Motivation or demotivation of health workers providing maternal health services in rural areas in Vietnam: findings from a mixed-methods study

Background Motivation is an important driver for health professionals to maintain professional competencies, continue in a workforce and contribute to work tasks. While there is some research about motivation in health workers in low to middle income countries, maternal morbidity and mortality remains high in many low and middle income countries and this can be improved by improving the quality of maternal services and the training and skills maintenance of maternal health workers. This study examines the impact of motivation on maintenance of professional competence among maternal health workers in Vietnam using mixed methods. Methods The study consisted of a survey using a self-administered questionnaire of 240 health workers in 5 districts across two Vietnamese provinces and in-depth interviews with 43 health workers and health managers at the commune, district and provincial level to explore external factors that influenced motivation. The questionnaire includes a 23 item motivation instrument based on Kenyan health context, modified for Vietnamese language and culture. Results The 240 responses represented an estimated 95% of the target sample. Multivariate analysis showed that three factors contributed to the motivation of health workers: access to training (β = -0.14, p=0.03), ability to perform key tasks (β = 0.22, p=0.001), and shift schedule (β = -0.13, p=0.05). Motivation was higher in health workers self-identifying as competent or enabled to provide more care activities. Motivation was lower in those who worked more frequent night shifts and those who had received training in the last 12 months. The interviews identified that the latter was because they felt the training was irrelevant to them, and in some cases, they do not have opportunity to practice their learnt skills. The qualitative data also showed other factors relating to service context and organisational management practices contributed to motivation. Conclusions The study demonstrates the importance of understanding the motivations of health workers and the factors that contribute to this and may contribute to more effective management of the health workforce in low and middle income countries.

A Comparison of the Implementation of the Employment Provisions of the Americans with Disabilities Act of 1990 (ADA) in the United States and the Disability Discrimination Act (DDA) 1995 in the United Kingdom

This summarizes the results of recently conducted surveys in the United States and Britain to assess employer response in each of these countries to their respective employment disability nondiscrimination legislation.

Turnover intentions of employees with informal eldercare responsibilities: The role of core self-evaluations and supervisor support

As longevity increases, so does the need for care of older relatives by working family members. This research examined the interactive effect of core self-evaluations and supervisor support on turnover intentions in two samples of employees with informal caregiving responsibilities. Data were obtained from 57 employees from Australia (Study 1) and 66 employees from the United States and India (Study 2). Results of Study 1 revealed a resource compensation effect, that is, an inverse relationship between core self-evaluations and turnover intentions when supervisor care support was low. Results of Study 2 extended these findings by demonstrating resource boosting effects. Specifically, there was an inverse relationship between core self-evaluations and subsequent turnover intentions for those with high supervisor work and care support. In addition, employees' satisfaction and emotional exhaustion from their work mediated the inverse relationship between core self-evaluations and subsequent turnover intentions when supervisor work support and care support were high. Overall, these findings highlight the importance of employee- and supervisor-focused intervention strategies in organizations to support informal caregivers.

A risk perspective on human resource management: A review and directions for future research

Arguing the value of effective HRM practice has long been a focus in the HRM literature. However, there is also a case for identifying the risks presented by inappropriate or absent HRM practices. Although risk management has been established in the broader management literature for over two decades, human resource related risks have not featured as prominently as other types of risks. HRM as a discipline has a role to play in addressing this situation and raising awareness of human resource issues as risks for the organization. A review of papers published since the year 2000 in a broad range of high quality management journals, identifies that limited research has thus far taken a risk management perspective on human resources. Although the HRM and risk management disciplines stand to benefit from drawing the two areas together, this review concludes that further research and development of the phenomenon of human resource risk management is needed.

Managing flexible work arrangements in small not-for-profit firms: The influence of organisational size, financial constraints and workforce characteristics

Small, not-for-profit organisations fulfil a need in the economy that is typically not satisfied by for-profit firms. They also operate in ways that are distinct from larger organisations. While such firms employ a substantial proportion of the workforce, research addressing human resource management (HRM) practices in these settings is limited. This article used data collected from five small not-for-profit firms in Australia to examine the way one significant HRM practice – the provision and utilisation of flexible work arrangements – operates in the sector. Drawing on research from several scholarly fields, the article firstly develops a framework comprising three tensions in not-for-profits that have implications for HRM. These tensions are: (1) contradictions between an informal approach to HRM vs. a formal regulatory system; (2) employee values that favour social justice vs. external market forces; and (3) a commitment to service vs. external financial expectations. The article then empirically examines how these tensions are managed in relation to the specific case of flexible work arrangements. The study reveals that tensions around providing and accessing flexible work arrangements are managed in three ways: discretion, leadership style and distancing. These findings more broadly inform the way HRM is operationalised in this under-examined sector.

Human rights performance disclosure by companies having operations in high risk countries: Evidence from Australian mineral sector

The aim of this study is to explore whether Australian mineral companies operating in high human rights risk countries provide more human rights disclosures than companies operating in low risk countries. A content analysis instrument containing 88 specific human rights performance items derived from a number of international human rights guidelines has been developed to investigate the annual reports, social responsibility reports and corporate websites of the top 50 Australian mineral companies (2010/2011). The findings show that human rights performance disclosures by companies with operations in high human rights risk countries are significantly higher than companies with operations in the low risk countries. By disclosing extended human rights performance information, companies operating in high risk countries appear to ease community concerns about human rights violations. The finding is consistent with legitimacy theory which posits that organisations respond to community concerns in relation to particular social issues.

Gestión de recursos humanos en empresas cooperativas

ESPAÑOL Desde 2008, a causa de la crisis internacional, Mondragón Corporación Cooperativa se ve obligado a emplear ciertas políticas de gestión de los recursos humanos para sobrevivir a esa situación. La finalidad de este trabajo es identificar dichas políticas y valorar si realmente ofrecen los resultados esperados, analizando minuciosamente la relación entre el absentismo laboral y el compromiso y la motivación de los trabajadores. Este estudio propone que en situaciones de recesión económica, las políticas de formación y empleo y las prestaciones cubiertas por Lagun-Aro EPSV aumentan la motivación de los empleados y en consecuencia reducen la tasa de absentismo. La investigación se fundamenta en la lectura de artículos académicos, memorias de Lagun-Aro y una detallada entrevista realizada al que fue jefe de contabilidad en Eroski durante 9 años y director administrativo y responsable de las participadas de Lagun-Aro EPSV durante 30 años. Los resultados obtenidos muestran la existencia de una relación inversa entre el compromiso y la motivación y el absentismo laboral. Además se comprueba la eficiencia de las políticas llevadas a cabo por las cooperativas de Mondragón y se destaca el principio de intercooperatividad para la efectividad de esas políticas.

Intercultural Management and Leadership in the Context of Language Academies

Throughout this undergraduate thesis, a study of intercultural management and leadership will be carried out with a special focus on language academies. We begin by analyzing the importance of cultural values and their effects on the perception of a leader. We then study the role of Strategic Human Resources Management in an intercultural environment. Finally, as an original contribution to this thesis, an investigation is performed that examines three local language academies and their management practices. After reviewing the findings, we hope to propose a sort of ‘best practices’ for language academies that could lead to a more harmonious relationship between teachers and their managers.

A proteção jurídica dos dados clínicos de testes em medicamentos para humanos

A discussão jurídica versa acerca da proteção ou não dos dados clínicos e informações não divulgadas Data Package, obtidos através de pesquisas clinicas, a partir do desenvolvimento de um novo medicamento. È importante realizar-se uma investigação prévia para descobrir se o novo medicamento a ser comercializado, possui efeitos benéficos ou adversos, que possam afetar os seres humanos, garantindo assim a eficácia e a segurança de sua utilização. O dossiê contendo os dados clínicos é submetido à Agência Nacional de Vigilância Sanitária que, no uso de sua atribuição específica, e em função da avaliação do cumprimento de caráter jurídico-administrativo e técnico-científico relacionado com a eficácia, segurança e qualidade do medicamento conforme a Lei 6360/76 e o Decreto 79.094/77 determina o registro sanitário. A tese defendida pelas sociedades farmacêuticas de pesquisa é a de que seria vedado à ANVISA deferir registros de medicamentos genéricos e similares de mesmo princípio ativo, com base nas pesquisas clinicas realizada, enquanto vigente o período de exclusividade, com fundamento no artigo 5, inciso XXIX da Constituição Federal, artigos 39.1, 39.2, 39.3 do Acordo sobre Aspectos dos Direitos de Propriedade Intelectual Acordo TRIPS, artigo 195, XIV da Lei n 9.279/96 (Lei da Propriedade Industrial), artigo 421, 884, 885 e 886 do CC, artigo 37, caput, da CF e artigo 2, da Lei 9.784/99 e aplicação analógica da Lei 10.603/2002. A ANVISA ao permitir aos fabricantes dos medicamentos genéricos e similares a utilização do pacote de dados clínicos, fornecido pelo titular do medicamento de referencia, estaria promovendo a concorrência desleal e parasitária, ao permitir que as versões genéricas e similares, ingressem no mercado, sob custos de produção e comerciais substancialmente menores, do que os praticadas pelos medicamentos de referencia. Este argumento tem fulcro na norma do artigo 39.3 do Acordo TRIPS firmado entre os membros da Organização Mundial do Comércio OMC, em 1994, no qual o Brasil é signatário, e que se comprometeram a adotar providências no sentido de manter em sigilo e protegidos contra o uso comercial desleal os dados clínicos relativos à pesquisa clínica, necessários à aprovação da comercialização de produtos farmacêuticos. A divulgação, exploração ou a utilização dos dados clínicos, sem a autorização do respectivo titular, o qual demandou recursos materiais e humanos consideráveis e desde que estas informações tenham sido apresentadas a entidades governamentais como condição para aprovação da comercialização de um medicamento, devem ser protegidas. Os Estados membros da OMC e subscritores do acordo internacional devem assegurar que os concorrentes não tenham acesso às informações recebidas pelo ente estatal, que não as explorarem ou delas possam aferir indevidamente tanto direta quanto indiretamente de vantagens que as beneficiem do conhecimento técnico-cientifico, investimentos e esforços realizados pelo titular daquela pesquisa clínica. Dentro deste cenário, faz-se necessário que o Estado produza um marco regulatório capaz de prover uma segurança jurídica, que permita as sociedades farmacêuticas disponibilizar elevado investimento, viabilizando a realização de pesquisa clinica e introdução de novos medicamentos.

Estratégias para distribuição e fixação de médicos em sistemas nacionais de saúde: o caso brasileiro

A distribuição geográfica de médicos é um problema com que se defrontam os sistemas nacionais de saúde e, no Brasil, tem se tornado um dos desafios para a consolidação do Sistema único de Saúde (SUS). A análise dos determinantes dessa distribuição está fundamentado em abordagens sobre o mercado de trabalho em saúde e no médico sua formação ou oferta inserido no contexto histórico, político, social e institucional em que são construídos. O referencial de análise proposto neste estudo tem como objetivo evidenciar os fatores e condicionantes que interferem na distribuição e fixação de médicos identificar possíveis estratégias de intervenção que podem ser aplicadas à realidade brasileira, no contexto das políticas públicas. O mote para essa discussão é a compreensão de que a forte concentração geográfica dos profissionais e dos serviços impede a concretização dos princípios que regem o Sistema Único de Saúde, particularmente no que se refere à universalização, à integralidade e à própria descentralização. As estratégias tentadas pelo governo brasileiro também são abordadas, mais especificamente, o Projeto Rondon, o Programa de Interiorização das Ações de Saúde e Saneamento (PIASS) e o Programa de Interiorização do SUS (PISUS). Essa análise é complementada com um estudo de caso sobre a experiência recente no campo da política pública em saúde destinada a minimizar a má distribuição de médicos no território nacional: o Programa de Interiorização do Trabalho em Saúde (PITS), implementado pelo Ministério da Saúde em 2001. Sua condição de estratégia inédita na política de recursos humanos em saúde em nosso país permitiu identificar aspectos relevantes para qualquer iniciativa que pretenda fortalecer a distribuição de profissionais de saúde, para além dos grandes centros urbanos. Por fim, o estudo oferece um referencial de análise para a distribuição e a fixação de médicos, construído a partir dos elementos contemplados na revisão da literatura, na discussão teórica, no aporte das experiências nacionais e internacionais e nos resultados obtidos no estudo de caso.

Terceiro setor, interculturalidade e ações educativas de uma organização transnacional

A pesquisa busca analisar a operacionalização das diretrizes pedagógicas não formais oferecidas por uma Organização do Terceiro Setor, de base internacional, com comitês locais em vários municípios do Brasil. A investigação pretende, também, abordar a contribuição das programações ofertadas para o desenvolvimento de uma nova relação com o saber segundo Bernard Charlot, de acordo com avaliação dos seus membros, no sentido de interculturalidade. A escolha da organização, objeto de estudo, se justifica por ter surgido após a Segunda Guerra Mundial, em 1948, fundada por estudantes de sete países europeus (Noruega, Dinamarca, França, Suécia, Finlândia, Bélgica e Países Baixos), com o propósito de contribuir para a integração entre diferentes culturas, promovendo o entendimento e a cooperação entre seus países membros, através do intercâmbio de técnicas administrativas e de recursos humanos (AIESEC, 2014). Trata-se de um estudo de caso no qual o referencial teórico destaca os autores Maria da Glória Gohn, Jaime Trilla, José Carlos Libâneo e Simone Park por caracterizarem a educação não formal. Os conceitos relacionados ao Terceiro Setor são trabalhados à luz das concepções dos autores Leilah Landin, Sérgio Haddad e Carlos Montaño. Para o conceito de competências são usadas, principalmente, as abordagens de Acácia Kuenzer e Neise Deluiz e, finalmente, Vera Candau e Maria Aneas, para a abordagem da interculturalidade. A metodologia da pesquisa com abordagem qualitativa se utiliza de métodos diferenciados como: observação não participante, entrevista semipadronizada com quatro intercambistas, pesquisa documental e análise de documentos na internet. Os dados revelam que as práticas pedagógicas de Educação Não Formal apresentam uma dicotomia entre seus valores de paz e os seus fazeres convergentes com a lógica do mercado globalizado. A pesquisa aponta que as ações educativas deveriam ultrapassar a concepção de multiculturalismo, para a de interculturalismo, instaurando o diálogo com as diferenças.

Exploring an effective model of new product development in medical devices: A knowledge cluster approach

This study proposes a new product development (NPD) model that aims to improve the effectiveness of innovative NPD in the medical devices. By adopting open innovation theory and applying an in-depth investigation methodology, this paper proposes a knowledge cluster that improves the integration of interdisciplinary human resources and enhances the acquirement of innovative technologies. A knowledge cluster approach helps gather, organise, synthesise, and accumulate knowledge in order to become the impetus for innovation. Although enterprises are no longer the principals of research and development, they should still be capable of integrating professional physicians, external groups, and individuals through the knowledge cluster platform. However, in order to support an effective NPD model, enterprises should provide adequate incentives and trust to external individuals or groups willing to contribute their expertise and knowledge to this knowledge cluster platform. Copyright © 2013 Inderscience Enterprises Ltd.

Building capacity for integrated coastal management in developing countries

The need for building human and institutional capacity has been identified in Agenda 21 of the UNCED conference as well as by a number of international environmental institutions as essential for integrated coastal management (ICM) and sustainable development in developing coastal states. There is a growing need for coastal management practitioners and organizations with expertise in planning and implementation for ICM. The application of strategies for institutional development and building human capacity in coastal management and other fields shows that short-term intensive training efforts and long-term institutional strengthening programs are appropriate to address the issues and needs of ICM. An overview of the experience of the URI/USAID International Coastal Resources Management Program in Sri Lanka, Thailand and Ecuador presents lessons learned for strengthening ICM efforts in developing countries.

Exploring perspectives on Human Resource Development: an introduction.

The problem and the solution. This issue overview presents a brief justification for adopting a multiperspectival approach to theory and practice in human resource development (HRD). It is argued that such an approach has the potential to add theoretical depth and breadth to HRD discourse as well as contributing to reflective HRD practice.The contributions are then briefly introduced.

Impact of Islamic values on HRM practices: an empirical study of Jordanian universities

Purpose This study aims to present an in-depth theoretical and practical analysis of HRM practice in the light of Islamic values and principles. It looks at the four main HRM functions of recruitment and selection, training and development, performance appraisal, and rewards, from the Islamic perspective. Besides establishing a theoretical base for the influence of Islam on HRM, it analyses the key characteristics of HRM practice as applied in Jordanian universities and analyses the extent to which Islamic values are embedded in that practice. Design/methodology/approach The paper draws on a structured questionnaire distributed to 500 respondents working in four Jordanian universities which sought to elicit the respondents views on the influence of Islamic values within specific HR functions. Findings The findings indicate that there is a diffusion of Islamic values into HRM practice in the participating organisations. The extent of the diffusion varies between the organisations; there is a clear indication that explicitly Islamic values are being practiced, albeit to a limited extent. Originality/value The role of spirituality and/or religion in shaping the working of contemporary organisations is not sufficiently recognised in the literature. This paper is a response to the limited number of research studies assessing the extent of the absorption of religious values into the management of human resources. The study undertaken examines the current status of HRM practice in Jordanian universities and contributes to deepening the contemporary understanding of interactions between Islamic values and the core HR functions.