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Prokosch, H. U., T. Ganslandt, and J. Šuc. "Applicability of Lewin´s Change Management Model in a Hospital Setting." Methods of Information in Medicine 48, no. 05 (2009): 419–28. http://dx.doi.org/10.3414/me9235.
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Summary Objectives: Today’s socio-economic developments in the healthcare area require continued optimization of processes and cost structures at hospitals, often associated with process changes for different occupational groups in the hospital. Formal methods for managing change have been established in other industries. The goal of this study was to assess the applicability of Kurt Lewin’s change management method to a health informatics-related project at a German university hospital. Methods: A project at the University Hospital Erlangen introducing changed requirements in the documentation of costly material in the surgical area was conducted following the concept of Lewin’s approach based on field theory, group dynamics, action research and the three steps of change. A data warehouse contributed information to several steps in the change process. Results: The model was successfully applied to the change project. Socio-dynamic forces relevant to the project goals were identified and considered in the design of the new documentation concept. The achieved documentation level met the new requirements and in some areas even exceeded them. Conclusions: Based on the project experiences, we consider Kurt Lewin’s approach applicable to change management projects in the hospital sector without a requirement for substantial additional resources, however, specific hospital characteristics need to be taken into account. The data warehouse played an important role by providing essential contributions throughout the entire change process.
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Berry, David C., and Christine Noller. "Change Management and Athletic Training: A Primer for Athletic Training Educators." Athletic Training Education Journal 15, no. 4 (October 1, 2020): 269–77. http://dx.doi.org/10.4085/1947-380x-19-89.
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Context Change management is a discipline guiding how organizations prepare, equip, and support people to adopt a change to drive organizational success and outcomes successfully. Objective To introduce the concept of change management and create a primer document for athletic training educators to use in the classroom. Background While Lean and Six Sigma methodologies are essential for achieving a high-reliability organization, human resistance to change is inevitable. Change management provides a structured approach via different theoretical methods, specific principles, and tools to guide organizations through growth and development and serves an essential role during process improvement initiatives. Synthesis There are several theories or models of change management, 3 of which are specifically relevant in health care. Kotter and Rathgeber believe change has both an emotional and situational component and use an 8-step approach: increase urgency, guide teams, have the right vision, communicate for buy-in, enable action, create short-term wins, and make-it-stick [Kotter J., Rathgeber H. Our Iceberg is Melting: Changing and Succeeding Under Any Circumstances. New York, NY: St. Martin's Press, 2006]. Bridges' Transitional Model focuses on the premise that change does not influence project success; instead, a transition does [Bridges W. Managing Transitions: Making the Most of Change. Reading, MA: Addison-Wesley Publishing, 1991]. Lewin's model suggests that restraining forces influence organizations and that driving forces cause change to happen [Lewin K. Problems of research in social psychology. In: Cartwright D, ed. Field Theory in Social Science: Selected Theoretical Papers. New York, NY: Harpers; 1951]. Recommendation(s) Whether athletic trainers approach change management in a leadership role or as a stakeholder, newly transitioning professionals and those seeking leadership roles should value and appreciate change management theories and tools. Moreover, while no best practice statement exists relative to the incorporation of change management into a curriculum, addressing the subject early may allow immersive-experience students an opportunity to use change management during a process improvement initiative, facilitating a greater appreciation of the content. Conclusion(s) Athletic training curriculums should consider including change management course content, whether separately or in combination with other process-improvement content, thereby familiarizing athletic trainers with a common language for organizational and professional change.
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M. N., Okeke, Oboreh, J.C, Nebolisa O., Esione, U.O, and Chukwuemeka Odemegwu Ojukwu. "Change Management and Organizational Performance in Selected Manufacturing Companies in Anambra State, Nigeria." International Journal of Social Sciences and Humanities Invention 6, no. 5 (May 24, 2019): 5437–45. http://dx.doi.org/10.18535/ijsshi/v6i5.06.
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This study examined change management and organizational performance in manufacturing companies in Anambra state, Nigeria. Relevant conceptual, theoretical and empirical literatures were reviewed. This study was anchored on organizational change and Lewin`s Three Step Model . Descriptive survey design was adopted, and primary data was employed. The population for the study was 286 employees working at the selected manufacturing companies in Anambra State. The entire population was used as the sample size for this study.The major instrument used for data collection was the questionnaire. Content Validity was adopted, and the test-retest method was used to test reliability of the research instrument. The study found that technological changes have a positive significant effect on organizational performance in manufacturing companies. Change management strategies have a positive significant effect on organizational performance in manufacturing companies in Anambra state. Leadership changes have a positive significant influence on organizational performance in manufacturing companies in Anambra state. The study concluded that change management has a positive significant effect on organizational performance in manufacturing companies in Anambra state. The study recommends that technology change had influenced employee performance since it simplifies the work to be done,thereby making work more efficient. Organizations which implement new technology should provide proper training to their employees to increase their performance. Every organization should build strong organizational management strategies that help to build good relationships based on their values, norms, behaviours, and perceptions.Leadership changes leaders’ mind-set, style, and behavior.The change process they design as a result of their orientation must encourage employees to want to participate, to choose to contribute, rather than force them to do so.
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Ajgaonkar, Mihir, and Keith D’Souza. "The Muktangan story (Part A): an organizational study and The Muktangan story (Part B): winds of change." Emerald Emerging Markets Case Studies 8, no. 3 (September 24, 2018): 1–25. http://dx.doi.org/10.1108/eemcs-08-2017-0216.
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Subject area The subject areas are organizational management, organizational behaviour and human resource management. Study level/applicability The study is applicable for courses in human resource management and organizational behaviour as part of masters-level programmes in business administration and management, executive development programmes on organization design and development for middle/senior management. Case overview In 2003, Elizabeth and Sunil Mehta had founded a voluntary organization, “Muktangan”, focussed on child-centric education through innovative pedagogy for the community of the urban poor. Elizabeth, an educationist, and Sunil, a highly successful business person, joined hands to contribute to the well-being of urban poor to make a difference to their lives. Elizabeth and Sunil presented a proposal to impart education for “the children of the community, by the teachers drawn from the community” to the residents of the slums in central Mumbai. With a humble beginning of running a small pre-school, Muktangan now manages seven schools with 3,400 children and 500 teachers, and a teachers’ training centre with a capacity to train 100 teachers a year. Muktangan won acclaim for its unique pedagogy and a very effective child-to-teacher ratio. Over the years, Elizabeth and Sunil led Muktangan with a strong passion and a “hands-on” approach. Of late, Elizabeth and Sunil faced questions from their donors about the sustainability of Muktangan with respect to leadership and management succession. Elizabeth and Sunil had a vision for Muktangan for self-directed growth with an empowered team. Muktangan embarked on the journey to create a leadership for self-directed growth. Sunil, Elizabeth and team Muktangan conceptualized and implemented a change management intervention with help from an external consultant to build the desired organization. Expected learning outcomes Outcomes are understanding issues involved in the leadership, organization design and management of change, particularly of those organizations engaged in social change and development in developing societies. Supplementary materials The Muktangan Story: Part A – An Organizational Study; The Muktangan Story Part B – Winds of Change; Teaching Note; References: Bradach J. (1996), Organizational Alignment: The 7-S Model, Harvard Business School Publishing, Boston, MA 02,163. Cooperrider D. and Whitney D. (2005), “A Positive Revolution in Change: Appreciative Inquiry”, In The Change Handbook. The Definitive Resource on Today’s Best Methods for Engaging.Whole Systems, by Peggy Holman, Tom Devane, and Steven Cady. Berrett-Koehler Publishers. Cooperrider D., Whitney D., and Stavros J.M. (2008), Appreciative Inquiry Handbook for Leaders of Change (Second Edition), Berrett-Koehler Publishers. Greiner, L.E. (1998), “Evolution and Revolution as Organizations Grow”, Harvard Business Review, May-June, 3-11. www.muktanganedu.org/ accessed 12 April, 2018. Kessler, E. H., (2013) (ed.), Encyclopaedia of Management Theory, Sage Publications Kotter, J. P. (1996), Leading Change, Harvard Business School Press, Boston. Lewin K. (1951), Field Theory in social science, Harper & Row, New York. Waterman, R. H., Peters, T. J., and Phillips, J. R. (1980), Structure is not organization. Business Horizons, 23(3), 14-26. Subject code: CSS 6: Human Resource Management.
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Rosenbaum, David, Elizabeth More, and Peter Steane. "Planned organisational change management." Journal of Organizational Change Management 31, no. 2 (April 9, 2018): 286–303. http://dx.doi.org/10.1108/jocm-06-2015-0089.
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Purpose The purpose of this paper is to identify the development of planned organisational change models (POCMs) since Lewin’s three-step model and to highlight key linkages between them. Design/methodology/approach A total of 13 commonly used POCMs were identified and connections with Lewin’s three-step framework and associated process attributes were made, reflecting the connections between these models and Lewin. Findings The findings show that first Lewin’s three-step model represents a framework for planned change; however, these steps could not be viewed in isolation of other interrelated processes, including action research, group dynamics, and force field analysis. These process steps underpin the iterative aspects of his model. Second, all 13 POCMs have clearly identified linkages to Lewin, suggesting that the ongoing development of POCMs is more of an exercise in developing ongoing procedural steps to support change within the existing framework of the three-step model. Research limitations/implications The authors recognise that the inclusion of additional POCMs would help strengthen linkages to Lewin. The findings from this paper refocus attention on the three-step model, suggesting its ongoing centrality in planned organisational change rather than it being dismissed as an historical approach from which more recently developed models have become more relevant. Practical implications This paper presents opportunities for organisational change management researchers to challenge their thinking with regard to the ongoing search for model refinement, and for practitioners in the design and structure of POCM. Originality/value An analysis of the ongoing relevance of Lewin and his linkage with modern POCMs assist in rationalising the broadening, and often confusing literature on change. This paper therefore not only contributes to filtering such literature, but also helps clarify the myriad of POCMs and their use.
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Mellita, Dina, and Efan Elpanso. "Model Lewin Dalam Manajemen Perubahan Teori Klasik Menghadapi Disrupsi Dalam Lingkungan Bisnis." MBIA 19, no. 2 (August 12, 2020): 142–52. http://dx.doi.org/10.33557/mbia.v19i2.989.
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At present, the business environment is entering its third decade in the 21st century. Business today is more modern and dynamic and is colored by various disruption. Disruption, in this case, is the disruption of technology, politics, economy, and social culture. In the management of organizational change, Lewin's model is known as a classical theory and as a guide for organizations to implement, manage, and evaluate change. This study aims to identify whether Lewin's model which is considered a classic is still adaptive for use in a business environment that is recruited. By using conceptual research methods it is known that the three stages of Lewin put forward the individual or human as the root of change through the identification of the driving factors and drivers of change. In this model, the leadership style is more oriented to involvement, commitment, and support, and orientation to sharing knowledge for the success of the change process in the organization. With these factors in Lewin's stage, changes as a result of the disruption in the business environment in the organization will be effective.
Abstrak
Pada saat ini lingkungan bisnis memasuki dasawarsa ketiga dalam abad 21. Bisnis pada saat ini lebih modern dan dinamis dan diwarnai oleh berbagai disrupsi. Disrupsi dalam hal ini adalah disrupsi teknologi, politik, ekonomi dan sosial budaya. Dalam manajemen perubahan organisasi, Model Lewin dikenal sebagai teori klasik dan sebagai pedoman bagi organisasi untuk mengimplementasikan, mengelola dan mengevaluasi perubahan. Penelitian ini bertujuan untuk mengidentifikasi apakah Model Lewin yang dianggap klasik tersebut masih adaptif untuk digunakan dalam lingkungan bisnis yang disrutif. Dengan menggunakan metode penelitian konseptual diketahui bahwa tiga tahapan Lewin mengedepankan individu atau manusia sebagai akar dari perubahan melalui identifikasi faktor pendorong dan penggerak perubahan. Dalam model ini juga mengedepankan gaya kepemimpinan lebih berorientasi pada keterlibatan, komitmen dan dukungan serta orientasi berbagi pengetahuan untuk keberhasilan proses perubahan dalam organisasi. Dengan faktor-faktor tersebut dalam tahapan Lewin, perubahan sebagai akibat dari adanya disrupsi pada lingkungan bisnis pada organisasi akan berjalan efektif.
Kata kunci: Proses Perubahan, Refreezing, Gaya Kepemimpinan
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Haleem, Fazal. "Planning Change in an Organization; MCB Bank Limited, Pakistan." Journal of Central Banking Theory and Practice 4, no. 2 (May 1, 2015): 75–107. http://dx.doi.org/10.1515/jcbtp-2015-0010.
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Abstract This paper is primarily based on a case study of a leading bank in Pakistan, that is, MCB Bank Ltd. Four established change models have been applied to the bank to find out how a change comes in/ is brought in, managed, and how it affects organizational environment and its stakeholders, particularly customers and employees. The four established change models applied are the change management approach by Ansoff and McDonnell; the change management model by Kurt Lewin; the 7S framework by Thoman J. Peters and Robert H. Waterman; and the change management model developed by Stephanie Elam. The study covers a change management aspect such as strategic intervention technique; a need for change management; resource implication; planning change; strategies in change management; system effectiveness; managing resistance to change; leadership issues; cultural issues; people issues; external environment issues; workable approach to overcome change resistance; appropriate model and implementing the model.
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DaCosta, Joanna. "Insights for implementing change in healthcare." British Journal of Healthcare Management 26, no. 1 (January 2, 2020): 20–26. http://dx.doi.org/10.12968/bjhc.2018.0022.
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Healthcare systems are complex; this is reflected in their diverse structures, cultures and services. Organisational culture is an important aspect to consider when planning any intervention changes. Working in and with teams that include members from different professional and organisational backgrounds, and successfully managing these potential tensions, can be challenging. This article reviews the elements required to instigate organisational change when planning an intervention and the possible barriers preventing doctors from full engagement in these projects. It discusses the model of ‘planned change’, which was first described by Lewin in 1947, and its evolution through recent decades as a framework for organisational change. It also emphasises the importance of workplace culture in the successful implementation of change within healthcare services and argues that a stronger emphasis on management skills is needed in doctor training. Doctors are an underused resource in healthcare management and should be encouraged to take a more proactive role.
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Shaikh, Ahmed. "Understanding Change: A Critical Review of Literature." Annals of Contemporary Developments in Management & HR 2, no. 2 (May 1, 2020): 40–44. http://dx.doi.org/10.33166/acdmhr.2020.02.005.
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The current paper has attempted to shed light on the concept of change and the prominent models that can be of value for managerial authorities to bring transformation in their business. the paper sheds light on change which is refers to the continuous modifications that an organisation or individuals make to deal with adjustments in any matter. The paper highlights that although there are no static models of change yet still, some prominent perspectives and frameworks can be considered for top management and decision making bodies to make sense of the concept of change and work on developing policies and practices to ensure they remain competitive. The article discusses the idea forwarded by Lewin for change which catered to three stages at the first place. Following to this, the article discusses Burke and Litwin model of change that has been widely considered for business sectors for change management. Towards the end, the article discusses the ADKAR model of change. Taken together, the article provides crucial information for change enthusiasts to get firsthand information to start learning about how organizations can bring about objective changes.
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Lundberg, Craig C. "Towards a Manager′s Model for Initiating Change Projects." Journal of Organizational Change Management 3, no. 1 (January 1990): 6–14. http://dx.doi.org/10.1108/09534819010001531.
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Buntuang, Pricylia Chintya Dewi. "MANAJEMEN PERUBAHAN DI PEMERINTAH DAERAH PROVINSI SULAWESI TENGAH." Jurnal Ilmu Manajemen Universitas Tadulako (JIMUT) 2, no. 1 (January 31, 2016): 97–106. http://dx.doi.org/10.22487/jimut.v2i1.45.
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This study aims to know and analyze of the description implementation of change management in Central Sulawesi Provincial Government. The method used in this research is descriptive. This research was conducted at work unit of local government area of Central Sulawesi Province with unit of employee analysis. . Data were obtained using observation, questionnaire and documentation. The sample of the study amounted to 308 respondents determined by stratified random sampling technique. The results show that the implementation of change management in the Central Sulawesi Provincial Government has been implemented based on the model developed by Kurt Lewin which consists of unfreezing, changing and refreezing, where the research results show that the most influential aspect in shaping change management in Central Sulawesi Province is the refreezing aspect which states that employees create / maintain change, while the weakest aspect in influencing change management is unfreezing caused employees are less ready to face changes even employees less open themselves to changes made by the organization in this case the unit of work area . Penelitian ini bertujuan untuk mengetahui dan menganalisis deskripsi pelaksanaan manajemen perubahan di Pemerintah Daerah Provinsi Sulawesi Tengah. Metode yang digunakan pada penelitian adalah deskriptif. Penelitian ini dilakukan di satuan kerja perangkat daerah Pemerintah Daerah Provinsi Sulawesi Tengah dengan unit analisis pegawai. Data diperoleh dengan menggunakan observasi, kuesioner dan dokumentasi. Sampel penelitian berjumlah 308 responden yang ditentukan dengan teknik stratified random sampling. Hasil penelitian menunjukkan bahwa pelaksanaan manajemen perubahan di Pemerintah Daerah Provinsi Sulawesi Tengah sudah dijalankan berdasarkan model yang dikembangkan Kurt Lewin yang terdiri dari unfreezing, changing, dan refreezing, dimana hasil penelitian menunjukkan bahwa aspek yang paling berpengaruh dalam membentuk manajemen perubahan di Pemerintah Daerah Provinsi Sulawesi Tengah adalah aspek refreezing yang menyatakan bahwa pegawai menciptakan/memelihara perubahan, sedangkan aspek yang paling lemah dalam mempengaruhi manajemen perubahan adalah unfreezing yang disebabkan oleh pegawai kurang siap dalam menghadapi perubahan bahkan pegawai kurang membuka diri terhadap perubahan yang dilakukan organisasi yang dalam hal ini satuan kerja perangkat daerah.
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CORBITT, GAIL F., RONALD J. NORMAN, and MARK C. BUTLER. "ASSESSING PROXIMITY TO FRUITION: A CASE STUDY OF PHASES IN CASE TECHNOLOGY TRANSFER." International Journal of Software Engineering and Knowledge Engineering 01, no. 02 (June 1991): 189–201. http://dx.doi.org/10.1142/s0218194091000160.
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Using the Lewin theory of planned change as a theoretical model, this study tests three hypotheses related to the three phase approach to change. An Action Research Model is used to gather data from 75 participants in CASE technology transfer in the Information Systems Department of a large insurance company. Five groups of people representing management and various levels of CASE usage participated in the study. In addition to group discussion, standardized questionnaires and individual Force Field Analyses are used to collect the data. In general the null hypotheses are rejected. The results appear to support at least three stages of change during CASE technology transfer. The groups differed with respect to content and magnitude of problems in the environment. In addition, during the moving phase it appears users may actually be more disillusioned with the change than non-users, however, the nature of the forces is more personal and indicates that they are personally involved with the move. While these people may be more negative than non-users, they are also moving closer to full implementation than those who have not started the moving process.
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Burke, W. Warner, and George H. Litwin. "A Causal Model of Organizational Performance and Change." Journal of Management 18, no. 3 (September 1992): 523–45. http://dx.doi.org/10.1177/014920639201800306.
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To provide a model of organizational performance and change, at least two lines of theorizing need to be explored-organizationalfunctioning and organizational change. The authors go beyond description and suggest causal linkages that hypothesize how performance is affected and how effective change occurs. Change is depicted in terms of both process and content, with particular emphasis on transformational as compared with transactional factors. Transformational change occurs as a response to the external environment and directly affects organizational mission and strategy, the organization 's leadership, and culture. In turn, the transactionalfactors are affected-structure, systems, management practices, and climate. These transformational and transactional factors together affect motivation, which, in turn, affects performance. In support of the model's potential validity, theory and research as well as practice are cited.
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Sikdar, Arijit, and Jayashree Payyazhi. "A process model of managing organizational change during business process redesign." Business Process Management Journal 20, no. 6 (October 28, 2014): 971–98. http://dx.doi.org/10.1108/bpmj-02-2013-0020.
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Purpose – Business process implementation has been primarily seen as a redesign of the workflow with the consequent organizational change assumed to be taking place automatically or through a process of “muddling through”. Although evidence suggests that 70 per cent of business process reengineering programmes have failed due to lack of alignment with corporate change strategy, the question of alignment of workflow redesign with the organizational change process has not received adequate attention. The purpose of this paper is to provide a framework for managing organizational change in a structured manner during workflow redesign, a perspective missing in the literature on business process management (BPM) implementation. Design/methodology/approach – This paper attempts to integrate the 8-S dimensions of Higgins model across the different phases of workflow redesign to develop a process framework of managing organizational change during BPM workflow redesign. As an exploratory study the paper draws on existing literature on BPM and change alignment to conceptualize an alignment framework of associated managerial activities involved during different phases of BPM workflow redesign. The framework is evaluated against two case studies of business process implementation to substantiate how lack of alignment leads to failure in BPM implementation. Findings – The paper provides a conceptual framework of how organizational change should be managed during BPM implementation. The model suggests the sequence of alignment of the 8-S dimensions (Higgins, 2005) with the different phases of the workflow redesign and identifies the role of the managerial levels in the organization in managing the alignment of the 8-S dimensions during business process change. Practical implications – This framework would provide managers with an execution template of how to achieve alignment of the workflow redesign with the 8-S dimensions thus facilitating effective organizational change during business process implementation. Originality/value – This paper proposes a process model of how organizational elements should be aligned with the workflow redesign during business process change implementation. No such model is available in BPM literature proposing alignment between hard and soft factors.
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Derecskei, Anita. "How do leadership styles influence the creativity of employees?" Society and Economy 38, no. 1 (March 2016): 103–18. http://dx.doi.org/10.1556/204.2016.38.1.7.
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The objective of organizational creativity is to identify those factors that could affect creativity. One of the most influential factors is the leadership style. Following the review of literatures, we investigated this phenomenon in the Hungarian labor market. We analyzed the answers of more than 600 Hungarian employees. We asked them to categorize their leader on the basis of which classic Lewin leadership style is most characteristic of him or her. After this, they needed to judge how the perceived leadership style would affect the two phases of their workplace creativity. Similarly to international results, democratic leadership style proved to be stimulating, while the authoritarian leadership style was inhibitory. It has also been proved that not only leadership style influences creativity, as the model of successful creative organization cannot be described with the behavior of the leader(s) only.
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Shahar, Y., and D. E. Oliver. "Change Management of Shared and Local Versions of Health-Care Terminologies." Methods of Information in Medicine 39, no. 04/05 (2000): 278–90. http://dx.doi.org/10.1055/s-0038-1634396.
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Abstract:Local sites that adopt a shared health-care terminology for computer-based systems have local needs that prompt the local-terminology maintainers to make changes to the local version of the shared terminology. If the local site is motivated to conform to the shared terminology, then the burden lies with the local site to manage its own changes and to incorporate the changes of the shared version at periodic intervals. We call this process synchronization. We survey current approaches that address problems of sharing and local modification, and we present the CONCORDIA model, which supports carefully controlled divergence of a local version from a shared terminology. CONCORDIA provides the underlying design and methodology for the implementation of a synchronization-support tool.
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Hyner, G. C. "A Procedural Model for Planning and Evaluating Behavioral Interventions." Methods of Information in Medicine 44, no. 02 (2005): 299–302. http://dx.doi.org/10.1055/s-0038-1633967.
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Summary Objective: A model for planning, implementing and evaluating health behavior change strategies is proposed. Variables are presented which can be used in the model or serve as examples for how the model is utilized once a theory of health behavior is adopted. Results: Examples of three innovative strategies designed to influence behavior change are presented so that the proposed model can be modified for use following comprehensive screening and baseline measurements. Three measurement priorities: clients, methods and agency are subjected to three phases of assessment: goals, implementation and effects. Conclusion: Lifestyles account for the majority of variability in quality-of-life and premature morbidity and mortality. Interventions designed to influence healthy behavior changes must be driven by theory and carefully planned and evaluated. The proposed model is offered as a useful tool for the behavior change strategist.
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Muhtada, Dani. "Managing workforce diversity: an Islamic perspective." Indonesian Journal of Islam and Muslim Societies 2, no. 1 (June 1, 2012): 78. http://dx.doi.org/10.18326/ijims.v2i1.78-108.
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Workforce diversity is an inevitable phenomenon of the day. Diversity management<br />is then developed in response to this reality. The discourse has been widely<br />implemented in many western countries and some other countries across the<br />world. Yet, it does not sound loudly in the Muslim countries. The objective of this<br />paper is to discover Islamic perspective of workforce diversity management. The<br />results show that pluralism and multiculturalism values are strongly promoted in<br />Islamic teaching. Although, some conceptual problems regarding conservative<br />views on diversity might constrain diversity workforce management, but a strategic<br />solution to this issue is not impossible. This paper basically favors the idea of<br />implementing the Lewin-Schein change model (i.e., unfreezing – change [moving]<br />– refreezing) for managing diversity in the Muslim society context but with a<br />more focus given to the substantive aspects of diversity management (i.e., elaborating<br />Islamic values on diversity). The role of such qualified Islamic scholars is<br />crucial in this regard.<br />Keragaman sumber daya manusia di tempat kerja adalah sebuah fenomena yang<br />tidak terhindarkan dewasa ini. Karena itu, mengelola keragaman secara professional<br />adalah sebuah keniscayaan. Meskipun diskursus tentang pengelolaan<br />keragaman di tempat kerja bukanlah hal yang baru di dunia Barat, namun di<br />negara-negara berpenduduk mayoritas muslim praktik dan wacana tentang hal tersebut masih kurang mendapatkan perhatian. Paper ini bertujuan untuk<br />menawarkan konsep manajemen keragaman di tempat kerja dalam perspektif<br />Islam. Paper ini menggarisbawahi bahwa multikulturalisme sesungguhnya memiliki<br />tempat yang signifikan dala ajaran Islam. Kendati ada ada persoalan konseptual<br />berkaitan pandangan-pandangan konservatif tentang pluralism dan<br />mulrikulturalisme, yang nota bene dapat menghambat efektivitas manajemen<br />keragaman di dunia Islam, namun persoalan ini bukan tidak dapat dipecahkan.<br />Paper ini berpendapat bahwa framework yang ditawarkan oleh Lewin-Schein<br />tentang pengelolaan keragaman dapat diadaptasi dalam konteks dunia Islam<br />dengan mengelaborasi konsep-konsep ajaran Islam tentang keragaman.
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Yusof, Norhafezah, Rosna Awang Hashim, Nena P. Valdez, and Aizan Yaacob. "Managing diversity in higher education." Journal of Asian Pacific Communication 28, no. 1 (January 19, 2018): 41–60. http://dx.doi.org/10.1075/japc.00003.yus.
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Abstract Situated in the first stage of Lewin’s Change Management Model (Lewin, 1947), this study examined the strategic communication plan needed to enable Higher Educational Institutions (HEIs) to embrace learner diversity via diversity engagement. Participants were 56 academics from 14 public and two private universities in Malaysia who attended the Learner Diversity training module at the Higher Education Leadership Academy (AKEPT) between the periods from 2014 to 2015. During the training sessions, participants were asked to diagnose the existing communication strategies of their respective universities that concerned learner diversity, and to suggest ways to fulfill the mission of driving diversity in their respective universities. Each participant wrote three series of reflective writings and these created a total database of 168 reflective notes. The data were analyzed using the six phases of thematic analysis proposed by Braun and Clarke (2006). The findings have identified three main themes for a strategic communication planning approach: (1) re-examining the institutional mission statement on inclusive diversity practices, (2) changing the mindset of academe, and (3) starting with small steps when introducing change in embracing learner diversity. This study served as one of the baseline studies conducted at the national level to comprehend the potential of a strategic communication planning process in HEIs from the perspectives of employees.
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Pan, Mei, and Lede Niu. "Research on dynamic simulation of land use change based on geographical weighted CLUE-S model." International Journal of Environmental Technology and Management 24, no. 1/2 (2021): 49. http://dx.doi.org/10.1504/ijetm.2021.10038730.
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Niu, Lede, and Mei Pan. "Research on dynamic simulation of land use change based on geographical weighted CLUE-S model." International Journal of Environmental Technology and Management 24, no. 1/2 (2021): 49. http://dx.doi.org/10.1504/ijetm.2021.115728.
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van den Heuvel, Sjoerd, René Schalk, Charissa Freese, and Volken Timmerman. "What ' s in it for me? A managerial perspective on the influence of the psychological contract on attitude towards change." Journal of Organizational Change Management 29, no. 2 (April 11, 2016): 263–92. http://dx.doi.org/10.1108/jocm-06-2015-0100.
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Purpose – The purpose of this paper is to develop a model on how business managers perceive that an employee’s psychological contract influences his or her attitude toward an organizational change. More specifically, it aims to provide insight into the managerial views on: first, the affective, behavioral and cognitive responses of employees toward organizational change; second, the pre-change and change antecedents of these responses; and third, the role of the psychological contract as a pre-change antecedent. Design/methodology/approach – Data were collected from in-depth interviews with 39 human resource directors, change managers and management consultants in eight European countries. Based on detailed grounded theory-driven analyses of the qualitative data, a conceptual model was developed. Findings – Based on the grounded theory analysis, a model emerged that positions the individual change perception and individual answer to the “what’s in it for me?” question as central determinants of an employee’s attitude toward change. Moreover, the model distinguishes between “influencing” variables that shape the employees’ change perception, and “overruling” variables that can potentially reverse the change perceptions. Practical implications – A strong emphasis on managing the employment relationship by fulfilling mutual obligations and by creating trust will yield more constructive responses to organizational change than focussing on managing an organizational change as an independent event. Originality/value – As one of the first in its field, this study provides insight in the sense-making processes during organizational change, while adopting a managerial perspective. A grounded theory approach by means of interviewing, serves as a first step toward better understanding of the development of employees’ affective, behavioral and cognitive responses to organizational change.
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Purba, Natalina, and Martua Reynhat Sitanggang Gusar. "Clean and Healthy Lifestyle Behavior (PHBS Program) for Children with Intellectual Disability." JPUD - Jurnal Pendidikan Usia Dini 14, no. 2 (November 30, 2020): 275–87. http://dx.doi.org/10.21009/jpud.142.06.
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The achievement of children's quality of life is undoubtedly linked to the development of positive habits that will continue to be practiced in future lives. This can be done by developing awareness and behavior of a balanced clean and healthy lifestyle. The purpose of this study was to determine the increase in the PHBS ability of children. Various efforts have been made so that children with intellectual disabilities can maintain their cleanliness. The efforts made by the teacher are still not maximal so that the delivery of information about PHBS must be completed by another method, namely demonstration. This research was conducted at SDLB 127710 Pematangsiantar5 with an action research method that refers to the Kurt Lewin model. Data collection techniques used purposive sampling and data analysis with the Wilcoxon test. The results showed an increase in understanding of the PHBS of children with intellectual disabilities able to learn SDLB 127710 Pematangsiantar through the demonstration method. This is evidenced by the increase in the score, where the initial assessment was obtained (59%), while in the first cycle, the average score was good (69.9%). In short, the understanding of children with intellectual disabilities being able to learn about PHBS is increased by using the demonstration method.
Keywords: Intellectual Disability Children, PHBS program, Demonstration methods
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Reinhold, Stephan, Pietro Beritelli, and Rouven Grünig. "A business model typology for destination management organizations." Tourism Review 74, no. 6 (November 27, 2019): 1135–52. http://dx.doi.org/10.1108/tr-03-2017-0065.
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PurposeThe need and legitimacy of destination management organizations (DMOs) are increasingly questioned. Still, the tourism literature provides little advice on how DMOs change and finance their activities for the benefit of their destination-given contextual change. This conceptual article aims to contribute to filling this gap. The authors do so by proposing a typology of business models for destination management organizations.Design/methodology/approachWith the help of typological reasoning, the authors develop a new framework of DMO business model ideal types. To this end, the authors draw on extant literature on business model typologies and identify key dimensions of DMO business models from the tourism literature.FindingsThe challenges DMOs face, as discussed in the tourism literature, relate to both ends of their business model: On the one end, the value creation side, the perceived value of the activities they traditionally pursue has been declining; on the other end, the value capture side, revenue streams are less plentiful or attached to more extensive demands. On the basis of two dimensions, configurational complexity and perceived control, the authors identify four distinct ideal types of DMO business models: the destination factory, destination service center, value orchestrator and value enabler.Originality/valueThe authors outline a “traditional” DMO business model that stands in contrast to existing DMO classifications and that relates DMO challenges to the business model concept. The typology provides an integrated description of how DMO business models may be positioned to create and capture value for the organization and the destination(s) it serves. The ideal types point to important interdependencies of specific business model design choices.
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Lee, Cheol Min, Dae-Seong Lee, Tae-Sung Kwon, Mohammad Athar, and Young-Seuk Park. "Predicting the Global Distribution of Solenopsis geminata (Hymenoptera: Formicidae) under Climate Change Using the MaxEnt Model." Insects 12, no. 3 (March 8, 2021): 229. http://dx.doi.org/10.3390/insects12030229.
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The tropical fire ant Solenopsis geminata (Hymenoptera: Formicidae) is a serious invasive species that causes a decline in agricultural production, damages infrastructure, and harms human health. This study was aimed to develop a model using the maximum entropy (MaxEnt) algorithm to predict the current and future distribution of S. geminata on a global scale for effective monitoring and management. In total, 669 occurrence sites of S. geminata and six bioclimatic variables of current and future climate change scenarios for 2050 and 2100 were used for the modeling. The annual mean temperature, annual precipitation, and precipitation in the driest quarter were the key influential factors for determining the distribution of S. geminata. Although the potential global distribution area of S. geminata is predicted to decrease slightly under global warming, the distribution of favorable habitats is predicted to expand to high latitudes under climate scenarios. In addition, some countries in America and East Asia, such as Brazil, China, South Korea, the USA, and Uruguay, are predicted to be threatened by S. geminata invasion under future climate change. These findings can facilitate the proactive management of S. geminata through monitoring, surveillance, and quarantine measures.
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Tandon, Abhishek, Anu G. Aggarwal, and Nidhi Nijhawan. "An NHPP SRGM with Change Point and Multiple Releases." International Journal of Information Systems in the Service Sector 8, no. 4 (October 2016): 57–68. http://dx.doi.org/10.4018/ijisss.2016100105.
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In an environment of intense competition, software upgrades have become the necessity for the survival in software industry. In this paper, the authors propose a discrete Software Reliability Growth Model (SRGM) for the software with successive releases by taking into consideration the realistic assumption that Fault Removal Rate (FRR) may not remain constant during the testing process, it changes due to severity of faults detected and due to change in strategies adapted by testing team and the time point where FRR changes is called the Change Point. Many researchers have developed SRGMs incorporating the concept of Change Point for single release software. The proposed model aims to present multi release software reliability modeling with change point. Discrete logistic distribution function has been used to model relationship between features enhancement and fault removal. It is helpul in developing a flexible SRGM, which is S-shaped in nature. In order to evaluate the proposed SRGM, parameter estimation is done using the real life data set for software with four releases and the goodness-of-fit of this model is analyzed.
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Pirotta, Stephanie, A. E. Joham, L. J. Moran, H. Skouteris, and S. S. Lim. "Informing a PCOS Lifestyle Program: Mapping Behavior Change Techniques to Barriers and Enablers to Behavior Change Using the Theoretical Domains Framework." Seminars in Reproductive Medicine 39, no. 03/04 (July 2021): 143–52. http://dx.doi.org/10.1055/s-0041-1735456.
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AbstractThis article aimed to identify the behavior change techniques (BCTs) based on facilitators and barriers to lifestyle management in women with polycystic ovary syndrome (PCOS) according to the behavior change wheel (BCW). This qualitative study design using inductive thematic analysis following semistructured interviews (n = 20) identified barriers and enablers to lifestyle management. These were then mapped to Capability, Opportunity, Motivation—Behavioral Model (COM-B) constructs and the corresponding Theoretical Domains Framework (TDF) domains. This study included women with PCOS residing in Australia. Main outcome measures include intervention functions, policy categories, and BCTs described in the BCW. Twenty-three BCTs were recognized to influence behavior change in women with PCOS. Factors were categorized into the subcomponents of the COM-B: psychological capability (e.g., lack of credible information), physical capability (e.g., managing multiple health conditions), physical opportunity (e.g., limited access to resources), social opportunity (e.g., adequate social support), reflective motivation (e.g., positive health expectancies following behavior change), and automatic motivation (e.g., emotional eating). Future research should use this work to guide PCOS lifestyle intervention development and then test intervention effectiveness through an experimental phase to provide empirical evidence for wider use and implementation of tailored, theory-informed PCOS lifestyle programs as part of evidence-based PCOS management.
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Al Remeithi, Alya Ateeq, and Syed Zamberi Ahmad. "The Crown Prince Court’s Training and Career Development section: managing training for its employees." Emerald Emerging Markets Case Studies 10, no. 1 (February 14, 2020): 1–16. http://dx.doi.org/10.1108/eemcs-08-2019-0213.
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Learning outcomes This case study focuses on change management and employee resistance when implementing a new initiative. The case may be helpful to students to clarify their understanding of the following: the importance of employee involvement in the change management process in the government sector. Understand how to help employees to deal with change more effectively, maintaining their commitment and bringing them successfully through the change. Understand the importance of communication during the change process. Successful approaches used when implementing change, such as the Lewin model and Kotter 8. The obstacles to change, including resistance and adverse reactions to change and connecting employees, as well as the causes of resistance when implementing a change. Case overview/synopsis The Crown Prince’s Court is an independent government entity established in 1971, providing support to the Crown Prince of Abu Dhabi with the help of almost 300 employees. The Training and Career Development subsection headed by Sumaya Al Saedi decided to initiate an online training and development program for employees. Given that national service, maternity leave and emergency leave had led to working pressure and less training and development for the employees, Sumaya and her team realized that few employees were registering for the course and few of those that did register actually completed their course. Several causes were identified that had led to employees avoiding the online courses. Work pressure and technical issues were among the most salient reasons that kept registered employees from completing the course. The lack of policies at an institutional level to aid changes in training structures reduced the number of employees who felt that they could register for the courses. Therefore, Sumaya and her team had to decide how to attract their employees to online courses and how to support them. Complexity academic level This case study was written for Change Management courses in Bachelor of Business Administration programs. This case examines employee resistance to change when implementing a new system. It can, therefore, be used for undergraduate-level courses. As it concerns employees during the implementation of changes, this case study can be used to help students develop their planning and implementation skills. By focusing on internal departmental challenges, students are introduced to the change process of implementing an initiative and how to deal with employees in the organization. Supplementary materials Teaching Notes are available for educators only. Subject code CSS 6: Human Resource Management.
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Lamichhane, Suraj, and Narendra Man Shakya. "Land Use Land Cover (LULC) Change Projection in Kathmandu Valley using the CLUE-S Model." Journal of Advanced College of Engineering and Management 6 (July 10, 2021): 221–33. http://dx.doi.org/10.3126/jacem.v6i0.38361.
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In the past few decades the urbanization pattern of the Kathmandu valley has rapidly increased and the process was sensed through the increase in the urban facilities, population growth, and changed LULC pattern. The historical LULC change was analyzed using the generated map and the future scenario was found through the CLUE-S LULC change model and processed in GIS environment. Five scenarios and nine driving forces were considered for the sensitivity and future analysis of the model. Based on the evaluation of the historical maps and the conservation matrix, the built-up area is found to be increased nearby by 5% and the agricultural area decreased by 6.5% during 2010 to 2018. It is concluded that the normal LULC conservation scenario provides more reliable information for the future projection. The simulation result highlights that nearly 4 km2 of fertile and open area will be converted to built-up areas due to the rapid urbanization per decade. This increase in urbanization process leads to more challenges in urban environment management in future.
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Zhang, Na, Yu Yang, Jianxin Wang, Baodong Li, and Jiafu Su. "Identifying Core Parts in Complex Mechanical Product for Change Management and Sustainable Design." Sustainability 10, no. 12 (November 28, 2018): 4480. http://dx.doi.org/10.3390/su10124480.
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Changes in customer needs are unavoidable during the design process of complex mechanical products, and may bring severely negative impacts on product design, such as extra costs and delays. One of the effective ways to prevent and reduce these negative impacts is to evaluate and manage the core parts of the product. Therefore, in this paper, a modified Dempster-Shafer (D-S) evidential approach is proposed for identifying the core parts. Firstly, an undirected weighted network model is constructed to systematically describe the product structure. Secondly, a modified D-S evidential approach is proposed to systematically and scientifically evaluate the core parts, which takes into account the degree of the nodes, the weights of the nodes, the positions of the nodes, and the global information of the network. Finally, the evaluation of the core parts of a wind turbine is carried out to illustrate the effectiveness of the proposed method in the paper. The results show that the modified D-S evidential approach achieves better performance regarding the evaluation of core parts than the node degree centrality measure, node betweenness centrality measure, and node closeness centrality measure.
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Cavaness, Keith, Anthony Picchioni, and James W. Fleshman. "Linking Emotional Intelligence to Successful Health Care Leadership: The Big Five Model of Personality." Clinics in Colon and Rectal Surgery 33, no. 04 (June 3, 2020): 195–203. http://dx.doi.org/10.1055/s-0040-1709435.
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AbstractResearch has identified emotional intelligence as the ability to understand and manage emotions. This is especially important for surgical leaders who must interact constructively with teams, administrators, patients, colleagues, and the community. Conventional intelligence emphasizes the rational and analytical brain. When one becomes aware of emotional intelligence, it adds to the repertoire of the surgical leader. It gives them insight into the dynamics of interpersonal relationships. This will allow the surgeon to control the emotional side of communication. Specifically, emotional intelligence focuses on self-awareness, self-management, social skills, and resiliency. With these skills, they are able to modulate their leadership style, allowing for increased conflict management and persuasiveness, more effective change management, and consensus-building. Emotional intelligence is not innate; these are learned skills. With practice and attention, it is possible to acquire the skills to enhance relationships.
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Ojha, Anil, Pawan Shrestha, and David A. Green. "The importance of a patient’s background in formulating a management approach." Healthcare in Low-resource Settings 1, no. 2 (October 9, 2013): 20. http://dx.doi.org/10.4081/hls.2013.e20.
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Peptic ulcer disease is uncommon in childhood, with non-specific clinical features. A tendency to late diagnosis makes it more likely for a patient to present with complications. Here we discuss a child with low socio-economic status from a developing country who presented with severe anemia secondary to a bleeding duodenal ulcer. The case highlights the importance of the patient’s background in the formulation of a management approach. In some cases this may be intuitive to an experienced physician. However, we demonstrate this with a simple mathematical diagnostic model using disease prevalences which are tied to our individual patient’s circumstances. The model shows how the negative predictive value of a test can change according to the patient’s background. We also suggest that the best treatment option will be influenced by the patient’s circumstances. Our patient comes from Nepal, but the principles involved are universally applicable.
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Lin, Haifen, Mengya Chen, and Jingqin Su. "How management innovations are successfully implemented? An organizational routines’ perspective." Journal of Organizational Change Management 30, no. 4 (July 3, 2017): 456–86. http://dx.doi.org/10.1108/jocm-07-2016-0124.
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Purpose The purpose of this paper is to address how management innovations are implemented deeply at the most micro level of organizations, namely, organizational routines, or to investigate the process through which organizational routines evolve in implementing management innovations, with existing routines overturned and new routines created and solidified. Design/methodology/approach This paper adopts an interpretive and exploratory case study on the case of Day-Definite (DD) innovation which has successfully brought Arima World Group Company Limited (HOAU) into a new value-added arena, in terms of timing, security and high service quality. Considering that DD innovation reflects a systematic innovation of the whole organization, this paper focuses on it to explore the complex implementation mechanism of management innovation. Multiple approaches were utilized during data collection to meet criteria for trustworthiness, including semi-structured interviews, archival data and observation; and the data analysis went through a five-step process. Findings The results confirm management innovation as a complex project concerning organizational routines which represent a central and fundamental element of organizations. Also, it finds that organizational routines evolve in innovation implementation through a three-phase process consisting of the existing-routine-domination phase, the new-routine-creation phase and -solidification phases, each exhibiting different innovation activities and characteristics of participants’ cognition and behaviors; recreation of new routines is the key for routine evolution, thus for success of management innovations. Research limitations/implications This research is constrained by several limitations. The set-up framework of organizational routine evolution in innovation implementation needs a further confirmation in more organizations; other elements, such as cognition of managers, resource orchestration, environmental elements or organizational culture, should be considered for the success of innovation implementation; and more attention should be paid to the potential power asymmetries among participants and its potential influence on forming shared schemata and subsequent new routines, besides interactions and role taking. Originality/value The findings offer some valuable insights for further research on management innovation and organizational routines and hold important implications for management practices. This research extends research on management innovation and the Kurt Lewin Change Theory and Change Model to explore innovation implementation at a most micro level; furthers research on organizational routines, especially routine dynamic theory, by holding the two-component view and exploring the process through which organizational routines evolve; and contributes to research on the relationship between organizational routines and innovations by taking an organizational routines’ perspective. It reminds managers of the depth and complication of innovation implementation.
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Shahi, Shashi, and Reino Pulkki. "A simulation-based optimization approach to integrated inventory management of a sawlog supply chain with demand uncertainty." Canadian Journal of Forest Research 45, no. 10 (October 2015): 1313–26. http://dx.doi.org/10.1139/cjfr-2014-0373.
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This paper develops a simulation-based optimization supply chain model for supplying sawlogs to a sawmill from a forest management unit. The simulation model integrates the two-way flow of information and materials under the stochastic demand of the sawmill production unit. The dynamic optimization model finds the optimum inventory policy (s, S) that minimizes the total inventory cost for the three supply chain agents — sawmill storage, merchandizing yard, and forest management unit. The model is used to analyze a real sawmill case study in northwestern Ontario, Canada. It was found that the merchandizing yard absorbs shocks of uncertain demand from the sawmill production unit and reduces idle time, but it increases the total cost of the supply chain by $11 802 (about 42%). The optimized model predicts that only 3.5 days of inventory is required at the sawmill storage. The simulation-based optimization supplier model will help in decision-making at the tactical and operational level in the forest products industry supply chain through a two-way flow of information and materials.
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Hadiguna, Rika Ampuh. "Decision Support System of Performance Assessment for Sustainable Supply Chain Management." International Journal of Green Computing 4, no. 2 (July 2013): 24–37. http://dx.doi.org/10.4018/jgc.2013070103.
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Sustainable supply chain management (s-SCM) requires a practice tool to assess performance that able to measure, evaluate and improve the existing operations of supply chain. The research question is how to build a decision support system (DSS) for performance assessment of s-SCM. The author has designed a DSS for performance assessment of s-SCM. There are some elements in designed DSS namely existing achievement, standards, indicators achievement and priority, computation algorithm, and recommendation for improvement. Theoretical contribution of this study is the development of relationship between total and partial performance in mathematical formulation. The model that has been presented is still using generic indicators. If the particular company would like to apply model that additional indicators should change the encoding computer program. However, the modification is very easy to perform. DSS structure of this study is still able to accommodate any kind of particular requirement.
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Park, Jeong Soo, Donghui Choi, and Youngha Kim. "Potential Distribution of Goldenrod (Solidago altissima L.) during Climate Change in South Korea." Sustainability 12, no. 17 (August 19, 2020): 6710. http://dx.doi.org/10.3390/su12176710.
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Predictions of suitable habitat areas within a specific region can provide important information to assist in the management of invasive plants. Here, we predict the current and future potential distribution of Solidago altissima (tall goldenrod) in South Korea using climatic and topographic variables and anthropogenic activities. We adopt four single models (the generalized linear model, generalized additive model, random forest, and an artificial neural network) and a weighted ensemble model for the projection based on 515 field survey points. The results showed that suitable areas for S. altissima were mainly concentrated in the southwest regions of South Korea, where temperatures are higher than in other regions, especially in the winter season. Solar radiation and Topographic Wetness Index (TWI) were also positively associated with the occurrence of S. altissima. Anthropogenic effects and distances from rivers were found to be relatively less important variables. Based on six selected explanatory variables, suitable habitat areas for S. altissima have expanded remarkably with climate changes. This range expansion is likely to be stronger northward in west coastal areas. For the SSP585 scenario, our model predicted that suitable habitat areas increased from 16,255 km2 (16.2% of South Korea) to 44,551 km2 (44.4%) approximately over the past thirty years. Our results show that S. altissima is highly likely to expand into non-forest areas such as roadsides, waterfront areas, and abandoned urban areas. We propose that, based on our projection maps, S. altissima should be removed from its current margin areas first rather than from old central population areas.
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Coombe, Leanne L. "The challenges of change management in Aboriginal community-controlled health organisations. Are there learnings for Cape York health reform?" Australian Health Review 32, no. 4 (2008): 639. http://dx.doi.org/10.1071/ah080639.
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The health status of Aboriginal and Torres Strait Islander peoples continues to be significantly poorer than Australia?s general population. Clearly there is a need for change, hence the renewed interest in transitioning to a community control model for health services as a health intervention. Yet this requires a significant change management process, which is a process developed using Western business philosophies, and may not be applicable for community-controlled services that need to operate within the Aboriginal cultural domain. This paper examines the literature on organisational change management processes, and features of Aboriginal community-controlled health organisations and Aboriginal management styles. It identifies challenges and synergies that can be used to inform more effective transition processes to a community-control model for health services. The findings also highlight the need for a fundamental systems change approach to achieve such major reform agendas through the creation of a ?collective responsibility? to achieve the vision for change, utilising participatory change management processes both internally and externally.
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Ahmad, Ijaz, and A. J. G. Batch. "Acid reflux management: ENT perspective." Journal of Laryngology & Otology 118, no. 1 (January 2004): 25–30. http://dx.doi.org/10.1258/002221504322731583.
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Otolaryngological manifestations of acid reflux include a wide range of pharyngeal and laryngeal symptoms; and the constellation of symptoms has been called laryngopharyngeal reflux.This is a prospective study in a cohort of patients with various throat symptoms suggestive of laryngopharyngeal reflux (LPR) who underwent flexible oesophago-gastroscopy, as a principal investigation. The aims were to look at the most reliable symptom(s) and sign(s), the diagnostic role of flexible oesophago-gastroscopy and the treatment response in these patients.The endoscopy score of 0 to 3 was based on endoscopic findings and the treatment response was measured from 0 to 100 per cent improvement of symptoms, as described by the patients.There were a total of 303 patients, 174 females and 129 males with ages ranging from 19 to 88 years. Seventy-five per cent had had symptoms for more than a year. Fifteen per cent were smokers. Globus, voice change, sore throat, dysphagia and cough were the predominant symptoms. Most patients, however, presented with a complex of various other secondary symptoms.The endoscopic findings were abnormal in 98 per cent of patients. Apart from the finding of non-specific hyperaemia, usually of the posterior larynx (13 per cent), lesions of the larynx and vocal folds were surprisingly uncommon.Proton pump inhibitors (PPI) were prescribed in 90 per cent of patients. A total of 233 (76.8 per cent) responded to treatment. The improvement of symptoms ranged from 25 per cent in 36 (23 per cent), 50 per cent in 60 (20 per cent), 75 per cent in 59 (19 per cent) and 100 per centin 78 (26 per cent) patients.Accumulative analysis of variance showed a significant difference between treatment responders and non-responders (p <0.04). In a logistic regression model patients with globus, voice change and gastric prolapse were more likely to respond to treatment (p <0.04).It can be concluded that voice change, sore throat, globus and cough choking are the most reliable symptoms of laryngopharyngeal reflux. Voice change and globus symptoms can be of predictive value in terms of successful treatment response. Flexible oesophago-gastroscopy (FOG) isa simple, safe and reliable way of assessment in these cases and treatment with PPI can be effective in the majority of patients.
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Liu, Junfang, Baolin Xue, and Yuhui Yan. "The Assessment of Climate Change and Land-Use Influences on the Runoff of a Typical Coastal Basin in Northern China." Sustainability 12, no. 23 (December 2, 2020): 10050. http://dx.doi.org/10.3390/su122310050.
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Land use and climate change are the two major driving factors of watershed runoff change, and it is of great significance to study the influence of watershed hydrological processes on water resource planning and management. This study takes the Changyang River basin as the study area, builds a SWAT model and explores the applicability of the SWAT model in the basin. Moreover, we combine data on land use and climate change in different periods to construct a variety of scenario models to quantitatively analyze the impacts of different scenarios on runoff. The results show that the R2 and Ensof the model are 0.71 and 0.68 in the calibration period, respectively, and those in the verification period are 0.68 and 0.65, respectively, indicating that the SWAT model has good applicability in simulating the runoff of the Changyang River basin. Under the comprehensive scenario of land use and climate change on runoff, we found that land use and climate change have a certain contribution to the change in runoff. Therefore, the runoff of the basin increased by 0.22 m3/s, in which land-use change caused the runoff in the basin to increase by 0.07 m3/s attributed to the decreased area of arable land and the increased area of urban land in the basin. Moreover, climate change has caused the runoff in the basin to increase by 0.13 m3/s, mainly influenced by the increased precipitation. The results show that climate change has a more significant effect on runoff in the basin.
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Durães, Matheus Fonseca, Carlos Rogério de Mello, and Mauro Naghettini. "Applicability of the swat model for hydrologic simulation in Paraopeba River basin, MG." CERNE 17, no. 4 (December 2011): 481–88. http://dx.doi.org/10.1590/s0104-77602011000400006.
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The SWAT model (Soil and Water Assessment Tool) was applied for simulating the hydrologic pattern of Paraopeba river basin, in Minas Gerais state, under different land use and occupation scenarios, looking to support basin management actions. The model parameters were calibrated and validated, with respect to the data observed from 1983 to 2005. The basin was assessed at the 'Porto do Mesquita' gauging station and change in land use and occupation was based on the annual growth scenarios proposed in the partial report of Paraopeba basin's master plan. The model was found to be highly sensitive to baseflow, its main calibration variable. Statistical analyses produced a Nash-Sutcliffe coefficient above 0.75, which is considered good and acceptable. The SWAT model provided satisfactory results in simulating hydrologic pattern under different scenarios of land use change, demonstrating that it can be applied for forecasting discharge in the aforesaid basin. The current land use scenario provided a peak discharge simulation of 1250 m³ s-1, while in years 2019 and 2029 peak discharge simulations were 1190 m³ s-1 and 1230 m³ s-1 respectively. The 2019 scenario provided the best results with respect to baseflow increase and peak discharge reduction.
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Buessecker, F., H. Herlofsen, F. Hinrichs, T. Zeiler, K. A. Kuhn, and R. Lenz. "Demand-driven Evolution of IT Systems in Healthcare." Methods of Information in Medicine 44, no. 01 (2005): 4–10. http://dx.doi.org/10.1055/s-0038-1633916.
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Summary Objectives: To analyze and to optimize interdisciplinary clinical processes, to introduce an IT-supported model for demand-driven system evolution in healthcare, and to demonstrate the feasibility of the approach for a clinical example and to present an evaluation. Methods: System evolution and change management are viewed as two sides of the same coin, thus formal methods for process analysis and IT system evolution were embedded into a goal-oriented change management model. Based on a process model, a Failure Mode and Effects Analysis (FMEA) and a computer simulation were performed. A tool for rapid application development (RAD) was used to incrementally improve the healthcare information system according to newly arising needs. Results: Each of the formal methods used contributed to the successful reorganization of the interdisciplinary clinical process. An evaluation demonstrated significant improvements. An integrated IT application was implemented to support the optimized process. Conclusions: Process improvement is feasible and effective when formal methods for process analysis and requirements specification are used in a reasonable and goal-oriented way. It might be necessary to trade off costs and benefits or simplify a given method in the context of a particular project. As the same information is utilized in different tools, it is supposed that the efforts for process analysis, documentation and implementation of adapted applications could be reduced if different tools were integrated and based on a single coherent reference model for description of clinical processes.
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Zhang, Yongqiang, Hongxia Li, and Paolo Reggiani. "Climate Variability and Climate Change Impacts on Land Surface, Hydrological Processes and Water Management." Water 11, no. 7 (July 18, 2019): 1492. http://dx.doi.org/10.3390/w11071492.
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During the last several decades, Earth´s climate has undergone significant changes due to anthropogenic global warming, and feedbacks to the water cycle. Therefore, persistent efforts are required to understand the hydrological processes and to engage in efficient water management strategies under changing environmental conditions. The twenty-four contributions in this Special Issue have broadly addressed the issues across four major research areas: (1) Climate and land-use change impacts on hydrological processes, (2) hydrological trends and causality analysis faced in hydrology, (3) hydrological model simulations and predictions, and (4) reviews on water prices and climate extremes. The substantial number of international contributions to the Special Issue indicates that climate change impacts on water resources analysis attracts global attention. Here, we give an introductory summary of the research questions addressed by the papers and point the attention of readers toward how the presented studies help gaining scientific knowledge and support policy makers.
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Ryu, Jichul, Ki Hong Ahn, Mideok Han, Hasun Hwang, Jaewan Choi, Yong Seok Kim, and Kyoung Jae Lim. "Evaluation and Application of CLUE-S Model for Spatio-Temporal Analysis of Future Land use Change in Total Water Pollution Load Management System." Journal of Korean Society on Water Environment 30, no. 4 (July 30, 2014): 418–28. http://dx.doi.org/10.15681/kswe.2014.30.4.418.
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Baxter, Sally L., Jeremy S. Bass, and Amy M. Sitapati. "Barriers to Implementing an Artificial Intelligence Model for Unplanned Readmissions." ACI Open 04, no. 02 (July 2020): e108-e113. http://dx.doi.org/10.1055/s-0040-1716748.
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Abstract Background Electronic health record (EHR) vendors now offer “off-the-shelf” artificial intelligence (AI) models to client organizations. Our health system faced difficulties in promoting end-user utilization of a new AI model for predicting readmissions embedded in the EHR. Objectives The aim is to conduct a case study centered on identifying barriers to uptake/utilization. Methods A qualitative study was conducted using interviews with stakeholders. The interviews were used to identify relevant stakeholders, understand current workflows, identify implementation barriers, and formulate future strategies. Results We discovered substantial variation in existing workflows around readmissions. Some stakeholders did not perform any formal readmissions risk assessment. Others accustomed to using existing risk scores such as LACE+ had concerns about transitioning to a new model. Some stakeholders had existing workflows in place that could accommodate the new model, but they were not previously aware that the new model was in production. Concerns expressed by end-users included: whether the model's predictors were relevant to their work, need for adoption of additional workflow processes, need for training and change management, and potential for unintended consequences (e.g., increased health care resource utilization due to potentially over-referring discharged patients to home health services). Conclusion AI models for risk stratification, even if “off-the-shelf” by design, are unlikely to be “plug-and-play” in health care settings. Seeking out key stakeholders and defining clear use cases early in the implementation process can better facilitate utilization of these models.
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Dolan, Jenny E., Hannah Lonsdale, Luis M. Ahumada, Amish Patel, Jibin Samuel, Ali Jalali, Jacquelin Peck, et al. "Quality Initiative Using Theory of Change and Visual Analytics to Improve Controlled Substance Documentation Discrepancies in the Operating Room." Applied Clinical Informatics 10, no. 03 (May 2019): 543–51. http://dx.doi.org/10.1055/s-0039-1693688.
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Background Discrepancies in controlled substance documentation are common and can lead to legal and regulatory repercussions. We introduced a visual analytics dashboard to assist in a quality improvement project to reduce the discrepancies in controlled substance documentation in the operating room (OR) of our free-standing pediatric hospital. Methods Visual analytics were applied to collected documentation discrepancy audit data and were used to track progress of the project, to motivate the OR team, and in analyzing where further improvements could be made. This was part of a seven-step improvement plan based on the Theory of Change with a logic model framework approach. Results The introduction of the visual analytics dashboard contributed a 24% improvement in controlled substance documentation discrepancy. The project overall reduced documentation errors by 71% over the studied period. Conclusion We used visual analytics to simultaneously analyze, monitor, and interpret vast amounts of data and present them in an appealing format. In conjunction with quality-improvement principles, this led to a significant improvement in controlled substance documentation discrepancies.
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Franklin, Steven E., Michael B. Lavigne, Michael A. Wulder, and Gordon B. Stenhouse. "Change detection and landscape structure mapping using remote sensing." Forestry Chronicle 78, no. 5 (October 1, 2002): 618–25. http://dx.doi.org/10.5558/tfc78618-5.
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Satellite remote sensing has long held promise as a powerful method of detecting forest canopy changes and mapping landscape structure over vast, often multi-jurisdictional forest areas. Landsat Thematic Mapper (TM) spectral response, for example, can be related accurately to changes in physiology and cover at a range of small to intermediate mapping scales. These data have been available continuously for almost 20 years; many areas have earlier satellite image archives stretching back to the 1970s. When considering spatially-explicit changes to landscapescaused by natural and human disturbancesover this time period, digital, synoptic, and repeatable satellite remotely-sensed data are emerging as the observational media of choice that forest managers must possess and use wisely. In this paper, successful use of satellite remote sensing in two of Canadas Model Forests is described. First, in the Fundy Model Forest in southeastern New Brunswick, a 15-year TM image sequence was used to detect area changes associated with different harvesting and silvicultural practices. Second, in the Foothills Model Forest in west-central Alberta, grizzly bear habitat maps have been created from multi-scene TM land cover mosaics. These map products constitute critical information on landscape change and configuration required to answer key management questions. The paper concludes with a prognosis for the future role of satellite remote sensing in sustainable forest management as data quality continues to improve (i.e., increasing spatial, spectral, temporal, and radiometric resolutions), and methods are brought into the purview of forest managers and practitioners. Key words: remote sensing, landscape change, forest fragmentation, human disturbance, management information needs, habitat
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Sheth, N. R. "Managing Human Response: The Search for an Indian Model." Vikalpa: The Journal for Decision Makers 11, no. 2 (April 1986): 107–12. http://dx.doi.org/10.1177/0256090919860202.
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In this Perspectives piece, N R. Sheth, a sociologist and an expert on industrial relations', reviews a recent book by S K Chakraborty, entitled Human Response in Organizations: Towards the Indian Ethos. In doing so, he presents the background to the search for models for managing human response in organizations, in the American and Indian environments. The evolution of management theory in the west shows how important it is for academicians and managers in India to develop jointly more effective models for managing human response in organizations to increase harmony and productivity. In view of the importance of the subject, Vikalpa is featuring this book review in its Perspectives feature. An article by S K Chakraborty on the quality of work life which rollows the book review clarifies the issues further and suggests some key ideas for a fundamental change in our perspective. These ideas will certainly need concretization through discussion and practice. We hope that managers and academicians will participate in this exercise in full measure.
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Lv, Xiaomin, and Guangsheng Zhou. "Climatic Suitability of the Geographic Distribution of Stipa breviflora in Chinese Temperate Grassland under Climate Change." Sustainability 10, no. 10 (October 18, 2018): 3767. http://dx.doi.org/10.3390/su10103767.
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Stipa breviflora, a dominant species of Chinese temperate grassland, is vulnerable to climate change. A quantitative description of the changes in the geographic distribution of S. breviflora under climate change can provide a reference for potential changes in Chinese temperate grassland and the necessary countermeasures to cope with climate change. In this study, the relationship between the geographic distribution of S. breviflora and the climate, and its inter-decadal change in geographic distribution and climatic suitability from 1961 to 2040 were investigated. The results showed that S. breviflora’s geographic distribution could be simulated very well by the MaxEnt model, and its climatic suitability could be divided into four levels—most suitable, medium suitable, less suitable, and unsuitable areas—based on its existence probability from the MaxEnt model. In the past 50 years, the total climate-suitable area for S. breviflora’s potential geographical distribution exhibited an obvious increase and a trend of northward expansion, which was larger than the current distribution area. The total climate-suitable area would increase by about 6.7% and decrease by 11.5% from 2011–2040 under RCP4.5 and RCP8.5 climate scenarios, respectively; however, the most suitable area increased and moved to western areas of Tibet, Qinghai, and Ningxia. The results revealed that the distribution area of S. breviflora still has greater potential for expansion.
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Tiwari, Ashwani, Enrico Suozzi, Carlos Silva, Marina De Maio, and Mariachiara Zanetti. "Role of Integrated Approaches in Water Resources Management: Antofagasta Region, Chile." Sustainability 13, no. 3 (January 26, 2021): 1297. http://dx.doi.org/10.3390/su13031297.
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Water is essential for the survival of all living beings and plays a significant role in the growth of any country′s economy. At present, water depletion and pollution are a serious challenge due to anthropogenic, geogenic and climate change activities worldwide, including in Chile. The Antofagasta region is located in northern Chile and is the heart of its mining industry, playing a significant role in the country′s economy. The Antofagasta region′s main challenge is water shortage and contamination. Due to it, the region′s local population is facing major difficulties in obtaining the necessary water for domestic, industrial, irrigation, and other uses. Therefore, a water resources management plan is essential for the region to maintain a sustainable environment. Considering the above points, significant parameters, such as slope, aspect, elevation, hillshade, drainage, drainage density and river basin—maps of the Antofagasta region prepared using the digital elevation model (DEM) data in geographic information system (GIS) environment. Besides, a pollution risk level assessment of the study area′s cities/villages done using GIS application. The important created maps and the identification of pollution risk of cities/villages of the present study could provide significant information to policymakers and help them make a suitable water management plan for the area.
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Adak, S., and R. Xu. "Survival Analysis with Time-varying Relative Risks: A Tree-Based Approach." Methods of Information in Medicine 40, no. 02 (2001): 141–47. http://dx.doi.org/10.1055/s-0038-1634477.
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AbstractA tree-based method for estimating time-varying effects of baseline patient characteristics on survival is introduced. A Cox-type model for censored survival data is used in which the time-varying relative risks are modelled as piecewise constants.The tree method consists of three steps: 1. Growing the tree, in which a fast algorithm using maximized score statistics is utilized to determine the optimal change points; 2. A pruning algorithm is applied to obtain more parsimonious models; 3. Selection of a final tree, which may be either via bootstrap resampling or based on a measure of explained variation.The piecewise constant model is more suitable for clinical interpretation of the regression parameters than the more continuously time-varying models (spline, loess, etc.) that have been proposed previously.