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THE ROLE OF classroom educators has changed radically in recent years. Today's teachers navigate an entire student experience--integrating technology, building cultural understanding and supporting social-emotional learning, along with the accountability [...]

As the calendar flips to 2025, health care providers everywhere find themselves facing the perennial blend of promise and pressure that comes with a new year. Whether you're a nurse, [...]

When employing physician practices to support their efforts to deliver value-focused care, health systems should understand that building an effective physician enterprise depends, first and foremost, on their ability to [...]

In Four Thousand Weeks, Oliver Burkeman writes: "[T]he average human lifespan is absurdly, terrifyingly, insultingly short." If you live to be 80, you will have had about 4,000 weeks on [...]

One day this summer, I had been in the office a few hours when I was startled by a small human with Heelys shoes rolling past my desk. I turned [...]

The term happiness is somewhat elusive in nursing practice. Although simply defined as a state of well-being (Merriam-Webster, 2013), happiness is really a much more complex construct that is influenced [...], An intervention study evaluating the impact of journaling on nurse happiness was conducted with 91 medical-surgical nurses. No differences in general happiness, percentage of time happy, and gratitude were detected among groups although journaling was qualitatively described as meaningful.

Albeit not yet dramatically visible across all firms, practices, or geographical areas, there's a strengthening quality-of-life undercurrent in the profession. Men and women alike are increasingly refusing to adhere to [...]

The United States Postal Service started a quality of working life (QWL) program in 1992, featuring core sections on committed leadership, staff support and systems and structural support among others. Details on QWL challenges are discussed.

Readers ask us that question all the time. And we ask the people we write about the same thing. This first incarnation of the Fast Forward list is an attempt [...]

A review of the current trends in work-life balance between companies and unions is given. An evaluation of the types of philosophies and techniques being used to enhance work-life relations are given.

Article examines how to improve employees' quality of life (QOL) using behavioral strategies. Discusses the factors that improve QOL on the job and presents basic strategies for improving QOL.

This article suggests that many physical therapists are less concerned with a high salary than work policies that encourage a life balance and flexibility. Examples of 'life-friendly' policies are detailed, focusing on how employers can use these policies to retain employees, increase productivity, and boost morale.

Research examining ways of balancing work and life for senior employees is presented. Methods of flexible working are explored, including teleworking and the use of the Internet. Particular attention is given to flexibility in employment terms for working mothers.

My own idea of what makes for a good place to work is laughably simple: Pay a living wage or better; require about 30 hours of work a week; then [...]

A growing number of American workers are reassessing their lives and looking for meaning and passion in their work. The desire for a better quality of work life is being driven by a number of factors. These include longer working hours and, therefore, less time for personal fulfillment; widespread layoffs which offer opportunities for people dissatisfied with their old jobs to look for more satisfying work; the aging of the population, which has given rise to a more contemplative group of workers; and the entry into the workforce of younger workers who do not view work as the center of their lives. Companies should pay attention to this increased desire for meaningful work because employees satisfied with their work tend to become more creative, energetic and open-minded. Training professionals can contribute to this pursuit by helping workers find activities and environments that match their talents and values., The corporate chaos of the last few years has caused scores of employees to question what they really want out of life and work. Trainers may be able to help [...]

Today's workforce is expected to be leaner and to do 'more with less,' while juggling the ever-increasing demands of family life. Realizing that good workers are valuable assets, many companies have begun to develop and expand work/life strategies to address a diverse and dynamic set of employee needs. This article discusses some company experiences with work/life programs, helps organizations assess appropriate program design elements and available outside resources, and details how to avoid the natural obstacles to work/life program implementation.

One way in which employees can make their jobs more rewarding is to upgrade their skills. Other strategies include learning to work in teams, accepting responsibility, dressing appropriately for the job and avoiding gossiping. Workers can increase their productivity through regular exercise.

A number of general insurance agents participate in General Agents' Performance Groups to learn how to strike a balance between their business and personal lives. These small groups do not teach skill development, but aim to transform field managers into leaders. They enrich the lives of participating agents by enabling them to develop deep, personal relationships with their colleagues. The groups, convened by Lubbock, TX-based Claude Dollins and Assoc., provide an opportunity for general agents to meet with their peers in a nonthreatening environment where they can share experiences and ideas. This allows them to gain deeper knowledge of themselves and of one another. Aside from personal benefits, the performance groups also generate business results, as seen in the improved quality of people, personal life, work life and productivity in a number of insurance agencies.

There are good economic reasons why companies should work/life programs. These programs are no longer 'nice to do,' but are becoming an increasingly important tool for improving employee effectiveness at a time when employee loyalty is decreasing while employee mobility is increasing. Programs that are currently being offered by US companies can be classified into those that help workers to manage their physical and mental health, to care for their dependents, to achieve work flexibility, to save time, and to meet their financial needs at different stages in their lives. A recent Towers Perrin survey reveals work/life programs help boost employee loyalty, job satisfaction, productivity and perception that the company is a good place to work in., Are work/life programs providing demonstrated value to your organization? What initiatives could you offer that would? How do you know which programs your employees really want and need to help [...]

Unhealthy workplace environments can create stress, erode physical and mental health, and lower productivity. HR professionals like you must learn to recognize - and combat - these types of environments. [...]

A simple five-step program to improve one's orientation towards quality is presented. The program involves identifying key personality traits that can be enhanced to increase customer satisfaction. It also involves a critical and objective evaluation of one's performance and the development of personal improvement projects. A discussion of the key features of the program is presented.

The success of quality initiatives rests on how well its leaders communicate the program's goals to the rest of the organization. This is important because employee participation and commitment is necessary because employees are ultimately responsible for keeping quality standards in their jobs. Their input and involvement can be best assured through team briefing, 'walking' managers and feedback. Team briefing is a structured way of regularly communicating with employees through 30-minute talks with four to 15 individuals regarding their jobs. Some topics for discussion include progress, policies, people and areas for improvement or action. This must be supported by managers who regularly 'walk the job' and remain visible and in touch with the employees. Finally, consultative meetings after team briefings should be conducted to obtain employee feedback.

Improvements in the quality of work life (QWL) are achieved not only through external or structuralmodifications, but more importantly through improved relations between supervisors and subordinates. This was the intent of the Navy Public Works Center when it came out with the QWL Accord, which sought to obtain the commitment of concerned parties in establishing harmonious working relationships. The agreement also aimed to give industrial relations the properattention it deserves, since it is often neglected in favor of operational concerns.

In this day and age, the world always seems to be on the move. Many attorneys are forced to work long hours either to get ahead in their place of [...]

Adjustment to a new job can be less stressful for nurses. Fourteen tips to make the transition smoother and easier are presented. These include asking questions concerning specific situations that may be encountered during daily practice, being aware of the location of the station's policies and procedures handbook, and supplies, equipment, and treatment room, knowing the names of important individuals on the unit and being familiar with the unit's documentation system. It is also important to be prepared for emergencies, to keep a sense of humor at work, and to develop a spirit of unity with fellow nurses., Starting a new job is exciting but anxiety-inducing. The first few days are a seemingly endless blur of activity: meeting your nurse manager and colleagues, touring the unit, attending orientation, [...]

How can you help employees deal with grief and trauma in the workplace? This practical, quick-response model really works. 'John was catching a quick nap in his chair in the [...]

Tweak your job and love it So you survived the recession's pink-slip epidemic, but the economy's still too shaky for you to quit a job you don't like. What's your [...]