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OBJECTIVES: This case study evaluates a global health education experience aimed at training the next generation of global health advocates. Demand and interest in global health among Canadian students is well documented, despite the difficulty in integrating meaningful experiences into curricula. METHODS: Global health advocacy was taught to 19 undergraduate students at McMaster University through an experiential education course, during which they developed a national advocacy campaign on global access to medicines. A quantitative survey and an analysis of social network dynamics were conducted, along with a qualitative analysis of written work and course evaluations. Data were interpreted through a thematic synthesis approach. RESULTS: Themes were identified related to students' learning outcomes, experience and class dynamics. The experiential education format helped students gain authentic, real-world experience in global health advocacy and leadership. The tangible implications for their course work was a key motivating factor. While experiential education is an effective tool for some learning outcomes, it is not suitable for all. As well, group dynamics and evaluation methods affect the learning environment. CONCLUSION: Real-world global health issues, public health practice and advocacy approaches can be effectively taught through experiential education, alongside skills like communication and professionalism. Students developed a nuanced understanding of many strategies, challenges and barriers that exist in advocating for public health ideas. These experiences are potentially empowering and confidence-building despite the heavy time commitment they require. Attention should be given to how such experiences are designed, as course dynamics and grading structure significantly influence students' experience. KEY WORDS: Experiential learning; education; global health; health policy Can J Public Health 2015;106(6):e442-e449 doi: 10.17269/CJPH.106.5099 OBJECTIFS: Notre etude de cas porte sur une experience d'education sanitaire mondiale qui vise a former la nouvelle generation de promoteurs de la sante mondiale. La demande et l'interet pour la sante mondiale chez les etudiants canadiens est bien attestee malgre la difficulte d'integrer des experiences approfondies dans les programmes d'etudes. METHODE: La promulgation de la sante mondiale a ete enseignee a 19 etudiants de premier cycle de l'Universite McMaster lors d'un cours experientiel durant lequel les etudiants ont elabore une campagne d'action sociale nationale sur l'acces aux medicaments dans le monde. Nous avons mene un sondage quantitatif et une analyse de la dynamique des reseaux sociaux, ainsi qu'une analyse qualitative des travaux ecrits et des evaluations du cours. Les donnees ont ete interpretees selon une demarche de synthese thematique. RESULTATS: Les themes que nous avons degages etaient lies aux resultats d'apprentissage des etudiants, a leur experience et a la dynamique de groupe. La formule d'enseignement experientiel a aide les etudiants a acquerir une experience authentique, reelle, de la promulgation de la sante mondiale et du leadership. Les consequences tangibles sur leur parcours d'apprentissage etaient un grand facteur de motivation. Bien que l'enseignement experientiel soit un outil efficace pour obtenir certains resultats d'apprentissage, il ne convient pas dans tous les cas. De plus, la dynamique de groupes et les methodes d'evaluation ont un effet sur le climat d'apprentissage. CONCLUSION: Les enjeux de sante mondiale, la pratique en sante publique et les demarches d'action sociale du monde reel peuvent etre efficacement enseignes par l'apprentissage experientiel, en plus de competences comme la communication et le professionnalisme. Les etudiants ont acquis une comprehension nuancee d'un grand nombre de strategies, de difficultes et d'obstacles presents lorsqu'on preconise des idees de sante publique. Ces experiences peuvent etre valorisantes et donner de l'assurance, bien qu'elles demandent beaucoup de temps. Il faudrait porter attention a la conception de telles experiences, car la dynamique de groupe et le systeme de classement ont une influence considerable sur l'experience vecue par les etudiants. MOTS CLES: apprentissage experientiel; education; sante mondiale; politique sanitaire, Two of the emerging trends in Canadian post-secondary education that affect public health are a growing interest in global health and experiential education. The rising number of such programs and [...]

CASE DESCRIPTION The primary subject matter of this case is human resource challenges of creating a new corporate culture following growth from a series of mergers and acquisitions. With a difficulty level of four and five, the case is positioned for senior human resources management classes at the undergraduate level or for beginning MBA classes in human resources, organizational behavior or management concepts. The case is designed to be taught in two 60 to 75 minute classes with the first session concentrating on the survey results and the second class focusing on implementing the cultural change process. It is expected to require three hours of outside preparation by students. CASE SYNOPSIS Genesis is a leading global supplier of nylon and carpet backing, yarns, and cord fabric. They are also a manufacturer of industrial textiles, reinforcement materials, and yarn used in the production of artificial turf, tires, conveyor belts and webbing. Their polyester coating fabrics are the reinforcing material for tents, tarpaulins, and awnings. Over a fifty-three year history, the company has grown throughout its seven international locations. As the specialty fibers industry has matured, the company has strategically pursued mergers, purchases, and combining plant locations. This industry consolidation is expected to continue in the future. At one of their North American plants headquartered in Dalton, Georgia, problems with employee relations resulted from the jumbled corporate culture that evolved from a recent merger and acquisition. Employees remained uncertain and anxious about their future with the company. After reviewing the company mission and history, Genesis management agreed a baseline level of employee satisfaction was needed. With the help of an outside human resources consultant, an employee survey was administered to 253 employees to determine their level of satisfaction with the workplace and culture as well as a number of key human resource practices and issues including management communication, employee feedback, compensation and benefits, and employee recognition programs. Students are provided the survey results and summaries of open-ended comments and are asked to make recommendations to management and suggest improvements to establish a new, single, cohesive corporate culture., HISTORY OF GENESIS The original company began in 1955 and was established as Genesis USA. Thirty years later in 1985, an acquisition of Gemini Industrial Products was made. In 1995, [...]

A fictitious aging employee scenario is presented, with contributors offering advice. The scenario focuses on an older employee's match with a rapidly changing industry; suggestions include consolidating a niche business around the employee, and also engaging the older employee in solving the productivity issue.

Abstract This study examined if personally transformative learning (PTL) experienced during a month-long executive education program enhanced leaders' ability to generate positive individual and organizational outcomes, and identified key supports [...]

Abstract There are good reasons to periodically review the meaning of your work. The way you see what you do, achieve, work towards and experience as part of primary care [...]

ABSTRACT Nurses are important members of a patient's interprofessional health care team. A primary goal of nursing education is to prepare nursing professionals who can work collaboratively with other team [...]

To link to full-text access for this article, visit this link: http://dx.doi.org/10.1016/j.emj.2008.06.006 Byline: Marc Wouters Keywords: Performance measurement; Process improvement; Organizational behavior; Supply chain management Abstract: Performance measurement systems (PMS) serve different functions. These are formal devices for control, and for the formulation and communication of strategy, and as such PMS primarily serve higher-level managers. But we can also aspire PMS to support operational managers, to motivate and enable these managers to improve operations. Building on Adler and Borys [Adler, P.S., Borys, B., 1996. Two types of bureaucracy: enabling and coercive. Administrative Science Quarterly 41(March), 61-89] and Ahrens and Chapman [Ahrens, T.A., Chapman, C.S., 2004. Accounting for flexibility and efficiency: a field study of management control systems in a restaurant chain. Contemporary Accounting Research 21(2), 271-301], we use the term enabling PMS. This study reports on a developmental approach for such PMS, based on a longitudinal case study, with action research. The company has made enormous investments in operations, and it therefore needed PMS to facilitate improvement of processes and to measure the actual realization of the benefits from their investments. The challenge was to develop a performance measurement system as an enabler of performance improvement, rather than merely as a control device. The company adopted a developmental approach to performance measurement, which was based on the following principles: (1) experienced-based, (2) allowing experimentation, (3) building on employees' professionalism, (4) transparency and employee ownership, and (5) outside facilitators. This resulted in extended set of new and well-founded measures, it has enhanced employees' beliefs in the PMS and their commitment to performance improvement, and it has created organizational learning concerning performance measurement. Author Affiliation: University of Twente, P.O. Box 217, 7500 AE Enschede, Netherlands

Abstract We examine how the principles of quality management (QM) can be employed to ensure maritime security for liner shipping companies (LSCs), and emphasize the interface relationships between the regulatory [...]

Abstract This qualitative study explored the experiences of employees exposed to extensive change within a regionally-based, state-owned corporation in relation to the Effort-Reward Imbalance at Work (ERI) model, a major [...]

Self-direction was found to be a significant antecedent for workplace creativity among Egyptian employees, rather than conformity or power. Organizational context positively influenced workplace creativity if perceived to be nurturing, but data did not support the hypothesis that a hierarchical and controlling environment impedes creativity.

The author explores the applicability of the Transtheoretical Model of Change (TTM) and motivational interviewing (MI) as a collaborative approach in counseling "resistant" or ambivalent clients. The TTM and MI [...]

This study addressed the role of motives in organizational citizenship behavior (OCB). Three motives were identified through factor analyses: prosocial values, organizational concern, and impression management. Scales that measured these motives and other variables known to covary with OCB were administered to 141 municipal employees and were correlated with self-, peer, and supervisor ratings of 5 aspects of OCB. Relative to the other motives, prosocial values motives were most strongly associated with OCB directed at individuals, and organizational concern motives were most strongly associated with OCB directed toward the organization. Each of the motives accounted for unique amounts of variance in OCB. The results suggest that motives may play an important role in OCB.

The motivation and productivity of the junior staff of the Balme Library, University of Ghana was studied. Data from questionnaires answered by 22 respondents comprising 88% of the sample was supplemented by discussions and direct observation of staff attitudes and job performance. Findings of the survey show that job stagnation among the respondents is due to inadequate education or the lack of opportunities for advancement within the library structure. The low level of productivity is due to lack of incentives in the form of prizes or commendations and poor communication between management and staff.