|
Are Leadership Styles and Maturity in Healthcare Teams Synchronized?
-- Helena Maria Baptista Alves and Porfirio Canilho
This investigation was developed to identify the leadership styles of the head nurses of 15
Portuguese units of internment where the quality of nursing care was evaluated. The study also analyzed
the maturity of each team as well as its relationship with the quality of nursing care. The study
was conducted in June 2007 and the respondents were 15 head nurses and 228 nurses. The
analysis indicates that 68.75% of the head nurses present a primary leadership style of type S2
(coaching) and the other 25% of type S3 (supporting). It is also shown that 80% of the head nurses reveal
a great range of leadership styles, which enable them to use the appropriate style for each
situation, thus displaying a potential to be efficient in a variety of situations. With reference to the
maturity of the nursing teams, the results indicate that nurses present on an average, maturity of type
M3 and M4, with reference to Hersey's and Blanchard's model. This is in disagreement with the
leadership styles of the head nurses.
© 2010 IUP. All Rights Reserved.
Training Programs: Evaluation of Trainees' Expectations and Experience
-- Niraj Kishore Chimote
The purpose of this study is to find out the effectiveness of a training program from the
perspective of the trainees. The literature suggests that the pre-training expectations of trainees can be
compared with their post-training experience. The training program considered here in this paper was
offered to 108 trainees of a leading private sector bank and was evaluated using Kirkpatrick's model.
Chi-square test revealed that the demographic variables are independent of the efficacy gap. A
paired sample t-test concluded that the trainees' experience does not exceed their expectations. The
factor analysis indicated that the grouping of the variables into factors, fairly matches with the four
levels of Kirkpatrick's model with certain exceptions. Finally, a multiple regression analysis revealed
that the factors extracted in factor analysis are significant in explaining training effectiveness.
© 2010 IUP. All Rights Reserved.
A Study on Attitudinal Hindrances
and Human Resource Practices in Empowering Women Construction Workers
-- Joseph Anbarasu and Annette B
Construction workers are one of the most numerous and vulnerable segments of the unorganized
sector in India. Women construction workers are not treated on par with men construction workers in
wages and promotional opportunities, even though they form nearly half of the construction workforce.
This study was conducted on 440 men and 440 women construction workers to find out the factors
affecting their wages, the willingness of men workers to train and employ women construction workers as
skilled workers, and the willingness of women construction workers to become skilled workers. The
findings of the study show that there is a large discrimination in wages and also in promotion of women
when compared to men. It has been found that most of the women construction workers, especially
workers from rural areas, and literate and young women, are willing to be trained to become skilled
workers (masons). The study also reveals that men construction workers, especially from urban areas, are
willing not only to train but also give placement to them.
© 2010 IUP. All Rights Reserved.
Labor-Management `Non' Cooperation
-- Jashwini Narayan
The paper gives a detailed account of industrial relations issues as public entities in Fiji journey
into reforms. Though given little attention locally, what accompanies this journey is the repeated
industrial relation concerns. This theme is empirically exemplified by a reformed Government
Commercial Company (GCC) (Government Shipyard and Public Shipways), based on in-depth
semi-structured face-to-face interviews, relevant published studies and archival data. A GCC is a wholly
government-owned enterprise in Fiji and is generally financed through government equity and/or debt. The
focus of this paper is on the interplay between industrial relations and public enterprise reforms. This
paper has two goals. Detailed account of industrial relations issues of the Government Shipyard is
presented as the first aim. The second aim unveils the height of superficial or one-way consultations.
Overall, while the Fijian public enterprise reform process entails changes in the `modus operandi' of
public entities towards being more business-like in order to become profitable, industrial relations
issues are impacted upon given that entities are unionized and definite changes do result in the
way employee relations/unions are tackled and changed by the management/government. This
paper suggests similar detailed empirical studies to be carried out between island nations and
other reformed public enterprises to test its conclusion in different sites.
© 2010 IUP. All Rights Reserved.
| 
