• 간호행정학회지
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• 제6권3호
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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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• 제12권3호
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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.

• 한국조리학회지
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• 제20권5호
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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.

• 대한산업공학회지
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• 제20권3호
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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.

• 한국지능정보시스템학회:학술대회논문집
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• 한국지능정보시스템학회 2001년도 The Pacific Aisan Confrence On Intelligent Systems 2001
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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.

• 산업공학
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• 제18권2호
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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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• 제9권1호
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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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• 제1권1호
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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.

• 한국정보통신학회논문지
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• 제17권3호
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• pp.641-648
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• 2013

ARP spoofing 공격은 자신의 MAC 주소를 다른 컴퓨터의 MAC인 것처럼 속이는 공격유형이다. 네트워크 장비의 상태를 관찰함으로써 ARP spoofing 바이러스에 감염 PC를 찾아내 전산망으로부터 분리하는 형태로 대응하고 있다. 그러나 전산망 관리자의 수작업에 의한 대응은 시간과 정확성에서 한계를 지닌다. 본 논문은 ARP spoofing 공격의 수작업에 의한 대응 과정을 분석하고, 관리자의 지속적인 관찰을 대체할 수 있는 네트워크 관리시스템을 제안한다. ARP 분석기와 차단명령 발송기를 설계하여 기존 시스템에 추가함으로써 더욱 빠르고 정확하게 감염 PC를 찾아내는 기반을 제공한다. 그 결과로 전산망 서비스 중단을 최소화하고 네트워크 관리의 편의성을 높인다.

• 한국방재학회 논문집
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• 제9권6호
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• pp.69-75
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• 2009

본 연구의 목적은 2006년 평창 수해를 겪으면서 마을 대표인 이장이 수행한 역할과 업무 스트레스를 조사하는데 있다. 전화 설문과 인터뷰에 기반한 연구 결과를 보면, 공식적으로 이장의 역할은 행정기관과 마을 주민을 연결하는 역할을 수행하는 것으로 제한되어 있으나, 실제 재난 과정에서 이장은 주민들을 대피시키고, 자원을 배분하고, 복구를 지휘하는데 있어서 중요한 역할을 수행하였음을 알 수 있다. 게다가 예기치 않은 과도한 부담으로 인하여 상당수의 이장들은 심각한 업무 스트레스를 겪은 것으로 밝혀졌다; 60 퍼센트의 이장들은 이장 업무를 그만두고 싶었고, 약 4분의 3에 해당하는 이장들은 전화 벨이 울릴 때마다 놀랐거나, 몸무게 변화가 있었다고 응답하였다. 또한 카이 제곱 검정 결과에 의하면, 사전 교육, 마을 주민들로부터 욕을 들었는가의 여부, 재난 피해는 업무 스트레스와 통계적으로 의미있게 연관되어 있는 것으로 밝혀졌다. 이러한 결과는 농촌 지역의 재난 관리 계획을 수립하는데 있어서 명령 통제 모델보다는 발현적 인적 자원 모델이 더 효과적인 접근이 될 수 있음을 제시한다.