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Donnelly, Ned. "A National Survey of Academic-Advisor Job Satisfaction." NACADA Journal 29, no. 1 (2009): 5–21. http://dx.doi.org/10.12930/0271-9517-29.1.5.
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Presented analyses regarding academic-advisor job satisfaction are based on data from a survey administered to NACADA members in July 2005. Advisor job satisfaction in various environments and differences in satisfaction across personal demographics were studied. Academic advisors report high satisfaction overall as well as with student and supervision aspects of the job. Advisors are most satisfied with work variety, job benefits, and teamwork, and they are least satisfied with salary, recognition, and support for career opportunity. Environment variables most strongly related to job satisfaction were variety, empowerment, and teamwork. Advisors were least happy with the environment element of salary. Of the advisor variables, years of experience and advising style showed the strongest relationship with satisfaction. Relative Emphasis: practice, research, theory
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Coles, Sheila. "My job: Accommodation advisor." Working with Older People 6, no. 4 (2002): 36–37. http://dx.doi.org/10.1108/13663666200200050.
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Moser, Steven B., and John K. S. Chong. "Determinants of MBA Advisor Job Satisfaction: An Exploratory Study." NACADA Journal 15, no. 1 (1995): 36–43. http://dx.doi.org/10.12930/0271-9517-15.1.36.
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At most institutions accredited by the American Assembly of Collegiate Schools of Business (AACSB), a single advisor works with students enrolled in the Master of Business Administration (MBA) program. This advisor provides advice on course loads as well as careers. As this advisor may make a lasting impression on students, his or her job satisfaction is critical. This exploratory study focused on four classes of determinants of advisor satisfaction. Data were obtained through a survey mailed to all AACSB-accredited schools. A regression analysis revealed that job- and advisor-descriptive variables explained most of the variation in satisfaction. Critical determinants included role clarity, work status, student orientation, and expertise in both technical and creative areas of advisement. This study suggests that full-time employment and clarification of job tasks may enhance advisor job satisfaction.
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Parianti, Andi, and Hashim Fauzy Bin Yaacob. "Job Satisfaction and Commitment in The Era of Decentralization: Case Study of Family Planning Design." GUIDENA: Jurnal Ilmu Pendidikan, Psikologi, Bimbingan dan Konseling 7, no. 2 (2017): 181. http://dx.doi.org/10.24127/gdn.v7i2.1253.
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Implementation of law number 22 in the year of 1999 on regional autonomy has changed the management of government of Indonesia, both on the national scale and on a regional one. One of thegovernment institutions that got its impact is Family Planning Program. This program has implications, not only to advisor’s attitudes and work behaviors, such as job performance and working motivation but also to government commitment on the reception and implementation of this program namely formation of family planning institutions at theregional level.One of the attitudes indicated by the advisor in the form of complaints related to salary wages and operating costs are not considered balance with the workload that causes themotivation and performance of work decrease. Other phenomena are to turn over the workers in the family planning and other government institutions. Accumulation of these could be the cue of advisors’ weak commitment towards their institutions. Implications: This study can provide an understanding of job satisfaction and increase the extension's commitment in performing its duties.
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Donnelly, Ned. "The Effect of Standards Use on Academic Advisor Job Satisfaction." NACADA Journal 24, no. 1-2 (2004): 34–47. http://dx.doi.org/10.12930/0271-9517-24.1-2.34.
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The effect of national or local standards and guidelines on job satisfaction among professional and faculty academic advisors was studied using an on-line survey, focus group, and individual interviews. Findings support the proposition that the more connected advisors are to standards of practice, the greater their job satisfaction. Findings also indicate that student centeredness and availability of advising-related information resources were antecedents of job satisfaction among academic advisors.
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Wulandari, Sakila, Poningsih Poningsih, and Widodo Saputra. "Penerapan Metode Naive Bayes dalam Menentukan Pengaruh Penasihat Akademik pada Kelulusan Mahasiswa Tingkat Akhir." Prosiding Seminar Nasional Riset Information Science (SENARIS) 1 (September 30, 2019): 661. http://dx.doi.org/10.30645/senaris.v1i0.72.
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In the lecture there is a permanent lecturer who serves as an Academic Adviser namely a person whose job is to provide students with assistance in adjusting to lectures and assisting students in solving problems encountered during college by providing various alternatives for students. Students are required to have abilities and expertise. To achieve the objectives of final year students and also universities in graduating the best graduates, communication between students and lecturers is needed. Because it is very influential in training mentally students and is very helpful for students in completing their lectures. The influence of an academic advisor can actually be an important factor for final year students, but students may also consider it to have no effect on their graduation. So the Naive Bayes method, in order to find out whether Academic Advisers play an important role in the graduation of final year students, students are asked to fill out a questionnaire relating to the influence or not of the Academic Advisor on final graduation. It is hoped that this study can determine the effect or absence of Academic Advisers on the graduation of final year students, later the results of the output from this system can be an evaluation material for universities.
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Tudor, Thomas R. "Fully integrating academic advising with career coaching to increase student retention, graduation rates and future job satisfaction." Industry and Higher Education 32, no. 2 (2018): 73–79. http://dx.doi.org/10.1177/0950422218759928.
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Higher education institutions in the United States are under increasing pressure to retain and graduate more students. Traditionally, the academic advisor helps students to meet degree graduation requirements and may also do some minor career advising. A new approach is proposed, in which career coaching with industry help becomes just as important and is formalized into the academic advisor’s role. Under this approach, students are advised in relation not only to their progress towards their degree, but also to their progress towards their career. They undergo a required process to choose a career and must make progress towards it while pursuing their degree. The use of formal career coaching combined with academic advising is based on goal-setting theory and career planning research. This new approach to advising may lead to increased student retention and graduation rates and also to higher job satisfaction after graduation.
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Preetha, Dr S., and S. Iswarya. "Insurance Advisor As A Career Choice For Undergraduate Students." Restaurant Business 118, no. 1 (2019): 76–88. http://dx.doi.org/10.26643/rb.v118i1.7617.
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The government of India opened up for free Private sector intervention in the Insurance sector in the year 1999. This resulted in a number of new private Insurance companies coming up with innovative products, customized package, quality customer service and more job opportunities for graduates. This article expresses the factors which influence the graduating students to select insurance advisor as their future career. The variables identified are student’s psychosomatic profile, academic performance, financial rewards and its stimulus on job choice and the influence of knowledge related to insurance and the rapport with an insurance advisor to their career selection. The study is directed toward three main objectives. The primary objective is to identify the factors which sway the career selection of students. Second, is to propose inputs to the insurance industries to attract more sale force. Third, is to find out the factors which will give better retention of the advisor workforce.
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Cunha, Renato L. F., Eduardo R. Rodrigues, Leonardo P. Tizzei, and Marco A. S. Netto. "Job placement advisor based on turnaround predictions for HPC hybrid clouds." Future Generation Computer Systems 67 (February 2017): 35–46. http://dx.doi.org/10.1016/j.future.2016.08.010.
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Shockley-Zalabak, Pamela. "Advisors as Interaction Designers." NACADA Journal 32, no. 1 (2012): 12–17. http://dx.doi.org/10.12930/0271-9517-32.1.12.
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Pamela Shockley-Zalabak, Chancellor, University of Colorado Colorado Springs, gave the following speech at the 2011NACADA Annual Conference October 3, 2011, at the Colorado Convention Center in Denver. She provides an overview of changes affecting U.S. higher education, commentary on how those changes affect the role of the academic advisor, and the importance of helping students achieve life goals. She encourages academic advisors to embrace a broad definition of the academic advising profession and to lead change and innovation on campus. She relates personal teaching experiences, including her first instructor job at a federal prison, a chance meeting of a young woman who exemplifies today's college student, and the imperative that academic advisors engage in “disruptive innovation and interaction design” to better serve students.
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Martin-McGuire, Peggy. "Doing Treaty Land Entitlement Research in Saskatchewan." Practicing Anthropology 18, no. 4 (1996): 29–32. http://dx.doi.org/10.17730/praa.18.4.m3756v12630u0140.
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In 1990 I was teaching part-time in the Department of Native Studies, University of Saskatchewan, when I won a federal competition to be a special advisor to the Office of the Treaty Commissioner. I had not applied for the position; my resume had surfaced during a routine Public Service Commission screening. I realized that this job would offer me new challenges and opportunities, and I accepted the position.
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Carson, Richard, and Peter Navarro. "A Seller's (& Buyer's) Guide to the Job Market for Beginning Academic Economists." Journal of Economic Perspectives 2, no. 2 (1988): 137–48. http://dx.doi.org/10.1257/jep.2.2.137.
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In an effort to increase the stock of information available to sellers and buyers in the academic job market for beginning Ph.D. economists, this paper presents the findings of a survey of the 1985-86 hiring process by economics departments. The findings are based on a stratified random sample of all economics departments ranked in the top 20, and 380 other economics departments. Sellers in this job market, typically graduate students in the final stages of their doctoral dissertations, will find answers to questions like: Will a phone call from a candidate or faculty advisor increase the probability of securing a job interview? How many weeks before the AEA meetings are requests for interviews sent out? How long does a typical job interview last and what criteria are applied? How soon after the meetings interview is a candidate likely to be invited to give a seminar at a school? Are elements of the job offer such as salary, teaching load, and summer research money negotiable? How long does a candidate have to accept or reject an offer? The benefits of these survey results will not, however, be limited to sellers.
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Akers, T. K. "The physiology teacher, a facilitator of learning at all levels." Advances in Physiology Education 260, no. 6 (1991): S32. http://dx.doi.org/10.1152/advances.1991.260.6.s32.
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Academic physiologists in universities have three jobs: teaching, research, and service. They also operate at many levels of education: undergraduate, graduate, and medical. Each level carries special problems and special rewards. It is argued in this paper that teachers should be facilitators in learning no matter what level or what aspect of the job. If physiologists behave as facilitators of learning at all levels, then they will be able to help undergraduates by the most appropriate choice of textbooks and handbooks; to develop case histories, scenarios, and summaries; and to show students how physiology got to where it is, developing in the students a healthy concept of skepticism. This can be expanded when the students are graduate students and the teacher acts as an advisor and is still facilitating the students' learning.
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Cameron, Caitriona. "Tertiary Learning Advisors in Aotearoa/New Zealand: Part One: Building a Profile of Our Profession." ATLAANZ Journal 3, Special Issue (2018): 1–24. http://dx.doi.org/10.26473/atlaanz.2018.1/001.
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Defining and re-defining identity is important for any profession, particularly so for tertiary learning advisors (TLAs) in the increasingly uncertain tertiary education environment in Aotearoa New Zealand. In the past ten years, two national surveys of learning centres in tertiary institutions sketched the professional status of TLAs, based on data from managers; there has been little research, however, on individual TLAs’ perspectives of their professional status. This special issue, ‘Identity and Opportunity’, reports on a project designed to address that gap, in three parts: building a professional profile, acknowledging learning advisors’ contribution, and rewards and challenges of the role. The findings indicate that TLAs are highly qualified and experienced but – for many – their skills and experience are not adequately recognised by institutions. There are significant barriers to progression within their institution, stemming mainly from organisational policies. Despite that lack of clear career opportunities, and other frustrations, overall satisfaction with the TLA role is high. Underpinning the findings, however, are issues of identity and recognition that should be addressed to ensure a resilient profession. Keywords: professional identity, tertiary learning advisor, higher education, career, job satisfaction
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Cameron, Caitriona. "Tertiary Learning Advisors in Aotearoa/New Zealand (Part 2): Acknowledging our contribution." ATLAANZ Journal 3, Special Issue (2018): 25–43. http://dx.doi.org/10.26473/atlaanz.2018.1/002.
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Defining and re-defining identity is important for any profession, particularly so for tertiary learning advisors (TLAs) in the increasingly uncertain tertiary education environment in Aotearoa New Zealand. In the past ten years, two national surveys of learning centres in tertiary institutions sketched the professional status of TLAs, based on data from managers; there has been little research, however, on individual TLAs’ perspectives of their professional status. This special issue, ‘Identity and Opportunity’, reports on a project designed to address that gap, in three parts: building a professional profile, acknowledging learning advisors’ contribution, and rewards and challenges of the role. The findings indicate that TLAs are highly qualified and experienced but – for many – their skills and experience are not adequately recognised by institutions. There are significant barriers to progression within their institution, stemming mainly from organisational policies. Despite that lack of clear career opportunities, and other frustrations, overall satisfaction with the TLA role is high. Underpinning the findings, however, are issues of identity and recognition that should be addressed to ensure a resilient profession. Keywords: professional identity, tertiary learning advisor, higher education, career, job satisfaction
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Boyce, Japheth B. "Amateur and Commercial Collecting in Paleontology." Paleontological Society Special Publications 7 (1994): 99–108. http://dx.doi.org/10.1017/s2475262200009448.
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“…SPEAK TO THE EARTH, AND LET IT TEACH YOU.” (Job 12:8 NASB)Ambitious collectors have been gathering fossils for centuries and should be allowed to continue. A glimpse at fossil collecting through history gives us an idea of how paleontology affects people. A Roman ruler, Gauis Caesar, better known as Caligula, did some field work in paleontology. Caligula was most likely mad. One of the common proofs pulled from history affirming his madness is the fact that he made his horse a councilman advisor to the senate. There are so many stories of the perverted life Caligula led, it is likely the term “caliginous,” which describes dark and gloomy aspects, came from his name.
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Black, John. "Summer Is Over." Bulletin of the Royal College of Surgeons of England 92, no. 9 (2010): 298–99. http://dx.doi.org/10.1308/147363510x516729.
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The College exists to set standards for surgical practice and one of the areas in which we do this is the consultant appointment process. The College regional specialty professional advisor must approve the job description for the post before it can be advertised and there must be a College assessor at the appointment committee. The reason for this is to provide external objective assurance that the full range of working arrangements for the individual are compatible with proper consultant practice and that the person appointed is trained appropriately for the post. Foundation trusts are technically not bound to follow the NHS regulations but to date have continued to involve the College in the traditional way.
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Layton, Rebekah L., Patrick D. Brandt, Ashalla M. Freeman, Jessica R. Harrell, Joshua D. Hall, and Melanie Sinche. "Diversity Exiting the Academy: Influential Factors for the Career Choice of Well-Represented and Underrepresented Minority Scientists." CBE—Life Sciences Education 15, no. 3 (2016): ar41. http://dx.doi.org/10.1187/cbe.16-01-0066.
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A national sample of PhD-trained scientists completed training, accepted subsequent employment in academic and nonacademic positions, and were queried about their previous graduate training and current employment. Respondents indicated factors contributing to their employment decision (e.g., working conditions, salary, job security). The data indicate the relative importance of deciding factors influencing career choice, controlling for gender, initial interest in faculty careers, and number of postgraduate publications. Among both well-represented (WR; n = 3444) and underrepresented minority (URM; n = 225) respondents, faculty career choice was positively associated with desire for autonomy and partner opportunity and negatively associated with desire for leadership opportunity. Differences between groups in reasons endorsed included: variety, prestige, salary, family influence, and faculty advisor influence. Furthermore, endorsement of faculty advisor or other mentor influence and family or peer influence were surprisingly rare across groups, suggesting that formal and informal support networks could provide a missed opportunity to provide support for trainees who want to stay in faculty career paths. Reasons requiring alteration of misperceptions (e.g., limited leadership opportunity for faculty) must be distinguished from reasons requiring removal of actual barriers. Further investigation into factors that affect PhDs’ career decisions can help elucidate why URM candidates are disproportionately exiting the academy.
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Boustan, Leah, and Andrew Langan. "Variation in Women’s Success across PhD Programs in Economics." Journal of Economic Perspectives 33, no. 1 (2019): 23–42. http://dx.doi.org/10.1257/jep.33.1.23.
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We document wide and persistent variation in women’s representation and success across graduate programs in economics. Using new data on early career outcomes for recent graduates, including first job placement, publications, and promotion, we rank (anonymized) departments on outcomes for women relative to men graduating from the same program. We then conduct interviews with faculty and former students from five programs with better and worse relative outcomes. We find that departments with better outcomes for women also hire more women faculty, facilitate advisor–student contact, provide collegial research seminars, and are notable for senior faculty with awareness of gender issues. We offer our qualitative evidence as the first step in learning about “what works” in expanding women’s representation in economics.
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Warlizasusi, Jumira, and Ifnaldi Ifnaldi. "THE INFLUENCE OF TRANSFORMATIONAL LEADERSHIP AND SELF-EFFICACY ON THE PERFORMANCE OF IAIN CURUP LECTURERS." Edukasi Islami: Jurnal Pendidikan Islam 9, no. 02 (2021): 583. http://dx.doi.org/10.30868/ei.v9i02.1243.
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The objective of this study is to determine whether there is a direct or indirect effect of transformational leadership and self-efficacy on the performance of IAIN Curup lecturers. Based on pre-observation, the low frequency of lecturers' attendance which did not reach sixteen meetings, the difficulty to meet the Academic advisor for consultation, inappropriate expertise of lecturers, and some of the incompetent lecturers became the background leading the researchers to examine the performance of the IAIN Curup lecturers. In this study, there were three variables. A purposive sampling was used to involve all official lecturers as the participants, and they were 112 people. This study used a quantitative approach as the research methodology by applying a survey method with path analysis technique. This study used questionnaire as the data collection technique. The researchers had analyzed the instrument before it was distributed to the participants. The instrument was tested by using validity and reliability tests. Three hypotheses were tested. The results showed that transformational leadership had a direct, positive effect on job performance; self-efficacy had a direct, positive effect on the lecturers’ job performance; and the transformational leadership had a direct effect on self-efficacy.
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Nowak, Małgorzata. "Career counselling in the sustainable development trend on the example of secondary schools in one of the Polish cities." International Journal of Pedagogy, Innovation and New Technologies 7, no. 2 (2020): 69–77. http://dx.doi.org/10.5604/01.3001.0014.6874.
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The article presents the theoretical aspects of sustainable development and career counselling. It also describes the expectations of young people and teachers towards career counselling, understood as a new strategy of joint efforts to create a good and safe future for the residents in which they have the certainty of finding decent jobs. The changes taking place in the modern world make the ways the young people were supported thus far insufficient. Therefore, the author of this article undertook research aimed at determining what models of career counselling are preferred by young people and the teachers who work as career counsellors in schools, how students perceive the attractiveness of vocational schools, and how the teachers assess the adaptation of the vocational education system to the requirements of the local labour market. Author's own questionnaires were used. Diagnostic surveys were conducted among the participants of the project Vocational education in schools as a springboard to sustainable development of staff on the Legionowo’s labour market. The questionnaires were completed by 221 students and 13 teachers. Studies have shown that while 64% of students do not have a good opinion about the offer of vocational schools in Legionowo, 65% of those surveyed do not rule out working in the city. It was found that most of the surveyed teachers rate the adaptation of the vocational education system in the Legionowo's county to the a) requirements of the local labour market and b) the interest of students in career counselling as good. The study revealed two career counselling models preferred by the teachers: 1) a model of counselling carried out during hours available to the class teacher and during workshops with a career advisor and 2) a model in the framework of cooperation with the labour market. Both models coincide with youth-preferred forms of vocational counselling classes: 63% of students chose meetings with a career advisor, 40% of respondents mentioned visits to workplaces, Career offices, the Employment Bureau, 35% indicated participation in job fairs.
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刘, 衔华. "The Impact of Mentoring of Extramural Advisor on Job Performance of Practice in Postgraduates of Mental Health Education: Mediating by Teacher Competency." Creative Education Studies 09, no. 04 (2021): 959–65. http://dx.doi.org/10.12677/ces.2021.94158.
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Lim, Heejin, Xin Li, and Hyejoo Jung. "Exploring Factors Associated with Doctoral Students’ Concern about Completing Their Degree in Time: a Case from a Research-Focused University in Korea." International Journal of Chinese Education 8, no. 2 (2019): 265–92. http://dx.doi.org/10.1163/22125868-12340115.
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Abstract This study aimed to explore determinants that predict doctoral students’ concern about completing their degree in time with a case from a research-focused university in Korea. This study used survey data of 499 doctoral students enrolled in a case university and conducted both quantitative and qualitative analysis. The results from this study indicate that the level of concern for delay in time-to-degree appeared significantly higher for STEM doctoral students and their level of concern is more affected by external environmental factors such as emphasis on research productivity and job market prospects rather than their personal and program characteristics. On the other hand, non-STEM doctoral students were more likely to be influenced by advisor characteristics such as academic rank and quality of supervision. Lastly, this study found that the role of scholarship appeared differently among the discipline. Based from these findings, various policy implications were suggested to improve effectiveness of doctoral training.
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Febriantoro, Krisna. "The Effect of Perceived Organizational Support and Job Satisfaction on Employees Performance of Administration and Finance Department at Kebon Agung Sugar Factory Malang through Organizational Commitment as an Intervening Variable." Ekonomi Bisnis 23, no. 2 (2018): 81. http://dx.doi.org/10.17977/um042v23i2p81-90.
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ABSTRACTFebriantoro, Krisna. 2018. The Effect of Perceived Organizational Support and Job Satisfaction on Employees Performance of Administration and Finance Department at Kebon Agung Sugar Factory Malang through Organizational Commitment. Sarjana’s Thesis, Department of Management, Faculty of Economics, Universitas Negeri Malang. Advisor: Lohana Juariyah, S.E., M.SiKeywords: Perceived Organizational Support, Job Satisfaction, Organizational Commitment, PerformanceHuman Resources is one of the most important resources for the establishment of a company. Therefore, the ability to manage the performance of human resources appropriately is determine the ability to achieve success in achieving goals and establish the ability to deal with threats to companies both internal and external. Important factors that employees must possess to making high employee performance include the perceived organizational support, job satisfaction, and organizational commitment.This study purpose to know : (1) Condition of perceived organizational support, job satisfaction, organizational commitment and employee performance. (2) The direct influence of perceived organizational support on employee performance. (3) The direct influence of perceived organizational support on organizational commitment. (4) The direct influence of organizational commitment on employee performance. (5) The direct influence of job satisfaction on employee performance. (6) The direct influence of job satisfaction on organizational commitment. (7) Indirect influence of perceived organizational support on employee performance through organizational commitment. (8) Indirect influence of job satisfaction on employee performance through organizational commitment.The study uses cuantitive approach, the population is the administrative and financial employees of Kebon Agung Sugar Factory Malang which has status as permanent employee with the total sample as much as 68 respondents from 68 employees. The method to taking sampling is by total sampling method and instrument testing technique using validity and reliability test. This study uses several models of classical assumption test is normality test, multicolliniearity test, and heteroskidasticity test. Data analysis method used is path analysis.Based on the results of the analysis is showed that: (1) Description of perceived organizational support, job satisfaction, organizational commitment and employee performance is good. (2) There is a positive influence and significant perceived organizational support on employee performance. (3) There is a positive influence and significant perceived organizational support on organizational commitment. (4) There is positive influence and significant organizational commitment on employee performance. (5) There is a positive influence and significant job satisfaction on employee performance. (6) There is a positive influence and significant job satisfaction on organizational commitment. (7) There is a positive and indirectly significant effect of perceived organizational support on employee performance through organizational commitment. (8) There is a positive and indirect effect of job satisfaction on employee performance through organizational commitment.Based on the results of this study, researchers suggest: (1) Companies need to maintain awareness of the welfare of employees and also need to improve preparedness of the company if the employee needs special help. Other than that the companies need to keep the working conditions of the company in order to stay comfortable and need to increase the chances of employees participating in decision making within the working group. The next suggestion is, that company needs to keep employees to remain happy career in the company either by increasing organizational support and employee satisfaction and also need to pay attention to the employee's view that someone is easy to move company either by paying attention to opinion and value from employee. In addition, companies need to maintain and manage employees in order to remain able to cooperate well with colleagues and also need to improve the accuracy of employees in running the job either by increasing supervision or provide punishment or punishment to employees. (2) Next research on the effect of perceived organizational support variables, job satisfaction, and organizational commitment to employee performance suggests that the analysis model used is to use path analysis model rather than using multiple linear regression analysis. (3) The model of this study needs to be tested on different research subjects at work where many workers are millenial generations who are found to be sedentary or alleged to have low work commitments or on jobs that have high turnover rates such as hotel employees, employees banking, hospital employees.
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Kizer, Carol. "Internships: A Two Year Community College Perspective From Ohio." Hospitality Education and Research Journal 12, no. 2 (1988): 484–86. http://dx.doi.org/10.1177/109634808801200261.
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Internships, externships, field experiences, cooperative work experiences, apprenticeships, practicums—There are probably as many combinations and adaptations of these terms in educational institutions as there are states and provinces in the United States and Canadal Yet all exist for the same purpose: to provide students opportunities to apply knowledge and skills learned in those educational institutions to the real world of work in the hospitality industry and to find out first-hand what a job in this industry really entails. Whether at entry level or supervisory level, students and industry benefit from this sometimes misunderstood, and often mismanaged, practical on-the-job experience. The Ohio Board of Regents, as with other state governing bodies, issues definitions and guidelines for a variety of industry work experiences. These give some uniformity within Ohio two year colleges, but even with this the structure and effectiveness of these experiences differ from college to college. The following chart summarizes the Ohio guidelines: The Columbus State Community College curriculum for Hospitality Management students includes two courses, Hospitality Management Cooperative Work Experiences I and II, requiring a minimum of 20 hours per week in employment during each of two 10-week academic quarters. The student receives two credits for each course. Ninety percent of the hospitality students have worked in the industry, so it is recommended they do not enroll in these courses until their last two quarters. Therefore, they can receive maximum opportunity to apply principles learned in previous coursework and work experience. Until two years ago, our hospitality co-op experiences were loosely structured with varying degrees of benefit to students. It was left almost totally to industry personnel to determine the jobs students would perform. Even though graduate follow-up surveys indicated that graduates felt their required work experiences were among the more valuable aspects of their courses of study, we felt we needed to make some changes to assure that all students were able to grow professionally as a result of the experiences. Our industry advisory committee reached impasse after impasse on essentials such as payment or non-payment, actual jobs to be performed, qualifications of the work site, and critical skills of graduates. It was commonly accepted, however, that there must be some opportunity to sharpen skills in human relations, communication skills, and problem solving if students are to become effective first-line supervisors. It was reinforced that the college cannot teach everything in two years and that we should rely on applied work experience to supplement the formal education. The community colleges offer open access, and the profile of the student differs from the traditional college student in the baccalaureate program. This must be considered in outlining requirements for an industry work experience. The student is usually from the local area and commutes within a 30 mile radius, is an adult learner who averages 27 years of age, is likely to have a family and financial responsibilities, and is already employed at least part-time and probably full-time. It is unrealistic to assume one can take this student away from a job necessary to pay the bills and require a non-paid or lower paid experience strictly for the educational benefits to be derived. A compromise was finally reached with our advisory group and it has worked well for students and for industry. A student already employed in a hospitality job may stay at that site—even continue to perform the same job duties at the current rate of pay, but additional opportunities are created. At the beginning of each quarter the instructor, student, and job supervisor together examine a set of expected educational program outcomes or competencies and evaluate the current strengths and weaknesses of that student. An individualized learning contract is negotiated to supplement and reinforce the expected outcomes based upon each student's career objective. Training objectives for the student are then established which can be achieved either within the current job, by transfer to another department within the organization, or by allowing the student to gain additional experience at the same site on a non-paid basis over and above the regular job for which the student would normally be paid. This assures that there will be career growth, and the student maintains the planned income. At the same time it does not place an unrealistic expectation upon the employer. Industry personnel are most cooperative, and rarely would a student need relocation. The instructor has weekly contact with each student in a seminar accompanying the co-op experience. In this seminar students discuss experiences and observations and there is further opportunity to participate in case studies and supervisory skill development. Unless problems develop, the instructor often makes interim follow-ups by telephone only, and will return to the site only for the final evaluation session with the student and supervisor. A grade is determined jointly by the instructor and supervisor including scores for job performance, achievement of established training objectives, and seminar participation. In those infrequent instances where a student was not already employed, job seeking skills are part of the co-op grade determination. Assistance is given by the instructor and college job placement personnel, but the student is ultimately responsible for obtaining employment. A student does have the option for a non-paid experience, arranged by the college, in which case there will be a set rotation of job stations within an organization. This required a more specific work schedule and a formal agreement outlining responsibilities of the student, college, and work site because of the liability involved. Instructor workload for coordinating work experiences is calculated by assigning one contact hour per week for the seminar and one quarter contact hour per week for each student enrolled in the co-op course. The college full-time faculty workload is 20 contact hours per week. One faculty person is assigned organizational responsibility for the seminars, but the student follow-up is completed by each student's faculty advisor. This works well because it gives all faculty the opportunity for interaction with industry personnel and provides variety in the teaching experience. And, of course, the advisor who has worked closely with the student through his or her academic career knows that student's abilities and needs best. What is the future of internships? Whether credit or not-for-credit, whether paid or non-paid, whether tightly, loosely or non-structured, industry internships are her to stay. Graduate surveys reinforce the fact that students find them invaluable. Industry personnel agree that applied work experience should supplement and reinforce classroom learning. There is no doubt that the experiences could often be better structured and executed, but they cannot be replaced! For the past several years, college educators have participated in serious discussions and conducted studies about the quality of American higher education. The American Association of Community and Junior Colleges (AACJC) has assumed leadership in the focus on assessment and outcomes of students' educational experiences. The emphasis on “value-added” education and assessment programs has pervaded our campuses. It is crucial that the education experience adequately prepare students for the workplace and for career mobility. The question arises as to how to measure whether a program actually meets this objective. An AACJC Policy Statementon Student Assessment suggests that colleges will be better able to meet diverse population needs and improve the overall rate of student success if they provide a comprehensive assessment program for all students using effective measures and tools. It suggests that traditional testing alone is inadequate and other appropriate measurements of program strengths and weaknesses must be developed. It is possible that at least one industry work experience or internship course, if taken during a student's last academic term and based on agreed upon objectives and mastery standards, could serve as a summative assessment measure to determine the effectiveness of learning that has taken place over the student's entire program. It could perhaps serve as the “capstone” course. As we grapple with this and other issues, perhaps the CHRIE Internship Technical Committee can delve into how we can more effectively make the industry internships an integral part of the teaching and learning process.
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Sakila, Kevin Luhika. "Pengaruh Kepuasan Kerja, Affective Commitment, Continuance Commitment, dan Normative Commitment terhadap Turnover Intention Karyawan Grand Palace Hotel Malang." Ekonomi Bisnis 24, no. 1 (2019): 31. http://dx.doi.org/10.17977/um042v24i1p31-42.
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ABSTRACT Sakila, Kevin Luhika. 2018. The Influence of Job Satisfaction, Affective Commitment, Continuance Commitment, and Normative Commitment to Employee Intention Turnover Grand Palace Hotel Malang. Sarjana's Thesis, Department of Management, Faculty of Economics, Universits Negeri Malang. Advisor: Lohana Juariyah, S.E., M.Si KEY WORDS: Job Satisfaction, Affective Commitment, Continuance Commitment, Normative Commitment, Employee Turnover Intention The hospitality industry is one of the industries that often experience employee turnover problems. Basically, to know the factors causing someone out of the company is very difficult. Before the employee decides to leave the organization, it first appears the intention of the employee to leave the organization (turnover intention). Job satisfaction, affective commitment, continuance commitment, and normative commitment are the four factors that influence employee turnover intention. This study aims to (1) to describe descriptive job satisfaction, affective commitment, continuance commitment, normative commitment and turnover intention of Grand Palace Hotel employees (2) to find out whether job satisfaction, affective commitment, continuance commitment and normative commitment have negative and significant influence against employee turnover intention Grand Palace Hotel.This type of research uses a quantitative approach with multiple linear regression analysis. The population in this study are all employees of Grand Palace Hotel with contract status of 45 respondents. Sampling technique using total sampling technique. Methods of data collection using open and closed questionnaires.From the data analysis, the results obtained that, employee job satisfaction in the high category or satisfied; affective commitment of employees into high or good category; continuance commitment of employee into category enough or good enough; employee normative commitment is high or good category; and employee turnover intention included in the category enough. The result of analysis using SPSS shows that: (1) Job satisfaction has negative and significant effect to employee intention turnover, meaning H1 is accepted; (2) Affective commitment has a negative but insignificant effect on employee turnover intention, meaning H2 is rejected; (3) Continuance commitment has a negative and significant effect on employee intention turnover, meaning that H3 is accepted; (4) Normative commitment negatively and significantly affect employee intention turnover, meaning H4 accepted.The suggestion given by the researcher to the Grand Palace Hotel is as follows: (1) pay attention to employee's job satisfaction level, especially on the attitude that is not satisfied with salary, promotion, and coworkers relationship (2) emotional employees by providing motivation, understanding of the hotel's mission vision, ownership and sense of love towards the organization, increasing employees' self-confidence that they are right to lose if leaving the hotel because other organizations are no better, maintaining an already high normative commitment employee response to items that indicate a lack of sense of debt to the organization (3) and then for employee intent turnover, it is necessary to consider the direction and provision of self-confidence in employees is a business that can dampen the intentions of employees to find another job. In subsequent research to retest or re-examine whether it is true that affective commitment has an insignificant negative effect on the turnover intention of other hotel employees.
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Ezhukova, I. F. "Teaching graduates for successful employment and career planning as the university educational priority." Bulletin of Nizhnevartovsk State University, no. 1 (March 20, 2019): 31–37. http://dx.doi.org/10.36906/2311-4444/19-1/05.
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The issues of career planning and building up, employment and graduates’ adaptation remain relevant and require new approaches to solving the problems of professional identity and formation in the modern world of labour and occupations. The graduates have difficulties in searching for a suitable job in their degree field mostly due to the lack of work experience. On the other hand, young people have great potential. They are quick to study, mobile; able to adapt to new situations and sensible in their approach to labour supplies. The task of a career advisor is to help young people to professionally identify themselves and acquaint them with modern theories of career building and employer requirements. The percent of employed graduates is established on the basis of statistical research and data processing. These are the data obtained in the course of graduates’ career monitoring. The main method of collecting data to study graduates’ employment is the method of dynamic and comparative monitoring. The subject of the research is the data obtained in the course of monitoring analysis. The purpose of the paper is to introduce the experience in developing student job-hunting skills, business career development and management in Nizhnevartovsk State University. The author introduces a modern vision of professional identity process based on psychological and sociological theories. The paper is grounded on the graduate employment studies and provides recommendations, forms and methods of interaction with students to assist successful graduate employment in their degree field
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Ahani, Maryam. "The comparative study of male and female boarding school students’ love and marriage, interpersonal, moral and sexual, job, and dormitory problems in Mahneshan (based on a content analysis of letters received by advisor)." International Academic Journal of Humanities 06, no. 01 (2019): 60–64. http://dx.doi.org/10.9756/iajh/v6i1/1910008.
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Laporte, Léo. "George G. Simpson (1902-1984): Getting Started in the Summer of 1924." Earth Sciences History 9, no. 1 (1990): 62–73. http://dx.doi.org/10.17704/eshi.9.1.1t25282v8vp24w08.
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In the middle of his first year of graduate work in vertebrate paleontology at Yale, George Gaylord Simpson began looking about for employment for the coming summer. He needed a job that would not only further his paleontological education, but also, with a wife and infant daughter to support, one that would pay him a salary, however modest. He eventually obtained a position prospecting for Tertiary mammals in Texas and New Mexico as a field assistant to William Diller Matthew of the American Museum of Natural History. By the end of the summer, Simpson established himself as an energetic and highly successful field man, having made two major fossil discoveries, thereby impressing both Richard Swan Lull, his major advisor at Yale, and Matthew, whom he would eventually succeed at the American Museum as curator of fossil mammals. When Simpson returned to Yale in the fall, Lull, despite his earlier refusal, permitted him to study the Marsh Collection of Mesozoic mammals for his dissertation. Matthew, too, was enthusiastic about Simpson's demonstrated abilities for he became Simpson's mentor, acting as informal off-campus advisor for his dissertation and eventually an advocate for Simpson's appointment at the American Museum. Simpson also learned, the hard way, about scientific protocol and professional territoriality when a short paper he wrote describing the geologic results of his work in New Mexico was suppressed by Childs Frick, honorary curator of the Department of Vertebrate Paleontology who had supported the New Mexico (and Texas) excursion with his own funds. Frick's financial support of the Museum apparently gave him greater influence than Matthew who, as chairman of Vertebrate Paleontology, had initially approved Simpson's paper for publication in the Museum Bulletin.
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Deardorff, Michelle Donaldson, Marianne Githens, Glen Halva-Neubauer, William Hudson, Grant Reeher, and Ronald Seyb. "Everything You Always Wanted to Know about Getting and Keeping a Job at a Private Liberal Arts College, but Your Graduate Advisor Didn't Tell You." Political Science & Politics 34, no. 04 (2001): 856–57. http://dx.doi.org/10.1017/s1049096501000865.
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Sarti, Aimee J., Katina Zheng, Christophe L. Herry, et al. "Feasibility of implementing Extubation Advisor, a clinical decision support tool to improve extubation decision-making in the ICU: a mixed-methods observational study." BMJ Open 11, no. 8 (2021): e045674. http://dx.doi.org/10.1136/bmjopen-2020-045674.
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ObjectivesAlthough spontaneous breathing trials (SBTs) are standard of care to extubation readiness, no tool exists that optimises prediction and standardises assessment. In this study, we evaluated the feasibility and clinical impressions of Extubation Advisor (EA), a comprehensive clinical extubation decision support (CDS) tool.DesignPhase I mixed-methods observational study.SettingTwo Canadian intensive care units (ICUs).ParticipantsWe included patients on mechanical ventilation for ≥24 hours and clinicians (respiratory therapists and intensivists) responsible for extubation decisions.InterventionsComponents included a predictive model assessment, feasibility evaluation, questionnaires and interviews with clinicians.ResultsWe enrolled 117 patients, totalling 151 SBTs and 80 extubations. The incidence of extubation failure was 11% in low-risk patients and 21% in high-risk patients stratified by the predictive model; 38% failed extubation when both the model and clinical impression were at high risk. The tool was well rated: 94% and 75% rated the data entry and EA report as average or better, respectively. Interviews (n=15) revealed favourable impressions regarding its user interface and functionality, but unexpectedly, also concerns regarding EA’s potential impact on respiratory therapists’ job security.ConclusionsEA implementation was feasible, and users perceived it to have potential to support extubation decision-making. This study helps to understand bedside implementation of CDS tools in a multidisciplinary ICU.Trial registration numberNCT02988167.
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Majchrowska, Anita. "Pharmaceutical care – a chance or necessity in the context of Polish self-medication." Polish Journal of Public Health 128, no. 2 (2018): 89–92. http://dx.doi.org/10.2478/pjph-2018-0017.
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Abstract Introduction. The modern pharmaceutical care is supposed to meet numerous demands resulting from the presence and broad availability of OTC medicines. In this case the pharmacist becomes the primary advisor as for the application of medicines which are not prescribed by a doctor. Aim. The aim of the study was to recognize the position of pharmacists employed in the pharmacy towards pharmaceutical care, possibilities to conduct it and barriers of its implementation. Material and method. The researchers conducted a survey with elements of a questionnaire interview. The number of 186 pharmacists who work in pharmacies in the province of Lublin took part in the research. Results. The surveyed perceive the benefits of performing pharmaceutical care: increased prestige of the profession, greater satisfaction with their job – 44.9% choices for each; increase of the effectiveness of pharmacotherapy (54.6%) and treatment (44.3%). The major barriers to introducing pharmaceutical care include insufficient education of pharmacists (33.7%) and lack of solid co-operation with the doctor (32.6%). Conclusions. Pharmacists are aware of the importance of pharmaceutical care, although they identify a number of barriers which hinder its effective introduction.
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Morrison, Andrew. "Time for Class: Undergraduates’ and Lecturers’ Perceptions on Why Undergraduates Want to Teach." Sociological Research Online 17, no. 3 (2012): 163–74. http://dx.doi.org/10.5153/sro.2631.
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This paper reports upon the results of a small-scale qualitative investigation looking at the perceptions of students and lecturers regarding students’ motivations to become teachers. The samples for the study were a group of final-year undergraduates on a non-QTS (Qualified Teacher Status) degree in Education Studies at a post-1992 university in the South-East Wales area and their lecturing staff, plus careers advisor. The aim of the study was to compare the perceptions of the two research samples with regard to students’ motivations for wanting to become teachers. A particular focus of the study was to consider the relationship between students’ social class and the extent to which (if at all) they cited extrinsic factors such as job security or pay as sources of motivation to enter teaching. The research revealed some degree of disjunction between the accounts given by the students and the members of staff. Focus group interviews with student samples indicated that although they initially highlighted intrinsic motivations for wanting to be teachers, when questioned about extrinsic factors, job security emerged as an important source of motivation. In contrast, individual interviews with staff members revealed more mixed responses, with a tendency to cite holidays as an important motivating factor in the students’ aim to become teachers. The comments of some staff members also revealed an unwitting tendency to position students within a cultural deficit discourse based upon perceptions of students’ limited career decision-making. It is concluded that it will be increasingly necessary for higher education teaching staff to have some awareness of the social context within which their students undertake career decision-making in view of a policy context in which universities are to become increasingly accountable for the employment outcomes of their graduates.
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Schulte, Stephanie J. "Information Professional Job Advertisements in the U.K. Indicate Professional Experience is the Most Required Skill." Evidence Based Library and Information Practice 4, no. 2 (2009): 158. http://dx.doi.org/10.18438/b8ts51.
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A Review of:
 Orme, Verity. “You will be…: A Study of Job Advertisements to Determine Employers’ Requirements for LIS Professionals in the UK in 2007.” Library Review 57.8 (2008): 619-33.
 
 Objective –To determine what skills employers in the United Kingdom (U.K.) want from information professionals as revealed through their job advertisements.
 
 Design – Content analysis, combining elements of both quantitative and qualitative content analysis. Orme describes it as “a descriptive non-experimental approach of content analysis” (62).
 
 Setting – Data for this study were obtained from job advertisements in the Chartered Institute of Library and Information Professional’s (CILIP) Library and Information Gazette published from June 2006 through May 2007.
 
 Subjects – A total of 180 job advertisements.
 
 Methods – Job advertisements were selected using a random number generator, purposely selecting only 15 advertisements per first issue of each month of the Library and Information Gazette (published every two weeks). The author used several sources to create an initial list of skills required by information professionals, using such sources as prior studies that examined this topic, the Library and Information Science Abstracts (LISA) database thesaurus, and personal knowledge. Synonyms for the skills were then added to the framework for coding. Skills that were coded had to be noted in such a way that the employer plainly stated the employee would be a certain skill or attribute or they were seeking a skill or a particular skill was essential or desirable. Skills that were stated in synonymous ways within the same advertisement were counted as two incidences of that skill. Duties for the position were not counted unless they were listed as a specific skill. Data were all coded by hand and then tallied. The author claims to have triangulated the results of this study with the literature review, the synonym ring used to prepare the coding framework, and a few notable studies.
 
 Main Results – A wide variety of job titles was observed, including “Copyright Clearance Officer,” “Electronic Resources and Training Librarian,” and “Assistant Information Advisor.” Employers represented private, school, and university libraries, as well as legal firms and prisons. Fifty-nine skills were found a total of 1,021 times across all of the advertisements. Each advertisement averaged 5.67 requirements. These skills were classified in four categories: professional, generic, personal, and experience. The most highly noted requirement was professional experience, noted 129 times, followed by interpersonal/communication skills (94), general computing skills (63), enthusiasm (48), and team-working skills (39). Professional skills were noted just slightly more than generic and personal skills in the top twenty skills found. Other professional skills that were highly noted were customer service skills (34), chartership (30), cataloguing/classification/metadata skills (25), and information retrieval skills (20). Some notable skills that occurred rarely included Web design and development skills (6), application of information technology in the library (5), and knowledge management skills (3).
 
 Conclusion – Professional, generic, and personal qualities were all important to employers in the U.K.; however, without experience, possessing these qualities may not be enough for new professionals in the field.
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Gibbs, Kenneth D., and Kimberly A. Griffin. "What Do I Want to Be with My PhD? The Roles of Personal Values and Structural Dynamics in Shaping the Career Interests of Recent Biomedical Science PhD Graduates." CBE—Life Sciences Education 12, no. 4 (2013): 711–23. http://dx.doi.org/10.1187/cbe.13-02-0021.
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Interest in faculty careers decreases as graduate training progresses; however, the process underlying career-interest formation remains poorly defined. To better understand this process and whether/how it differs across social identity (i.e., race/ethnicity, gender), we conducted focus groups with 38 biomedical scientists who received PhDs between 2006 and 2011, including 23 women and 18 individuals from underrepresented minority (URM) backgrounds. Objective performance and quality of advisor relationships were not significantly different between scientists with high versus low interest in faculty careers. Career interests were fluid and formed in environments that generally lacked structured career development. Vicarious learning shaped similar outcome expectations about academic careers for all scientists; however, women and URMs recounted additional, distinct experiences and expectations. Scientists pursuing faculty careers described personal values, which differed by social identity, as their primary driver. For scientists with low interest in faculty careers, a combination of values, shared across social identity, and structural dynamics of the biomedical workforce (e.g., job market, grant funding, postdoc pay, etc.) played determinative roles. These findings illuminate the complexity of career choice and suggest attracting the best, most diverse academic workforce requires institutional leaders and policy makers go beyond developing individual skill, attending to individuals’ values and promoting institutional and systemic reforms.
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Darijani, Fatemeh, Hadi Veisi, Houman Liaghati, Mohammad Nazari, and Kours Khoshbakht. "Assessment of Resilience of Pistachio Agroecosystems in Rafsanjan Plain in Iran." Sustainability 11, no. 6 (2019): 1656. http://dx.doi.org/10.3390/su11061656.
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This study assessed the resilience of pistachio production systems in the Rafsanjan plain in Iran using an index of behavior-based indicators. One-hundred fifty pistachio orchards located in five major production areas were studied in 2016. The data was subjected to three-step multi-criteria analysis, including (i) normalization and aggregation; (ii) determination of the weights representing the priorities for each criterion and evaluation of the performance of each indicator; and (iii) comparison. The results showed that the study areas had problematic statuses regarding the indicators of membership in grassroots organizations, innate abilities, water sources, production stability, and insurance. They had critical or moderate statuses concerning the indicators of use of organic fertilizers, use of pesticides, soil fertility index, water-use efficiency (kg/m3), trust in government, access to advisor services (extension), on-the-job training, and diversity of marketing. They had positive levels for the indicators of productivity, diversity of cultivars, diversity of on-farm practices, and exchange of information. We recommend the enhancement of the transformability capacity in PPSs by changing the focus from optimal states and the determinants of maximum sustainable yield (MSY paradigm) to adaptive resource management that includes developing participatory platforms for collaboration of usage of water resources.
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Christian, Jennifer. "Two Faulty Beliefs about Independent Medical Evaluators and Impartial Physicians." Guides Newsletter 21, no. 5 (2016): 9–10. http://dx.doi.org/10.1001/amaguidesnewsletters.2016.sepoct02.
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Abstract Patients and their advocates tend to be skeptical about reports produced by independent medical evaluators (IMEs) and file reviewers. There are legitimate reasons for this skepticism, but the author points out two common but erroneous beliefs that create unnecessary distrust in disability benefits and workers’ compensation claim management systems. First, despite patients’ faith in their own doctors, treating physicians as a group are not a reliable source of accurate and unbiased information. Second, although justice attempts to be even-handed, impartial physicians should not find for both sides equally (ie, should not attempt to achieve parity in outcomes), particularly because any case sent for review has some feature that raised questions in the mind of an experienced observer. This experienced observer requires an impartial, expert physician advisor who can confirm that the treating physician is doing the right thing or validate the claims manager's concerns. When claims or case managers are doing a good job of selecting cases for referral, one should expect that most of their decisions will favor the insurer/defense. The more expert the claims/case managers are, the more likely the independent physicians will agree because the claims/case managers are accurately detecting real problems and concerns. In counseling their patients, physicians should not discredit the work of independent experts; doing so increases distrust, resentment, and anger and encourages passivity rather than problem-solving.
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Puspitasari, Etin, and Wulandari Harjanti. "Meaningful Experience Of Motivation To Power Seller With Orientation On Consumer Satisfaction For Identification Of Employee Benefits In The Textile Sales In South Surabaya." IJEBD (International Journal Of Entrepreneurship And Business Development) 1, no. 1 (2017): 1. http://dx.doi.org/10.29138/ijebd.v1i1.341.
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Purpose : How to influence meaningful experiences to motivate salespeople with an orientation on the identification Consumer satisfaction with the reward at the sales employee Textile in South Surabaya.
 Design/methodology/approach : The research approach used in this study is a quantitative approach, the research focuses on hypothesis testing. The data used is the data measured and will produce results that can be generalized. This study is causal because it will examine the influence between variables.
 Findings Based on the results of the regression analysis shows that the significance value (Sig) t is 0.025. Because the value (Sig) 0.025 t less than the level ? 5% (0.05), the satisfaction of reward (pay satisfaction) strengthening the influence of a meaningful experience (experienced meaningfulness) to motivate salespeople to make customer orientation significantly.
 Research limitations/implications : This study uses the sales advisor respondents. General job description of this section is to conduct the sale of textile unit according to the targets set, which includes the search for Consumers (prospecting), Negotiation, closing, administrative process of sales, delivery and complaint.
 Practical implications : A validity test is used to determine the extent of measuring instruments used actually measure what yang want to be measured. The test is performed using Pearson Product Moment Correlation.
 Originality/value : The results showed meaningful experience (experienced meaningfulness) significantly affect the motivation of salespeople to make customer orientation and satisfaction with rewards (pay satisfaction) strengthening the influence of meaningful experience (experienced meaningfulness) to motivate salespeople to make customer orientation significantly.
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Wellborn, Beatrice. "Developing an Advisor's Web Page." NACADA Journal 18, no. 1 (1998): 58–60. http://dx.doi.org/10.12930/0271-9517-18.1.58.
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A Web page provides an indispensable resource to advisees. Advisors may include content unique to the needs of their specific advisee populations, and the hyperactive linkages contained on a page can lead to other important academic and job-related resources. This article provides suggestions about how to start Web page development and where one may find examples of advising related sites. A brief outline of possible content is suggested.
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Koong, Kai S., Lai C. Liu, and De Lease Williams. "An identification of Internet Job Board attributes." Human Systems Management 21, no. 2 (2002): 129–35. http://dx.doi.org/10.3233/hsm-2002-21204.
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An increasing number of job seekers and corporate recruiters are using Internet Job Boards to look for job opportunities or to communicate job openings to prospective candidates around the globe. However, there are hundreds of Internet Job Boards in the e-recruiting sector. Each Internet Job Board provider has common as well as unique resources and attributes. This research examines the resources or attributes that are provided to job seekers and corporate recruiters by Internet Job Boards. Specifically, the objective of this study is to identify and classify the resources or attributes contained in the top five revenue generating Internet Job Boards in the world. New graduates looking for jobs, persons interested in advancement opportunities, faculty advisors, and career counselors will find this study useful. Human resource managers, corporate recruiters, software engineers, systems designers, scholars interested in online research, and Job Board Providers will find the reported outcomes interesting.
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Rassenfoss, Stephen. "What’s the Best Friction Reducer? You Need To Figure It Out Yourself." Journal of Petroleum Technology 73, no. 10 (2021): 27–30. http://dx.doi.org/10.2118/1021-0027-jpt.
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Friction reducers are expected to play critical roles in fracturing, some better than others. Shale producers are belatedly realizing that there are many variables that can alter the performance of these chemicals used to reduce the power needed to hydraulically fracture a reservoir, and in higher doses, to thicken fluid, making it possible to deliver proppant more efficiently. There are wells that can justify paying more for a friction reducer formulated to stand up to difficult chemical challenges, and others that cannot. But there is no guide that describes how these key additives perform. Those who do evaluations will realize that a lot of details about friction reducers are proprietary and no industry standard provides guidance about the information needed to thoroughly assess their compatibility with reservoir conditions. “There hasn’t been a really good method to quantitatively evaluate friction reducers and what they do,” said Paul Carman, the completion fluid advisor for ConocoPhillips, who has not figured out what that method might be. Recently, Occidental Petroleum took a stab at answering the question with a paper discussing its evaluation of friction-reducer performance. It’s not a short answer. The paper delivered at the Unconventional Resources Technology Conference (URTeC) does not offer names of the products tested, how many were tested at any stage of the process, or details that might identify top performers (URTeC 5249). Those who dig deeper and ask fracturing experts will learn that the best friction reducer will depend on the job. And money, time, and research are required to gather the data needed for informed decision making. When Occidental began working on a system to evaluate friction reducers, they found little had been written on how to do it, said Nancy Zakhour, Occidental’s well design lead, a coauthor of the paper. There was a general paper from Shell on well chemical evaluation but little else. That shows how oil companies have come to rely on others to do performance testing. The shale business has not shown much interest in chemical performance until recently. Greater attention has turned to the many details that can incrementally improve shale well performance and to the research showing how friction reducers perform badly due to chemical reactions in some wells. These are not the only additives that may be affected by chemical reactions during and after fracturing. But friction reducers have grabbed the most attention because they do a couple important jobs.
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Danis, Edward J. "ACADEMIC PLANNING AS A CAREER STRATEGY." NACADA Journal 7, no. 1 (1987): 87–89. http://dx.doi.org/10.12930/0271-9517-7.1.87.
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The following ideas were adapted from a handout given by the Division of Undergraduate Studies at Penn State to its students, who more often than not have great concerns about their University education vis-a-vis the job market. Addressing students directly, it is intended as a practical tool for academic advisors at all institutions of higher education regardless of size or scope. Those who find the contents helpful for their advisers should feel free to use this feature, partially or in its entirely, and should feed free to structure it for local situations.
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Dewi, Putu Sofia Andi, and Anak Agung Ayu Sriathi. "PENGARUH STRES KERJA TERHADAP TURNOVER INTENTION YANG DIMEDIASI OLEH KEPUASAN KERJA." E-Jurnal Manajemen Universitas Udayana 8, no. 6 (2019): 3646. http://dx.doi.org/10.24843/ejmunud.2019.v08.i06.p13.
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This study aims to determine the effect of work stress and job satisfaction on turnover intention and also to know the role of job satisfaction in mediating the influence between work stress and turnover intention. The number of samples taken was 72 employees, using the proportionate stratified random sampling method. The analysis technique used in this study is path analysis and sobel test. The results of the analysis show that work stress has a positive and significant effect on turnover intention. Job stress has a negative and significant effect on job satisfaction. Job satisfaction has a negative and significant effect on turnover intention. The results of this study also show that job satisfaction mediates work stress on turnover intention. To reduce turnover intention, the hospital must be able to control the stress level of employees by paying attention to the workload given to individual work capacity and also the time given in completing work. The hospital is also advised to give awards to employees who have done their jobs well.
 Keywords: job stress, job satisfaction, turnover intention
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Hillier, John K., Geoffrey R. Saville, Mike J. Smith, et al. "Demystifying academics to enhance university–business collaborations in environmental science." Geoscience Communication 2, no. 1 (2019): 1–23. http://dx.doi.org/10.5194/gc-2-1-2019.
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Abstract. In countries globally there is intense political interest in fostering effective university–business collaborations, but there has been scant attention devoted to exactly how an individual scientist's workload (i.e. specified tasks) and incentive structures (i.e. assessment criteria) may act as a key barrier to this. To investigate this an original, empirical dataset is derived from UK job specifications and promotion criteria, which distil universities' varied drivers into requirements upon academics. This work reveals the nature of the severe challenge posed by a heavily time-constrained culture; specifically, tension exists between opportunities presented by working with business and non-optional duties (e.g. administration and teaching). Thus, to justify the time to work with business, such work must inspire curiosity and facilitate future novel science in order to mitigate its conflict with the overriding imperative for academics to publish. It must also provide evidence of real-world changes (i.e. impact), and ideally other reportable outcomes (e.g. official status as a business' advisor), to feed back into the scientist's performance appraisals. Indicatively, amid 20–50 key duties, typical full-time scientists may be able to free up to 0.5 day per week for work with business. Thus specific, pragmatic actions, including short-term and time-efficient steps, are proposed in a “user guide” to help initiate and nurture a long-term collaboration between an early- to mid-career environmental scientist and a practitioner in the insurance sector. These actions are mapped back to a tailored typology of impact and a newly created representative set of appraisal criteria to explain how they may be effective, mutually beneficial and overcome barriers. Throughout, the focus is on environmental science, with illustrative detail provided through the example of natural hazard risk modelling in the insurance sector. However, a new conceptual model of academics' behaviour is developed, fusing perspectives from literature on academics' motivations and performance assessment, which we propose is internationally applicable and transferable between sectors. Sector-specific details (e.g. list of relevant impacts and user guide) may serve as templates for how people may act differently to work more effectively together.
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Silva, Ana Cristina Brandão Ribeiro. "As mudanças das competências diante da transformação das organizações." Latin American Journal of Development 3, no. 5 (2021): 3118–32. http://dx.doi.org/10.46814/lajdv3n5-032.
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Este artigo apresenta discussão sobre as competências (conhecimentos, habilidades e atitudes) desenvolvidas na formação dos bacharéis secretários executivos, egressos da academia, considerando que as mudanças nas organizações exigem aplicação imediata das respectivas dimensões das competências, no sentido de torná-los aptos a atuarem e preencherem as vagas de trabalho existentes conforme o perfil de atuação: assessor, gestor, consultor e empreendedor, indicado pelas diretrizes curriculares nacionais, e consequentemente exigido pelo mercado de trabalho. A formação acadêmica é parte obrigatória para as comprovações profissionais, porém, somente com a sintonia das competências será agregado valor à organização diante do comprometimento com as responsabilidades impostas pelo cargo ou função, prevalecendo assim o conhecimento como base do aprendizado recebido durante o curso, as habilidades como as práticas aplicadas em determinadas situações e contexto, as atitudes como ações empregadas. O estudo aponta que o curso de nível superior busca formar os acadêmicos no intuito de atender ao exigido pelo Ministério da Educação, contudo, observa-se lacunas sobre a aplicação das competências no mercado de trabalho que precisam ser preenchidas conforme as exigências mercadológicas. 
 
 This article presents a discussion about the competencies (knowledge, skills and attitudes) developed in the formation of bachelors executive secretaries, graduates of the academy, considering that the changes in organizations require immediate application of the respective dimensions of competencies, in order to make them able to act and fill the existing job vacancies according to the performance profile: advisor, manager, consultant and entrepreneur, indicated by the national curriculum guidelines, and consequently required by the labor market. The academic training is a mandatory part for professional evidence, however, only with the tuning of the competencies will value be added to the organization before the commitment to the responsibilities imposed by the position or function, thus prevailing the knowledge as the basis of learning received during the course, the skills as the practices applied in certain situations and context, the attitudes as actions employed. The study points out that the higher education course seeks to train the academics in order to meet the requirements of the Ministry of Education, however, there are gaps about the application of skills in the labor market that need to be filled according to market demands.
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Nawaz, Sobia, Nadeem Razaq, Farrukh Sarfraz, Fahad Sarfraz, Muhammad Saif Ullah, and Ayesha Masood. "Perception of Faculty of their Role as Medical Facilitator." Pakistan Journal of Medical and Health Sciences 15, no. 11 (2021): 3337–39. http://dx.doi.org/10.53350/pjmhs2115113337.
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Introduction: Over the past few decades integrated curricula has been presented in undergraduate medical education with an important point of producing competent doctors. In conventional teaching basic science subjects are taught in separation and no correlation exists between basic and clinical science subjects as well. British Medical School has been criticized within the report “Tomorrow’s Doctors: Suggestions on Undergraduate Medical Education”, for overburdening students with genuine information and recommendations emphasized that medical course ought to promote critical understanding of the core knowledge Health professions education is highly demanding and complex field. Integrated curriculum and modern instructional strategies demands the role of medical facilitator be revamp. These perceptions can be utilized to plan faculty development workshops to upgrade the mindfulness of the faculty about their educational responsibilities and accomplish their potential. Objective: To explore faculty perception regarding role of medical facilitator in a private sector medical college Material and Methods: Study design: Quantitative cross sectional Settings: Shahida Islam Medical & Dental College Lodhran Duration: Six months i.e. July 2020 to December 2020 Data Collection procedure: It was quantitative cross sectional study conducted on a private sector medical college. Pre validated questionnaire was used to measure the perception of faculty members as facilitation of medical undergraduate students. Results: A total number of 40 faculty members filled the questionnaire. Eight items questionnaire was used after giving consent from faculty members. In this study of 40 participants, 22 were males and 18 were females. Regarding faculty perception of their roles as medical facilitators 95% shown as information provider, 89% as role model, as resource provider and facilitation in and outside the class both 88%, as leader 87%, curriculum developer 86% and researcher as 82%. The data was analyzed using SPSS version 24. Conclusion: The role of medical facilitator has extensive across the boundaries of information provider in facilitation of medical undergraduate students. The faculty of medical college shown their mindfulness about modern-day medical education and recognized the foremost important part of a medical facilitator to be not as it were an information provider but also an on-job role model and scholastic advisor to undergraduates. Key words: facilitator, faculty, perception, role model, medical
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Ryan, Bridget. "Independent medical adviser job was probably best avoided." Nursing Standard 26, no. 19 (2012): 33. http://dx.doi.org/10.7748/ns2012.01.26.19.33.p7283.
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MIYAMOTO, Noboru. "Job of Technical Advisors in Intellectual Property Lawsuits." Journal of the Society of Mechanical Engineers 119, no. 1168 (2016): 152–54. http://dx.doi.org/10.1299/jsmemag.119.1168_152.
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Choudhary, Rajendra, Rajul Kukreja, Nitika Jain, and Shikha Jain. "Personality and Education Mining based Job Advisory System." International Journal of Interactive Multimedia and Artificial Intelligence 2, no. 7 (2014): 30. http://dx.doi.org/10.9781/ijimai.2014.274.
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Fagell, Phyllis L. "Career Confidential: Teacher annoyed that colleagues at other schools think she has it easy." Phi Delta Kappan 100, no. 7 (2019): 76–78. http://dx.doi.org/10.1177/0031721719841346.
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Phyllis Fagell advises a teacher whose friends believe her job teaching at a wealthy public school is easier than their jobs at schools in poor neighborhoods. A principal wants to know what to do about a teacher who complains about a colleague who recently took on a new leadership role. A teacher suspects her principal is having an affair with a teacher.