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Li Kong-zhan - One of the best experts on this subject based on the ideXlab platform.

  • Health service income and relevant factors among village health personnel in Puan county
    Chinese Journal of Public Health, 2020
    Co-Authors: Li Kong-zhan
    Abstract:

    Objective To explore the status of health service income and its relevant factors among village health personnel(VHP) in Puan,a poverty-stricken minority county,Guizhou province.Methods A cross sectional survey was conducted with a structured questionnaire among 149 VHPs in January 2010 in Puan county,Qianxi'nan autonomous prefecture of Buyi and Miao minorities,Guizhou province.Multivariate stepwise logistic regressions were performed.Results About 81.9% of respondents were village doctors with Occupational Qualification and 18.1% were assistants of medical doctor.Of all respondents,87.2% reported a working time more than 48 hours per week,and 12.8% reported ≤48 hours working time per week;86.8% accepteed on job training in previous year.The respondents reported an average monthly income of 1 258 RMB Yuan,of which 1 000 Yuan for medical services income(79.5%),258 Yuan for public health service subsidy(20.5%).There were 55.0% of the respondents reporting an average monthly income of≤1 000 Yuan,and 45.0% reporting that of 1 000 Yuan.There were 59.1% of the respondents reporting the increase of health service income since the implementation of the new type rural cooperative medical system.On-job training,working time per week,and occupation Qualification played a positive prediction role on the health service income,with the odds ratios of of 8.96,3.94,and 3.12,respectively,a Cox and Snell R2 of 0.17,and a model χ2 of 27.22(P0.01).Conclusion The level of health service income is lower among VHP.The health service income is influenced by on-job training,working time per week,and Occupational Qualification.

  • Status of village health personnel in poverty-stricken minority counties,Guizhou province
    Chinese Journal of Public Health, 2020
    Co-Authors: Li Kong-zhan
    Abstract:

    Objective To describe the situation of village health personnel(VHP) in poverty-stricken minority counties.Methods A cross-sectional survey was conducted among 172 VHP at 77 village clinics in Puan minority county,Guizhou province in January 2010.Results The age of the VHP was from 22 to 68 years,with an average of 39 years.About 98.8% of respondents did not have any technical title;81.4% of the VHP were village doctors with Occupational Qualification and 18.6% were assistant doctor.For all VHP,86.7% completed technical secondary school or relevant certificate education;1.2% had junior college or above education,and 12.2% had no vocational education.There was an average of 0.48 village doctor or assistant doctor per 1 000 rural population,which was significantly lower than the average level of Guizhou province,the western areas of China,and China(P0.01),respectively.Respondents reported an average monthly income of 1 250 RMB yuan,which was lower than that of village teachers at the primary school.All respondents did not have any endowment insurances,but had new type of rural cooperative medical care system with their own payment.Lorenz curve of VHP distribution was close to absolute equity line.Conclusion VHP in Puan minority county was in a shortage with an older age structure and a lower technical Qualification.VHP distribution showed a good equity among towns in the county.

Zhang Xiao-ling - One of the best experts on this subject based on the ideXlab platform.

Wu Xiao-zhen - One of the best experts on this subject based on the ideXlab platform.

  • Our Sports Industry Situation of Vocational Skills Training
    Journal of Langfang Teachers College, 2020
    Co-Authors: Wu Xiao-zhen
    Abstract:

    The sports industry vocational skills training and sports industry is identified,the Occupational Qualification certification system is an important part of the construction.Sports industry professional Qualification certificate is students after graduation,the working for our future employment in the development,but also in the future for a job in a favorable conditions.By using the method of literature,questionnaire,interview method,logic analysis,mathematical statistics method to study the sports industry vocational skills training demand situation,condition,teaching status,teaching conditions and the facilities condition investigation.Advanced some improving Suggestions and countermeasures.

Neal F Thomson - One of the best experts on this subject based on the ideXlab platform.

  • is this a bona fide Occupational Qualification instructor s note
    Journal of the International Academy of Case Studies, 2006
    Co-Authors: Neal F Thomson
    Abstract:

    CASE DESCRIPTION The primary subject matter of this case concerns human resource management, particularly the issues of discrimination, and the Bona Fide Occupational Qualification (BFOQ) exception to Title VII of the civil rights act and the Age Discrimination in employment act. This case has a difficulty level of three to four, and is appropriate for an upper division, undergraduate level. This case is designed to be taught in one class hour, and is expected to require two to three hours of outside preparation by students. CASE SYNOPSIS This case examines the Bona Fide Occupational Qualification (BFOQ) exception in discrimination cases. Title VII of the Civil Rights Act of 1964 prohibits discrimination based on race, color, religion, sex or national origin. The Age Discrimination in Employment Act expands this protection to cover age discrimination against people over 40. However, there is an exception, the BFOQ. Under certain circumstances, an employer can discriminate, if age, gender or national origin can be shown to be a legitimate requirement, in order to perform the job. In this case, the BFOQ is defined, the criteria for a BFOQ are listed, and the limits to BFOQ are discussed. Several real examples are given of cases in which a company has alleged a BFOQ exists. Students are asked to examine each example, and determine which, if any are legitimate BFOQs. The main focus of this case is to teach students to apply the criteria from Title VII of the civil rights act BFOQ exemption, to real situations. INSTRUCTORS' NOTES RECOMMENDATION FOR TEACHING APPROACHES I have often found that students do not clearly understand the concept of Bona Fide Occupational Qualifications, without seeing specific examples of BFOQs. This case was designed to help clarify this particular issue, in a manner that allows insightful discussion of the topic. Generally, the approach I take with this is to divide the class up into small groups, and assign them each one or more of the cases to discuss. Then each group will present their determinations to the class, and we will discuss, as a whole, whether the analysis picked up the important facets of the case. Each of these cases is based on a specific real situation, and all but one have been decided in a court of law. The specifics of each case follow: CASE 1--ROLE MODEL This is based on two specific cases. The first is Robinson vs. Kenosha Youth foundation. In this case the Wisconsin Labor and Industry Review Commission determined that it was a legitimate BFOQ, to require male counselors for positions in which they were to provide same-sex role models for pre-delinquent male children. Similarly, in Stonecipher vs. DILHR, a The Dane County (WI) Circuit court upheld sex as a BFOQ for child care workers in a juvenile detention center, based on the need to provide same-sex role models. To answer the specific questions the students are to reply to: 1) Is this practice discriminatory? Yes, this practice discriminates based on sex of the applicant. 2) Is the BFOQ defense legitimate? Yes. Providing a same-sex role model for children, particularly delinquent, or pre-delinquent children, has been upheld as a BFOQ. 3) Why, or why not? Psychologists can show compelling evidence of a relationship between same-sex role models, and the success of programs designed to avoid delinquency, or rehabilitate delinquents. CASE 2--FAA REGULATIONS This case is the case of Western Air Lines Inc. Vs. Criswell 472 U.S. 400 (1985). This particular case was decided by a U.S. District court, and appealed to the U.S. Supreme Court. The Supreme Court upheld the district court decision, which found that age was not a BFOQ. 1) Is this practice discriminatory? Yes, age is being used as the determining factor in hiring. 2) Is the BFOQ defense legitimate? …

  • is this a bona fide Occupational Qualification
    Journal of the International Academy of Case Studies, 2006
    Co-Authors: Neal F Thomson
    Abstract:

    CASE DESCRIPTION The primary subject matter of this case concerns human resource management, particularly the issues of discrimination, and the Bona Fide Occupational Qualification (BFOQ) exception to Title VII of the civil rights act and the Age Discrimination in employment act. This case has a difficulty level of three to four, and is appropriate for an upper division, undergraduate level. This case is designed to be taught in one class hour, and is expected to require two to three hours of outside preparation by students. CASE SYNOPSIS This case examines the Bona Fide Occupational Qualification (BFOQ) exception in discrimination cases. Title VII of the Civil Rights Act of 1964 prohibits discrimination based on race, color, religion, sex or national origin. The Age Discrimination in Employment Act expands this protection to cover age discrimination against people over 40. However, there is an exception, the BFOQ. Under certain circumstances, an employer can discriminate, if age, gender or national origin can be shown to be a legitimate requirement, in order to perform the job. In this case, the BFOQ is defined, the criteria for a BFOQ are listed, and the limits to BFOQ are discussed. Several real examples are given of cases in which a company has alleged a BFOQ exists. Students are asked to examine each example, and determine which, if any are legitimate BFOQs. The main focus of this case is to teach students to apply the criteria from Title VII of the civil rights act BFOQ exemption, to real situations. INTRODUCTION In 1964, the Civil Rights Act was passed. Title VII of this act, which was targeted specifically at employers, prohibits discrimination in employment based on race, color, religion, sex or national origin. However, also included in this act is an exemption, allowing that discrimination may be acceptable, if the type of discrimination is an actual requirement to successfully perform the job. The name given to this clause was Bona Fide Occupational Qualifications (BFOQ). BFOQ can be claimed in the case of sex, religion, national origin, but not race. Later, the Age Discrimination in Employment Act (ADEA) was passed, extending the protection against discrimination to include age discrimination, for employees over 40. At this point, the BFOQ clause was also extended to the age category. In the following sections, Title VII, ADEA, and the BFOQ clause will be described in detail. Following this, you will be presented with several scenarios, in which a company claims BFOQ. Your task will be to apply the acts, and the BFOQ exemption, and determine which, if any of the claimed BFOQs are legitimate. TITLE VII OF THE CIVIL RIGHTS ACT OF 1964 The section of Title VII which prohibits employment Discrimination says the following, according to the Equal Employment Opportunity Commission Website (www.eeoc.gov). UNLAWFUL EMPLOYMENT PRACTICES SEC. 2000e-2. [Section 703] (a) It shall be an unlawful employment practice for an employer - (1) to fail or refuse to hire or to discharge any individual, or otherwise to discriminate against any individual with respect to his compensation, terms, conditions, orprivileges of employment, because of such individual's race, color, religion, sex, or national origin; or (2) to limit, segregate, or classify his employees or applicants for employment in any way which would deprive or tend to deprive any individual of employment opportunities or otherwise adversely affect his status as an employee, because of such individual's race, color, religion, sex, or national origin. (b) It shall be an unlawful employment practice for an employment agency to fail or refuse to refer for employment, or otherwise to discriminate against, any individual because of his race, color, religion, sex, or national origin, or to classify or refer for employment any individual on the basis of his race, color, religion, sex, or national origin. …

Wu Ji-dong - One of the best experts on this subject based on the ideXlab platform.

  • A Study of the Educational Status of the Business-English Specialty in Higher Vocational Colleges
    Journal of Jiangsu Teachers University of Technology, 2020
    Co-Authors: Wu Ji-dong
    Abstract:

    A survey was conducted using questionnaires and interviews from four segments of the Business-English program: the curriculum system: the talent-developing model;teaching materials;and the talent-cultivation evaluation.Survey results show that the Business-English major of higher vocational colleges basically reflects developing tendencies of current vocational education.But emphasis is lacking on enhancing students' capacity for sustainable development with respect to the curriculum system;Talent-cultivation models based on a particular industry and integration of classroom-teaching and certification are two major features of the Business-English program.Regarding these points,students and teachers exhibit evident differences.Teaching materials can more effectively demonstrate an organic combination of basic knowledge,basic skills and vocational skills,but the practical base needs to be strengthened.CET4 and two Occupational Qualification certificates are two keys for assessing talent cultivation,but a scientific evaluation mechanism still must be established through further studies.