A fuzzy genetic algorithm for healthcare staff scheduling
- Mutingi, Michael, Mbohwa, Charles
- Authors: Mutingi, Michael , Mbohwa, Charles
- Date: 2013
- Subjects: Healthcare staff scheduling , Fuzzy-based genetic algorithm , Fuzzy sets
- Type: Article
- Identifier: uj:6172 , ISBN 978-93-82242-26-0 , http://hdl.handle.net/10210/13779
- Description: In the presence of multiple conflicting objectives and constraints, healthcare staff scheduling is complex. This research presents a fuzzy-based genetic algorithm (FGA) for handling multiple conflicting objectives and constraints common in healthcare manpower scheduling problems. Fuzzy set theory is used for genetic evaluations of alternative staff schedules by representing the fitness of each alternative solution as a fuzzy membership functions. The proposed FGA framework is designed to incorporate the often imprecise decision maker’s preferences and choices in terms of weights. The framework is also designed to provide a population of alternative solutions for the decision maker, rather than prescribe a single decision. It is anticipated that the FGA procedure forms a useful decision support tool for healthcare staff scheduling in a fuzzy environment with multiple conflicting objectives and constraints.
- Full Text:
- Authors: Mutingi, Michael , Mbohwa, Charles
- Date: 2013
- Subjects: Healthcare staff scheduling , Fuzzy-based genetic algorithm , Fuzzy sets
- Type: Article
- Identifier: uj:6172 , ISBN 978-93-82242-26-0 , http://hdl.handle.net/10210/13779
- Description: In the presence of multiple conflicting objectives and constraints, healthcare staff scheduling is complex. This research presents a fuzzy-based genetic algorithm (FGA) for handling multiple conflicting objectives and constraints common in healthcare manpower scheduling problems. Fuzzy set theory is used for genetic evaluations of alternative staff schedules by representing the fitness of each alternative solution as a fuzzy membership functions. The proposed FGA framework is designed to incorporate the often imprecise decision maker’s preferences and choices in terms of weights. The framework is also designed to provide a population of alternative solutions for the decision maker, rather than prescribe a single decision. It is anticipated that the FGA procedure forms a useful decision support tool for healthcare staff scheduling in a fuzzy environment with multiple conflicting objectives and constraints.
- Full Text:
A satisficing approach to home healthcare worker scheduling
- Mutingi, Michael, Mbohwa, Charles
- Authors: Mutingi, Michael , Mbohwa, Charles
- Date: 2013
- Subjects: Home healthcare staff scheduling , Fuzzy sets
- Type: Article
- Identifier: uj:6174 , ISBN 978-93-82242-26-0 , http://hdl.handle.net/10210/13781
- Description: The homecare worker scheduling problem is inundated with fuzzy and often conflicting goals, constraints and preferences. In such an uncertain environment, the decision maker needs to find a satisficing solution approach that takes into account the humanistic judgments and the conflicting nature of the goals. This paper proposes a fuzzy satisficing approach, based on fuzzy set theory, for addressing the homecare worker scheduling problem. The aim is to provide a satisficing approach that considers the management goals, the worker preferences, as well as the service quality as specified by the healthcare clients. By addressing the desired goals or preferences of the three players, (i) the management, (ii) the worker, and (iii) the client, the approach provides a more realistic, flexible and adaptable method for real-world healthcare staff scheduling in an uncertain environment.
- Full Text:
- Authors: Mutingi, Michael , Mbohwa, Charles
- Date: 2013
- Subjects: Home healthcare staff scheduling , Fuzzy sets
- Type: Article
- Identifier: uj:6174 , ISBN 978-93-82242-26-0 , http://hdl.handle.net/10210/13781
- Description: The homecare worker scheduling problem is inundated with fuzzy and often conflicting goals, constraints and preferences. In such an uncertain environment, the decision maker needs to find a satisficing solution approach that takes into account the humanistic judgments and the conflicting nature of the goals. This paper proposes a fuzzy satisficing approach, based on fuzzy set theory, for addressing the homecare worker scheduling problem. The aim is to provide a satisficing approach that considers the management goals, the worker preferences, as well as the service quality as specified by the healthcare clients. By addressing the desired goals or preferences of the three players, (i) the management, (ii) the worker, and (iii) the client, the approach provides a more realistic, flexible and adaptable method for real-world healthcare staff scheduling in an uncertain environment.
- Full Text:
Analysis organizational socialization impacts on employee performance and productivity at a South African financial company
- Moussavou, Grace, Mbohwa, Charles
- Authors: Moussavou, Grace , Mbohwa, Charles
- Date: 2013
- Subjects: Corporate culture , Sanlam
- Type: Article
- Identifier: uj:6180 , ISBN 978-93-82242-26-0 , http://hdl.handle.net/10210/13787
- Description: This paper is about organizational culture, and an analysis of this culture at a particular financial company. Any organization has its set of behaviors and norms that characterize it as the company it is. Its culture is what really identifies the category that each and every company fall into. A particular aspect of the culture has to do with the way employees at this company see this culture as it has an impact on them. Socialization is seen as the process by which a new employee adjusts to the culture within the organization. This research revolves around the issue of how employees at Sanlam perceive the type of culture that the company has, and then how they, in return, react to it.
- Full Text:
- Authors: Moussavou, Grace , Mbohwa, Charles
- Date: 2013
- Subjects: Corporate culture , Sanlam
- Type: Article
- Identifier: uj:6180 , ISBN 978-93-82242-26-0 , http://hdl.handle.net/10210/13787
- Description: This paper is about organizational culture, and an analysis of this culture at a particular financial company. Any organization has its set of behaviors and norms that characterize it as the company it is. Its culture is what really identifies the category that each and every company fall into. A particular aspect of the culture has to do with the way employees at this company see this culture as it has an impact on them. Socialization is seen as the process by which a new employee adjusts to the culture within the organization. This research revolves around the issue of how employees at Sanlam perceive the type of culture that the company has, and then how they, in return, react to it.
- Full Text:
Practices and problems : fixing loose ends in management shared services
- Maabe, Simon, Mbohwa, Charles, Mbecke, Paulin
- Authors: Maabe, Simon , Mbohwa, Charles , Mbecke, Paulin
- Date: 2013
- Subjects: Shared services (Management)
- Type: Article
- Identifier: uj:6156 , ISBN 978-93-82242-26-0 , http://hdl.handle.net/10210/13760
- Description: This paper is based on a study of nine business units in the Council for Scientific and Industrial Research (CSIR), South Africa focusing on their governance relationship with the Shared Services department(s). The focus of the paper is an extension on the unpublished Master degree research thesis conducted by Simon Maabe with the University of Johannesburg, on determining the extent to which collaboration through governance practices involving partnering with customers influences three separate aspects of Shared Services performance: structure, amplitude and delays. This paper proposes a conceptual model: Shared Services – Customer Integrated System (SSCIS) with hybrid top-down strategy. The SSCIS conceptual model intends to provide managerial insights to Shared Services departments to achieve their objectives as well as to improve customer relationship. Through an appropriate governance design, it is envisaged that the CSIR might be able to control critical factors, performance indices to maintain flexibility and robustness, and improve planning their governance based on the characteristic of the business units. This paper concurs with previous studies that Shared Services departments are most effective when they are serious about governance and incorporate critical elements such as service level agreements, customer service liaisons, and governance committees or boards. The paper concludes that getting governance right is an essential tool for Shared Services survival and growth.
- Full Text:
- Authors: Maabe, Simon , Mbohwa, Charles , Mbecke, Paulin
- Date: 2013
- Subjects: Shared services (Management)
- Type: Article
- Identifier: uj:6156 , ISBN 978-93-82242-26-0 , http://hdl.handle.net/10210/13760
- Description: This paper is based on a study of nine business units in the Council for Scientific and Industrial Research (CSIR), South Africa focusing on their governance relationship with the Shared Services department(s). The focus of the paper is an extension on the unpublished Master degree research thesis conducted by Simon Maabe with the University of Johannesburg, on determining the extent to which collaboration through governance practices involving partnering with customers influences three separate aspects of Shared Services performance: structure, amplitude and delays. This paper proposes a conceptual model: Shared Services – Customer Integrated System (SSCIS) with hybrid top-down strategy. The SSCIS conceptual model intends to provide managerial insights to Shared Services departments to achieve their objectives as well as to improve customer relationship. Through an appropriate governance design, it is envisaged that the CSIR might be able to control critical factors, performance indices to maintain flexibility and robustness, and improve planning their governance based on the characteristic of the business units. This paper concurs with previous studies that Shared Services departments are most effective when they are serious about governance and incorporate critical elements such as service level agreements, customer service liaisons, and governance committees or boards. The paper concludes that getting governance right is an essential tool for Shared Services survival and growth.
- Full Text:
Team development - applicability of the efficiencies and effectiveness of team development
- Mbohwa, Charles, Edward, Leona, Nicole
- Authors: Mbohwa, Charles , Edward, Leona, Nicole
- Date: 2013
- Subjects: Organizational effectiveness , Organizational change , Competition , Teams in the workplace
- Type: Article
- Identifier: uj:6165 , ISBN 978-93-82242-26-0 , http://hdl.handle.net/10210/13769
- Description: Organizations are under constant pressure due to the rapid changes in the external environment. Therefore, organizations are continuously striving to sustain their competitive advantage. Within the banking industry, being innovative is inadequate to support the company’s competitive advantage. No sooner Bank A introduces an innovative service offering, Bank B and C soon replicates this offering to satisfy and to retain their customers. Sustainable excellent service delivery is an imperative within this industry. Therefore, the focus of this study looks into team development to enhance productivity to achieve the organization’s objectives.
- Full Text:
- Authors: Mbohwa, Charles , Edward, Leona, Nicole
- Date: 2013
- Subjects: Organizational effectiveness , Organizational change , Competition , Teams in the workplace
- Type: Article
- Identifier: uj:6165 , ISBN 978-93-82242-26-0 , http://hdl.handle.net/10210/13769
- Description: Organizations are under constant pressure due to the rapid changes in the external environment. Therefore, organizations are continuously striving to sustain their competitive advantage. Within the banking industry, being innovative is inadequate to support the company’s competitive advantage. No sooner Bank A introduces an innovative service offering, Bank B and C soon replicates this offering to satisfy and to retain their customers. Sustainable excellent service delivery is an imperative within this industry. Therefore, the focus of this study looks into team development to enhance productivity to achieve the organization’s objectives.
- Full Text:
The impact of work design and stress on employees productivity at a call centre
- Mbadou, Angelina Fernande, Mbohwa, Charles
- Authors: Mbadou, Angelina Fernande , Mbohwa, Charles
- Date: 2013
- Subjects: Work design , Ergonomics , Call centers - Employees - Job stress , Labor productivity
- Type: Article
- Identifier: uj:6154 , ISBN 978-93-82242-26-0 , http://hdl.handle.net/10210/13758
- Description: Work design represents an arrangement in the workplace that has the objective of overcoming employee alienation and job dissatisfaction that come about from mechanical and repetitive tasks in the workplace. This is important in the call centre working environment where employees spend long hours seating and providing high concentration to work activities. This paper discusses the application of work design principles and its impact on employees in an organisation in order to improve the productivity of a call centre. Qualitative questionnaires, observations and interviews were applied to employees of the call centre with a focus on identifying design problems and main stressors at work. The findings in this research focus on the need to improve equipment, tools and the health of employees. The paper demonstrates how work design can have an influence on employees’ productivity and how it can increase stress levels.
- Full Text:
- Authors: Mbadou, Angelina Fernande , Mbohwa, Charles
- Date: 2013
- Subjects: Work design , Ergonomics , Call centers - Employees - Job stress , Labor productivity
- Type: Article
- Identifier: uj:6154 , ISBN 978-93-82242-26-0 , http://hdl.handle.net/10210/13758
- Description: Work design represents an arrangement in the workplace that has the objective of overcoming employee alienation and job dissatisfaction that come about from mechanical and repetitive tasks in the workplace. This is important in the call centre working environment where employees spend long hours seating and providing high concentration to work activities. This paper discusses the application of work design principles and its impact on employees in an organisation in order to improve the productivity of a call centre. Qualitative questionnaires, observations and interviews were applied to employees of the call centre with a focus on identifying design problems and main stressors at work. The findings in this research focus on the need to improve equipment, tools and the health of employees. The paper demonstrates how work design can have an influence on employees’ productivity and how it can increase stress levels.
- Full Text:
Ways to overcome employee resistance in change initiatives
- Freddy, Charles, Mbohwa, Charles
- Authors: Freddy, Charles , Mbohwa, Charles
- Date: 2013
- Subjects: Organizational change , Total quality management
- Type: Article
- Identifier: uj:6155 , ISBN 978-93-82242-26-0 , http://hdl.handle.net/10210/13759
- Description: Continuous change in leadership creates instability within the business, and more importantly uncertainty amongst employees, hence the reluctance by employees to readily accept change. There are a myriad of reasons for resistance to change. Change programs such as TQM are required within business to ensure that organisations seek continuous improvement in their operational capabilities. Total quality management refers to three main components, namely customer satisfaction; continuous improvement and employee involvement. This study focuses on the employee resistance to change initiatives as a critical component. The lack of employee involvement potentially results in resistance to change initiatives. In many instances employees will not easily adapt to change. It is therefore important to understand that inadequate or no employee involvement will be a waste of valuable resources for any organisation attempting to implement Total Quality Management initiatives.
- Full Text:
- Authors: Freddy, Charles , Mbohwa, Charles
- Date: 2013
- Subjects: Organizational change , Total quality management
- Type: Article
- Identifier: uj:6155 , ISBN 978-93-82242-26-0 , http://hdl.handle.net/10210/13759
- Description: Continuous change in leadership creates instability within the business, and more importantly uncertainty amongst employees, hence the reluctance by employees to readily accept change. There are a myriad of reasons for resistance to change. Change programs such as TQM are required within business to ensure that organisations seek continuous improvement in their operational capabilities. Total quality management refers to three main components, namely customer satisfaction; continuous improvement and employee involvement. This study focuses on the employee resistance to change initiatives as a critical component. The lack of employee involvement potentially results in resistance to change initiatives. In many instances employees will not easily adapt to change. It is therefore important to understand that inadequate or no employee involvement will be a waste of valuable resources for any organisation attempting to implement Total Quality Management initiatives.
- Full Text:
- «
- ‹
- 1
- ›
- »