Donor Retention Strategies

2020 ◽  
Vol 28 (6) ◽  
pp. 8-8
Keyword(s):  
Retention Strategies ◽  
Donor Retention

The revolving door effect: Innovations in employee retention strategies

2009 ◽  
Author(s):  
Laura A. Steighner ◽  
Fred A. Mael ◽  
Dana E. Sims ◽  
Michael Ingerick
Keyword(s):  
Employee Retention ◽  
Revolving Door ◽  
Retention Strategies

Access and Utilization of PTSD Care for Rural Veteran Women: Recruitment and Retention Strategies

2013 ◽  
Author(s):  
Jennifer A. Schneider ◽  
Julie Neuser ◽  
Margaret-Anne Mackintosh ◽  
Leslie A. Morland
Keyword(s):  
Retention Strategies ◽  
Recruitment And Retention

Factors driving changes to remuneration policies in South Africa

2019 ◽  
Vol 39 (2) ◽  
pp. 43-63 ◽  
Author(s):  
Mark Bussin
Keyword(s):  
South Africa ◽  
South African ◽  
Merit Pay ◽  
Drivers Of Change ◽  
Retention Strategies ◽  
Retention Strategy ◽  
Remuneration Policy ◽  
Chi Squared ◽  
Firm Data ◽  
E Mail

This study was conducted in 2012 and replicates Bussin and Huysamen’s (2004) work, conducted in 2003, on remuneration policies. It investigates the factors driving remuneration policy in South Africa and determines whether these factors have changed since 2003. Anonymous e-mail questionnaires were received from 131 senior company representatives. All participating companies were members of the South African Reward Association (SARA) or clients of a large remuneration consulting firm. Data were analysed using a chi-squared test and factor analysis. Results support Bussin and Huysamen’s study, which found that the two main drivers of change in policy were the retention of talented staff and the financial results of the organisation. However, three components of remuneration are receiving greater prominence than they did in 2003: governance in the organisation, merit pay and retention strategies. These findings suggest a greater shareholder expectation that pay should be linked to performance, and that pay acts as a retention strategy for critical staff.

scholarly journals The Challenges of Recruiting and Retaining Dyads of Hospitalized Persons With Dementia and Their Family Carers

2020 ◽  
Vol 4 (Supplement_1) ◽  
pp. 758-758
Author(s):  
Marie Boltz ◽  
Ashley Kuzmik
Keyword(s):  
Older Adults ◽  
Clinical Trial ◽  
Family Caregivers ◽  
Hospital Environment ◽  
Family Carers ◽  
Retention Strategies ◽  
Recruitment And Retention ◽  
Team Meetings ◽  
Partnership Model ◽  
Cluster Randomized

Abstract Persons with dementia (PWD) have high rates of hospitalization, and along with their family caregivers (FCGs), commonly experience negative hospital experiences and outcomes. The recruitment and retention challenges encountered in an ongoing cluster randomized clinical trial in PWDs and FCGs are described. The trial tests the efficacy of a nurse-FCG partnership model that aims to improve: 1) the physical and cognitive recovery in hospitalized PWD, and 2) FCG preparedness and anxiety. Recruitment and retention challenges, identified in team meetings and extracted from team documentation,.include factors in the hospital environment, the PWD, and FCGs. Strategies that address these challenges include careful pre-planning and preparation with the site, strong communication with dyads, and honoring preferences for communication. The recruitment and retention of acutely ill older adults with dementia and FCGs can pose a challenge to investigators and threaten the validity of findings. Recruitment and retention strategies that help improve validity are described

scholarly journals Readiness to Participate in Psychiatric Research

2003 ◽  
Vol 48 (7) ◽  
pp. 480-484 ◽  
Author(s):  
Daniele Zullino ◽  
Philippe Conus ◽  
François Borgeat ◽  
Charles Bonsack
Keyword(s):  
Clinical Trials ◽  
Financial Incentive ◽  
University Hospital ◽  
Psychiatric Research ◽  
Willingness To Participate ◽  
Research Projects ◽  
Hospital Physician ◽  
Recruitment Process ◽  
Consent Rate ◽  
Retention Strategies

Background: The feasibility of clinical trials depends, among other factors, on the number of eligible patients, the recruitment process, and the readiness of patients to participate in research. Seeking patients' views about their experience in research projects may allow investigators to develop more effective recruitment and retention strategies. Methods: A total of 100 patients consecutively admitted to a psychiatric university hospital were interviewed with respect to their willingness to participate in a study. For a different study scenario, patients were asked whether they would be ready to participate if such a study were organized in the service and to indicate their reasons for refusing or for participating. Results: The general readiness to participate in a study ranged between 70% and 96%. The prospect of remuneration did not notably augment the potential consent rate. The most common and spontaneous motivation for agreeing to take part in a study was to help science progress and to allow future patients to benefit from improved diagnosis and treatment (87%). The presence or lack of a financial incentive was rarely chosen as an argument to agree (23%) or to refuse (7%) to participate. Patients relied mainly on their treating physicians when contemplating possible participation in a study (family physician [65%] and hospital physician [54%]). Conclusions: Clinicians and, in particular, treating doctors can play an important role in facilitating the recruitment process.

P2-341 Recruitment and retention strategies with African Americans

2004 ◽  
Vol 25 ◽  
pp. S330
Author(s):  
Kathleen S. Hall ◽  
William J. Malone ◽  
Millicent R. Pettaway ◽  
Hugh C. Hendrie
Keyword(s):  
African Americans ◽  
Retention Strategies ◽  
Recruitment And Retention
Sign in / Sign up

Export Citation Format

Share Document