Sentences with phrase «organizational models as»

After attaining a Masters in Arts Administration & Policy, (SAIC 2014) his present focal point is to develop his creative practices while exploring alternative organizational models as a means to encourage collaboration and activism within the arts.

The Symposium completed its work at a subsequent meeting in Chicago on August 5, 2000 which followed the same organizational model as the February 2000 meeting.

Not exact matches

McChrystal still marvels at JSOC's old organizational hierarchy as a model of order, with groups operating in silos and a chain of command to communicate.

Tyler Macmillan, interim organizational director for the San Francisco Community Land Trust, says that while a new startup such as Zeus probably does not have a perceptible impact on the local rental markets, its business model has the potential to cause problems.

While direct revenue options have been traditionally thought of as part of the media company model, indirect revenues fall under the approach known as content marketing, or creating content and building relationships with audiences to fund organizational business goals.

There's «a dire need» for organizational models — in business as in other fields — that aren't driven by the bottom line, Strickler explains to me.

«Everybody, as far as I know, in the reproductive health and women's organizational movement recognizes we're not going back to that failed model,» Krueger said.

«Using the socio - ecological model as a guiding framework, this study explores the individual, interpersonal, organizational, community, and policy factors that impede and facilitate the transition from residential substance abuse treatment from the perspectives of individuals with SUDs who are anticipating discharge from treatment.»

Some institutes are already applying new organizational methods by combining the expertise and interests of faculty members and experienced staff scientists (also known as research scientists).1 This model allows staff scientists to lead ambitious projects while also working collaboratively with PIs, advancing complex projects that could not be accomplished otherwise.

But in 1939, Joseph Schumpeter, one of the most influential economists of the twentieth century, defined innovation as the thing that happens when firms figure out how to transform inventions into constructive changes in their business model: in products, processes and organizational design.

See the book in which 70:20:10 is described as a reference model aimed at strengthening L&D in the world of organizational learning and expanding services with measurable business impact.

As a result, their «next - gen» model proved less efficient than their competition's; DEC's attempt at a 2.0 product was limited to the organizational structure and imagination of 1.0 teams.

Give students clear instructions for procedures, projects, or class transitions as you model organizational structure.

For Palfrey, rethinking staff needs meant completely dismantling the Harvard Law Library organizational chart, asking a team of staff to create a new organizational model and work design — with an eye on digital — and then asking every staff member to indicate in which new unit they wanted to work, as the first step to job reassignment.

When used together, the Marzano models achieve a tightly coupled organizational structure with an emphasis on measurable student achievement as supported by data.

She has developed, expanded and sustained this innovation from different organizational spheres: as the first Escuela Nueva National Coordinator, Director of Distance Education in Javeriana University, ViceMinister of Education of Colombia, UNICEF's Regional Education Adviser for the LAC region and now, from Fundación Escuela Nueva, a nonprofit she founded in 1987 to ensure the quality and sustainability of the Escuela Nueva model in Colombia and abroad, and to further adapt its proven, cutting - edge pedagogy to new contexts and populations.

It offers a conceptual model for understanding the decisions that LEFs make as they go about shaping both organizational identity and an approach to their work.

As with Success Academy, the KIPP mission statement begins with a focus on the success of the business model, and only refers to students for their usefulness in helping KIPP meet its organizational goals — emphasizing the competitiveness of the world those children are about to enter.

Employees are expected to adhere to all organizational policies and to act as role models, demonstrating American Humane's core values:

As LACMA employees, Booker and Fergerson used LACMA councils associated with curatorial departments as an organizational model for the newly founded grouAs LACMA employees, Booker and Fergerson used LACMA councils associated with curatorial departments as an organizational model for the newly founded grouas an organizational model for the newly founded group.

Since 2012, Tallant has transformed Liverpool Biennial by expanding its organizational model to include and prioritize ongoing research, education and production, developing a creative community, and building the city as a place of artistic experimentation.

The Accelerator will help to: advocate for changes in public and private - sector policy to support and empower women to engage in all levels of energy services delivery; connect women working in energy services delivery with others who can help build their capacity, mentor them, or serve as role models; and connect businesses with best practices in organizational policy and female representation across both management and workforce to each other, and to those who seek to improve performance.

Architecture 2030 is listed in the top three organizations for «sustainability qualifications and certifications for projects / buildings», and in the top five as «sustainable design organizational role models».

We therefore can conceptualize organizational culture as an additional component to our model within which the others are nested:

If the future of legal services is the platform model, it will be interesting to see whether the big winners are startups (as has been the case in other industries) or if it will be existing firms through massive organizational change.

But I tend to think the organizational model per se isn't the problem so much as the fact that many lawyers seem incapable of letting other professionals do their jobs without interference or second - guessing.

There are various off - shoots of this concepts, such as Dynamic Enterprise Modeling (DEM) and Dynamic Organizational Modeling.

Resume samples in the field make display of skills such as mentoring, leadership, being able to serve as a role model, detail orientation, organizational skills, work prioritization, time management, and computer competences.

PA Reps for staff development and growth opportunities * Plan, assign, and direct work, appraise performance, reward and discipline employees, address complaints and resolve problems within the team * Assist in the hiring process * Assist in the preparation of performance reviews * Deliver performance reviews in conjunction with the Prior Auth Manager * Meet monthly with each staff member to go over performance status * Assist with training as needed * Lead weekly Team meetings with staff to keep them informed of changes to policy and procedures and corporate communications * Meet with the Prior Authorization Management team weekly to report on clinical call center performance and personnel issues Required Qualifications: * High School Diploma or equivalent * Current and unrestricted Pharmacy Technician license * 2 years» experience supervising Pharmacy Technicians in a Call Center environment * Prior Authorization experience * Knowledge of the Pharmacy Benefit Management and / or Health Insurance * Knowledge of Call Center industry through work experience and as obtained through related courses * Proficient in Microsoft Word and Excel Preferred Qualifications: * Bachelors» Degree * PBM experience * National Pharmacy Technician Certification Required Competencies: * Must have strong leadership and problem solving skills * Strong written and verbal communication skills * Strong interpersonal skills * Ability to effectively present information and respond to questions from groups of associates, managers and clients * Ability to comprehend ACD statistical reporting and apply it to the operation of the department * Ability to interpret a variety of instructions furnished in written, oral, diagram or schedule form * Ability to maintain a high level of consistency while working with team members * Ability to recognize the needs of the staff, heighten morale, and decrease stress and burnout * Ability to understand what style of conflict resolution is best suited for a particular situation * Ability to determine the needs of each individual team member and assist them in achieving set goals * Demonstrate a clear understanding of company and client confidentiality * Excellent organizational skills * Exemplary coaching / motivational skills at both an individual and team level * Adaptable and able to move with change while maintaining a positive attitude and strong role model for the Team.

¥ Admirable experience planning managing and implementing various civil projects ¥ Adept at preparing detailed financial models and budget forecasts ¥ Sound knowledge of local codes and industry standard construction guidelines ¥ Solid ability to obtain Department of Defense clearance as necessary ¥ Impressive ability to inspire team members and coordinate efforts ¥ Superlative written and verbal communications skills ¥ Strong organizational skills

Wilmar Schaufeli, Professor of Work and Organizational Psychology at Utrecht University in The Netherlands, described the deficit model as it currently plays out in the occupational health psychology field.

(a) Document a minimum of twenty - four hours of academic preparation or board approved continuing education coursework in counselor supervision training including training six hours in each area as follows: (i) Assessment, evaluation and remediation which includes initial, formative and summative assessment of supervisee knowledge, skills and self - awareness; components of evaluation e.g. evaluation criteria and expectations, supervisory procedures, methods for monitoring (both direct and indirect observation) supervisee performance, formal and informal feedback mechanisms, and evaluation processes (both summative and formative), and processes and procedures for remediation of supervisee skills, knowledge, and personal effectiveness and self - awareness; (ii) Counselor development which includes models of supervision, learning models, stages of development and transitions in supervisee / supervisor development, knowledge and skills related to supervision intervention options, awareness of individual differences and learning styles of supervisor and supervisee, awareness and acknowledgement of cultural differences and multicultural competencies needed by supervisors, recognition of relational dynamics in the supervisory relationship, and awareness of the developmental process of the supervisory relationship itself; (iii) Management and administration which includes organizational processes and procedures for recordkeeping, reporting, monitoring of supervisee's cases, collaboration, research and evaluation; agency or institutional policies and procedures for handling emergencies, case assignment and case management, roles and responsibilities of supervisors and supervisees, and expectations of supervisory process within the institution or agency; institutional processes for managing multiple roles of supervisors, and summative and formative evaluation processes; and (iv) Professional responsibilities which includes ethical and legal issues in supervision includes dual relationships, competence, due process in evaluation, informed consent, types of supervisor liability, privileged communication, consultation, etc.; regulatory issues include Ohio laws governing the practice of counseling and counseling supervision, professional standards and credentialing processes in counseling, reimbursement eligibility and procedures, and related institutional or agency procedures.

The first step for organizations interested in implementing the Parents as Teachers evidence - based home visiting model is to review the Essential Requirements and to assess and review their community and organizational context, including but not limited to community needs, relationships, funding sources, staffing, and capacity.

The Board serves as principal fiduciary and wise steward of RIAIMH resources, creates guiding goals and policies, maintains the highest ethical standards, and models our organizational values.

There are pre-implementation materials to measure organizational or provider readiness for Parent Management Training - Oregon Model (PMTO ®) as listed below:

Schermer, V.L, & Rice, C. (2013) Introduction: Group Psychotherapists as Organizational Consultants: Diverse Contexts, Models, and Approaches, International Journal of Group Psychotherapy, 63:2, 147 - 150,

Implications for general and specific models of attachment as organizational constructs and attachment as a predictor of coping with interpersonal and non-interpersonal stressors are discussed.

At an organizational level, modelling work undertaken as part of the UK Foresight study on Mental Capital and Well - being suggests that substantial economic benefits that could arise from investment in stress and well - being audits, better integration of occupational and primary health - care systems and an extension in flexible working hours arrangements (Foresight Mental Capital and Wellbeing Project, 2008).

Prior to co-founding MoveSnap, Reuven spent 15 + years as a senior executive helping fortune 500 companies innovate and evolve their business models and organizational culture.