of higher education institutions. Materials and methods: The study was conducted at Prydniprovska State Academy of Civil Engineering and Architecture in 2019-2020. The study involved 100 first-year female students of the main department between the ages of 17 and 18. The state of health of female students, their motivational needs, and the level of their physical development, physical fitness, and functional state were studied. Results: The study summarized knowledge and experience on the problem of selecting means for assessing the physical state of students, analyzed the motivational needs and health of female students, as well as identified informative indicators of the physical state of the female students by factor analysis. Conclusions: The study indicates the need for an obligatory survey on the health of the first-year female students at the beginning of the academic year; the inclusion of the elements of modern fitness programs in the curriculum of the Physical Education discipline and the organization of sectional classes in accordance with the results of the survey if possible in order to increase students’ motivation to attend classes and differentiate training in classes aimed at improving the physical state of female students.

THE CHARACTERISTICS OF PSYCHOLOGICAL DIAGNOSIS AND CORRECTION OF MOTIVATIVE-NEED SECTORS OF SUICIDAL BEHAVIOR SPECIFIC TO ADOLESCENCE

The article analyzes the analysis of psychological diagnostic methods in the field of motivational needs of suicidal behavior, which is typical of adolescence. KEY WORDS: Need, motivation, adolescence, suicide, value, clinical interview, emotionality.

Exploring the Effectiveness of the Clickers-Aided Flipped English Classroom

The clicker-aided flipped English pedagogical approach has received popularity recently. Unfortunately, learner beliefs and motivational needs have hardly been explored in this approach. This study aims to compare the effectiveness between clicker-aided/non-clicker-aided flipped English classrooms and the traditional English pedagogical approach. The study divided the randomly selected participants into three cohorts, where different English pedagogical approaches were explored. The quantitative data was obtained from the measurements via scales of English proficiency, learner beliefs, and motivational needs. The comparative analysis and an interview concluded that the clicker-aided flipped English classroom was significantly more effective than the non-clicker-aided and the latter was more effective than the traditional English classroom in terms of English proficiency, learner beliefs and motivational needs. Interdisciplinary research may be necessary involving education, computer, statistics, linguistics and information technologies in the future.

Understanding employee longevity in independent fine dining restaurants

Purpose This paper aims to investigate talent management (TM) practices of independent fine dining restaurant (FDR) organizations and explores why employee retention rates in FDRs are higher than other restaurants. This research adds to the TM literature by surfacing attitudes and influences that lead to employee retention. Design/methodology/approach The present study collects data using McCracken’s (1988) long interview method to provide insights into value similarities and differences between employees and independent restaurant managers. Fourteen interviews at two independent FDRs inform the results. This study employs a grounded theory approach. Findings Study results show that people take pride in working for the restaurants and the culture within the restaurant inspires a higher level of self-esteem. This independent, family-owned environment helps employees and managers achieve higher work performance and satisfy overall lifestyle needs. Respondents report their employment helps them to do things that bring out the best in them and allows them to accomplish other things that they want in life. The study also suggests that a shared value system between employees and managers creates a more stable workforce and longer tenure. Research limitations/implications The current study examines only two independent family-owned FDRs, so generalization is limited. The current study uses grounded theory to expand on research in the TM literature. Practical implications If owners and managers of FDR focus on addressing employees’ higher-order motivational needs, they have a better chance of retaining employees. Losing productive employees has high direct and indirect costs, and the restaurant industry is plagued with high turnover. Independent restaurants also need to evaluate their new employee orientations because unstructured training contributes to an environment of uncertainty. Developing a positive culture in an FDR is possible with a focused, family-oriented business. This work culture takes time to develop. Recruiting and selection methods to ensure a fit with the culture and values are a cost-effective method to ensure the continuation of this culture. The consistent values between employees and managers in this study demonstrate that hiring for personal values and not necessarily for skills already developed helps with positive TM in FDR. Originality/value The current study extends the knowledge in TM, ecological systems theory and motivational needs-based theory through detailed interviews and value analyses. Long interviews and triangulation of the data surface conscious and nonconscious memories from both employees and managers specifically relating to employee retention factors in FDR.

CRITICISM OF THE INTERGENERATIONAL DIVERSITY CONCEPT. TOWARDS DIVERSITY OF EMPLOYEES DUE TO AGE

The diversity of employees in organizations has always aroused the interest of employers and specialists in human resource management. Interest in generational diversity has been gradually increasing since the turn of the 21st century. While many researchers support the concept of generation diversity, an increasing number of scientists question the validity of the idea that employees differ not only in age, but above all in values, approach to work or attitude to employer loyalty, have different motivational needs, and other competences. This article discusses the differences between individual, often appearing concepts: generation and cohort, intergenerational and multi-generational. Methodological challenges were also poin¬ted out when trying to thoroughly examine the differences between employees from different generations and between older and younger employees. The article also aims to verify the differences between generational diversity and employee diversity based on age. In addition, the article indicates the observation that the theoretical basis on the issue of generations, as well as previous empirical research, raise a lot of controversy and point to many substantive and research gaps, in contrast to the concept of employee diversity due to age.

Science and religion: a rocky relationship shaped by shared psychological functions

This chapter reviews work on the shared psychological functions of science and religion. In doing so, we focus on three of these functions that are of particular importance to human functioning: explanation, control, and meaning. The research that is reviewed indicates that both belief systems can help to address motivational needs pertaining to these functions, albeit in different ways and with somewhat different degrees of success. Morality and mortality are two central domains within which this notion is further explored. We conclude that the psychological functions that belief systems fulfil form a central component of both science and religion, as well as of their complicated relationship.