· Expectations for Power Point Presentations in Units IV and V
I would like to provide information about what needs to be included in presentations. Please review the rubric prior to submitting any assignment. If you don't know where to find this, please contact me.
1. You need a title slide.
2. You need an overview of the presentation slide (slide after the title slide). This is how you would organize a presentation if you were presenting it at work.
3. You need a summary slide (before the reference slide); same reason as above.
4. Please do not forget to cite on slides where you are writing about something related to what you have read. Please consider each slide a paragraph. You can cite on the slides or in the notes. If you do not cite, you will not get credit for the slide.
- Direct quotes should not be used in this presentation as they are not analysis.
5. Remember, all I can evaluate is what you submit, so please consider using notes to explain what you are writing in further detail. Bullets are great and you can use these but then provide more detail in the notes.
6. Graphics - Please include graphics/charts/graphs as this is evaluated in the rubric (quality of the presentation).
7. References - For all references, you need citations. For all citations, you need references. They must match. All must be formatted using APA requirements. Please review the Quick Reference Guide that was posted in the announcements.
Please never hesitate to email me with any questions. If you need further clarification about feedback or if you do not agree with any of the feedback, please contact me. My door is always open.
Learning Preferences of Millennials in a Knowledge-Based
Environment
Giora Hadar
University of Groningen (RuG), The Netherlands
[email protected]
Abstract: This paper discusses how understanding intergenerational knowledge transfer can improve knowledge transfer in
large organizations. The U.S. Federal Aviation Administration (FAA) risks significant loss of institutional human capital as huge
numbers of senior controllers retire. To perform their job, air traffic controllers must develop in-depth knowledge, including
tacit knowledge typically acquired over many years, so they can quickly make accurate decisions while dealing with the many
air traffic control (ATC) situations that arise. The only pool available to replace the retiring controllers is the Millennials. This
group, the best educated ever, has its own attitudes toward life, work, and training as well as technology use. Because
knowledge transfer and training involve both technology and human interaction, this paper explores not only the role of
technology but also that of intergenerational communications in both the training and operational environments of a highly
technical workplace.
Keywords: knowledge transfer, training, tacit knowledge, mentoring, mobile smart devices, communications
1. Introduction
Intergenerational knowledge transfe ...
Learning Preferences of Millennials in a Knowledge-Based Env.docxsmile790243
Learning Preferences of Millennials in a Knowledge-Based
Environment
Giora Hadar
University of Groningen (RuG), The Netherlands
[email protected]
Abstract: This paper discusses how understanding intergenerational knowledge transfer can improve knowledge transfer in
large organizations. The U.S. Federal Aviation Administration (FAA) risks significant loss of institutional human capital as huge
numbers of senior controllers retire. To perform their job, air traffic controllers must develop in-depth knowledge, including
tacit knowledge typically acquired over many years, so they can quickly make accurate decisions while dealing with the many
air traffic control (ATC) situations that arise. The only pool available to replace the retiring controllers is the Millennials. This
group, the best educated ever, has its own attitudes toward life, work, and training as well as technology use. Because
knowledge transfer and training involve both technology and human interaction, this paper explores not only the role of
technology but also that of intergenerational communications in both the training and operational environments of a highly
technical workplace.
Keywords: knowledge transfer, training, tacit knowledge, mentoring, mobile smart devices, communications
1. Introduction
Intergenerational knowledge transfer, especially in a highly technical environment, has not been thoroughly
studied by the academic community. This research was undertaken to further understanding of the impact of
generational differences on learning and knowledge transfer in such an environment to add fundamental
knowledge and create actionable knowledge for complex organizations. By improving understanding of the
preferences of younger workers for knowledge transfer approaches, this study has the potential to add new
knowledge to knowledge management (KM) and related fields and give organizations insights into how to design
knowledge transfer and learning programs for their younger workers.
2. Addressing the problem of knowledge loss
Between now and 2021, the FAA risks significant institutional knowledge loss as senior employees retire, a
situation particularly acute for air traffic controllers. By October 2015, FAA expects approximately one-third of
controllers to reach mandatory retirement age, as depicted in Figure 1 (FAA 2012). As these controllers retire,
the agency must quickly hire, train, and integrate new hires into ATC facilities. The need to pass operational
knowledge from veteran controllers to the new hires is critical to maintaining the safety of the U.S. airspace.
Transferring knowledge from one generation to another can be difficult since younger people acquire knowledge
and skills differently from older people and have different attitudes on authority, job stability, and learning.
Research has shown that knowledge sharing requires trust, which can be compromised when worldviews differ.
Further compounding those issues a ...
Running head RESEARCH PROJECT116RESEARCH PROJECT.docxtoltonkendal
Running head: RESEARCH PROJECT 1
16
RESEARCH PROJECT
Ongoing Research Project
Michael
University
Research 8250
Professor X
I. Background
There are currently four generations working side by side in today’s workforce, yet very soon, there will be a fifth adding to the mix as the oldest generation ages out of the workforce and enters retirement (Zemke, Raines, & Filipczak, 2000). The Silent Generation have all but retired, but some still occupy positions in the workplace and still have significant influence through voting, media, and “heritage” or “emeritus” positions in high-placed institutions such as universities or executive boards. They were born around 1925 through 1945. The Baby Boomers are those said to be born between 1946 and 1964, many are still working and due to retirement age increases and the downfalls of the economy. This generation is can be found amongst Americans leadership at many city, state, and federal levels. The Baby Boomers, despite being rowdy and experimental in their youth, settled into a self-centered and materialistic approach to life in the 1980s, with a clear majority turning to Reagan, Reaganite neoliberal policies and even to religion through “born again” Christianity. Generation X is often referred to as the MTV Generation; they were born between 1965 and 1980. Many grew up during the Vietnam War and the rise of the AIDS virus. They are characterized by their hedonistic approach to life, their rejection of traditional values put forth by their conservative parents, and a cynicism for the established norms of society. Next is Generation Y, or the Millennials, which was born between 1981 and 1995. This generation saw the Persian Gulf War unfold before their very eyes on national television, and soon followed the OJ Simpson trial, as well as Former President Clinton’s impeachment. This so-called Millennial generation is among the most maligned in history, having been dismissed as narcissists and mindless, materialistic and venal workaholics (Barton, Koslow, Fromm, & Egan, 2012; Bergman, Fearrington, Davenport, & Bergman, 2011; Donatone, 2013; Twenge, 2013). This generation has simultaneously grown up with the Internet and yet still carries memories of the world before the digital sphere took over; this generation has nonetheless been denigrated in the popular press to the point where few take people of this generation seriously, even as they “age” into the dominant workforce generation. The newest generation that will be going to work soon is Generation Z, who were born toward the end of the 1990’s to 2010. This generation witnessed the 9/11 attacks from elementary school and endured OIF/OEF each day of their lives, with many seeing parents sent off to the Middle East and shipped home in body bags or with extreme disabilities. They have always known of Homeland Security’s threat levels to include increased airport security. They are soon to be the target demographic of colleges, m ...
Learning Preferences of Millennials in a Knowledge-Based Env.docxsmile790243
Learning Preferences of Millennials in a Knowledge-Based
Environment
Giora Hadar
University of Groningen (RuG), The Netherlands
[email protected]
Abstract: This paper discusses how understanding intergenerational knowledge transfer can improve knowledge transfer in
large organizations. The U.S. Federal Aviation Administration (FAA) risks significant loss of institutional human capital as huge
numbers of senior controllers retire. To perform their job, air traffic controllers must develop in-depth knowledge, including
tacit knowledge typically acquired over many years, so they can quickly make accurate decisions while dealing with the many
air traffic control (ATC) situations that arise. The only pool available to replace the retiring controllers is the Millennials. This
group, the best educated ever, has its own attitudes toward life, work, and training as well as technology use. Because
knowledge transfer and training involve both technology and human interaction, this paper explores not only the role of
technology but also that of intergenerational communications in both the training and operational environments of a highly
technical workplace.
Keywords: knowledge transfer, training, tacit knowledge, mentoring, mobile smart devices, communications
1. Introduction
Intergenerational knowledge transfer, especially in a highly technical environment, has not been thoroughly
studied by the academic community. This research was undertaken to further understanding of the impact of
generational differences on learning and knowledge transfer in such an environment to add fundamental
knowledge and create actionable knowledge for complex organizations. By improving understanding of the
preferences of younger workers for knowledge transfer approaches, this study has the potential to add new
knowledge to knowledge management (KM) and related fields and give organizations insights into how to design
knowledge transfer and learning programs for their younger workers.
2. Addressing the problem of knowledge loss
Between now and 2021, the FAA risks significant institutional knowledge loss as senior employees retire, a
situation particularly acute for air traffic controllers. By October 2015, FAA expects approximately one-third of
controllers to reach mandatory retirement age, as depicted in Figure 1 (FAA 2012). As these controllers retire,
the agency must quickly hire, train, and integrate new hires into ATC facilities. The need to pass operational
knowledge from veteran controllers to the new hires is critical to maintaining the safety of the U.S. airspace.
Transferring knowledge from one generation to another can be difficult since younger people acquire knowledge
and skills differently from older people and have different attitudes on authority, job stability, and learning.
Research has shown that knowledge sharing requires trust, which can be compromised when worldviews differ.
Further compounding those issues a ...
Running head RESEARCH PROJECT116RESEARCH PROJECT.docxtoltonkendal
Running head: RESEARCH PROJECT 1
16
RESEARCH PROJECT
Ongoing Research Project
Michael
University
Research 8250
Professor X
I. Background
There are currently four generations working side by side in today’s workforce, yet very soon, there will be a fifth adding to the mix as the oldest generation ages out of the workforce and enters retirement (Zemke, Raines, & Filipczak, 2000). The Silent Generation have all but retired, but some still occupy positions in the workplace and still have significant influence through voting, media, and “heritage” or “emeritus” positions in high-placed institutions such as universities or executive boards. They were born around 1925 through 1945. The Baby Boomers are those said to be born between 1946 and 1964, many are still working and due to retirement age increases and the downfalls of the economy. This generation is can be found amongst Americans leadership at many city, state, and federal levels. The Baby Boomers, despite being rowdy and experimental in their youth, settled into a self-centered and materialistic approach to life in the 1980s, with a clear majority turning to Reagan, Reaganite neoliberal policies and even to religion through “born again” Christianity. Generation X is often referred to as the MTV Generation; they were born between 1965 and 1980. Many grew up during the Vietnam War and the rise of the AIDS virus. They are characterized by their hedonistic approach to life, their rejection of traditional values put forth by their conservative parents, and a cynicism for the established norms of society. Next is Generation Y, or the Millennials, which was born between 1981 and 1995. This generation saw the Persian Gulf War unfold before their very eyes on national television, and soon followed the OJ Simpson trial, as well as Former President Clinton’s impeachment. This so-called Millennial generation is among the most maligned in history, having been dismissed as narcissists and mindless, materialistic and venal workaholics (Barton, Koslow, Fromm, & Egan, 2012; Bergman, Fearrington, Davenport, & Bergman, 2011; Donatone, 2013; Twenge, 2013). This generation has simultaneously grown up with the Internet and yet still carries memories of the world before the digital sphere took over; this generation has nonetheless been denigrated in the popular press to the point where few take people of this generation seriously, even as they “age” into the dominant workforce generation. The newest generation that will be going to work soon is Generation Z, who were born toward the end of the 1990’s to 2010. This generation witnessed the 9/11 attacks from elementary school and endured OIF/OEF each day of their lives, with many seeing parents sent off to the Middle East and shipped home in body bags or with extreme disabilities. They have always known of Homeland Security’s threat levels to include increased airport security. They are soon to be the target demographic of colleges, m ...
Annotated Bibliography and Essay Plan for 4 articles
- The future workforce: Here they come
- The future workplace of young Europeans. European View
- Exploring the impact of multitasking in the workplace
- Changing demographics in the workplace
Ja’Mya Wilburn HSL 3853FLE part 115 October 2022Impact o.docxLaticiaGrissomzz
Ja’Mya Wilburn
HSL 3853
FLE part 1
15 October 2022
Impact of Early Use of Technology on Child Development
The topic of child development got selected due to its expansive nature and capability of connecting to current societal constructs. Technology usage has become more advanced in society due to its impact on child development. There are positive and negative effects of children's early use of technology. Technology has constant, reliable outcomes since children aged 2-5 can access information in a simplified method. Families of children in the age group can attain the required development by using online infographics, videos, and pictures to display various information for their children. Infographics are a reliable data-sharing tool since they can integrate images, diverse colors, motions, and sorting operations that correlate user data to ensure an expansive data improvement process. Different software types assist children in learning, like websites and mobile applications. Parents and teachers can install the software on tablets which are standard tools to support children's attention and free time.
Research on harmful technology use by children indicates that children are often exposed to unhealthy food consumption, body image dissatisfaction, and inappropriate behavioral adaptation when they use technology without monitoring (Ricci et al., 2022). Too much technology usage can affect children's attention span since they become fixated on their digital lives, which causes them to miss out on their immediate physical environment (Mustafaoğlu et al., 2018). Parents must develop objectives for managing technology usage by children so that there shall be an appropriate development structure. The goals include the development of a plan for all device usage, setting time limits, and screen time should constantly get monitored, having enough technical knowledge, and restricting inappropriate websites. All these methods facilitate proper improvement of technology usage since it is possible to ensure regulations get integrated for indispensable technological interactions
Objectives:
1)
Present ways to parents how they can implement healthy technology use at home
2)
Explain the pros and cons of young children using technology at an early age
3)
Promote how technology is used in schools to ensure constant learning
4)
Explain the outcome that technology has on early brain development
5)
Display an online infographic blog discussing early technology use and ways to safely implement it into kids lives
References
Mustafaoğlu, R., Zirek, E., Yasacı, Z., & Razak Özdinçler, A. (2018). The negative effects of digital technology usage on children’s development and health. Addicta: The Turkish Journal on Addictions, 5, 227–247. http://dx.doi.org/10.15805/addicta.2018.5.2.0051
Ricci, R. C., Paulo, A., Freitas, A., Ribeiro, I. C., Pires, L., Facina, M., Cabral, M. B., Parduci, N. .
Corpus linguistics is an applied linguistics approach that has become one of the
dominant methods used to analyze language today. Biber et al. (1998) describe
corpus linguistics as having four main features; 1) it is an empirical (experiment
-based) approach in which patterns of language use that are observed in real
language texts (spoken and written) are analyzed, 2) it uses a representative sample
of the target language stored as an electronic database (a corpus) as the basis for the
analysis, 3) it relies on computer software to count linguistics patterns as part of theanalysis, and 4) it depends on both quantitative and qualitative analytical techniques
to interpret the findings.
Running Head PREMISE1Generation Z.docxtoltonkendal
Running Head: PREMISE 1
Generation Z
University
PSYC 8115
Professor
June 11, 2017
Short Background
The generational cohort is one of the categorical terms used to describe broad swaths of individuals (Rumbaut, 2004). There are currently four generations working side by side in today’s workforce, yet very soon, there will be a fifth adding to the mix as the oldest generation ages out of the workforce and enters retirement (Zemke, Raines, & Filipczak, 2000). The newest generation that will be going to work soon is Generation Z, who were born toward the end of the 1990’s to 2010. This generation witnessed the 9/11 attacks from elementary school and endured OIF/OEF each day of their lives, with many seeing parents sent off to the Middle East and shipped home in body bags or with extreme disabilities. They have always known of Homeland Security’s threat levels to include increased airport security. These youths have watched the mistakes their predecessors have made on social media websites, and are less inclined to post graphic photos of themselves (Fedele, 2016). This next generation of our youth is soon to be the target demographic of colleges, militaries, private industries, and commerce.
Problem Statement or the Problem with my Problem Statement
I need advice as to what exactly I am going to measure, I want to know how organizations will bring the next generation into the fold, how will they target, solicit, and entice them to come work for their organization. What would be attractive to Generation Z? I am leaning on a quantitative research method that will deploy a questionnaire to the generation before they graduate high school and join the working class. Any assistance would greatly be appreciated!
References:
Rumbaut, R. G. (2004). Ages, life stages, and generational cohorts: Decomposing the immigrant first and second generations in the United States. International imigration review, 38(3), 1160-1205.
Fedele, R. (2016). Generation Next. Australian Nursing & Midwifery. Journal. Vol. 23. No. 7. pp 16.
Zemke, R., Raines, C., & Filipczak, B. (2000). Generations at Work: Managing the Clash of Veterans, Boomers, Xers, and Nexters in Your Workplace. New York, N.Y.: American Management Association,
Instructor Feed Back
I am returning this without a grade. Give it more thought and submit a proper Premise.
Week 3, Main Discussion Post:
Why are you specifically interested in this topic?
When conducting research for my previous classes, many of the classroom references are a decade old and often older. I wanted a topic that was important now or will be in the next five years. There are few scholarly articles about Generation Z and how they will integrate into the workforce. The mere thought of writing such a lengthy project such as a dissertation is overwhelming, but if nothing come from the work then that is a massive waste of my time and all those involved. I want my work to benefit others and that would make t ...
RUNNING HEAD: TECHNOLOGY 1
TECHNOLOGY 7
COMM 1312: Writing Research
Fall 2016/2017
Assignment 2
Research Proposal
Students’ Names: Norah Albani 201502989
Faten Alnassar 201302248
Instructor Name BARBARA JO BENNETT
Department of Core Humanities
Section 209
Introduction
The modern world is experiencing rapid technological changes. People have become too reliant on the tools of technology such as computers, televisions, and smartphones for their daily activities. These technologies have become the engines for the majority of the daily endeavors. They have enhanced the communication, socialization, entertainment, education and business activities. Their dynamicity and ubiquity have made people highly dependent on them (Greenfield, 2014). Their advantages have made them a necessity in most homes. However, they are also faced with numerous disadvantages to the user. The focus of this paper will be the pros and cons of this technology, and its impact on people’s lives and family relationships.
Background
Technology covers a broad spectrum of software and hardware solutions. They enable people to gather and analyze data for various reasons. The evolution of technology has made the use of cell phones, computers, laptops and other digital devices critical in the lives of most people (Cramer & Hayes, 2010). These technologies have developed from simple tools to intricate gadgets. They are used to call, record videos, take pictures, browse the internet, play music, play games, read books and even attend virtual classes. These technologies have created a generation of “digital natives”. These are the young population that is always on the phone.
The technology has numerous advantages in the daily lives of people and the homes. It has led to the development of education. Schools have expanded to the use of e-learning and distance learning as a result of the spread of the internet. The growth in the use of cellphones has made people feel intimately connected. Parents and children are more in touch through cell phones, and the world is increasingly becoming a global village (Forgays, Hyman & Schreiber, 2014). The internet has also availed all the information that a person needs with just a click. These are some of the benefits that have increased the reliance on technology.
Technological advancements are not without their shortcomings. Video games have encouraged violence among children and led to health implications due to lack of physical activity (Greenfield, 2014). The internet is also a source of inappropriate material, which is easily accessible even to minor children. Pornographic content is readily accessible that has resulted in the moral decadence of the society. The internet addiction is also growing especially among ...
Running head DEPRESSION AMONG MILLENIALS1DEPRESSION AMONG M.docxtodd271
Running head: DEPRESSION AMONG MILLENIALS
1
DEPRESSION AMONG MILLENNIALS
2
DEPRESSION AMONG MILLENNIALS
3
Depression among the Millennials
Laura Kay Utgard
California Southern University
PSY: 87991 Doctoral Project One
December 2018
Statement of the Problem
The
United States government is dealing with a problem of escalating mental health costs because of an increase in reported mental health illnesses (Ferri-Reed, 2013). Depression has always been present in human beings, but the levels today are higher than in previous years (Ferri-Reed, 2013). One of the key generations experiencing depression is Millennials (Odenweller et al. 2014). Millennials are driven to be successful
, and failure to do so may lead to social isolation
. Isolation leads to depression adding to the cost of this generation’s mental healthcare (Odenweller et al., 2014).
Millennials, due to unfulfilled dreams and ambitions tend to spend more and more time on social media or watching movies
(Stein, 2013). Lack of contact with family and friends enhances the feeling that one is alone in the misery. High suicide rates are witnessed among Millennials compared to the previous generations
. The high rates of suicide and the costs of treating depression are of interest to several stakeholders from government policymakers to psychology professionals (Stein, 2013). The government and other players in the health sector are burdened with an increased cost on mental health issues
(Odenweller, Booth-Butterfield, & Weber, 2014).
Millennials are in a stage where they need to be recognized, appreciated, and at the same time, the success of their counterparts has effects on them. When they lack recognition and appreciation from members of society, the sense of belonging depreciates, and it increases stress(Ferri-Reed, 2013). Stress is a catalyst of depression, and that means that millennials are automatically exposed to risks of being depressed(Ferri-Reed, 2013). Depression among millennials has proven to be both internally and externally motivated. Internal motivation comes from the thoughts and expectations of millennials while external motivation comes from the comparison of people who have managed to be successful in life (Ferri-Reed, 2013).
References
Eagan, K., Stolzenberg, E., Ramirez, J., Aragon, M., Suchard, M., & Rios-Aguilar. (2016). The
American Freshman: Fifty-Year Trends, 1966-2015. Los Angeles: Higher Education
Research Institute, UCLA. Retrieved December 13, 2018
(https://www.heri.ucla.edu/monographs/50YearTrendsMonograph2016.pdf).
Ferri-Reed, J. (2013). Millennial-generation" screwed" or generation" shrewd?". The Journal
for Quality and Participation, 36(1), 22.
Odenweller, K. G., Booth-Butterfield, M., & Weber, K. (2014). Investigating helicopter paren
ing, family environments, and relational outcomes for Millennials. Communication
Studies, 65(4), 407-425.
Stein, J. (2013). Millennials: The Me Me Me Generation. Time, May 20. Retrieved December 7th,
2.
Per the text, computers are playing an increasingly important role i.docxodiliagilby
Per the text, computers are playing an increasingly important role in the practice of law. Successful paralegals must be comfortable with using electronic databases and research tools.
Write a two to three (2-3) page paper in which you:
Discuss a paralegal’s ethical obligation to conduct competent electronic research. Provide two (2) examples of the potential consequences of inept electronic research practices.
Determine whether or not traditional reference materials (e.g., State and Federal Reporters, West’s Encyclopedia, etc.) can be as current as electronic resources. Provide two (2) advantages and two (2) disadvantages to using traditional resource materials.
Use at least two (2) quality references.
Note:
Wikipedia and other Websites do not qualify as academic resources.
THIS IS PART 1.
.
Pennsylvania was the leader in sentencing and correctional reform .docxodiliagilby
Pennsylvania was the leader in sentencing and correctional reform in the early history of the United States. Discuss what groups were associated with this reform.
Why did they want the reform?
Examine whether it was successful and if the reform brought forth further changes.
What influences does the system have on the correctional system today?
What influences have changed? Why?
Use the Internet, library, and any other resources available to research your answer. Submit a 4 page paper (double-spaced) to your instructor. Support your reasoning with outside sources. Be sure to reference all sources using APA style.
The following will be the grading criteria for this assignment:
20%:
Discuss what groups were associated with this reform.
10%:
Why did they want the reform?
20%:
Examine whether it was successful and if the reform brought forth further changes.
25%:
What direct influences do you see the Pennsylvania system in the correctional systems used today?
25%:
What influences have changed? Why?
4 pages. APA format. No plagerism. 5 sources referenced throughout the paper. Reference Page and Abstract.
.
More Related Content
Similar to · Expectations for Power Point Presentations in Units IV and V I.docx
Annotated Bibliography and Essay Plan for 4 articles
- The future workforce: Here they come
- The future workplace of young Europeans. European View
- Exploring the impact of multitasking in the workplace
- Changing demographics in the workplace
Ja’Mya Wilburn HSL 3853FLE part 115 October 2022Impact o.docxLaticiaGrissomzz
Ja’Mya Wilburn
HSL 3853
FLE part 1
15 October 2022
Impact of Early Use of Technology on Child Development
The topic of child development got selected due to its expansive nature and capability of connecting to current societal constructs. Technology usage has become more advanced in society due to its impact on child development. There are positive and negative effects of children's early use of technology. Technology has constant, reliable outcomes since children aged 2-5 can access information in a simplified method. Families of children in the age group can attain the required development by using online infographics, videos, and pictures to display various information for their children. Infographics are a reliable data-sharing tool since they can integrate images, diverse colors, motions, and sorting operations that correlate user data to ensure an expansive data improvement process. Different software types assist children in learning, like websites and mobile applications. Parents and teachers can install the software on tablets which are standard tools to support children's attention and free time.
Research on harmful technology use by children indicates that children are often exposed to unhealthy food consumption, body image dissatisfaction, and inappropriate behavioral adaptation when they use technology without monitoring (Ricci et al., 2022). Too much technology usage can affect children's attention span since they become fixated on their digital lives, which causes them to miss out on their immediate physical environment (Mustafaoğlu et al., 2018). Parents must develop objectives for managing technology usage by children so that there shall be an appropriate development structure. The goals include the development of a plan for all device usage, setting time limits, and screen time should constantly get monitored, having enough technical knowledge, and restricting inappropriate websites. All these methods facilitate proper improvement of technology usage since it is possible to ensure regulations get integrated for indispensable technological interactions
Objectives:
1)
Present ways to parents how they can implement healthy technology use at home
2)
Explain the pros and cons of young children using technology at an early age
3)
Promote how technology is used in schools to ensure constant learning
4)
Explain the outcome that technology has on early brain development
5)
Display an online infographic blog discussing early technology use and ways to safely implement it into kids lives
References
Mustafaoğlu, R., Zirek, E., Yasacı, Z., & Razak Özdinçler, A. (2018). The negative effects of digital technology usage on children’s development and health. Addicta: The Turkish Journal on Addictions, 5, 227–247. http://dx.doi.org/10.15805/addicta.2018.5.2.0051
Ricci, R. C., Paulo, A., Freitas, A., Ribeiro, I. C., Pires, L., Facina, M., Cabral, M. B., Parduci, N. .
Corpus linguistics is an applied linguistics approach that has become one of the
dominant methods used to analyze language today. Biber et al. (1998) describe
corpus linguistics as having four main features; 1) it is an empirical (experiment
-based) approach in which patterns of language use that are observed in real
language texts (spoken and written) are analyzed, 2) it uses a representative sample
of the target language stored as an electronic database (a corpus) as the basis for the
analysis, 3) it relies on computer software to count linguistics patterns as part of theanalysis, and 4) it depends on both quantitative and qualitative analytical techniques
to interpret the findings.
Running Head PREMISE1Generation Z.docxtoltonkendal
Running Head: PREMISE 1
Generation Z
University
PSYC 8115
Professor
June 11, 2017
Short Background
The generational cohort is one of the categorical terms used to describe broad swaths of individuals (Rumbaut, 2004). There are currently four generations working side by side in today’s workforce, yet very soon, there will be a fifth adding to the mix as the oldest generation ages out of the workforce and enters retirement (Zemke, Raines, & Filipczak, 2000). The newest generation that will be going to work soon is Generation Z, who were born toward the end of the 1990’s to 2010. This generation witnessed the 9/11 attacks from elementary school and endured OIF/OEF each day of their lives, with many seeing parents sent off to the Middle East and shipped home in body bags or with extreme disabilities. They have always known of Homeland Security’s threat levels to include increased airport security. These youths have watched the mistakes their predecessors have made on social media websites, and are less inclined to post graphic photos of themselves (Fedele, 2016). This next generation of our youth is soon to be the target demographic of colleges, militaries, private industries, and commerce.
Problem Statement or the Problem with my Problem Statement
I need advice as to what exactly I am going to measure, I want to know how organizations will bring the next generation into the fold, how will they target, solicit, and entice them to come work for their organization. What would be attractive to Generation Z? I am leaning on a quantitative research method that will deploy a questionnaire to the generation before they graduate high school and join the working class. Any assistance would greatly be appreciated!
References:
Rumbaut, R. G. (2004). Ages, life stages, and generational cohorts: Decomposing the immigrant first and second generations in the United States. International imigration review, 38(3), 1160-1205.
Fedele, R. (2016). Generation Next. Australian Nursing & Midwifery. Journal. Vol. 23. No. 7. pp 16.
Zemke, R., Raines, C., & Filipczak, B. (2000). Generations at Work: Managing the Clash of Veterans, Boomers, Xers, and Nexters in Your Workplace. New York, N.Y.: American Management Association,
Instructor Feed Back
I am returning this without a grade. Give it more thought and submit a proper Premise.
Week 3, Main Discussion Post:
Why are you specifically interested in this topic?
When conducting research for my previous classes, many of the classroom references are a decade old and often older. I wanted a topic that was important now or will be in the next five years. There are few scholarly articles about Generation Z and how they will integrate into the workforce. The mere thought of writing such a lengthy project such as a dissertation is overwhelming, but if nothing come from the work then that is a massive waste of my time and all those involved. I want my work to benefit others and that would make t ...
RUNNING HEAD: TECHNOLOGY 1
TECHNOLOGY 7
COMM 1312: Writing Research
Fall 2016/2017
Assignment 2
Research Proposal
Students’ Names: Norah Albani 201502989
Faten Alnassar 201302248
Instructor Name BARBARA JO BENNETT
Department of Core Humanities
Section 209
Introduction
The modern world is experiencing rapid technological changes. People have become too reliant on the tools of technology such as computers, televisions, and smartphones for their daily activities. These technologies have become the engines for the majority of the daily endeavors. They have enhanced the communication, socialization, entertainment, education and business activities. Their dynamicity and ubiquity have made people highly dependent on them (Greenfield, 2014). Their advantages have made them a necessity in most homes. However, they are also faced with numerous disadvantages to the user. The focus of this paper will be the pros and cons of this technology, and its impact on people’s lives and family relationships.
Background
Technology covers a broad spectrum of software and hardware solutions. They enable people to gather and analyze data for various reasons. The evolution of technology has made the use of cell phones, computers, laptops and other digital devices critical in the lives of most people (Cramer & Hayes, 2010). These technologies have developed from simple tools to intricate gadgets. They are used to call, record videos, take pictures, browse the internet, play music, play games, read books and even attend virtual classes. These technologies have created a generation of “digital natives”. These are the young population that is always on the phone.
The technology has numerous advantages in the daily lives of people and the homes. It has led to the development of education. Schools have expanded to the use of e-learning and distance learning as a result of the spread of the internet. The growth in the use of cellphones has made people feel intimately connected. Parents and children are more in touch through cell phones, and the world is increasingly becoming a global village (Forgays, Hyman & Schreiber, 2014). The internet has also availed all the information that a person needs with just a click. These are some of the benefits that have increased the reliance on technology.
Technological advancements are not without their shortcomings. Video games have encouraged violence among children and led to health implications due to lack of physical activity (Greenfield, 2014). The internet is also a source of inappropriate material, which is easily accessible even to minor children. Pornographic content is readily accessible that has resulted in the moral decadence of the society. The internet addiction is also growing especially among ...
Running head DEPRESSION AMONG MILLENIALS1DEPRESSION AMONG M.docxtodd271
Running head: DEPRESSION AMONG MILLENIALS
1
DEPRESSION AMONG MILLENNIALS
2
DEPRESSION AMONG MILLENNIALS
3
Depression among the Millennials
Laura Kay Utgard
California Southern University
PSY: 87991 Doctoral Project One
December 2018
Statement of the Problem
The
United States government is dealing with a problem of escalating mental health costs because of an increase in reported mental health illnesses (Ferri-Reed, 2013). Depression has always been present in human beings, but the levels today are higher than in previous years (Ferri-Reed, 2013). One of the key generations experiencing depression is Millennials (Odenweller et al. 2014). Millennials are driven to be successful
, and failure to do so may lead to social isolation
. Isolation leads to depression adding to the cost of this generation’s mental healthcare (Odenweller et al., 2014).
Millennials, due to unfulfilled dreams and ambitions tend to spend more and more time on social media or watching movies
(Stein, 2013). Lack of contact with family and friends enhances the feeling that one is alone in the misery. High suicide rates are witnessed among Millennials compared to the previous generations
. The high rates of suicide and the costs of treating depression are of interest to several stakeholders from government policymakers to psychology professionals (Stein, 2013). The government and other players in the health sector are burdened with an increased cost on mental health issues
(Odenweller, Booth-Butterfield, & Weber, 2014).
Millennials are in a stage where they need to be recognized, appreciated, and at the same time, the success of their counterparts has effects on them. When they lack recognition and appreciation from members of society, the sense of belonging depreciates, and it increases stress(Ferri-Reed, 2013). Stress is a catalyst of depression, and that means that millennials are automatically exposed to risks of being depressed(Ferri-Reed, 2013). Depression among millennials has proven to be both internally and externally motivated. Internal motivation comes from the thoughts and expectations of millennials while external motivation comes from the comparison of people who have managed to be successful in life (Ferri-Reed, 2013).
References
Eagan, K., Stolzenberg, E., Ramirez, J., Aragon, M., Suchard, M., & Rios-Aguilar. (2016). The
American Freshman: Fifty-Year Trends, 1966-2015. Los Angeles: Higher Education
Research Institute, UCLA. Retrieved December 13, 2018
(https://www.heri.ucla.edu/monographs/50YearTrendsMonograph2016.pdf).
Ferri-Reed, J. (2013). Millennial-generation" screwed" or generation" shrewd?". The Journal
for Quality and Participation, 36(1), 22.
Odenweller, K. G., Booth-Butterfield, M., & Weber, K. (2014). Investigating helicopter paren
ing, family environments, and relational outcomes for Millennials. Communication
Studies, 65(4), 407-425.
Stein, J. (2013). Millennials: The Me Me Me Generation. Time, May 20. Retrieved December 7th,
2.
Per the text, computers are playing an increasingly important role i.docxodiliagilby
Per the text, computers are playing an increasingly important role in the practice of law. Successful paralegals must be comfortable with using electronic databases and research tools.
Write a two to three (2-3) page paper in which you:
Discuss a paralegal’s ethical obligation to conduct competent electronic research. Provide two (2) examples of the potential consequences of inept electronic research practices.
Determine whether or not traditional reference materials (e.g., State and Federal Reporters, West’s Encyclopedia, etc.) can be as current as electronic resources. Provide two (2) advantages and two (2) disadvantages to using traditional resource materials.
Use at least two (2) quality references.
Note:
Wikipedia and other Websites do not qualify as academic resources.
THIS IS PART 1.
.
Pennsylvania was the leader in sentencing and correctional reform .docxodiliagilby
Pennsylvania was the leader in sentencing and correctional reform in the early history of the United States. Discuss what groups were associated with this reform.
Why did they want the reform?
Examine whether it was successful and if the reform brought forth further changes.
What influences does the system have on the correctional system today?
What influences have changed? Why?
Use the Internet, library, and any other resources available to research your answer. Submit a 4 page paper (double-spaced) to your instructor. Support your reasoning with outside sources. Be sure to reference all sources using APA style.
The following will be the grading criteria for this assignment:
20%:
Discuss what groups were associated with this reform.
10%:
Why did they want the reform?
20%:
Examine whether it was successful and if the reform brought forth further changes.
25%:
What direct influences do you see the Pennsylvania system in the correctional systems used today?
25%:
What influences have changed? Why?
4 pages. APA format. No plagerism. 5 sources referenced throughout the paper. Reference Page and Abstract.
.
Penetration testing is a simulated cyberattack against a computer or.docxodiliagilby
Penetration testing is a simulated cyberattack against a computer or network that checks for exploitable vulnerabilities. Pen tests can involve attempting to breach application systems, APIs, servers, inputs, and code injection attacks to reveal vulnerabilities. In a well-written, highly-detailed research paper, discuss the following:
What is penetration testing
Testing Stages
Testing Methods
Testing, web applications and firewalls
Your paper should meet the following requirements:
Be approximately four to six pages in length, not including the required cover page and reference page.
Follow APA7 guidelines. Your paper should include an introduction, a body with fully developed content, and a conclusion.
Support your answers with the readings from the course and at least two scholarly journal articles to support your positions, claims, and observations, in addition to your textbook. The UC Library is a great place to find resources.
Be clearly and well-written, concise, and logical, using excellent grammar and style techniques. You are being graded in part on the quality of your writing.
.
Perform an analysis of the social demographic, technological, econ.docxodiliagilby
Perform an analysis of the social / demographic, technological, economic, environmental / geographic, and political/legal / governmental segments to understand the general environment facing Union Pacific.
Descri
be how Union Pacific will be affected by each of these external factors.
this is a strategic mangement course business 499.
.
Perform research and discuss whether text messaging is cheaper or mo.docxodiliagilby
Perform research and discuss whether text messaging is cheaper or more expensive than voice. Explain how text messaging works.
Perform research and discuss how an audio CD and an audio DVD compare. Find out why it is said that a vinyl long play record produces sounds much better. Are we going backwards with digital technology in music recording? Explain.
.
People in developed nations are fond of warning people in developing.docxodiliagilby
People in developed nations are fond of warning people in developing nations to stop
destroying rainforest.
People of developing nations often respond that this is hypocritical,
because the developed nations became wealthy by deforesting their land and exploiting its
resources in the past.
What would you say to the president of a developing nation, such as
Indonesia, in which a great deal of forest is being cleared?
.
Pease read and incorporate the following articles from the EBSCO h.docxodiliagilby
Pease read and incorporate the following articles from the EBSCO host database into your paper:
Deakin, A. (2004, November). Finding your organization's hidden treasure.
Behavioral Health Management
, 24(6), 27-29.
Droppa, D., & Luczak, R. (2004, January). Collaboration, technology,
and outcomes—A recipe to improve service delivery.
Behavioral Health Management
, 24(1), 41-44.
To complete the research paper, you will need to include an introduction and conclusion section as well as a title page and reference section. The title of the research paper will be the
Current Issues in the Behavioral Healthcare System
.
Your final paper is due for submission. The paper should adhere to the following guidelines:
The length of the paper should be eight to ten double-spaced pages (not including the title and reference pages).
The main sections should have a:
Title page
Introduction
Body of the paper (with subheadings)
Conclusion
Reference page(s)
The paper must use the APA format for citing sources and references.
Your final paper introduction (one page) should include the following points:
An overview of the research paper
The purpose or objective of the research paper
The body of the paper (five to six pages) should address each of the following topics using information learned in the course, in combination with outside references:
Based on your previous assignments and review of the literature, what are some of the major issues faced by today’s behavioral healthcare system? How have the current and future trends that are evolving in the industry addressed some of those issues?
Do you think there is a difference between the changing trends taking place in the private sector and that of public behavioral healthcare inpatient facilities? Based on your understanding about behavioral health services and the populations being served by them, do you agree that both private and public organizations are able to provide the necessary clinical services? Provide a rationale in support of your response.
In behavioral healthcare, outcomes are the established norm for measuring the success or lack of services. What are some of the major challenges in collecting the data needed to support and report behavioral health outcomes? Provide a rationale for your response.
Quality of care and services is an important part of an outcome-based strategy. The objective behind maintaining and improving quality is to provide competent and efficient services to consumers. In your opinion, do the current regulatory and accreditation standards for the behavioral health industry help to meet that objective? How?
Your conclusion (one to two pages) should include the following points:
What conclusions can you draw from your research that would demonstrate the role played by behavioral health in the healthcare industry?
What changes would you like to bring to today's behavioral healthcare system in order to resolve the current issues identified?
Based on your literature rev.
Peer Review Journal Paper Overview of assignment due 17 April 2014 I.docxodiliagilby
Peer Review Journal Paper Overview of assignment due 17 April 2014 I want you to find a peer review article that falls into our time frame: world history from the emergence of humanity to 1500 CE. I want you to present the thesis [argument] the author is putting forward. I want you then to find two other sources on the same subject and determine if those sources agree or disagree with your original source. The theme here is peer review and the notion of historiography; whether or not how we look at an event or theme of history changes over time? The choice of topic is up to you but please let me know what you are doing by email and let me know what your peer review source is so I can be sure it is appropriate for the course. If you want some help in finding an article; please let me or a librarian know what you might be interested in. I really need to know what your article is before you start so you have something good to start with and send me a link to your article, so that I can approve it.
1. Find a peer review article on some aspect of history associated with this course.
2. Explain the thesis that author is putting forth.
3. Find two secondary sources, they need not be peer review which relate to the main article you are presenting. Do these sources compliment or contrast the thesis being put forth by the original author?
4. Leave some time & space at the end to present your perspective and opinion on the thesis as well.
5. 5-7 pages; typed doubled spaced standard borders & fonts. Please use citation; APA, MLA, Chicago are all acceptable.
The requirement of the paper starts at the middle of the 3rd page that I attached here.
We can discuss more later.
.
Perception is all EXCEPT [removed] [removed]Structuring and orga.docxodiliagilby
Perception is all EXCEPT
[removed]
[removed]Structuring and organizing incoming impulses (information)
[removed]a prognosis (guess) about what is being received
[removed]the reconstruction of reality by our brain
[removed]the transduction of incoming stimuli
[removed]a process which takes time
.
Performance Based Factors and Measures for Quality AssessmentWri.docxodiliagilby
Performance Based Factors and Measures for Quality Assessment
Write a 700- to 1,000-word paper about the Performance Based Factors and Measures for Quality Assessment. Include the following in your paper:
For any health care activity, three performance factors can be measured: structure, process, and outcome. Identify one structure measure, one process measure, and one outcome measure that could be used to evaluate the following hospital admission process:
Upon arrival, the patient reports to the hospital registration or admitting area. The patient completes paperwork and provides an insurance identification card, if insured. Often, patients register before the date of hospital admission to facilitate the registration process. An identification bracelet including the patient’s name and doctor’s name is placed around the patient’s wrist. Before any procedure is performed or any form of medical care is provided, the patient is asked to sign a consent form. If the patient is not feeling well, a family member or caregiver can help the patient complete the admission process.
Include a minimum of three peer-reviewed references, not including the textbook.
Format your paper consistent with APA 6th guidelines.
.
People. I need some help with this assignment that needs to be done .docxodiliagilby
People. I need some help with this assignment that needs to be done in Excel
Problem 1:
Oregon Surplus Inc. qualifies to use the installment-sales method for tax purposes and sold an investment on an installment basis. The total gain of $75000 was reported for financial reporting purposes in the period of sale. The installment period is 3 years; one-third of the sale price is collected in 2014 and the rest in 2015 and 2016. The tax rate was 35% in 2014, 30% in 2015, and 30% in 2016. The enacted tax rates of 2015 and 2016 are not known until 2015.
The accounting and tax data are shown below.
Financial Accounting
Tax Return
2014 (35% tax rate)
Income before temporary difference
$
175,000
$
175,000
Temporary difference
$
75,000
$
25,000
Income
$
250,000
$
200,000
2015 (30% tax rate)
Income before temporary difference
$
200,000
$
200,000
Temporary difference
$
-
$
25,000
Income
$
200,000
$
225,000
2016 (30% tax rate)
Income before temporary difference
$
180,000
$
180,000
Temporary difference
$
-
$
25,000
Income
$
180,000
$
205,000
Required:
1)
Prepare the journal entries to record the income tax expense, deferred income taxes, and the income taxes payable for 2014, 2015, and 2016. No deferred income taxes existed at the beginning of 2012.
2)
Explain how the deferred taxes will appear on the balance sheet at the end of each year. (Assume Installment Accounts Receivable is classified as a current asset.)
3)
Show the income tax expense section of the income statement for each year, beginning with “Income before income taxes.”
Problem 2:
Philadelphia Co. incurred a net operating loss of $850,000 in 2014. Combined income of 2012 and 2013 was $650,000. The tax rate for all years is 30%. Trenton elects the carry back option.
Required:
a.
Prepare the journal entries to record the benefit of loss carry back and loss carry forward option.
b.
Assuming that it is more likely than not that the entire net operating loss carry forward will not be realized in future years, prepare all the journal entries necessary at the end of 2014.
.
Perceptions and Causes of Psychopathology PaperPrepare a 1,0.docxodiliagilby
Perceptions and Causes of Psychopathology
Paper
Prepare
a 1,050- to 1,400-word paper in which you discuss causes of psychopathology.
Address
the following:
Provide a brief overview of how culture is a factor determining the expression of psychopathology.
Examine causes of psychopathology by using either the biopsychosocial or the diathesis-stress models.
Explain the changes in society’s perception of psychopathology as a function of historical time period.
Cite
at least two peer-reviewed sources.
Format
your paper consistent with APA guidelines.
Click
the Assignment Files tab to submit your assignment
.
People are attracted to occupations that complement their personalit.docxodiliagilby
People are attracted to occupations that complement their personalities. In a Word doc, compose a 500 word essay naming and describing the six personality types identified by John Holland. Give an example of a vocational choice for each. Then
analyze how dualistic and relativistic thinking
contribute to our vocational choices and discuss the role of commitment within relativistic thinking.
.
Perception of Pleasure and Pain Presentation3 slides- An explanati.docxodiliagilby
Perception of Pleasure and Pain Presentation
3 slides- An explanation of the role of the somatosensory cortex in the perception of pleasure and pain
3 slides- A description of how the damage to the cutaneous system can affect the quality of life
- Include 1 peer reviewed source
- APA Format
-Include speaker notes please
Need on time by 12pm Eastern May 4th, 2015. Thanks.
.
Pennsylvania v. MarkMark Davis has been charged with Driving W.docxodiliagilby
Pennsylvania v. Mark
Mark Davis has been
charged
with Driving While Intoxicated (DWI) for reckless driving, speeding, four counts of felony assault, and one count of involuntary manslaughter as the result of a crash that occurred on a night out with his friends. Mark has been out on bail and pleaded not guilty when he was arraigned. The Judge set a date for Mark's trial and his defense team has been working to collect information about the technology used by the Highway Patrol to reconstruct the crash.
District Attorney O'Malley offered Mark a plea bargain, but Mark chose to take his chances at trial. Mark's attorney, Mr. Chen Long, advised Mark that accepting the plea offer was completely up to Mark, although Mr. Long advised against accepting it because the defense planned to highlight mistakes made by law enforcement during the investigation that could create reasonable doubt in the minds of the jurors.
The trial begins and during the voir dire of potential jurors, several individuals are excused because they have previous knowledge of Mark's case from the media. Two individuals stated that they could not be impartial because they had loved ones
killed
in alcohol related crashes as well. Eventually, two men and ten women were seated in Mark's trial.
District Attorney O'Malley presented the State's case clearly and concisely depicting a night on the town full of heavy drinking, which ultimately resulted in Mark's actions causing the death of one individual and injuring four others. Highway Patrolman Green explained to the jury that he immediately suspected alcohol when he arrived on scene because Mark appeared to be intoxicated when they spoke. Following the Judge ruling that it was admissible and not prejudicial, Sergeant Rodney Monroe, from the Highway Patrol Reconstruction Team presented their reconstruction complete with a high-tech computer animated reenactment of the crash. During the cross examination, Defense Attorney Long challenged the reconstruction because the Defense Crash Reconstruction Expert had discovered errors in the mathematical calculations for vehicle speed. The jury appeared to have liked the reconstruction very much regardless of the errors highlighted by the defense.
Mark was convicted of DWI, four counts of felony assault, and one count of involuntary manslaughter; however, he was acquitted of reckless driving and speeding. The Jury said they could not convict Mark of those offenses because of the mistakes made by law enforcement officers during the investigation.
Because Mark pleads not guilty, but was convicted during trial and had two prior DWI offenses, he was sentenced to ten years in the State Prison. Defense Attorney Long immediately notified the court of an impending appeal that would be filed by the defendant. In a report, using external sources to support your claims, answer the following:
Compare and contrast the roles of the Judge, Jury, District Attorney (Prosecutor), and Defense Attorney. What ar.
PBAD201-1501A-02 Public AdministrationTask NamePhase 3 Individu.docxodiliagilby
PBAD201-1501A-02 Public Administration
Task Name:
Phase 3 Individual Project
Deliverable Length:
750–1,000 words; Tabular budget
Details:
Weekly tasks or assignments (Individual or Group Projects) will be due
by
Monday and late submissions will be assigned a late penalty in accordance with the late penalty policy found in the syllabus. NOTE: All submission posting times are based on midnight Central Time.
Concern among the public sector is the demand for public organizations to be transparent about their budgets and spending habits. You have been scheduled to conduct a presentation for the State Budgeting Committee about the type of budget that the organization operates under. Identify the type of public organization for which you work, as well as what types of services, goods, or activities the organization provides to the public. Identify the size and scope of the organization.
Construct a budget using Excel that will provide a breakdown of the various budget items. Copy and paste the Excel spreadsheet of your budget into a Word document. Finally, explain how the budget is made available to the public for review. For example, is the budget made available at public meetings, on a special request, published in a newsletter, on the organization’s premises during regular business hours, via the organization’s Web site, or by some other means? If the budget is not available for the public to review, explain why. Furthermore, are there any provisions in place regarding the budget being made available for public view? Explain in detail.
Assignment Guidelines
Address the following in 750–1,000 words:
Identify the type of public organization for which you work, as well as what types of services, goods, or activities the organization provides to the public. Identify the size and scope of the organization.
Construct a budget using Excel that will provide a breakdown of the various organizational budget items.
Copy and paste the Excel spreadsheet of your budget into a Word document.
Is the budget made available to the public for review?
If yes, explain how in detail.
If no, explain in detail why it is not.
Are there any types of provisions in place regarding the budget being made available for public view? Identify and explain.
Be sure to reference all sources using APA style.
.
Part1 Q1. Classify each of the following as- (i)qual.docxodiliagilby
Part1
Q1. Classify each of the following as:-
(i)
qualitative or quantitative
(ii)
nominal, ordinal, interval or ratio scale.
a.
Times for swimmers to complete a 50meters race.
b.
Months of the year: Meskerem, Tikimit, Hidat, ---.
c.
Region numbers of Riyadh: 1, 2, 3, 4, ---.
d.
Pollen counts provided as numbers between 1 and 10 where 1 means there is almost no pollen and 10 means that it is rampant, but for which the values do not represent an actual count of grains of pollen.
e.
Packages in the city of Cleveland telephone book.
f.
Rankings of tennis players.
g.
Weights of air conditioners.
h.
Personal ID numbers
i.
Telephone numbers
j.
Temperatures inside 10 refrigerators.
k.
Salaries of the top five CEOs in the United States.
l.
Ratings of eight local plays ( poor, fair, good, excellent)
m.
Times required for mechanics to do a tune up.
n.
Ages of students in a classroom.
o.
Marital Status of patients in a physician’s office.
p.
Horsepower of tractor engines.
q.
Colors of baseball caps in a store.
r.
Classification of kids at a day care (infant, toddler, pre-school)
Q2. The following are the grades which 40 students obtained in a certain course in 1997E.C. here in Mekelle University of the Arid Campus.
75 89 66 52 90 68 83 94 77 60 38 47 87 65 97 49 65 72 73 81 63 77 31 88 74 37 85 76 74 63 69 72 91 87 76 58 63 70 72 65
a. Construct an absolute frequency distribution.
b. Convert the distribution obtained in (a) into a Relative & Percentage distribution.
c. Convert the distribution in (a) into a “Less than” &
a “More than” cumulative distribution
d. Construct a histogram, frequency polygon and ogive curve
Q3. The following distribution shows that the result obtained by 100 accounting students in the final examination of statistics in
Saudi Electronic University.
Mark of students.
0-10
10-20
20-30
30-40
40-50
No. of students
14
f1
28
f2
15
If the median mark of students is 22.5, compute:-
i.
The missing frequencies, f1 and f2.
ii.
the mode, and
iii.
the arithmetic mean
iv.
variance
Part 2
Q1.
a. (Smoking and Coffee Drinking)
Coffee
No Coffee
Total
Smoker
60
40
100
Non-Smoker
115
85
200
Total
175
125
300
What is the probability that a randomly selected person from the sample either smokes or drinks coffee.
Q1. b. What is the probability that I flip a coin and get a Head, Roll a die and get a 4 or a 6, and then pull the king of Spades and a diamond from a deck of cards.
Q2: The random variable X has the following probability distribution:
X
0
1
2
3
Total
P(x)
0.22
0.38
0.1
0.3
1
Find the expected value (E(x)) & the Variance.
Q3: A radar unit is used to measure speeds of cars on a highway. The speeds are
normally
distributed with a mean of 90 km/hr and a standard deviation of 10 km/hr. What is the probability that a car picked at random is travelling at:
a-
More than 100 km/hr?
b-
Less than 85 Km/hr?
c-
Between them?
Part 3
Q-1..
Paul’s Letter to the EphesiansThe First Letter of PeterThe Fir.docxodiliagilby
Paul’s Letter to the Ephesians
The First Letter of Peter
The First Letter to Timothy
For each document above; Identify specific content, features, or themes which permit classifying each text early Catholic in character.
At least one credible source
one and half pages
.
Past and FuturePlease respond to the followingImagine back .docxodiliagilby
"Past and Future"
Please respond to the following:
Imagine back in time to pre-Internet days. Describe how you would have established communications for international trade in these time periods: 1935 and 1977.
Imagine it is now 2050. Predict the ease and speed of international trade communications and how it will occur.
2-
"Backtracking from Globalization"
Please respond to the following:
From the e-Activity, illustrate with two examples how the U.S. has restrained trade over the past 60 years and state why you think that happened.
Some believe these restraints have been deleterious to national economic prosperity. In your estimation, speculate as to how these restraints have affected national economic prosperity.
.
Partisan considerations have increasingly influenced the selection.docxodiliagilby
Partisan considerations have increasingly influenced the selection of federal judges. Interest groups on the right and the left have insisted on the appointment of judges who hold compatible views. Presidents and members of Congress have also increasingly sought appointees who will decide issues in ways they prefer. What is your view? Should politics play such a large role in judicial appointments? Or should merit be given greater weight?
Does a merit based system favor ONLY those with money and the connections? needs to be at least 200 words APA
.
Students, digital devices and success - Andreas Schleicher - 27 May 2024..pptxEduSkills OECD
Andreas Schleicher presents at the OECD webinar ‘Digital devices in schools: detrimental distraction or secret to success?’ on 27 May 2024. The presentation was based on findings from PISA 2022 results and the webinar helped launch the PISA in Focus ‘Managing screen time: How to protect and equip students against distraction’ https://www.oecd-ilibrary.org/education/managing-screen-time_7c225af4-en and the OECD Education Policy Perspective ‘Students, digital devices and success’ can be found here - https://oe.cd/il/5yV
Embracing GenAI - A Strategic ImperativePeter Windle
Artificial Intelligence (AI) technologies such as Generative AI, Image Generators and Large Language Models have had a dramatic impact on teaching, learning and assessment over the past 18 months. The most immediate threat AI posed was to Academic Integrity with Higher Education Institutes (HEIs) focusing their efforts on combating the use of GenAI in assessment. Guidelines were developed for staff and students, policies put in place too. Innovative educators have forged paths in the use of Generative AI for teaching, learning and assessments leading to pockets of transformation springing up across HEIs, often with little or no top-down guidance, support or direction.
This Gasta posits a strategic approach to integrating AI into HEIs to prepare staff, students and the curriculum for an evolving world and workplace. We will highlight the advantages of working with these technologies beyond the realm of teaching, learning and assessment by considering prompt engineering skills, industry impact, curriculum changes, and the need for staff upskilling. In contrast, not engaging strategically with Generative AI poses risks, including falling behind peers, missed opportunities and failing to ensure our graduates remain employable. The rapid evolution of AI technologies necessitates a proactive and strategic approach if we are to remain relevant.
Instructions for Submissions thorugh G- Classroom.pptxJheel Barad
This presentation provides a briefing on how to upload submissions and documents in Google Classroom. It was prepared as part of an orientation for new Sainik School in-service teacher trainees. As a training officer, my goal is to ensure that you are comfortable and proficient with this essential tool for managing assignments and fostering student engagement.
Welcome to TechSoup New Member Orientation and Q&A (May 2024).pdfTechSoup
In this webinar you will learn how your organization can access TechSoup's wide variety of product discount and donation programs. From hardware to software, we'll give you a tour of the tools available to help your nonprofit with productivity, collaboration, financial management, donor tracking, security, and more.
Unit 8 - Information and Communication Technology (Paper I).pdfThiyagu K
This slides describes the basic concepts of ICT, basics of Email, Emerging Technology and Digital Initiatives in Education. This presentations aligns with the UGC Paper I syllabus.
Synthetic Fiber Construction in lab .pptxPavel ( NSTU)
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· Expectations for Power Point Presentations in Units IV and V I.docx
1. · Expectations for Power Point Presentations in Units IV and V
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2. Learning Preferences of Millennials in a Knowledge-Based
Environment
Giora Hadar
University of Groningen (RuG), The Netherlands
[email protected]
Abstract: This paper discusses how understanding
intergenerational knowledge transfer can improve knowledge
transfer in
large organizations. The U.S. Federal Aviation Administration
(FAA) risks significant loss of institutional human capital as
huge
numbers of senior controllers retire. To perform their job, air
traffic controllers must develop in-depth knowledge, including
tacit knowledge typically acquired over many years, so they can
quickly make accurate decisions while dealing with the many
air traffic control (ATC) situations that arise. The only pool
available to replace the retiring controllers is the Millennials.
This
group, the best educated ever, has its own attitudes toward life,
work, and training as well as technology use. Because
knowledge transfer and training involve both technology and
human interaction, this paper explores not only the role of
technology but also that of intergenerational communications in
both the training and operational environments of a highly
technical workplace.
Keywords: knowledge transfer, training, tacit knowledge,
mentoring, mobile smart devices, communications
1. Introduction
Intergenerational knowledge transfer, especially in a highly
technical environment, has not been thoroughly
3. studied by the academic community. This research was
undertaken to further understanding of the impact of
generational differences on learning and knowledge transfer in
such an environment to add fundamental
knowledge and create actionable knowledge for complex
organizations. By improving understanding of the
preferences of younger workers for knowledge transfer
approaches, this study has the potential to add new
knowledge to knowledge management (KM) and related fields
and give organizations insights into how to design
knowledge transfer and learning programs for their younger
workers.
2. Addressing the problem of knowledge loss
Between now and 2021, the FAA risks significant institutional
knowledge loss as senior employees retire, a
situation particularly acute for air traffic controllers. By
October 2015, FAA expects approximately one-third of
controllers to reach mandatory retirement age, as depicted in
Figure 1 (FAA 2012). As these controllers retire,
the agency must quickly hire, train, and integrate new hires into
ATC facilities. The need to pass operational
knowledge from veteran controllers to the new hires is critical
to maintaining the safety of the U.S. airspace.
Transferring knowledge from one generation to another can be
difficult since younger people acquire knowledge
and skills differently from older people and have different
attitudes on authority, job stability, and learning.
Research has shown that knowledge sharing requires trust,
which can be compromised when worldviews differ.
Further compounding those issues are the different
communication styles of each generation. Table 1 shows
the communication styles of each group (Hannam & Yordi,
2011).
4. Table 1: Personal communication
Generation Preferred method of communication
Boomers Face-to-face
Phone calls
Personal interaction
Structured networking
Gen Xers Voicemail
Email
Casual
Direct and immediate
Millennials Text messages
Collaborative interaction
Organizations such as FAA are now looking at solutions to deal
with these knowledge loss and knowledge
transfer issues. For example, to efficiently accomplish
knowledge transfer, organizations may benefit from
changing their traditional means of training to accommodate the
preferences of their new employees. In ATC,
ECIC2015 141
mailto:[email protected]
Giora Hadar
the new hires belong to the Millennial age group. These younger
5. people who grew up in a digital world have
been shown to prefer digital technologies to the more static
teaching methods used to train their predecessors.
In addition to technology solutions, knowledge transfer and
communications issues are also important to
address. Once classroom training is completed and the new hires
move into FAA facilities for on-the-job training
(OJT), generational and age differences can pose challenges, as
communications preferences and worldviews
vary among the generations.
Figure 1: Controller retirement eligibility
2.1 Background
In 1981, the FAA hired thousands of air traffic controllers to
replace those U.S. President Ronald Reagan fired
after they had gone on an illegal strike. This move created the
large cohort of controllers that is now retiring.
The agency started hiring Gen Xers in 1992 and Millennials in
2005, creating a younger and multigenerational
workforce. Lancaster & Stillman (2002) identify these age
groups as follows: Boomers, born between 1946 and
1964; Gen Xers, born between 1965 and 1980; and Millennials,
born between 1981 and 1999.
Because of mandatory age limits for incoming controllers,
Millennials are the only pool now available for hiring
new workers. Their status as the first generation born into a
wired world affects their attitudes at work (Smola
& Sutton, 2002). Also called Digital Natives (Prensky, 2001) or
the Net (N-) Generation (Tapscott, 1998),
Millennials tend to work well in groups and be self-confident
6. and technologically astute, whereas, Gen Xers tend
toward independence and a hands-off style.
Oblinger & Oblinger (2005) and Reynolds, et al. (2009)
describe the three generations in the workplace in Table
2.
Table 2: Attributes of the generations
Description
Boomers Gen Xers Millennials
Me generation Latchkey generation Net generation
Attributes Optimistic
Workaholic
Independent
Skeptical
Hopeful
Determined
Likes Responsibility
Work ethic
Can-do attitude
Freedom
Multitasking
Work-life balance
Public activism
Latest technology
7. Parents
Dislikes Laziness
Turning 50
Red tape
Hype
Anything slow
Negativity
Culturally, Millennials have been a focal point throughout their
lives, as youth-oriented media became a major
market force in the 1990s (Howe & Strauss, 2000). Although
Millennials were catered to from an early age, the
authors state, they are cooperative team players, feel close to
their parents, respect authority and rules, and
ECIC2015 142
Giora Hadar
are confident and smart, with aptitude test scores that have risen
for every racial and ethnic group. Millennials
believe in themselves and the future. Their being pampered has
created the belief they are special and a drive
to achieve, following their parents’ advice to study, avoid risk,
and take advantage of opportunities.
According to Schooley, et al. (2009), Millennials stress the
importance of work-life balance as a result of seeing
8. their parents work long hours and miss school events.
Millennials tend to have less loyalty toward employers
than their parents and grandparents did. With important
implications for the workplace, Schooley, et al. (2005)
find that most Millennials have an “innate” ability to use
information technology, are comfortable multitasking
while using multiple digital media, and demand interactivity as
they construct knowledge. While Millennials
often lack a workaholic drive, they compensate by taking
advantage of many technologies – often
simultaneously – to efficiently perform work.
Many of these younger employees have expertise in media,
tools, and technology their older colleagues do not
(Lancaster & Stillman, 2002). While older employees have
access to these tools, it is the younger employees who
understand and make use of them to their full potential and
regard them as more effective than traditional
forms of communicating. This generational difference may
profoundly shape workplace knowledge sharing.
2.2 A knowledge transfer challenge
One way for FAA to meet its knowledge transfer challenges is
to train members of the new cohort in ways they
prefer and work best for them. This research supports that
concept both in terms of technology use and
communications and collaboration strategies. As digital natives
who grew up online, Millennials expect to see
the technologies they use in their daily lives at work. Their
proclivity toward adopting the latest technologies
and expertise in playing electronic games affords them skills
that can be used advantageously in the workplace
and in training.
While describing generational preferences for receiving and
9. processing information, Hannam & Yordi (2011)
describe the predominant learning style of Millennials as: (1)
seeing context and value, (2) searching and
exploring with others online in their time and place, (3)
connecting to anything, and (4) being tech-savvy. These
authors suggest a growing consensus among employers that
Millennials need mentoring, which does not mean
they have nothing to offer, as they tend to be collaborative,
respectful of authority, and eager to learn.
3. Why study ATC?
An FAA executive described the seriousness of the agency’s
wave of retirements noting, “The institutional
knowledge of our employees is the foundation of a healthy
organization. People do not show up with it, and it’s
not something they find in a book or at orientation, or even
during formal OJT. It’s something they acquire after
spending many years, maybe decades, with an organization.”
ATC’s size, complexity, and culture complicate knowledge
transfer. However, this unique work environment is
an appropriate study focus because: (1) the need for knowledge
transfer is acute due to the large influx of new
hires; (2) the operational environment is highly exacting,
exacerbating communications issues; (3) training new
air traffic controllers is highly intensive and knowledge-based;
(4) dependency between mentor and mentee
amplifies the significance of intergenerational differences; and
(5) known barriers to knowledge transfer exist,
for example, OJT instructors and mentors may expect trainees to
follow instructions without a rationale or
explanation, or they may be reluctant to mentor them at all.
3.1 ATC: A knowledge centric environment
10. An impending knowledge loss is a major concern in a highly
knowledge-centric environment. Thus, this research
studied the methods used to train new controllers and to create,
capture, and transfer knowledge.
Controllers must have sufficient tacit knowledge to safely
manage air traffic as they gain independence on the
job. Operationally, controllers apply only the knowledge
required by each situation, referred to as “just-in-time
knowledge.” This knowledge subset is shared with aircraft
crews and controllers in airport traffic control towers
(ATCT), terminal radar control (TRACON) facilities, and en
route centers, ensuring a shared understanding of
processes and events that is critical, as all controllers must
coordinate their work. For example, after takeoff, an
ECIC2015 143
Giora Hadar
ATCT controller transfers control of the flight to a TRACON
controller, who transfers it to potentially multiple en
route center controllers until the process is reversed for landing.
O’Dell & Hubert’s (2011) assertion that passing tacit knowledge
from one person to another is difficult is
especially relevant for ATC, which requires controllers to create
tacit knowledge through their shared
experiences with coworkers, articulate this knowledge,
continually acquire new tacit knowledge, and
systematize this knowledge so it eventually becomes explicit
and available to others.
11. 3.2 ATC and tacit knowledge
Because developing tacit knowledge is so important, training
new controllers is intensive. Air traffic controllers
go through many years of training, mentoring, and experience
during which they gain the explicit and tacit
knowledge that will lead to the development of expert judgment.
A significant amount of knowledge transfer
takes place during OJT, involving close interpersonal (and
intergenerational) interactions that rely on trust.
During this phase, intergenerational differences in
communication styles and preferences can affect trust. Senior
controllers must trust that the younger controllers are ready to
receive their knowledge and use it appropriately.
However, anecdotal reports suggest that older OJT instructors
may consider the new hires to be unready to fit
into their culture and, as a result, may either fail them or
demand additional training. On the other hand,
communications differences can also impede trust of older
controllers by the younger trainees.
4. Central role of communications
Communications is central to this research, as ATC involves a
high degree of communication to execute the work,
train new controllers, and capture and transfer knowledge. In
ATC, communications covers many areas,
including sharing rules of behavior, regulations, and
instructions on how to accomplish the work.
Communications is extremely important in both face-to-face and
non-face-to-face situations. Controllers usually
work in teams in adjacent positions. As they converse with each
other, they must be able to communicate clearly
with both colleagues and supervisors as well as the pilots of
aircraft under their control in diverse situations.
Controllers also must learn the proper terminology when
12. conversing with pilots to ensure their instructions are
carried out correctly.
In addition to mastering two-way communication, controllers
must be able to speak English clearly and
coherently. They must be able to transmit information to the
pilot or their colleagues as well as understand the
incoming feedback to make sure their message was understood.
Controllers and pilots routinely communicate about the status of
flights. This is highly important in situations
when unknown variables may be present, such as traffic delays
or abruptly changing weather. Sometimes
controllers and pilots fail to communicate properly due to the
existence of asymmetric information. That
situation can lead to a traffic accident such as Asiana Airline
flight 214, which crashed at San Francisco
International Airport on 6 July 2013. During an investigation by
the U.S. National Transportation Safety Board, it
was revealed that “the pilot harbored fears about landing safely
while relying on manual controls and a visual
approach, but did not express them to his fellow crew members
because he did not want to fail his training
mission and embarrass himself.” See
http://www.theguardian.com/world/2013/dec/12/asiana-pilot-
feared-
landing-safely-ntsb-report. Also complicating communications
is the reality of different self-interests and
perceptions. Controllers must take into account all aircraft in
their airspace while pilots are focused mainly on
one plane. Both parties develop perceptions based on rapidly
evolving information on which they bring to bear
their expert knowledge, especially tacit knowledge, and
communication skills.
In Table 3, Hannam & Yordi (2011) provide insight into the
13. communications preferences of each generation.
Table 3: Communication in the multi-generational workplace
Generation Suggested ways to communicate
Boomers Conversations should be more formal, perhaps over
coffee or lunch. Boomers tend to see
relationship and business results as intertwined. Ask about
mutual interests, e.g., “How is your
son doing in college?” Make the conversation participative by
getting the other’s input, and link
your message to the individual or team vision, mission, and
values.
Gen Xers Do not waste the person's time. Be direct and
straightforward. Avoid corporate-speak. Send an
email or leave a voicemail that states clearly what you want,
how it will serve you, and when you
want it.
ECIC2015 144
http://www.theguardian.com/world/2013/dec/12/asiana-pilot-
feared-landing-safely-ntsb-report
http://www.theguardian.com/world/2013/dec/12/asiana-pilot-
feared-landing-safely-ntsb-report
Giora Hadar
Millennials Be positive. Send a text message or meet face-to-
14. face. Tie the message to your personal goals or
the goals the team is working toward. Do not be condescending.
Avoid criticism and sarcasm.
5. Workplace learning approaches
Controllers need a high level of tacit knowledge to be able to
form expert judgments (FAA, 2010). FAA’s three-
prong approach to ATC training can be related to the work of de
Jong & Ferguson-Hessler (1996), who described
four facets of tacit knowledge relevant to controller training:
situational, conceptual, procedural, and strategic.
Trainee controllers obtain procedural and some strategic
knowledge from classroom instruction (which includes
reading manuals, procedures, and textbooks) at the FAA
academy. Using a simulator hones this classroom
learning and helps develop conceptual knowledge. Generally,
once controllers complete training at the Academy,
they acquire and build knowledge by daily on-the-job practice,
through mentoring and by working with more
experienced controllers over the long-term in their assigned
facilities through OJT. OJT is analogous to the
relationship between a master craftsman and apprentice in a
European guild during the Middle Ages and
therefore involves a high degree of mentoring.
OJT develops situational knowledge, which new controllers
combine with the other three types of tacit
knowledge to prepare for working in ATC.
6. Research in the ATC environment
Following an extensive literature review, this research
identified some assumptions regarding the three
15. generations in the workplace. These assumptions led to the
development of the hypotheses, followed by the
development of the conceptual model. Following the
development of the conceptual model, a survey was
developed comprising four sections: the modes (technologies)
the three generations use to communicate with
their colleagues, each generation’s preferences for methods to
gain access to and transfer knowledge, each age
group’s preferences for ATC training methods, and
demographics. The collected data were analyzed using a
modified hypothetical-deductive method, following the cycle of
empirical scientific inquiry (de Groot, 1969).
Figure 2 shows the conceptual model. In this model, gaining
knowledge is the dependent variable. Age groups,
communications behavior within groups, learning preferences,
and knowledge principles are the independent
variables. The moderator is the external influences affecting
implementation of KM, namely, U.S. government
policies. The independent variables influence the mediator,
namely KM, which affects the success of KM
implementation.
Figure 2: Conceptual model
6.1 Hypotheses and development of the survey questionnaire
The research hypothesized that members of the younger
generations prefer to use the technologies they rely
on in their private lives, such as social media and mobile smart
devices, to collaborate and to capture, retrieve,
and transfer knowledge in the workplace.
ECIC2015 145
16. Giora Hadar
The survey addressed participants’ preferences in three areas —
communications, solving a task, and learning
— in addition to identifying their demographics. Seven
hypotheses were tested:
H1. Older air traffic controllers prefer fewer modes of
communications and use them less frequently
than do younger controllers.
H2. Older air traffic controllers search longer for and share less
information than do younger
controllers.
H3. Older air traffic controllers find classroom instruction,
instruction materials, and computer
simulation less effective than do younger controllers.
H4. Older air traffic controllers find laboratory simulation and
online databases less effective than
do younger controllers.
H5. To transfer mission-critical knowledge in the FAA, older
air traffic controllers use KM principles
less than do younger controllers.
H6. Older air traffic controllers catalog and store information
about tasks more than do younger
controllers.
H7. Older controllers disseminate information about tasks less
readily than do younger controllers.
17. H1 and H2 were associated with communications behavior
within groups. H3 and H4 were associated with
learning preferences. H5 through H7 were associated with
knowledge principles. All hypotheses were associated
with the age groups.
The research studied two groups: (1) 208 operational controllers
in the agency and (2) 246 instructors and
students in four academic institutions conducting ATC
education.
6.2 Results of the data analysis
The data suggest that Millennials embrace new technologies
more strongly than do the older cohorts. In this
study, members of the younger generations preferred to use
technologies such as social media and mobile smart
devices in the workplace and for training.
The data also showed that Millennials rely more on knowledge
resources (such as expertise locators and
knowledge bases) and use them more frequently than do their
older colleagues. It also revealed that Millennials
exhibit more knowledge-related behaviors compared to Boomers
for some activities but not for for others.
Some of these results are consistent with other academic
findings about Millennials’ preferences and behaviors
while others are not. Somewhat surprisingly, Millennials rated
some traditional training methods (such as face-
to-face time with mentors or OJT instructors and classroom
training) more highly than did the Boomers. That
result raises questions about the cause of these discrepancies
that may be worthy of future study. One possible
explanation is that such preferences and behaviors are
18. environment-dependent, for example, they may differ
from the norm in a highly technical environment where the
mastery of tacit knowledge is essential.
7. Conclusions and recommendations
7.1 Conclusions
The survey data confirmed most of the hypotheses. Millennials
are more open to new technologies and wish to
use mobile smart devices as a part of both life and work. Gen
Xers, the transitional generation, show some traits
of both Boomers and Millennials. Boomers are the most
traditional age group and the slowest to embrace
technological changes. The research also confirms that
Millennials like to work in teams and share their
knowledge. The data analysis led to the following conclusions:
media and mobile smart devices.
-related behaviors (e.g.,
locating experts and identifying lessons learned)
compared to Boomers in some cases, but for others (e.g.,
searching for and sharing information) there were
no generational differences.
ECIC2015 146
Giora Hadar
19. locators and knowledge bases) and do so more
frequently than do their older colleagues.
face-to-face time with mentors or OJT
instructors and classroom training) more highly than do
Boomers.
7.2 Recommendations
As a result of this research, organizations should be able to
answer the following question:
“How should we augment technical training for new employees
in ways that appeal to the lifestyle and needs of
Millennials?”
Because the three generations bring different ideas, challenges,
and opportunities to the workplace, executives
can benefit from taking these attributes and preferences into
account and acknowledging the strength of the
diversity they bring to the workplace.
This research suggests that organizations consider the following
approaches to meet the knowledge sharing,
mentoring, and training needs of their incoming Millennial
employees:
(1) Incorporate interactive serious games into operational
training, using mobile smart devices. The deep lessons
Millennials have learned from video games may carry enormous
value. If managed and reinforced correctly,
these lessons have the potential to deliver that value to the
workplace. One challenge is finding ways to exploit
the unique aspects of serious games to enhance workplace
20. learning.
(2) Create communities of practice (COP). Creating COPs
would be vital for helping new hires adapt to and quickly
learn the needs of the workplace as well as interact with peers
and experts.
(3) Implement social networks, including microblogging. There
is a strong connection between KM and social
media. Yates & Paquette (2011) describe how the low- or no-
cost social networks that proved a key part of the
disaster response in the aftermath of 2010 Haiti earthquake
could be of high value to organizations in the areas
of lessons learned and best practices through the use of video
and photo-sharing Websites.
(4) Introduce cross-generational mentoring. Organizations
should consider implementing formal mentoring
programs that match leaders and managers with the
organization’s best employees. This approach would enable
new hires to gain valuable face time with the leaders and
managers of their choice. Three types of mentoring
are recommended: soft-sills, cross-generational, and reverse
mentoring.
7.3 The impact of this research
This research should have an impact on both the development of
organizational KM and training programs and
approaches as well as future research in the field. Many of the
issues addressed are not specific to the FAA but
apply to almost every complex public and private sector
organization. Aging populations are changing
demographics worldwide in developed countries, with profound
effects on the workplace environment. As older
employees retire, organizations hire younger employees,
creating a multigenerational workplace that faces
intergenerational issues as well as potential knowledge loss.
Younger employees entering the workplace need
21. to learn organizational culture and their individual jobs as
expeditiously as possible to become efficient and
effective workers.
As the recommendations outlined above show, organizations
would benefit from catering to the preferences of
their incoming Millennial workers to facilitate their training and
integration into the workplace. Designing
training and KM programs with these technology preferences in
mind will increase efficiency and effectiveness
as well as worker morale. Further, Millennials’ strong
preferences for KM resources and approaches provide a
strong rationale for their implementation in the workplace.
The finding of both generational differences and similarities in
KM behaviors suggests that further research is
warranted to better understand these behaviors and assess their
implications in different workplace
environments. Follow-on studies could conduct a comparative
analysis of organizations with cultural and KM
environments that differ from the highly technical ATC
environment where the transfer of tacit knowledge is
particularly critical. In addition, follow-on studies could use
these and subsequent findings about generational
ECIC2015 147
Giora Hadar
behaviors to study the effectiveness of implementing workplace
technology- and knowledge-based programs
and approaches in multigenerational workforces.
22. Similarly, Millennials’ preferences for KM resources provide
another area for further study. There is a need to
better understand these preferences and how to exploit them in
work and training environments. Further
findings of support for such preferences in various other work
environments would support the case for the
expansion of KM resources among complex organizations in
general as a productive approach to enhancing
knowledge transfer for the incoming Millennials.
7.4 Contributions to the KM field
The findings of this research create important additions to the
field of KM. The younger generations’ preference
for using social media and social technologies for work and in
training creates a potential for greater ease of
knowledge creation, retention, and transfer for those groups.
The possibility and likely willingness of Millennials
to reverse mentor their older colleagues by sharing their
expertise with the newer social media technologies
could likewise enhance the ability of Boomers to share their
tacit knowledge with their younger colleagues. Thus,
while these findings highlight intergenerational differences,
newer technologies also have the potential to
enhance knowledge transfer in the workplace among all the
generations.
Cultural shifts caused by the advent of emerging social media
and related disruptive technologies will likely
continue to have an impact on knowledge transfer,
communication, and training in the workplace. As new
generations become early adopters of the latest technologies,
generational differences will continue to be an
area that organizations will need to address. This research
provides insights into these differences, practical
advice for organizations for dealing with generational issues, as
23. well as potential areas for future study for KM
investigators.
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25. http://www.executiveforum.com/PDFs/LancasterSynopsis.pdf.
Liebowitz, J. (1999). Key ingredients to the success of an
organization’s knowledge management strategy. Knowledge and
Process Management 6(1): 37-40.
ECIC2015 148
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s/media/201112.pdf
http://www.faa.gov/documentLibrary/media/Order/ATC.pdf
http://www.faa.gov/air_traffic/publications/controller_staffing/
media/CWP_2012.pdf
http://www.businessofgovernment.org/report/engaging-multi-
generational-workforce-practical-advice-government-managers
http://www.businessofgovernment.org/report/engaging-multi-
generational-workforce-practical-advice-government-managers
http://www.executiveforum.com/PDFs/LancasterSynopsis.pdf
Giora Hadar
Liebowitz, J. (2004). Addressing the human capital crisis in the
federal government: A knowledge management perspective.
New York, NY: Butterworth Heinemann.
Liebowitz, J., Ayyavoo, N., Nguyen, H., Carran, D., & Simien,
J. (2007). Cross-generational knowledge flows in edge
organizations. Industrial Management & Data Systems, 107(8):
1123-1153.
Marion, R. & Uhl-Bien, M. (2001). Leadership in complex
organizations. The Leadership Quarterly, 12(4): 389-418.
O’Dell, C. & Hubert, C. (2011). The new edge in knowledge:
26. How knowledge management is changing the way we do
business. Hoboken, NJ: John Wiley & Sons.
Oblinger, D. G. & Oblinger, J. L. (2005). Is it age or IT: First
steps toward understanding the net generation. In Oblinger, D.
G.
& Oblinger, J. L. (Eds.) (2005). Educating the net generation
(pp. 2.1-2.20). Boulder, CO: EDUCAUSE. Retrieved 28 May
2011 from http://www.educause.edu/ir/library/pdf/pub7102.pdf.
Prensky, M. (2001). Digital natives, digital immigrants, part 1.
On the Horizon, 9(5), 1-6.
Reynolds, L., Campbell-Bush, E., & Geist, R. (2008). The Gen
Y Imperative. Communications World, 25(3): 19-22.
Schooley, C., Moore, C., & Vitti, R. (2009). The Millennials are
here! Are you prepared? Cambridge, MA: Forrester Research.
Schooley, C., Moore, C., Rugullies, E., Orlov, L. M., Ragsdale,
J., & Fossner, L. (2005). Get Ready: The Millennials are
coming!
Cambridge, MA: Forrester Research.
Senge, P. M. (1990). The fifth discipline: The art and practice
of the learning organization. New York, NY: Doubleday.
Shin, M., Holden, T., & Schmidt, R. A. (2001). From knowledge
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Smola, K. W. & Sutton, C. D. (2002). Generational differences:
Revisiting generational work values for the new millennium.
Journal of Organizational Behavior. 23(4): 363-382.
Snowden, D. F. (12 December 2012). Thinking and acting fast
in complex environments: Cutting-edge approaches to
27. learning and implementation. Presented to the World Bank,
Knowledge & Learning Council, Washington, DC.
Sveiby, K. E. 2001. A knowledge-based theory of the firm to
guide strategy formulation. Journal of Intellectual Capital, 2(4):
344 – 358.
Szulanski, G. (2000). The process of knowledge transfer: A
diachronic analysis of stickiness. Organizational Behavior and
Human Decision Processes 82(1): 9-27.
Tapscott, D. (1998). Growing up digital: The rise of the net
generation. Toronto, ON: McGraw-Hill.
Tulgan, B. (2000). Managing generation X: How to bring out
the best in young talent (Rev. Ed.). New York, NY: W. W.
Norton & Co.
Twenge, J. M. (2006). Generation me: Why today’s young
Americans are more confident, assertive, entitled ― and more
miserable than ever before. New York, NY: Free Press.
Yates, D. & Paquette, S. (2011). Emergency knowledge
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2010 Haitian earthquake. International Journal of Information
Management, 31(1): 6-13.
ECIC2015 149
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28. or emailed to multiple sites or posted to a listserv without the
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email articles for individual use.
MHR 6451, Human Resource Management Methods 1
Course Learning Outcomes for Unit V
Upon completion of this unit, students should be able to:
7. Create a training and development module for mid-level
business managers.
7.1 Construct measurable learning objectives.
7.2 Explain how a needs analysis is conducted.
7.3 Recommend a training process model.
Reading Assignment
In order to access the following resources, click the links
below.
Hadar, G. (2015). Learning preferences of millennials in a
knowledge-based environment. Proceedings of the
European Conference On Intellectual Capital, 141-149.
Retrieved from
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earch.ebscohost.com/login.aspx?direc
29. t=true&db=bth&AN=101604729&site=ehost-live&scope=site
Ten steps to effective in-house training. (1983). Training &
Development Journal, 37(1), 11. Retrieved from
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earch.ebscohost.com/login.aspx?direc
t=true&db=bth&AN=9228515&site=ehost-live&scope=site
The videos below are required viewing for this unit. They are
also listed in the Unit Lesson.
Hall, J. (2014, September 22). Instructional design industry
leader, Melissa Marshall presentation [Video file].
Retrieved from https://youtu.be/9MRFIcz_AXs
To view the transcript of the video above, click here.
Jclarkgardner. (2011, September 25). The ADDIE analysis
phase [Video file]. Retrieved from
https://www.youtube.com/watch?v=JZdv5lrJs4U&list=PL20E84
CD77B301A20&index=1
To view the transcript of the video above, click here.
Jclarkgardner. (2011, September 25). The ADDIE design phase
[Video file]. Retrieved from
https://youtu.be/BhLIiF9QyTo
To view the transcript of the video above, click here.
30. Jclarkgardner. (2011, September 25). The ADDIE development
phase [Video file]. Retrieved from
https://youtu.be/VzYDNWhQWYA
To view the transcript of the video above, click here.
Jclarkgardner. (2011, October 8). The ADDIE implementation
phase [Video file]. Retrieved from
https://youtu.be/q8yky6-P1Uw
To view the transcript of the video above, click here.
UNIT V STUDY GUIDE
Learning and Development
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https://youtu.be/9MRFIcz_AXs
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71368676_1
https://www.youtube.com/watch?v=JZdv5lrJs4U&list=PL20E84
32. Unit Lesson
In order to access the following resource, click the link below.
College of Business – CSU. (2016, September 1). Learning and
development [Video file]. Retrieved from
https://youtu.be/UCXeCpIrkLY
To view the transcripts for this video, click here.
Certain events seem to stick in our memories all of our lives;
they usually occur when we are experiencing
high anxiety, such as the first day of a new job. Who can ever
forget that first day? Whether it was a good
experience or a bad one, we seem to remember it. If you are
fortunate, you are still employed by that same
organization. Otherwise, you have experienced a few more first
days chock-full of positive hopes, a bit of
apprehension, and maybe a touch of angst as you walked
through that door to your new employee orientation
session.
Some companies refer to this as onboarding. The military calls
it indoctrination. Whatever name the process
goes by, it must be acknowledged that the U.S. military is
expected to fully accomplish the purpose and
objectives of this session. Why? Because the people joining that
organization need to know and embrace the
values, mission, expectations, rules, procedures, and culture.
They have to see where the organization has
been, where it is now, and what their roles will be in its future.
The importance of this socialization cannot be
33. understated. Reflect on your first days in a new organization;
were you welcomed and made to feel like you
belonged, or did you have second thoughts about your decision?
Planning successful orientation, product, system, functional, or
management training and development
sessions takes careful analysis and a conscientious proven
process. Unit V starts with such a process, which
had its beginnings in the U.S. Military. In 1975, Florida State
University created the analysis, design,
development, implementation, and evaluation (ADDIE) model
for the U.S. Army (as cited in Tang-Quick, n.d.).
There are several rational steps involved in the ADDIE training
process model. In each step of the model,
emphasis is placed on the importance of linking the learning
process to the organizational strategy as well as
analyzing current needs. The first thing that must be determined
is if a problem that has been presented will
be solved by providing training. All too often, an executive or a
high-level manager will comment that
productivity has been reduced in an area, sales are down in a
certain department, or an individual is not
performing; therefore, a training program is needed (Forest,
2014).
The worst thing a learning specialist or manager can do is
respond to that executive by using training jargon
such as follows: “I would like to do a training needs analysis
(TNA) to get to the root cause of this issue.” The
executive will think you are going to delay getting results.
Instead, ask the executive to refer you to someone
close to the issue so you can get all of the details.
Furthermore, consider this analogy from the book Analyzing
Performance Problems or You Really Oughta
34. Wanna: How to Figure Out Why People Aren't Doing What
They Should Be, and What to Do About It, which
compares solutions to keys and locks: The key must fit in order
to open the lock. Therefore, you need the
right solution to solve the problem (Mager & Pipe, 1997).
Mager and Pipe’s model suggests asking a series of
specific questions about the performance or the employee’s
behavior. The answers you get will identify the
cause of the performance deficiency or the employee behavior,
and, if you are lucky, you will have the key to
https://youtu.be/CBoI0wBo4vw
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71368673_1
https://youtu.be/X3cSAjHDeag
https://youtu.be/UCXeCpIrkLY
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71368677_1
MHR 6451, Human Resource Management Methods 3
fixing the problem. It may turn out to be a non-training issue,
and you will be the hero who saves time and
money. The following short video further explains TNA:
The video below does not contain any audio other than
instrumental background music. All of the information
you will need can be found by viewing the video, so it does not
include closed captioning and there are no
transcripts associated with it.
Tobing, H. L. (2013, July 8). Training needs analysis or TNA
[Video file]. Retrieved from
35. https://youtu.be/X3cSAjHDeag
If the front-end analysis (i.e., TNA) result demonstrates a
performance gap, if your firm is rolling out a new
system or product, or if your organization is implementing a
cultural change initiative that requires all
management to become proficient, such as real-time coaching
feedback, then your analysis will continue as
you identify the input objectives. These are activities that make
up the session, program, or project. These
parameters are necessary because they define the scope of the
project in terms of answering questions
about topics such as needed resources, cost of the project,
employees involved, scheduling, setting, and
locality. It is here that you identify the characteristics of the
target audience, identify the critical skills to be
taught, and write the measurable learning objectives based on
the needs you discovered. The first objectives
will be input objectives, usually shared with the sponsors or
stakeholders of the project. An example of an
input objective might be the following statement: This project
must be introduced by July 1 (timing parameter),
be within 2% of the sales department’s budget (costs), and be
implemented in the Western Region (location).
You will continue to develop the other learning objectives:
reaction, learning, application, impact, and return-
on-investment (ROI) objectives (Phillips & Phillips, 2008).
As mentioned above, as early as the analysis phase, you identify
the characteristics of the target audience;
many organizations typically have employees from several
generations. This article indicated below explores
the concept of intergenerational communications, which will
become more and more important as the older
workforce retires and is replaced by millennials.
36. Hadar, G. (2015). Learning preferences of millennials in a
knowledge-based environment. Proceedings of The
European Conference On Intellectual Capital, 141-149.
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earch.ebscohost.com/login.aspx?direc
t=true&db=bth&AN=101604729&site=ehost-live&scope=site
The ADDIE model begins with an analysis phase. A more
detailed overview of this phase can be seen in the
following video:
Jclarkgardner. (2011, September 25). The ADDIE analysis
phase [Video file]. Retrieved from
https://www.youtube.com/watch?v=JZdv5lrJs4U&list=PL20E84
CD77B301A20&index=1
To view the transcript of this video, click here.
Reaction objectives are important for three reasons: (1) They
explain to the participants why they were
selected to attend. It gives them the WIIFM (what’s in it for me)
and, therefore, is meant to motivate the
participants. (2) They express the necessity for the program, and
if it is presented in a logical and rational
way, it gains buy-in from the audience. They see that it is
appropriate and of value to them and their role
within the company. (3) Clearly written reaction objectives
measure the first level of success (Level 1),
providing meaningful feedback that offers direction to higher
levels of accomplishment (Phillips & Phillips,
2008).
37. Reaction objectives are all about perception. The reaction
objectives must be clear to ensure that participants
engage and want to acquire the knowledge, information, or
skills that are required by the program. Try to
keep reaction objectives aimed at the content of the program
rather than non-content issues, such as the food
or hotel service. Here are some examples of reaction objectives
where employees answer on a five-point
scale; they should rate each statement 4 out of 5.
d me with new information.
& Phillips, 2008).
https://youtu.be/X3cSAjHDeag
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04729&site=ehost-live&scope=site
https://www.youtube.com/watch?v=JZdv5lrJs4U&list=PL20E84
CD77B301A20&index=1
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71368668_1
MHR 6451, Human Resource Management Methods 4
38. According to Philips & Philips (2008), learning objectives
(Level 2) are focused on performance and written
with action verbs, conditions, and criteria. In Mager and Pipe’s
(1997) criterion-referenced instruction, learning
objectives also include conditions and criteria. See the
following short video for a different but similar training
process model:
Crombie, S. (2013, May 1). Criterion referenced instruction –
Robert Mager [Video file]. Retrieved from
https://youtu.be/UHWX1ZPcJHQ
To view the transcript of this video, click here.
Level 2 objectives must be observed or heard behaviors to
demonstrate that learning has occurred; they are
clearly worded, specific, and outcome-based. They may contain
all three components: performance,
condition, and criterion. These are examples of learning
objectives:
ve a
score of 80% or better in 20 minutes on
the ADA policy quiz.
business case lite using a given a
template.
successfully complete the system procedures for
setting up new clients in 15 minutes (Phillips & Phillips, 2008).
39. The next level of objectives (Level 3) are application
objectives; they define the actions employees will take
after the program of instruction is over (Phillips & Phillips,
2008). The application objectives should tell them
what they are expected to do on the job with the knowledge or
skills they learned while in training. This also
involves the expectations of their supervisors and peers.
Truthfully, while in the classroom or learning
environment, a participant will learn a great deal that is not
always necessary on a day-to-day basis. For
example, a participant may not use all of the steps involved in a
transaction to update an account in the new
system; there may even be a shortcut allowed back on the job
that was not discussed in class. Participants
may have passed all of the tests and performed well in the
learning environment, but once they get into their
work environment, they will need support from their managers
and peers. Participants should also have clear
application objectives that describe what success will look like
back on the job. Being able to use the
knowledge, skills, and information learned in class while on the
job is also referred to as transfer of training
(Phillips & Phillips, 2008).
Examples of application objectives are shown below:
skills daily.
a
minimum of 10% of their current
customers to offer the new product-line service within two
months.
40. ways to increase the department’s level of
employee engagement and report these back to their managers
within 30 days (Phillips & Phillips,
2008).
According to Phillips and Phillips (2008), impact objectives
(Level 4) are very important to most senior
executives; they represent the business need that required the
needs analysis. The key business measures
should be impacted by the program; these objectives are often
confused with Level 3 objectives, but the way
to distinguish between the two levels is to remember that the
Level 3 (application) objective is an activity and
the outcome or consequence of the activity is Level 4 (impact).
For example, this is an activity: Employees will
contact a minimum of 10% of their current customers within
two months to offer the new product-line service.
To achieve an outcome, the employee must perform differently
than he or she did before (by offering the new
product line service), and the outcome of this activity
(improvement in productivity) is a common indicator of a
Level 4 impact.
Impact objectives consist of measures related to the skills and
knowledge learned in the program; they reveal
measures that are collected and available straightforwardly, and
they tell us what the participants have
achieved as a result of the program. Impact objectives involve
hard and soft data; the hard data types are
focused on output, quality, cost, and time. The soft data is
focused on the work environment, customer
service, and job satisfaction measures.
https://youtu.be/UHWX1ZPcJHQ
41. https://online.columbiasouthern.edu/bbcswebdav/xid-
71368675_1
MHR 6451, Human Resource Management Methods 5
This is an example of impact (Level 4) objectives: After the
close of the program, the resulting conditions
should be seen: The average number of new accounts that have
opened due to the new product-line service
should increase from 200 to 250 per month in six months.
Absenteeism should be decreased by 15% within
the next nine months (Phillips & Phillips, 2008).
The highest level of objectives is (Level 5) ROI. The decision
to collect data for this level of analysis should be
taken seriously; not all training programs and projects require
this level of analysis. Today, however,
executives are requiring that high profile, expensive, and key
strategic programs must be accountable and
good investments. To show that the programs or projects are
credible, executives are demanding that an ROI
calculation is produced. Briefly, ROI converts the data to
money, isolates the effects of the project or program,
and compares the money to the cost of the project or program
(Phillips & Phillips, 2008). A cost-benefit
analysis is used in addition to comparing net program benefits
to program costs; the comparison is expressed
as a percentage when multiplied by 100. Preparing to construct
ROI objectives and to evaluate a program at
this level must be carefully and deliberately executed. ROI
certification is a worthwhile endeavor for any
executive or human resource professional (Phillips & Phillips,
2008). A video describing the ROI process and
42. certification is listed in the suggested readings section for this
unit.
Once most of the objectives for a program are completed, you
will begin the design phase of the program,
and you will start thinking about how you will assess each
objective, select the course format, and create the
instructional strategy. Part of your instructional strategy
concerns the content presentation. If you are planning
to do a PowerPoint presentation, you will want to watch the
video below.
Hall, J. (2014, September 22). Instructional design industry
leader, Melissa Marshall presentation [Video file].
Retrieved from https://youtu.be/9MRFIcz_AXs
To view the transcript of the video above, click here.
Also, watch this quick overview of the design phase to see what
is included.
Jclarkgardner. (2011, September 25). The ADDIE design phase
[Video file]. Retrieved from
https://youtu.be/BhLIiF9QyTo
To view the transcript of the video above, click here.
The development phase includes several curriculum
development activities such as creating a sample and
developing the course material based on your design strategy
and then conducting a run-through to gain
feedback. For an example and more details, view the video
below.
43. Jclarkgardner. (2011, September 25). The ADDIE development
phase [Video file]. Retrieved from
https://youtu.be/VzYDNWhQWYA
To view the transcript of the video above, click here.
You are now at the implementation phase, and there are three
parts: training the instructor, preparing the
learners, and arranging the learning environment. An overview
of the implementation phase is covered in the
next short video.
Jclarkgardner. (2011, October 8). The ADDIE implementation
phase [Video file]. Retrieved from
https://youtu.be/q8yky6-P1Uw
To view the transcript of the video above, click here.
The last phase, evaluation, has two types: summative and
formative evaluation. The video below discusses
this phase and provides examples.
Jclarkgardner. (2011, October 8). The ADDIE evaluation phase
[Video file]. Retrieved from
https://youtu.be/CBoI0wBo4vw
To view the transcript of the video above, click here.
https://youtu.be/9MRFIcz_AXs
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71368676_1
https://youtu.be/BhLIiF9QyTo
45. Phillips, J., & Philips, P. (2008). Beyond learning objectives:
Develop measurable objectives that link to the
bottom line. Alexandria, VA: ASTD Press.
Tang-Quick, T. (n.d.). ADDIE instructional design model.
Retrieved from
http://ged578.pbworks.com/w/page/39335825/ADDIE%20Instru
ctional%20Design%20Model
Suggested Reading
In order to access the following resources, click the links
below.
Jiffy Lube has a unique training program called Jiffy Lube
University. This article looks at one of the central
figures to this program who is the manager of learning and
development for Jiffy Lube International. This
article presents a great example of a training program for
employees.
Bates, S. (2016). Giving employees a license to learn. HR
Magazine, 61(4), 54-56. Retrieved from
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earch.ebscohost.com/login.aspx?direc
t=true&db=bth&AN=114923047&site=ehost-live&scope=site
The book mentioned in the Unit V Lesson is a classic resource
46. in the field of human resource management,
and it is a staple for any HR professional’s library; if you are
interested in owning the book, you may research
the book on the Internet using the information below. This book
provides a step-by-step approach to solving
performance issues in an organization.
Mager, R. F., & Pipe, P. (1997). Analyzing performance
problems: Or, you really oughta wanna – How to
figure out why people aren’t doing what they should be, and
what to do about it. Atlanta, GA: Center
for Effective Performance.
More and more training is being developed in an online setting.
This article looks at how to use the ADDIE
model to develop e-learning.
Neal, B. (2011). e-ADDIE! T+D, 65(3), 76-77. Retrieved from
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earch.ebscohost.com/login.aspx?direc
t=true&db=bth&AN=59411774&site=ehost-live&scope=site
The video below contains an interview with Patti Phillips, the
President/CEO of the ROI Institute, an
organization that helps businesses measure the success of their
initiatives and maximize ROI. In the
interview, she discusses her thoughts on training.
ROI Institute. (2014, January 2). Patti Phillips, the ROI
Institute: Return on investment models for training
[Video file]. Retrieved from https://youtu.be/AZeHwZdr83U
47. The relationship between training and the performance of a firm
is not always clear. This article aims to show
this relationship and why it is important.
http://educationaltechnology.net/the-addie-model-instructional-
design/
http://ged578.pbworks.com/w/page/39335825/ADDIE%20Instru
ctional%20Design%20Model
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https://youtu.be/AZeHwZdr83U
MHR 6451, Human Resource Management Methods 7
Thang, N. N., Quang, T. & Buyens, D. (2010). The relationship
between training and firm performance: A
literature review. Research & Practice in Human Resource
Management, 18(1), 28-45. Retrieved
from
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Learning Activities (Nongraded)
Nongraded Learning Activities are provided to aid students in
their course of study. You do not have to
submit them. If you have questions, contact your instructor for
further guidance and information.
Check for Understanding: Crossword Puzzle
Click here to download a crossword puzzle that reinforces the
terms covered in this unit. You can also
complete an interactive version of this crossword puzzle by
clicking here.
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8496&site=ehost-live&scope=site
https://libraryresources.columbiasouthern.edu/login?url=http://s
earch.ebscohost.com/login.aspx?direct=true&db=bth&AN=5333
8496&site=ehost-live&scope=site
https://online.columbiasouthern.edu/bbcswebdav/xid-
71369032_1
http://play.shareapuzzle.com/55083/UnitVCheckForUnderstandi
ng.htm