The document discusses conflict management and evaluation. It defines conflict as internal discord resulting from differences in ideas, values or feelings between two or more people. Sources of conflict include cultural differences, varying goals and scarce resources. The stages of conflict are latent conflict, perceived conflict, manifest behavior and resolution or suppression. Approaches to managing conflict include competing, collaborating, compromising, avoiding and accommodating. Evaluation is assessing the worth of a project by comparing actual performance to objectives. The process involves planning, development, implementation and feedback. Types of evaluation are process, impact, formative and summative. Methods include surveys, interviews, observations and records review.
A short informatic about resolving conflict in the nursing profession. Pertinent for new nurses and older nurses, as well as other healthcare professionals.
A short informatic about resolving conflict in the nursing profession. Pertinent for new nurses and older nurses, as well as other healthcare professionals.
I gave this lecture at the University Clinical Center of Kosovo, University of Pristina, to nursing colleagues and student nurses. The talk focused on five key challenges for nursing in the next one hundred years.
Public Relation in context of Nursing and Collective BargainingAlka Singh
Subject : Management of Nursing Services and Education. Topic: Public Relation in Context of Nursing and Collective Bargaining, Elements, Tools and Various Forms of Public Relation, Nurses Role in Public Relation. History of Collective Bargaining in India, Theory Behind collective bargaining, importance of collective bargaining, Advantages and disadvantages of collective bargaining, Nurse managers role in collective bargaining, Functions and types of collective bargaining, Collective bargaining and National commission on labor, Problems in Growth of collective bargaining in India.
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Showcase the process by which an organization deals with a disruptive and unexpected event using the Crisis Management PowerPoint Presentation Slides. Discuss the potential threats such as loss in sales, customer dissatisfaction, decrease in customer loyalty, increased overall expenses, tarnished reputation, and their impact on the firm’s overall performance. Take the assistance of our content-ready emergency management PowerPoint slide deck and highlight the methods used by the organization to deal with these threats. Discuss the purpose of the crisis management plan such as to minimize losses, to undertake the rescue operations, to ensure the security and safety of staff and visitors, etc. Make strategic decisions in order to reduce response time and provide guidance to the rest of the organization by taking the help of these crisis management planning PPT visuals. Highlight the steps to create the crisis management plan with the help of business continuity planning PowerPoint slideshow. Therefore, download our professionally designed contingency planning PowerPoint slide design and ensure that the organization is appropriately prepared for a crisis. https://bit.ly/31Oy8cj
Simple and Safe Approaches Towards Patient SafetyEhi Iden
A conference presentation on simple approaches and steps in achieving and managing patient safety in health. It talks about team approach, mutual support, just system, leadership commitment, complications of blame game and case study of the popular Kimberly Hiatt story.
Nursing audit assists in:
1. Evaluating Nursing care given,
2. Achieving deserved and feasible quality of nursing care,
3. Stimulating better nursing records maintenance,
4. Focuses on patient care provided and not on care provider,
5. Contributes to research in nursing.
I gave this lecture at the University Clinical Center of Kosovo, University of Pristina, to nursing colleagues and student nurses. The talk focused on five key challenges for nursing in the next one hundred years.
Public Relation in context of Nursing and Collective BargainingAlka Singh
Subject : Management of Nursing Services and Education. Topic: Public Relation in Context of Nursing and Collective Bargaining, Elements, Tools and Various Forms of Public Relation, Nurses Role in Public Relation. History of Collective Bargaining in India, Theory Behind collective bargaining, importance of collective bargaining, Advantages and disadvantages of collective bargaining, Nurse managers role in collective bargaining, Functions and types of collective bargaining, Collective bargaining and National commission on labor, Problems in Growth of collective bargaining in India.
“You can download this product from SlideTeam.net”
Showcase the process by which an organization deals with a disruptive and unexpected event using the Crisis Management PowerPoint Presentation Slides. Discuss the potential threats such as loss in sales, customer dissatisfaction, decrease in customer loyalty, increased overall expenses, tarnished reputation, and their impact on the firm’s overall performance. Take the assistance of our content-ready emergency management PowerPoint slide deck and highlight the methods used by the organization to deal with these threats. Discuss the purpose of the crisis management plan such as to minimize losses, to undertake the rescue operations, to ensure the security and safety of staff and visitors, etc. Make strategic decisions in order to reduce response time and provide guidance to the rest of the organization by taking the help of these crisis management planning PPT visuals. Highlight the steps to create the crisis management plan with the help of business continuity planning PowerPoint slideshow. Therefore, download our professionally designed contingency planning PowerPoint slide design and ensure that the organization is appropriately prepared for a crisis. https://bit.ly/31Oy8cj
Simple and Safe Approaches Towards Patient SafetyEhi Iden
A conference presentation on simple approaches and steps in achieving and managing patient safety in health. It talks about team approach, mutual support, just system, leadership commitment, complications of blame game and case study of the popular Kimberly Hiatt story.
Nursing audit assists in:
1. Evaluating Nursing care given,
2. Achieving deserved and feasible quality of nursing care,
3. Stimulating better nursing records maintenance,
4. Focuses on patient care provided and not on care provider,
5. Contributes to research in nursing.
Neonatal meningitis , it is for masters off neonatal nursing or neonatal nurse practitioner coarse. It is presentation slides on meningitis , medicine, perinatology, neonatology.
Title: Sense of Taste
Presenter: Dr. Faiza, Assistant Professor of Physiology
Qualifications:
MBBS (Best Graduate, AIMC Lahore)
FCPS Physiology
ICMT, CHPE, DHPE (STMU)
MPH (GC University, Faisalabad)
MBA (Virtual University of Pakistan)
Learning Objectives:
Describe the structure and function of taste buds.
Describe the relationship between the taste threshold and taste index of common substances.
Explain the chemical basis and signal transduction of taste perception for each type of primary taste sensation.
Recognize different abnormalities of taste perception and their causes.
Key Topics:
Significance of Taste Sensation:
Differentiation between pleasant and harmful food
Influence on behavior
Selection of food based on metabolic needs
Receptors of Taste:
Taste buds on the tongue
Influence of sense of smell, texture of food, and pain stimulation (e.g., by pepper)
Primary and Secondary Taste Sensations:
Primary taste sensations: Sweet, Sour, Salty, Bitter, Umami
Chemical basis and signal transduction mechanisms for each taste
Taste Threshold and Index:
Taste threshold values for Sweet (sucrose), Salty (NaCl), Sour (HCl), and Bitter (Quinine)
Taste index relationship: Inversely proportional to taste threshold
Taste Blindness:
Inability to taste certain substances, particularly thiourea compounds
Example: Phenylthiocarbamide
Structure and Function of Taste Buds:
Composition: Epithelial cells, Sustentacular/Supporting cells, Taste cells, Basal cells
Features: Taste pores, Taste hairs/microvilli, and Taste nerve fibers
Location of Taste Buds:
Found in papillae of the tongue (Fungiform, Circumvallate, Foliate)
Also present on the palate, tonsillar pillars, epiglottis, and proximal esophagus
Mechanism of Taste Stimulation:
Interaction of taste substances with receptors on microvilli
Signal transduction pathways for Umami, Sweet, Bitter, Sour, and Salty tastes
Taste Sensitivity and Adaptation:
Decrease in sensitivity with age
Rapid adaptation of taste sensation
Role of Saliva in Taste:
Dissolution of tastants to reach receptors
Washing away the stimulus
Taste Preferences and Aversions:
Mechanisms behind taste preference and aversion
Influence of receptors and neural pathways
Impact of Sensory Nerve Damage:
Degeneration of taste buds if the sensory nerve fiber is cut
Abnormalities of Taste Detection:
Conditions: Ageusia, Hypogeusia, Dysgeusia (parageusia)
Causes: Nerve damage, neurological disorders, infections, poor oral hygiene, adverse drug effects, deficiencies, aging, tobacco use, altered neurotransmitter levels
Neurotransmitters and Taste Threshold:
Effects of serotonin (5-HT) and norepinephrine (NE) on taste sensitivity
Supertasters:
25% of the population with heightened sensitivity to taste, especially bitterness
Increased number of fungiform papillae
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New Directions in Targeted Therapeutic Approaches for Older Adults With Mantl...i3 Health
i3 Health is pleased to make the speaker slides from this activity available for use as a non-accredited self-study or teaching resource.
This slide deck presented by Dr. Kami Maddocks, Professor-Clinical in the Division of Hematology and
Associate Division Director for Ambulatory Operations
The Ohio State University Comprehensive Cancer Center, will provide insight into new directions in targeted therapeutic approaches for older adults with mantle cell lymphoma.
STATEMENT OF NEED
Mantle cell lymphoma (MCL) is a rare, aggressive B-cell non-Hodgkin lymphoma (NHL) accounting for 5% to 7% of all lymphomas. Its prognosis ranges from indolent disease that does not require treatment for years to very aggressive disease, which is associated with poor survival (Silkenstedt et al, 2021). Typically, MCL is diagnosed at advanced stage and in older patients who cannot tolerate intensive therapy (NCCN, 2022). Although recent advances have slightly increased remission rates, recurrence and relapse remain very common, leading to a median overall survival between 3 and 6 years (LLS, 2021). Though there are several effective options, progress is still needed towards establishing an accepted frontline approach for MCL (Castellino et al, 2022). Treatment selection and management of MCL are complicated by the heterogeneity of prognosis, advanced age and comorbidities of patients, and lack of an established standard approach for treatment, making it vital that clinicians be familiar with the latest research and advances in this area. In this activity chaired by Michael Wang, MD, Professor in the Department of Lymphoma & Myeloma at MD Anderson Cancer Center, expert faculty will discuss prognostic factors informing treatment, the promising results of recent trials in new therapeutic approaches, and the implications of treatment resistance in therapeutic selection for MCL.
Target Audience
Hematology/oncology fellows, attending faculty, and other health care professionals involved in the treatment of patients with mantle cell lymphoma (MCL).
Learning Objectives
1.) Identify clinical and biological prognostic factors that can guide treatment decision making for older adults with MCL
2.) Evaluate emerging data on targeted therapeutic approaches for treatment-naive and relapsed/refractory MCL and their applicability to older adults
3.) Assess mechanisms of resistance to targeted therapies for MCL and their implications for treatment selection
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Tom Selleck Health: A Comprehensive Look at the Iconic Actor’s Wellness Journeygreendigital
Tom Selleck, an enduring figure in Hollywood. has captivated audiences for decades with his rugged charm, iconic moustache. and memorable roles in television and film. From his breakout role as Thomas Magnum in Magnum P.I. to his current portrayal of Frank Reagan in Blue Bloods. Selleck's career has spanned over 50 years. But beyond his professional achievements. fans have often been curious about Tom Selleck Health. especially as he has aged in the public eye.
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Introduction
Many have been interested in Tom Selleck health. not only because of his enduring presence on screen but also because of the challenges. and lifestyle choices he has faced and made over the years. This article delves into the various aspects of Tom Selleck health. exploring his fitness regimen, diet, mental health. and the challenges he has encountered as he ages. We'll look at how he maintains his well-being. the health issues he has faced, and his approach to ageing .
Early Life and Career
Childhood and Athletic Beginnings
Tom Selleck was born on January 29, 1945, in Detroit, Michigan, and grew up in Sherman Oaks, California. From an early age, he was involved in sports, particularly basketball. which played a significant role in his physical development. His athletic pursuits continued into college. where he attended the University of Southern California (USC) on a basketball scholarship. This early involvement in sports laid a strong foundation for his physical health and disciplined lifestyle.
Transition to Acting
Selleck's transition from an athlete to an actor came with its physical demands. His first significant role in "Magnum P.I." required him to perform various stunts and maintain a fit appearance. This role, which he played from 1980 to 1988. necessitated a rigorous fitness routine to meet the show's demands. setting the stage for his long-term commitment to health and wellness.
Fitness Regimen
Workout Routine
Tom Selleck health and fitness regimen has evolved. adapting to his changing roles and age. During his "Magnum, P.I." days. Selleck's workouts were intense and focused on building and maintaining muscle mass. His routine included weightlifting, cardiovascular exercises. and specific training for the stunts he performed on the show.
Selleck adjusted his fitness routine as he aged to suit his body's needs. Today, his workouts focus on maintaining flexibility, strength, and cardiovascular health. He incorporates low-impact exercises such as swimming, walking, and light weightlifting. This balanced approach helps him stay fit without putting undue strain on his joints and muscles.
Importance of Flexibility and Mobility
In recent years, Selleck has emphasized the importance of flexibility and mobility in his fitness regimen. Understanding the natural decline in muscle mass and joint flexibility with age. he includes stretching and yoga in his routine. These practices help prevent injuries, improve posture, and maintain mobilit
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The "New Drug Discovery and Development" process involves the identification, design, testing, and manufacturing of novel pharmaceutical compounds with the aim of introducing new and improved treatments for various medical conditions. This comprehensive endeavor encompasses various stages, including target identification, preclinical studies, clinical trials, regulatory approval, and post-market surveillance. It involves multidisciplinary collaboration among scientists, researchers, clinicians, regulatory experts, and pharmaceutical companies to bring innovative therapies to market and address unmet medical needs.
These simplified slides by Dr. Sidra Arshad present an overview of the non-respiratory functions of the respiratory tract.
Learning objectives:
1. Enlist the non-respiratory functions of the respiratory tract
2. Briefly explain how these functions are carried out
3. Discuss the significance of dead space
4. Differentiate between minute ventilation and alveolar ventilation
5. Describe the cough and sneeze reflexes
Study Resources:
1. Chapter 39, Guyton and Hall Textbook of Medical Physiology, 14th edition
2. Chapter 34, Ganong’s Review of Medical Physiology, 26th edition
3. Chapter 17, Human Physiology by Lauralee Sherwood, 9th edition
4. Non-respiratory functions of the lungs https://academic.oup.com/bjaed/article/13/3/98/278874
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Are you curious about what’s new in cervical cancer research or unsure what the findings mean? Join Dr. Emily Ko, a gynecologic oncologist at Penn Medicine, to learn about the latest updates from the Society of Gynecologic Oncology (SGO) 2024 Annual Meeting on Women’s Cancer. Dr. Ko will discuss what the research presented at the conference means for you and answer your questions about the new developments.
2. Objective
At the end of this session you will be able to:
Define conflict
Identify sources of conflict
Describe types of conflict
Discuss stages of conflict
Identify approaches to conflict resolution
2
3. Definition:-
It is the internal discord that results from
difference in ideas, values, or feeling b/n two
or more people.
Conflict is also created
When there are difference in economic and
professional values
When there is competition among professionals.
Scares resources and poorly defined role
expectations
3
4. Conflict theory
Conflict, which is closely related to power and
political issues.
Inevitable
can be constructive or destructive.
4
5. Sources of conflict
Cultural difference
Different views of their own power and
authority
Varying goals and objectives
Different perception of events
Competition of scarce resources
Communication barrier impede understanding
Accumulation of unresolved conflict 5
6. Types of conflict
1. Structural based conflict
i. Vertical conflict:- difference b/n
manager and staff association are often
related to
Inadequate communication
Opposing interests
Lack of shared perception and
attitudes 6
7. ii. Horizontal conflict:- line staffing conflict
Is commonly struggle among domains related to
activities, expertise and authority and is often related
to interdepartmental trouble.
The need for consensus, the work sequence, and
common use of shared facilities or service are area of
interdependence aggravated by differing
departmental goals.
7
8. 2. Role conflict
A. Intra-sender conflict
Originate in the sender who gives
conflicting instruction or expects conflicting
or mutually exclusive behavioural
responses
Example:- the same supervisor may demand a
higher quality of nursing care, refuse to
allow the head nurse to fire incompetent
staff, and in an effort to cut costs, refuse to 8
9. B. Inter-sender conflict
Arises when an individual receives
conflicting messages from two or more
sources
C. Inter-role conflict
Can occur when an individual belongs to
more than one group.
Example:- A person may be expected to
attend two different committee meeting at
same time.
D. Person- role conflict
It is the result of disparity b/n internal and
external roles
An individual has perceived role and
expectation based on one's values and
perception of one self. 9
10. E. Inter-person conflict
It is common among people whose position
require interaction with other person/not
personal
F. Intra-group conflict
Occur when the group faces a new problem,
when new values are imposed on the group
from outside.
G. Intergroup conflict
It is common where two groups have different
goals and can achieve their goals only at the
other's expense.
The conflict may be b/n groups on the same
level or b/n groups on different levels within
an organization.
10
11. H. Role ambiguity conflict
A condition in which individuals do not know
what is expected of them, frequently occur in
organization.
In adequate job description, incomplete
explanation of assigned tasks, rapid
technological changes
I. Role overload-
Occur when the person simply unable to
accomplish so much with in a limited time
11
12. Stages of conflict
Filly’s model of conflict resolution
This model provides a framework that helps
explain how and why conflict occurs and
ultimately, how one can minimize conflict or
resolve it with the least amount of negative
aftermath.
Filley suggests that conflict and its resolution
develop according to a specific process
12
13. The conflict process are expressed in five
stage:
1st stage: - Latent conflict (antecedent
condition)
Latent conflict implies the existence of
antecedent conditions such as short
staffing, and rapid change.
In this stage conditions are set for conflict
13
14. 2nd stage: - perceived and felt conflict
Perceived conflict: - is the realization that
conditions exist between groups or within self
that can cause conflict.
Felt conflict, the conflict brings out feelings
of threat, hostility, fear or mistrust between
groups
3rd Stage: - Manifest Behaviour
It is the outcome of conflict.
14
15. 4th Stage: - conflict resolution and
suppression
Suppression occurs when one person or
group defeats the others.
Resolution occurs when mutually agreed
up on solution is arrived at and both parties
commit themselves to carry out the
agreement
15
16. Conflict Management technique
Thomas (1992) has described the following
five conflict handling modes in terms of two
underling dimensions:
Assertiveness (attempt to satisfy one’s own
concern)
Cooperativeness (attempt to satisfy other’s
concern)
These five modes are: -
16
17. A. Competing
It is a power oriented mode that is assertive but
uncooperative.
This create a win lose situation.
Nevertheless, it is appropriate when
A quick or unpopular decision is needed,
The person is knowledgeable about a situation
Able to make a sound decision, or
One must protect oneself from other aggressive
people
17
18. B. Collaborative
Is assertive and cooperative
It is win-win strategies
It contributes to effective problem solving
because both party try to find mutually
satisfying solution
18
19. C. Compromise
Moderate both assertive and cooperation.
It addresses a problem more effectively than
avoidance but less than collaboration.
lose-lose atmosphere results.
It is useful when the goals are only
moderately important and the parties have
equivalent power.
19
20. D. Avoiding
Create a lose-lose situations through
unassertive and uncooperative means.
The conflict is simply not addressed.
This approach is may be appropriate when:
The other party is more powerful,
The issue is unimportant
One has no chance of meeting the goals
20
21. E. Accommodating
Is cooperative but unassertive.
It is self sacrificing- the opposite of competing
One neglect one’s own need to meet the goals of
the other party
It is appropriate when
The opponent is right
The opponent is more powerful, or
The issue is more important to someone else
When preserving harmony is important or
When collecting social credit is necessary for
21
22. Strategies for management of conflict
Filley (1975) identified three basic strategies for
dealing with conflict according to the out come: -
Win-lose, Lose – lose, and Win-win.
A. Win-lose strategy
One party exerts dominancy, usually by power,
authority, and the other party submits and loses.
Forcing, competing, and negotiation are techniques
likely to lead to win-lose completion.
22
23. Methods include:
The use of position power,
Mental or physical power,
Failure to respond, majority rule, and
railroading a minority position over the
majority.
23
24. B. Lose – lose strategy
Neither side win- both parties try to win over the other
but both ends up losing to each other.
Avoiding, withdrawing, smoothing, and compromising
may lead to lose-lose outcome.
Method includes:
Compromise,
Bribes for accomplishing disagreeable tasks,
Arbitration by a neutral third party, and
Resorting to use of general rules instead of
Considering the merits of individual cases. 24
25. C. Win –Win Strategy
Focus on goals and attempt to meet the needs of
both parties.
Allow both individual (parties) to feel they have
accomplished all or parts of their goals.
In this approach, there is no attempt by one party to
win over or control another party.
They emphasize consensus and integrative
approaches to decision making.
25
26. Problem solving strategies include:
Identifying both the problem and each
party’s needs,
Exploring alternatives,
Choosing the most acceptable
alternative,
Planning, defined roles, implementing,
and evaluating the decision.
26
28. Objectives
At the end of this session you are excepted
to
◦ Define monitoring and evaluation
◦ List the purpose of monitoring and evaluation
◦ Describe the process of monitoring and
evaluation
◦ Differentiate the types of evaluation
◦ Describe methods of monitoring and evaluation
28 1/27/2023
29. Evaluation
It is the methodical process of determining the
worth of a system, project, campaign, etc.
Assessing, systematically and objectively a
completed project or program
It involves the comparison of the actual
performance of the system.
1/27/2023
29
30. Evaluation
Promote better planning by
◦ careful selection of alternatives for future
action or
◦ asks, “Did we achieve what we set out to do?”
◦ Comparing the present situation with the past
in order to find out to what extent organizing
purposes have been achieved.
1/27/2023
30
31. Importance of Evaluation
To show the main achievements/findings;
To show where and how changes can be made;
To Identify program strengths
To show how strengths can be built upon
To provide information;
To increase skills for planning and decision-
making.
To Identify and improve weaknesses
To Justify use of resources 31 1/27/2023
32. The Process of Evaluation
It is spiral and the steps have to be
followed properly.
1. Planning
2. Development
3. Implementation
4. Feedback
32 1/27/2023
33. con...
1. Planning:
Deciding when and how to evaluate
Selecting objectives and methods to be
used
• Why are you doing the evaluation?
Set priorities
Specify evaluation question?
33 1/27/2023
34. Con…
Source of evaluation question
• Strategic plans
• Mission statements
• Policies
• Need assessments
• Goals and objectives
• National standards and guidelines
34 1/27/2023
35. 2. Development
◦ Data collection
• What Will be Collected?
based on evidence required
How Collected?
surveys? published instrument? focus
group? observations?
35 1/27/2023
con...
36. From Whom Collected?
who or what provides evidence
When Collected and by Whom?
specific dates, times, persons
How Data are to be Analyzed?
36 1/27/2023
Development…
37. 3.Implementation
◦ Data collection
◦ Data analysis
Looking at the results and draw inferences to why
some results occurred and others did not
◦ Documentation
◦ Positive outcomes
◦ Shortfalls
Provides opportunities to
improve program
make recommendations to benefit the program
37 1/27/2023
38. 4. Feedback
Report: disseminate the findings
Inform all your relevant stakeholders & target
audience;
Program staff
Media
Researchers
Concerned body, etc
Application: using the results for improvement
38 1/27/2023
40. Types . . .
1.Process/implementation evaluation
◦ Measurements obtained during the
implementation of program activities to
control / assure / improve the quality of
performance or delivery.
40 1/27/2023
41. Types. . . .
2. Impact /outcome evaluation
◦ Focuses on the immediate observable effects
of a program leading to the intended outcomes
of a program
◦ Document and explain cause and effect
Identifies the results or effects of a program.
oEx If You want to measure clients’
knowledge, attitudes, and behaviors as a
result of a program.
oDid program increase….?41 1/27/2023
42. Types. . . .
3.Formative evaluation/ Diagnostic
Evaluation
◦ Measurements and judgments made on
the process of the program.
◦ As the program is happening to make
changes as program is being
implemented
42 1/27/2023
43. Types. . . .
4.Summative evaluation
Any combination of measurements and
judgments that permit conclusions to be
drawn about impact outcome or benefits of
the program or method.
At the end of a program to document results
43 1/27/2023
44. Evaluation Methods
1. People
Physical measurements: like height, weight,
medical tests
Verbal questions: such as those asked in
questionnaires, interviews, etc
Written questions: such as those asked in
questionnaires, tests of knowledge and skills,
attitudes.
44 1/27/2023
45. Methods. . . .
2.Program structure and organization
Written information: such as records, reports, budgets,
plans, past evaluations, minutes of meeting, etc
3.Program activities
Measurement of various kinds, such as areas
covered, # of people or houses, etc
Meetings, tape recordings
Observations and pictures, photographs
Written information, such as reports and
records 45 1/27/2023
46. Who will conduct the evaluation?
Internal Evaluation
◦ someone trained in evaluation, who is personally
involved with the program conducts
Advantages:
Making it easier to collect the relevant
information,
Less expensive.
Major Drawbacks:
Evaluator bias or conflict of interest
46 1/27/2023
47. Who will Conduct. . .
External Evaluation
Conducted by someone who is not conducted
with the program.
Advantage:
provide a more objective outlook
a fresh perspective, and
it helps to ensure unbiased outcome of
evaluation.
Disadvantage:
More expensive. 47 1/27/2023
48. Practical problems in evaluation
Planner failed to build evaluation into
program planning
Procedures cost time and resources
Some changes do not last.
It is often difficult to distinguish between
cause and effect.
Conflict can arise between professional
standards
48 1/27/2023
49. Monitoring
A systematic and routine collection of
information from projects and programs
The day-to-day watch on, or continuous follow-
up of, the on going activities.
It is regularly checking to see that program
activities are being done as planned.
49 1/27/2023
50. Monitoring…
It is carried out through
observation
Discussion with workers, supervisors and
beneficiaries, and
Review of reports, diaries and statistical data.
Monitoring is one of the tools for evaluation
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51. Purposes of monitoring
To learn from experiences to improve
practices
To have internal and external accountability
of the resources used and the results
obtained
To take informed decisions on the future
To promote empowerment of beneficiaries
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52. Key areas of monitoring
1. Adequacy of supply, materials and
budget.
2. Training type, relevance and quality.
3. Quantity and quality of work done.
4. Communication.
5. Supervisory activities.
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Monitoring . . .
53. Steps in Monitoring
1. Collect data to monitor
2. Summarize the data
3. Analyze
4. Action
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Monitoring . . .