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Taken together, these sources of information suggest that the process of recovery should be viewed as a long-term, almost continuous one; as a multidimensional process that must be defined both objectively and subjectively; along a continuum (rather than as recovered versus not recovered); and involving interdependent domains of functioning (including living, working, and social domains) Additionally, our preliminary conceptualization of the outcomes of recovery suggests that it involves psychosocial adjustment to the disability itself, achievement of subjective well-being, some degree of remission and/or stability of the signs and symptoms of the illness, and improvement in instrumental role functioning (Harding & Strauss, 1984; Liberman et al, 2002; Livneh, 2001; Ridgway, 2001)..

on this topic emerged (Cohen & Bailey, 1997) More recent research, however, has shown the importance of inter-group coordination among frontline service workers, eg Gittell found that cross-functional coordination is a signi cant predictor of objective performance measures in airline (Gittell, 2001) and health care settings (Gittell et al, 2000) In sum, there is growing evidence that opportunities for group work and collaboration are associated with better performance in frontline service work Similar to the literature on technology, researchers increasingly recognize that group effectiveness depends not only on the design of groups, but on a series of supportive management practices that create a coherent set of directions and incentives Arguably, these management practices are more important in service workplaces, because the justi cation for group-based work rests less on interdependent task characteristics and more on intangible aspects, like information sharing and learning.

Certain attitudes associated with drug use can interfere with behavior change and may be cause for concern. One such attitude is the belief that it s acceptable to use drugs to cope with life problems (or, more correctly, instead of coping with problems). Obviously, using a drug to cope with problems does little to solve them, and in many cases will make those problems worse. Usually the drug use represents a way to avoid problems rather than solve them. Using drugs to cope does not enhance the client s abilities to respond thoughtfully to problems, nor does it aid in developing appropriate plans of action. Instead, skillfully coping with problems requires new, non drug-using skills in order to avoid developing new problems. Another worrisome notion clients may have is the idea of using drugs to compensate for something they feel is missing from their lives. Drugs obviously have the capacity to induce pleasure, relaxation, and other positive effects, depending on their chemical compositions. However, drug use cannot fill holes in people s lives. Once the effects of the drugs have dissipated, the holes remain. Working on personal growth and development to fill holes rather than using drugs to compensate for them makes more sense in the long run.

deliverables of the BA (class diagrams, etc.). The situation could not be any more different in SOA. BAs learn the existing structure of the process by interviewing the managers. Any changes to the process must be reviewed and approved by the managers. In most cases, the ideas for process improvement will come from the business managers. In fact, we expect and encourage the line of business managers to learn the tools of process modeling and get directly involved in the modeling activities.

Most of the studies of service teams, discussed above, found that group effectiveness was enhanced by supportive management practices, such as training, supervisory support, rewards and work group relations Cohen, Ledford & Spreitzer (1996) tested a structural equation model of performance as predicted by four dimensions of the work environment: group work design; encouraging supervisor behavior; group characteristics, such as coordination and expertise; and employee involvement context (information, feedback, training, resources and recognition) They found some signi cant relationships between all four dimensions and four outcome variables: satisfaction, self-rated and manager ratings of performance, and absenteeism Among their strongest ndings are that the context variables signi cantly predicted employee satisfaction and manager ratings of performance, but encouraging supervisor behavior was signi cantly negatively related to manager ratings.

Loeb Classical Library. 1923. Hippocrates: Ancient Medicine. Airs, Waters, Places. Epidemics 1 and 3. The Oath. Precepts. Nutriment. Volume I in the eight-volume Hippocratic Collection. Cambridge: Harvard University Press.

They attribute the latter nding to the possibility that supervisors interfere in worse-performing teams or that supervisors who intervene in teams may indeed undermine performance, because workers are better situated to know what to do..