Showing papers on "Team management published in 1984"
TL;DR: The registered dietitian works with the physician, nurse, and social worker to provide an integrated evaluation of nutrition history, feeding patterns, medical status, social situation, developmental level, and interactional qualities of the child with failure to thrive.
Abstract: A multidisciplinary team approach to treatment of failure to thrive in infancy and early childhood permits the simultaneous consideration of nutritional, medical, and psychosocial risk factors associated with this complex syndrome. The registered dietitian works with the physician, nurse, and social worker to provide an integrated evaluation of nutrition history, feeding patterns, medical status, social situation, developmental level, and interactional qualities of the child with failure to thrive. Nutritional management of failure to thrive emphasizes: (a) ongoing assessment of nutritional status and rate of catch-up growth, including regular collection of anthropometric measurements; (b) provision of energy and protein in amounts sufficient to meet requirements for catch-up growth; and (c) concrete, individualized nutrition instruction. Long-term follow-up at regular intervals in coordination with other members of the failure-to-thrive team provides the opportunity to reinforce nutrition instruction and to reassess and adapt meal plans to meet the growing child's changing nutritional needs.
22 citations
Journal Article•
8 citations
TL;DR: In this post-industrial period of human development, traditional organisational models and managerial styles are gradually being replaced by matrix or team management approaches as mentioned in this paper, and a major transition is underway in social systems from "disappearing bureaucracies" to emerging ad-hocracies.
Abstract: In this post‐industrial period of human development, traditional organisational models and managerial styles are gradually being replaced. They are inadequate and unproductive with the new knowledge workers. Therefore, a major transition is underway in social systems from “disappearing bureaucracies” to “emerging ad‐hocracies”. In these turbulent times, leaders facilitate the transcendence from past to futuristic operations by promoting matrix or team management approaches. Whether the strategy is called a project, task force, product or business systems team or ad‐hoc planning committee, work is organised around a “temporary” group that involves both permanent (functional) and impermanent lines of authority. Such endeavours at organisational alteration and design are bridges from the way we have been doing work to the way we will be conducting human enterprise in the decades ahead.
6 citations
TL;DR: Team management, as it applies to educational institutions, is not a passing fad as mentioned in this paper, rather, it is a viable, long- range alternative to autocratic models of organization.
Abstract: Team management, as it applies to educational institutions, is not a passing fad. Rather, say these writers, it is a viable, long- range alternative to autocratic models of organization.
1 citations
TL;DR: Unit managers do need formal supervisory training, but Quality circle training was deemed most appropriate, because it focuses on team management and the development of skills needed to handle interactions in team settings.
Abstract: Unit managers do need formal supervisory training. Training should focus on their approach to the decision making process as wel as their performance within it. Quality circle training was deemed most appropriate, because it focuses on team management and the development of skills needed to handle interactions in team settings.