Relevant bibliographies by topics / First-line managers

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  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters
  5. Conference papers
  6. Reports

Academic literature on the topic 'First-line managers'

Author: Grafiati
Published: 4 June 2021
Last updated: 26 January 2023

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Journal articles on the topic "First-line managers"

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ALTAFFER, ANN. "First-Line Managers." Nursing Management (Springhouse) 29, no. 7 (July 1998): 36???40. http://dx.doi.org/10.1097/00006247-199807000-00011.

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CORSER, WILLIAM D. "First-Line Managers." Nursing Management (Springhouse) 26, no. 3 (March 1995): 32???36. http://dx.doi.org/10.1097/00006247-199503010-00009.

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Warihay, Philomena D. "First-Line Managers." Nursing Management (Springhouse) 17, no. 10 (October 1986): 69???71. http://dx.doi.org/10.1097/00006247-198610000-00023.

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Alidina, Shehnaz, and Jeanette Funke-Furber. "First Line Nurse Managers." JONA: The Journal of Nursing Administration 18, no. 5 (May 1988): 34???39. http://dx.doi.org/10.1097/00005110-198805010-00007.

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Arvans, Maria E. "Myopic View of First-Line Managers." American Journal of Nursing 89, no. 10 (October 1989): 1279. http://dx.doi.org/10.2307/3426333.

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&NA;. "MYOPIC VIEW OF FIRST-LINE MANAGERS." AJN, American Journal of Nursing 89, no. 10 (October 1989): 1279. http://dx.doi.org/10.1097/00000446-198910000-00021.

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&NA;. "MYOPIC VIEW OF FIRST-LINE MANAGERS." AJN, American Journal of Nursing 89, no. 10 (October 1989): 1279. http://dx.doi.org/10.1097/00000446-198910000-00022.

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DUFFIELD, CHRISTINE. "Role Competencies of First-Line Managers." Nursing Management (Springhouse) 23, no. 6 (June 1992): 49–52. http://dx.doi.org/10.1097/00006247-199206000-00013.

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Patterson, Marla. "Handbook for first-line Nurse Managers." AORN Journal 45, no. 3 (March 1987): 808. http://dx.doi.org/10.1016/s0001-2092(07)65081-9.

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Jollineau, S. Jane, Thomas W. Vance, and Alan Webb. "Subordinates as the First Line of Defense against Biased Financial Reporting." Journal of Management Accounting Research 24, no. 1 (March 1, 2012): 1–24. http://dx.doi.org/10.2308/jmar-50160.

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ABSTRACT Managers who generate financial reports often rely on subordinates who possess private information to provide inputs. When managers have incentives to manipulate reports, they may request biased inputs from subordinates. However, subordinates can act as informal controls and constrain managers' opportunism. We experimentally examine two potential determinants of subordinates' willingness to serve as informal controls: their perception of the subordinate-manager relationship quality and their beliefs about the ethical nature of the task. Subordinates who perceive a high-quality relationship with their manager provide more bias, despite a compensation scheme that makes compliance costly. This result suggests that managers who cultivate close working relationships with subordinates may undermine the control system. Subordinates' beliefs about the ethical nature of the task also reduce compliance, but more so when the manager requests income-increasing estimates. Our findings contribute to the management accounting literature by providing insights into the role of subordinate employees as informal controls.
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Dissertations / Theses on the topic "First-line managers"

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Westbrook, Linda Oakes. "Cognitive structures of first-line nurse managers in critical care settings /." Thesis, Connect to this title online; UW restricted, 1994. http://hdl.handle.net/1773/7299.

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Mestre, Michel. "First-line management : the critical link between goal perception and performance : a multicultural study of Canadian and Japanese first-line managers." Thesis, Middlesex University, 2003. http://eprints.mdx.ac.uk/8006/.

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The need to be and stay competitive has corporations reassessing their organisation and management processes. Productivity, performance management and motivation include goals as one of their basic building blocks. These concepts, when operationalised, highlight the role and effectiveness of fîrst-line managers, who directly control the majority of human resources. Changes in organisational design such as leaner and flatter management structure, combined with employee empowerment, further underscore the pivotal role of first-line managers. They represent a key link in the management chain. Yet, it is evident that the focus or nature of goals, specifically at the first-line management level, is left largely untouched in the literature. Many disciplines explore the topic of goals. The number of variables that affect the outcome explodes as each field conveys its own perspective. Existing research either investigates goals in a controlled environment, anecdotal by relating corporate practices or case studies of a general nature, or posits a paradigm from the perspective of the author's discipline. Some research addresses the features of goals whilst others concentrate on the factors affecting outcome. This situation has raised the question as to the nature and focus of goals: the 'end' or the 'means'? It is acknowledged that there is a lack of research dealing with the 'actual' focus of goals. The objective of this thesis is to fill this gap in the literature with respect to the first-line manager's perception of goals. This study aims to ascertain the nature of goals as perceived by first-line managers. A survey conducted in Canada and Japan contrasts first-line managers' responses as well as provides a valuable insight on the effect that different management practices have on the nature of goals. It is evident that much has been written about Japanese practices at the corporate level as a whole, but little information is available on individual performance orientation, particularly at the first-line management level. The data collected in this research furnishes a deeper insight on goals and some factors that affect performance, as perceived by first-line managers. Goals can take a variety of forms and focus. As such, it was deemed imperative not to bias responses by producing pre-selected categories but to employ open-ended questions. The use of phenomenological mapping is not intended to test a particular hypothesis but aims to understand the situation by allowing the data to speak for itself. The results supply a first-hand understanding as to the actual focus of first-line managers, unadulterated by theories and speculations. A number of fmdings have evolved. The choice between 'end' or 'means' goals is related to basic management philosophies which are characteristic of the two populations. The general conclusion is that the values of the organisation are reflected in the type of goals being pursued. The same values are also reflected in the training received - or absence of it - and, eventually, are evident in the nature of goals being set. This duality of perspective is also found in the literature. On one hand, goal or outcome oriented employees willing to make tough decisions are key managerial characteristics to be displayed by individuals who want to progress within the organisation. On the other hand, many preach the basic philosophy that employees are a key resource which should be developed to achieve better results. These two concepts are expounded independently of each other in the literature. The general fïeld of research does not provide any criteria to measure the superiority of one System over the other; their mutual exclusivity is usually implied. It suffices to say that output goals are necessary under both Systems but not suffïcient to assure adequate attention to the human side of the equation. The research does widen the existing literature in a number of areas. Firstly, it illustrates how corporate managerial practices and values influence the outlook of first-line managers; while such a phenomenon has been postulated in the past. The results of the survey demonstrate it categorically. Secondly, it demonstrates how two viable perspectives of goals, the 'end' or the 'means', are as present in the academic thinking as, they are in the work environment. Thirdly, the goal perspective of first-line managers, indicates that a different focus may be necessary to be commensurate with their respective roles and responsibilities as compared to the rest of the organisation. The apparent dichotomy in the literature, between 'end' goals and 'means' goals, is also found between the responses of the two populations. The results clearly show that there is a need to rethink corporate practices in the area of human development, especially at the first-line management level. In addition to providing insights on goals, adequacy and recognition, this research implicitly raises the issue of the role which corporations should play in moulding human behaviour, and more specifically that of first-line managers. Conversely, there is the question of the degree to which individuality and personal responsibility for skill development should be left to the individual to decide. Better understanding of the nature of goals in the mind of first-line managers should enable organisations to effectively address the practice of goal setting and the management process entailed. There are some limitations within the research. The qualitative nature of the research, due to the use of open-ended questions, requires interpretative analysis of responses. The choice of categories, while free-flowing from the data, could also be considered as subjective. However, external audit of the tabulation, through the independent evaluation performed by an interrater, proved the process to be consistent. Through triangulation between existing published practices, plant visits and interviews as well as the internal consistency between the responses to different questions, the results of the tabulation exhibit congruity. The thesis comprises fifteen chapters, organised into four major sections. Part I contains the theoretical content of the research. It provides the backdrop for the importance of goals and the relationship with productivity, the different paradigms being put forth, a detailed discussion on the nature of goals and the key role of first-line managers. Part II describes the design of the survey and the analytical procedures employed. Part III presents the actual tabulation of the data with observations related to the results. Part IV analyses and discusses the major findings in context with the theories expounded and as well, provides conclusions and recommendations for future research.
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Robson, Fiona. "Managing absence in the UK public sector : the role of first line managers." Thesis, Northumbria University, 2009. http://nrl.northumbria.ac.uk/281/.

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This study investigates the characteristics of first line managers (FLMs) required to manage absence 'effectively' within Gateshead Metropolitan Borough Council. An important theoretical contribution to knowledge is made by focusing specifically on the role and impact of FLMs which is an issue that has previously been identified as being important, but has not been researched specifically. A wide range of literature was explored from the fields of health management, psychology and business management to present a clear picture of the key issues involved in absence management. Discussions are provided on personal, organisational and group level characteristics which have been found to have an association with levels of employee absence, before looking at best practice in the management interventions that can be used. Five major hypotheses were generated from the literature and were further broken down into 21 testable sub-hypotheses. A positivist approach was taken using a quantitative methodology in order to meet the objectives of this study. This consisted of a range of research methods including a survey to FLMs, policy analysis and analysis of internal organisational documents. Using this variety of methods a clear picture of existing practices was developed and then analysed. This extensive methodological approach makes an interesting contribution to this research field and is in response to some earlier criticisms of research designs in this area. The survey results show multiple statistically significant relationships between variables and levels of absence including; the age of the FLMs; the division (p=0.01) and departments (p=0.02) in which the FLMs work, and their levels of knowledge of the organisation's absence management policy and procedures (p= 0.048). This allowed the rejection of the null hypotheses and states that there is an association between these variables and levels of absence of the FLMs' employees. However, there are also other interesting results that are of high practical significance despite the results not being statistically significant. This includes looking at relationships between variables such as career history and relationships with other stakeholders, when correlated with the absence levels of the FLMs' employees. The main results from the other research methods utilised in this study demonstrate that there is some ambiguity over responsibilities for managing absence and that absence management is not fully integrated into associated HR policies. Despite attempts to implement best practice interventions, there remain some indications of differences between rhetoric and reality. Recommendations for the organisation include the need to include supplementary details in their absence management policy and to condense the seven existing documents into one comprehensive policy guide. In addition the organisation needs to support their FLMs so that they understand exactly what their role in absence management entails and how and when they should work in partnership with other stakeholders.
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Noemdo, Leon Abraham. "A critical evaluation of first line managers' perceptions of organisational change at Sanlam." Thesis, Cape Peninsula University of Technology, 2009. http://hdl.handle.net/20.500.11838/979.

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Thesis (MTech (Business Administration))-- Cape Peninsula University of Technology, 2009
A quantitative research study was conducted in order to obtain insight and knowledge of the perceptions of management with regard to changes taking place within the Financial Services Sector (FSS). The call centre at Sanlam Head Office in Bellville was used as a case study, and focus was primarily with first line managers at the call centre. The motivation for the study stemmed from the researcher’s experience within the FSS coupled with introduction of legislation for financial service providers. The ultimate objective of the study is to provide generic guidelines of how managers should respond to change on various and different levels and to equip managers with tools to apply during change phases and cycles within the organization. The literature review covers areas that releates to how managers responded to change in areas of leadership, culture, structure and legislation. Changes in these four areas were researched from different authors that specialize in organizational development, leadership development, organizational change and legislation. These ideas and perspectives from a range of South African and international writers gave the researcher an opportunity to conceptualize change, in general, and to provide a clearer understanding of generic competencies that are required to deal with it. Some models of how to deal with resistance to change and key success factors in dealing with it, are discussed. The researcher elected to work with managers at the Sanlam call centre, since they experience and are directly exposed to implementation of change at grassroots level. Results of the research confirm that dealing with change is a challenging experience for managers. A participatory management approach will result in less resistance from employees. The investigation also recommends that deciding on a vision with all key role players is not a once-off occurrence, but should be revisited, realigned and adjusted as the need arises within the organization. Furthermore, the results confirm that soft skill training and development such as conflict and diversity management should be implemented during the diversity and the changing face of the workplace. The main objective and recommendation is that managers should relook and revisit their management styles, involve all role players during decision making processes, and value and appreciate employee’s inputs and ideas.
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Skytt, Bernice. "First-line Nurse Managers' Preconditions for Practise : The Important Interplay between Person and Organization." Doctoral thesis, Uppsala : Acta Universitatis Upsaliensis, 2007. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-8314.

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Greathead, Erica. "Role competencies of first-line nurse managers in community health centres : a delphi study." Master's thesis, University of Cape Town, 2000. http://hdl.handle.net/11427/2951.

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Bibliography: leaves 166-194.
This study was conducted to determine the role competencies required of first-line nurse managers of Community Health Centres (CHC) in South Africa with the implementation of the district health system and the corresponding delegation of authority and responsibility to lower levels of management. A Delphi technique was utilised, which involved a panel of 24 senior nurse managers.
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Ndzuta, Joyce Shonisani. "The experience of social work supervisors as first-line managers in a welfare organization." Diss., University of Pretoria, 2009. http://hdl.handle.net/2263/23950.

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Supervision is an important aspect in the practice of social work. It enhances the service delivery of social workers to clients. Supervision also gives direction to functional workers. A supervisory position in any welfare organization is a managerial position and supervisors are thus managers. It is therefore important to understand the experiences of social work supervisors as first-line managers in a welfare organization. In light of the above, the goal of this study was to explore the experiences of social work supervisors as first-line managers in a welfare organization during and after transition from supervisee to supervisor. The research question arising from the goal of the study was: “What are the experiences of social work supervisors as first-line managers in a welfare organization during and after transition from supervisee to supervisor?” A qualitative, explorative study was conducted, with the following objectives:
  • To conceptualize social work supervision theoretically, based on available literature.
  • To explore empirically the experiences of social work supervisors as first-line managers, during and after role transition from supervisee to supervisor.
  • To make recommendations regarding the situation of social work supervisors, in order to improve their service rendering.
Nine social work supervisors from the North-Rand Region Service Offices and Institutions of the Department of Social Development formed the sample for the study. After the conclusion of a literature study and pilot study, data collection was based on semistructured interviews with selected supervisors. The main conclusions drawn from the research findings were that social work supervisors go through some difficult experiences when they move from the position of social worker to that of a supervisor. This requires support from their superiors which, according to the study, is currently lacking. The study indicated a need for the generation of more in-depth literature on social work supervision in general. The study was concluded by relevant recommendations to the Department of Social Development in the Gauteng Province. Copyright
Dissertation (MSD)--University of Pretoria, 2010.
Social Work and Criminology
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Théron, Christelle. "Attention et supervision : une étude de l'attention des managers de proximité dans leur activité de supervision." Thesis, Paris 1, 2015. http://www.theses.fr/2015PA010072.

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La supervision des opérations a toujours été une dimension clé du travail des managers de proximité, mais les publications récentes et le discours ambiant pointent en direction d'un affaiblissement de celle-ci au profit d'autres activités, tournées vers le développement des collaborateurs. Malgré la dispersion possible de l'attention des managers que peut engendrer la multi-activité, certaines études signalent un maintien de la supervision parmi leurs activités. Pour comprendre l'exercice actuel de la supervision dans un environnement managérial dynamique marqué par le morcellement des activités, la thèse étudie l'attention des managers de proximité et présente une étude de cas multiples : quatre managers ont été observés (shadowing), sur des périodes de deux semaines ; des entretiens inspirés de la méthode de l'instruction au sosie ont également été conduits. 1968 épisodes attentionnels de supervision managériale ont été identifiés et analysés. Cette analyse, qui met à jour différentes modalités de mise en œuvre et d'articulation des épisodes attentionnels, est complétée par une étude de la perspective attentionnelle des managers (les éléments structurant leur sensibilité quotidienne). La thèse identifie quatre composantes de l'activité de supervision, identiques d'un manager à l'autre: articulation et stimulation des actions,« advertance », pédagogie. Les processus attentionnels permettent aux managers d'exercer leur supervision de manière souple et d'assimiler la complexité et la variabilité des opérations. La recherche révèle la richesse de l'activité de supervision des managers, notamment à travers la mise à jour des composantes d' « advertance » et de pédagogie
Supervision used to be one important side of first-line managers' daily activities. Recent research work and publications point out the fact that this activity is now losing its relevance compared to others dedicated to co-workers’ development. First-line managers themselves seem to have little attention left for supervision because of the myriad of activities in which they engage and which are prone to scatter their attention. However, some studies still find that the core of the supervisory activity remains. To better understand how managers exert supervision in a dynamic environment and among their fragmented activities, the thesis studies managers' attention. A multiple-case study made of four managers is presented. Data is collected through a two-week shadowing (mobile observation method) per manager. Interviews drawing on the interview-to-the double method are also conducted. 1968 attentional episodes of managerial supervision have been identified and analysed. This analysis reveals different modes of implementing and articulating attentional episodes and discovers aspects from managers' attentional perspective structuring their sensitivity to operations. The thesis identifies four components of managers' supervisory activity common to the managers: articulating actions, stimulating actions, "advertant", pedagogical. Through their attentional processes managers exert swiftly their supervision and subsume the complexity and variability of the operations they are responsible for. The thesis reveals the richness of managers' supervisory activity , particularly through the pedagogical and "advertant" components
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Tipton, Kevin D. "Staff nurse perceptions of the management competencies first line nurse managers need to be successful." Thesis, Capella University, 2016. http://pqdtopen.proquest.com/#viewpdf?dispub=10002501.

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Leadership in today’s health care system is faced with challenges that require adequate educational training / preparation and practical experience. These challenges are manifested by a constant state of change which adds pressures and additional responsibilities to all health care providers. Adequate training / preparation can make a significant difference in the ability to appropriately and effectively improve and maintain work responsibilities. Historically, management opportunities have been available for adequately trained qualified personnel; however, consistent adequately trained first line nurse managers has not been the case. First line nurse managers are often promoted to their management position as a result of several characteristics; longevity in the nursing profession, exemplary clinical practice, or through a process of seniority, all of which may not be entirely management oriented. The literature states that promotion from nurse to a first line nurse manager position without management training may result in burnout, mistrust among colleagues, lack of respect, lack of leadership, division among departments, and overall poor performance. This study will examine the perceptions about the quality of nurse management training, and the problems encountered when such training does not occur. The study will also provide a basis for a review of the current literature to validate previous studies, provide current studies to include new input, and explore educational training ideas and suggestions addressing training concerns. This quantitative research will survey staff nurses seeking their individual perceptions of the competencies needed for first line nurse managers to be successful in their role. Data provided from staff nurses’ perceptions of the managerial skills and techniques of their current manager will be collected using a survey approach. The data will be used to analyze if there is an absence of needed managerial skills education and resolutions for a better approach. The target population for this study is staff / bedside registered nurses administering first level bedside care for patients in the hospital and/or clinical setting and from this population a sample of registered nurses currently enrolled or have been recently enrolled (within the last two years) in an associate degree to a baccalaureate nursing program.

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Buhusayen, Bassam. "The first-line manager’s role during radical organisational change: A social exchange perspective." Thesis, Edith Cowan University, Research Online, Perth, Western Australia, 2020. https://ro.ecu.edu.au/theses/2295.

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This study aims to gain an in-depth understanding of the first-line manager’s (FLM) role through Social Exchange Theory. It focuses on experiences of senior managers, FLMs and employees during radical organisational change (ROC). This phenomenological study used 40 semi-structured interviews analysed by thematic analysis. The study finds the FLM-employee relationship was underpinned by high reciprocity and group gain. FLMs also played an active role in facilitating ROC but they were challenged by inadequate resources and poor communication. FLMs overcame these obstacles by being pragmatic and by mobilising a social exchange-based strategy that gained employees’ buy-in and clients’ friendships.
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Books on the topic "First-line managers"

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Handbook for first-line nurse managers. New York: Wiley, 1986.

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John, Payne. Exercises for developing first-line managers. Aldershot, Hampshire: Gower, 1995.

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Klein, Janice Anne. The changing role of first-line supervisors and middle managers. Washington, D.C: U.S. Dept. of Labor, Bureau of Labor-Management Relations and Cooperative Programs, 1988.

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Barbara, Hearn, and National Children's Bureau, eds. Developing good child protection practice: A guide for first line managers. London: National Children's Bureau, 1998.

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Joseph, Cayer N., ed. Supervision for success in government: A practical guide for first line managers. San Francisco: Jossey-Bass, 1994.

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Everson-Bates, Sally. The nurse manager: An ethnography of hospital based first-line nurse managers practicing in an expanded role. San Diego, Calif: University of San Diego, 1990.

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Arman, Rebecka. Fragmentation and power in managerial work in health care: A study of first- and second-line managers. Gothenburg: Bokförlaget BAS, 2010.

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Holleft, Jane E. The experience of managing from the perspective of first-line nurse managers working in program management. Ottawa: National Library of Canada, 2001.

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Amphlett, Susan. Enquiries into alleged child abuse: Promoting partnership with families : a policy and practice guide for elected members, senior managers, first line managers and practitioners. Bishop's Stortford: PAIN, 1997.

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department of health. Managing to care: A study of first line managers in social services departments - day and domiciliary care.. London: Dept of Health, 1988.

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Book chapters on the topic "First-line managers"

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Bramwell, Donna, Kath Checkland, Jolanta Shields, and Pauline Allen. "1948–1974: Community Nursing Services as a Local Government Service." In Community Nursing Services in England, 9–16. Cham: Springer International Publishing, 2023. http://dx.doi.org/10.1007/978-3-031-17084-3_2.

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AbstractTaking the first era from the inception of the NHS through to 1974, this chapter documents the establishment of the service as a home nursing service. Known as the ‘tripartite era’ because of the way provision of health services were divided between three types of bodies—Local Authorities (LA), Executive Councils of the Ministry of Health and Hospital Boards—this era would see a split enshrined between LA-provided community nursing services and medical services provided by the others. This split has been a feature of the NHS ever since, despite successive unifying re-organisations of the health service, and has come to define the way community nursing is perceived by policy apparent in this review. In line with the format of the chapters, we start to look at the role and function of district nurses (DNs) and begin to see how the role was focused on home care for the sick, management of infectious diseases and supporting doctors. We also begin to examine how DNs were managed and paid for and identify the enduring tensions in how they are organised—either geographically or attached to GP practices. We conclude this chapter with a brief paragraph summing up that for this era the role of district nurse services, despite becoming a national requirement, is rarely fully set out in policy. In other words, the district nursing service was largely invisible in policy terms.
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Lantican, Gaudencia A. "Field Screening of Gamma-Irradiated Cavendish Bananas." In Efficient Screening Techniques to Identify Mutants with TR4 Resistance in Banana, 97–109. Berlin, Heidelberg: Springer Berlin Heidelberg, 2022. http://dx.doi.org/10.1007/978-3-662-64915-2_7.

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AbstractIn our search for Cavendish bananas to withstand Fusarium oxysporum f. sp. cubense (Foc TR4) and other diseases, field screening of tissue-cultured Grand Nain banana seedlings derived from gamma-irradiated shoot tips was explored. Six months after irradiation and multiplication in the laboratory, the plantlets (M1V6) were individually grown in seedling bags under screen house conditions for 8 weeks, side-by-side with non-irradiated plantlets of the same clone. Once acclimatized, the banana plants were grown in an area confirmed positive of Foc TR4 (based on previous farm records stating that more than 50% of the plant population succumbed to the disease). Seedlings from each treatment (dose of radiation) were divided into four replicates, regardless of the number of plants. Each plant was given a unique identification code for traceability during disease monitoring, bunch and fruit quality evaluation.Incidences of Foc TR4, Moko disease (Ralstonia solanacearum) and virus diseases were monitored weekly. Plants found positive of any disease were eradicated immediately. The plant population for the succeeding generation was managed by removing the unwanted suckers, 12 weeks from planting using a spade gouge and keeping only one sucker per plant for the next generation. Agronomic characters of each plant were taken at the flowering stage. These included age to flower, height, pseudostem circumference, number of leaves and height of the sucker. The bunch was harvested 12 weeks from flowering. The number of hands in a bunch, the number of fingers and weight of a hand were recorded. The same agronomic characters of the plant were taken for the succeeding generations.Plants left standing in the field without any disease symptoms 3 years after planting were considered as putative mutants and were selected as candidate lines for multiplication and second-generation field screening. Only healthy suckers (free from viruses) were further multiplied via tissue culture technique to reach M1V6. Clean suckers from each line free of soil debris or dirt were sent to the laboratory for multiplication. At least 1000 plantlets were produced from each line for the second-generation field screening. These were grown in two locations – with and without records of Foc TR4. Field monitoring activities including plant population management, disease incidence assessment and fruit quality evaluation were carried out following the same protocols used in the establishment of the first-generation plants. Lines with population showing ≤10% Foc TR4 after the first harvest, with good vigor, fruit quality and productivity were considered as candidates for further multiplication, farmers distribution and field planting under semi-commercial scale.
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Sergey, Kosaretsky, and Likhatskikh Elena. "Supporting Elementary and Secondary Education During the Pandemic: A Case Study from the National Research University Higher School of Economics." In Knowledge Studies in Higher Education, 243–60. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-82159-3_16.

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AbstractThe COVID-19 pandemic has presented a formidable challenge to the Russian school system. Such global challenges and crises highlight the significance of the National Research University Higher School of Economics (HSE)’s third mission: responsibility for the well-being of the community.As one of the first universities to offer support to elementary and secondary education systems in Russia during the pandemic, the HSE relied on its ability to create new scientific knowledge and make it useful in practice to provide versatile and targeted aid for students, teachers, regional administrators, and parents across the country. There were two main vectors of HSE activity at the time of the pandemic: (1) promoting the development of the Russian education system through research, monitoring, and coordination of scholars and analysts and (2) direct work with secondary and high school stakeholders using contemporary approaches for talent development and digital tools.The pandemic revealed the importance of developing new areas of research and analysis. In line with the first vector, the HSE focused on: Monitoring and studying the situation and collecting and promoting university and school case studies on organizing work during a pandemic Leading and participating in professional reflections and discussions regarding experiences and training practices in the context of a lockdown The institution organized an array of surveys with students, teachers, parents, and representatives from regional and municipal education organizations and analyzed the results as quickly as possible. The main areas of research were problems of educational inequality and digital transformation. Based on the collected data, the Institute of Education managed to publish more than 30 analytical works between April and June of 2020.For the second vector, the HSE developed programs that seek to expand its geographic reach, implement flexible recruitment, and digitize communication with school students. Such programs aimed at: Training personnel while consulting with administrators and educators on the technological and legal aspects of the work of schools. Providing online instruction and assistance for students learning software tools and preparing for exams. Helping parents arrange support for children in the transition to distance learning. For this period, the HSE quickly and effectively expanded cooperation with schools in Moscow and regions around Russia that the institution developed over the last 15 years. Key current projects working in this direction are: The HSE School District The Lyceum Distributed Schools The Higher Students Academy The Higher School for Parents
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Sergey, Kosaretsky, and Likhatskikh Elena. "Supporting Elementary and Secondary Education During the Pandemic: A Case Study from the National Research University Higher School of Economics." In Knowledge Studies in Higher Education, 243–60. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-82159-3_16.

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AbstractThe COVID-19 pandemic has presented a formidable challenge to the Russian school system. Such global challenges and crises highlight the significance of the National Research University Higher School of Economics (HSE)’s third mission: responsibility for the well-being of the community.As one of the first universities to offer support to elementary and secondary education systems in Russia during the pandemic, the HSE relied on its ability to create new scientific knowledge and make it useful in practice to provide versatile and targeted aid for students, teachers, regional administrators, and parents across the country. There were two main vectors of HSE activity at the time of the pandemic: (1) promoting the development of the Russian education system through research, monitoring, and coordination of scholars and analysts and (2) direct work with secondary and high school stakeholders using contemporary approaches for talent development and digital tools.The pandemic revealed the importance of developing new areas of research and analysis. In line with the first vector, the HSE focused on: Monitoring and studying the situation and collecting and promoting university and school case studies on organizing work during a pandemic Leading and participating in professional reflections and discussions regarding experiences and training practices in the context of a lockdown The institution organized an array of surveys with students, teachers, parents, and representatives from regional and municipal education organizations and analyzed the results as quickly as possible. The main areas of research were problems of educational inequality and digital transformation. Based on the collected data, the Institute of Education managed to publish more than 30 analytical works between April and June of 2020.For the second vector, the HSE developed programs that seek to expand its geographic reach, implement flexible recruitment, and digitize communication with school students. Such programs aimed at: Training personnel while consulting with administrators and educators on the technological and legal aspects of the work of schools. Providing online instruction and assistance for students learning software tools and preparing for exams. Helping parents arrange support for children in the transition to distance learning. For this period, the HSE quickly and effectively expanded cooperation with schools in Moscow and regions around Russia that the institution developed over the last 15 years. Key current projects working in this direction are: The HSE School District The Lyceum Distributed Schools The Higher Students Academy The Higher School for Parents
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Nedelko, Zlatko, and Vojko Potocan. "Priority of Management Tools Utilization among Managers." In Encyclopedia of Strategic Leadership and Management, 1083–94. IGI Global, 2017. http://dx.doi.org/10.4018/978-1-5225-1049-9.ch075.

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The research outlines the relative importance of the commonly used management tools among the managerial staff in organizations in selected worldwide areas, with deeper focus on emerging Central and East Europe economy – namely Slovenia. This paper examines the influence of the manager's position on utilization of single management tool. The survey covered 155 managers working in Slovenian organizations. 23 out of 25 considered management tools significantly differ in the level of utilization by managers at various positions in organizations. The middle managers most commonly use the top five most used management tools – outsourcing, benchmarking, total quality management, knowledge management and strategic planning. Further on, the first line managers more frequently than the top managers use outsourcing, benchmarking, total quality management, and strategic planning. The top managers frequently use knowledge management. The paper provides at the end several practical implications and recommendations for practice.
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Wallgren, Lars Göran, Svante Leijon, and Kerstin Malm Andersson. "IT Managers’ Narratives on Subordinates’ Motivation at Work." In User Perception and Influencing Factors of Technology in Everyday Life, 282–97. IGI Global, 2013. http://dx.doi.org/10.4018/978-1-4666-1954-8.ch019.

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Little is known about managers’ perception of their subordinates’ motivation, especially how this perception influences managerial behavior. This study, conducted in the growing IT consultancy sector, focuses on how IT consultancy first-line managers construct their subordinates’ motivation. Since work motivation is a complex phenomenon, there is variation in how managers reduce this complexity. The empirical data was collected in semi-structured interviews with six team leaders (three female, three male) and are presented as narratives. In their narratives, the female team leaders present a more transformative view of their subordinates while the male managers present a more transactional view. The authors interpret this variation in the narrations as evidence that the issue of subordinate motivation is not seen as strategically important. This interpretation cast doubts on certain assumptions in organizational psychology theory.
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Harding, Simon. "Controlling the Line: Exploitation and Sanctions." In County Lines, 143–78. Policy Press, 2020. http://dx.doi.org/10.1332/policypress/9781529203073.003.0006.

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This chapter investigates how county line managers employ strategic and tactical actions to control their lines to keep them active and thriving: first, through exploitation and; second, via the County Line Control Repertoire, which provides multiple tactical sanctions for county line operatives to control the line. Exploitation by street gangs and organised crime networks is UK-wide. Within county lines, exploitation of both adults and young people is fundamental to all county line business models and is essential to achieving the profit margins making county line models a profitable enterprise. Child criminal exploitation within county lines can include grooming and selection, recruitment, running drug lines, interlay carrying drugs, hiding or carrying weapons, and money laundering. The chapter then considers the role of gender, with detailed insight into the exploitation, intimidation, and violence now ever-present in county lines via issues such as debt bondage.
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Hobbs, N. Thompson, and Mevin B. Hooten. "Preview." In Bayesian Models. Princeton University Press, 2015. http://dx.doi.org/10.23943/princeton/9780691159287.003.0001.

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This chapter sketches an approach to inference applicable to an enormous range of research problems—one that can be understood from first principles and that can be unambiguously communicated to other scientists, managers, and policy makers. In doing research, it is important that one is able to ask important questions and provide compelling answers to them. Doing so depends on establishing a line of inference that extends from current thinking, theory, and questions to new insight qualified by uncertainty. This chapter introduces a highly general, flexible approach to establishing this line of inference. It offers a somewhat abstract overview of this framework followed by a concrete example to properly illustrate this framework.
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Kaushal, Nidhi. "The Notable Approach of Stories in Comprehending the First-Time Leader's Behavioural Traits." In Handbook of Research on Innate Leadership Characteristics and Examinations of Successful First-Time Leaders, 171–90. IGI Global, 2021. http://dx.doi.org/10.4018/978-1-7998-7592-5.ch010.

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The psychological perspective of stories has a significant impact on transforming the perception of the leader and group members towards each other, by developing positive mindfulness, cognizance, and sensibility. The application and analysis of narratives in the context of a leader's behavioural traits present a new prospect in learning leadership styles and tactics. Literary scholars have deliberated the ideology of the tales through different perspectives, but it's a kind of a novel attempt in itself to present the relevance of tales in the organizational work along with their associated concepts, and their efficacy in developing strategies. This chapter signifies the relativity of stories in the erudition of leadership policies and recognizing the qualities of first-line managers and their effectiveness in organizational development.
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"Change and the first line manager." In Managing Change, 44–52. Routledge, 2007. http://dx.doi.org/10.4324/9780080473291-13.

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Conference papers on the topic "First-line managers"

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Karltun, Johan, Anette Karltun, Karin Havemose, and Sofia Kjellström. "Positioning the study of first line managers’ resilient action strategies." In 8th REA Symposium on Resilience Engineering: Scaling up and Speeding up Linnaeus Univerity, Kalmar, Sweden, 24th-27th June 2019. Lnu Press, 2020. http://dx.doi.org/10.15626/rea8.20.

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Guo, Jingsheng, Xiaoying Liu, Cong Qu, and Suhua Wang. "The Training Course Design of First-line Managers under the Model of Competence." In 2011 International Conference on Information Management, Innovation Management and Industrial Engineering (ICIII). IEEE, 2011. http://dx.doi.org/10.1109/iciii.2011.428.

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Feng, Wang. "Release the potential of the first-line managers: A new task of the development and management of Modern Human Resources." In 2013 6th International Conference on Information Management, Innovation Management and Industrial Engineering (ICIII). IEEE, 2013. http://dx.doi.org/10.1109/iciii.2013.6703141.

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Bitelli, Gabriele, Ester Barbieri, Valentina Alena Girelli, Alessandro Lambertini, Emanuele Mandanici, Eleonora Melandri, Domenico Simone Roggio, et al. "THE COMPLEX OF SANTA CROCE IN RAVENNA AS A CASE STUDY: INTEGRATION OF 3D TECHNIQUES FOR SURVEYING AND MONITORING OF A HISTORICAL SITE." In ARQUEOLÓGICA 2.0 - 9th International Congress & 3rd GEORES - GEOmatics and pREServation. Editorial Universitat Politécnica de Valéncia: Editorial Universitat Politécnica de Valéncia, 2021. http://dx.doi.org/10.4995/arqueologica9.2021.12164.

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Over the last decades, climate change has brought more and more challenges to managers of cultural heritage and researchers. The increasing effects of natural hazards on assets have required the development of a new protocol of techniques and methodologies for the monitoring of Cultural Heritage and the adoption of management plans adapted to the new challenges at every stage of risk management. The work here presented aims at providing an insight of the work undertaken under the framework of the H2020 SHELTER project, to showcase the first steps of the multi-disciplinary research conducted in one of the project’s case studies, the complex of Santa Croce in Ravenna, Italy. The paper provides the presentation of the case study and the description of the surveying activities with some first results, to provide a preliminary assessment of the site criticalities to be addressed in the future activities in the area, in line with the EU project expected outcomes.
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Ettema, Roelof, Goran Gumze, Katja Heikkinen, and Kirsty Marshall. "European Integrated Care Horizon 2020: increase societal participation; reduce care demands and costs." In CARPE Conference 2019: Horizon Europe and beyond. Valencia: Universitat Politècnica València, 2019. http://dx.doi.org/10.4995/carpe2019.2019.10175.

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BackgroundCare recipients in care and welfare are increasingly presenting themselves with complex needs (Huber et al., 2016). An answer to this is the integrated organization of care and welfare in a way that personalized care is the measure (Topol, 2016). The reality, however, is that care and welfare are still mainly offered in a standardized, specialized and fragmented way. This imbalance between the need for care and the supply of care not only leads to under-treatment and over-treatment and thus to less (experienced) quality, but also entails the risk of mis-treatment, which means that patient safety is at stake (Berwick, 2005). It also leads to a reduction in the functioning of citizens and unnecessary healthcare cost (Olsson et al, 2009).Integrated CareIntegrated care is the by fellow human beings experienced smooth process of effective help, care and service provided by various disciplines in the zero line, the first line, the second line and the third line in healthcare and welfare, as close as possible (Ettema et al, 2018; Goodwin et al, 2015). Integrated care starts with an extensive assessment with the care recipient. Then the required care and services in the zero line, the first line, the second line and / or the third line are coordinated between different care providers. The care is then delivered to the person (fellow human) at home or as close as possible (Bruce and Parry, 2015; Evers and Paulus, 2015; Lewis, 2015; Spicer, 2015; Cringles, 2002).AimSupport societal participation, quality of live and reduce care demand and costs in people with complex care demands, through integration of healthcare and welfare servicesMethods (overview)1. Create best healthcare and welfare practices in Slovenia, Poland, Austria, Norway, UK, Finland, The Netherlands: three integrated best care practices per involved country 2. Get insight in working mechanisms of favourable outcomes (by studying the contexts, mechanisms and outcomes) to enable personalised integrated care for meeting the complex care demand of people focussed on societal participation in all integrated care best practices.3. Disclose program design features and requirements regarding finance, governance, accountability and management for European policymakers, national policy makers, regional policymakers, national umbrella organisations for healthcare and welfare, funding organisations, and managers of healthcare and welfare organisations.4. Identify needs of healthcare and welfare deliverers for creating and supporting dynamic partnerships for integrating these care services for meeting complex care demands in a personalised way for the client.5. Studying desired behaviours of healthcare and welfare professionals, managers of healthcare and welfare organisations, members of involved funding organisations and national umbrella organisations for healthcare and welfare, regional policymakers, national policy makers and European policymakersInvolved partiesAlma Mater Europaea Maribor Slovenia, Jagiellonian University Krakow Poland, University Graz Austria, Kristiania University Oslo Norway, Salford University Manchester UK, University of Applied Sciences Turku Finland, University of Applied Sciences Utrecht The Netherlands (secretary), Rotterdam Stroke Service The Netherlands, Vilans National Centre of Expertise for Long-term Care The Netherlands, NIVEL Netherlands Institute for Health Services Research, International Foundation of Integrated Care IFIC.References1. Berwick DM. The John Eisenberg Lecture: Health Services Research as a Citizen in Improvement. Health Serv Res. 2005 Apr; 40(2): 317–336.2. Bruce D, Parry B. Integrated care: a Scottish perspective. London J Prim Care (Abingdon). 2015; 7(3): 44–48.3. Cringles MC. Developing an integrated care pathway to manage cancer pain across primary, secondary and tertiary care. International Journal of Palliative Nursing. 2002 May 8;247279.4. Ettema RGA, Eastwood JG, Schrijvers G. Towards Evidence Based Integrated Care. International journal of integrated care 2018;18(s2):293. DOI: 10.5334/ijic.s22935. Evers SM, Paulus AT. Health economics and integrated care: a growing and challenging relationship. Int J Integr Care. 2015 Jun 17;15:e024.6. Goodwin N, Dixon A, Anderson G, Wodchis W. Providing integrated care for older people with complex needs: lessons from seven international case studies. King’s Fund London; 2014.7. Huber M, van Vliet M, Giezenberg M, Winkens B, Heerkens Y, Dagnelie PC, Knottnerus JA. Towards a 'patient-centred' operationalisation of the new dynamic concept of health: a mixed methods study. BMJ Open. 2016 Jan 12;6(1):e010091. doi: 10.1136/bmjopen-2015-0100918. Lewis M. Integrated care in Wales: a summary position. London J Prim Care (Abingdon). 2015; 7(3): 49–54.9. Olsson EL, Hansson E, Ekman I, Karlsson J. A cost-effectiveness study of a patient-centred integrated care pathway. 2009 65;1626–1635.10. Spicer J. Integrated care in the UK: variations on a theme? London J Prim Care (Abingdon). 2015; 7(3): 41–43.11. Topol E. (2016) The Patient Will See You Now. The Future of Medicine Is in Your Hands. New York: Basic Books.
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Strategic Tool in Elderly Care, A. "Risk Management as." In Applied Human Factors and Ergonomics Conference. AHFE International, 2019. http://dx.doi.org/10.54941/ahfe100168.

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The aim of this two-year intervention study was to provide information on the work-related physical demands and risks among nurses working in elderly 24-hour care units and to determine what kind of measures and management means can reduce physical strain on nurses. A variety of measures were used. This paper presents the key findings of nurses' physical load and risks associated with nursing care (The Care Thermometer method) and perceived workload of nurses (job strain and satisfaction questionnaire).The level of working safety increased from 56% to 71.5%. High-risk tasks have been reduced from 22.5% to 13.9%.There were significant differences (p-value < .001) in perceived stress between physical and psychological stress and by activities (long term care; homes for elderly; service homes) and by professions (nurses; practical nurses; nursing aids; first-line managers). Both physical stress and psychological stress increased, but physical stress increased less than psychological stress. It can be assumed that the interventions in this study had a positive impact on physical stress. Additional tests are needed to explain the differences between physical and psychological stress and the measures and management means that can best reduce physical strain on nurses.
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Huang, Manhui, and Chi-Sum Wong. "The Stage Differences of the First-line and Middle Manager IT Competence." In 2010 Third International Symposiums on Electronic Commerce and Security (ISECS). IEEE, 2010. http://dx.doi.org/10.1109/isecs.2010.16.

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Man-Hui Huang and Kang Xie. "First-Line and Middle Manager IT Usage Intention: A Test of TAM." In 2008 International Seminar on Business and Information Management (ISBIM 2008). IEEE, 2008. http://dx.doi.org/10.1109/isbim.2008.21.

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Huang, Man-Hui, and Kang Xie. "The Key Effect Factors of the First-line and Middle Manager IT Usage Intention." In 2009 International Conference on Information Management, Innovation Management and Industrial Engineering. IEEE, 2009. http://dx.doi.org/10.1109/iciii.2009.21.

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Huang, Man-Hui, and Kang Xie. "First-Line and Middle Manager IT Usage Intention: A Comparison of TAM, TRA and TPB." In 2009 International Conference on Management and Service Science (MASS). IEEE, 2009. http://dx.doi.org/10.1109/icmss.2009.5305343.

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Reports on the topic "First-line managers"

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Gentry, William, and Richard Walsh. Mentoring First-Time Managers: Proven Strategies HR Leaders can Use. Center for Creative Leadership, 2015. http://dx.doi.org/10.35613/ccl.2015.2047.

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"When individual contributors or professionals are promoted into their first formal leadership position, many do not realize how tough that transition can be for them. We often hear that these leaders are not prepared, and lack the support and development to help make that transition successfully. When they are not supported, they suffer, and so too do their teams, the organization, and the HR leadership pipeline, which ultimately can negatively impact the organization’s bottom line. First-time managers are an important part of an organization’s talent and succession management. In turn, organizations may attempt to help first-time managers make the transition into leadership easier by implementing a formal mentoring program. This white paper supports this effort by: • Explaining the benefits a mentoring program can provide for first-time managers and their mentor. • Providing organizations a way to strengthen their own mentoring programs. • Offering HR leaders specific steps to follow and best practices applied in starting and maintaining a successful formal mentoring program specifically aimed at first-time managers. Formal mentoring programs are useful to support and develop first-time managers, an important leadership population that is vital for strengthening your leadership pipeline and succession management efforts. Armed with the knowledge from this white paper, we believe you will be able to gain a competitive advantage".
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Financial Stability Report - Second Semester of 2021. Banco de la República, September 2022. http://dx.doi.org/10.32468/rept-estab-fin.sem2.eng-2021.

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Banco de la República’s main objective is to preserve the purchasing power of the currency in coordination with the general economic policy that is intended to stabilize output and employment at long-term sustainable levels. Properly meeting the goal assigned to the Bank by the 1991 Constitution critically depends on preserving financial stability. This is understood to be a general condition in which the financial system assesses and manages the financial risks in a way that facilitates the economy’s performance and efficient allocation of resources while, at the same time, it is able to, on its own, absorb, dissipate, and mitigate the shocks that may arise as a result of adverse events. This Financial Stability Report meets the goal of giving Banco de la República’s diagnosis of the financial system’s and its debtors’ recent performance as well as of the main risks and vulnerabilities that could affect the stability of the Colombian economy. In this way, participants in financial markets and the public are being informed, and public debate on trends and risks affecting the system is being encouraged. The results presented here also serve the monetary authority as a basis for making decisions that will enhance financial stability in the general context of its objectives. In recent months, several positive aspects of the financial system have preserved a remarkable degree of continuity and stability: the liquidity and capital adequacy of financial institutions have remained well above the regulatory minimums at both the individual and consolidated levels, the coverage of past-due loans by loan-loss provisions remains high, and the financial markets for public and private debt and stocks have continued to function normally. At the same time, a surge in all the types of loan portfolios, a sharp downturn in the non-performing loan portfolio, and a rise in the profitability of credit institutions can be seen for the first time since the beginning of the pandemic. In line with the general recovery of the economy, the main vulnerability to the stability of the Colombian financial system identified in the previous edition—uncertainty about changes in the non-performing loans portfolio—has receded and remains on a downward trend. In this edition, the main source of vulnerability identified for financial stability in the short term is the system’s exposure to sudden changes in international financial conditions; the results presented in this Report indicate that the system is sufficiently resilient to such scenarios. In compliance with its constitutional objectives and in coordination with the financial system’s security network, Banco de la República will continue to closely monitor the outlook for financial stability at this juncture and will make the decisions necessary to ensure the proper functioning of the economy, facilitate the flow of sufficient credit and liquidity resources, and further the smooth functioning of the payment system. Leonardo Villar Gomez Governor Box 1 -Decomposition of the Net Interest Margin in Colombia and Chile Wilmar Cabrera Daniela Rodríguez-Novoa Box 2 - Spatial Analysis of New Home Prices in Bogota, Medellín, and Cali Using a Geostatistical Approach María Fernanda Meneses Camilo Eduardo Sánchez Box 3 - Interest Rate Model for the SYSMO Stress Test Exercise Wilmar Cabrera Diego Cuesta Santiago Gamba Camilo Gómez Box 4 - The Transition from LIBOR and other International Benchmark Rates Daniela X. Gualtero Briceño Javier E. Pirateque Niño
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