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Inclusion criteria included working at the current workplace for at least 3 months, working at least 0. These criteria were used to exclude participants who may have altered their physical activity patterns mainly for health reasons, and those who may have had less exposure to the influence of the organisational environment, likely due to shorter job tenure or part-time working hours.
The contact person was asked to identify participants with predominately sedentary jobs, from different levels and areas of the organisation including a variety of job roles, representatives from varying management levels and occupational health and safety roles.
All participants provided written informed consent. Procedures Interviews were conducted from November to Januarywith each participant interviewed face-to-face during working hours by the first author NH. Prior to the interview, each participant completed a one-page questionnaire to collect demographic gender, age and work-related job title, FTE, tenure, management responsibilities information.
A semi-structured interview approach was used. The interview guides were developed with reference to an ecological model of sedentary behaviour [ 27 ], and informed by recent findings suggesting that workplace-delivered interventions are most successful if they address multiple influences on sitting, including intrapersonal, interpersonal, policy, and environmental physical and social factors [ 21 ].
Managers were also asked to consider the perceived impact of these factors on their staff. Interviews lasted approximately 25—30 min and were audio-recorded and transcribed verbatim. Table 2 Main questions used in the semi-structured interviews examples of prompt questions are in italics Introductory questions To start, could you please briefly tell me a bit about your role, including the types of tasks you do on a typical day?
Is your job predominately desk-based? Do many staff in your organisation have predominately desk-based jobs? Does your workplace provide staff with desks that are adjustable to enable them to move from a sitting to a standing posture? How satisfied are you with the proportion of time you spend sitting, standing and moving in the workplace?
Barriers and facilitators to reducing workplace sitting Thinking about your current job and the existing policies and procedures within your workplace, can you identify anything that would make it difficult for you to reduce how much time you spent sitting at work?
Thinking about the sorts of jobs that people do and the existing policies and procedures within your organisation can you identify anything that would make it difficult for staff to reduce how much time they spend sitting at work?
Can you suggest any way that your job could be altered to assist you to sit less and move more throughout the day?
Strategies to reduce workplace sitting Can you please tell me about any strategies your organisation has implemented that encourage workers to move more and sit less during the workday? Are you aware of any other strategies that people in your workplace might be able to use to reduce sitting time at work?
Productivity I am now interested to know whether you think these strategies would have any impact on productivity within your workplace?
In particular, do you think these would affect: Do you think there should be less or more priority given to reducing sitting time? Open in a separate window Analysis Thematic analysis was used to identify key themes from the interview data.
Two researchers NH, CB first undertook a process of familiarisation, reading and re-reading the transcripts. From these codes, overarching themes and subthemes were identified by each researcher and data relevant to those themes were congregated together.
At this point the two researchers came together to review and compare the coding frameworks, and come to consensus on the final themes and their definitions. Quotes were selected to characterise each theme and accompanied with unique participant codes, and the gender and age range of participants.
Descriptive statistics were calculated from the questionnaire data for demographics and self-reported sitting time, summarised by organisation.
Overall, there was equal representation of women and men, though representation varied across the worksites, reflective of the distribution within the respective worksites. A range of different job roles were represented including administration, human resources, project management, health and safety, finance, communications and telephone support.
Half of the staff had some management responsibilities. On average, participants reported sitting at work for 7.
Key themes Themes about the feasibility and acceptability of reducing workplace sitting time were grouped under three main areas: Barriers to reducing workplace sitting Three prominent sub-themes were identified relating to barriers to reducing workplace sitting: The nature of work The reliance on computers for the majority of work tasks was considered to be a major barrier to reducing sitting time.Please note that all such forms and policies should be reviewed by your legal counsel for compliance with applicable law, and should be modified to suit your organization’s culture, industry.
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