Thomas V. Millington co-presented with Vince Schaff on addressing the importance of supporting displaced international educators. This was presented virtually as part of the NAFSA annual conference in 2020.
This document summarizes a presentation on the state of women in engineering. It includes statistics on the representation of women within engineering occupations and faculty positions. It also discusses research findings on why so few women enter and remain in engineering fields. Social and cultural factors that influence the pipeline at different stages from K-12 through the workplace are examined. Emerging themes around biases in engineering teamwork cultures and the intersections of gender and race are also covered. The discussion concludes with recommendations to promote more inclusive policies, practices, and work environments to better support women in engineering.
The document summarizes a presentation about the challenges facing recent college graduates during economic recessions. It discusses how recessions can lead to anticipated, unanticipated, or delayed transitions out of college. It describes the difficult job market graduates faced after the Great Recession, with high unemployment rates. It also explains how these graduates struggle with debt, lack of financial support systems, and being unprepared for unemployment. The presentation provides advising strategies to help students both before and after graduation during challenging economic times.
www.geteverwise.com
Hosted by Everwise CEO, Mike Bergelson, and joined by special guest Lauren Leader-Chivee, Founder/CEO All In Together Campaign Inc.
Leadership and diversity are the key drivers for successful innovation in the workplace. Women now account for 57% of the national workforce, yet in the tech industry for example, only 23% of leadership positions are held by women.
Gender diversity and innovation are hot topics today, but what does it really mean for the success of a business? Lauren Leader-Chivee argues that regardless of the size, industry, or business every company needs women at the top.
In this webinar, we covered:
- The connection between diversity and innovation
- The quantitative benefits for organizations to have women in leadership
- Suggestions for organizations to start implementing change to create a more diverse leadership team
About LaurenLauren_Leader-Chivee:
Lauren Leader-Chivee is the founder and CEO of All In Together, a nonprofit campaign connect women to civic engagement, and an Executive Advisor to Deloitte Talent. Formerly the President of the Center for Talent Innovation and Hewlett Chivée Partners, she speaks around the world on issues of diversity, innovation and economic competitiveness. Lauren is also one of Fortune's "55 Most Influential Women on Twitter".
NOTE: You are free to share and adapt this deck for any purpose. We just ask you to attribute. For more information on how to properly attribute presentations under this license, please visit: wiki.creativecommons.org/Marking/Creators.
Lead by Letting Go: Creating a Mosaic of EducationTerri Griffith
Slides from my presentation at the 2014 Mazatlan Forum:
“Technology and the Future(s) of Education: U.S. and Mexican Perspectives.” I believe we need a mosaic of education: A situation where our best material is available when the student and their organization needs it.
WE16 - Practical Integration of Diversity and Inclusion Competencies into Eng...Society of Women Engineers
This document discusses integrating diversity and inclusion competencies into engineering education. It provides context on ABET, which accredits engineering programs, and its mission to ensure quality and innovation. It defines diversity as individual differences and inclusion as behaviors that promote respect and leverage diversity. Data shows engineering programs have room for improvement in attracting and retaining women and underrepresented minorities. Unconscious bias and micro-messages can create barriers. The document examines opportunities for ABET to motivate continuous improvement in diversity and inclusion through its accreditation process and criteria. It provides sample survey questions to gather input on defining metrics and assessing diversity/inclusion in self-studies.
This document discusses socialization processes that occur when entering a new organization or job. It defines anticipatory socialization as understanding basic expectations, vocational socialization as learning job-specific norms, and organizational assimilation as adapting to a new workplace culture. The document emphasizes understanding both formal rules and informal cultural expectations to successfully integrate into a new organization.
AGCAS Conference: Creating the 21st century careers adviser workshop (with pa...Alexandra Hemingway
Slides from AGCAS 2016 Conference in Chester. As well as the slides prepared in advance of the session, this includes the outputs participants came up with in group discussions
The document summarizes information presented about employment and job development services provided by The Shield Institute. It discusses the importance of vocational programs and community transition services for individuals with disabilities. Key points emphasized include developing job skills based on interests and strengths through community experiences, the benefits of supported employment, and using person-centered planning to set goals and mobilize support systems.
This document summarizes a presentation on the state of women in engineering. It includes statistics on the representation of women within engineering occupations and faculty positions. It also discusses research findings on why so few women enter and remain in engineering fields. Social and cultural factors that influence the pipeline at different stages from K-12 through the workplace are examined. Emerging themes around biases in engineering teamwork cultures and the intersections of gender and race are also covered. The discussion concludes with recommendations to promote more inclusive policies, practices, and work environments to better support women in engineering.
The document summarizes a presentation about the challenges facing recent college graduates during economic recessions. It discusses how recessions can lead to anticipated, unanticipated, or delayed transitions out of college. It describes the difficult job market graduates faced after the Great Recession, with high unemployment rates. It also explains how these graduates struggle with debt, lack of financial support systems, and being unprepared for unemployment. The presentation provides advising strategies to help students both before and after graduation during challenging economic times.
www.geteverwise.com
Hosted by Everwise CEO, Mike Bergelson, and joined by special guest Lauren Leader-Chivee, Founder/CEO All In Together Campaign Inc.
Leadership and diversity are the key drivers for successful innovation in the workplace. Women now account for 57% of the national workforce, yet in the tech industry for example, only 23% of leadership positions are held by women.
Gender diversity and innovation are hot topics today, but what does it really mean for the success of a business? Lauren Leader-Chivee argues that regardless of the size, industry, or business every company needs women at the top.
In this webinar, we covered:
- The connection between diversity and innovation
- The quantitative benefits for organizations to have women in leadership
- Suggestions for organizations to start implementing change to create a more diverse leadership team
About LaurenLauren_Leader-Chivee:
Lauren Leader-Chivee is the founder and CEO of All In Together, a nonprofit campaign connect women to civic engagement, and an Executive Advisor to Deloitte Talent. Formerly the President of the Center for Talent Innovation and Hewlett Chivée Partners, she speaks around the world on issues of diversity, innovation and economic competitiveness. Lauren is also one of Fortune's "55 Most Influential Women on Twitter".
NOTE: You are free to share and adapt this deck for any purpose. We just ask you to attribute. For more information on how to properly attribute presentations under this license, please visit: wiki.creativecommons.org/Marking/Creators.
Lead by Letting Go: Creating a Mosaic of EducationTerri Griffith
Slides from my presentation at the 2014 Mazatlan Forum:
“Technology and the Future(s) of Education: U.S. and Mexican Perspectives.” I believe we need a mosaic of education: A situation where our best material is available when the student and their organization needs it.
WE16 - Practical Integration of Diversity and Inclusion Competencies into Eng...Society of Women Engineers
This document discusses integrating diversity and inclusion competencies into engineering education. It provides context on ABET, which accredits engineering programs, and its mission to ensure quality and innovation. It defines diversity as individual differences and inclusion as behaviors that promote respect and leverage diversity. Data shows engineering programs have room for improvement in attracting and retaining women and underrepresented minorities. Unconscious bias and micro-messages can create barriers. The document examines opportunities for ABET to motivate continuous improvement in diversity and inclusion through its accreditation process and criteria. It provides sample survey questions to gather input on defining metrics and assessing diversity/inclusion in self-studies.
This document discusses socialization processes that occur when entering a new organization or job. It defines anticipatory socialization as understanding basic expectations, vocational socialization as learning job-specific norms, and organizational assimilation as adapting to a new workplace culture. The document emphasizes understanding both formal rules and informal cultural expectations to successfully integrate into a new organization.
AGCAS Conference: Creating the 21st century careers adviser workshop (with pa...Alexandra Hemingway
Slides from AGCAS 2016 Conference in Chester. As well as the slides prepared in advance of the session, this includes the outputs participants came up with in group discussions
The document summarizes information presented about employment and job development services provided by The Shield Institute. It discusses the importance of vocational programs and community transition services for individuals with disabilities. Key points emphasized include developing job skills based on interests and strengths through community experiences, the benefits of supported employment, and using person-centered planning to set goals and mobilize support systems.
The document summarizes a presentation on peer education group development and identity formation. It discusses the importance of peer educators, outlines the typical stages of group formation, and provides tips for strategic branding and positive messaging. Recommended tools for branding include developing mission/vision statements, slogans, and dissemination strategies using various media. The goal is to establish peer education groups as leaders on campus with a recognizable identity.
Career Decision-Making in the UAE Empowering Female Students for Future SuccessFelix Daniels, EdD
The presentation provided an overview of women's roles and career decision-making in the United Arab Emirates (UAE). It discussed how women's roles have changed over time in the Middle East, becoming more educated and represented in the workforce in the UAE. The presentation outlined theories of career development and applied them to female Emirati students, examining their self-efficacy around career decision-making using the Career Decision Self-Efficacy Scale. It found students scored around the 50th percentile in career decision-making self-efficacy and provided recommendations for student affairs professionals to better support these students through experiences, research, and family outreach.
Directors Meeting - Sept 15, 2020
Featuring:
Julian Williams, Vice President for Diversity, Equity and Inclusion
Katherine Hilson, Professional Development Team, Admissions
Jessie McNevin, Professional Development Team, Capstone Scholars Program
Dennis Pruitt, Vice President for Student Affairs
Corporate parenting from care to adulthood: messages from researchCELCIS
This document summarizes key findings from international research on factors that help young people who were in care to do well in adulthood. It discusses the importance of stability in care placements, success in school, leaving care later, and receiving support into adulthood. It also addresses challenges like placement instability, mental health issues, poor school outcomes, and leaving care too early. The presentation outlines policies and practices to promote stability, education, later transitions from care, and continued support to help more young people succeed. It emphasizes involving young people in decisions and promoting resilience through corporate parenting approaches.
This document discusses challenges in achieving work-life balance, particularly for women physicians and mothers in leadership positions. It outlines key challenges such as spending extensive time on childcare, lack of networking, and gender inequality. The future of work-life balance is also examined, with both optimistic and pessimistic views presented. Scandinavian countries are highlighted for their success in achieving economic growth while promoting progressive social programs and low working hours. Maintaining a balance is emphasized as important for quality of life. The document concludes by reiterating the importance of balance in life.
HWS STUDENT AFFAIRS JAN 2016 HERE TO THEREDr Fay Maureen
Dr. Fay M Butler presents a "Here to There" model for moving from the current state ("Here") to a desired future state ("There") through progression in three stages - Beginning, Middle, and End. The Beginning focuses inward on personal lenses and outward interactions. The Middle understands best practices, culture, and strategy. The End addresses challenges through hard conversations, joint initiatives, and implementation to create impact and wins. The model is intended to help institutions and individuals understand where they are, what is needed to improve, and how to effectively serve students and communities.
This document discusses designing success in education rather than leaving it to chance. It argues that the primary aim of education should be helping students succeed in life outside of school, not just doing well in school. Motivation and relationships are also important for learning. The document proposes new "Learning Criteria" to evaluate students' foundation learning, stretch learning beyond minimum requirements, learner engagement, and personal skill development. It emphasizes that success requires a design approach, not just implementing isolated programs or policies, and that there are no silver bullets - success requires ongoing refinement.
This document provides an overview of Future Casting, a framework for connecting students' interests and passions to academic content. It discusses generating self-awareness through exploring interests, values and goals. Students conduct research and complete activities like SWOT analyses and goal setting to develop plans for skill development. Productivity activities are suggested to work towards students' visions of their future selves. The document emphasizes creating personally meaningful work that is tied to identity and interests.
This document discusses the social role of university students and successful characteristics. It defines a social role as a pattern of expected behaviors, responsibilities, expectations, and privileges. The social role of a student involves behaviors like doing work, and responsibilities such as studying, completing assignments, and attending class. Successful student characteristics include being motivated, articulate, and well-spoken. The document also discusses role communicators that shape expected behaviors and how roles can conflict.
This document provides an overview of a psychology course on human relations and performance. It includes a syllabus, self-assessment exercises, and outlines key topics that will be covered such as understanding behavior, common myths about human relations, levels of behavior, and guidelines for effective human relations. The document concludes with a chapter summary and assignments for the next class.
This document provides an orientation on gender sensitivity for school teaching and non-teaching personnel. It discusses gender as a social construct influenced by social institutions like family, school, media, etc. through imposed gender roles, rules and expectations. This leads to manifestations of gender bias like economic marginalization of women, their subordination in leadership roles, the multiple burdens they carry in domestic and child rearing work, gender stereotyping, and violence against women. The orientation calls for gender mainstreaming in development efforts to achieve equality where both women and men can equally contribute to and benefit from development.
How can you go beyond diversity hiring initiatives and truly display a culture of inclusive excellence? This session discusses tangible strategies for engaging, recruiting, and retaining employees who possess identities which are sometimes undervalued or marginalized in the workplace.
Matthew Cowley, Manager of Career and Professional Development CRC & Diana Moreno, Assistant Director for UF Multicultural and Diversity Affairs
Ballroom C
This document provides guidance on non-academic job searching. It discusses current job market trends of decreased opportunities but an increase in hiring by smaller employers and startups. Qualities in demand include communication skills and a strong work ethic. Effective strategies include researching opportunities, networking, conducting informational interviews, and using social media like LinkedIn to develop an online presence. The key is taking control of the search process through patience, open-mindedness, and following up on leads from a variety of sources.
A presentation from 27 June 2019 at the IAFFE Conference in Glasgow, Scotland by Elena Camilletti and Sarah Cook
Related: https://www.unicef-irc.org/journal-articles/63
International Association for Feminist Economists #IAFFE2019
You\'ve Got the Power is a very popular session delivered to frontline staff in schools and offices. It helps staff understand the key role they play in building and breaking school/district reputation and delivers five "power tools" to help them maximize their reputation-building influence.
The chapter discusses tools for classroom management and teaching, including utilizing prevention strategies, assessing for learned helplessness, establishing routines and procedures, and setting limits in a supportive environment. It emphasizes the importance of consistency, following through on expectations, and explicitly teaching the implicit curriculum around social skills and values. Specific techniques are presented for instruction, discipline, and motivation, including working the crowd, responsibility training, and using intrinsic rather than just extrinsic motivators. A four-step model for discipline management is outlined moving from classroom structure to individual intervention.
Presented by Lesley D'Souza & Jen Gonzales
A Women & Work/Life Balance in Student Affairs survey was distributed to the CACUSS membership and presented in this session. In addition a panel of Student Affairs professionals spoke about their experiences balancing personal and professional commitments.
This document summarizes Dr. Mary Baginsky's experiences examining approaches to social work training in the United States and Canada as part of a Winston Churchill Memorial Trust Fellowship. It describes her visits to social work programs, organizations, and institutions in Washington, New York, San Francisco, Seattle, Toronto, Montreal, Denmark, the Netherlands, Sweden, and Germany. Some of the topics discussed include accreditation of social work programs, licensing requirements, professional doctorate degrees, evidence-based practice, field placements, and preparing social workers to deal with clients' complex issues and media criticism. The document also reflects on the complex and changing nature of social work's roles over time.
1. Mr. X is seeking career counseling to help decide whether to continue his current job as a reports analyst or shift to a career in education.
2. He has a background in computer science but developed an interest in education through volunteer teaching and graduate studies in special education.
3. Using Brown's value-based theory, the counselor will help assess Mr. X's values, interests, abilities and environment to determine which career path would provide the best fit and satisfaction.
This document provides an overview of capacity development and personal development planning. It begins with definitions of capacity development and conceptualizes it as a process that enhances individual skills, knowledge, and capabilities. It then outlines 9 components of systemic capacity building including technical skills, sufficient staffing, and planning systems. The document discusses identifying current capacities, establishing goals and visions, and determining capacities to strengthen. It also covers identifying personality types, SWOT analysis, and practical exercises. Overall, the document provides guidance on capacity development strategies and personal development planning.
The document summarizes a presentation on peer education group development and identity formation. It discusses the importance of peer educators, outlines the typical stages of group formation, and provides tips for strategic branding and positive messaging. Recommended tools for branding include developing mission/vision statements, slogans, and dissemination strategies using various media. The goal is to establish peer education groups as leaders on campus with a recognizable identity.
Career Decision-Making in the UAE Empowering Female Students for Future SuccessFelix Daniels, EdD
The presentation provided an overview of women's roles and career decision-making in the United Arab Emirates (UAE). It discussed how women's roles have changed over time in the Middle East, becoming more educated and represented in the workforce in the UAE. The presentation outlined theories of career development and applied them to female Emirati students, examining their self-efficacy around career decision-making using the Career Decision Self-Efficacy Scale. It found students scored around the 50th percentile in career decision-making self-efficacy and provided recommendations for student affairs professionals to better support these students through experiences, research, and family outreach.
Directors Meeting - Sept 15, 2020
Featuring:
Julian Williams, Vice President for Diversity, Equity and Inclusion
Katherine Hilson, Professional Development Team, Admissions
Jessie McNevin, Professional Development Team, Capstone Scholars Program
Dennis Pruitt, Vice President for Student Affairs
Corporate parenting from care to adulthood: messages from researchCELCIS
This document summarizes key findings from international research on factors that help young people who were in care to do well in adulthood. It discusses the importance of stability in care placements, success in school, leaving care later, and receiving support into adulthood. It also addresses challenges like placement instability, mental health issues, poor school outcomes, and leaving care too early. The presentation outlines policies and practices to promote stability, education, later transitions from care, and continued support to help more young people succeed. It emphasizes involving young people in decisions and promoting resilience through corporate parenting approaches.
This document discusses challenges in achieving work-life balance, particularly for women physicians and mothers in leadership positions. It outlines key challenges such as spending extensive time on childcare, lack of networking, and gender inequality. The future of work-life balance is also examined, with both optimistic and pessimistic views presented. Scandinavian countries are highlighted for their success in achieving economic growth while promoting progressive social programs and low working hours. Maintaining a balance is emphasized as important for quality of life. The document concludes by reiterating the importance of balance in life.
HWS STUDENT AFFAIRS JAN 2016 HERE TO THEREDr Fay Maureen
Dr. Fay M Butler presents a "Here to There" model for moving from the current state ("Here") to a desired future state ("There") through progression in three stages - Beginning, Middle, and End. The Beginning focuses inward on personal lenses and outward interactions. The Middle understands best practices, culture, and strategy. The End addresses challenges through hard conversations, joint initiatives, and implementation to create impact and wins. The model is intended to help institutions and individuals understand where they are, what is needed to improve, and how to effectively serve students and communities.
This document discusses designing success in education rather than leaving it to chance. It argues that the primary aim of education should be helping students succeed in life outside of school, not just doing well in school. Motivation and relationships are also important for learning. The document proposes new "Learning Criteria" to evaluate students' foundation learning, stretch learning beyond minimum requirements, learner engagement, and personal skill development. It emphasizes that success requires a design approach, not just implementing isolated programs or policies, and that there are no silver bullets - success requires ongoing refinement.
This document provides an overview of Future Casting, a framework for connecting students' interests and passions to academic content. It discusses generating self-awareness through exploring interests, values and goals. Students conduct research and complete activities like SWOT analyses and goal setting to develop plans for skill development. Productivity activities are suggested to work towards students' visions of their future selves. The document emphasizes creating personally meaningful work that is tied to identity and interests.
This document discusses the social role of university students and successful characteristics. It defines a social role as a pattern of expected behaviors, responsibilities, expectations, and privileges. The social role of a student involves behaviors like doing work, and responsibilities such as studying, completing assignments, and attending class. Successful student characteristics include being motivated, articulate, and well-spoken. The document also discusses role communicators that shape expected behaviors and how roles can conflict.
This document provides an overview of a psychology course on human relations and performance. It includes a syllabus, self-assessment exercises, and outlines key topics that will be covered such as understanding behavior, common myths about human relations, levels of behavior, and guidelines for effective human relations. The document concludes with a chapter summary and assignments for the next class.
This document provides an orientation on gender sensitivity for school teaching and non-teaching personnel. It discusses gender as a social construct influenced by social institutions like family, school, media, etc. through imposed gender roles, rules and expectations. This leads to manifestations of gender bias like economic marginalization of women, their subordination in leadership roles, the multiple burdens they carry in domestic and child rearing work, gender stereotyping, and violence against women. The orientation calls for gender mainstreaming in development efforts to achieve equality where both women and men can equally contribute to and benefit from development.
How can you go beyond diversity hiring initiatives and truly display a culture of inclusive excellence? This session discusses tangible strategies for engaging, recruiting, and retaining employees who possess identities which are sometimes undervalued or marginalized in the workplace.
Matthew Cowley, Manager of Career and Professional Development CRC & Diana Moreno, Assistant Director for UF Multicultural and Diversity Affairs
Ballroom C
This document provides guidance on non-academic job searching. It discusses current job market trends of decreased opportunities but an increase in hiring by smaller employers and startups. Qualities in demand include communication skills and a strong work ethic. Effective strategies include researching opportunities, networking, conducting informational interviews, and using social media like LinkedIn to develop an online presence. The key is taking control of the search process through patience, open-mindedness, and following up on leads from a variety of sources.
A presentation from 27 June 2019 at the IAFFE Conference in Glasgow, Scotland by Elena Camilletti and Sarah Cook
Related: https://www.unicef-irc.org/journal-articles/63
International Association for Feminist Economists #IAFFE2019
You\'ve Got the Power is a very popular session delivered to frontline staff in schools and offices. It helps staff understand the key role they play in building and breaking school/district reputation and delivers five "power tools" to help them maximize their reputation-building influence.
The chapter discusses tools for classroom management and teaching, including utilizing prevention strategies, assessing for learned helplessness, establishing routines and procedures, and setting limits in a supportive environment. It emphasizes the importance of consistency, following through on expectations, and explicitly teaching the implicit curriculum around social skills and values. Specific techniques are presented for instruction, discipline, and motivation, including working the crowd, responsibility training, and using intrinsic rather than just extrinsic motivators. A four-step model for discipline management is outlined moving from classroom structure to individual intervention.
Presented by Lesley D'Souza & Jen Gonzales
A Women & Work/Life Balance in Student Affairs survey was distributed to the CACUSS membership and presented in this session. In addition a panel of Student Affairs professionals spoke about their experiences balancing personal and professional commitments.
This document summarizes Dr. Mary Baginsky's experiences examining approaches to social work training in the United States and Canada as part of a Winston Churchill Memorial Trust Fellowship. It describes her visits to social work programs, organizations, and institutions in Washington, New York, San Francisco, Seattle, Toronto, Montreal, Denmark, the Netherlands, Sweden, and Germany. Some of the topics discussed include accreditation of social work programs, licensing requirements, professional doctorate degrees, evidence-based practice, field placements, and preparing social workers to deal with clients' complex issues and media criticism. The document also reflects on the complex and changing nature of social work's roles over time.
1. Mr. X is seeking career counseling to help decide whether to continue his current job as a reports analyst or shift to a career in education.
2. He has a background in computer science but developed an interest in education through volunteer teaching and graduate studies in special education.
3. Using Brown's value-based theory, the counselor will help assess Mr. X's values, interests, abilities and environment to determine which career path would provide the best fit and satisfaction.
This document provides an overview of capacity development and personal development planning. It begins with definitions of capacity development and conceptualizes it as a process that enhances individual skills, knowledge, and capabilities. It then outlines 9 components of systemic capacity building including technical skills, sufficient staffing, and planning systems. The document discusses identifying current capacities, establishing goals and visions, and determining capacities to strengthen. It also covers identifying personality types, SWOT analysis, and practical exercises. Overall, the document provides guidance on capacity development strategies and personal development planning.
हिंदी वर्णमाला पीपीटी, hindi alphabet PPT presentation, hindi varnamala PPT, Hindi Varnamala pdf, हिंदी स्वर, हिंदी व्यंजन, sikhiye hindi varnmala, dr. mulla adam ali, hindi language and literature, hindi alphabet with drawing, hindi alphabet pdf, hindi varnamala for childrens, hindi language, hindi varnamala practice for kids, https://www.drmullaadamali.com
ISO/IEC 27001, ISO/IEC 42001, and GDPR: Best Practices for Implementation and...PECB
Denis is a dynamic and results-driven Chief Information Officer (CIO) with a distinguished career spanning information systems analysis and technical project management. With a proven track record of spearheading the design and delivery of cutting-edge Information Management solutions, he has consistently elevated business operations, streamlined reporting functions, and maximized process efficiency.
Certified as an ISO/IEC 27001: Information Security Management Systems (ISMS) Lead Implementer, Data Protection Officer, and Cyber Risks Analyst, Denis brings a heightened focus on data security, privacy, and cyber resilience to every endeavor.
His expertise extends across a diverse spectrum of reporting, database, and web development applications, underpinned by an exceptional grasp of data storage and virtualization technologies. His proficiency in application testing, database administration, and data cleansing ensures seamless execution of complex projects.
What sets Denis apart is his comprehensive understanding of Business and Systems Analysis technologies, honed through involvement in all phases of the Software Development Lifecycle (SDLC). From meticulous requirements gathering to precise analysis, innovative design, rigorous development, thorough testing, and successful implementation, he has consistently delivered exceptional results.
Throughout his career, he has taken on multifaceted roles, from leading technical project management teams to owning solutions that drive operational excellence. His conscientious and proactive approach is unwavering, whether he is working independently or collaboratively within a team. His ability to connect with colleagues on a personal level underscores his commitment to fostering a harmonious and productive workplace environment.
Date: May 29, 2024
Tags: Information Security, ISO/IEC 27001, ISO/IEC 42001, Artificial Intelligence, GDPR
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Find out more about ISO training and certification services
Training: ISO/IEC 27001 Information Security Management System - EN | PECB
ISO/IEC 42001 Artificial Intelligence Management System - EN | PECB
General Data Protection Regulation (GDPR) - Training Courses - EN | PECB
Webinars: https://pecb.com/webinars
Article: https://pecb.com/article
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For more information about PECB:
Website: https://pecb.com/
LinkedIn: https://www.linkedin.com/company/pecb/
Facebook: https://www.facebook.com/PECBInternational/
Slideshare: http://www.slideshare.net/PECBCERTIFICATION
This document provides an overview of wound healing, its functions, stages, mechanisms, factors affecting it, and complications.
A wound is a break in the integrity of the skin or tissues, which may be associated with disruption of the structure and function.
Healing is the body’s response to injury in an attempt to restore normal structure and functions.
Healing can occur in two ways: Regeneration and Repair
There are 4 phases of wound healing: hemostasis, inflammation, proliferation, and remodeling. This document also describes the mechanism of wound healing. Factors that affect healing include infection, uncontrolled diabetes, poor nutrition, age, anemia, the presence of foreign bodies, etc.
Complications of wound healing like infection, hyperpigmentation of scar, contractures, and keloid formation.
Main Java[All of the Base Concepts}.docxadhitya5119
This is part 1 of my Java Learning Journey. This Contains Custom methods, classes, constructors, packages, multithreading , try- catch block, finally block and more.
How to Make a Field Mandatory in Odoo 17Celine George
In Odoo, making a field required can be done through both Python code and XML views. When you set the required attribute to True in Python code, it makes the field required across all views where it's used. Conversely, when you set the required attribute in XML views, it makes the field required only in the context of that particular view.
Chapter wise All Notes of First year Basic Civil Engineering.pptxDenish Jangid
Chapter wise All Notes of First year Basic Civil Engineering
Syllabus
Chapter-1
Introduction to objective, scope and outcome the subject
Chapter 2
Introduction: Scope and Specialization of Civil Engineering, Role of civil Engineer in Society, Impact of infrastructural development on economy of country.
Chapter 3
Surveying: Object Principles & Types of Surveying; Site Plans, Plans & Maps; Scales & Unit of different Measurements.
Linear Measurements: Instruments used. Linear Measurement by Tape, Ranging out Survey Lines and overcoming Obstructions; Measurements on sloping ground; Tape corrections, conventional symbols. Angular Measurements: Instruments used; Introduction to Compass Surveying, Bearings and Longitude & Latitude of a Line, Introduction to total station.
Levelling: Instrument used Object of levelling, Methods of levelling in brief, and Contour maps.
Chapter 4
Buildings: Selection of site for Buildings, Layout of Building Plan, Types of buildings, Plinth area, carpet area, floor space index, Introduction to building byelaws, concept of sun light & ventilation. Components of Buildings & their functions, Basic concept of R.C.C., Introduction to types of foundation
Chapter 5
Transportation: Introduction to Transportation Engineering; Traffic and Road Safety: Types and Characteristics of Various Modes of Transportation; Various Road Traffic Signs, Causes of Accidents and Road Safety Measures.
Chapter 6
Environmental Engineering: Environmental Pollution, Environmental Acts and Regulations, Functional Concepts of Ecology, Basics of Species, Biodiversity, Ecosystem, Hydrological Cycle; Chemical Cycles: Carbon, Nitrogen & Phosphorus; Energy Flow in Ecosystems.
Water Pollution: Water Quality standards, Introduction to Treatment & Disposal of Waste Water. Reuse and Saving of Water, Rain Water Harvesting. Solid Waste Management: Classification of Solid Waste, Collection, Transportation and Disposal of Solid. Recycling of Solid Waste: Energy Recovery, Sanitary Landfill, On-Site Sanitation. Air & Noise Pollution: Primary and Secondary air pollutants, Harmful effects of Air Pollution, Control of Air Pollution. . Noise Pollution Harmful Effects of noise pollution, control of noise pollution, Global warming & Climate Change, Ozone depletion, Greenhouse effect
Text Books:
1. Palancharmy, Basic Civil Engineering, McGraw Hill publishers.
2. Satheesh Gopi, Basic Civil Engineering, Pearson Publishers.
3. Ketki Rangwala Dalal, Essentials of Civil Engineering, Charotar Publishing House.
4. BCP, Surveying volume 1
Beyond Degrees - Empowering the Workforce in the Context of Skills-First.pptxEduSkills OECD
Iván Bornacelly, Policy Analyst at the OECD Centre for Skills, OECD, presents at the webinar 'Tackling job market gaps with a skills-first approach' on 12 June 2024
Philippine Edukasyong Pantahanan at Pangkabuhayan (EPP) CurriculumMJDuyan
(𝐓𝐋𝐄 𝟏𝟎𝟎) (𝐋𝐞𝐬𝐬𝐨𝐧 𝟏)-𝐏𝐫𝐞𝐥𝐢𝐦𝐬
𝐃𝐢𝐬𝐜𝐮𝐬𝐬 𝐭𝐡𝐞 𝐄𝐏𝐏 𝐂𝐮𝐫𝐫𝐢𝐜𝐮𝐥𝐮𝐦 𝐢𝐧 𝐭𝐡𝐞 𝐏𝐡𝐢𝐥𝐢𝐩𝐩𝐢𝐧𝐞𝐬:
- Understand the goals and objectives of the Edukasyong Pantahanan at Pangkabuhayan (EPP) curriculum, recognizing its importance in fostering practical life skills and values among students. Students will also be able to identify the key components and subjects covered, such as agriculture, home economics, industrial arts, and information and communication technology.
𝐄𝐱𝐩𝐥𝐚𝐢𝐧 𝐭𝐡𝐞 𝐍𝐚𝐭𝐮𝐫𝐞 𝐚𝐧𝐝 𝐒𝐜𝐨𝐩𝐞 𝐨𝐟 𝐚𝐧 𝐄𝐧𝐭𝐫𝐞𝐩𝐫𝐞𝐧𝐞𝐮𝐫:
-Define entrepreneurship, distinguishing it from general business activities by emphasizing its focus on innovation, risk-taking, and value creation. Students will describe the characteristics and traits of successful entrepreneurs, including their roles and responsibilities, and discuss the broader economic and social impacts of entrepreneurial activities on both local and global scales.
বাংলাদেশের অর্থনৈতিক সমীক্ষা ২০২৪ [Bangladesh Economic Review 2024 Bangla.pdf] কম্পিউটার , ট্যাব ও স্মার্ট ফোন ভার্সন সহ সম্পূর্ণ বাংলা ই-বুক বা pdf বই " সুচিপত্র ...বুকমার্ক মেনু 🔖 ও হাইপার লিংক মেনু 📝👆 যুক্ত ..
আমাদের সবার জন্য খুব খুব গুরুত্বপূর্ণ একটি বই ..বিসিএস, ব্যাংক, ইউনিভার্সিটি ভর্তি ও যে কোন প্রতিযোগিতা মূলক পরীক্ষার জন্য এর খুব ইম্পরট্যান্ট একটি বিষয় ...তাছাড়া বাংলাদেশের সাম্প্রতিক যে কোন ডাটা বা তথ্য এই বইতে পাবেন ...
তাই একজন নাগরিক হিসাবে এই তথ্য গুলো আপনার জানা প্রয়োজন ...।
বিসিএস ও ব্যাংক এর লিখিত পরীক্ষা ...+এছাড়া মাধ্যমিক ও উচ্চমাধ্যমিকের স্টুডেন্টদের জন্য অনেক কাজে আসবে ...
2. Work is a secular religion in a land that does not suffer atheists
lightly.
-Allison J. Pugh, author of The Tumbleweed Society
“I love this field, but I don’t think that the field treats its
employees very well.”
-Respondent to 2015 “Unemployment in
International Education Survey
“I am an invisible man. When they approach me, they see only my
surroundings, themselves, or figments of their imagination—
indeed, anything and everything except for me.”
-Richard Wright, Invisible Man
3.
4. STAGES OF DISLOCATION AND RELOCATION
This is a representation of my experience with suddenly being ‘in transition’.
It does not come from any study or research. –Tom
SHOCK SADNESS ANGER DESPERATION/QUESTION OF PLACE DOUBT REINVENTION
Stage ONE Stage TWO Stage THREE Stage FOUR Stage FIVE Stage SIX
Major
disruption,
confusion;
insensitivity of
IE
Truncation of
routine; effects
on family
Frustration; anger at
former employer &
other job applicants;
unresponsiveness of
potential employers
Abandonment by the field;
Disconnectedness; isolation; no
resources
“Was I in
the wrong
field?”
”Utopian
Temperament”;
unemployment as a
source of strength
6. Effects of Long-term Unemployment
• The Funny Thing About Adversity
• Adaptation and Validation of Perceived Control in Unemployment
Scale
• Ideological Training for the New Economy
• Unemployment from the Perspective of the Psychology of Working
(purchase required)
• Long-term Unemployment: A Destructive and Chronic Social Issue-
Cyclical or Structural Unemployment? Where does IE fall?
7. CHALLENGES TO INTERNATIONAL
EDUCATION
• No mechanism to measure growth or diminution of the field
• How many people enter the field? How many people leave?
• The Beveridge Curve (rate of unemployment vs job vacancies)
• No support for in-transition international educators
• Keep in-transition employees connected: (https://www.walkme.com/ )
• Online Mentorship?: Mentor Cloud
• No “Code of Ethics” guidelines for hiring practices in IE
• Discrimination against long-term unemployed individuals
• Missing hard data on unemployment in IE (race, gender, geography,
experience, age, etc.)
8. How to measure growth or shrinking of the
field?
American Historical Association (AHA)-
2014 report
Tracks job offerings by year
Correlates increase or decline of job postings with
number of job candidates (History doctorates issued
per year)
CAN INTERNATIONAL EDUCATION EMULATE THIS?
Establish industry-wide guidelines for
entry-level job announcements in IE
9. Resources
• International Educator Circle -a group formed in LinkedIn to support international educators who are in-
transition
• The Institute for Career Transitions
• Emilie Aries –Career coach, author of “Bossed Up”
• Melissa Doman, M.A.- Organizational Psychologist and Mental Health at Work Specialist
• International Education Career Academy
• What to Do if You are Laid Off from Work
10. Resources
• Phase II MIG- serves retired international
educators and those who are anticipating
retirement. They have just created a new
initiative called “Listening Circles” which
creates a team of experienced MIG
members who will be assigned to no more
than 4-6 others and coordinate
conversations weekly for a month. The idea
is to not offer job coaching, but rather, a
space for candid discussion and shared
concern.
• All Things International Education-online
community for international educators
• 2020 Survey of Unemployed International
Educators