Occupational Stress in Healthcare During Covid 19

Several studies dedicated to the risk of work-related stress have already shown for some time that healthcare workers are subjected to multiple sources of stress. Recent literature has shown that the SARS CoV 2 pandemic has subjected healthcare workers in emergency/urgent departments and Covid −19 departments to work-related stress risk. In a Sicilian hospital, a sample of 50 health workers (25 men/25 women) was given the "INAIL questionnaire work-related stress risk” structured in 35 items to investigate 7 dimensions of occupational stress (1) Question, (2) Control, (3) Management support, (4) Support from colleagues, (5) Relationships, (6) Role, (7) Change. The results show in 27% of the sample a high level of occupational stress and in 62% an average level of occupational stress with little control and emotional exhaustion, especially in women. In conclusion, to avoid the chronicization of dysfunctional pictures, health institutions must provide staff with psychosocial support services to protect them from the risk of work-related stress. AD -, Messina, Italy ;, Messina, Italy

FlexiTeam: Flexible Team and Work Organization using Process-Oriented Case-Based Reasoning

During crises such as COVID-19, there is a need to adapt existing work processes and teams to the changing environment in a very flexible and dynamic way in many business and healthcare organizations. In this paper, we conceptualize the advances required for Process-Oriented Case-Based Reasoning to flexibly and dynamically organize human resources in a team and work processes. The novel contributions of this paper include an extended case representation to represent resources, profiles, and key performance indicators (KPIs) of processes, a query definition which covers the "context”, and an overall process to flexibly and dynamically organize work processes and human resources. We evaluate the FlexiTeam process using a cooking recipe casebase and analyze the quality of the retrieval using a quality measure. We also derive the research questions that need to be addressed to fully explore this approach and the specific difficulties involved in solving this problem. © 2022 Copyright for this paper by its authors. Use permitted under Creative Commons License Attribution 4.0 International (CC BY 4.0). CEUR Workshop Proceedings (CEUR-WS.org)

Work from Home Practices and COVID-19: Future Implications

Among several practices to maintain the Work Life Balance (WLB) in organizations is Work From Home (WFH). Started as an option for a specific employee population the practice currently has become the only option due to the COVID-19 pandemic. This paper assesses the viewpoints and the associated sentiments of the employees engaged in WFH practices. Quantitative analysis based on a self-administered questionnaire and qualitative analysis based on open-ended questions using frequency distribution, word cloud, and sentimental analysis indicate that although employees have favored WFH practices due to flexibility in working hours and increased productivity in terms of personal and some work-related activities, factors like reduced coordination and virtual interactions account for the negative sentiments.

An Agenda for Advancing Research and Prevention at the Nexus of Work Organization, Occupational Stress, and Mental Health and Well-Being.

Work characteristics and worker well-being are inextricably connected. In particular, the characteristics of work organization shape and perpetuate occupational stress, which contributes to worker mental health and well-being outcomes. Consequently, the importance of understanding and addressing connections between work organization, occupational stress, and mental health and well-being-the focus of this Special Issue-increasingly demand attention from those affected by these issues. Thus, focusing on these issues in the long-haul truck driver (LHTD) sector as an illustrative example, the purpose of this commentary is as follows: (1) to outline current research approaches and the extant knowledge base regarding the connections between work organization, occupational stress, and mental health; (2) to provide an overview of current intervention strategies and public policy solutions associated with the current knowledge base to protect and promote worker mental health and well-being; and (3) to propose a two-pronged agenda for advancing research and prevention for workers during the 21st century. It is anticipated that this commentary, and this Special Issue more broadly, will both echo numerous other calls for building knowledge and engaging in this area and motivate further research within complementary current and novel research frameworks.

The privatization of school administration in Brazil: digital control and corporate interests

The article analyzes the potential consequences of the digital platforms for the management work of regular education in public schools. The research corresponds to a year before the Coronavirus Pandemic, 2019, until 2021. Brazilian schools remained closed during 2020 and the first half of 2021, at least, in most states because of the coronavirus pandemic and, gradually, presential learning were resumed in the hybrid modality, meeting corporate and philanthro-capitalist interests. The investigation derives from documentary research in the programs of the 26 Brazilian state governments and the Federal District, digital technology companies and private organizations that influence government educational policies aiming at the adoption of their digital platforms, previously identified in another research. The argument is the introduction of private platforms in the pedagogical activities administration, expanded during the pandemic, constitutes a way for the privatization of school administration in accordance with the strategies of digital capitalism, in which identity and user access profiles become currency. In the same way, time and relationships – in this case, between teachers and students, schools, families and knowledge – are now mediated and "shaped” by a tool alienated from school routine, gradually assuming a protagonism in administration. For the analysis, the considerations were: the role assumed by the applications adopted in the school routine;the time of simultaneous and non-simultaneous interaction between teacher/student;and non-simultaneous working time within the scope of teaching hours. © 2023 Grupo de Investigacion FORCE. All rights reserved.

State of care for EU mobile workers' rights in the Dutch meat sector in times of, and beyond, COVID-19

PurposeWith a focus on the position of EU mobile workers in the Dutch meat industry, this article discusses the multi-level State efforts to enhance protection of workers who experienced limited protection of existing State and private enforcement institutions. The COVID-19 pandemic, with virus outbreaks at Dutch meat plants, fuelled public and political will to structurally improve these workers' precarious work and living conditions. Yet, the process of policy change is slow. The authors show it is the gradual transformation in the institutional environment that the State needs to counter to become more protective for EU mobile workers.Design/methodology/approachUsing the gradual institutional change approach and the concept of State ignorance, the authors examine State responses drawing on interviews with expert stakeholders in the public and private domain, public administration records and newspaper articles.FindingsThrough knowledge creation, boosted social dialogue mechanisms, enhanced enforcement capacity and new housing legislation, the Dutch State focuses on countering gradual institutional change through which existing institutions lost their effectiveness as protectors of EU mobile workers. The organization of work is, nevertheless, not (yet) fundamentally addressed with tighter public legislation.Originality/valueThe findings contribute to a more nuanced understanding of the role of the State as multifaceted actor in institutional change processes towards increased protection for EU mobile workers.

What Remains from Covid-19? Agile Software Development in Hybrid Work Organization: A Single Case Study

Context: The Covid-19 pandemic led to a comprehensive transformation of how organizations operate and people work. Many companies, especially in the software development area, sent their employees to work from home in order to contain the spread of the virus. Nowadays, after two years of the pandemic, the companies introduce new regulations concerning the work organization for their employees. We notice a high variety of work organization types in practice, like work from home, work from anywhere, onsite work or mixed approaches. While some organizations integrated approaches like work from anywhere, others specify rules for part-time organizations onsite and work from home. This situation leads to new challenges for agile software development teams, as the agile practices in use are originally designed for onsite work and focusing on social aspects like collaboration. Also, the adaptions of specific agile practices due to the remote work during Covid-19 by the teams may do not cover the new circumstances of hybrid (distributed) work settings, while some team members work from home, others onsite in the office. Method: We conducted a quantitative survey in two agile software development teams in one company operating in a work from anywhere setting. Results: The results of this study show that the team members prefer to work remotely in future. However, some team members also want to work one or two days per week onsite in the office. This heterogeneous preferences of the workplace will lead to hybrid work organization and thus, to new challenges and advantages for agile software development team members. Conclusion: Based on our results, we discuss the needs of agile software development teams working in hybrid settings concerning equipment in the office, new software tools supporting the agile approach in use and the adaption of agile practices. Furthermore, we provide practical implications related to the need for sustainable flexibility on employee side concerning selecting the workplace. © 2022 IEEE.

Pandemi, krisehåndtering og arbejdsliv

Da Mette Frederiksen lukkede ned for det danske samfund i midten af marts måned 2020 – som respons på den globale coronapandemi – var det en historisk uset grad af intervention på det danske arbejdsmarked, der medførte en næsten øjeblikkelig nedlukning for mange danske arbejdspladser både i det private og det offentlige. Det var på mange måder en usædvanlig beslutning, som fik store konsekvenser på stort set alle samfundsområder. Siden anden Verdenskrig, har der ikke været gennemført så pludselige og omfattende ændringer af arbejdsvilkår og arbejdets organisering med konsekvenser for de sociale relationer på arbejdspladser og for forholdene på arbejdsmarkedet mere generelt, som det skete under coronapandemien. I starten steg arbejdsløsheden voldsomt, og man indførte en række hjælpepakker til både virksomheder og lønmodtagere, som blev hjemsendt, f.eks. den såkaldte lønkompensation som skulle holde hånden under de ansatte i særligt udsatte brancher. Denne tilgang var ikke unik for Danmark. Alternate abstract:When Mette Frederiksen shut down Danish society in mid-March 2020 – in response to the global corona pandemic – it was a historically unprecedented degree of intervention in the Danish labor market, which led to an almost immediate shutdown of many Danish workplaces both in the private and the public sector. It was in many ways an unusual decision, which had major consequences in virtually all areas of society. Since the Second World War, there have not been such sudden and comprehensive changes to working conditions and the organization of work with consequences for social relations at workplaces and for conditions on the labor market more generally, as happened during the corona pandemic. At the start, unemployment rose sharply, and a number of aid packages were introduced for both companies and wage earners, who were sent home, e.g. the so-called wage compensation, which was supposed to hold the hand of the employees in particularly vulnerable industries. This approach was not unique to Denmark.

Ny arbejdslivsbalancer under corona-krisen – muligheder og udfordringer for ledelse og medarbejdere

Da Danmark lukkede ned i midten af marts 2020, skulle mange arbejdspladser på kort tid omstrukturere deres ledelse og samarbejde. Særligt distanceledelse var for mange ledere og medarbejdere en ny udfordring – og selv på arbejdspladser, hvor man fra tid til anden allerede havde arbejdet med virtuel ledelse og samarbejde, var det nyt at have virtuelle medier som det eneste ledelsesredskab. Når en altomfavnende krise manifesterer sig, bliver kvaliteter såvel som mangler i ledelse særligt tydelige. Corona-krisen har således været en prisme, hvorigennem vi kan betragte ledelse og arbejde i et nyt lys, og dermed også et værktøj, som kan bruges til at revurdere ledelse såvel som vores forståelse af arbejdets natur. Helt overordnet stiller vores erfaringer fra ledelse og arbejdsliv under corona spørgsmålstegn ved den traditionelle organisering af arbejdet, som stadig mange steder er bundet op på fysisk tilstedeværelse på arbejdspladsen. Spørgsmålet er, hvilke nye arbejdslivsbalancer, coronaen har åbnet muligheder for – og om der er faldgruber i de nye muligheder.Alternate abstract:When Denmark shut down in mid-March 2020, many workplaces had to restructure their management and collaboration in a short time. Distance management in particular was for many managers and employees a new challenge – and even in workplaces where from time to time you had already worked with virtual management and collaboration, it was new to have virtual media as the only management tool. When an all-embracing crisis manifests, qualities as well as deficiencies in leadership become particularly evident. The Corona crisis has thus been a prism through which we can view management and work in a new light, and thus also a tool that can be used to reassess management as well as our understanding of the nature of work. Overall, our experiences from management and working life during corona call into question the traditional organization of work, which in many places is still tied to physical presence at the workplace. The question is which new work-life balances the corona has opened up opportunities for - and whether there are pitfalls in the new opportunities.

Child protection social workers in Italy and the Covid‐19 challenges: Redefining services to support children and their families

During the Covid‐19 pandemic, social workers played an essential role in helping people understand what was happening and cope with new unforeseen difficulties, even carrying out new tasks and activities. Social workers were asked to redefine their work methods to maintain aid relationships with families. This reorganization was complex and challenging for child protection services. The paper will discuss the results of a qualitative research project aimed to describe the Italian child protection social workers' functions during the Covid‐19 pandemic. Three online focus groups were conducted with child protection social workers. These focus groups helped researchers explore the new organization of social workers' work in child protection services, which was aimed at maintaining their role and performing the new tasks they need to carry out to support families and children. Three main areas of discussion emerged from the qualitative analysis: (1) postponed and maintained activities;(2) remote work advantages and challenges;and (3) new professional learning.

Autonomy and Control in Mass Remote Working during the COVID-19 Pandemic. A Cross-Occupational Comparison

The global COVID-19 pandemic acted as an exogenous shock that forced organizations to adopt homeworking as a common form of work for many occupations. Drawing on a real-time cross-occupational qualitative survey, we first examined how compulsory homeworking affected workers' freedom to define and perform their tasks. Second, we analyzed how different forms of control developed under the new organization of work. Specifically, we studied how the outcomes varied by occupation and along the vertical division of labour. Our findings agree with those of labour process theorists who argue that personal, bureaucratic and technical forms of control complement each other, rather than being stages of a linear succession.

Staff experiences and the Covid-19 emergency in nursing homes

This article studies the experience of nursing home staff in Italy during the Covid-19 pandemic. The authors analysed the results of a focus group involving the operators of four RSA. This research uncovers the presence of opposing forces that have shaped organizational change: a) the need for constant teamwork vs the unavailability of some colleagues during the most acute phases of the emergency;b) the difficulty of reorganising work vs the coordination between nursing homes;c) the psychological fatigue vs the willingness to go beyond one's duties, d) the negative emotions (e.g. anxiety, fear, anger and helplessness) vs the positive emotions (willingness to carry out different shifts and teamwork). © 2022 Authors. All rights reserved.

Primary and Community Care Transformation in Post-COVID Era: Nationwide General Practitioner Survey.

Introduction: The health emergency caused by COVID-19 has led to substantial changes in the usual working system of primary healthcare centers and in relations with users. The Catalan Society of Family and Community Medicine designed a survey that aimed to collect the opinions and facilitate the participation of its partners on what the future work model of general practitioners (GPs) should look like post-COVID-19. Methodology: Online survey of Family and Community Medicine members consisting of filiation data, 22 Likert-type multiple-choice questions grouped in five thematic axes, and a free text question. Results: The number of respondents to the questionnaire was 1051 (22.6% of all members): 83.2% said they spent excessive time on bureaucratic tasks; 91.8% were against call center systems; 66% believed that home care is the responsibility of every family doctor; 77.5% supported continuity of care as a fundamental value of patient-centered care; and >90% defended the contracting of complementary tests and first hospital visits from primary healthcare (PHC). Conclusions: The survey responses describe a strong consensus on the identity and competencies of the GP and on the needs of and the threats to the PHC system. The demand for an increase in health resources, greater professional leadership, elimination of bureaucracy, an increase in the number of health professionals, and greater management autonomy, are the axes towards which a new era in PHC should be directed.

Autonomy and Control in Mass Remote Working during the COVID-19 Pandemic. A Cross-Occupational Comparison

The global COVID-19 pandemic acted as an exogenous shock that forced organizations to adopt homeworking as a common form of work for many occupations. Drawing on a real-time cross-occupational qualitative survey, we first examined how compulsory homeworking affected workers' freedom to define and perform their tasks. Second, we analyzed how different forms of control developed under the new organization of work. Specifically, we studied how the outcomes varied by occupation and along the vertical division of labour. Our findings agree with those of labour process theorists who argue that personal, bureaucratic and technical forms of control complement each other, rather than being stages of a linear succession. JEL classification: L23, M54, 033, J81.Alternate :La pandémie mondiale de COVID-19 a agi comme un choc exogène qui a forcé les organisations à adopter le télétravail comme une forme de travail courante pour de nombreuses professions. À cette date, des chercheurs avaient souligné l'écart entre la faisabilité technique du télétravail – atteignant en moyenne un tiers des emplois aux États-Unis et dans l'UE28 (Dingel et Neiman 2020, Sostero et al. 2020) – et son adoption pratique dans les organisations. Le passage massif au télétravail pendant la pandémie – en particulier dans des pays comme la France et l'Italie, qui ont tous deux connu un confinement généralisé pendant la première vague – a été l'occasion d'étudier le télétravail dans un éventail large et hétérogène de professions et de secteurs. À cette fin, le Joint Research Centre de la Commission européenne (basé à Séville) a financé une recherche qualitative inter-professionnelle en temps réel sur laquelle se base cet article. Tout d'abord, en nous appuyant sur des études qui attribuent la diffusion tardive du télétravail à la dialectique entre la latitude personnelle des travailleurs et le contrôle managérial, nous examinons comment le télétravail mandaté a affecté la latitude personnelle des travailleurs à définir et à exécuter leurs tâches. Nous identifions deux phases et arrangements temporaires différents de la dialectique entre la latitude personnelle des travailleurs et le contrôle managérial au cours de la période étudiée. Deuxièmement, nous analysons comment différentes formes de contrôle se sont développées dans le cadre de la nouvelle organisation du travail. Plus précisément, nous étudions comment ces développements varient en fonction de la profession et de la division verticale du travail. Nos résultats suggèrent une hybridation continue des formes de contrôle personnelles, techniques et bureaucratiques. Par conséquent, nous rejoignons les théoriciens du processus de travail qui soutiennent que les formes de contrôle personnel, bureaucratique et technique se complémentent mutuellement, plutôt que d'être des stades d'une succession linéaire et fonctionnaliste.

Teleworkers' job performance: a study examining the role of age as an important diversity component of companies' workforce

PurposeTeleworking seems to be the new future of the workplace. It has been widely adopted during the COVID-19 crisis, which has greatly influenced work organization conditions. This pandemic and its accompanying changes represent significant challenges for employees' performance, depending on their age if the study considers the physical and psychological vulnerabilities of older employees and their assumed or expected difficulties to cope with the new information and communication technologies (ICTs). This study aims at examining the direct effects of teleworking, and age on job performance (in-role). As well as analyzing the moderating effect of age on the relationship between teleworking and in-role job performance in times of crisis.Design/methodology/approachData were collected in Canada from 18 companies, with a sample of 272 employees. Multivariate regression and moderation regression analyses were performed using Stata 13.FindingsResults revealed that when teleworking, older age is associated with lower job performance and younger age is associated with higher job performance. Conversely, when working on-site, older age is associated with higher job performance, whereas younger age is associated with lower job performance.Practical implicationsFrom a practical perspective, these results highlight the importance of decision authority and recognition. As well as the presence of age disparities related to work arrangements. Managers need to adopt an inclusive approach and develop work arrangements that take into consideration employees' needs and ages. Some insights and practical recommendations are presented in this paper to support managers and human resource practitioners.Originality/valueStudies examining the in-role job performance of teleworkers and the effects of age are sparse. This study helps to expand research on human resources management, job performance and age.

Жизненный мир помогающей профессии в период пандемии: переосмысление символических границ

В статье представлены теоретические ракурсы рассмотрения символических границ в практике помогающей профессии, раскрытые и интерпретированные на основе анализа интервью с социальными работниками и маломобильными получателями услуг в трех российских городах. Авторы рассматривают уровни и свойства символических границ в отношениях, складывающихся в практике повседневности социальной работы под влиянием вызовов пандемии, когда усложняются противоречия повседневной практики, растут риски и уязвимость участников взаимодействий. Показано, что конструирование символических границ становится практической задачей, которую решают в своей трудовой рутине работники социальных служб. Жизненный мир социальных работников рассмотрен в триединстве представлений, опыта и средовых условий, рассматриваются реакции работников социальных служб на основные вызовы в период пандемии: рост барьеров в контактной и удаленной работе;противоречивость организационных нововведений;новые риски в условиях растущих потребностей и уязвимости клиентов;риски выгорания, управление эмоциями и стрессом. Показано, что изменения символических границ, ведущие к нарушению целостности профессиональной идентичности, требуют особых усилий «пограничной работы». По результатам анализа интервью выделено несколько типов пограничной работы: кристаллизация, закрытие, страдание, компромисс, нарушение, творчество.Alternate :The article presents the results of a qualitative study of symbolic boundaries in social work during the COVID‑19 pandemic revealed and interpreted in the narrative interviews with practitioners and service users in three Russian cities. The authors consider features of symbolic boundaries in relationships developing in the everyday life of social work under the influence of the pandemic challenges, when contradictions in everyday practice become more complicated, while risks and vulnerability of communication with the clients increase. It is demonstrated that the construction of symbolic boundaries becomes a practical task that social service workers solve in their work routine. The life world of social workers is considered in the triangle of views, experience, and environmental conditions. Social workers' responses to the main challenges during the pandemic are considered: the growing barriers in contact and remote work;inconsistency of organizational innovations;new risks in the face of growing needs and vulnerability of clients;burnout risks, emotion and stress management. It is shown that changes in symbolic boundaries, leading to a violation of professional identity integrity, require special efforts in boundary work. According to the results of the interview analysis, several types of boundary work are identified: crystallization, closure, suffering, compromise, violation, creativity.

Teleworking and the home office - The digital possibilities in work organization

Over the past two years, the coronavirus pandemic has brought major changes to our lives, including in the way we work. Organizations had to react quickly and swiftly to protect their employees - and their business continuity. One of the most common manifestations of this has been the increased use of home offices and teleworking, which would have been unthinkable without the achievements of digitalization in the past decades. © 2022 IEEE.

Fremmedgjort på hjemmekontor?

Under koronapandemien har nær halvparten av alle ansatte i Norge jobbet fra hjemmekontor. Hva skjer i en situasjon hvor mange arbeidstakere, som kanskje har lite erfaring med det å jobbe hjemmefra, sendes hjem med en datamaskin og kun ser kolleger og ledere i digitale møter? Formålet med denne artikkelen er å undersøke arbeidtakeres erfaringer med hjemmekontor, og om fremmedgjøring kan være et nyttig begrep for å forstå disse erfaringene. Vi studerer fremmedgjøring som mangel på autonomi og handlekraft, fragmentert identitet, manglende fellesskap og mening i arbeidet. Basert på 26 kvalitative intervjuer med arbeidstakere undersøker vi hvordan hjemmekontor som arbeidsorganisering former arbeidstakeres forhold til sitt arbeid, de sosiale relasjonene i arbeidet og den relasjonen de har til produktene av sitt arbeid. Vi finner at ansvaret for grensesetting og skjerming av arbeidstid og gjennomføring av oppgaver på hjemmekontoret i stor grad er individualisert. Denne individualiseringen av ansvaret kan av arbeidstaker oppleves som noe positivt i form av økt autonomi og fleksibilitet. I individualiseringen og fleksibiliteten kan det samtidig ligge en risiko for fremmedgjøring: en følelse av ikke å ha tilstrekkelig handlekraft for å gjøre en god jobb, at arbeidstiden flyter inn i fritiden, familietiden eller privatlivet og motsatt, en mangel på et fellesskap med kolleger og opplevd meningsløshet i jobben. Forståelsen av disse opplevelsene som fremmedgjøring, fremfor individuelle problemer med grensesetting, viser at fremmedgjøring fremdeles kan være relevant for å forstå utfordringer i dagens arbeidsliv.Alternate :During the corona pandemic, almost half of all employees in Norway worked from a home office. What happens in a situation where many employees, who may have little experience of working from home, are sent home with a computer and only see their colleagues and managers in digital meetings? The purpose of this article is to examine employeesʼ experiences working in a home office, and whether alienation can be a useful concept to understand these experiences. We study alienation as a lack of autonomy and agency, as fragmented identity, a lack of meaningful social relationships with colleagues and a decreased meaning of work. Through 26 qualitative interviews with employees, we study how the home office impact the work organization, employeesʼ relationship to their work, the social relations at work and the relationship they have to the products of their labor. We find that the responsibility for setting working hours and carrying out tasks in the home office is largely individualized. This individualization of responsibility can be experienced as increased autonomy and flexibility for the employee. At the same time, there may be an alienation risk: feeling that one does not have sufficient agency to do a good job, that working time flows into leisure time and vice versa, the lack of a sense of community with others, and perceived meaninglessness in the job. The understanding of these experiences as alienation, rather than individual problems, shows that alienation can still be relevant for understanding challenges in todayʼs working life.

Providing long‐term care: Options for a better workforce

Older people and their care workers have been disproportionately affected by the COVID‐19 pandemic. Many OECD Member countries have taken measures to contain the spread of the infection and improve the care workforce. Yet the health crisis is highlighting and exacerbating pre‐existing structural problems in the long‐term care (LTC) sector. In many OECD Member countries, recruiting enough workers in LTC remains a challenge and care workers experience difficult working conditions. Skills mismatch and poor integration with the rest of health care lie at the root of preventable hospital admissions even in normal times. Such challenges are likely to become ever more acute if no further action is taken given the speed of population ageing. Policies to improve recruitment and which also address retention through training, improvements in coordination and productivity, leveraging the effect of digital technologies, are needed.Alternate :Les personnes âgées et leurs soignants ont été touchés de manière disproportionnée par la pandémie de COVID‑19. De nombreux pays de l’OCDE ont pris des mesures pour empêcher la propagation de l’infection et augmenter le nombre de soignants. Néanmoins la crise sanitaire met en lumière et exacerbe les problèmes structuraux existants dans le secteur des soins de longue durée. Dans de nombreux pays membres de l’OCDE, le recrutement d’un nombre de travailleurs suffisants dans le domaine des soins de longue durée demeure un défi et les soignants ont des conditions de travail difficiles. L’inadéquation des compétences et une mauvaise intégration avec le reste des soins de santé donnent lieu à des hospitalisations évitables, même en temps normal. Compte tenu de la vitesse à laquelle la population vieillit, ces défis sont susceptibles de s’accentuer encore plus si aucune autre action n’est entreprise. Il est nécessaire de mettre en œuvre des politiques visant à améliorer le recrutement et permettant de maintenir les effectifs via la formation, des améliorations dans la coordination et la productivité, tout en tirant parti de l’effet des technologies numériques.Alternate :La pandemia de COVID‐19 ha afectado de forma desproporcionada a las personas de la tercera edad y sus proveedores de cuidados. Muchos países miembros de la Organización de Cooperación y Desarrollo Económicos (OCDE) han adoptado medidas encaminadas a evitar que la infección se propague y aumentar el número de proveedores de cuidados. A pesar de ello, la crisis sanitaria está poniendo de relieve y agravando los problemas estructurales existentes en el sector de los cuidados de larga duración. En muchos países miembros de la OCDE, la contratación de un número suficiente de proveedores de cuidados de larga duración sigue constituyendo un desafío y las condiciones de trabajo de dichos proveedores son complejas. Incluso en circunstancias normales, se registran hospitalizaciones evitables debido a competencias inadecuadas y a la escasa integración con el resto del sistema de atención de salud. Habida cuenta de la velocidad a la que envejece la población, es probable que estos problemas se agraven si no se adoptan medidas al respecto. Se precisan políticas que tengan por objetivo mejorar la contratación y abordar la retención mediante programas de formación, mejoras en materia de coordinación y de productividad, e iniciativas de aprovechamiento de las tecnologías digitales.Alternate :Ältere Menschen und ihre Pflegekräfte sind von der COVID‐19‐Pandemie unverhältnismäßig stark betroffen worden. Viele OECD‐Mitgliedstaaten haben Maßnahmen ergriffen, um die Ausbreitung der Infektion einzudämmen und das Pflegepersonal zu fördern. Die Gesundheitskrise verdeutlicht und verschärft jedoch bereits bestehende strukturelle Probleme im Langzeitpflegebereich. In vielen OECD‐Mitgliedstaaten ist es nach wie vor eine Herausforderung, genügend Arbeitskräfte für die Langzeitpflege zu finden, und die Arbeitsbedingungen für Pflegekräfte si d schwierig. Ein Qualifikationsdefizit und eine unzureichende Einbindung in die übrige Gesundheitsversorgung sind die Ursache für vermeidbare Krankenhauseinweisungen selbst in normalen Zeiten. Diese Herausforderungen werden wahrscheinlich immer akuter werden, wenn angesichts der raschen Alterung der Bevölkerung keine weiteren Maßnahmen ergriffen werden. Es bedarf Strategien zur Verbesserung der Personalrekrutierung und der Personalbindung durch Fortbildung, Verbesserung der Koordinierung und der Produktivität unter Nutzung der Wirkung digitaler Technologien.Alternate :Пандемия COVID‑19 оказала неравнозначное влияние на пожилых людей и персонал по уходу за ними. Многие страны‐члены ОЭСР принимают меры, чтобы контролировать распространение инфекции и улучшать качество рабочей силы в сфере ухода. Однако кризис в области здравоохранения выдвигает на первый план и усугубляет ранее существовавшие структурные проблемы в области долгосрочного ухода (ДУ). Во многих странах‐членах ОЭСР найм достаточного количества работников для ДУ остаётся проблемой, а сами работники в сфере ухода имеют тяжёлые условия труда. Даже и в обычные времена несоответствие навыков и плохое взаимодействие с остальными службами здравоохранения лежат в основе предотвратимых госпитализаций. Учитывая скорость старения населения, такие проблемы, вероятно, ещё сильнее обострятся, если в дальнейшем не будут приниматься соответствующие меры. Необходимы меры по улучшению ситуации с набором персонала, а также по удержанию работников посредством тренингов, улучшения координации работы и продуктивности, эффективного использования цифровых технологий.Alternate :老年人及其照护工作人员遭受了新冠肺炎大流行病不成比例的影响。许多经合组织成员国已采取措施控制感染传播并改善照护人员队伍。然而, 这场健康危机正凸显并加剧长期照护部门业已存在的结构性问题。在许多经合组织成员国, 招聘足够的长期照护工作人员仍然是一项挑战, 照护人员也面临着艰难的工作条件。即使在正常情况下,可避免入院问题的根源在于技能不匹配以及与其他卫生健康部门的整合不力。鉴于人口老龄化速度, 如不采取进一步行动, 这些挑战可能会变得更加严峻。需要制定政策来改善招聘, 并通过培训、改善协调和生产力以及利用数字技术成果来留住人才。Alternate :تأثر كبار السن والعاملين في مجال رعايتهم بشكل غير متناسب بجائحة كوفيد‐19. واتخذت العديد من البلدان الأعضاء في منظمة التعاون والتنمية في الميدان الاقتصادي ، لا يزال توظيف عدد كافٍ من العاملين في مجال الرعاية طويلة الأمد يمثل تحديًا ويواجه العاملون في المجال ذاته ظروف عمل صعبة. ويكمن عدم تطابق المهارات وضعف التكامل مع بقية جوانب الرعاية الصحية في أساسمنظمة التعاون والتنمية في الميدان الاقتصاديتدابير لاحت٠اء انتشار العدوى وتحسين القوى العاملة في مجال الرعاية. ومع ذلك، فإن الأزمة الصحية تسلط الضوء على المشاكل الهيكلية الموجودة مسبقًا وتؤدي إلى تفاقمها في قطاع الرعاية طويلة الأمد. وفي العديد من البلدان الأعضاء في الإستشفاءات التي يمكن الوقاية منها، حتى في الأوقات العادية. ومن المرجح أن تصبح مثل هذه التحديات أكثر حدة إذا لم يتم اتخاذ مزيد من الإجراءات بالنظر إلى سرعة شيخوخة السكان. وهناك حاجة إلى سياسات لتحسين التوظيف والتي تتناول الاستبقاء من خلال التدريب، وتحسين التنسيق والإنتاجية، والاستفادة من تأثير التكنولوجيات الرقمية.Alternate :Os idosos e seus profissionais de saúde foram desproporcionalmente afetados pela pandemia de Covid‐19. Muitos países membros da OCDE tomaram medidas para conter a propagação da infecção e melhorar a mão de obra assistencial. No entanto, a crise da saúde está destacando e agravando os problemas estruturais preexistentes no setor de cuidados de longa duração (LTC). Em muitos países membros da OCDE, o recrutamento de trabalhadores suficientes para LTC continua sendo um desafio e os profissionais de saúde vivenciam condições de trabalho difíceis. A incompatibilidade de competências e a integração deficiente com o restante dos cuidados de saúde estão na raiz das internações hospitalares evitáveis, até mesmo em tempos normais. Esses desafios provavelmente se tornarão cada vez mais intensos se nenhuma ação adicional for tomada, considerando‐se a velocidade do envelhecimento da população. Há necessidade de políticas para melhorar o recrutamento e que também abordem a retenção por meio de treinamento, melhorias na coordenação e na produtividade, aproveitando o efeito das tecnologias digitais.

Gestión administrativa durante la Covid-19 en los colaboradores de las municipalidades en Perú

Esta investigación es importante porque la gestión administrativa en todos los niveles del sector público se tornó afectada desde la aparición del coronavirus, puesto que no se tenía un plan de contingencia para afrontar la emergencia dada a nivel nacional, de tal manera que los empleados se vieron afectados por la pandemia, tanto en lo laboral como familiar, por lo que este estudio sirvió para analizar la gestión administrativa que ejercen las municipalidades en Perú en sus trabajadores durante la Covid-19. El tipo de investigación es descriptiva, de diseño no experimental, transversal, de enfoque cuantitativo;para el recojo de la información se utilizó la encuesta y el cuestionario tipo escala de Likert, de manera virtual, teniendo en cuenta el escenario de pandemia. La población fue de más de 200.000 empleados municipales de Perú, cuya muestra estuvo constituida por 384 casos, mediante el muestro no probabilístico, intencional, por conveniencia. Los resultados demostraron adecuados niveles en las dimensiones planificación laboral, organización, dirección y control, con el 54,7% de conformidad;mientras que el 32,2% expresan su desacuerdo y el 13,1% mostraron indiferencia;en conclusión, el mayor porcentaje de empleados está de acuerdo en que hay una adecuada gestión administrativa.Alternate :This research is important because the administrative management at all levels of the public sector has been affected since the appearance of the coronavirus, since there was no contingency plan to deal with the emergency given at the national level, in such a way that the employees were affected by the pandemic, both in terms of work and family, so this study served to analyze the administrative management that municipalities in Peru exercise in their workers during Covid-19. The type of research is descriptive, with a non-experimental, cross-sectional design, with a quantitative approach;For the collection of information, the survey and the Likert scale questionnaire were used, virtually, taking into account the pandemic scenario. The population was more than 200,000 municipal employees of Peru, whose sample consisted of 384 cases, through non-probabilistic, intentional, convenience sampling. The results showed adequate levels in the dimensions work planning, organization, direction and control, with 54.7% of conformity;while 32.2% express their disagreement and 13.1% showed indifference;In conclusion, the highest percentage of employees agree that there is adequate administrative management.