Do financial incentives undermine health workers intrinisic motivation? - Jos...resyst
This study explored the impact of a pay-for-performance (P4P) scheme in Tanzania on health workers' intrinsic motivation and institutional delivery rates. The study found no evidence that P4P undermined intrinsic motivation. It did find that P4P had a greater positive effect on delivery rates in facilities whose staff had lower baseline intrinsic motivation levels. This suggests that extrinsic incentives like P4P may work better in settings where health workers are less intrinsically motivated to begin with. The study was limited by potential social desirability bias in health workers' self-reported motivation levels and questions around how well the motivation measure captured intrinsic motivation.
This document provides an agenda and materials for a training session on integrating behavioral health services into medical settings. The agenda includes reviewing workflows, discussing SBIRT services and other methods for integration, such as strengthening referrals and developing multidisciplinary teams. It also discusses potential behavioral health interventions like counseling and support groups. Lessons learned emphasize the importance of buy-in, training staff, and ensuring new services make sense for each individual setting. The goal is to provide concise information and strategies to help health centers implement SBIRT and further integrate behavioral health.
The Good Day at Work Conversation 2019 was a truly extraordinary event that challenged, inspired and created dialogue around breakthrough health & wellbeing ideas, thinking and innovations.
This presentation contains the slides from the main room of 2019's conversation, which hosted the likes of Bruce Daisley, Dr Pippa Grange, and Adam Kay.
The Good Day at Work Conversation 2019 was a truly extraordinary event that challenged, inspired and created dialogue around breakthrough health & wellbeing ideas, thinking and innovations.
This presentation contains the slides from the Circle Foyer of 2019's conversation, which hosted Tom Kegode & Aidan Webb from Lloyds Banking Group, plus Jack Evans from Robertson Cooper.
The Good Day at Work Conversation 2019 was a truly extraordinary event that challenged, inspired and created dialogue around breakthrough health & wellbeing ideas, thinking and innovations.
This presentation contains the slides from the Choir Foyer of 2019's conversation, which hosted the likes of Publicis Groupe UK, and Barclays Corporate Banking.
The document discusses how incentives do not necessarily create a healthy organizational culture and can undermine intrinsic motivation. It cites research showing that while incentives may improve performance on routine tasks, they can reduce motivation and performance on creative tasks. The document also presents alternative strategies for engaging employees in wellness programs through autonomy, purpose and social values rather than incentives. These strategies include screening and goal setting, education through existing meetings, and follow up coaching. Case studies show successful employee wellness programs that obtained high voluntary participation and positive health outcomes without relying on incentives.
Final Report Workplace Bullying in Australia
Dr Christopher Magee
Senior Research Fellow, Centre for Health Initiatives University of Wollongong
Dr Ross Gordon
Senior Research Fellow, Centre for Health Initiatives University of Wollongong
A/Prof Peter Caputi
Associate Professor, School of Psychology University of Wollongong
A/Prof Lindsay Oades
Associate Professor, Sydney Business School University of Wollongong
Dr Samantha Reis
Research Associate, Centre for Health Initiatives University of Wollongong
Laura Robinson
Research Officer, Centre for Health Initiatives University of Wollongong
Centre of Health Initiatives
University of Wollongong
Beyond Blue
Do financial incentives undermine health workers intrinisic motivation? - Jos...resyst
This study explored the impact of a pay-for-performance (P4P) scheme in Tanzania on health workers' intrinsic motivation and institutional delivery rates. The study found no evidence that P4P undermined intrinsic motivation. It did find that P4P had a greater positive effect on delivery rates in facilities whose staff had lower baseline intrinsic motivation levels. This suggests that extrinsic incentives like P4P may work better in settings where health workers are less intrinsically motivated to begin with. The study was limited by potential social desirability bias in health workers' self-reported motivation levels and questions around how well the motivation measure captured intrinsic motivation.
This document provides an agenda and materials for a training session on integrating behavioral health services into medical settings. The agenda includes reviewing workflows, discussing SBIRT services and other methods for integration, such as strengthening referrals and developing multidisciplinary teams. It also discusses potential behavioral health interventions like counseling and support groups. Lessons learned emphasize the importance of buy-in, training staff, and ensuring new services make sense for each individual setting. The goal is to provide concise information and strategies to help health centers implement SBIRT and further integrate behavioral health.
The Good Day at Work Conversation 2019 was a truly extraordinary event that challenged, inspired and created dialogue around breakthrough health & wellbeing ideas, thinking and innovations.
This presentation contains the slides from the main room of 2019's conversation, which hosted the likes of Bruce Daisley, Dr Pippa Grange, and Adam Kay.
The Good Day at Work Conversation 2019 was a truly extraordinary event that challenged, inspired and created dialogue around breakthrough health & wellbeing ideas, thinking and innovations.
This presentation contains the slides from the Circle Foyer of 2019's conversation, which hosted Tom Kegode & Aidan Webb from Lloyds Banking Group, plus Jack Evans from Robertson Cooper.
The Good Day at Work Conversation 2019 was a truly extraordinary event that challenged, inspired and created dialogue around breakthrough health & wellbeing ideas, thinking and innovations.
This presentation contains the slides from the Choir Foyer of 2019's conversation, which hosted the likes of Publicis Groupe UK, and Barclays Corporate Banking.
The document discusses how incentives do not necessarily create a healthy organizational culture and can undermine intrinsic motivation. It cites research showing that while incentives may improve performance on routine tasks, they can reduce motivation and performance on creative tasks. The document also presents alternative strategies for engaging employees in wellness programs through autonomy, purpose and social values rather than incentives. These strategies include screening and goal setting, education through existing meetings, and follow up coaching. Case studies show successful employee wellness programs that obtained high voluntary participation and positive health outcomes without relying on incentives.
Final Report Workplace Bullying in Australia
Dr Christopher Magee
Senior Research Fellow, Centre for Health Initiatives University of Wollongong
Dr Ross Gordon
Senior Research Fellow, Centre for Health Initiatives University of Wollongong
A/Prof Peter Caputi
Associate Professor, School of Psychology University of Wollongong
A/Prof Lindsay Oades
Associate Professor, Sydney Business School University of Wollongong
Dr Samantha Reis
Research Associate, Centre for Health Initiatives University of Wollongong
Laura Robinson
Research Officer, Centre for Health Initiatives University of Wollongong
Centre of Health Initiatives
University of Wollongong
Beyond Blue
This document discusses organizational behavior and stress management. It defines stress as a dynamic condition involving opportunities, constraints, or demands that are perceived as uncertain but important. It then outlines potential sources of stress, including environmental, organizational, and individual factors. The document also distinguishes between positive and negative stress and discusses the physiological, psychological, and behavioral consequences of stress. Finally, it proposes various organizational and individual approaches for managing stress, such as time management, relaxation, exercise, and healthy relationships.
Pt 3 - Home-based Crisis Team (Dr Sinead O'Brien)Keren Lilley
Dr Sinead O'Brien's talk on "Home Based Crisis Team: initial steps towards recovery in the community" at the conference "Home Based Recovery and Wellness in Mental Health" - jointly hosted by University College Cork and the Centre for Recovery and Social Inclusion, Cork on the 9th June 2010. Final part of 3 segments
Improving Access to Child Health Clinics in NanaimoBrett Hodson
This presentation provides an overview of a quality improvement project designed to reduce the time to access child health clinic appointments at the Nanaimo Public Health Unit.
Workplace mental healthWorkplace mental health and productivity: evidence fro...enterpriseresearchcentre
Maria Wishart, ERC Research Fellow based at Warwick, presented data from waves 1 and 2 of the ERC’s Workplace Mental Health survey at a Productivity Institute seminar.
Pt 2 - Home-Based Crisis Team (Dr Sinead O'Brien - part 2 of 3)Keren Lilley
Dr Sinead O'Brien's talk on "Home Based Crisis Team: initial steps towards recovery in the community" at the conference "Home Based Recovery and Wellness in Mental Health" - jointly hosted by University College Cork and the Centre for Recovery and Social Inclusion, Cork on the 9th June 2010. Part 2 of 3 segments
Health, well-being and productivity improvement in the workplaceLimeade
This document provides an overview of strategies for improving workforce health, well-being, and productivity. It discusses understanding the drivers of health in the workplace and addressing them through an optimized environment, increased healthy behaviors, minimized acute care, optimized chronic care, and reduced excess surgery. Specific strategies are outlined, such as incentivized health management programs, coaching for lifestyle changes and chronic conditions, and the role of emerging technologies. The goal is to engage employees in their health and wellness through a whole person approach.
Presentation by Joscelyn Shaw, Mates in Mind at the SPRA Conference 2018 held at Eastwood Hall, Eastwood, Nottinghamshire on the 20th June 2018. More information: https://spra.co.uk/events/spra-conference-awards-2018/
Ultimately there is a proven and undeniable correlation between high employee satisfaction and a positive patient experiencing. High job satisfaction also results in positive workplace outcomes. A positive healthcare employee experience results in more effort, better work, and worker retention.
Dan Pink CADREcon speaker presentationDerek Coburn
1. The document discusses how timing is a science rather than an art, and outlines several ways that our cognitive abilities and performance fluctuate over the course of a day.
2. Key factors that affect performance at different times of day include analytical abilities peaking in the morning while waning in the afternoon, equivalent to the effects of alcohol. Important tasks like earnings calls or exams should be scheduled earlier in the day.
3. The author advocates scheduling work deliberately based on time-of-day effects, with analytic tasks in the morning peak, administrative tasks in the afternoon trough, and insight tasks during periods of recovery in between. Breaks are also an important part of maximizing performance.
This document outlines a workshop on coping with workplace stress. The workshop will address the nature and effects of stress, causes of excess workplace stress, symptoms of stress, reasons stress must be addressed, and methods for dealing with stress. It discusses how some stress is necessary but excess stress can impact work through increased absenteeism, attrition, and accidents. The workshop covers stress factors, managing emotions, cognitive restructuring, assertiveness, relaxation techniques, diet, exercise, sleep, and social support networks to help lower stress levels.
Mental illness accounts for up to one third of workplace disability claims in Canada, costing over $33 billion annually. People with mental illnesses have the right to participate fully in community life, including employment, with appropriate supports and accommodations. Returning to work after a mental illness requires consideration of symptoms, treatment, workplace supports, flexibility, and open communication between the employee and employer. Stigma remains a significant barrier, but with education and awareness, performance and loyalty of employees with mental illnesses can be comparable or better than others. Resources are available to help navigate returning to work.
This document discusses work-life balance and provides a history and outline of the topic. It defines key terms like work and what work-life balance is and is not. Statistics are presented on physician burnout and the relationship between poor work-life balance and health issues. Reasons for imbalance and consequences are explored. Finally, the document outlines components and arrangements to improve work-life balance, including self-management, time management, and family friendly policies.
The document is an executive summary of an independent review on mental health and employers in the UK. It finds that:
- Around 15% of working people have a mental health condition, costing the economy £74-99 billion per year in lost output.
- 300,000 people with long-term mental health problems lose their jobs each year, much higher than physical conditions.
- Implementing best practices around mental health in the workplace could reduce those leaving jobs due to mental illness by 100,000 and save billions for employers and the economy.
- The review sets out "mental health core standards" and "enhanced standards" for employers to better support mental health, including creating a plan, awareness
Dame Carol Black takes us through the current position of the UK Health, Work and Wellbeing agenda in light of the recent change in government. She outlines the work going on and the challenges that lie ahead.
Originally uploaded on 23 August 2010.
Objectives: We examine the predictors of sickness presenteeism in comparison with sickness absenteeism. The paper focuses on the effects of working-time match and efficiency demands and differentiates the estimates by a respondent’s self-assessed health. Methods: We use survey data covering 884 Finnish trade union members in 2009. We estimate logit models. All models include control variables such as the sector of the economy and the type of contract. Results: Working-time match between desired and actual weekly working hours reduces both sickness absence and presenteeism in the whole sample that consists of workers with all health levels. The point estimates reveal that working-time match decreases the prevalence of sickness absence by 7% and presenteeism by 8%. However, the estimates that differentiate by a respondent’s health show that this pattern prevails only for those workers who have poor health. Hence, the point estimates for those who have poor health are much larger than the ones for the whole sample. Working-time match reduces the prevalence of sickness absence by 21% and presenteeism by 20% for those workers who have poor health. In contrast, working-time match has no influence whatsoever on the prevalence of work-related sickness for those who have good health. We also find that efficiency demands increase presenteeism in the whole sample. However, additional results reveal that this pattern prevails only for those workers who have good health. Conclusions: The effects of working-time match and efficiency demands on the prevalence of sickness absence and presenteeism are strongly conditional upon a worker’s self-assessed health level. Therefore, the worker’s initial health is an important attribute that has to be taken into account when one is designing appropriate policies to reduce sickness absence and presenteeism.
This document discusses a study on the role of occupational stress on employee productivity at Pothys boutique. The objectives were to study stressful environments, the impact of stress on productivity, and relationship between stress factors and productivity. The research methodology included a population sample from Pothys boutique. Statistical tools like t-tests, ANOVA, correlation, and regression were used. Findings showed the top stress factors were low work environment control, lack of career enhancement, and job burnout. Suggestions included giving employees more work environment control and opportunities for career enhancement to reduce stress and increase productivity.
"Wearables, Biometrics and Mindfulness as Medicine" - Joe Burton (Founder/CEO...Hyper Wellbeing
"Wearables, Biometrics and Mindfulness as Medicine" - Joe Burton (Founder/CEO, whil)
Delivered at the inaugural Hyper Wellbeing Summit, 14th November 2016, Mountain View, California.
For more information including details of subsequent events, please visit http://hyperwellbeing.com
The summit was created to foster a community around an emerging industry - Wellness as a Service (WaaS). Consumer technologies, in particular wearables and mobile, are powering a consumer revolution. A revolution to turn health and wellness into platform delivered services. A revolution enabling consumer data-driven disease risk reduction. A revolution extending health care past sick care towards consumer-led lifelong health, wellness and lifestyle optimization.
WaaS newsletter sign-up http://eepurl.com/b71fdr
@hyperwellbeing
PeoplePro Strategies to Promote Employee Health and Wellbeinglil1166
A healthy workforce is strongly aligned with business success. A healthy workforce can increase productivity, reduce absenteeism, generate higher retention and better overall engagement.
Download our webinar "Strategies to Promote Employee Health and Wellbeing" and discover insights that can be used by employers of all sizes to begin to increase health and safety of employees while reducing cost. You will find tips to implement right away and insights to share with senior leadership.
More than money: how to increase productivity without spending a pennyMind Gym
When most business leaders are asked what motivates people to work harder, they answer ‘money’.
But what if ‘pay for performance’ is an oxymoron and spending more money doesn’t get any better results?
Would you be brave enough to cut the compensation bill and invest a fraction of the saving in non-financial factors that are far more likely to increase productivity?
In this 30-minute slide show you will discover:
- that most of the time, financial incentives have no effect on performance and may, actually, make it worse
- the 5 non-financial factors that are guaranteed to increase productivity
- the powerful psychological reason which explains why most business leaders don’t want to believe this
- what they would do if they did
- the impact on stock price for those that have already worked it out
This report was produced by Peter Butterworth, Liana S. Leach and Kim M. Kiely of the Centre for Research on Ageing, Health and Wellbeing, The Australian National University under commission from Safe Work Australia.
This document discusses organizational behavior and stress management. It defines stress as a dynamic condition involving opportunities, constraints, or demands that are perceived as uncertain but important. It then outlines potential sources of stress, including environmental, organizational, and individual factors. The document also distinguishes between positive and negative stress and discusses the physiological, psychological, and behavioral consequences of stress. Finally, it proposes various organizational and individual approaches for managing stress, such as time management, relaxation, exercise, and healthy relationships.
Pt 3 - Home-based Crisis Team (Dr Sinead O'Brien)Keren Lilley
Dr Sinead O'Brien's talk on "Home Based Crisis Team: initial steps towards recovery in the community" at the conference "Home Based Recovery and Wellness in Mental Health" - jointly hosted by University College Cork and the Centre for Recovery and Social Inclusion, Cork on the 9th June 2010. Final part of 3 segments
Improving Access to Child Health Clinics in NanaimoBrett Hodson
This presentation provides an overview of a quality improvement project designed to reduce the time to access child health clinic appointments at the Nanaimo Public Health Unit.
Workplace mental healthWorkplace mental health and productivity: evidence fro...enterpriseresearchcentre
Maria Wishart, ERC Research Fellow based at Warwick, presented data from waves 1 and 2 of the ERC’s Workplace Mental Health survey at a Productivity Institute seminar.
Pt 2 - Home-Based Crisis Team (Dr Sinead O'Brien - part 2 of 3)Keren Lilley
Dr Sinead O'Brien's talk on "Home Based Crisis Team: initial steps towards recovery in the community" at the conference "Home Based Recovery and Wellness in Mental Health" - jointly hosted by University College Cork and the Centre for Recovery and Social Inclusion, Cork on the 9th June 2010. Part 2 of 3 segments
Health, well-being and productivity improvement in the workplaceLimeade
This document provides an overview of strategies for improving workforce health, well-being, and productivity. It discusses understanding the drivers of health in the workplace and addressing them through an optimized environment, increased healthy behaviors, minimized acute care, optimized chronic care, and reduced excess surgery. Specific strategies are outlined, such as incentivized health management programs, coaching for lifestyle changes and chronic conditions, and the role of emerging technologies. The goal is to engage employees in their health and wellness through a whole person approach.
Presentation by Joscelyn Shaw, Mates in Mind at the SPRA Conference 2018 held at Eastwood Hall, Eastwood, Nottinghamshire on the 20th June 2018. More information: https://spra.co.uk/events/spra-conference-awards-2018/
Ultimately there is a proven and undeniable correlation between high employee satisfaction and a positive patient experiencing. High job satisfaction also results in positive workplace outcomes. A positive healthcare employee experience results in more effort, better work, and worker retention.
Dan Pink CADREcon speaker presentationDerek Coburn
1. The document discusses how timing is a science rather than an art, and outlines several ways that our cognitive abilities and performance fluctuate over the course of a day.
2. Key factors that affect performance at different times of day include analytical abilities peaking in the morning while waning in the afternoon, equivalent to the effects of alcohol. Important tasks like earnings calls or exams should be scheduled earlier in the day.
3. The author advocates scheduling work deliberately based on time-of-day effects, with analytic tasks in the morning peak, administrative tasks in the afternoon trough, and insight tasks during periods of recovery in between. Breaks are also an important part of maximizing performance.
This document outlines a workshop on coping with workplace stress. The workshop will address the nature and effects of stress, causes of excess workplace stress, symptoms of stress, reasons stress must be addressed, and methods for dealing with stress. It discusses how some stress is necessary but excess stress can impact work through increased absenteeism, attrition, and accidents. The workshop covers stress factors, managing emotions, cognitive restructuring, assertiveness, relaxation techniques, diet, exercise, sleep, and social support networks to help lower stress levels.
Mental illness accounts for up to one third of workplace disability claims in Canada, costing over $33 billion annually. People with mental illnesses have the right to participate fully in community life, including employment, with appropriate supports and accommodations. Returning to work after a mental illness requires consideration of symptoms, treatment, workplace supports, flexibility, and open communication between the employee and employer. Stigma remains a significant barrier, but with education and awareness, performance and loyalty of employees with mental illnesses can be comparable or better than others. Resources are available to help navigate returning to work.
This document discusses work-life balance and provides a history and outline of the topic. It defines key terms like work and what work-life balance is and is not. Statistics are presented on physician burnout and the relationship between poor work-life balance and health issues. Reasons for imbalance and consequences are explored. Finally, the document outlines components and arrangements to improve work-life balance, including self-management, time management, and family friendly policies.
The document is an executive summary of an independent review on mental health and employers in the UK. It finds that:
- Around 15% of working people have a mental health condition, costing the economy £74-99 billion per year in lost output.
- 300,000 people with long-term mental health problems lose their jobs each year, much higher than physical conditions.
- Implementing best practices around mental health in the workplace could reduce those leaving jobs due to mental illness by 100,000 and save billions for employers and the economy.
- The review sets out "mental health core standards" and "enhanced standards" for employers to better support mental health, including creating a plan, awareness
Dame Carol Black takes us through the current position of the UK Health, Work and Wellbeing agenda in light of the recent change in government. She outlines the work going on and the challenges that lie ahead.
Originally uploaded on 23 August 2010.
Objectives: We examine the predictors of sickness presenteeism in comparison with sickness absenteeism. The paper focuses on the effects of working-time match and efficiency demands and differentiates the estimates by a respondent’s self-assessed health. Methods: We use survey data covering 884 Finnish trade union members in 2009. We estimate logit models. All models include control variables such as the sector of the economy and the type of contract. Results: Working-time match between desired and actual weekly working hours reduces both sickness absence and presenteeism in the whole sample that consists of workers with all health levels. The point estimates reveal that working-time match decreases the prevalence of sickness absence by 7% and presenteeism by 8%. However, the estimates that differentiate by a respondent’s health show that this pattern prevails only for those workers who have poor health. Hence, the point estimates for those who have poor health are much larger than the ones for the whole sample. Working-time match reduces the prevalence of sickness absence by 21% and presenteeism by 20% for those workers who have poor health. In contrast, working-time match has no influence whatsoever on the prevalence of work-related sickness for those who have good health. We also find that efficiency demands increase presenteeism in the whole sample. However, additional results reveal that this pattern prevails only for those workers who have good health. Conclusions: The effects of working-time match and efficiency demands on the prevalence of sickness absence and presenteeism are strongly conditional upon a worker’s self-assessed health level. Therefore, the worker’s initial health is an important attribute that has to be taken into account when one is designing appropriate policies to reduce sickness absence and presenteeism.
This document discusses a study on the role of occupational stress on employee productivity at Pothys boutique. The objectives were to study stressful environments, the impact of stress on productivity, and relationship between stress factors and productivity. The research methodology included a population sample from Pothys boutique. Statistical tools like t-tests, ANOVA, correlation, and regression were used. Findings showed the top stress factors were low work environment control, lack of career enhancement, and job burnout. Suggestions included giving employees more work environment control and opportunities for career enhancement to reduce stress and increase productivity.
"Wearables, Biometrics and Mindfulness as Medicine" - Joe Burton (Founder/CEO...Hyper Wellbeing
"Wearables, Biometrics and Mindfulness as Medicine" - Joe Burton (Founder/CEO, whil)
Delivered at the inaugural Hyper Wellbeing Summit, 14th November 2016, Mountain View, California.
For more information including details of subsequent events, please visit http://hyperwellbeing.com
The summit was created to foster a community around an emerging industry - Wellness as a Service (WaaS). Consumer technologies, in particular wearables and mobile, are powering a consumer revolution. A revolution to turn health and wellness into platform delivered services. A revolution enabling consumer data-driven disease risk reduction. A revolution extending health care past sick care towards consumer-led lifelong health, wellness and lifestyle optimization.
WaaS newsletter sign-up http://eepurl.com/b71fdr
@hyperwellbeing
PeoplePro Strategies to Promote Employee Health and Wellbeinglil1166
A healthy workforce is strongly aligned with business success. A healthy workforce can increase productivity, reduce absenteeism, generate higher retention and better overall engagement.
Download our webinar "Strategies to Promote Employee Health and Wellbeing" and discover insights that can be used by employers of all sizes to begin to increase health and safety of employees while reducing cost. You will find tips to implement right away and insights to share with senior leadership.
More than money: how to increase productivity without spending a pennyMind Gym
When most business leaders are asked what motivates people to work harder, they answer ‘money’.
But what if ‘pay for performance’ is an oxymoron and spending more money doesn’t get any better results?
Would you be brave enough to cut the compensation bill and invest a fraction of the saving in non-financial factors that are far more likely to increase productivity?
In this 30-minute slide show you will discover:
- that most of the time, financial incentives have no effect on performance and may, actually, make it worse
- the 5 non-financial factors that are guaranteed to increase productivity
- the powerful psychological reason which explains why most business leaders don’t want to believe this
- what they would do if they did
- the impact on stock price for those that have already worked it out
This report was produced by Peter Butterworth, Liana S. Leach and Kim M. Kiely of the Centre for Research on Ageing, Health and Wellbeing, The Australian National University under commission from Safe Work Australia.
International Journal of Business and Management Invention (IJBMI)inventionjournals
This document summarizes a study that examined the impact of motivation on worker productivity among nurses at the University Teaching Hospital in Ado Ekiti, Nigeria. It reviewed literature on motivation theories and conducted a survey using questionnaires with nurses. The study found a strong relationship between motivation and productivity. It concluded that staff development programs that promote fulfillment could enhance productivity. Motivational factors like rewards and welfare packages influenced nurses' commitment levels. Regular feedback and recognition also positively influenced work. The study recommended prioritizing comprehensive staff development to boost productivity.
lecture presented by Nimfa T. Maniago at PAARL’s Seminar /Parallel Session-workshop on Library and Web 2011 (Holy Angel University, Angeles City, Pampanga, 19-20 August 2010)
David Blumenthal, MD, MPP, President of The Commonwealth Fund, presents on evaluating innovative programs at the CMS Quality Conference on Nov. 30, 2015.
A pilot evaluation of the work well program kristy trudgettPenelope Toth
The document summarizes research conducted on a pilot evaluation of an integrated health and safety program called the Work Well Program implemented at a healthcare charity organization. The program aimed to address high workers' compensation claims and costs related to psychological distress among employees. The research found that the program was effective in reducing absenteeism, workers' compensation claims numbers and costs, and average time away from work. However, the impacts on health, safety and productivity were mixed based on survey responses and lack of detailed workplace data. Key strategies from the integrated program that can benefit other organizations include joining health, safety and HR functions to address worker issues, and providing early support to prevent claims and keep workers healthy.
The document summarizes research conducted on a pilot evaluation of an integrated health and safety program called the Work Well Program implemented at a healthcare charity organization. The program aimed to address high workers' compensation claims and costs related to psychological distress among employees. The research found that the program was effective in reducing absenteeism, workers' compensation claims numbers and costs, and average time away from work. However, the impacts on health, safety and productivity were mixed based on survey responses and lack of detailed workplace data. The research highlights the relevance of integrated health and safety approaches in the Australian workplace context.
This white paper report by Deloitte on: "Mental Health and Employers, the Case For Investment" aims to answer three specific, supporting questions;
1. What is the cost of mental health to employers?
2. What is the return on investment to employers
from mental health interventions in the workplace?
3. What can we learn from international examples in terms
of good practice?
It is a great source of information that can prove to be invaluable when proposing a business case for your employer to make a future framework in place for the mental wellbeing of your employees and future investment.
University of Utah Health Improving Wellness: 40 Champions, 20 Projects, 12 M...University of Utah
On December 14, 2017, the Wellness & Integrative Health’s Resiliency Center, Accelerate, and the Spencer S. Eccles Health Sciences Library will presented a Faculty Wellness Poster Session. Each department in the School of Medicine highlighted the past year’s Wellness Champion projects, which were focused on personal resilience, burden reduction, and team work. The poster session demonstrated the work completed so far as the Wellness Champion program is expanded to faculty and staff across U of U Health.
University of Utah Health: Wellness Champion Poster Session 2017University of Utah
Improving Wellness: 40 Champions, 20 Projects and 12-months of Progress: The Wellness and Integrative Health’s Resiliency Center, Accelerate, and the Spencer S. Eccles Health Sciences Library presented a Faculty Wellness Poster Session. Each department in the School of Medicine highlighted the past year’s Wellness Champion projects, which are focused on personal resilience, burden reduction, and team work. The poster session demonstrates work completed so far as the Wellness Champion program is expanded to faculty and staff across U of U Health.
Factors affecting employee performance in the civil service a case study of...Newman Enyioko
This document summarizes a study that examined factors affecting employee performance in the civil service of Rivers State, Nigeria. A questionnaire was administered to 125 employees across various ministries over 4 months in 2015. 102 questionnaires were found to be useful, representing an 81.6% response rate. The study aimed to determine how monetary/non-monetary incentives, involvement in decision-making, respect, and linking rewards to performance influence employee motivation. The literature review discussed concepts of motivation, incentives, equity theory, and reward systems. The study revealed individual needs and contributions vary, and recognizing these through performance appraisal can help improve performance.
This document provides an overview of qualitative research methods and question formulation. It discusses key aspects of qualitative research including theoretical backgrounds in ethnography, phenomenology and grounded theory. Examples of qualitative research questions and methods like observation and interviews are provided. The importance of qualitative research in understanding human experiences and perspectives is highlighted. Guidance on formulating focused qualitative research questions using frameworks like PICO, SPICE, ProPheT and CLIP is also given.
This document provides an overview of a webinar on health and personal finances. The webinar objectives are described, including describing how health and finances are related, research linking the two, and the Personal Health and Finance Quiz. The Small Steps to Health and Wealth program framework is also described. Research findings are presented showing relationships between personality traits, health habits, and financial behaviors. The Personal Health and Finance Quiz is explained as a tool to assess behaviors.
Stress at the Workplace: Managing Job & Work Stress (MBA Project)Kajal Jain
This document summarizes a study on stress at the workplace conducted among executives in the finance and insurance industry in India. The objectives were to identify personal, organizational and work-related factors causing stress; assess their impact on productivity; and evaluate stress management techniques. A survey was administered to 30 executives from 6 companies. Results indicated that demographic, organizational justice, workload, emotional intelligence, and work-life balance were key factors influencing stress levels. Suggested techniques for managing stress included yoga, meditation, family activities and flexible work arrangements.
This document provides an overview of a study that examines motivational programs and recommendations for improvements at the Seed Production Division of Ghana Cocoa Board. It discusses the background of the study, statement of the problem, and literature review. The literature review covers motivation concepts and theories including Maslow's hierarchy of needs, Herzberg's two-factor theory, Vroom's expectancy theory, and equity theory. It also assesses motivational programs currently used at the Seed Production Division and recommends improvements such as designing fair financial reward systems, providing growth opportunities, implementing training programs, and using a proper mix of financial and non-financial motivators.
This document provides an introduction and literature review on employee motivation and productivity in the banking sector of Ghana. It begins by defining motivation and its importance for organizational success. Productivity is discussed as being influenced by motivation. The research aims to analyze motivation tools at Trust Bank Ghana and their impact on productivity. It will survey employees at four branches to understand their views on motivation. The literature review covers definitions of motivation and debates around what motivation is and is not. It discusses how motivation influences employee involvement, satisfaction, and performance.
This document discusses shifting the focus of workplace wellness programs from return on investment (ROI) to improving quality of life (QOL). It argues that focusing on QOL is better for both employees and management. When QOL increases, metrics like engagement, retention, and productivity rise, ultimately leading to cost savings and a positive ROI. The document provides examples of how to measure and enhance QOL through benefits, learning opportunities, social support, and positive messaging. Emphasizing small, sustainable lifestyle changes over strict health targets is presented as a better approach for sustaining wellness.
Liz Hudson presented on managing personal information for job seekers. Break Thru has 450 staff across 3 Australian states providing mental health, disability, employment, and training services. They conducted a pilot study on a planned disclosure approach called "Managing Personal Information" to help job seekers discuss sensitive information and focus on their strengths. Consumer Jo Matheson helped with the research and found it improved her skills. The approach aims to reduce stigma by putting consumers at the center and normalizing disclosure.
Signatures of wave erosion in Titan’s coastsSérgio Sacani
The shorelines of Titan’s hydrocarbon seas trace flooded erosional landforms such as river valleys; however, it isunclear whether coastal erosion has subsequently altered these shorelines. Spacecraft observations and theo-retical models suggest that wind may cause waves to form on Titan’s seas, potentially driving coastal erosion,but the observational evidence of waves is indirect, and the processes affecting shoreline evolution on Titanremain unknown. No widely accepted framework exists for using shoreline morphology to quantitatively dis-cern coastal erosion mechanisms, even on Earth, where the dominant mechanisms are known. We combinelandscape evolution models with measurements of shoreline shape on Earth to characterize how differentcoastal erosion mechanisms affect shoreline morphology. Applying this framework to Titan, we find that theshorelines of Titan’s seas are most consistent with flooded landscapes that subsequently have been eroded bywaves, rather than a uniform erosional process or no coastal erosion, particularly if wave growth saturates atfetch lengths of tens of kilometers.
Anti-Universe And Emergent Gravity and the Dark UniverseSérgio Sacani
Recent theoretical progress indicates that spacetime and gravity emerge together from the entanglement structure of an underlying microscopic theory. These ideas are best understood in Anti-de Sitter space, where they rely on the area law for entanglement entropy. The extension to de Sitter space requires taking into account the entropy and temperature associated with the cosmological horizon. Using insights from string theory, black hole physics and quantum information theory we argue that the positive dark energy leads to a thermal volume law contribution to the entropy that overtakes the area law precisely at the cosmological horizon. Due to the competition between area and volume law entanglement the microscopic de Sitter states do not thermalise at sub-Hubble scales: they exhibit memory effects in the form of an entropy displacement caused by matter. The emergent laws of gravity contain an additional ‘dark’ gravitational force describing the ‘elastic’ response due to the entropy displacement. We derive an estimate of the strength of this extra force in terms of the baryonic mass, Newton’s constant and the Hubble acceleration scale a0 = cH0, and provide evidence for the fact that this additional ‘dark gravity force’ explains the observed phenomena in galaxies and clusters currently attributed to dark matter.
CLASS 12th CHEMISTRY SOLID STATE ppt (Animated)eitps1506
Description:
Dive into the fascinating realm of solid-state physics with our meticulously crafted online PowerPoint presentation. This immersive educational resource offers a comprehensive exploration of the fundamental concepts, theories, and applications within the realm of solid-state physics.
From crystalline structures to semiconductor devices, this presentation delves into the intricate principles governing the behavior of solids, providing clear explanations and illustrative examples to enhance understanding. Whether you're a student delving into the subject for the first time or a seasoned researcher seeking to deepen your knowledge, our presentation offers valuable insights and in-depth analyses to cater to various levels of expertise.
Key topics covered include:
Crystal Structures: Unravel the mysteries of crystalline arrangements and their significance in determining material properties.
Band Theory: Explore the electronic band structure of solids and understand how it influences their conductive properties.
Semiconductor Physics: Delve into the behavior of semiconductors, including doping, carrier transport, and device applications.
Magnetic Properties: Investigate the magnetic behavior of solids, including ferromagnetism, antiferromagnetism, and ferrimagnetism.
Optical Properties: Examine the interaction of light with solids, including absorption, reflection, and transmission phenomena.
With visually engaging slides, informative content, and interactive elements, our online PowerPoint presentation serves as a valuable resource for students, educators, and enthusiasts alike, facilitating a deeper understanding of the captivating world of solid-state physics. Explore the intricacies of solid-state materials and unlock the secrets behind their remarkable properties with our comprehensive presentation.
PPT on Alternate Wetting and Drying presented at the three-day 'Training and Validation Workshop on Modules of Climate Smart Agriculture (CSA) Technologies in South Asia' workshop on April 22, 2024.
(June 12, 2024) Webinar: Development of PET theranostics targeting the molecu...Scintica Instrumentation
Targeting Hsp90 and its pathogen Orthologs with Tethered Inhibitors as a Diagnostic and Therapeutic Strategy for cancer and infectious diseases with Dr. Timothy Haystead.
Candidate young stellar objects in the S-cluster: Kinematic analysis of a sub...Sérgio Sacani
Context. The observation of several L-band emission sources in the S cluster has led to a rich discussion of their nature. However, a definitive answer to the classification of the dusty objects requires an explanation for the detection of compact Doppler-shifted Brγ emission. The ionized hydrogen in combination with the observation of mid-infrared L-band continuum emission suggests that most of these sources are embedded in a dusty envelope. These embedded sources are part of the S-cluster, and their relationship to the S-stars is still under debate. To date, the question of the origin of these two populations has been vague, although all explanations favor migration processes for the individual cluster members. Aims. This work revisits the S-cluster and its dusty members orbiting the supermassive black hole SgrA* on bound Keplerian orbits from a kinematic perspective. The aim is to explore the Keplerian parameters for patterns that might imply a nonrandom distribution of the sample. Additionally, various analytical aspects are considered to address the nature of the dusty sources. Methods. Based on the photometric analysis, we estimated the individual H−K and K−L colors for the source sample and compared the results to known cluster members. The classification revealed a noticeable contrast between the S-stars and the dusty sources. To fit the flux-density distribution, we utilized the radiative transfer code HYPERION and implemented a young stellar object Class I model. We obtained the position angle from the Keplerian fit results; additionally, we analyzed the distribution of the inclinations and the longitudes of the ascending node. Results. The colors of the dusty sources suggest a stellar nature consistent with the spectral energy distribution in the near and midinfrared domains. Furthermore, the evaporation timescales of dusty and gaseous clumps in the vicinity of SgrA* are much shorter ( 2yr) than the epochs covered by the observations (≈15yr). In addition to the strong evidence for the stellar classification of the D-sources, we also find a clear disk-like pattern following the arrangements of S-stars proposed in the literature. Furthermore, we find a global intrinsic inclination for all dusty sources of 60 ± 20◦, implying a common formation process. Conclusions. The pattern of the dusty sources manifested in the distribution of the position angles, inclinations, and longitudes of the ascending node strongly suggests two different scenarios: the main-sequence stars and the dusty stellar S-cluster sources share a common formation history or migrated with a similar formation channel in the vicinity of SgrA*. Alternatively, the gravitational influence of SgrA* in combination with a massive perturber, such as a putative intermediate mass black hole in the IRS 13 cluster, forces the dusty objects and S-stars to follow a particular orbital arrangement. Key words. stars: black holes– stars: formation– Galaxy: center– galaxies: star formation
Microbial interaction
Microorganisms interacts with each other and can be physically associated with another organisms in a variety of ways.
One organism can be located on the surface of another organism as an ectobiont or located within another organism as endobiont.
Microbial interaction may be positive such as mutualism, proto-cooperation, commensalism or may be negative such as parasitism, predation or competition
Types of microbial interaction
Positive interaction: mutualism, proto-cooperation, commensalism
Negative interaction: Ammensalism (antagonism), parasitism, predation, competition
I. Mutualism:
It is defined as the relationship in which each organism in interaction gets benefits from association. It is an obligatory relationship in which mutualist and host are metabolically dependent on each other.
Mutualistic relationship is very specific where one member of association cannot be replaced by another species.
Mutualism require close physical contact between interacting organisms.
Relationship of mutualism allows organisms to exist in habitat that could not occupied by either species alone.
Mutualistic relationship between organisms allows them to act as a single organism.
Examples of mutualism:
i. Lichens:
Lichens are excellent example of mutualism.
They are the association of specific fungi and certain genus of algae. In lichen, fungal partner is called mycobiont and algal partner is called
II. Syntrophism:
It is an association in which the growth of one organism either depends on or improved by the substrate provided by another organism.
In syntrophism both organism in association gets benefits.
Compound A
Utilized by population 1
Compound B
Utilized by population 2
Compound C
utilized by both Population 1+2
Products
In this theoretical example of syntrophism, population 1 is able to utilize and metabolize compound A, forming compound B but cannot metabolize beyond compound B without co-operation of population 2. Population 2is unable to utilize compound A but it can metabolize compound B forming compound C. Then both population 1 and 2 are able to carry out metabolic reaction which leads to formation of end product that neither population could produce alone.
Examples of syntrophism:
i. Methanogenic ecosystem in sludge digester
Methane produced by methanogenic bacteria depends upon interspecies hydrogen transfer by other fermentative bacteria.
Anaerobic fermentative bacteria generate CO2 and H2 utilizing carbohydrates which is then utilized by methanogenic bacteria (Methanobacter) to produce methane.
ii. Lactobacillus arobinosus and Enterococcus faecalis:
In the minimal media, Lactobacillus arobinosus and Enterococcus faecalis are able to grow together but not alone.
The synergistic relationship between E. faecalis and L. arobinosus occurs in which E. faecalis require folic acid
MICROBIAL INTERACTION PPT/ MICROBIAL INTERACTION AND THEIR TYPES // PLANT MIC...
Measuring Motivation of Health Workers – A Tool to Investigate the “Intrinsic Motivation Crowding Out Effect”
1. Measuring Motivation of Health Workers – A Tool to Investigate the “Intrinsic Motivation Crowding Out Effect”
Julia Lohmann1, Justin Tiendrebéogo2, Rustin Meyer3, Manuela De Allegri1
1 Institute of Public Health, University of Heidelberg, Germany
2 Centre de Recherche en Santé de Nouna, Burkina Faso
3 School of Psychology, Georgia Institute of Technology, USA
2. Source: Fritsche, Soeters, & Meessen, 2014
Performance-Based Financing
PBF aims to enhance performance by “making the transfer of money or material goods conditional on taking a measurable action or achieving a predetermined performance target”. (Eichler, 2006)
3. Research question
„Does Performance-Based Financing crowd out altruistic and intrinsic forms of motivation?“
4. Research Context
Malawi
Impact evaluation of the Results- Based Financing for Maternal and Neonatal Health Initiative
Intervention:
MoH with KfW and
Norad
Research funding:
USAID | TRAction
Royal Norwegian Embassy
Burkina Faso
Impact evaluation of the health sector PBF pilot intervention*
Intervention:
MoH with World Bank
Research funding:
WB Health Results Innovation Trust Fund
Republic of Congo
Impact evaluation of the health sector PBF intervention*
Intervention:
MoH with WB
Research funding:
WB HRITF
* Motivation scale built into WB HRITF health worker survey of the Impact Evaluation Toolkit (available from WB website)
5. Self-Determination Theory
•Individual motivational profile, composed of different types of motivational regulation, as driver of behavior
•Variable over time and situations (e.g. HR interventions)
Source: Adapted from Deci & Ryan, 2000, and Gagné & Deci, 2005
Type of motivational regulation
External
Introjected
Identified
Integrated
Examples
Money, benefits, security, career options
Reputation, pride in oneself
Wish to make a difference
Job as ‚mission‘, calling
Enjoyment of work tasks
Intrinsic
Externally induced
Originating within the person
•Motivation - behavior relationship different for each regulatory type
6. Health Worker Motivation Literature
•Focus on motivation intensity rather than on motivation composition
•„Mutually exclusive“ extrinsic-intrinsic dichotomy
7. Motivation Scale (1)
Introduction
“I will read to you different reasons for which you might be motivated to work. Please think of how you've predominantly felt in the past four weeks when answering. For each of the following reasons, please indicate to what extent these are important or not important to you personally.”
8. Motivation Scale (2)
Dimension
No. of items
Example(s)
External regulation
12
„Because of the benefits that come with my job.”
„In order to earn money.”
„In order to avoid negative consequences.”
Introjected regulation
6
„Because my reputation depends on my work.”
Identified regulation
4
„Because I want to make a difference in people’s lives.”
Integrated regulation
4
„Because my work is more than a job, it’s a mission.”
Intrinsic regulation
6
„Because the work that I do is very interesting.”
10. Malawi (baseline):
Work Extrinsic and Intrinsic Motivation Scale (Tremblay et al., 2009)
1)Collection of motivational themes (´reasons for working’) from the literature
2)Categorization to SDT levels
3)Modification and addition of items
Pretest, Nouna District, Burkina Faso
1)Expert discussions: Cultural appropriateness, validity
2)Quantitative pretest: ~ 80 health workers
Modification based on psychometric properties and qualitative information
Application (so far) in
1)Burkina Faso baseline (n = 1520)
2)Malawi midline (modified, n = 158)
3)Republic of Congo baseline (n ≈ 800)
Psychometric assessment
(only data from Burkina Faso yet)
Scale Development Process
11. Psychometric Assessment
•Good psychometric properties
•Structure: Good empirical reproduction of theoretical structure
•But: Integrated and identified regulation dimensions empirically not separable
12. Motivational Profile of Health Workers in Burkina Faso
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INTEG_IDEN
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* Bars indicate +/- one standard deviation
n = 1489
13. Potential PBF Impact
No crowding out (examples):
3
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5
6
7
8
9
10
EXT
INTRO
INTEG_IDEN
IM
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INTEG_IDEN
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Crowding out (examples):
3
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8
9
10
EXT
INTRO
INTEG_IDEN
IM
3
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A
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D
14. Acknowledgement: This study was funded by the United States Agency for International Development under Translating Research into Action, Cooperative Agreement No. GHS-A-00-09-00015-00 (Malawi), and by the World Bank through the Health Results Innovation Trust Fund (Burkina Faso).
Disclaimer: This study is made possible by the support of the American People through the Unites States Agency for International Development (USAID). The findings of this study are the sole responsibility of the University of Heidelberg and do not necessarily reflect the views of USAID or the United States Government.