...Education for Health, Vol. 16, No. 3, November 2003, 318 – 327 COMMUNITY-RELATED ISSUES A Conceptual Model for Empowerment of the Female Community Health Volunteers in Nepal SARALA SHRESTHA Institute of Medicine, Tribhuvan University, Maharajgunj, Kathmandu, Nepal ABSTRACT Context: The existing top-down approach of the training is not appropriate to empower the community health volunteers to produce a sustainable change in their performance. Objective: To propose a conceptual model that relies on Freire’s theory of empowerment education and the participatory action research methodology to empower the female community health volunteers (FCHVs) to increase their consciousness, competence and confidence in performing their job responsibilities. Method: The model explains the empowerment phenomenon as a process and outcome. As a process it occurs in the form of repeated reinforcement cycles with alternating activities of action and reflection and includes developing awareness, skills and confidence among FCHVs through small group activities. As an outcome, it results in the change in FCHVs’ performance in increasing contraceptive acceptance among the rural women of reproductive age group. Conclusion: It is hoped that empowerment of FCHVs will bring sustainable change in their performance and will consequently produce notable improvement in the health of women and children in particular and in the community in general. KEYWORDS Empowerment, community health volunteer, participatory...
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...protect women’s rights or to reduce them. For example, in many countries, women still lack the legal right to inherit or own property and, in many others, violence against women is not considered a criminal offense. The paper argues that without transformations in economic relations or the implementation and enforcement of legal rights and protection, gender equality and the empowerment of women can remain an elusive goal. Women’s Studies have challenged the conventional indicators of development that focus on urbanization, higher education, mobility of labor, technological development, modernization, infra-structural development, industrialization etc. Through the lens of Gender Economics, the author contextualizes day to day survival struggles of women in the family, in the households, in the community and in the micro and macro economy with the perspective of power relations which control women and girl children's sexuality, fertility and labor. The paper examines the three approaches for women's development: Women in Development (WID) model deconstructs the economic growth paradigm and focuses on women specific statistics and indicators, policies and schemes, plan allocation and programs on health, education and employment. Women and Development (WAD) model integrates women in the development work as active change...
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...Education and Women’s Empowerment in Bangladesh Nashid Kamal *and K.M Zunaid** *Professor and Head, Department of Population-Environment Independent University, Bangladesh **Graduate student, Sydney 1 Abstract: In Bangladesh the latest BDHS, 2004 finds that only twenty percent women work for cash. Among them only 48 percent are able to spend their money on their own, the rest are dependant upon spouses or other family members to take joint decisions on spending. Defining this variable as a measure of empowerment, this analysis investigates correlates of empowerment using logistic regression analysis. The model finds that marital status is the most significant predictor of empowerment in Bangladesh. Unmarried women are six times more likely to be empowered. Secondary education is another major determinant of empowerment, along with the woman’s mobility and decision making scores. The paper recommends strengthening women’s secondary education in Bangladesh and also taking measures to encourage late marriage for women. 2 INTRODUCTION The participation of women in the labour market in Bangladesh has increased in the recent years. One of the major areas where women have found employment has been the garment sector. This industry employs around 10 million persons directly or indirectly, of which ninety percent are women workers. In the 1993-94 BDHS the percentage of women who reported cash income was only 14.4 percent. After the garment industries were set up in Bangladesh...
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...Empowerment is a concept we all have heard at one time or another it is utilized in numerous professions and specialties. Analysis of this concept will further understanding of empowerment for nursing professionals in areas from research, theory development or practice. Exploring the attributes, consequences, implications and model cases of empowerment can assist the nursing professional in utilizing empowerment to its fullest potential. Within the scope of nursing, empowerment can be seen not purely as how it relates to the client, or the nurse but also how it relates to both the client and the nurse (Rodwell 1996). The Walker-Avant method was used to analyze this concept, as it was the most commonly seen in nursing literature (McEwen & Willis, 2007). Aim This paper’s aim is to clarify the concept of empowerment and its implications for the nursing profession, by exploring how it pertains to nursing as well as other disciplines, its essential attributes, antecedents, consequences and empirical referents. Definition What is empowerment, and what does it mean? American Heritage dictionary defines empowerment as “To invest with power, especially legal power or official authority” or “To equip or supply with an ability; enable”. Dictionary.com defines it as “to give power or authority to; authorize, especially by legal or official means” or “to enable or permit”. Synonyms for empower include capacitate, entrust, permit and privilege according to Rogets Thesaurus. Understanding...
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...European Journal of Business and Management ISSN 2222-1905 (Paper) ISSN 2222-2839 (Online) Vol 4, No.4, 2012 www.iiste.org Analysis of the Factors that Affect Job Satisfaction: A Case Study on Private Companies Employees of Bangladesh Md. Rifayat Islam1* Md. Tauhid Rasul2 G. M. Wali Ullah3 1. 2. 3. Product Management Specialist, Grameenphone Ltd., GP HOUSE, Bashundhara, Baridhara, Dhaka-1229, Bangladesh. HR Professional, DIRD Group. MBA, University of Dhaka. PGDHRM, Bangladesh Institute of Management, Bangladesh. BBA, Department of Business Administration, East West University, Dhaka, Bangladesh. * E-mail of the corresponding author: rifayat@msn.com Abstract Job satisfaction is an important aspect for an organization’s success. A successful organization is the one with satisfied workers. This research report tried to find out the main factors of job satisfaction and whether they have any impact on the job satisfaction of the employee of private companies. Firstly the factors responsible for job satisfaction were identified through a literature review of various articles related to job satisfaction. A focus group discussion among employees and an exploratory research were also conducted. Nine Factors were found. Then to analyze the effect of these nine factors, a quantitative research was done. The employees were selected through convenience sampling. After conducting pretest the main survey was done. The result indicated that four out of nine factors (Coordination...
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...The Future of Nurse Leadership A paper submitted in partial fulfillment of the course MHST/NURS 604 Leadership Roles in Health XXXXX February 28, 2013 Abstract Canada’s healthcare environment faces dynamics of change and elements of uncertainly. However, change and uncertainty need not be met with prospects of a dismal future. The framework of healthcare faces distinct challenges, potentially providing the opportunity for nurse leadership to provide a pathway for the future. One concern is the capacity to prepare the next generation of nurse leaders, both formal and informal, to become effective leaders, contributing to the future health of the workplace. This study is an analysis pertaining to the development of future nurse leaders. The analysis seeks to uncover the challenges of developing nurse leaders, and the necessary requirements for the next generation of leaders within healthcare. The findings suggest that the development of nursing leadership is vital in relation to healthy workplace environments, and quality patient care. Furthermore, a new paradigm and set of competencies necessary to lead nursing into the future. Keywords: leadership, nursing, development...
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...BUSINESS ENVIRONMENT A TERM PAPER ON PROJECT SHAKTI - _STRATEGIC ADVANTAGES OF CSR SUBMITTED BY; NAME;-Pravita Mehta ROLL;-Ao1 SECTION;-RT1002 REGISTRATION NUMBER;-11008575 COURSE;-MBA(3501) CONTENTS 1.INTRODUCTION 2.PROJECT SHAKTI-ORGANIZATION NAME UNLEVEL PROBLEM AND SOLUTION 3.BENEFITS 4.HUL-PROJECT SHAKTI PRESENTATION TRANSCRIPT 5.SUPPORT SHAKTI. 6.MARKET LINKAGE FOR RURAL PRODUCTS 7.INDUSTRY ROLE IN BUILDING MARKET LINKAGES 8.SCOPE AND OPPORTUNITIES 9.LITERATRURE REVIEW 10.CONCLUSION 11.REFERENCES AND BIBLIOGRAPHY Introduction Rural products of India are unique, innovative and have good utility and values. Large number of these rural products (like handicraft items, food products, embroidery, clothes & other products) sustains a significant segment of the population in the rural areas. Several attributes of rural products can be identified, for which, it has a demand in the market. Out of the lots, ‘ethnic origin’ and ‘indigenous design & appearance’ are two traits of rural products, attracting a premium in the market. But, contrary to this, the non-uniformity of rural products (from one another) and lack of its quality control measures has been creating a negative demand. Besides, the small sized and dispersed...
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...CONTENTS 1.INTRODUCTION 2.PROJECT SHAKTI-ORGANIZATION NAME UNLEVEL PROBLEM AND SOLUTION 3.BENEFITS 4.HUL-PROJECT SHAKTI PRESENTATION TRANSCRIPT 5.SUPPORT SHAKTI. 6.MARKET LINKAGE FOR RURAL PRODUCTS 7.INDUSTRY ROLE IN BUILDING MARKET LINKAGES 8.SCOPE AND OPPORTUNITIES 9.LITERATRURE REVIEW 10.CONCLUSION 11.REFERENCES AND BIBLIOGRAPHY Introduction Rural products of India are unique, innovative and have good utility and values. Large number of these rural products (like handicraft items, food products, embroidery, clothes & other products) sustains a significant segment of the population in the rural areas. Several attributes of rural products can be identified, for which, it has a demand in the market. Out of the lots, ‘ethnic origin’ and ‘indigenous design & appearance’ are two traits of rural products, attracting a premium in the market. But, contrary to this, the non-uniformity of rural products (from one another) and lack of its quality control measures has been creating a negative demand. Besides, the small sized and dispersed production units of these rural products hinder realization of the economies of scale in marketing and result in high transaction costs per unit of output. Niche-based products have no local market. Products in local use are also not marketed horizontally; they often first travel down to market through a long chain of intermediaries and then up to more difficult locations...
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...of Wisconsin-Milwaukee, Milwaukee, WI 53201-0413, United States Received 26 March 2008; received in revised form 20 May 2008; accepted 22 May 2008 Abstract Objectives: Engagement at work has emerged as a potentially important employee performance and organizational management topic, however, the definition and measurement of engagement at work, and more specifically, nurse engagement, is poorly understood. The objective of this paper is to examine the current state of knowledge about engagement at work through a review of the literature. This review highlights the four lines of engagement research and focuses on the determinants and consequences of engagement at work. Methodological issues, as identified in the current research, and recommendations for future nurse-based engagement research are provided. Design: A systematic review of the business, organizational psychology, and health sciences and health administration literature about engagement at work (1990–2007) was performed. Data sources: The electronic databases for Health Sciences and Health Administration (CINAHL, MEDLINE), Business (ABI INFORM), and Psychology (PsycINFO) were systematically searched. Review methods: Due to the limited amount of research that has examined engagement among the nursing workforce, published research that included varying employee types were included in this review. The selection criteria for this review include those studies that were: (1) written in English and (2) examined engagement...
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...The healthcare industry has striven to advance the quality of care provided to patients for decades. Pursuing Magnet designation is a journey a hospital can take to acquire this level of excellence. The purpose of this paper is to explain an overview of components making up Magnet designation, the impact Magnet status has on change in healthcare and its organizations, and the benefits and challenges that go hand in hand. Overview of the Magnet Recognition Program The Magnet Recognition Program is not an award but a “performance-driven recognition credential” designed to achieve excellence in patient outcomes and satisfaction of nurses (Drenkard, 2010). Magnet Recognition is the highest and most prestigious distinction a healthcare organization can receive for nursing excellence and high-quality patient care. The Magnet program model organizes 14 Forces of Magnetism into five model components. The five model components are transformational leadership, structural empowerment, exemplary professional practice, new knowledge, innovation, and improvements, and lastly, empirical quality results. The first component, transformational leadership, identifies the need for more involvement with nursing in leadership roles. The second component, structural empowerment, provides an innovative environment where strong professional practice flourishes and relationships and partnerships develop among many types of community organizations. Exemplary professional practice, the third component...
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...people whose mental capacity is in doubt and people who do not have mental capacity. It provides a framework for making decisions on behalf of the individual. It tells us what to do if we are involved in the care, treatment, support of people aged 16 and over who lack mental capacity to make decisions. The Act states that everyone is assumed to make decisions for themselves unless shown otherwise. If it is not clear whether someone has the capacity to make a decision concerning a specific issue and assessment of their capacity should be carried out. The Mental Health Act 1983: The court of protection exists to safeguard the interests of anyone who is incapable by reason of mental disorder of managing and administrating their property and affair. Anyone found on medical evidence to meet these criteria is known as a patient. The courts duties are normally carried out by appointing a receiver for a patient. The Mental Health Act 1983 gives the court power to authorise virtually any transaction on behalf of a patient and to do whatever is necessary or expedient for the maintenance or benefit of a patient, their family and dependants. The Equality Act 2010: The Act covers nine protected characteristics, which cannot be used as a reason to treat...
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...coronary heart diseases, dyspepsia, migraines, sleep disturbances, bowel imbalance and Sarcopenia ( Fortin et al., 2007) Prevalence of multi morbidity varies across different parts of the world depending upon variance of population sample, age group of the society, advancement of health care monitoring systems and ethnic conditions. In developing countries like most of the Asian countries, rates of life expectancy are reported to increase due to advances is environmental and working conditions of the population. With the increase in life expectancy rates, the prevalence of coexistence of these diseases also steeply increases and is directly proportional (Akker et al., 1998). Further more, the prevalence of this clinical condition is more in developing countries when compared to that of developed countries due to increased percentage of vulnerable groups like young children, diseased and unattended patients and poor economical conditions (Valderas et al., 2009). The government of UK launched a initiative in collaboration with the NHS to effectively manage care for patients with long term conditions. The initiative was designed in 2005 and termed as NHS and social care model. According to this model, people will be toughly identified based on the intensity of the long term illness and care plan is designed according to the identified degree of illness. After identification, people are graded in groups based on intensity and a...
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...shortage has prompted health care systems to seek new strategies to attract and retain nurses. The growing evidence points to the shared governance model of management are as a possible strategy to improve productivity, nurse job satisfaction and nurse retention. There are different models of shared governance, but a clear relationship exists between nurse practice environment and higher retention rates. Research found long hours, and unsupportive practice environments contribute to high turnover rates. Here is a look at the evidence which promote the creation of a shared governance model for a positive practice environment and better retention rates. Shared Governance and Nurse Retention Introduction Shared governance models are being promoted as a plan to decrease nurse turnover, but there are many variable elements to the Shared governance model. True shared governance characteristics are a practice environment that has a process by which nurses take an active participatory role in the decisions of the hospital nursing practice. Most shared governance models are associated with Magnet status hospitals, but more and more hospitals are adopting this style of management without the designation. This is a relatively new concept because nursing in hospitals was paternalistic in the early years and nursing was more of an occupation than a career. Nursing is now a profession and in the hospitals with shared governance it has a professional practice model. Porter...
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...Global Issues | Gender Equality and Women’s Empowerment Gender equality is a human right,1 but our world faces a persistent gap in access to opportunities and decision-making power for women and men.2 Globally, women have fewer opportunities for economic participation than men, less access to basic and higher education, greater health and safety risks, and less political representation.2 Guaranteeing the rights of women and giving them opportunities to reach their full potential is critical not only for attaining gender equality, but also for meeting a wide range of international development goals. Empowered women and girls contribute to the health and productivity of their families, communities, and countries, creating a ripple effect that benefits everyone. The word gender describes the socially-constructed roles and responsibilities that societies consider appropriate for men and women.17 Gender equality means that men and women have equal power and equal opportunities for financial independence, education, and personal development 3 . Women's empowerment is a critical aspect of achieving gender equality. It includes increasing a woman's sense of self-worth, her decision-making power, her access to opportunities and resources, her power and control over her own life inside and outside the home, and her ability to effect change.4 Yet gender issues are not focused on women alone, but on the relationship between men and women in society.5 The actions and attitudes of men and...
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...The current issue and full text archive of this journal is available at www.emeraldinsight.com/0959-6119.htm IJCHM 23,6 The effects of employee empowerment on employee job satisfaction A study on hotels in Turkey Elbeyi Pelit School of Tourism and Hotel Management, Afyon Kocatepe University, Afyonkarahisar, Turkey 784 Received 22 April 2010 Revised 31 July 2010 8 October 2010 28 December 2010 18 February 2011 Accepted 26 February 2011 ¨ ¨ ¨ Yuksel Ozturk ¨ ¸ Faculty of Tourism, Gazi University, Golbası-Ankara, Turkey, and ¨ Yalcın Arslanturk ¸ ¨ ¸ Faculty of Commerce and Tourism Education, Gazi University, Golbası-Ankara, Turkey Abstract Purpose – The main objective of this study is to determine the impact of employee empowerment on job satisfaction. To serve this purpose, empowerment is taken into consideration as two dimensions – i.e. behavioral and psychological – and the effect of employee empowerment on the level of job satisfaction was examined by taking these two dimensions into consideration as a whole and separately. Design/methodology/approach – A questionnaire was employed in order to collect data on job satisfaction as well as behavioral and psychological empowerment. The data collected were analyzed through correlation and regression analyses. The study covered 1,854 participants employed at five-star hotels in Turkey. Findings – The findings suggest that the most positive aspects related to job satisfaction are relations with the colleagues...
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