scholarly journals How guiding coalitions promote positive culture change in hospitals: a longitudinal mixed methods interventional study

2017 ◽  
Vol 27 (3) ◽  
pp. 218-225 ◽  
Author(s):  
Elizabeth H Bradley ◽  
Amanda L Brewster ◽  
Zahirah McNatt ◽  
Erika L Linnander ◽  
Emily Cherlin ◽  
...  
Keyword(s):  
Mixed Methods ◽  
Conflict Management ◽  
Culture Change ◽  
Positive Culture ◽  
National Quality ◽  
Measured Change ◽  
Authentic Participation ◽  
Effective Inclusion ◽  
Key Aspects ◽  
Management Staff

BackgroundQuality collaboratives are widely endorsed as a potentially effective method for translating and spreading best practices for acute myocardial infarction (AMI) care. Nevertheless, hospital success in improving performance through participation in collaboratives varies markedly. We sought to understand what distinguished hospitals that succeeded in shifting culture and reducing 30-day risk-standardised mortality rate (RSMR) after AMI through their participation in the Leadership Saves Lives (LSL) collaborative.ProceduresWe conducted a longitudinal, mixed methods intervention study of 10 hospitals over a 2-year period; data included surveys of 223 individuals (response rates 83%–94% depending on wave) and 393 in-depth interviews with clinical and management staff most engaged with the LSL intervention in the 10 hospitals. We measured change in culture and RSMR, and key aspects of working related to team membership, turnover, level of participation and approaches to conflict management.Main findingsThe six hospitals that experienced substantial culture change and greater reductions in RSMR demonstrated distinctions in: (1) effective inclusion of staff from different disciplines and levels in the organisational hierarchy in the team guiding improvement efforts (referred to as the ‘guiding coalition’ in each hospital); (2) authentic participation in the work of the guiding coalition; and (3) distinct patterns of managing conflict. Guiding coalition size and turnover were not associated with success (p values>0.05). In the six hospitals that experienced substantial positive culture change, staff indicated that the LSL learnings were already being applied to other improvement efforts.Principal conclusionsHospitals that were most successful in a national quality collaborative to shift hospital culture and reduce RSMR showed distinct patterns in membership diversity, authentic participation and capacity for conflict management.

scholarly journals Changing the Culture of Coastal, Ocean, and Marine Sciences: Strategies for Individual and Collective Actions

Oceanography ◽  
2021 ◽  
Vol 34 (3) ◽  
Author(s):  
Mona Behl ◽  
Sharon Cooper ◽  
Corey Garza ◽  
Sarah Kolesar ◽  
Sonya Legg ◽  
...  
Keyword(s):  
Culture Change ◽  
Positive Culture ◽  
Coastal Ocean ◽  
Collective Actions ◽  
Professional Societies ◽  
Diversity And Inclusion ◽  
Working Environments ◽  
Ocean Sciences ◽  
Administrative Leaders ◽  
Science Community

Geoscience is plagued with structural and systemic barriers that prevent people of historically excluded groups from fully participating in, contributing to, and accruing the benefits of geosciences. A change in the culture of our learning and working environments is required to dismantle barriers and promote belonging, accessibility, justice, equity, diversity, and inclusion in our field. Inspired by a session organized at the 2020 Ocean Sciences Meeting, the goal of this paper is to provide a consolidated summary of a few innovative and broadening participation initiatives that are being led by various stakeholders in academia (e.g., students, faculty, administrative leaders) at different institutional levels (e.g., universities, professional societies). The authors hope that the strategies outlined in this paper will inspire the coastal, ocean, and marine science community to take individual and collective actions that lead to a positive culture change.

scholarly journals Conflicts as Constraints to Effective Management of Tertiary Institutions in Nigeria: The Way Forward

2013 ◽  
Vol 14 ◽  
pp. 45-52 ◽  
Author(s):  
Adoga James Ada
Keyword(s):  
Conflict Management ◽  
School Environment ◽  
Trade Unions ◽  
Human Interaction ◽  
Effective Management ◽  
Tertiary Institutions ◽  
Academic Activities ◽  
Management Staff ◽  
Higher Institutions ◽  
The Way

This study examines the concepts of conflict and constraints and their antecedents in tertiary institutions in Nigeria. It makes a clarification of causes, and types and conflict management in higher institutions of learning. The paper observes that management staff, students, teachers, government. Trade Unions may be sources of conflict for one reason or the other. Nevertheless, the outcomes of such conflicts causes prolong of academic activities, destruction of life and properties and in some cases render school environment completely insecure for serious academic activities not beneficial to students, institutions and the society at large. It recommends that the way forward should be proper handling of higher institutions by management and government to be more democratic in handling conflicts by creating avenues for discussing and designing. The paper concludes that conflict is an attendant feature of human interaction in every organization which cannot be eliminated, therefore, maintaining a cordial relationship between staff, students by school authority, is necessary, also involving students and trade unions in decision making process appeared to be the most effective way forward for effective management of tertiary institutions.

MEDIATION PROCEDURE AS THE TOOL OF CONFLICTS MANAGEMENT IN THE SPHERE OF EMPLOYMENT RELATIONS

2017 ◽  
Vol 6 (3) ◽  
pp. 12-16
Author(s):  
Орлова ◽  
L. Orlova
Keyword(s):  
Conflict Management ◽  
Employment Relations ◽  
Managerial Decisions ◽  
Personal Management ◽  
Industrial Dispute ◽  
New Form ◽  
Almost All ◽  
Management Staff ◽  
Specific Interests ◽  
Professional Conflicts

The objective of the article is to show specific features and the possibilities of mediation procedure in the sphere of employment relations as a new form of conflict management. The effective conflicts solution is one of the main items of managerial decisions, mechanisms of conflicts management in the sphere of employment relations. In contemporary conditions the greatest importance belongs to professional conflicts solution with the help of mediation procedure. Mediation is the combination of certain goal-oriented managers’ types of actions. Each of them is observed in the article. There is an example of industrial dispute which is defined by different specific interests of employees and personal management staff. These differences cover almost all aspects of social-working relations in the organization. At the same time an employer can be interested in prevention of conflict increasing. This is an efficient, rational base for mediation procedures in the frames of employee-employer disputes.

scholarly journals Transforming training into practice with the conflict management framework: a mixed methods study

2021 ◽  
Vol 5 (1) ◽  
pp. e001088
Author(s):  
Oscar Lyons ◽  
Liz Forbat ◽  
Esse Menson ◽  
Julia C Chisholm ◽  
Kate Pryde ◽  
...  
Keyword(s):  
Mixed Methods ◽  
Conflict Management ◽  
Management Training ◽  
Mixed Methods Study ◽  
Post Intervention ◽  
Management Framework ◽  
Semistructured Interviews ◽  
Conflict Management Training ◽  
Effective Adjunct ◽  
And Training

ObjectiveTo implement and evaluate the use of the conflict management framework (CMF) in four tertiary UK paediatric services.DesignMixed methods multisite evaluation including prospective pre and post intervention collection of conflict data alongside semistructured interviews.SettingEight inpatient or day care wards across four tertiary UK paediatric services.InterventionsThe two-stage CMF was used in daily huddles to prompt the recognition and management of conflict.ResultsConflicts were recorded for a total of 67 weeks before and 141 weeks after implementation of the CMF across the four sites. 1000 episodes of conflict involving 324 patients/families across the four sites were recorded. After implementation of the CMF, time spent managing episodes of conflict around the care of a patient was decreased by 24% (p<0.001) (from 73 min to 55 min) and the estimated cost of this staff time decreased by 20% (p<0.02) (from £26 to £21 sterling per episode of conflict). This reduction occurred despite conflict episodes after implementation of the CMF having similar severity to those before implementation. Semistructured interviews highlighted the importance of broad multidisciplinary leadership and training to embed a culture of proactive and collaborative conflict management.ConclusionsThe CMF offers an effective adjunct to conflict management training, reducing time spent managing conflict and the associated staff costs.

Minorities and mistrust

2017 ◽  
Vol 55 (3) ◽  
pp. 289-304 ◽  
Author(s):  
Elisabeth King ◽  
Cyrus Samii
Keyword(s):  
Mixed Methods ◽  
Quantitative Analysis ◽  
Qualitative Analysis ◽  
Conflict Management ◽  
Minority Groups ◽  
Political Mobilization ◽  
Minority Leaders ◽  
Crucial Step ◽  
Percentage Points ◽  
Management Literature

An enduring debate in the conflict management literature concerns the wisdom of recognizing versus avoiding reference to ethnic identities in institutions to manage ethnic conflict. Understanding why ethnic recognition occurs is crucial for informing this debate. We develop a theory based on functional and political mobilization effects of recognizing ethnic groups. Contrary to reasoning that minority leaders would be most interested in recognition, the theory suggests that recognition consistently favors the interests of leaders from larger, plurality groups, whereas minority leaders face a ‘dilemma of recognition’ between functional gains and mobilization threats. We use mixed methods to test our theory. For our quantitative analysis, we draw on an original coding of recognition in constitutions and comprehensive political settlements from 1990 to 2012. We find that for cases with leaders from plurality groups, recognition is adopted 60% of the time. With leaders from minority groups, the rate is about 40 percentage points lower, even after accounting for many background factors. Additional quantitative tests and a qualitative analysis present more detailed evidence to show that the processes correspond to the logic of our theory. Answering these questions about when and why recognition is adopted is a crucial step in evaluating its effects on conflict.

scholarly journals Qualitative, Quantitative, or Mixed Methods? A Systematic Scoping Review on Methodological Applications in Ageing and Dementia Studies

2020 ◽  
Author(s):  
Atiqur sm-Rahman ◽  
Yasmin Jahan
Keyword(s):  
Older Adults ◽  
Mixed Methods ◽  
Data Collection ◽  
Scoping Review ◽  
Measurement Tool ◽  
People With Dementia ◽  
Dementia Research ◽  
Questionnaire Surveys ◽  
Key Aspects ◽  
Cultural Interventions

Abstract Background: Older adults (with and without dementia) are discriminated against at different social levels and often over-generalized in a stereotypical manner is called ageism. Despite advancements in gerontological research, the methodological implementations in the field of ageing and dementia studies have not been shared equally. This article reports on a systematic scoping review of the emerging methodological trends (use and application of research designs and methods) in this combined field.Methods: The study reviewed evidence-based articles published from 2009 to 2018 and indexed in five scientific electronic databases Web of Science, PubMed, Scopus, PsycINFO, and CINAHL complete by following PRISMA-ScR protocol. Both visual scanning of reference lists and hand searching of leading journals were performed in the field of ageing and dementia in order to maximize the search result.Results: A total of 112 papers were included. The review reveals that the predominant form of methodological application was a quantitative design (74.1%) compared to a qualitative (19.6%) and mixed methods (6.2%) in the combined field of ageing and dementia. Furthermore, the data collection instruments mostly used a variety of questionnaire surveys (with and without validated scales) and interviews. Both quantitative, qualitative, and mixed-methods studies have targeted the general public and healthcare professionals by and large, not older adults or people with dementia in particular. Conclusions: The results have important implications for the methodological advancement of ageing and dementia research, as well as for the development of inter-disciplinary and cross-cultural interventions considering the potentialities and limitations of data collection tools. The study provides a first step towards understanding key aspects in any study setting and recommends to be purposeful about what information will be gathered, which measurement tool or instrument is consistent with study purpose, and how the knowledge will be utilized.

scholarly journals Days Needed to Characterize the Healthfulness of a Typical Dinner Meal in Direct Observational Research: Mixed Methods Study (Preprint)

2020 ◽  
Author(s):  
Allan Tate ◽  
Amanda Trofholz ◽  
Michael Miner ◽  
Jerica Berge
Keyword(s):  
Mixed Methods ◽  
Mixed Methods Study ◽  
Family Meals ◽  
Observational Research ◽  
Positive Health ◽  
Family Meal ◽  
Family Dinner ◽  
The Family ◽  
Outcomes For Children ◽  
Key Aspects

BACKGROUND Prior research around the home meal environment has demonstrated that family meals are associated with positive health outcomes for children and adolescents. Researchers have begun using direct observational methods to understand key aspects of family meals such as meal healthfulness and family meal frequency to explain the protective nature of family meals. Direct observational research, however, can be resource intensive and also burdensome for participants. Information about the number of days needed to sufficiently characterize typical meal healthfulness using direct observational research methods is needed. OBJECTIVE The current study aimed to produce guidance about the number of meals necessary to approximate typical meal healthfulness at the family dinner meal occasion in a direct observational, mixed methods study of the home food environment. METHODS Families were recruited between 2012-2013 from primary care clinics in the Minneapolis–St Paul metropolitan area (N=120). A total of 800 meals were collected as part of the Family Meals LIVE! mixed methods study. The Healthfulness of Meal Index was used to evaluate meal dietary healthfulness of foods served at 8 family meal occasions. Participating families were provided an iPad (Apple Inc) and asked to video-record 8 consecutive days of family dinner meals with a minimum of two weekend meals. After the meal, families completed a meal screener, which is a self-reported, open-ended measure of the foods served at the meal. RESULTS Weekend and weekday meals differed in their measurement of meal healthfulness, indicating that at least one weekday and one weekend day are necessary to approximate meal healthfulness. Single-day measurement mischaracterized the strength of the relationship between the quality of what was served and intake by almost 50%, and 3 to 4 observation days were sufficient to characterize typical weekly meal healthfulness (<i>r</i>=0.94; <i>P</i>&lt;.001). CONCLUSIONS Relatively few direct observational days of family meals data appear to be needed to approximate the healthfulness of meals across 1 week. Specifically, 1 weekday and 1 weekend observation are needed, including a total of 3 to 4 days of direct observational meal data. These findings may inform future direct observational study designs to reduce both research costs and participant burden in assessing features of the meal environment.

scholarly journals Understanding of Perceived Infectiousness and Its Influence on Sexual Behavior Among Individuals With Acute HIV Infection in Lilongwe, Malawi (HPTN 062)

2020 ◽  
Vol 32 (3) ◽  
pp. 260-270
Author(s):  
Tiarney D. Ritchwood ◽  
Cecilia Massa ◽  
Gift Kamanga ◽  
Audrey Pettifor ◽  
Irving Hoffman ◽  
...  
Keyword(s):  
Sexual Behavior ◽  
Viral Load ◽  
Mixed Methods ◽  
Hiv Infection ◽  
Hiv Transmission ◽  
Unprotected Sex ◽  
Acute Hiv Infection ◽  
Acute Hiv ◽  
Key Aspects ◽  
To Receive

We implemented HPTN 062, an acceptability and feasibility study of a motivational-interviewing (MI) intervention to reduce HIV transmission among individuals with acute HIV infection (AHI) in Lilongwe, Malawi. Participants were randomly assigned to receive either brief education or the MI intervention over 24 weeks; all participants received the same messages about AHI. We used mixed methods to assess participants' understanding of the association between AHI and viral load, and its connection to sexual behavior at 8 weeks. While most participants understood key aspects of AHI, MI-intervention participants gave substantially more detailed descriptions of their understanding. Nearly all participants, regardless of study arm, understood that they were highly infectious and would be very likely to transmit HIV after unprotected sex during AHI. Our findings suggest that messages about AHI delivered during the period of AHI are likely beneficial for ensuring that those with AHI understand their level of infectiousness and its association with forward transmission.

Positive Culture Change in Long-Term Care: A Procedure to Enhance Speech-Language Pathologist–Certified Nursing Assistant Collaboration

2019 ◽  
Vol 4 (5) ◽  
pp. 790-798
Author(s):  
Christen Page ◽  
Dana Howell ◽  
Natalie Douglas
Keyword(s):  
Culture Change ◽  
Long Term Care ◽  
Communication Strategies ◽  
Positive Culture ◽  
Professional Support ◽  
Evidence Based ◽  
Nursing Assistant ◽  
Term Care ◽  
Case Examples

Background The majority of residents in long-term care (LTC) facilities have cognitive communication impairments impacting their ability to communicate basic wants and needs to caregivers, particularly certified nursing assistants (CNAs). Speech-language pathologists (SLPs) are the most qualified individuals to educate CNAs about residents' communication behaviors; however, there is limited literature that outlines specific, evidence-based procedures for CNAs and residents in the LTC environment. The purpose of this article is to describe such a procedure, including 2 case examples, within a framework of positive culture change. Method This clinical focus article aims to describe the details and benefits of providing professional support for CNAs during a communication plan intervention. Then, the article will discuss the association between professional support and positive culture change in LTC. Professional support involves valuing the experience and time CNAs spend with residents, consistently requesting feedback regarding trained communication strategies, educating, demonstrating, and problem-solving with CNAs, as well as acknowledging CNAs' use of communication strategies during daily care with residents. Conclusions SLPs can serve as trendsetters in establishing a positive, functional organizational culture in LTC by providing professional support to CNAs. This article outlined an evidence-based procedure designed for SLPs working in the LTC environment to contribute to such positive culture change.

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