Theorizing progress: Women in science,engineering, and technology in higher education

A conceptual framework of positions on women in science, engineering, and technology (SET) was developed, showing a chronological progression of the main approaches to women's underrepresentation in SET during the past 20 years. Numerous initiatives have been advocated to address women's underrepresentation in SET in higher education. This article arose out of one such initiative, Winning Women, which was intended to help higher education in Scotland move toward good practice in this field. Two members of the project team describe their key findings and experiences. They illustrate how the underrepresentation of women in SET continues to be both progressive and persistent (using an SET parity index). The conceptual framework was conceived and developed from a metaanalysis of feminist theories of the gendered politics of science and technology. © 1999 John Wiley & Sons, Inc. J Res Sci Teach 36: 637–661, 1999     

Cost-Consequences Analysis: A Case Study

The means and resources used by an organization are best understood within the context of results and payoffs. Organizations, both public and private, are means to societal ends. In order to be accountable for their value to society, organizations must demonstrate that what they produce and/or deliver is of positive value for the time, money, and resources invested. If an organization is to spend time, money, and resources on interventions, social initiatives, organizational re-alignment, or a quality management/continuous improvement process, leaders and decision makers frequently want to know if the value of their results is worth the investments. The Cost-Consequences Analysis offers a coarse-grain estimate of return-on-in-vestment when there is not the necessity nor time and/or resources available for a complete determination of all of the variables that actually go into a return-on-investment analysis.     

An Examination of the Role of HRD in Voluntary Turnover in Public Service Organizations

In this study I examine the role of HRD, job satisfaction, and organizational commitment in voluntary turnover decisions. A sample of managers from public service agencies who voluntarily left their job in the previous year is compared to a sample of currently employed managers in the same or equivalent position. Both quantitative and qualitative methods are used to determine if attitudes towards HRD were a factor in the turnover decision for those who voluntarily left and if it would be a factor in influencing turnover intentions in those currently employed in comparable positions. The level of job satisfaction and organizational commitment are also compared between the two groups of respondents. The implications of attitudes towards HRD and levels of job satisfaction and organizational commitment in the decision to turnover among public service managers are examined along with recommendations for further research on the role of HRD in turnover decisions.     

Objectives—Are they useful? A quick assessment

Most people understand the importance of objectives and the link between having objectives and accomplishing results. However, there is a difference between a well‐defined objective and a poorly developed objective both in how they are constructed and in what they ultimately lead to. In this article, we explore three levels of objectives, provide examples of good objectives at each level, and put forth a 7‐point inspection any objective should meet if it is to be a useful objective.     

Avoiding legal liability for adult educators,human resource developers,and instructional designers by John Sample

John Sample, SPHR, has his PhD from Florida State University, where he was an associate professor in human resources development. He has 35 years of experience as a consultant, educator, and administrator in human resources management, training, and development. He has served as an expert witness. Avoiding Legal Liability for Adult Educators, Human Resource Developers, and Instructional Designers (ISBN 13: 978–1–57524–273–6 and 10: 1–57524– 273–7) is published by Krieger Publishing Co. This publisher may be reached online at http://www.kreiger‐publishing.com.     

Quelques aspects de la reforme de l'enseignement en France

Sans résumé     

Types of Functional Educational Planning Modes

Planning looks to the future. It can have several different intentions and frames of reference; (a) to pursue more economical ways and means to implement courses, activities, and jobs based on accepted purposes; (b) to seek ways to increase the efficiency of an entire educational system, including all of its parts (such as a curriculum, a school, a school system, or a state); and (c) to search for, and possibly create, a new and improved future set of realities and consequences. The first two approaches are basically concerned with increasing efficiency in reaching established goals. The third is holistic in intending to both improve current efficiency and help to create a better future. This article (a) identifies and defines these three major distinct (yet related) planning modes, and (b) discusses one educational research and development effort which intends to integrate them.