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Leadership basics for frontline managers : tips for raising your level of effectiveness and communication
\"This book explains how to manage and work with people more effectively. Focused on interpersonal management skills, it is organized into three categories: Personal Effectiveness, Leadership, and Communication. Each chapter has been written to stand on its own and can easily be read in short time periods. Each article concludes with a list of bullet points for taking action. This book is ideal for frontline managers, new managers, and experienced managers who want to refresh their leadership skills or who are now in a position of managing a diverse group of employees\"-- Provided by publisher.
Book
Quantitative evaluation of hospital workplace violence prevention and control policies in China: based on PMC index model
Background
Hospital workplace violence (WPV) is a serious obstacle to the sustainable development of global health care, Therefore, it is necessary to adjust and optimize the current WPV prevention and control policies (WPVPCPs), and policy evaluation is the first prerequisite of this link. However, there is little literature on WPVPCPs. The aim of our study is to quantitatively evaluate the China’s WPVPCPs, and provide empirical evidence for the formulation, adjustment and optimization of relevant policies.
Methods
On the basis of the PMC index model, text mining technology was used to construct a WPVPCPs evaluation system. Overall, 37 WPVPCPs published in China were quantitatively evaluated, and representative policies were selected to draw PMC-Surface chart.
Results
Among 37 WPVPCPs, 1 was excellent, 27 were good and 9 were acceptable. The average PMC index was 6.43.
Conclusions
The overall quality of WPVPCPs is high, but there is still room for improvement. Specifically, the overall score of primary variables such as policy perspective and policy level is low, and the score of secondary variables of policy nature, policy object, policy tool and policy prescription is unbalanced. These aspects may be the entry point for effective improvement of WPV, so they should be taken seriously in the development and optimization of relevant policies in the future.
Journal Article
Achieving HR excellence through six sigma
\"Although world-class firms like GE and Motorola have relied on Six Sigma to build their performance cultures, these processes are all too often left out of human resources (HR) functions. This lack of Six Sigma principles is even more surprising because preventing errors and improving productivity are so critical to the people management processes of hiring, retention, appraisal, and development.From the history and evolution of the Total Quality movement to initiatives for introducing a Six Sigma continuous process improvement strategy in your HR department, Achieving HR Excellence through Six Sigma introduces a new way to envision your role within the organization. It explains how this powerful methodology works and supplies a roadmap to help you find and eliminate waste in your HR processes.Describing exactly what HR excellence means, the book outlines dozens of proven approaches as well as a hierarchy of the exact steps required to achieve it. It illustrates the Six Sigma methodology from the creation of a project to its successful completion. At each stage, it describes the specific tools currently available and provides examples of organizations that have used Six Sigma within HR to improve their organizations.The text presents proven approaches that can help you solve and even eliminate people management problems altogether. Filled with real-world examples, it demonstrates how to implement six sigma into the transformational side of your organization. It also includes a listing of additional resources to help you along your Six Sigma journey.Explaining how to build a new business model for your HR organization, the book supplies the new perspective and broad view you will need to discover and recommend game-changing alternatives to traditional HR approaches in your organization\"-- Provided by publisher.
Book
Delivering Solidarity: Platform Architecture and Collective Contention in China’s Platform Economy
This study examines how and when labor control and management leads to collective resistance in China’s food-delivery platform economy. I develop the concept of “platform architecture” to examine the technological, legal, and organizational aspects of control and management in the labor process and the variable relationships between them. Analyzing 68 in-depth interviews, ethnographic data, and 87 cases of strikes and protests, I compare the platform architecture of service and gig platforms and examine the relationship between their respective architecture and labor contention. I argue that specific differences in platform architecture diffuse or heighten collective contention. Within the service platform, technological control and management generates work dissatisfaction, but the legal and organizational dimensions contain grievances and reduce the appeal of, and spaces for, collective contention. Conversely, within the gig platform, all three dimensions of platform architecture reinforce one another, escalating grievances, enhancing the appeal of collective contention, and providing spaces for mobilizing solidarity and collective action. As a result, gig platform couriers are more likely to consider their work relations exploitative and to mobilize contention, despite facing higher barriers to collective action due to the atomization of their work.
Journal Article
Platform-Capital’s ‘App-etite’ for Control
This qualitative case study adopts a labour process analysis to unpack the distinctive features of capital’s control regimes in the food-delivery segment of the Australian platform-economy and assesses labour agency in response to these. Drawing upon worker experiences with the Deliveroo and UberEATS platforms, it is shown how the labour process controls are multi-facetted and more than algorithmic management, with three distinct features standing out: the panoptic disposition of the technological infrastructure, the use of information asymmetries to constrain worker choice, and the obfuscated nature of their performance management systems. Combined with the workers’ precarious labour market positions and the Australian political-economic context, only limited, mainly individual, expressions of agency were found.
Journal Article
Recovery from work-related effort
This meta-analytic study examines the antecedents and outcomes of four recovery experiences: psychological detachment, relaxation, mastery, and control. Using 299 effect sizes from 54 independent samples (N = 26,592), we extend theory by integrating recovery experiences into the challenge–hindrance framework, creating a more comprehensive understanding of how both after-work recovery and work characteristics collectively relate to well-being. The results of meta-analytic path estimates indicate that challenge demands have stronger negative relationships with psychological detachment, relaxation, and control recovery experiences than hindrance demands, and job resources have positive relationships with relaxation, mastery, and control recovery experiences. Psychological detachment after work has a stronger negative relationship with fatigue than relaxation or control experiences, whereas control experiences after work have a stronger positive relationship with vigor than detachment or relaxation experiences. Additionally, a temporally driven model with recovery experiences as a partial mediator explains up to 62% more variance in outcomes (ΔR² = .12) beyond work characteristics models, implying that both work characteristics and after-work recovery play an important role in determining employee well-being.
Journal Article
Preventing Patient-to-Worker Violence in Hospitals
To evaluate the effects of a randomized controlled intervention on the incidence of patient-to-worker (Type II) violence and related injury in hospitals.
Forty-one units across seven hospitals were randomized into intervention (n = 21) and control (n = 20) groups. Intervention units received unit-level violence data to facilitate development of an action plan for violence prevention; no data were presented to control units. Main outcomes were rates of violent events and injuries across study groups over time.
Six months post-intervention, incident rate ratios of violent events were significantly lower on intervention units compared with controls (incident rate ratio [IRR] 0.48, 95% confidence interval [CI] 0.29 to 0.80). At 24 months, the risk for violence-related injury was lower on intervention units, compared with controls (IRR 0.37, 95% CI 0.17 to 0.83).
This data-driven, worksite-based intervention was effective in decreasing risks of patient-to-worker violence and related injury.
Journal Article