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Högsdal, Nils. "Blended learning im Management-Training /." Lohmar [u.a.] : Eul, 2004. http://www.gbv.de/dms/zbw/389241377.pdf.
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Kennedy, Sharon Marian. "Anger management training with adult prisoners." Thesis, University of Ottawa (Canada), 1990. http://hdl.handle.net/10393/5780.
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The present study was designed to assess the efficacy of anger management training with aggressive, adult male offenders. The research design included two active treatment conditions and two delayed treatment control conditions. Treatment consisted of cognitive (Anger Control Training) and behavioral components (Structured Learning Therapy). The order of these components was balanced so that the therapeutic effectiveness of each component could be determined, as well as the complete program. Treatment was provided in a traditional correctional centre and in a specialized treatment centre. The program was conducted over a five week period and consisted of a total of 23 therapy sessions, each of which were three hours in length. Thirty-seven adult, male offenders confined in a medium security prison volunteered to participate in the study. All participants were assessed prior to treatment, following the first component of the program, following the second component of the program, and two months following termination of the program. The results of this study demonstrated that anger control training and structured learning therapy are both effective treatment modalities for incarcerated adult male offenders with severe anger and aggressive behavioral problems. Subjects in all four active treatment conditions displayed the following changes. They self-reported less anger to a variety of provocations common to the prison setting. They self-reported decreases in the frequency, intensity, and duration of anger, more appropriate modalities of expression, and fewer consequences of anger reactions. Objective behavioral ratings of their verbal responses to laboratory role-played provocations indicated their responses were more appropriate, as were their self-reported reactions to these provocations. In addition, subjects demonstrated more prosocial attitudes following completion of the program. The overall findings from the followup measures provide strong support for the extended maintenance of treatment benefits. Subjects continued to demonstrate lower levels of anger arousal on cognitive indices of anger. There were no differences in treatment effectiveness between the two institutions on the majority of dependent measures. Overall, the order of presentation of the therapeutic components (Anger Control Training and Structured Learning Therapy) had no distinguishable effects. Thus, all treatment groups benefitted equally from the program. However, the results do indicate that the major therapeutic gains occurred during the first phase of treatment, regardless of the treatment component received. Comparisons conducted on the disciplinary offense yielded inconsistent findings. Although, no strong statement about treatment efficacy can be made from the misconduct data, exposure to the first phase of the program may have had practical value for some of the participants.
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李德順 and Tak-shun Dominic Li. "Management training of a civil engineer." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1985. http://hub.hku.hk/bib/B3126329X.
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Ntlonze, Chapman Mphuthumi. "Project management training for community development." Thesis, Stellenbosch : Stellenbosch University, 2001. http://hdl.handle.net/10019.1/52418.
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Thesis (MPA)--Stellenbosch University, 2001.ENGLISH ABSTRACT: The Government of South Africa introduced the Reconstruction and Development Programme (RDP) as a means of addressing the sub-standard, living conditions many underprivileged and disadvantaged societies were experiencing in the country. That gave community development impetus. The RDP, as a government policy, presupposed that public institutions would be responsible for its implementation. That implied that public officials, inter alia, would have to facilitate community development. This change agent status of public officials also implied that they would have, out of necessity and demand, to acquire or to demonstrate knowledge of project and community development management skills. Management sciences argue that an organisations' effectiveness is, amongst other, the result of interplay between the internal capacity (inputs), outputs (production) and outcomes (impacts). Internal capacity includes, among others, the training of personnel for the achievement of goals. This study, as stated in the research question, seeks to explain the relationship between project management training and effective community development. It seeks to establish whether there are a significant number of public officials who are trained in project management for community development. The study focuses on the Province of the Eastern Cape, especially the Department of Sport, Recreation, Arts and Culture, with special reference to cultural officers. The study further presents the Willowvale Case Study to demonstrate in a practical way the relevance of project management skills to the implementation of community development programmes. This case study also serves as base to launch arguments in favour of trained public officials. The research results suggest that public officials, especially cultural officers, lack project management skills. These findings presuppose that the implementation of some community development projects may be flawed, delayed or postponed. The study recommends that the Province of the Eastern Cape consider setting up an interdepartmental body for the purpose of establishing an integrated project and community development training policy, in consultation with relevant tertiary institutions for support and advice.
AFRIKAANSE OPSOMMING: Die Suid-Afrikaanse regering het die Heropbou- en Ontwikkelingsprogram (HOP) ingestel as instrument om die substandaard lewensomstandighede wat verskeie minderbevoorregte en agtergestelde gemeenskappe in die land ervaar, aan te spreek. Die HOP, as regeringsbeleid veronderstel dat openbare instellings verantwoordelik is vir die implementering daarvan. Dit impliseer dat openbare amptenare, onder andere, gemeenskapsontwikkeling moet fasiliteer. Hierdie veranderingsagent status van openbare amptenare impliseer dat hulle as 'n noodsaaklikheid vaardighede in projekbestuur en gemeenskapsontwikkeling moet bekom of oor beskik. In die bestuurswetenskappe word geargumenteer dat organisatoriese effektiwiteit onder andere die resultaat is van 'n verwantskap tussen interne kapasiteit, uitsette en uitkomste. Interne kapasiteit fokus onder andere weer op opleiding vir die bereiking van doelwitte. Hierdie studie poog om die verhouding tussen projekbestuursopleiding en effektiewe gemeenskapsontwikkeling te verklaar. Die studie probeer bepaal of 'n saakmakende hoeveelheid openbare amptenare opgelei is in projekbestuur vir gemeenskapsontwikkeling. Die studie fokus op die Provinsie van die Oos-Kaap, spesifiek die Department van Sport, Ontspanning, Kuns en Kultuur, met spesiale verwysing na kultuurbeamptes. 'n Gevalstudie van die Willowvale gemeenskap demonstreer op 'n praktiese wyse die relevansie van projekbestuursvaardighede vir die implimentering van gemeenskapsontwikkelingprogramme. Die gevalstudie verskaf ook 'n basis vir argumente ten gunste van opgeleide openbare amptenare. Die resultate van die studie suggereer dat openbare amptenare, veral kultuurbeamptes projekbestuursvaardighede kortkom. Hierdie bevindinge dui daarop dat die implementering van sekere gemeenskapsontwikkelingsprojekte beperkinge het, vertraag word en selfs gestaak kan word. Die studie beveel aan dat die Provinsie van die Oos-Kaap dit oorweeg om 'n interdepartementele liggaam te vestig. Die doel hiervan moet wees om 'n geïntegreerde Projek- en Gemeenskapsontwikkeling Opleidingsbeleid in konsultasie met relevante tersiêre instellings in te stel.
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Heyns, M. "An assessment of project management training." Thesis, Stellenbosch : Stellenbosch University, 2002. http://hdl.handle.net/10019.1/52663.
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Thesis (MBA)--Stellenbosch University, 2002.ENGLISH ABSTRACT: The shortage of skilled and high-level managerial human resources are jeopardising economic development and productivity growth in South Africa. It is a critical responsibility of senior management to identify the core competencies of the enterprise and to ensure that the competencies required by managers, specialists and the workforce in general are adequate and appropriate. As more organisations recognise the efficacy of projects and move towards a project-based approach, the demand for project managers has outstripped supply and there is a growing international interest in the selection, training and certification of project managers. The work done in projects has taken on a strategic flavour, and the role of project manager is consequently being redefined as a strategic, professional role. With the tremendous growth and expenditure in this field, training professionals and organizations can no longer ignore their basic responsibility to evaluate programmes and measure the results of such programmes. The aim of this study is to measure the extent of training needs assessment currently applied, the criteria used in the selection of programmes and participants, the extent of evaluation of programmes and other contributions by the organisations. An intensive literature study was undertaken to investigate the current research into training needs assessments, participant and program selection and organisational contributions to training. An additional survey was undertaken in order to assess the use of such programmes by organisations. The following perceptions were examined and found to be a true reflection of the project management training strategies currently applied in South Africa. Few organisations have formal training need assessment policies in place. Programmes are often selected by the participants and seldom evaluated. Participants often do not get the opportunity to implement the skills they have gained. Learning and individual development is not necessarily linked to the organisational development strategy.
AFRIKAANSE OPSOMMING: Ekonomiese ontwikkeling en groei in produktiwiteit in Suid Afrika word in gevaar gestel deur die tekort aan kundige en hoogstaande bestuursvlak menslike hulpbronne. Die kritiese verantwoordelikheid van die identifisering van kern vaardighede by die onderneming en die versekering van voldoende en toepaslike vaardighede by bestuurders, spesialiste en die werksmag in die algemeen berus by die senior bestuur. Toenemende hoeveelheid organisasies herken die suksesvolle werksaamheid van projekte en beweeg na 'n projek gebasseerde benadering. Derhalwe oorskry die aanvraag na projekbestuurders die aanbod en is daar groeiende internasionale belangstelling in die keuring, opleiding en sertifisering van projekbestuurders. Projekte word meer strategies benader en gevolglik vervul die projekbestuurder 'n toenemende strategiese en professionele funksie. As gevolg van die toenemende groei en besteding in hierdie gebied, mag opleidingskundiges en organisasies nie langer hul verantwoordelikheid teenoor die evaluering van die programme en die gevolglike uitkomste vermy nie. Die doel van hierdie studie was om ondersoek in te stel na die omvang van die bepaling van opleidingsbehoeftes asook die evaluering van opleidingsprogramme, die maatstawe in gebruik vir die selektering van programme en deelnemende kandidate en die mate van bydraes gelewer deur die organisasies. 'n Uitgebreide literatuursoektog is onderneem om die omvang van navorsing in hierdie areas te bepaal. Sekere aannames is ondersoek en bevind om ware weergawes te wees van die huidige ontwikkeling programme in projekbestuur in Suid Afrika. Weinig organisasies het formele beleidsrigtings ten opsigte van opleiding behoeftebepaling. Programme word dikwels deur die kandidate geselekteer en word selde ge-evalueer. Kandidate word selde die geleentheid gegun om nuutgewonde kennis toe te pas en te implementeer. Opleiding en individuele ontwikkeling is nie noodwendig gekoppel aan die ontwikkelings strategie van die organisasie nie.
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Li, Tak-shun Dominic. "Management training of a civil engineer /." [Hong Kong : University of Hong Kong], 1985. http://sunzi.lib.hku.hk/hkuto/record.jsp?B12315813.
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Wisdom, Christopher H. "Training that leads to trust and transformation servant-leadership in training management /." Theological Research Exchange Network (TREN), 2004. http://www.tren.com.
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Keith, Nina. "Self-regulatory processes in error management training." [S.l. : s.n.], 2005. http://deposit.ddb.de/cgi-bin/dokserv?idn=97537284X.
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Holland, Karin. "Behavior Management Training Issues in Kentucky Classrooms." TopSCHOLAR®, 1998. http://digitalcommons.wku.edu/theses/312.
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Classroom discipline is often a primary concern of teachers. Little is known, however, about the extent of teachers' knowledge, training, and skills with behavior management issues. This study was conducted to examine teachers' training with specific behavioral strategies, their personal level of proficiency in resolving these problems, and to determine if teachers consider the function of aberrant behaviors when deciding upon treatment interventions. A survey was developed to address these issues. The survey was distributed to teachers in four south-central Kentucky counties and two western Kentucky counties. Of the 350 surveys distributed, 209 were returned for a 59.7% return rate. There were 177 regular education teachers and 32 special education teachers included in the sample. Results of this study indicated a relatively high percentage of students exhibited problematic behaviors to the point that an intervention was necessary to resolve the problem. The highest percentage of teachers received training in behavior management strategies through a workshop/in-service. The majority of teachers reported they received training in a variety of behavioral methods, with the training perceived as only moderately helpful. When asked to rate their skills in resolving specific behavior problems, teachers reported their skills to be at a moderate level. The majority of special education teachers had heard of the term functional assessment although less than half received any training in this procedure. Most of the regular education teachers indicated no knowledge of functional assessment. Most teachers did not consider the function of the problematic behaviors when deciding upon treatment interventions. The results revealed a strong need for improved training in classroom management strategies. Future research is needed to determine more effective strategies to train teachers in classroom management.
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Dunn, Lindsay, and n/a. "Management training and change in self-perception." University of Canberra. Education, 1990. http://erl.canberra.edu.au./public/adt-AUC20060706.162407.
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This quasi-experimental study was to make a comparison between the
level of self-perception prior to and following a training process.
The study attested the view that the action learning based program in
question was an effective mechanism for change in self-perception.
The population studied were officers of the Australian Public Service
and the Commonwealth Teaching Service located in the Australian Taxation Office, Austrade, ACT Schools Authority and the Department
of Community Services and Health. A pilot study conducted in the
Public Service Board in 1987 suggested that an action learning
training process may be impacting on management competencies.
Respondent's attitudes to nine personality variables were measured
using the Saville Holdsworth Occupational (OPQ) Concept 5
Questionnaire. The variables were Assertive, Gregarious, Empathy,
Field of Use, Abstract, Structure, Anxieties, Controls and Energies.
Using the Solomon's Four quasi-experimental design, containing three
experimental and two control groups, pre-test, change and post-test
scores were compared using a one-way Analysis of Variance. Where
pre-tests were statistically significantly different an Analysis of
Covariance was used,
The general conclusion from the study was that the experimental
groups showed an overall insignificant relationship with training
particularly as control groups showed similar differences over time.
Apart from few exceptions the results did not support any strong
notion of positive change in self-perception as a result of a training
intervention.
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Svedberg, Katrin. "Designing Management System for Advanced Simulations training." Thesis, Umeå universitet, Institutionen för tillämpad fysik och elektronik, 2013. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-65898.
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When it comes to simulator training, there are two main target groups, the student and the teacher/instructor. This thesis will cover usability aspects for both of these groups when it comes to tasks related to simulator training. For the student it will mainly be about how they can interact with the interface from the simulator and how results and feedback from exercises are presented to them. For the teacher/instructor on the other hand, usability aspects for managing the students and the exercises will be addressed, along with how results and progress shall be presented in a way that is easy to grasp and understand. A redesign of the current system used to manage these issues will be preformed. Some of the aspects that the redesign will cover are usability aspects, graphical design and workflow. One of the main outcomes from this thesis is a system that supports many different levels of engagement from the user, allowing users with different background and interest to interact with the system as effortless as possible/wanted.
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Agnaia, A. A. "Management training and development within its environment:." Thesis, University of Manchester, 1996. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.489399.
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Kiyohara, Dean M. "Financial management training for Navy ashore commands." Thesis, Monterey, California. Naval Postgraduate School, 1990. http://hdl.handle.net/10945/37524.
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Approved for public release, distribution is unlimitedThis thesis discusses the formal training courses and programs which are currently available to Operations and Maintenance, Navy (O&M,N) funded ashore command financial management accounting and budgeting personnel. It examines and analyzes the importance of training programs which are neded to meet the job responsibilities of financial management accounting and budgeting personnel. In addition, the thesis reviews the current working environment of Navy ashore financial management personnel. The results of the research indicates a lack of formal Navy financial management training courses, insufficient numbers of qualified instructors and the need for additional financial management training materials. The study identifies recommendations for specific problem areas and recommends a financial management curriculum review.
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McMillan, Janice M. A. "Improving public sector management training in Scotland." Thesis, Robert Gordon University, 1995. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.308695.
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Etelvino, Maira Christiane Socorro Duarte. "Curricular training report at risk management directorate." Master's thesis, Universidade de Aveiro, 2014. http://hdl.handle.net/10773/13994.
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Mestrado em Biomedicina FarmacêuticaThis report is a summary of the activities developed during 9 months of curricular training at the Directorate of Risk Management for Medicines as part of the master degree in Pharmaceutical Medicine. The internship has the purpose of complement the theoretical knowledge previously acquired and was focused on the two areas of the Directorate: Safety Monitoring and Risk Minimization. The activities of the Directorate include the collection and validation of Individual Case Safety Report received from healthcare professionals, patients and pharmaceutical companies. The activities of Risk Minimization include the implementation of safety variations, management of periodic safety update report and risk management plan, validation of the direct healthcare professional communication and the evaluation of educational materials. The Directorate is also responsible to identify and manage safety signals.
Este relatório é o sumário das atividades realizadas durante 9 meses de estágio na Direção de Gestão do Risco de Medicamentos no âmbito do mestrado em Biomedicina Farmacêutica. O estágio teve o objetivo de complementar os conhecimentos teóricos adquiridos e contemplou as duas principais áreas de ação da Direção: a Monitorização de Segurança de Medicamentos de Uso Humano e a Minimização do Risco. De entre as atividades da Direção inclui-se a recolha e avaliação de notificações de reações adversas enviadas por profissionais de saúde, utentes e empresas farmacêuticas. As atividades de minimização do risco associado a medicamentos incluem atividades como as alterações de segurança, a gestão dos relatórios periódicos de segurança e dos planos de gestão do risco, a validação das comunicações dirigidas aos profissionais de saúde e a avaliação dos materiais educacionais. A Direção tem ainda a função de detetar novos sinais de segurança e fazer a sua gestão.
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Alves, André Ribeiro. "Curricular training report in clinical data management." Master's thesis, Universidade de Aveiro, 2013. http://hdl.handle.net/10773/10875.
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Mestrado em Biomedicina FarmacêuticaEste relatório descreve as actividades desenvolvidas no contexto do estágio de 9 meses realizado na Unidade de Gestão de dados da Eurotrials com inicio em Setembro de 2011 e fim em Maio de 2012. A Eurotrials é uma empresa de consultoria científica que presta serviços à indústria farmacêutica e biotecnologia, nomeadamente na condução de ensaios clínicos. No processo do desenvolvimento de um novo medicamento os ensaios clínicos são a ferramenta mais importante de forma a verificar a segurança e eficácia da substância. A gestão de dados cínicos tem um papel muito importante na condução de ensaios clínicos e tem como objectivo gerar dados de grande qualidade e robustos para que possam ser analisados. A equipa de gestão de dados participa em actividades que vão desde o planeamento do estudo até à sua conclusão. As principais actividades exercidas no âmbito da gestão de dados foram o desenho do caderno de recolha de dados, bem como a criação da base de dados, gestão de discrepâncias e padronização de dados.
This report describes the activities undertaken in the context of a Curricular training with a duration of 9 months in the Data Management Unit at Eurotrials starting in September 2011 and end in May 2012. Eurotrials is a contract research organization that provides services to the pharmaceutical and biotechnology industries, namely clinical trial conduction. In the drug development process, clinical trials are the most important tool to verify if the drug is secure and effective. The field of clinical data management has a very important role in clinical trials conduction and aims to generate high-quality and reliable data so that it can be analyzed. The data management team is engaged in activities ranging from the design of the study until their completion. The main activates performed regarding clinical data management were the design of the case report form, database design, discrepancies management and data standardization.
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Xiao, Sun. "The training of China's managers : an analysis and evaluation of using overseas training for management development." Thesis, Coventry University, 2007. http://eprints.worc.ac.uk/527/.
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Despite of the rapid globalisation and international business there has been a growing consensus that the quality of an organisation's human resource is a critical factor in order to manage the change. Economic reform in China has led to rapid business expansion within the region. Chinese policy makers are aware that the development of its managers is crucial to creating competitive advantage in its post-WTO period. Training and education is therefore an important means of management development improving the competencies of managerial personnel with a global view. As a consequence large numbers of Chinese managers have been sent on training and education in the Western countries in order to bring new ideas and approaches to their organisations. This thesis questions whether the training has successfully achieved its objectives and how the effectiveness of such a training intervention can be addressed. It has been widely accepted in the training' community that evaluation of training effectiveness is an essential step in designing a training program. However evaluation is often problematic, particularly when the training seeks to achieve outcomes which are not readily measurable, as is the case in management training and development. Moreover, the involvement of various stakeholders from West and East adds complexity. This research presents a survey study covering 526 stakeholders who are involved in China's overseas management training and development. The approaches to evaluation are explored from a holistic perspective and an evaluation framework which uses stakeholder-based approach is developed for management training and development in a cross-cultural context. Moreover this study addresses the empirical and methodological deficiencies 'of research on Chinese managers' development activities in Western countries. This research therefore contributes not only to theory on evaluation, but also on management training and development in cross-cultural settings. A mixed methods approach by triangulation of quantitative and qualitative information is employed to study training effectiveness from the perspectives of different stakeholders. The findings show important variables affecting Chinese managers' learning in Western countries and factors influencing the transfer of Western management to Chinese organisations. The specific characteristics of China's overseas management training are also examined which lead to the conclusion that the evaluation of a management training intervention should not be regarded as evaluating a training programme, but must be integrating with the processes ofmanagement training and development.
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Grugulis, Irena. "Managerial work and management training : a critique of the Management NVQs." Thesis, University of Warwick, 1997. http://wrap.warwick.ac.uk/36274/.
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This thesis is a critical evaluation of the Management NVQ at level 4. It draws on two principal sources of literature: accounts and analyses of the nature of managerial work; and observations and critiques of Competence Based Education and Training (CBET). The Management NVQ is an attempt to set out, in behavioural terms, the activities managers engage in. These may then be used to assist individual development and assess competent performance in managerial work. This study starts by considering contemporary academic accounts of managerial work. Drawing on these, it argues that management may subsume such a wide variety of tasks, roles and responsibilities that attempts to define it in functional terms are unlikely to succeed. Moreover, such attempts do little to distinguish the peculiarly managerial aspect of management work. By contrast, the writings of more radical theoreticians, which focus on the power and authority that managers exercise, provide a far more resilient basis for distinguishing managers from their non-managerial peers. Clearly, this theoretical construction of managerial work is in marked contrast to the model put forward in the Management NVQ and that conflict is explored here. Since this study sought to focus on the NVQ's educational contribution at an individual level, an ethnographic approach was adopted in the fieldwork. Three exemplary case studies were sought out, since in these, the contribution of a competence-based approach to training and development might better be evaluated, and eighteen candidates followed through the qualification. Throughout the study, in all three organisations, the activities that these candidates engaged in, were driven by the demands of the NVQ. The conduct of the workshops, the increasing levels of paperwork in the candidates' workplaces and the emphasis on systems and procedures were all inspired by the need to supply documentary proof of managerial competence. Ultimately, most of the candidates observed in this study failed to do this successfully and gain their NVQs, and the nature of NVQ assessment, together with its impact on the candidates is considered. Finally, the thesis concludes by arguing that many of the problems noted here stem from the rigid and performance-oriented way NVQs are constructed and, consequently, many of the difficulties reported in this study may be expected elsewhere.
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Schmedding, Teresa M. Bentley Clyde H. "Newspaper management training and attitudes a survey of managing editors and human resource directors on management training and attitudes toward management in newspapers /." Diss., Columbia, Mo. : University of Missouri--Columbia, 2009. http://hdl.handle.net/10355/5363.
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The entire thesis text is included in the research.pdf file; the official abstract appears in the short.pdf file; a non-technical public abstract appears in the public.pdf file. Title from PDF of title page (University of Missouri--Columbia, viewed on December 31, 2009). Thesis advisor: Dr. Clyde H. Bentley. Includes bibliographical references.
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Adams, Olugboyega A. "Management training needs of Nigerian indigenous contractors and their preferred training delivery systems." Thesis, University College London (University of London), 1992. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.283886.
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Andersson, Thomas. "Managers' identity work : experiences from introspective management training." Doctoral thesis, Högskolan i Skövde, Institutionen för teknik och samhälle, 2005. http://urn.kb.se/resolve?urn=urn:nbn:se:his:diva-1595.
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The study takes its point of departure in the complex relation between “being yourself” and being manager, i.e. the struggle between what one ought to do as a representative of an organizations and what one want to do as a person. Introspective management training constitutes one extreme of focusing on the person in this matter, i.e. managers should develop their own unique leadership style upon “who they are”. The influences on managers from this type of management training are not self-evident considering the complex relation mentioned in the beginning. The study therefore aims at describing how introspective management training influences practicing managers. To reach that aim six managers representing three different organizations were followed during and after their participation in an eight month long introspective management training. For the managers in the study, the introspective training was mainly an arena for identity work. Identity work meant dealing with conflicting identities, elaborating and developing identities, roles and role transitions, and struggling to fit into different discourses, rather than finding the “true self”. The identity process is complex and is influenced both by direct interaction with others “here-and-now” and by the “generalized other”, which goes beyond “here-and-now”. Identity work and role transitions are important parts of management considering the relational aspect of both identity and role. The introspective management training seems to have a potential on the personal level for the managers, but the organizational gain is more doubtful. There is a need of reciprocity during the process to enable an organizational enhancement together with the manager’s personal
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Hemingway, Anne Wilson. "Cost center financial management : training the OPTAR managers." Thesis, Monterey, California. Naval Postgraduate School, 1992. http://hdl.handle.net/10945/23847.
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Petit-Mshana, Eileen J. "Training for effective district health management in Tanzania." Thesis, University of Bristol, 1996. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.296685.
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Noordin, Siti Arpah Binti. "Technical competencies in knowledge management : implications for training." Thesis, Northumbria University, 2008. http://nrl.northumbria.ac.uk/2718/.
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Many organizations have started to adopt knowledge management as one of their strategic initiatives that is to create, retain, share and use the valuable knowledge assets to achieve the organisational objectives. Although knowledge management (KM) is mainly adopted by the private sectors, the Knowledge-based Economy Master Plan, which was launched in 2002 by the government of Malaysia, has encouraged the public and government sectors to value and exploit their knowledge assets. While knowledge comprises both explicit and tacit, many organisations have created knowledge management teams with various KM designations/positions, led by Chief Knowledge Officers (CKOs) to manage the organization knowledge assets. As KM is considered a new, multifaceted and an evolving discipline, frameworks pertaining to KM activities are still lacking. Regardless of which approach an organisation embarks on, there must be a 'shared understanding' of the organisation KM direction so knowledge assets could be capitalized at every level in the organisation. It is crucial for KM team members being able to introduce and promote the organisation's KM direction; therefore, those who are responsible for managing the initiatives should have adequate skills and knowledge to perform their KM tasks. Besides having some managerial and generic competencies, KM team members must also have some essential technical skills (KM-related skills). The research highlighted two research questions - how do KM managers interpret the essential KM-related competencies needed in supporting their KM tasks? and how do these required KM competencies influence KM managers' attitudes towards KM-related training needs to improve their KM understanding and implementation? From the social constructionist philosophical stance, this interpretive study uses the qualitative research approach to explore and investigate the essential KM-related competencies required by KM managers in performing their KM tasks and how they influence the attitudes for KM related training. Adopting a qualitative case study approach, the researcher made a study of KM managers of XYZ; an organisation that adopted a strategic KM approach. An E-focus group was conducted for the pilot study and face-to-face interviews were used to understand the phenomenon based on the experience of KM managers. Findings suggested that six essential KM-related competencies are needed by KM managers; KM overview, Corporate Taxonomy, Communities of Practice (CoPs), KM Tools, Knowledge Measurement and Information Management. This is to make sure that KM could be easily justified in the terms of the benefits to the management and employees, especially relating it to the economic gains. Those competencies were also suggested based on their difficulties in delivering some KM activities such as measuring knowledge, developing taxonomies and establishing appropriate KM tools and CoPs. Indeed as KM managers' suggestions and views on KM competencies come from their KM involvements, KM managers also admitted that those competencies had influenced their preferences towards KM-related training. KM managers prefer some advanced KM-related courses and also certified KM training. The findings have implications for HR/KM personnel and researchers at XYZ as well as others in general. Hence, the major contributions of this research include the following: a. KM competencies framework for KM professions which contributes to b. Demonstrates the implications of the required KM competencies on training preferences c. Presents the design and development of an alternative way of data collection method in conducting e-focus group using blog.
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Garg, Anubha. "SCORM based learning management system for online training." Kansas State University, 2012. http://hdl.handle.net/2097/14627.
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Master of ScienceDepartment of Computing and Information Sciences
Mitchell Neilsen
The Biosecurity Research Institute (BRI) facility at Kansas State University is a huge biocontainment facility to conduct research on infectious diseases that pose a threat to plant, animal and human health. The BRI Training and Education Program is currently offline; i.e., classroom sessions are taken to provide this training and education. The objective behind taking up this project was to move the entire training and education module of Biosecurity Research Institute online, instead of having a classroom session for each training course, with an subject matter expert (SME) to come and take the training session. The aim is to develop an online training system which is synchronized with the information in the BRI Research Project Database. The employees will only have to login to the website, scroll through the list of courses they are enrolled in, take the courses, write the assignments/quizzes assigned to the course and then submit the quizzes. They can also self-enroll themselves into courses, if they are given the permission to do so. The SME’s of the courses can create new courses, upload the course materials, enroll users into the courses, and assign deadlines to course completion. Once the student submits the course quiz or assignments, the SME’s can grade the quiz, assign a final grade to the students, and give feedback on their performance. They can even reassign the course in case of poor performance by the student. The administrators of the website can assign roles to different personnel, give permissions according to need and requirement, add/delete courses, and change the appearance of the website. The project is to be done using a Learning Management System called Moodle. Moodle (Modular Object Oriented Dynamic Learning Environment) is an online learning management system designed to allow interaction between teachers and students. The back-end database used is SQL Server 2008 R2 and additional tools used are Adobe Presenter (with Microsoft Power Point 2010) to create the courses in SCORM format.
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Bowen, Cathy Faulcon. "Financial management training needs of Extension home economists /." The Ohio State University, 1988. http://rave.ohiolink.edu/etdc/view?acc_num=osu1487591658174598.
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Chauke, R. F. "Management training for professional leaders : myth or reality." Diss., University of Pretoria, 2014. http://hdl.handle.net/2263/44455.
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“Attainment of competency in management and leadership is no longer an optional extra for doctors” (Clark & Armit, 2008).
Is management training recognised as necessary and important by professionals who ascend into leadership positions? Are professionals prepared to undertake management training or are their professional qualifications adequate to allow them to be effective managers as leaders? There are three concepts involved here, namely
Management training.
Professionals.
Leadership.
The aim of the study was therefore to gain an in depth understanding of whether or not professional leaders need to be managerially trained. The study also attempted to establish the type/aspects of management training that the leaders should be trained in, and whether other factors such as experience influence the need for management training. Ultimately, the success or failure of management training for professional leaders needs to be assessed against the performance of their organisations and the self.
An in depth literature review of the concepts of the research was conducted. The Chief Executive Officers of various tertiary/central academic hospitals were selected to be interviewed for this qualitative study by means of the purposive, quota sampling technique. In depth semi-structured interviews were held with seven academic hospital CEOs, with interviews lasting on average 1 hour 36 minutes (see Appendix B). The CEOs were also requested to complete the long Minnesota Satisfaction Questionnaire. The information received was analysed using a mixture of content, constant comparative, phenomenological, narrative, and discourse analysis.
The key findings revealed that management training was necessary as an entity and should be attained regardless of professional training, leadership, or management experience. It was also noted, interestingly, that although the CEOs person-organisation fit was a high 71% and turnover intent a low 14%, job satisfaction was only average in the region of 60%. The sample number was too small to make meaningful conclusions. It is hoped that the findings of this
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study will stir the need to include management training in the curriculum of professional trainings.Dissertation (MBA)--University of Pretoria, 2014.
zkgibs2015
Gordon Institute of Business Science (GIBS)
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Griffith, Thomas J. "An exploration of creativity training for management students." Thesis, Boston University, 1987. https://hdl.handle.net/2144/37153.
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Thesis (Ed.D.)--Boston UniversityPLEASE NOTE: Boston University Libraries did not receive an Authorization To Manage form for this thesis or dissertation. It is therefore not openly accessible, though it may be available by request. If you are the author or principal advisor of this work and would like to request open access for it, please contact us at open-help@bu.edu. Thank you.
The research focused on an experimental study dealing with a teaching method for developing creative thinking in a business management classroom and the use of standardized creativity tests for measuring the effect of such training through pre/post testing of subjects. The treatment, creative training, is the independent (predictor) variable in the study which involved the deliberate and exaggerated use of imagination particularly Connection-Making and Synectics. The creativity measures were the Torrance Tests Of Creative Thinking (TTCT) and Remote Associates Test (RAT). Both of these creativity measures formed the dependent (criterion) variables in the study. The sample for this study consisted of 65 undergraduate students of both genders. Integrative complexity, a control variable, was operationalized as abstractness scores on Tuckman's Individual Topical Inventory. Perceptual style, a second control variable, was operationalized as field-dependence-independence on the Group Embedded Figures Test. The study included the analysis of covariance procedure to determine the effect of the training and a correlational study to determine the effect of conceptual levels (integrative complexity) and field dependence-independence on Creativity as measured by the TTCT and RAT. The analysis of covariance clearly demonstrated a siginificant improvement effect on creative thinking of subjects resulting from the training. Subjects did not demonstrate behavior consistent with theoretical propositions for integrative complexity and for perceptual style by responding more creatively at higher conceptual levels and field independence. The current development of education for creativity was highlighted in the study. Methods for encouraging creativity in Management were formulated and disclosed.
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Ridgeway, Christopher George. "Orchestral training in the United Kingdom." Thesis, City University London, 2002. http://openaccess.city.ac.uk/7576/.
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This thesis investigates the provision of orchestral training in Great Britain through the opportunities offered in pre-graduate, undergraduate and postgraduate areas. The research follows on from the 1965 and 1978 Gulbenkian Reports, "Making Musicians" and "Training Musicians" and investigates those conclusions and recommendations of the reports which appertain to this thesis. The research was carried out by surveys, interviews and through literature available to the author. Surveys were carried out by questionnaire and interviews were undertaken in person. The research aimed to prove three particular points. Firstly that British youth orchestras perform a vital task in providing the initial training of orchestral musicians. Secondly, whether the view taken by some of the British professional orchestras that British conservatoires do not devote sufficient curriculum time to complete orchestral training to the standards required by the professional orchestras is accurate. Thirdly that better opportunities for postgraduate orchestral training are required. This thesis thus concentrates on the provision for those students who show ability in playing an orchestral instrument and have attained entry into the higher levels of orchestral performance. Thus the research looks at orchestral provision at county level, conservatoire junior departments, national youth orchestras, conservatoires, universities, postgraduate opportunities and the summer music schools. The conclusions drawn from the research are that, despite serious financial pressures, the provision of orchestral training before entry to higher education is continuing to produce very high quality playing opportunities. In nearly all cases this is a good depth of provision, with young players being offered subsidised orchestral training courses on a regular basis and for many, the opportunity of working alongside professional conductors and tutors. The responses indicate the positive value placed on the training opportunities provided at this level and that they are held in high esteem by the music profession. The research also shows that conservatoires have not yet come to terms with the dilemma of developing high profile master musicians whilst at the same time ensuring that the training of instrumentalists encompasses all aspects of the orchestral profession and other changes in employment opportunities for their students. Postgraduate training that is already available receives high praise, but there are significant findings indicating that a greater provision is necessary.
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Gorman, C. Allen. "Current Trends in Rater Training: A Survey of Rater Training Programs in American Organizations." Digital Commons @ East Tennessee State University, 2015. https://dc.etsu.edu/etsu-works/450.
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Book Summary: In the modern workplace, millions of dollars are spent each year on employee training. All too often, however, little thought and effort is spent on evaluating training and ensuring that the correct training is taking place. Successful training is about understanding both organizational goals and employee behavior. The basis for this book is the 9th Annual River Cities Industrial and Organizational Psychology Conference held on the campus of The University of Tennessee at Chattanooga in October 2013. The theme of the conference was Trends in Training. Accordingly, the focus of many of the talks was on how to train people to thrive and succeed in the environment where they spend a large portion of their lives the workplace.
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Bayoud, Ramdan M. "Training in Libyan hotels : a case study analysis." Thesis, University of Gloucestershire, 2013. http://eprints.glos.ac.uk/2790/.
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This study explores through a mixed methods qualitative-oriented case study investigation the training policies, plans, and practices of the public sector Social Security Fund Investments Company (SSFIC), which owns the major hotels in several Libyan cities. The Only internationally owned hotel in the country when the research commenced in 2007, the Corinthia Bab Africa Hotel (CBAH), provides a private sector comparison. It is the first such review of training activities within a country aiming to become an internationally competitive tourism destination. A case study approach using different data sources is well adapted to situations where previous theoretical studies are few and field experience is still limited (Yin, 2003). During three field trips to Libya a) documents including training policies and plans were collected; b) Three different surveys were distributed to three target groups in the two hotel businesses compared: trainees, training managers, and trainers; c) Semi-structured interviews were conducted with managers responsible for training to obtain clarifying comments and operational observations; d) On-site personal observations were noted. The questionnaire design and overall analysis was based on an operational framework that followed the pre-training, during- training and post-training stages of the systematic training cycle. The supporting theoretical framework was derived from the ADDIE model but with greater focus being given to transfer of training. Cultural considerations within Libya and the Arab world, as well as findings from other studies within the sector, were also taken into account when interpreting the data and drawing conclusions. Cultural aspects include: the influence of Islamic values; the poor image of work in hotels, especially for women; and the role of wasta on decision-making. Despite the majority of SSFIC staff attending training courses over the period of the study, major issues are identified, many of which also face the whole Libyan hotel sector. Sector-based issues include: skills shortages; lack of qualified local trainers; low employee salaries and lack of cooperation between public, private and governmental sectors. SSFIC training specific issues include: insufficient training needs analysis; absence of review of course relevance to trainees; inadequate practical training; lack of post-course training incentives;. To overcome these difficulties, the study proposes a number of focused recommendations. In conclusion the study draws upon the evidence collected to suggest the Libyan approach to National Human Resource Development (NHRD). It corroborates most of the findings of a recent parallel study done into the Libyan banking sector and provides additional categories to support the conclusion that Libya is moving towards a centralised-transitional approach.
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Young, B. A. "Career development in construction management." Thesis, University of Manchester, 1988. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.335722.
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Sottolano, Donn Charles. "Group parent training : experimental and behavioral analysis of two methods for training child management skills." Virtual Press, 1987. http://liblink.bsu.edu/uhtbin/catkey/514204.
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The purpose of the study was to assess the differences between two; methods for training parents in child management skills. Group I, the educational training group, consisted of seven parents, while Group II, the competency-based training group, bad five participants. Two dependent measures, time-out and instruction giving, were assessed during simulations with a confederate. Probes were also taken during analogue situations between the parent and child. Follow-up probes were conducted at six- and twelve-weeks for the EFTG, and at 8-weeks for the CBTG.Data was subjected to an analysis of covariance (ANCOVA) to determine statistical differences between groups. A multiple baseline across skill domains was also used to assess clinical changes between groups and within individuals.Findings Parents trained in the CBTG performed significantly better, in both time-out and instruction giving skill domains, than did parents trained within the educational format. All five CBTG parents achieved a mastery level of 90% or higher. Parents trained through the traditional educational methods were unable to achieve mastery in either, skill domain. Subsequent to the introduction of competency training, all but one of the EFTG parents were able to reach mastery. The parent who was unable to reach mastery, was unable to do so in either skill domain.All parents were satisfied with service delivery regardless of treatment received. Parents also reported similar changes in their child's behavior throughout the course of the training program.Conclusions Competency-based training methods were far superior to the more traditional educational approach in shaping parents behavior (i.e., time-out and instruction giving skills). Parent perceptions of changes in their own behavior are a poor indicator of measured change.Parent's reported satisfaction is a poor prognosticator for termination of treatment services.
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Labert, Matthew J. "Implementation of information assurance risk management training into existing Department of the Navy training pipelines /." Thesis, Monterey, California. Naval Postgraduate School, 2002. http://hdl.handle.net/10945/5991.
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Approved for public release, distribution is unlimitedWith the implementation and continuing research on information systems, such as Information Technology for the 21st Century (IT-21), Navy-Marine Corps Intranet (NMCI), and "Network-Centric warfare," there is little doubt that the Navy is becoming heavily dependent on information and information systems. Though much has been accomplished technically to protect and defend these systems, an important security issue has thus far been overlooked-the human factor. Information Assurance Risk Management (IARM) was a proposal to standardize the way DON personnel discuss, treat, and implement information assurance. IARM addresses the human security aspect of information and information systems in a regimented way to be understandable through all levels of the DON. To standardize the way DON personnel perceive information assurance, they must be taught what IARM is and how to use it. Can an IARM course be implemented in the DON, and if so at what level and to whom should it be taught?
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Gorman, C. Allen. "Selection for Training: The Forgotten Employment Decision?" Digital Commons @ East Tennessee State University, 2013. https://dc.etsu.edu/etsu-works/434.
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Huynh, Ronny, Rickard Johansson, and Tuyet-Tu Tran. "Expatriate Management : Selection and Training in the Expatriation Process." Thesis, Jönköping University, JIBS, Business Administration, 2007. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-674.
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One of the many tasks that an International Human Resource Management department has relates to the field of expatriation in which an employee is sent abroad to work in a foreign subsidiary. Expatriation is not a new concept, in the early modern era of expatriation after World War II, businesses were usually driven by international divisions that supervised the export issues, licensing and subsidiaries abroad. The main role of corporate human re-source department was to make it easier to select staff for foreign postings. This to find employees that were familiar with the activities and products of the company, organization, culture and also at the same time comfortable with working abroad.
The purpose of this thesis is to gain an understanding of how three Swedish multinational companies select and train their Parent-Country National (PCN) expatriates before the in-ternational assignment in China.
In order to reach the goal of our purpose, we have chosen to conduct case studies on three Swedish multinational companies that are currently operating in China, where interviews with the key persons for respective company has been made. The interviews was either conducted through phone or face-to-face.
Our Frame of reference is based upon four sub-chapters in which we in the first chapter defines the concept of Expatriation followed by a brief introduction of the cultural differ-ences between Sweden and China. The third chapter deals with the different selection is-sues and the fourth chapter deals with training issues.
Based on the Frame of reference, we created six major research questions in which from them we developed our interview questions.
Through the Empirical Findings which was analyzed with help of the Frame of reference, we can say that most of the processes within selection and training are not as visible and clear as what it is said in literatures compared to a few Swedish multinational companies practice.
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Lindahl, Olof, and Yusuf Hasanogullari. "Management Training at Cypress Security : A Case Study Application." Thesis, Linköping University, Department of Management and Engineering, 2007. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-8631.
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Many Small and Medium-sized Enterprises (SMEs) today face problems with growth and profitability due to lack of management training within the managerial staff. This study aims to create a holistic model for how to construct a Management Training Plan for such companies and test this model on a case company.
The study found four main phases in the creation of a training plan, and thus, the model consists of four parts. The first part deals with the motivation of the trainees to go through with the training. The second part deals with deciding the content of the training plan. The third part looks at how the training plan should be designed. The fourth part looks at how to evaluate the training after it has been conducted.
The main findings are that the most interesting areas of training for the managers at Cypress Security are customer communication and financial management. The training should be a mixture between group discussions and self-study material.
We believe the results in this study should prove useful when constructing training programs for other companies since the model can be applied to almost any type of company. By providing specialized management training of this kind, SMEs reduce the need for hiring and recruiting managers with academic background and allows them to recruit from within.
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Reser, Clarence L. W. "An evaluation schema for management training and development programmes." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1999. http://www.collectionscanada.ca/obj/s4/f2/dsk2/ftp01/MQ37977.pdf.
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Linsley, Paul. "A realistic evaluation of two aggression management training programmes." Thesis, University of Nottingham, 2013. http://eprints.nottingham.ac.uk/27968/.
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Whilst the training of healthcare staff is seen as a key element to the prevention and management of violence and aggression, questions remain as to the effectiveness of these programmes in preparing staff to apply this to clinical practice. To date there is a relative paucity of well-designed studies into the effectiveness of the training to prevent and manage violence and aggression in healthcare settings. Within this context a study was conceived to examine the effectiveness of two aggression management training programmes in preparing staff for clinical practice. In order to provide a meaningful and evidence-based evaluation of the two programmes, Pawson and Tilley's Realistic Evaluation model was adopted for use in this study. In keeping with the chosen methodology, data was collected using a combination of methods including surveys, semi-structured interviews, and participant observation of training. A total of 64 participants were eligible for inclusion in the study; which ran over the course of a calendar year. The research highlighted that training should have relevance to the staff group undergoing instruction. That training should be conducted wherever possible in staff groups, tackling real problems, with participants reflecting and learning from their experience and from each other. It should also provide measures of competency that describe both workplace and organisational outcomes and describe the requirements of assessment. That training should be engaging and integrate decision-making, planning, organization and skill building and cover a range of interventions. Most importantly, was the need to help staff transfer what they had learnt as part of training to clinical practice. These factors are brought together in a model of training devised as part of this study called the PROMPTS Aggression Management Training Model ©. As the first study to apply realistic evaluation in aggression management research, it was a good fit, particularly given the growing emphasis on understanding how context influences evidence-based practice. The strengths and limitations of the approach are considered, including how to operationalize it. This approach provided a useful interpretive framework with which to make sense of the multiple factors that were simultaneously at play and being observed through various data sources, and for developing explanatory theory about aggression management training and its implementation in practice.
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Saoud, Ehab A. B. "Expert systems for management training in the construction industry." Thesis, University of Edinburgh, 1996. http://hdl.handle.net/1842/654.
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The construction industry is based on age old skills where 'man' has been the builder and is coupled to his creative ability and skilled craftsmanship. This significant dependency on human resources continues to this day and thus the success of the construction industry is linked to making effective use of the human resources through training programmes. The research presented in this thesis investigates the use of expert systems in such management training programmes. The work described in this thesis includes a literature survey in chapter 2 on different aspects of human resources management with particular emphasis on management training and learning styles. Chapter 3 presents the results and analysis of the civil engineering and management practices survey, which was carried out during this research. The survey focused mainly on management training and attitude towards computer technology within the construction industry. Expert systems as a branch of artificial intelligence is discussed in chapter 4, where an assessment of the usefulness of using expert systems in different areas of construction management is carried out. Research methodology and techniques of knowledge acquisition applied in this research are presented in chapter 5. The process of the different stages in the development of the contract and safety management expert system is presented in chapter 6, which further describes the structure in which the system was designed. Finally, in order to assess the usefulness of the expert system tool developed, a summative evaluation is carried out. This evaluation examines many factors including attitudes towards computing, human-computer interaction, knowledge base design, use of expert system for training and expert system evaluation tests. Evaluation results and analysis are presented in chapter 7. It is concluded that there is certainty about the importance of management training in the construction industry. Developing expert systems for such training can be used as an aid tool in many training programmes. The choice of the development tool is considered to be an important function in this research in order to achieve the anticipated results by utilising the available resources. Evaluation of different shells was carried out against the criteria mentioned in chapter 4 and CRYSTAL 4.5 was chosen as the tool to be used in this research. During the development of the expert system, CRYSTAL 4.5 proved to be flexible and fast in structuring the knowledge base. The research also revealed the importance of the evaluation as an essential element of any systematic training program. Results obtained from the contract and safety management expert system evaluation (70% in favour of using expert systems for training) suggested that most trainees managed to grasp the subject information. Only a minority of trainees experienced difficulties during the training program. Those trainees will benefit from the implementation of the points which are raised in chapter 7.
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Scherl, Wolfgang Georg. "A model for emotional intelligence training in management education." Thesis, University of Nottingham, 2010. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.582082.
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This research has developed a theory to nurture and enhance Emotional Intelligence (El) within professional work. Predicated on this theory El training and writing exercises were devised, operationalised and applied, using management education as the target environment. Much of the research literature states that El can generate several benefits in school, organisations, and private lives. Numerous claims have been made that El can be developed through specific training programmes. In addition there are empirical studies emphasizing the importance of El for corporations and the potential of developing El, particularly within management education. However, much of this prior work has been rather commercially orientated, lacking in rigorous evaluation and not based on well-founded theoretical underpinnings. Therefore, a developmental theory, the ARM Theory (Awareness, Reflection, and Management), was devised which constitutes an approach to enhance El based on the El construct definition of Mayer, Salovey and Caruso (1999). The ARM theory incorporates a cycle of emotional Awareness-Reflection-Management to develop emotion-related abilities. A longitudinal study based on this theory was conducted to investigate whether two different El interventions were able to enhance participants' El. Both ability El and trait El measures were employed to investigate the effectiveness of the ARM theory conceptualised in two and four day El training and writing exercises. In addition, questionnaires were administered to gather further information about participants' evaluation and their self- perceived emotional abilities. This study demonstrated clear improvements in El following training and writing exercises. This suggests that the ARM theory provides a foundation for the development of training packages to nurture emotion-related abilities within management education, and by implication professional development in general.
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Mathieu, Mae T. "Training and doctrine command acquisition management and oversight supplement." Monterey, California. Naval Postgraduate School, 2011. http://hdl.handle.net/10945/10759.
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Joint Applied ProjectApproved for public release; distribution is unlimited
This research will provide the applicable guidance to include the regulations with guidelines for the Requiring Activities (RA) of the Training and Doctrine Command (TRADOC) to apply in conjunction with the recently implemented and updated TRADOC Regulation 5-14, "Acquisition Management and Oversight."This regulation was implemented on 5 January 2009. The TRADOC G-8 Management Directorate was tasked to write and then implement this regulation. The focus of the management and oversight process is to validate and document TRADOC contract requirements and to enhance management controls over the TRADOC acquisition process. This Acquisition Management and Oversight process is executed to obtain approval, recommendation, or certification for the acquisition of services and products that directly support the warfighter (not only TRADOC). To conduct this research project it was necessary to research: the Federal Acquisition Regulation (FAR), Defense Federal Acquisition Regulation Supplement (DFARS), Army Federal Acquisition Regulation Supplement (AFARS) and the Mission and Installation Contracting Command (MICC) websites (TRADOC's primary contracting office). MICC is a subordinate command to the Army Contracting Command (ACC) established 1 October 2008.
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Berg, Dale Douglas. "Analysis of management training for the Naval Avionics Center." Thesis, Monterey, California. Naval Postgraduate School, 1991. http://hdl.handle.net/10945/27969.
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Hicks, Trevor. "Standardised stress management training : does it have an effect?" Thesis, King's College London (University of London), 2015. http://kclpure.kcl.ac.uk/portal/en/theses/standardised-stress-management-training-does-it-have-an-effect(cddc9014-2eca-4a21-9ac7-d0d44f4ea86f).html.
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Stress Management Training (SMT) may be an effective treatment for patients diagnosed with anxiety and depression. An SMT package has been given to active regular military personnel diagnosed with anxiety and depression under the care of the Department of Community Mental Health (DCMH), RAF Brize Norton. The SMT was not standardised and provided psycho-education and generic anxiety management. This thesis describes attendees (n=90) of the unstandardised SMT. The unstandardised SMT was then standardised and its effectiveness was investigated by means of a Randomised Controlled Trial (RCT). The RCT compared participants (n=53) who received standardised SMT to those on the waiting list (control group) (n=45). Outcome measures used in the RCT were the General Health Questionnaire (GHQ-28), Beck Depression Inventory (BDI-II), Beck Anxiety Inventory (BAI) and Clinical Global Impression (CGI). The results of the unstandardised SMT study showed that most attendees (91%) were diagnosed with adjustment disorders prior to the study. Most attendees (57%) met the threshold, as determined by the BDI-II, for a possible depressive disorder by the time they received the unstandardised SMT. This finding was replicated in the RCT where most participants (94%) were diagnosed with adjustment disorders prior to the study but most participants (81%) exceeded the threshold, as determined by the BDI-II, for a possible depressive disorder by the time they received the standardised SMT. The results of the RCT showed that standardised SMT had a short term beneficial effect at six weeks in participants with high scores on the BDI-II but not in participants with high scores on the BAI. This effect was no longer present at 12 weeks. This thesis does not support the continued use of SMT as a tertiary stress management intervention within the military or the wider adoption of standardised SMT to treat regular, active military personnel with diagnoses of anxiety or depressive disorders. This thesis recommends that the military may wish to test the effectiveness of providing different stress management interventions as a secondary stress management intervention instead.
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Metzger, K., J. Ham, A. Schafer, and Jodi Polaha. "Resident Training in Primary Care Management of Knee Osteoarthritis." Digital Commons @ East Tennessee State University, 2018. https://dc.etsu.edu/etsu-works/6559.
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Calloway, J., and Jodi Polaha. "Training Pediatric Residents in ADHD Management in Primary Care." Digital Commons @ East Tennessee State University, 2010. https://dc.etsu.edu/etsu-works/6637.
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Kalinoski, Zachary T. "Error Management Training: Further Tests Of Mediation And Moderation." Wright State University / OhioLINK, 2009. http://rave.ohiolink.edu/etdc/view?acc_num=wright1251777346.
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Xynos, Konstantinos N. "Adapting e-management to support geographically dispersed military training." Thesis, Monterey, Calif. : Naval Postgraduate School, 2008. http://edocs.nps.edu/npspubs/scholarly/theses/2008/Dec/08Dec%5FXynos.pdf.
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Thesis (M.B.A.)--Naval Postgraduate School, December 2008.Thesis Advisor(s): Nissen, Mark ; Kamel, Magdi. "December 2008." Description based on title screen as viewed on February 5, 2009. Includes bibliographical references (p. 99-102). Also available in print.
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Rotty, Daniel. "Training investigation for a computerized maintenance management system implementation." Online version, 2008. http://www.uwstout.edu/lib/thesis/2008/2008rottyd.pdf.
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Osuna, Edgar E. (Edgar Elias) 1970. "Support vector machines : training and applications." Thesis, Massachusetts Institute of Technology, 1998. http://hdl.handle.net/1721.1/9925.
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