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In Germany, a lot of young children at risk of language difficulties still go undetected or are not assessed before preschool-age. For children where parents may suspect a disorder, this practice causes a lot of emotional distress alongside lost time for intervention. Thus, what contribution can parents and nursery staff make for the earlier detection of language difficulties? 34 children from four German kindergartens were tested with a standardized preschool screening for language problems by an SLT. Parents and nursery staff completed a questionnaire (FEE 3-4) that was designed to collect potential risk-factors and included the rating of children’s abilities across the main language domains. Outcomes from the FEE 3-4 were compared between parents and nursery staff as well as triangulated with results from the standardized screening. Agreement between parents and nursery staff re. individual children’s potential language difficulties was moderate (Kappa = 0.44, p = .050). Overall, nursery staff rated children’s language abilities more strictly and precisely than parents. Especially their rating of ‘word order’ (p = .022) and ‘verb endings’ contributed significantly to the identification of potential language difficulties similar to the standardized screening. The screening identified two children at risk without caregiver's concern, but not two others who were at risk of language disorder and for whom caregivers expressed concern. Caregiver’s awareness of early language difficulties appears to be rather intuitive. Young children at risk are most reliably detected if standardized instruments are used in combination with caregiver questionnaires. Ideally, this process includes data from parents and nursery staff to be interpreted by an experienced SLT, as the use of a standardized screening alone may lead to missed or mistaken identification where essential information about the child’s environment (e.g. risk factors) is not provided. If parents are concerned about children’s language, full assessment is clearly justified.
The demographic shift in the age structure has the effects that many ageing employees work in organisations. Migration can slow down the ageing of population but could not stop it. More and more people with immigration background work in organisations. Therefore, the question is, whether diversity sensitive attitudes count for all diversity aspects. The central aim of the study is to deal with the problem fields of multicultural teamwork. Thereby, the focus is on the collaboration of employees with and without immigration background. The interviews with employees with and without an immigra-tion background of various company branches were conducted. The results show that employees with an immigration background have more contact and feel comfortable with persons from different cultures than employees without an immigration back-ground. The qualitative analysis indicates that there is a high need of competence devel-opment, especially intercultural and social competences in organisations. The results of the study reveal that personality traits and characteristics of employees play a role to what extent they accept diversity and are willing to work with persons from another culture. Age is not important regarding intercultural competence development.
Derzeit wird die Personalbedarfsermittlung von Hebammen im Kreißsaal vornehmlich erlösbasiert vorgenommen oder basiert auf einer Vereinbarung der Deutschen Krankenhausgesellschaft, den Krankenkassen und dem Deutschen Hebammenverband aus dem Jahre 1993 (Plücker 2012). Während das erstere Verfahren nicht den Personalstand dem tatsächlichen Bedarf anpasst, sondern lediglich die Erlöse berücksichtigt, ist das letztere Verfahren durch die Umstellung der Krankenhausfinanzierung nicht mehr bindend, beruht auf einer veralteten und nicht validen Datengrundlage (Lippert 1990).
Zudem erfordert eine veränderte Geburtshilfe in Deutschland, mit einer Zunahme an Kaiserschnitten und anderen Interventionen (AQUA 2012), eine aktuelle Analyse der Prozesse in geburtshilflichen Abteilungen, um ein adäquates und zeitgemäßes Instrument für die Personalbedarfsermittlung auszugestalten.
Im Rahmen des Forschungsschwerpunkts „Versorgung während Schwangerschaft, Geburt und Wochenbett – Instrumente zur sektorenübergreifenden Qualitätsentwicklung – IsQua“ an der Hochschule Osnabrück und dem Teilprojekt „Personalbedarfsermittlung von Hebammen im Kreißsaal“ wird diese Thematik im Rahmen einer Bachelorarbeit bearbeitet. Es werden jeweils zweiwöchige Hospitationen in voraussichtlich vier geburtshilflichen Abteilungen der vier verschiedenen Versorgungsstufen angestrebt. Unter Anwendung von Expertengesprächen (Meuser u. Nagel 2009), Dokumentenanalysen sowie nicht teilnehmender Beobachtung soll folgende Forschungsfrage beantwortet werden: Welche Prozesse von Hebammen im Kreißsaal gibt es, wie können sie definiert werden und welchen Einfluss haben diese auf den Personalbedarf?
Die Fertigstellung der Bachelorarbeit ist für Ende Januar 2014 geplant.
Das Ziel des Projekts ist mithilfe der Prozessanalyse in den teilnehmenden Häusern hebammenspezifische Tätigkeiten zu erkennen, zu definieren und einzugrenzen bzw. von hebammenfernen Tätigkeiten abzugrenzen. Durch das Erkennen und das Abgrenzen einzelner Prozesse kann eine Prozessoptimierung der Hebammenarbeit und somit eine verbesserte Versorgung und Betreuung der Frauen durch Hebammen in den geburtshilflichen Abteilungen erzielt werden.
Erste Ergebnisse werden auf der 2. Internationalen Fachtagung der DGHWi in Kassel vorgestellt.
Das Projekt greift ein aktuelles Thema der Berufsgruppe der Hebammen auf. Hebammenspezifische Tätigkeiten sollen beschrieben werden, um sich von anderen Berufsgruppen abgrenzen zu können. Nach den Hospitationen in den Häusern der verschiedenen Versorgungsstufen wird sich herausstellen welche Prozesse eindeutig abgrenzbar sind, wie man diese definieren kann und in wie weit Prozesse standardisierbar oder auf andere Häuser übertragbar sind und welchen Einfluss diese auf Personalbedarfsermittlung haben.
Mithilfe der Prozessanalyse und -optimierung kann einerseits das knappe Budget, welches aus Fallpauschalen errechnet wird optimal genutzt werden. Hebammen könnten primär hebammenspezifische Tätigkeiten ausüben und hebammenferne Tätigkeiten würden durch anderes Personal ausgeführt. Andererseits kann diese einen Ausgangspunkt zum tatsächlichen Personalbedarf geben sowie eine Grundlage für die Personalbedarfsermittlung schaffen (BMI 2007, Gütersloher Organisationsberatung GmbH 2011).
Symposion: Working for the greater good in services: risks and innovation impacts on employees’ wellbeing
Oral presentation: Kumbruck: Digitalization in Health and Old People’s Care and the Impacts on the Interaction Work
Purpose: Digitalization like roboter to lift or feed care receiver or like electronic patient documentation, e.g. on smartphones, changes interaction and communication between care givers and care receivers. From our research projects (Projektgruppe verfassungsverträgliche Technikgestaltung: Mobile information and communication tools in the hospital; Das Ethos fürsorglicher Praxis in der Pflege) shows impacts.
Design/Methodology/Approach/Intervention: Qualitative studies (simulation studies; narrative Interviews, observations,) with more than 60 experimentees in different health care institutions.
Results: The interaction is mediated by electronic tools. The nurses are confident by the electronic assistance and workload reduction; but they are afraid of more distance in the relationship to the patients, more mixing of private and working time activities or more observation by their superiors. The most critical aspect is seen in the patient documentation.
Limitations: These studies are explorative ones. Especially the simulation study is an experimental design.
Research/Practical Implications: There is need for more and quantitative studies. The results give a lot of indications that the organizational and political frameworks of health care are important moderators of the impacts of the digitalization in health care.
Originality/Value: The studies have an important perspective on the change in the relationship between health care givers and receivers by digitalization – a topic, which concerns everybody.
Do multipliers have to be more sensitized for the issue diversity? Do they have to develop specific competences? Which do they already have? These questions were analysed by a qualitative investigation. Ca. 70 interviews with managers of the large DAX companies and employees were conducted. The results show a field of tension between self-perception and perception of others and the assessment of the relevance of diversity attitudes and measures, competences and their actual implementation. The results indicate the need of promotion of competences, especially regarding the intercultural competence. We position ourselves in a functionalist perspective, in line with the work on paradigms of Burell and Morgan (2017) and Deetz (1996) in social sciences and Cross-Cultural Management. We present these results from a functionalist perspective in order to ensure the greatest possible "objectivity".
Purpose
Attracting skilled students is an important aim of many cities in a knowledge-based society. This paper focuses on urban factors of attractiveness from a student's perspective and analyses their influence on locational choices of students. The criteria found were also used to evaluate how the City of Osnabrück, Germany, is rated in terms of these criteria and to reveal the greatest discrepancies.
Design / Methodology / Approach
The paper is based on a multi-level empirical research concept, including qualitative and quantitative approaches. A survey of 2,300 students was conducted in Osnabrück on the basis of focus group discussions with students and interviews with various experts such as a neighbourhood manager, an urban planner, a district mayor, a college president, a real estate manager.
Originality/value
To date, little research has been undertaken to empirically examine the specific requirements that German students look for in a place to live and study. According to the author’s present state of knowledge (January 2018), a comparable study has not been done.
The main contribution of this paper is the empirical analysis of what makes cities attractive to students. In contrast to the findings of Richard Florida about the Creative Class, the cleanliness of a city, beautiful city scenery, and attractive apartments are more important to students than cultural offers, interesting job opportunities, or a multicultural population.
Practical Implications
Insights from the empirical survey can both help to analyse important factors in students' decision-making process and provide possible measures that the city stakeholders can take.
Keywords
1. Knowledge-based urban development
2. Mobility decisions by students and skilled professionals
3. Location factors
4. Place branding
Proposed paper: Academic Research Paper
Aims: Intercultural competence has become a key-competence, since the world has become more and more volatile, uncertain, complex and ambiguous. Therefore, insights in the development of intercultural competence and its´ links to individual traits are crucial for companies and researchers to face the requirements in a VUCA world. This study examines the relationship between the time, students spent abroad, personality traits and circumstances during this time with the student’s intercultural competence and integration performance in the target culture. The study had a correlative cross-sectional design. Design and sample: A total of 202 academic subjects were surveyed. The average age was 22 years. There was one measuring time, to which 58 % of the participants stated that they have had a stay abroad. Measurements: Metacognitive, cognitive, motivational and behavioural intercultural competence were measured with the Cultural Intelligence Scale. The personality traits involvement, discipline, social competence, cooperation, dominance and stability were captured with the "Bochum inventory for job-related personality description-6F". Work-related attitudes as patterns of behaviour and experience were measured using the "Work-related Behaviour and Experiencing Pattern 44" (German: Arbeitsbezogene Verhaltens- und Erlebensmuster, AVEM). This scale captures the way participants relate to work in general based on the measurement of personality traits and their fit to specific clusters, which describe, whether individuals have healthy or risky patterns. In addition, the demographic factors and characteristics of stays abroad as well as the integration into the target culture based on the Sociocultural Adaption Scale were examined. The data was tested for relationships and differences by tests for mean differences, variance and regression analyses. Results: There was a positive correlation between duration and cognitive, motivational and behavioural intercultural competence. The motivational competence is higher in subjects who have no risk pattern in the AVEM. The different types of competence influence each other at diverse times. Moreover, the suggested structural equation model could be confirmed. This showed the effect of the AVEM pattern on intercultural competence, moderated by the stay abroad and the social competence. Thus, the study contributes to the understanding of both the measurement of intercultural competence and the development process of intercultural competence in a globalized world.
This paper introduces ideas to reduce talent scarcity by binding female talent in India. As a theoretical lens Neo-Institutionalism in the Indian context is combined with the family-relatedness of work decision model. The qualitative research design and first results as well as propositions for companies are included.