• Journal of Korean Academy of Nursing Administration
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• v.6 no.3
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• pp.333-345
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• 2000

The health care environment becomes more competitive every day. It has fallen to nurse managers - from vice presidents of patient care to nurse managers and their assistants - to recruit and develop a workforce that successfully meets the needs of both patients and the organization. This means employees who demonstrate advanced critical thinking skills, creative problem solving, and sound decision making skills combined with clinical skills and patient advocacy. The environment which nurse managers create and the way they relate to their workforce, are pivotal to organizational viability. Especially leadership of first -line nurse managers contributes to the success of their organizations. First-line nurse managers are deserved to be one of the most administrative supervisors through the middle stratum in a hospital organization as being a manager in the field service if assessed from the overall aspects of hospital, as being an interim managers in the nursing department as well as being a supreme supervisor in a unit in terms of an organizational structure in the hospital. Similarly, as a compete leader, the first-line nurse managers have not only a professional which is qualified to perform a role of appropriate coordination with medical staff and key personnel but also hold an important key position a being responsible for performing his or her given role. The first-line nurse manager is expected to manage human and fiscal resources in ways not required before. While an identified need for well-prepared first-line nurse manager continues to plague the profession, first-line nurse managers often have difficulty providing the leadership required. The need leadership training to function effectively in their positions. But we hardly find a useful leadership training program for first-line nurse managers, therefore the purpose of this study was to developed the leadership training program for them. The steps of leadership program development were below: 1st step, 2 studies were done before develop a leadership program. One was done to ask to first-line nurse managers what they want to learn through leadership training, the other one was to ask the staff nurses what their opinions are for their first-line nurse managers leadership. 2nd step was searching other leadership programs contents. The results of this study were below: The total amount of hours is 24. Leadership training program contents are : Future of nursing profession (210min), understanding basic factor's of leadership and leadership theories(310 min), self understanding as first- line nurse managers(320 min), basic principle and practice of interpersonal relationship(210 min), assertiveness training, conflict management (180min), and group study(210min). This is challenging time to be a leader, especially in nursing. As nurse managers look toward the new millennium, it seems as through the same struggles are ahead that are behind. So nurse managers need to embrace change with a positive attitude. They need to demonstrate risk taking and support it in their staffs. All these things are possible that after they participate the leadership training program.

• International Journal of Internet, Broadcasting and Communication
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• v.12 no.3
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• pp.171-176
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• 2020

This paper presents an implementation of a gesture recognition platform that can be used in a factory workplaces. The platform consists of signages that display worker's job orders and a control center that is used to manage work orders for factory workers. Each worker does not need to bring work order documents and can browse the assigned work orders on the signage at his/her workplace. The contents of signage can be controlled by worker's hand and arm gestures. Gestures are extracted from body movement tracked by 3D depth camera and converted to the commandsthat control displayed content of the signage. Using the control center, the factory manager can assign tasks to each worker, upload work order documents to the system, and see each worker's progress. The implementation has been applied experimentally to a machining factory workplace. This flatform provides convenience for factory workers when they are working at workplaces, improves security of techincal documents, but can also be used to build smart factories.

• Culinary science and hospitality research
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• v.20 no.5
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• pp.101-105
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• 2014

The topics of leadership and culture have attracted substantial interest from both academics and practitioners. This study examines the effects of leadership styles and national culture on affective commitment in samples of the restaurant employees in US. In detail, this study examines how employees evaluate their leaders with different national cultures and the ways in which cultural similarity influences employees' affective commitment. The findings suggest that participative leadership style and supportive leadership style have effects on affective commitment but instrumental leadership style does not. In addition, the findings show that employees evaluate differently leaderships of their leaders with different national culture. Finally, in order to increase the employees' affective commitment, it is recommended for managers to employ supportive leadership style toward employees of different national cultures. Participative leadership style is more effective when a manager is familiar with his or her employees' national culture.

• Journal of Korean Institute of Industrial Engineers
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• v.20 no.3
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• pp.65-77
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• 1994

There are so many situations in which production schedules need to be rescheduled, due to the uncertainty or dynamic characteristics existing in manufacturing environment. Under the circumstances, it is necessary to build a system which helps a schedule manager understand the dynamic situations and reflect his insight into the system easily. We developed a system that can improve a production schedule. The system consists of a schedule editor and a schedule generator. The schedule editor, a rule-based system, always keeps a schedule feasible by keeping track of local changes in the revised one. The schedule generator consists of a two-phase heuristic method. In the lst phase it generates a schedule by a priority rule with Giffler and Thompson algorithm then it improves the performance in terms of the makespan in the 2nd phase. Experimental results show that, most of the times, the system generates a better schedule than the one with ordinary priority rules only.

• Proceedings of the Korea Inteligent Information System Society Conference
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• 2001.01a
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• pp.169-175
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• 2001

It is not easy for business workers to find proper information for his job, because of the following problems:(1) information exist in various information system both internal and external with diverse formats(2) he cannot estimate relevance of all the information and (3) he cannot select proper information among large volume of information. The requirements for the systems are the following things:(1) search of relevant information from various internal and external information systems(2) proving an integrated view of information for workers, and (3) information processing and decision-making are seamlessly integrated fro business workers. We proposed an agent system to fulfill the requirements. We focus on the purchasing job, and developed a prototype system. PIPA(Purchasing Information Process Agent). The PIPA performs not only information processing jobs(information search gathering, display, business form -making)but also decision-making support job (evaluation of supplier candidates, and apply of sourcing policy) for sourcing manager. The framework of the PIPA can be appled to other information processing and desision-making jobs.

• IE interfaces
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• v.18 no.2
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• pp.167-177
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• 2005

As the largest shipbuilding company in the world and the leader in the Korean merchant shipbuilding industry, Hyundai Heavy Industries is currently struggling to carry out intensive productivity improvement efforts in order to be the global merchant shipbuilding market leader by surpassing in the competition with Japan and being free from the defiance of China armed with very cheap labor costs. This paper introduces the academy-and-industry collaborative project, a part of the productivity improvement efforts, which has conducted on the steel stockyard operations. As a pilot project that researches for the way of improving the stockyard operations and ignites further projects on the stockyard operations, the project defined the stockyard operations, measured current situations, and analyzed management dilemmas. In addition, the project developed the steel stockyard operations simulator. Besides that the simulator is used by the operations manager who has heavily relied on his work-experienced intuition when making decisions, this paper expects that further projects on the stockyard operations utilize the simulator for their own purposes.

• Asia pacific journal of information systems
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• v.9 no.1
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• pp.99-113
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• 1999

Studies of information technology assimilation have been limited primarily to information technology implementation issues that arise after purchasing and/or developing information technology and applications. Thus there is a need to step back and investigate what motives a manager to implement a information technology for his organization use. The purpose of this paper is to examine decision maker's attitudes and internal beliefs, especially the construct of alienation. This study findings indicate that decision-maker computer knowledge, computer experience, and education level are closely associated with alienated beliefs and attitudes toward information technology. Assuming technologies can provide advantages, these findings point to the need for change agents to minimize alienating beliefs and attitudes.

• Asia pacific journal of information systems
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• v.1 no.1
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• pp.117-145
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• 1991

IS changeback is regarded as an offective way to control the usage of computers and communication systems which are very much limited resources and whose costs are very high, In this paper, the problem of combining the optimal chargeback system which guarantees the efficiency with the Rawls'(1971) concept of fairness. Primary conclusion of this paper is that if the value function which represents the contributions of IS user to the firm's profit is evidit and there is no uncertainty about this contribution information, optimality can be achived without any loss of fairness using full cost allocation pricing. But if there is no significant differences among contribution of each user and there is no significant differences among users because of the managerial arbitrariness, From this point of view contingent chargeback system with which manager can find the golden middle between optimality and fairness by adjusting the 'efficiency coefficient' according to his/her organizational characterisics and environments is proposed. A heuristic of finding the appropriate efficiency coefficient is also suggested.

• Journal of the Korea Institute of Information and Communication Engineering
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• v.17 no.3
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• pp.641-648
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• 2013

ARP spoofing is a typical Internet attack, in which an attacker sends data by changing his's MAC address with the other's one. Currently, this attack is usually dealt with separating the attacking PCs infected with ARP spoofing virus, by keeping network devices investigating by the network manager. However, this manual process has some limitations in time and accuracy. This paper proposes a new network management system to replace the effort of network manager who has to keep on inspecting the network. Along with designing an ARP analyzer and a disconnection notifier and adding them into the existing network management system, the proposed system provides a basement to identify and notify the PC infected by an ARP spoofing virus with fast and high accuracy. As a result, it is expected to minimize the network break off and to make easy the network management.

• Journal of the Korean Society of Hazard Mitigation
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• v.9 no.6
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• pp.69-75
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• 2009

This paper examines the evolving role of ijang(village representative) and his job stress during Pyeongchang floods in 2006. Results based on telephone survey and interviews reveal that ijang played a crucial role in evacuating residents, allocating resources and commanding the recovery, although official job description considered him as only a mediator between local officers and villagers. Moreover, unexpected enormous burden created severe job stress to many ijangs; while 60 percent felt like quitting the job, about three fourth felt fretful whenever the telephone rang and lost some weights. Chi-square analysis also indicated that previous job training, villagers' abuse, and disaster damages were significantly related with job stress. These results suggest that the emergent human resources model rather than the command and control model can be an effective approach for a disaster management plan in rural Korea.