A Needs Assessment for the Introduction of a Food Science Program at The Univ. of Guyana

Abstract: This research describes the outcome of a needs assessment to determine whether the Univ. of Guyana should introduce a Food Science program. The research design utilized interviews and questionnaires to large manufacturing organizations and agroprocessors to determine if the required skills are available for the manufacturing process. Results revealed that the lack of skills, particularly in food processing, is one factor that has negatively impacted value‐added production in large manufacturing companies; as well as in the micro, small and medium enterprises, limiting the range of products produced by these entities. Based on this, it was established that the university should introduce a program in food science and be the focus for formal training to satisfy the demands of the food manufacturing industry.     

Economic Return on Training Investment at the Organization Level

This study examined labor-productivity returns from investments in training in a manufacturing industry. The study was conducted using data from auto parts manufacturing firms in Taiwan. Data included two labor-productivity dependent variables (sales per worker and value added per worker), and two training-investment independent variables (total training costs, and direct costs of training). The relationship between each independent and dependent variable was analyzed using multiple regressions that controlled for 14 other independent variables that might affect the relationship between investment in training and labor productivity. Results showed a significant relationship between investments in training and labor productivity as measured by value added per worker, but not total sales per worker. Value added per worker was defined as the dollar value of products sold, minus the cost of materials in those products, divided by the number of workers. This study provides evidence that investments in training do yield significant and practical increases in labor productivity at the organizational level.     

MENTAL STATUS AS A PREDICTOR OF RESPONSE TO MEMORY TRAINING IN OLDER ADULTS

The present study assessed the association between rated mental status and response to a memory‐training program. A commonly used general measure of cognitive impairment, the Mini‐Mental State Exam (MMSE), was administered to 102 elderly participants enrolled in a 2‐week memory‐training program. The program used two visual‐imagery mnemonics (name‐face recall and list learning by the “method of loci"). The MMSE scores were positively related to improvement in recall performance. Individuals with relatively mild deficits (those scoring below 29) showed less improvement than those scoring 29 and 30. Differences in ability to benefit from training were also noted between the two mnemonic devices, suggesting a more rapid fall off in ability to benefit from training with a more complex mnemonic, the method of loci.     

The Role of Formal Education,Technical and Management Training on Information Systems (IS) Managers' Managerial Effectiveness as Perceived by Their Subordinates

This study examined the relationship between Information Systems (IS) managers' formal education, level of technical and managerial training and their managerial effectiveness as perceived by their subordinates. The study finds that there is a strong positive relationship between the amount of technical training IS managers have received and their managerial effectiveness as perceived by their subordinates. There is also a significant relationship between IS managers' level of managerial training and their subordinates' perception of their managerial effectiveness. The managers' level of formal education was not found to have a significant relationship to the subordinates' perceived level of (their) managerial effectiveness. Finally, a regression model has been proposed to measure Information System managers'managerial effectiveness.     

Perception of teacher education and professional identity among novice teachers

This study examines student teachers’ perceptions of teacher education and its contribution to their professional life, when they become novice teachers during their internship period. The sample comprised 97 student teachers in their fourth year of studies for a BEd degree. Data were collected through questionnaires which included both a structured and an open‐ended part, with regard to five aspects of the teaching profession and teacher education: motivation for teaching, conceptions of teaching–learning, roles of teachers, components of teacher education, and agents of training. Prominent among the findings regarding the motivational aspects of teaching, is a perception of the profession as granting intrinsic rewards. Teaching is perceived as according self‐realisation, providing a sense of purpose and mission, and enabling lifelong development. The component perceived as most important to the teacher’s role is delivering universal values. Findings regarding perception of learning–teaching processes reveal a preference for a constructivist approach.     

A Comparison of Training Methods on the Acquisition of Automotive Product Knowledge

The purpose of this study was to compare the effects of a traditional training program with a fluency‐building training program on the acquisition of automotive product knowledge in a lab setting. The effects were assessed by how accurately and quickly participants responded on a product‐knowledge test. Results indicated that participants who completed the fluency training responded faster and more accurately than control groups immediately after the study. However, the difference between the fluency group and the group that received study objectives disappeared when retention was assessed several weeks after training. The difference remained between these groups and a group that did not receive study objectives. The results were used to modify globally delivered training. This study extended previous studies by examining the effects of training designed to teach product knowledge to sales representatives in automotive dealerships and illustrates the benefits of collaboration between academic researchers and professional trainers.     

Adult learning in the context of African‐American women's voluntary organizations‡

The purpose of this research was to examine non‐formal adult education and informal learning within contemporary African‐American women's voluntary organizations. Face‐to‐face interviews were conducted with 28 women who were members of six different organizations. A semi‐structured interview process was used to elicit their perceptions regarding their (1) involvement in the education of others, (2) learning within the context of performing group membership roles and projects, (3) learning needs, and (4) comparisons of learning in this context with that in more formal educational settings. The findings of the research are discussed in relation to other research on learning in voluntary associations and the workplace. As with other studies of the voluntary association context, respondents did not seem to have given a great deal of prior thought to the nature of their learning within the context, having been more focused on the successful performance of their leadership and service roles than on what is learned from that work. They were none the less able to report numerous examples of how their work helped educate others and how they learned through their experiences. While instances of more systematic non‐formal education (e.g. orientation sessions, lectures and leadership training) were reported, the learning experiences reported more frequently and identified as most valuable seemed to reflect more informal, frequently incidental learning. This significant learning often reflected a perceived change in skills and abilities related to interacting with and working with others toward common goals, or a changing sense of self, in terms of growing self‐confidence and/or sense of connectedness to group members and the community which they sought to serve. Respondents who were quite well educated as a group, nevertheless generally indicated their preferences for the kind of interactive, experiential and situated learning that occurred as an outgrowth of group participation over the more abstract, teacher‐controlled learning they associated with formal education. These findings are discussed in terms of their importance to our understanding of informal learning, particularly that which occurs within the voluntary sector. Exploring this learning in a context specific to African‐American women is also seen as a way of moving beyond the culturally biased sampling often criticized in adult learning research.

     

Self and Team Development in Practice (STP) Walk Bally

An evaluation study was conducted to assess strengths and weaknesses of an outdoor‐based experiential training (OBET) program used in Thailand. Self and Team Development in Practice (STP) Walk Rally is used as a case. Most of the principles in adult theory, experiential learning theory, and Holton's HRD [human resource development] Evaluation Research and Measurement Model are met by the STP Walk Rally, but it cannot promise transfer of learning. In the Thai culture, sanuk, or having fun, is the best element of the training design. However, face‐to‐face feedback is not appropriate for Thais. Recommendations for practice and research are made.     

Determinants of salary growth in Shenzhen, China: an analysis of formal education, on-the-job training, and adult education with a three-level model

Using 1996 surveyed data of 1023 employees in Shenzhen, China, this study estimated the effects of three forms of human capital on employee salary, namely formal education, on-the-job training provided by employers, and adult education pursued by employees. Using a hierarchical linear model, the analysis estimated employee monthly salary growth over a maximum of six years due to (a) such temporal factors as work experience and improved performance, (b) individual-level characteristics, and (c) firm-level characteristics. This study found that (a) pre-work formal education was positively associated with salary only at hiring, (b) employees' experience in changing production technology as well as on-the-job training were positively associated with salary increases through improved technical proficiency, formal education was not; (c) manufacturing firms introduced more new production technology than the service sector and provided more on-the-job training, thus improving workers' performance and increasing their salary.     

高校体育教学引入拓展训练模式的探讨

为了改变目前高校体育教学中以竞技项目训练为主的课程模式，从全面提高学生的综合素质，促进学生身心健康，增强学生社会适应能力出发，应用目前诸多外企和国内大中型企业采用的“拓展”训练的培训理念和训练项目来丰富和改善体育教学模式，使体育教学更好地体现体育的育人功能和社会功能。     

美国M.D-Ph.D双博士学位计划

M.D-Ph.D双博士学位计划是为培养具有临床实践能力和科学研究能力的医学科学家而设立的.本文首先从招生、培养、毕业去向等方面概述了美国M.D-Ph.D计划新进展,然后以哈佛大学、约翰·霍普金斯大学为例介绍了M.D-Ph.D计划的课程安排模式,并指出该计划在中国的发展现状和试办建议.     

Teacher preparation: A collaborative model

Abstract

Criticism of education and teacher preparation persists. The “Teachers Educating and Motivating Students,” or TEAMS, model was developed to address this criticism. The TEAMS model has been structured using a Professional Development School (PDS) concept as the core component. The model is a competency‐based, structured block program featuring concurrent enrollment in groups of courses and a corresponding field component.

Evaluation of the TEAMS program is a continuing process. Completion of a “perceptions” survey and a workplace competencies instrument by students and mentors/administrators revealed that the TEAMS program is accomplishing intended goals. Furthermore, t tests revealed only one significant difference in perceived adequacy between students and mentors/administrators on the workplace competencies. The data also revealed an overall positive attitude toward the project and satisfaction regarding the achievement of workplace competencies.     

Did you learn something useful today? An analysis of how perceived utility relates to perceived learning and their predictiveness of satisfaction with training

A popular taxonomy for categorizing outcomes of training is the four‐level model formulated by Kirkpatrick (1959). The first level in the model consists of reactions to training. Kirkpatrick recognized only affective reactions, but more recent reformulations of the model posit other types of reactions, including utility and perceptions of learning. We studied the relationship between three types of reaction measures (Kirkpatrick level 1) in six cohorts of first‐year college students participating in an evaluation of an orientation training program. The assessed reactions were amount learned, the usability of the information, and satisfaction with the training program. A substantial correlation (.6 to .7) exists between self‐assessed learning and the perceived usefulness of the information. Usefulness was almost as good as amount learned in predicting satisfaction with the training. The findings underscore the importance of using relevance strategies to make information appear useful.     

General or Specific Learning of Figure‐Ground Perception

Abstract

B?, O. 1978. General or Specific Learning of Figure‐Ground Perception. Scandinavian Journal of Educational Research 22, 129‐153. Two training programs, one for auditory and one for visual figure‐ground perception, were constructed. The training effect for each program was tested in small groups of 8 pupils and the gain compared with a control group. The pupils were partly from an institution for brain damaged children and partly from an institution for mentally retarded. The effect measured was the pre‐test‐post‐test difference on tests for auditory and for visual figure‐ground perception. Both training groups showed higher gain score than the control group on both tests, but the effect was significant only for visual training on visual figure‐ground perception.     

Perceived Value of Certification as a Process for Training Managers: A Case Study From the Hospitality Industry

This paper uses a qualitative research methodology to investigate the perceived value of certification as a process for training managers in the lodging industry. Using a “stakeholder group” to provide face validity, a dual-level sample was contacted, consisting of 10 high-ranking corporate-level managers and 185 hotel general managers. Respondents were asked to determine how they would distribute resources in support of various academic qualifications, including a certification program sponsored by the American Hotel and Motel Association—the “Certified Rooms Division Executive” (CRDE). Respondents also were asked to rank qualifications in terms of utility for hiring and promotion. The following major conclusions were reached. In the hospitality industry: (a) Certification is seen as a viable methodology for training in lower-level management skills, especially among those property level general managers who have little formal education; (b) there was a clear distinction between support for certification at the corporate vice-presidential level and the property general managers' level, with property level managers expressing greater support; and (c) the CRDE is “valued” above a generic two-year degree, in both hiring and first promotion, if other “personal” factors are ignored.     

Prepracticum Service‐Learning in Counselor Education: A Qualitative Case Study

Prepracticum service‐learning (PPSL) was investigated through a qualitative case study of a counselor education program. Participants were PPSL instructors, coordinators, and alumni of the selected program. As it relates to the counselor education program under study, this article illustrates perceived effects of PPSL on student counselors' overall development and comparisons of PPSL and practicum training. Implications for counselor education are addressed.     

THE SECRET AGENT SOCIETY SOCIAL SKILLS PROGRAM FOR CHILDREN WITH HIGH‐FUNCTIONING AUTISM SPECTRUM DISORDERS: A COMPARISON OF TWO SCHOOL VARIANTS

School is often considered an ideal setting for child social skills training due to the opportunities it provides for skills teaching, modeling, and practice. The current study evaluated the effectiveness of two variants of the Secret Agent Society social skills program for children with high‐functioning autism spectrum disorders (HFASD) in a mainstream school context. Sixty‐nine students aged 7–12 took part in one of two different 10‐week versions of the program (structured versus unstructured) to determine their relative effectiveness. Results suggested that both program variants led to improvements in emotion regulation abilities, social skills, and behavior at school and home, maintained at 6‐week follow‐up. However, the structured intervention generally led to superior treatment outcomes. These results suggest that improvements in social–emotional functioning can be achieved for students with HFASD through time‐limited school‐based interventions. Limitations of this study and directions for future research are discussed.     

Weblog Technology for Instruction,Learning, and Information Delivery*

Ever since Weblog emerged as an infusive online communication tool over the last decade, its impacts have been witnessed by the Internet society at large. Meanwhile, more and more universities and colleges are offering online classes enhanced by Web technology. In this article, we investigate the role of Weblog combined with face‐to‐face lectures through a three‐phase study that examines college students' perception of Weblog used in class. Ordinary least squares (OLS) regression and Multivariate Analysis of Variance (MANOVA) techniques are employed to recognize meaningful patterns from collected data. The findings lie in the aspects of: relationship between level of study and the perceived value of Weblog, the relationship between level of Weblog experience and the perceived value of Weblog, and factors contributing to students' perception of Weblog usage. As the first work of its kind examining Weblog adoption from student perspective, this article provides educators, researchers, and practitioners with conceptual and practical references.     

Managerial Network Impacts Firm Performance

This study measures the impact of managerial networks on firm growth. A simple random technique was used to select 680 firms and a top manager from each firm. A structured pretested questionnaire was designed to collect information. The sample firms were further stratified into subgroups based on size of firms (small firms and large) and business sectors (manufacturing and service firms). Statistical tests and multivariate models were formulated for data analysis. The managerial networking intensity was found to be a positive and significant determinant of firm growth regardless of type of business and size. Managerial networking with buying firms or buyers, competitors, and government officials were found positive and statistical significant determinants of firm growth.     

School Counseling Site Supervisor Training: An Exploratory Study

This study explored the supervision training needs of site supervisors of master's program school counseling interns via the construct of self‐efficacy. Using the Site Supervisor Self‐Efficacy Survey developed for this study, the authors surveyed school counseling site supervisors in the states of Oregon and Washington (N = 147) regarding their hours of supervision training and their supervisor self‐efficacy. Results indicated that 54% of school counseling site supervisors had little or no counseling supervision training. Supervisor self‐efficacy appeared to be relatively strong, consistently so for school counseling site supervisors with over 40 hours of supervision training. A partial correlation indicated a slightly positive relationship between the hours of supervision training received and perceived self‐efficacy regarding supervision. Implications regarding school counseling site supervisor training and future research are offered.