This presentation summarizes the current state of research in EAP practice, impact and effectiveness. The various contemporary research issues relevant to EAPs will be explored, with an emphasis on which research questions are most important, which have already been answered, and which remain to be investigated. The discussion will include the need to support continuing scientifically valid research for the EAP profession.
This slide show was presented to attendees at the recent National Behavioral Consortium meeting in Phoenix, AZ in late February 2013.
It details the progress of the Employee Assistance Research Foundation over the first few years of its existence and its focus for the future - Bernie McCann, PhD, CEAP
Many studies have shown that overly-long questionnaires adversely affect response rates and data quality declines. Respondents simply abandon the survey or provide shorter answers just to get to the end. In this white paper, you’ll discover that survey fatigue ISN’T driven by the number of questions asked.
This slide show was presented to attendees at the recent National Behavioral Consortium meeting in Phoenix, AZ in late February 2013.
It details the progress of the Employee Assistance Research Foundation over the first few years of its existence and its focus for the future - Bernie McCann, PhD, CEAP
Many studies have shown that overly-long questionnaires adversely affect response rates and data quality declines. Respondents simply abandon the survey or provide shorter answers just to get to the end. In this white paper, you’ll discover that survey fatigue ISN’T driven by the number of questions asked.
For more course tutorials visit
www.newtonhelp.com
Comparison of Theories Paper
Details:
It is widely understood that there is a bio psychosocial model of addiction. Within the bio psychosocial model, there are multiple psychological theories and biological theories.
Choose one psychological theory of addiction and one biological theory of addiction
Quality improvement is integral to the practice of medicine. Sometimes, QI strays over into clinical research. This presentation provides an overview of the intersection between QI and research
REPORT: How healthcare systems are optimizing their workforceMichele Ertl-Rosner
Healthcare industry survey and research showcase the most effective workforce management initiatives and key success factors. Features customer success stories focused on patient centered care and staffing.
Pcn 501 Effective Communication - tutorialrank.comBartholomew74
For more course tutorials visit
www.tutorialrank.com
Comparison of Theories Paper
Details:
It is widely understood that there is a bio psychosocial model of addiction. Within the bio psychosocial model, there are multiple psychological theories and biological theories.
Choose one psychological theory of addiction and one biological theory of addiction
For more course tutorials visit
www.newtonhelp.com
Comparison of Theories Paper
Details:
It is widely understood that there is a bio psychosocial model of addiction. Within the bio psychosocial model, there are multiple psychological theories and biological theories.
Choose one psychological theory of addiction and one biological theory of addiction
Design Thinking: 5 Steps to Healthy Healthcare AppsJeffery Belden
Learn the steps of "design thinking" in the healthcare IT context. Co-presented at HIMSS 16 in Las Vegas on March 3, 2106 with Lorraine Chapman, Sr. Director for Healthcare at Macadamian.
How to evaluate scientific grant review proposalsPubrica
The grant proposal review process allows sponsors and organisations to put their stated ideas into action. However, determining which grant writing services to support in order to achieve mission-driven goals is a difficult effort that begins with learning how to correctly and swiftly analyse a grant proposal services request.
Continue Reading: https://bit.ly/3c3cu5m
Why Pubrica?
When you order our services, we promise you the following – Plagiarism free | always on Time | 24*7 customer support | Written to international Standard | Unlimited Revisions support | Medical writing Expert | Publication Support | Bio statistical experts | High-quality Subject Matter Experts.
Contact us :
Web: https://pubrica.com/
Blog: https://pubrica.com/academy/
Email: sales@pubrica.com
WhatsApp : +91 9884350006
United Kingdom: +44 1618186353
In this webinar, we discuss the basics of moderating effects and mediating effects. We explain the differences between moderation and mediation, when moderation and mediation are appropriate to conduct, and the statistical analyses used to test moderation and mediation.
For more course tutorials visit
www.newtonhelp.com
Comparison of Theories Paper
Details:
It is widely understood that there is a bio psychosocial model of addiction. Within the bio psychosocial model, there are multiple psychological theories and biological theories.
Choose one psychological theory of addiction and one biological theory of addiction
Quality improvement is integral to the practice of medicine. Sometimes, QI strays over into clinical research. This presentation provides an overview of the intersection between QI and research
REPORT: How healthcare systems are optimizing their workforceMichele Ertl-Rosner
Healthcare industry survey and research showcase the most effective workforce management initiatives and key success factors. Features customer success stories focused on patient centered care and staffing.
Pcn 501 Effective Communication - tutorialrank.comBartholomew74
For more course tutorials visit
www.tutorialrank.com
Comparison of Theories Paper
Details:
It is widely understood that there is a bio psychosocial model of addiction. Within the bio psychosocial model, there are multiple psychological theories and biological theories.
Choose one psychological theory of addiction and one biological theory of addiction
For more course tutorials visit
www.newtonhelp.com
Comparison of Theories Paper
Details:
It is widely understood that there is a bio psychosocial model of addiction. Within the bio psychosocial model, there are multiple psychological theories and biological theories.
Choose one psychological theory of addiction and one biological theory of addiction
Design Thinking: 5 Steps to Healthy Healthcare AppsJeffery Belden
Learn the steps of "design thinking" in the healthcare IT context. Co-presented at HIMSS 16 in Las Vegas on March 3, 2106 with Lorraine Chapman, Sr. Director for Healthcare at Macadamian.
How to evaluate scientific grant review proposalsPubrica
The grant proposal review process allows sponsors and organisations to put their stated ideas into action. However, determining which grant writing services to support in order to achieve mission-driven goals is a difficult effort that begins with learning how to correctly and swiftly analyse a grant proposal services request.
Continue Reading: https://bit.ly/3c3cu5m
Why Pubrica?
When you order our services, we promise you the following – Plagiarism free | always on Time | 24*7 customer support | Written to international Standard | Unlimited Revisions support | Medical writing Expert | Publication Support | Bio statistical experts | High-quality Subject Matter Experts.
Contact us :
Web: https://pubrica.com/
Blog: https://pubrica.com/academy/
Email: sales@pubrica.com
WhatsApp : +91 9884350006
United Kingdom: +44 1618186353
In this webinar, we discuss the basics of moderating effects and mediating effects. We explain the differences between moderation and mediation, when moderation and mediation are appropriate to conduct, and the statistical analyses used to test moderation and mediation.
1
CPD research
Student name
Instructor name
Course title
Date
Introduction
Training department has been experiencing a decline in the attendance of the nurses to the CPD activities for the last two years. Based on this decline, it is important as a training department to look forward examining some of the factors that might have led to the decline. Therefore, a survey which involves a cross sectional study design was mandatory to investigate these factors. The primary aim of the survey was to collect data using questionnaires on what motivated the nurses to attend the continuing professional development (CPD) activities along with the impact of these activities on the nurses’ performance as they perceived. The department will be trying to find strategies that will enhance CPD participation. However, the finding will be used to improve attendance and planning the next year continuing professional activities annual plan. The research managed to collect qualitative data. The dependent variables are variables that change based on other variables, thus these variables are the questions asked to the respondent such as what motivated them to undertake CPD activities, the strategies they consider to enhance their CPD activities and how these strategies impact their learning including their colleagues and organization and also how they can measure the impact of the CPD they attended on their growth and development and effectiveness of the strategies identified. The independent variables are variables that do not change based on other variables. In this case, the independent variables are the responses from the participants.
Research questions
There were four research questions. These are as follows;
· What motivates them to undertake CPD activities?
· What strategies do they consider in enhancing your CPD activities?
· How these strategies made impact on their as a learner, to their colleagues or the organization in which they work?
· How do they measure the impact of the CPD they attended on their growth and development and the effectiveness of the strategies identified?
Research hypothesis
Hypothesis
The hypothesis is the proposed explanation with limited evidence that guide the research by giving it a starting point. In most cases, the research consist of two hypotheses, this include null hypothesis and alternative hypothesis. The null hypothesis is the hypothesis that has no significant difference between the specified populations while alternative hypothesis is the hypothesis that has a significant difference between the specified populations.
Hypothesis one
Null hypothesis: There is no significant difference between the respondent views.
Alternative hypothesis: There is a significant difference between the respondent views.
Or
H0: μr=μr where r represent respondent views
H1: μrμr
Hypothesis two
Null hypothesis: There are no significant factors led to decline in the attendance of the nurses to the CPD activities for the last two ...
RUBRICProductivity Recommendations Last week, you fami.docxSUBHI7
RUBRIC
Productivity Recommendations
Last week, you familiarized yourself with the Physician Care Services, Inc. case and
selected metrics that would help you to evaluate the organization’s productivity, with an
eye to determining whether they could be successful in the current environment of
health care reform. Based on your conclusions, you will have at least identified one or
two areas of need which could benefit from change.
To prepare for this Assignment:
Review Case 3: Physician Care Services, Inc. from Week 5, and the Assignment you
submitted at the end of that week.
Now, you will develop recommendations to improve productivity and patient satisfaction.
Consider what you know of Lean Management and Six Sigma principles and practices.
Based on this understanding, ask yourself: What would the president and medical
director want to know before making any financial and organizational decisions?
The Assignment:
1. Based on the metrics you selected in Week 5, analyze opportunities for
improvement using Lean Management and Six Sigma principles (2 pages).
2. Develop five measurable stretch goals (2 pages).
3. Create a presentation with speaker notes, 5–7 slides in length (200–400 words per
slide), that defines a culture of accountability and quality excellence and
recommends how to foster this in the emergency department.
RUBRIC
CATEGORY EXCELLENT – above expectations
GOOD – met
expectations
FAIR – below
expectations
POOR –
significantly below
expectations or
missing
SCO
RE
Improvement
Using Lean
Management
and Six Sigma
Principles and
Stretch Goals
(30 points
possible)
The paper shows
depth, breadth,
triangulation, and
clarity in critical
thinking when
addressing the
opportunities for
improvement and
stretch goals.
(27–30 points)
The paper fully
addresses the
opportunities for
improvement and
stretch goals.
Triangulation was
attempted but not
shown.
(24–26 points)
The paper lacks
depth, breadth,
triangulation, and
clarity in critical
thinking when
addressing the
opportunities for
improvement and
stretch goals.
(21–23 points )
The paper does not
address (zero points)
or poorly addresses
the opportunities for
improvement and
stretch goals.
(0–20 points)
Slide
Presentation
(30 points
possible)
The slide
presentation shows
depth, breadth,
triangulation and
clarity in critical
thinking when
addressing the
culture of
accountability and
quality excellence.
(27–30 points)
The slide
presentation fully
addresses the culture
of accountability and
quality excellence.
Triangulation was
attempted but not
shown.
(24–26 points)
The slide
presentation lacks
depth, breadth,
triangulation, or
clarity in critical
thinking when
addressing the
culture of
accountability and
quality excellence.
(21–23 points )
The slide
presentation does not
address (zero points)
or poorly addresses
the culture of
accountability and
qualit ...
Employee Assistance Program (EAP): A Comprehensive Guidebenecurv
In a fast-paced, ever-changing work environment, employee well-being is of paramount importance. The well-being of employees not only affects their personal lives but also significantly impacts their performance and productivity in the workplace. Employee Assistance Programs (EAPs) have emerged as a vital tool for organizations to address a wide range of employee needs, from mental health support to work-life balance
Employee Assistance Program EAP Comprehensive Guide...pptxbenecurv
In a fast-paced, ever-changing work environment, employee well-being is of paramount importance. The well-being of employees not only affects their personal lives but also significantly impacts their performance and productivity in the workplace. Employee Assistance Programs (EAPs) have emerged as a vital tool for organizations to address a wide range of employee needs, from mental health support to work-life balance.
1. What is the problem2. Why is the problem important and rTatianaMajor22
1. What is the problem?
2. Why is the problem important and relevant? What would happen if it were not addressed?
3. What is the current practice?
4. How was the problem identified? (Check all that apply.)
· Safety and risk-management concerns
· Quality concerns (efficiency, effectiveness, timeliness, equity, patient-centeredness)
· Unsatisfactory patient, staff, or organizational outcomes
· Variations in practice within the setting
· Variations in practice compared to community standard
· Current practice that has not been validated
· Financial concerns
5. What are the PICO components?
P – (Patient, population, or problem)
I – (Intervention)
C – (Comparison with other interventions, if foreground question)
O – (Outcomes are qualitative or quantitative measures to determine the success of change)
6. Initial EBP question ❑ Background ❑ Foreground
Johns Hopkins Nursing Evidence-Based Practice
Appendix B: Question Development Tool
Johns Hopkins Nursing Evidence-Based Practice
Appendix B: Question Development Tool
7. List possible search terms, databases to search, and search strategies.
8. What evidence must be gathered? (Check all that apply.)
· Publications (e.g., EBSCOHost, PubMed, CINAHL, Embase)
· Standards (regulatory, professional, community)
· Guidelines
· Organizational data (e.g., QI, financial data, local clinical expertise, patient/family preferences)
· Position statements
9. Revised EBP question
(Revisions in the EBP question may not be evident until after the initial evidence review; the revision can be in the background question or a change from the background to a foreground question.)
10. Outcome measurement plan
What will we measure?
(structure, process, outcome measure)
How will we measure it?
(metrics are expressed as rate or percent)
How often will we measure it?
(frequency)
Where will we obtain the data?
Who will collect the data?
To whom will we report the data?
Directions for Use of the Question Development ToolPurpose
This form is used to develop an answerable EBP question and to guide the team in the evidence search process. The question, search terms, search strategy, and sources of evidence can be revised as the EBP team refines the EBP question.
What is the problem, and why is it important?
Indicate why the project was undertaken. What led the team to seek evidence? Ensure that the problem statement defines the actual problem and does not include a solution. Whenever possible, quantify the extent of the problem. Validate the final problem description with practicing staff. It is important for the inter- professional team to take the time together to reflect, gather information, observe current practice, listen to clinicians, visualize how the process can be different or improved, and probe the problem description in order to develop a shared under- standing of the problem.
What is the current practice?
Define the current practice as it relates to the problem. Think about curr ...
Understanding and Facilitating EAP Behavioral Health Utilization: Research Fi...Bernie McCann
Understanding and Facilitating EAP Behavioral Health Utilization: Research Findings - presented at the EAPA Annual Conference in Tampa, FL on October 10, 2010
The Nurse Leader as Knowledge Worker
H
Walden University
Transforming Nursing And Health Through Technology
NURS 6051
Nov 27, 2019
1
The Nurse Leader as Knowledge Worker
2
Purpose
Explain the concept of a knowledge worker.
Define and explain nursing informatics and highlight the role of a nurse leader as a knowledge worker.
The concept of a knowledge worker
The term “knowledge worker” was first coined by Peter Drucker. Ducker defined knowledge workers as high-level workers who apply theoretical and analytical knowledge, acquired through formal training, to develop products and services (CFI, 2019). He emphasized that due to the high level of productivity and creativity of knowledge worker, that they would be the most valuable assets in the 21st century organization. Professionals that can be referred to as knowledge worker includes engineers, pharmacists, architects, financial analysts, public accountants, physicians, scientists, design thinkers, and lawyers. Furthermore, knowledge workers have a high degree of expertise, experience, education and the primary purpose of their jobs involve the distribution, creation and application of knowledge.
3
Definition of a knowledge worker by Peter Drucker
Professional that are referred to as knowledge worker
Nursing Informatics
Nursing Informatics is a subset of informatics, specific to the nursing field and the role of the nurse in the healthcare setting. There has been several interpretation of nursing informatics. The American Nurses Association (ANA), identified nursing informatics as a specialty that integrates nursing, science, computer science, and information science to manage and communicate data, information, and knowledge in nursing practice (ANA, 2001, pg.17).
4
Nurse leader as a knowledge worker.
A nurse leader is one who inspire others to work together to achieve a common goal, for instance enhanced patient care or satisfaction. All nurses are called to nurse leadership, however there are different levels of nurse leadership. Nurse leaders are expected to help the organization to fulfill the organization’s mission, vision, values, and strategies to achieve long-range plans. Nurse leaders part take in policy setting, overseeing quality measures are carried out, accountability for overall quality of patient care delivery, staff satisfaction and organizational outcomes. For a nurse leader as a knowledge worker to be productive in an organization, the nurse leader must understand that knowledge work requires continuous learning on the part of the knowledge worker, but equally continuous teaching on the part of the knowledge worker. Having said that, a knowledge worker nurse leader will depend hugely on evidenced based practice to be productive in a healthcare organization. The use of EBP by knowledge worker nurse leader will require learning and teaching. Most healthcare organizations or hospitals rely on evidenced based practice to im.
Johns Hopkins Nursing Evidence-Based Practice Appendix B TatianaMajor22
Johns Hopkins Nursing Evidence-Based Practice
Appendix B: Question Development Tool
1. What is the problem?
2. Why is the problem important and relevant? What would happen if it were not addressed?
3. What is the current practice?
4. How was the problem identified? (Check all that apply.)
❑ Safety and risk-management concerns
❑ Quality concerns (efficiency,
effectiveness, timeliness, equity, patient-
centeredness)
❑ Unsatisfactory patient, staff, or
organizational outcomes
❑ Variations in practice within the setting
❑ Variations in practice compared to community
standard
❑ Current practice that has not been validated
❑ Financial concerns
5. What are the PICO components?
P – (Patient, population, or problem)
I – (Intervention)
C – (Comparison with other interventions, if foreground question)
O – (Outcomes are qualitative or quantitative measures to determine the success of change)
6. Initial EBP question ❑ Background ❑ Foreground
Johns Hopkins Nursing Evidence-Based Practice
Appendix B: Question Development Tool
7. List possible search terms, databases to search, and search strategies.
8. What evidence must be gathered? (Check all that apply.)
❑ Publications (e.g., EBSCOHost, PubMed,
CINAHL, Embase)
❑ Standards (regulatory, professional,
community)
❑ Guidelines
❑ Organizational data (e.g., QI, financial data, local
clinical expertise, patient/family preferences)
❑ Position statements
9. Revised EBP question
(Revisions in the EBP question may not be evident until after the initial evidence review; the revision
can be in the background question or a change from the background to a foreground question.)
10. Outcome measurement plan
What will we
measure?
(structure,
process,
outcome
measure)
How will we
measure it?
(metrics are
expressed as
rate or percent)
How often will
we measure it?
(frequency)
Where will we
obtain the
data?
Who will
collect the data?
To whom will
we report the
data?
Johns Hopkins Nursing Evidence-Based Practice
Appendix B: Question Development Tool
Directions for Use of the Question Development Tool
Purpose
This form is used to develop an answerable EBP question and to guide the team in the
evidence search process. The question, search terms, search strategy, and sources of
evidence can be revised as the EBP team refines the EBP question.
What is the problem, and why is it important?
Indicate why the project was undertaken. What led the team to seek evidence?
Ensure that the problem statement defines the actual problem and does not include a
solution. Whenever possible, quantify the extent of the problem. Validate the final
problem description with practicing staff. It is important for the inter- professional
team to take the time together to reflect, gather information, observe current practice,
listen to clinicians, visualize how the process can be different or im ...
Findings from a 5-year Research Project on Pathways to Treatment for Substanc...Bernie McCann
Findings from a 5-year Research Project on Pathways to Treatment for Substance Use Disorders - Implications for EAPs - Keynote Presentation to the MA/RI EAPA Annual Symposium May 13, 2011
Justifying your Occupational Health Clinic budgetMedgate Inc.
Facing increasing budgetary pressures means that more than ever occupational health clinics are under pressure to justify their existence. Here is a preview of our forthcoming webinar with Dr Mary Anne Alexander which addresses the concerns of nurses, doctors and managers and shows how better use of data can help to provide the answers.
Does Sexual Harassment Prevention Training Work?Bernie McCann
Increased awareness of ongoing sexual harassment in the workplace has raised questions about effectiveness of preventive efforts utilized to date. The transformative nature of today’s workforce has raised challenges to inter-personal, inter-gender and inter-generational relations not previously or adequately addressed. To encourage more robust and effective prevention efforts for workplace sexual harassment, this presentation considers new ideas and alternate methods that promise to increase awareness of respectful workplace standards and effectively demonstrate appropriate behavior for all worksite parties. In recognition that conventional system-wide employee education, management training efforts and existing awareness efforts have often been inadequate to meet the current expectations of today’s multi-gender, multi-generational global workforce, a more sophisticated and sensitive educational approach is needed which both articulates and provides examples of acceptable interpersonal work relations and zones of respectful treatment and opportunity for all.
McCann - EAPs and the Opioid Crisis JEA cover storyBernie McCann
Increasing media coverage and a growing body of epidemiological studies have raised awareness about the alarming rise in abuse, addiction, and deaths from both illicit and prescription opioids. More than 70 percent of employers in the U.S. are feeling the direct impact of prescription drug misuse in their workplaces, and many recognize that impaired workers are a concern for safety and liability, according to a recent survey (National Safety Council, 2017). To help employers and unions address this latest upsurge in drug abuse, EAPs can partner with management, unions, human resources, safety, and medical/disability management to promote employee and organizational well-being by increasing educational efforts to offer increased education and enhancing services.
Reaching across and between generations at workBernie McCann
The global workforce is evolving rapidly – driven by trends in both worker demographics and perhaps to a lesser extent by employer preferences. Millennials, defined as (those born between 1981-1995), now make up the largest generation in the workforce, already outnumbering both Baby Boomers and Generation Xers. And another generational wave – Generation Z - is now on the cusp of joining the workforce, and we are just beginning to learn about what that might mean for the world of work. To address these trends, my first objective is to provide an information update about contemporary and future demographic shifts in the workforce to better understand the generational context in employee values, expectations, communication styles, and mental health issues. Secondly, I will link this knowledge to improved EA practice by exploring potential challenges and opportunities to develop more nuanced services and communications to target and reach out to these various generations and their workforce cohorts. And thirdly, drawing from Positive Psychology and a strengths-based approach, we hope to help workplace professionals to become better positioned to promote and deliver services successfully across multiple generations currently at work, and those preparing to enter the workplace. One caution we must insert here is that generational differences are only one aspect of our diverse work environment. We should also consider: race, ethnicity, social class, gender, religion and culture – to name a few.
Increasing EAP outreach with evidence based online screenings Bernie McCann
As EAPs have matured, one significant change has been a greater need to conduct additional outreach efforts to effectively serve their covered populations. Outreach efforts with regard to certain mental health conditions are not overly successful – particularly for substance use disorders and depression.
Improvements in online confidential screening of these two conditions allow EAPs to reach employees and direct them to sources of care for improved health & productivity. These newly
available technology platforms offer improved penetration of employees and family members for education, prevention, screening and assist in increased motivation for treatment.
These web-based approaches are increasingly affordable, accessible and if properly implemented, will result in greater case-finding for EAPs.
Promoting Healthy Employees - Embrace the technology !Bernie McCann
This free webinar, sponsored by Screening for Mental Health looks at the importance of including mental health aspects in a workplace wellness approach and features examples from two work organizations which have embraced technology to encourage employees in healthier lifestyles.
The ACA and Beyond: What is the Future for EAPs?Bernie McCann
This presentation, The ACA and Beyond: What is the Future for EAPs? was a plenary session provided to the 2014 MA/RI EAPA Annual Symposium in Waltham, MA on May 10, 2014.
Discover the innovative and creative projects that highlight my journey throu...dylandmeas
Discover the innovative and creative projects that highlight my journey through Full Sail University. Below, you’ll find a collection of my work showcasing my skills and expertise in digital marketing, event planning, and media production.
The world of search engine optimization (SEO) is buzzing with discussions after Google confirmed that around 2,500 leaked internal documents related to its Search feature are indeed authentic. The revelation has sparked significant concerns within the SEO community. The leaked documents were initially reported by SEO experts Rand Fishkin and Mike King, igniting widespread analysis and discourse. For More Info:- https://news.arihantwebtech.com/search-disrupted-googles-leaked-documents-rock-the-seo-world/
What are the main advantages of using HR recruiter services.pdfHumanResourceDimensi1
HR recruiter services offer top talents to companies according to their specific needs. They handle all recruitment tasks from job posting to onboarding and help companies concentrate on their business growth. With their expertise and years of experience, they streamline the hiring process and save time and resources for the company.
Cracking the Workplace Discipline Code Main.pptxWorkforce Group
Cultivating and maintaining discipline within teams is a critical differentiator for successful organisations.
Forward-thinking leaders and business managers understand the impact that discipline has on organisational success. A disciplined workforce operates with clarity, focus, and a shared understanding of expectations, ultimately driving better results, optimising productivity, and facilitating seamless collaboration.
Although discipline is not a one-size-fits-all approach, it can help create a work environment that encourages personal growth and accountability rather than solely relying on punitive measures.
In this deck, you will learn the significance of workplace discipline for organisational success. You’ll also learn
• Four (4) workplace discipline methods you should consider
• The best and most practical approach to implementing workplace discipline.
• Three (3) key tips to maintain a disciplined workplace.
Memorandum Of Association Constitution of Company.pptseri bangash
www.seribangash.com
A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
Contents of Memorandum of Association:
Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
https://seribangash.com/article-of-association-is-legal-doc-of-company/
Registered Office Clause: It specifies the location where the company's registered office is situated. This office is where all official communications and notices are sent.
Objective Clause: This clause delineates the main objectives for which the company is formed. It's important to define these objectives clearly, as the company cannot undertake activities beyond those mentioned in this clause.
www.seribangash.com
Liability Clause: It outlines the extent of liability of the company's members. In the case of companies limited by shares, the liability of members is limited to the amount unpaid on their shares. For companies limited by guarantee, members' liability is limited to the amount they undertake to contribute if the company is wound up.
https://seribangash.com/promotors-is-person-conceived-formation-company/
Capital Clause: This clause specifies the authorized capital of the company, i.e., the maximum amount of share capital the company is authorized to issue. It also mentions the division of this capital into shares and their respective nominal value.
Association Clause: It simply states that the subscribers wish to form a company and agree to become members of it, in accordance with the terms of the MOA.
Importance of Memorandum of Association:
Legal Requirement: The MOA is a legal requirement for the formation of a company. It must be filed with the Registrar of Companies during the incorporation process.
Constitutional Document: It serves as the company's constitutional document, defining its scope, powers, and limitations.
Protection of Members: It protects the interests of the company's members by clearly defining the objectives and limiting their liability.
External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
https://seribangash.com/difference-public-and-private-company-law/
Binding Authority: The company and its members are bound by the provisions of the MOA. Any action taken beyond its scope may be considered ultra vires (beyond the powers) of the company and therefore void.
Amendment of MOA:
While the MOA lays down the company's fundamental principles, it is not entirely immutable. It can be amended, but only under specific circumstances and in compliance with legal procedures. Amendments typically require shareholder
"𝑩𝑬𝑮𝑼𝑵 𝑾𝑰𝑻𝑯 𝑻𝑱 𝑰𝑺 𝑯𝑨𝑳𝑭 𝑫𝑶𝑵𝑬"
𝐓𝐉 𝐂𝐨𝐦𝐬 (𝐓𝐉 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐢𝐨𝐧𝐬) is a professional event agency that includes experts in the event-organizing market in Vietnam, Korea, and ASEAN countries. We provide unlimited types of events from Music concerts, Fan meetings, and Culture festivals to Corporate events, Internal company events, Golf tournaments, MICE events, and Exhibitions.
𝐓𝐉 𝐂𝐨𝐦𝐬 provides unlimited package services including such as Event organizing, Event planning, Event production, Manpower, PR marketing, Design 2D/3D, VIP protocols, Interpreter agency, etc.
Sports events - Golf competitions/billiards competitions/company sports events: dynamic and challenging
⭐ 𝐅𝐞𝐚𝐭𝐮𝐫𝐞𝐝 𝐩𝐫𝐨𝐣𝐞𝐜𝐭𝐬:
➢ 2024 BAEKHYUN [Lonsdaleite] IN HO CHI MINH
➢ SUPER JUNIOR-L.S.S. THE SHOW : Th3ee Guys in HO CHI MINH
➢FreenBecky 1st Fan Meeting in Vietnam
➢CHILDREN ART EXHIBITION 2024: BEYOND BARRIERS
➢ WOW K-Music Festival 2023
➢ Winner [CROSS] Tour in HCM
➢ Super Show 9 in HCM with Super Junior
➢ HCMC - Gyeongsangbuk-do Culture and Tourism Festival
➢ Korean Vietnam Partnership - Fair with LG
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EAP Research Findings: Relevance for Today's EAPs
1. EAP Research Findings:
Relevance forToday’s EAPs
Bernie McCann, PhD, CEAP
SCEAPA Annual Conference
Charleston, SC
February 9, 2016
2. So are EAPs…?
• Successful with troubled employees…?
• Contributing to better work/life balance...?
• Reducing the workforce impact of mental
health and substance abuse...?
• Cost-effective…?
• A good return on investment…?
3. Research Definitions
Process vs. Outcome studies:
• Descriptive (qualitative) research – tells what, why,
how many, when,…EAPs provide services
• Deductive (quantitative) research – allows analysis
of how often, how consistently, how rigorously, how
successfully,…EAPs provide services
Randomized research studies - the most rigorous
level of experiments which allow specific comparisons
4. Evolution of EAP Research
Value of EAPs – 2000s
EAP Return on Investment EAP Outcome Studies
Descriptions of EAPs – 1980s
Types/Characteristics of EAPs EAP Process Measures
Numbers of EAPs – 1970s
Diffusion of EAPs Prevalence of EAPs
5. US Prevalence of EAPs: 1970-2014
0%
20%
40%
60%
80%
100%
1970 1985 1995 2002 2005 2008 2014
6. US Workforce Access to EAPs: 2010
0%
20%
40%
60%
80%
100%
All workers Private
Sector
Public
Sector
Non-Union Union
7. EAPs by Employer Size: 2012
0%
20%
40%
60%
80%
100%
Small (1-99) Medium (100-499) Large (500+)
8. Integration of EA & Related Services: 2011
0%
20%
40%
60%
80%
100%
1993 2002 2004 2006 2008 2011
Offering Integrated EA + Other Services
9. Early Representations of EAP Value
Utilization rates
Client/case anecdotes
User satisfaction surveys
Return on investment ratios
10. EAP Utilization Research
Comparisons of EAP utilization rates are nearly
impossible, due to a lack of standardization of utilization
measurement practices, although ranges of 2-12%
have been reported.
Program utilization also varies by industry, size of
employer, and program model. Reports of utilization
rates from internal EAPs are typically higher than those
reported by externally-provided EA services.
11. EAP Return on Investment Studies
Solid evidence of a positive ROI to make a business
case for providing EAP services can be found in over
45 scientifically-valid published studies.
ROI findings range from $3-10 for every $1 invested.
This is consistent with ROI seen in other types of
worksite health promotion and wellness programs.
One difficulty in using findings from single case studies
of specific organizations, applied studies, or vendor
reporting processes is their lack of generalizability.
12. Reality of Historical EAP “Value”
Utilization rates typically reflect providers’ subjective
convenience measures
‘Problem type’ reports not very illustrative
User satisfaction reports typically based on non-
representative rates of client satisfaction surveys
Return on investment findings are largely based on
projections, single case studies, lacking transparent
measures or any universal benchmarking
13. So what’s missing in EAP Research..?
Scientifically valid experimental designs
Large-scale, multi-site study settings
Demographically & occupationally-diverse populations
Measureable workplace & clinical EAP effects
Studies that can be easily replicated
14. Contemporary View of EAP Value
EAP VALUE = Measurable, positive client and
program outcomes achieved relative to cost incurred.
Remains a black box for many EAPs -- particularly
for those programs without a scientifically validated
outcome measurement system.
15. Evidence-based EAP Tools
Screening:
Alcohol Use Disorders Identification Test (AUDIT)
Drug Abuse Screening Test (DAST)
Patient Health Questionnaire (PHQ-9)
Generalized Anxiety Disorder (GAD-7)
Workplace Outcomes:
Workplace Outcomes Suite (WOS)
17. FOH EAP Outcome Study: 2004
Federal Occupational Health provides EA services to US federal agencies.
This 3 yr. study of 60,000 EAP clients’ EA client overall health & workplace
performance used client self-reports & counselor-assessed measures.
EAP users reporting “quite a bit of difficulty” performing their work fell
from 15% to 5%.
Significant reduction in absenteeism & tardiness - 30 days before
EAP, clients averaged 2.37 days of unscheduled absences or
lateness. After EAP use, was reduced to 0.91 days.
Clients’ perception of health status increased significantly after EAP
use, evidence for a positive impact of EAPs on employee work
productivity, absence and overall health.
18. Impact of Employee Assistance Services
on Workplace Outcomes: 2014
Purpose: This study seeks causal evidence of the impact of EAPs
on clinical and workplace outcomes by quantifying EAP impact;
identifying conditions under which EAP is most effective; and
estimating cost-savings in absenteeism
Site/Population: 27,000 CO State Government employees in
diverse job categories and work settings
Method: Quasi-experimental design with an intervention group of
EAP users and a matched comparison group of non-EAP users
Measures: AUDIT-10, PHQ-8, DAST-10, GAD-2, WOS-5
Funded by: Employee Assistance Research Foundation
21. Implications for EAP Effectiveness
“These study findings demonstrate strong
quantifiable evidence of EAP impact on
both clinical and workplace outcomes –
and are the first major study to compare
outcomes to similar employees who did
not receive EA services.”*
*Article in press – Journal of Occupational Health Psychology
22. Implications for EAP Value
“Findings support the value of EAPs to
improve and maintain productivity and
healthy functioning of the workplace
…through their application of specialized
knowledge and expertise about human
behavior and mental health.”*
*Article in press – Journal of Occupational Health Psychology
23. Created as a non-profit foundation, the Employee
Assistance Research Foundation was formed to
stimulate innovative, rigorous and evidence-based
research activities which demonstrate the ability
of EAPs and related workplace efforts to maximize
employee contributions to organizational success.
What is the EARF...?
23
.The EARF is incorporated as a 501(c)(3) nonprofit foundation EIN #26-2443117
24. 24
Our Mission
Promote excellence in the design and
delivery of Employee Assistance services
worldwide.
Support effective measurement practices,
performance tools, and outcome criteria.
Bridge the gap between EA knowledge
and practice by translating valid research
findings to contemporary EA services.
25. Dissemination of EARF Research
Peer-reviewed articles published with results of
EARF-funded studies
More scholarly articles in preparation
Conference sessions by researchers to present
EARF-funded study results
Free webinars of EARF-funded studies
Numerous additional mentions in trade
publications and on various websites
26. EAPs in Continental Europe: State of the Art
& Future Challenges
PI: Debora Vansteenwegen, PhD, ISW Limits
• Multi-national research team surveyed HR managers,
employers and employees in six Western European
countries, examining characteristics of existing EAP
and workplace services and investigating the future
potential for service delivery.
• Results published in Journal of Workplace Behavioral
Health, 2015.
26
27. • Research study on the characteristics of external
EAP providers and EAP utilization patterns. Also
gathered benchmarking data on EAP use of
technology, aging of the EA provider population,
and future of EAPs.
• First peer-reviewed article published in Journal of
Workplace Behavioral Health, 2013. Second
article on EAP market published in Journal of
Workplace Behavioral Health, 2014.
27
Comparative Metrics for the External EAP Field
PI: Stanford Granberry, PhD, National Behavioral Consortium
29. EARF contributions + Tisone Foundation
matching funds received to date have totaled
approximately $340,000.
Cost of previous research and commitment to
funding current study total over $350,000.
EARF’s future capacity for funding EAP
research studies are unsustainable without
additional financial support.
The Bottom Line…
29
30. Value Proposition for EARF Support
Visibility for your organization as a advocate
for EAP efficacy, viability, and sustainability.
Tangible business benefits of better data on
EAP contributions to workplace productivity.
Demonstrate leadership and commitment to
advancing the EAP field.
31. EARF’s Chapter Challenge
To fully fund the EARF’s latest effort – The EAP History
Project, we have initiated an EAPA Chapter Challenge.
The following Chapters have contributed at the $500 level:
South Carolina Chapter North Carolina Chapter
Northern Illinois Chapter Philadelphia Chapter
Upper Midwest Chapter Houston Chapter
The following Chapters have contributed at the $1000 level:
San Francisco Bay Chapter Colorado Chapter
31
32. How You Can Help
1. Facilitate a contribution from your organization
to fund EARF’s research efforts.
2. Make a personal tax-deductible contribution.
3. Make an in-kind contribution to assist with
dissemination of research findings or
fundraising efforts.
32