Who Will Take Care of Me?

Foreseeing the needs and availability of anaesthesiologists across Europe is a challenging task. This is influenced by different factors that include the composition of the workforce and the organization and structure of health services in every country. Some trends call for attention, such as changes in work patterns brought about by an ageing specialist population, the increasing numbers of women in anaesthesia, or cultural and societal shifts towards work-life balance. Anaesthesiology is a challenging specialty with an expanding scope of practice, requiring highly motivated professionals, frequent long work hours, and addressing stressful situations often. To ensure quality anaesthesia provision, the wellbeing of this diverse population of anaesthesiologists should be addressed. Achieving rational and flexible work hours, adequate compensation, and promotion of a workplace culture that fosters safety, motivation to learn, and equal opportunities for leadership or academia positions are challenges to be addressed to make sure that excellence in patient care is maintained.

Work Engagement pada Petugas Layanan Work Engagement on Service Officer

<p>Work engagement is still an interesting topic to research until now, because employees are an important aspect to ensure the organization can develop or not. Therefore, the organization start paying more attention to humans as human capital to be managed seriously. Research on work engagement in the public sector has attracted quite a lot of attention. Public service employees have different characteristics from other sector employees, both from work patterns and from the work environment. Several research results show that work engagement is heavily influenced by internal factors, but external factors also have an important role in influencing employee work engagement.</p>

Is Digital Nomadism the Answer to Work Life Balance?

The world is currently experiencing a rude awakening because of the COVID-19 pandemic and in a matter of months businesses averse to trust the benefits of remote working have been compelled to adapt. This advantage has enabled many Human Resource (HR) Professionals to revisit the dreaded topic of flexible working, as the new normal has shown that it is not where you work but the work you produce that matters. Ironically, the age-old question of work-life balance surfaces as individuals search for the purpose of life as the pandemic brings everyone to their knees and philosophically people question what exactly is this balance. For HR Professionals this question is not personal but a matter of their profession in providing companies with a wider lens to understand that in order to remain competitive they need to adapt to change. One of the ways is to develop an open mindset and flexibility to revise their policies on types of flexible working, which offers work-life balance and positively impacts their ability to retain and attract highly skilled talent. This article examines the concept of Digital Nomadism as one of the radical yet realistic ways to achieve work-life balance. Digital Nomadism puts a new spin on work arrangements and is a movement of highly mobile workers who dictate where they work, how they adapt to the demands of work to suit their lifestyle and find balance; with digital technologies. The concept has been around since 2014, the history of nomadism even longer but what is new, and why this subject adds value is the ingenuity of technology, how it makes this way of working a reality and the increasing numbers of digital nomads. The research suggests that approximately several hundred thousand of digital nomads exist throughout the world and numbers continues to rise due to globalization and the need for talent to be flexible with their lifestyles and work. Interestingly, while many companies are convinced of the technological disruptors and how it changes the face of work from a technical perspective, the flexibility of work patterns remains a hard sell in some cases. Consequently, recruiting for talent, employment contracts and the way work is organized, remains the same and lacks flexibility. This limits the opportunity to remain competitive, retain or attract top talent and drive innovation at all angles of the business. This paper will confirm whether the solution to work-life balance is the notion of digital nomadism, detailing how it works, its benefits and issues, with the intention to offer an option to forward thinking companies, reasons to adapt their flexible working policies.

PEMANFAATAN APLIKASI SCRATCH SEBAGAI ALTERNATIF MEDIA BELAJAR SISWA “Z GENERATION” UNTUK GURU-GURU SDN 1 LABUAPI

ABSTRAKDewasa ini kita berada pada revolusi industri 4.0 yang pada dasarnya mengubah pola hidup, pola pikir, pola kerja yang berhubungan dengan satu sama lain. Perubahannya sangat drastis dibanding era revolusi sebelumnya. Sejalan dengan perkembangan revolusi industry 4.0, maka pendidikan saat ini tidak sesuai lagi dengan era revolusi industri 4.0. Pendidikan 4.0 secara keseluruhan akan berkontribusi dalam membangun generasi Z atau igeneration dimana masa kanak-kanak Generasi Z sudah melek teknologi, terutama smartphone dan PC. Sangat banyak strategi pembelajaran yang dapat digunakan untuk Genersi-Z. Pada prinsipnya strategi pedagogy dan andragogi yang bersifat universal tetap dapat digunakan, modifikasi dilakukan hanya pada bagian-bagian tertentu yang dapat dibantu dengan penggunaan fasilitas teknologi. Aplikasi yang digunakan dalam pelatihan ini adalah scratch junior. Aplikasi ini sangat mudah digunakan karena menggunakan blok seperti lego, serta tidak memerlukan keterampilan bahasa pemograman. Metode yang digunakan dalam pelatihan ini adalah metode demonstrasi & praktik pembuatan media scratch. Pengumpulan data dilakukan menggunakan angket. Data menunjukan 80% responden mempunyai keinginan untuk membuat media pembelajaran berbasis animasi scratch yang lebih menarik & belajar lebih mendalam. Kata kunci: scratch; z generation; media belajar. ABSTRACTToday we are in the industrial revolution 4.0, which changes the pattern of life, mindset, work patterns that relate to each other. The changes are very drastic compared to the previous revolutionary era. In line with the development of industrial revolution 4.0, education is no longer following the period of industrial revolution 4.0. Education 4.0 as a whole will contribute to building generation Z or generation where Generation Z's childhood is technology literate, especially smartphones and PCs. Many learning strategies can be used for Generation Z. In principle, universal pedagogy and andragogy strategies can still be used; modifications are made only to certain parts that technological facilities can assist. The application used in this training is Scratch Junior. This application is effortless because it uses blocks like lego and does not require programming language skills. The method used in this training is a demonstration method & practice of making scratch media. Data collection was carried out using a questionnaire. The data shows that 80% of respondents desire to make learning media based on scratch animations that are more interesting & learn more deeply. Keywords: scratch; z generation; learning media.

Work Patterns, Training, and Clinical Supervision Demographics of Home-Based Professional Counselors

Home-based counseling is an emerging modality of providing mental health counseling services to clients across the lifespan. However, minimal graduate training programs and home-based agencies provide training and preparation for professional counselors. In addition, educational and professional requirements are currently ill defined. A nonexperimental pilot survey exploring home-based professional counselors work-based, and clinical supervision and training patterns was conducted. Results suggest home-based professional counselors serve diverse populations and have limited training regarding home-based competencies. Findings from the study are presented. Implications for training and practice for home-based counselors are discussed.

The ethical dimension of human–artificial intelligence collaboration

The development of artificial intelligence (AI) has accelerated the digital revolution and has had an enormous impact on all aspects of life. Work patterns are starting to change, and cooperation between humans and machines, currently humans and various forms of AI, is becoming crucial. There are advantages and some threats related to these new forms of human–AI collaboration. It is necessary to base this collaboration on ethical principles, ensuring the autonomy of humans over technology. This will create trust, which is indispensable for the fruitful use of AI. This requires an adequate regulatory framework: one that is future proof, anticipates how AI will develop, takes a risk-based approach and implements ex ante assessment as a tool to avoid unintended consequences. Furthermore, we need human oversight of the development of AI, supported by inter-institutional partnerships. But first we need to create the conditions for the development of AI digital literacy.

Assessing Employee Engagement in a Post-COVID-19 Workplace Ecosystem

This article has aimed to better understand employee engagement in a post-COVID-19 workplace ecosystem. We identified a knowledge gap in the relationship between employee engagement and the physical workplace environment through an interdisciplinary literature review. We subsequently tested this gap by comparing employee engagement metrics proposed by leading academics in the field of organisational psychology with a sample of commonly used real estate industry approaches to monitoring workplace design/management. We focused specifically on industry-projected post-COVID-19 workplace ecosystem scenarios, and the results suggest that traditional employee engagement metrics and industry approaches to monitoring workplace design and management do not fully reflect the recent shift to hybrid work patterns. We shed light on the implications that this can have on our existing knowledge of “sustainable” property markets in a wider city context.

The impact of social isolation and changes in work patterns on ongoing thought during the first COVID-19 lockdown in the United Kingdom

The COVID-19 pandemic led to lockdowns in countries across the world, changing the lives of billions of people. The United Kingdom’s first national lockdown, for example, restricted people’s ability to socialize and work. The current study examined how changes to socializing and working during this lockdown impacted ongoing thought patterns in daily life. We compared the prevalence of thought patterns between two independent real-world, experience-sampling cohorts, collected before and during lockdown. In both samples, young (18 to 35 y) and older (55+ y) participants completed experience-sampling measures five times daily for 7 d. Dimension reduction was applied to these data to identify common “patterns of thought.” Linear mixed modeling compared the prevalence of each thought pattern 1) before and during lockdown, 2) in different age groups, and 3) across different social and activity contexts. During lockdown, when people were alone, social thinking was reduced, but on the rare occasions when social interactions were possible, we observed a greater increase in social thinking than prelockdown. Furthermore, lockdown was associated with a reduction in future-directed problem solving, but this thought pattern was reinstated when individuals engaged in work. Therefore, our study suggests that the lockdown led to significant changes in ongoing thought patterns in daily life and that these changes were associated with changes to our daily routine that occurred during lockdown.