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Research summary: Anxiety and Depression from Adolescence to Old Age in Autism Spectrum Disorder
Get PDF[Excerpt] Our team recently published a journal article reporting on a study that looked at the relationship between anxiety and depression, age, sex (male, female), and autism symptoms in autistic adults. So far there has been little research into mental health challenges such as anxiety and depression across the lifespan of autistic individuals. To inform and provide appropriate supports we need to better understand the challenges experienced by autistic individuals and looking at mental health across the lifespan can help us do that. It is also important to understand what factors can be related to good and poor mental health, so we can investigate that relationship and understand it
Risks and Risk Reduction for Shift Work, Long Hours of Work, and Sleep Deprivation
Get PDF[Excerpt] Today, only about 30% of employed Americans work during the daytime, 35 to 40 hours a week, five days a week, Mondays through Fridays. When people 8-hour rotating work shifts, with their associated tightly-packed schedule, shift workers work 400 more hours per year than those who work only 40 day-time hours.
Our circadian (“around the day”) rhythm is the result of our brain and body blending internal body cycles to be in sync with the external world. We are aware of the time of day; light/dark (day/night); mealtimes, traffic noise, and what everybody else is doing. There are separate high and low activity periods throughout the 24-hour day for our internal cycles of hormones, heart rate, body temperature, blood pressure, etc. Our body temperature drops to its lowest point around 3-4 AM, then rises slowly again at about 5-6 AM – this affects performance, activity, and alertness and is the most difficult time to stay awake and alert. About 10 – 20% of the population seem to naturally be “morning types” (“larks”) and “evening types” (“owls”). Morning types have a small swing between their body temperature maximum and minimum and seem to have more trouble adjusting to shift work than the evening types with a relatively large swing in body temperature.
While our systems can adjust without difficulty to small, gradual changes -- such as seasonal changes in day length – the abruptness of changing shifts causes our bodies to become temporarily and severely disorganized. Once disrupted, the body tries to adapt by re-synchronizing all the affected functions, but these take different amounts of time to reach the new rhythm. If the cycle is disrupted again before a new rhythm is in place, the body needs to adjust again. Moreover, work schedules may require sleeping during the day – this can be difficult with daylight and daytime noises – so people sleep fewer hours and are less refreshed. Sleep deprivation is a serious problem because we need sleep to accomplish important brain activities, some requiring a lot of energy and so can’t be done while we’re awake and using this energy to process sensory information. Most adults need about 8 hours of sleep, though the typical range is 6 to 10 hours. Unfortunately, you can’t make up a sleep debt, even if you try to sleep late on your days off
Preventing High-Pressure Injection Injury: A Hazard of Hydraulics and Pneumatics
Get PDF[Excerpt] A high-pressure injection injury involves air, fluid, or solids forced into the skin by high pressure. Typically these occur when we feel for leaks with our fingers, such as when air or hot hydraulic fluid is forced into the skin by high pressure from a leak in a high-pressure line. Another example is the painter using a paint gun with so high of a pneumatic pressure that it twisted around in his hand and injected paint and solvents into his abdomen. So many of these injuries happen in the hands and fingers when feeling for leaks, but there have been cases such as someone searching for leaks with the tongue (ouch!), or listening for leaks producing an injury into the side of the face, or being struck by a detached hydraulic hose whipping around in the air
Dandelion Curriculums and Roadmap - 1 Year (1 of 2)
No full textThe proposed Curriculum is designed to guide the Dandelion Support Team (Technical and ASC) through the implementation of the Dandelion Program. The related Roadmaps show the recommended sequence of process transformation initiatives, over a period of 12 months, based on business and IT priorities, effort, and learnings
What Will Recruitment Look Like in Five Years and What Will Be Different From Today?
Get PDF[Excerpt] Across most companies today, recruitment continues to follow the traditional model – hiring managers present lists of desired qualifications and responsibilities through job descriptions, applicants submit chronological summaries of their work experience, and recruiters review applications through the applicant tracking system to identify relevant skills and experience. In the next five to ten years, this model of recruitment will transform significantly.
There are many reasons for this. First, careers today are more lattice-like, and less linear. Individuals’ career paths are characterized by shorter tenures, stretch assignments, entrepreneurial endeavors, time off work to spend with family, and gig work. The recruitment process should change to account for these “jagged resumes”. Second, as automation, robotics, and Artificial Intelligence (AI) take over manual, repetitive tasks, the work left to be performed by humans will be more creative and strategic, less predictable, and more consequential to the business overall. The stakes of making the right hire will increase, and recruiting will become a defining differentiator. Already, demand for recruiting professionals is up 63% since 2016. Lastly, as companies prepare for the future of work, recruitment practices will need to change to match new trends and challenges. For example, 50% of millennials are already freelancing, and this number is expected to rise significantly. 43% of college Gen Z’s are eyeing an entrepreneurial future over traditional workplaces.
Given these broad trends, the future of recruitment will be marked by changes in three domains – recruitment technology, skills that companies recruit for, and the competencies of recruitment teams in the future
What is the Value and Impact of Coaching at all Levels in the Organization?
Get PDF[Excerpt] In the past coaching was nearly exclusively used for executive-level development, whereas coaching is currently approached as a more widespread intervention for various levels of employees within an organization. This application of coaching has developed over the past decade. The research on such coaching for talent management across the organization as it correlates to employee performance is fairly limited. Despite the limited research, several studies have shown that coaching to develop high potential employees (in addition to more traditional coaching aimed at executives) was successful, and yielded a return on investment. However, there are key factors that help define the best practices and added value of multi-level coaching within an organization
Ballston, Town of and Town of Ballston Highway Department Unit, International Brotherhood of Teamsters (IBT), AFL-CIO, Local 294 (2019)
Get PDFWCIRA Industrial Relations Audit Confidential Pre-Audit Questionnaire, circa 1979
Get PDFA questionnaire prepared for completion by the contracting organization prior to the WCIRA on-site audit of their Personnel/Industrial Relations program\u27s policies and procedures
How Can Organizations Promote Inclusion to Ensure That High Potential Diverse Talent Brings Engagement to Work?
Get PDF[Excerpt] This report explores strategies for organizations to build an enterprise-wide culture of inclusion, and specifically, support inclusion among diverse senior leaders
What Would be Some Ways to Promote a Learning Culture and Drive Employee Engagement in Continuous Learning?
Get PDF[Excerpt] To prepare for the fourth industrial revolution, many companies have noticed the importance of building a learning culture to promote continuous learning in the workplace. Our findings indicate several factors that make for more effective educational initiatives in the workplace. First, linking learning to formal performance reviews contributes to a culture of learning. Second, maximizing the availability and incentives of participating in informal learning opportunities foster a learning culture. Furthermore, the most effective learning programs are those that are ad hoc