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1
Jones, Eric K. "An investigation of the effectiveness of a linear video in informing Kutztown University students of job-search resources and strategies in a career placement office". Instructions for remote access. Click here to access this electronic resource. Access available to Kutztown University faculty, staff, and students only, 1995. http://www.kutztown.edu/library/services/remote_access.asp.
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Thesis (M.S.)--Kutztown University of Pennsylvania, 1995.Source: Masters Abstracts International, Volume: 45-06, page: 2711. Typescript. Abstract appears on leaves 2-3. Includes bibliographical references (leaves 65-67).
2
Vinson, Bonita Desiree McClain. "An analysis of technology infusion in college and university career services offices in the southwest region of the United States in the twenty-first century". Texas A&M University, 2003. http://hdl.handle.net/1969.1/6009.
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The purposes of this study were to: (a) provide a recent analysis of
technology infusion in career services offices (CSOs) in the southwest region
of the United States, (b) address the three recommendations from the 1998
Charoensri study of technology infusion in CSOs, and (c) provide an empirical
examination of the impact of selected technologies in CSOs since 1998.
Field survey methods were adopted and modified for use with electronic
distribution of the survey. A pilot study was conducted and suggestions were
incorporated into the final version of the survey. CSO members of the
Southwest Association of Colleges and Employers were electronically
surveyed in the summer of 2004. The overall usable response rate achieved
was 72.62%, nearly mirroring the 1998 response rate.
There are several findings from this study. First, significant differences
existed in CSO use of computer and communication technology in the 2004
national study compared to the 1998 regional study. The majority of the uses of technology by CSOs increased significantly over time. Second, significant
differences were found in the use of selected technologies/uses of technology
from the 2002 national study to the 2004 regional study. Third, institutional size
and type were significantly different related to the use of one-way and two-way
methods of communication and 15 selected uses of technology between
CSOs, other CSO staff, faculty, staff, students, alumni, and employers. Fourth,
CSOs have not increased the number of computer workstations from 2002 to
2004. Fifth, newer national vendor technology products used for job search
assistance tasks were slow to be utilized in the southwest region, but regionally
developed products were used more often. Finally, technology used to provide
many of the services provided to students, alumni, and employers received
above average satisfaction ratings (although varied) by CSOs.
Overall, the data gathered and analyzed through this study further
support previous research and confirm significant changes in CSO technology
use from 1998 to 2004. CSOs have also experienced significantly higher
technology use from 2002 to 2004. CSOs are satisfied with technology
products used in a variety of ways in their offices.
3
Briede, Teresa N. "Conceptual data model for administrative functions of a typical naval ship, to include: Personnel, Training, Ship Secretary, Welfare and Recreation, Command Career Counselor, Public Affairs Officer, Educational Services Officer, Master at Arms, and Legal". Thesis, Monterey, California: U.S. Naval Postgraduate School, 1991. http://hdl.handle.net/10945/34996.
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Approved for public release, distribution unlimitedThis thesis examines a method for optimizing the effectiveness bf existing sealift fleets given a limited budget. A brief background of U.S. military mobility is presented. Relevant cost categories of the Ready Reserve Force (RRF) and prepositioned forces are determined by looking at the life-cycle of sealift ships. A methodology for determining an optimal fleet mix is presented. Two models for optimizing the direct costs of mobilizing the RRF and prepositioned forces are developed. The first model is based upon a single trip to the war zone. The second model develops the possibility that sealift ships may make multiple trips to the war zone and return to U.S. seaports. Methodologies for determining an optimal fleet mix are presented.
4
Fairman, Joyce Johnson. "Career and technical education: General office occupations". CSUSB ScholarWorks, 2005. https://scholarworks.lib.csusb.edu/etd-project/2795.
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Develops a culturally and linguistically sensitive curriculum that provides unskilled and underemployed African Americans living in San Bernardino County with vocational education for technical and office occupations. This project will operate as a resource for teachers, counselors, and trainers who assist unskilled African Americans entering the workplace and that are in need of career and professional development in office protocol, computer software applications, and verbal and written communication skills.
5
Murphy, Brendan Joseph. "Multimedia services in a distributed office". Thesis, Loughborough University, 1990. https://dspace.lboro.ac.uk/2134/13977.
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This thesis is concerned with the provision of multimedia services (involving voice, video, text and graphics) in an office environment. The office of the future is expected to comprise a heterogeneous collection of workstations and multimedia components (including fileservers, voice and video codecs, document scanners, laser printers, etc) interlinked by a high speed (digital) local area network. Every office is likely to have one or more connections to a public Integrated Services Digital Network (ISDN) providing integrated access (involving various types of traffic) to a very large number of subscribers. This thesis considers general issues relating to the design of such an office. Particular attention is given to the problem of the integration of media both at the network and user levels. Much of this discussion draws on practical experience gained during the Alvey Unison Project in which experimental multimedia offices were interconnected using a pilot ISDN. The architecture of the Unison network is discussed with particular reference to its suitability for the support of multimedia services. The bulk of this thesis is devoted to a description of the design and implementation of a number of prototype multimedia applications, and to an evaluation of their performance over the network. The handling of slow-scan video and high resolution images have been particular areas 01 interest. Much emphasis is placed on the problem of control in a distributed environment, and a model is presented for the management of control based on the use of a directory-like service. This model also provides a mechanism for locating an office service based on the name of the user to whom it belongs.
6
To, Sum-kuen, i 杜深權. "An analysis of training and career development of executive officer inthe Hong Kong civil service". Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1993. http://hub.hku.hk/bib/B31964369.
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To, Sum-kuen. "An analysis of training and career development of executive officer in the Hong Kong civil service". [Hong Kong] : University of Hong Kong, 1993. http://sunzi.lib.hku.hk/hkuto/record.jsp?B1355301X.
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Van, Sittert Vanessa. "The relationship between personality preference and career anchors amongst police officers within the Western Cape". Thesis, University of the Western Cape, 2006. http://etd.uwc.ac.za/index.php?module=etd&action=viewtitle&id=gen8Srv25Nme4_8837_1255683696.
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The objective of this study was to determine whether a relationship exists between the personality preference and career anchors of police officers. The idea that personality relates meaningfully to the kinds of careers people choose and how they perform in these careers, has a long history in career psychology.
9
Hambley, Laura Anne. "The receptivity of career counsellors toward career development services on the Internet". Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1999. http://www.collectionscanada.ca/obj/s4/f2/dsk1/tape7/PQDD_0020/MQ48006.pdf.
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Moore, Margaret. "Examining the reading proficiency of office workers". Thesis, This resource online, 1994. http://scholar.lib.vt.edu/theses/available/etd-06232009-063359/.
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Adams, Vanessa. "Perceptions and expectations of regional office health employees regarding quality of internal head office services". Thesis, Stellenbosch : University of Stellenbosch, 2009. http://hdl.handle.net/10019.1/1967.
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Thesis (MPA (School of Public Management and Planning))--University of Stellenbosch, 2009.ENGLISH ABSTRACT: The purpose of this thesis is to determine the perceptions and expectations of employees at regional offices about the service delivered to them by central head office. A further objective is to establish what employees at regional offices expect from head office, attempting thereby to establish the current position of the head office (perceived image) in relation to their expectations (ideal image). The method of data collection is quantitative with a survey design technique in the form of questionnaires to be completed by all employees at regional offices in order to assess their perceptions and expectations. The basis of the theoretical and legislative framework of this research is service delivery. It is within the context of service delivery that internal customer service within the organisation, in particular, is conferred. The legislative framework is also dedicated to Batho Pele and the eight principles to highlight public service delivery. These principles should equally be applied when it comes to internal customer service. The main findings from this study are that employees and the four regional offices per se have different perceptions and expectations about the internal service delivered by central head office. This must be taken cognisance of because perceptions can be the core element of most organisational behaviour and the expectations that employees hold is important for the morale and effectiveness of organisations. The following objectives were achieved: A review of the policies, documents and annual reports to determine to what extent the central head office delivers an internal service to the regional offices. An evaluation as to how internal service delivery is being perceived. An evaluation of the ideal central head office. Established the shortcomings of the current internal service being delivered. It is also recommended that future research can be to ascertain how those negative feelings impacts on job satisfaction and commitment to the organisation and how it affects employee turnover.
AFRIKAANSE OPSOMMING: Die doel van hierdie tesis is om die persepsies en verwagtinge van werknemers by die streekkantore, oor die diens wat aan hulle verskaf deur sentrale hoofkantoor, te bepaal. 'n Verdere doel is om vas te stel wat werknemers by die streekkantore verwag van hoofkantoor. Sodoende probeer om vas te stel wat die huidige stand van die hoofkantoor (waargenome beeld) in verhouding tot hul (werknemers) verwagtinge (ideaal beeld) is. Die metode van data-insameling is kwantitatief met 'n opname ontwerp in die vorm van vraelyste. Hierdie vraelyste sal deur alle werknemers by die streekkantore voltooi word, om hul persepsies en verwagtinge te assesseer. Die basis van die teoretiese en die wetgewende raamwerk van hierdie navorsing is dienslewering. Dit is binne die konteks van dienslewering wat interne kliënte diens binne die organisasie, in die besonder, toegeken word. Die wetgewende raamwerk is ook toegewyd aan die agt beginsels van Batho Pele en dus openbare dienslewering te versterk. Hierdie beginsels moet ook toegepas word wanneer dit kom by die interne kliënte diens. Die belangrikste bevindings van hierdie studie is dat die werknemers en die vier streekkantore as sulks het verskillende persepsies en verwagtinge oor die interne diens gelewer deur die sentrale hoofkantoor. Dit moet kennis geneem word want persepsies kan die kern element van meeste organisatoriese gedrag wees en die verwagtinge wat werknemers hou is belangrik vir die moraal en doeltreffendheid van organisasies. Die volgende doelwitte was bereik: „n Hersiening van die beleid, dokumente en die jaarlikse verslae om te bepaal tot watter mate die sentrale hoofkantoor „n interne diens aan die streekkantore lewer. „n Evaluering oor hoe interne dienslewering waargeneem word. „n Evaluering van die ideale sentrale hoofkantoor. Die tekortkominge van die huidige interne diens wat gelewer word is vasgestel. Dit word aanbeveel dat toekomstige navorsing toegewy word om vas te stel hoe negatiewe gevoelens impak op werkstevredenheid en verbintenis tot die organisasie en ook hoe dit werknemer omset beïnvloed.
12
Page, Thomas O’Hara. "A formative program evaluation of a disability services office". Thesis, Wichita State University, 2008. http://hdl.handle.net/10057/2012.
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A qualitative investigation of the Wichita State University (WSU) Office of disability services produced a program model with one proximate outcome (providing quality services to disabled students). This paper reports the program description revealed by the qualitative investigation and details the implementation and results of a quantitative survey instrument. The survey was designed to provide program monitoring information with regard to student perception of service quality. Findings include input monitoring information, information regarding student knowledge of the services available and satisfaction information. A factor analytic solution is detailed.Thesis (M.A.)--Wichita State University, College of Liberal Arts and Sciences, the Program of Liberal Studies
Includes bibliographic references (leaves 52-56)
13
Page, Thomas O'Hara Burdsal Charles. "A formative program evaluation of a disability services office". A link to full text of this thesis in SOAR, 2008. http://hdl.handle.net/10057/2012.
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Thesis (M.A.)--Wichita State University, College of Liberal Arts and Sciences, the Program of Liberal Studies.Copyright 2008 by Thomas O⁰́₉Hara Page. All Rights Reserved. Includes bibliographical references (leaves 52-56).
14
Ratcliffe, Phillip. "Geographical mobility and career progress in nursing". Thesis, Lancaster University, 1997. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.389941.
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Pusateri, Cassandra G. "The Career Path Tournament". Digital Commons @ East Tennessee State University, 2016. https://dc.etsu.edu/etsu-works/3161.
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Pusateri, Cassandra G. "The Career Path Tournament". Digital Commons @ East Tennessee State University, 2015. https://dc.etsu.edu/etsu-works/3162.
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Lim, Roslyn Beth. "Career Counselling Services: Client Expectations and Provider Perceptions". Thesis, Queensland University of Technology, 2005. https://eprints.qut.edu.au/16048/1/Roslyn_Beth_Lim_Thesis.pdf.
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The career counselling services industry is currently being challenged by a unique set of conditions which has resulted in calls for a greater client orientation in the delivery of career services. The current study takes up this challenge by using marketing concepts to explore the relationship between the expectations (desired) people in career transition have of a career counselling service and the perceptions career counselling service providers have of client expectations. In the process, it also examines variables (career transition group membership, career decision-making self-efficacy, age, gender, and previous experience with a career counselling service) that may impact on the expectations people in career transition have of a career counselling service.
The study used a three-phased mixed method approach to gather expectation and perception data. In Phase 1, focus group interviews were conducted with participants from three career transition groups - Year 12 students, final year university students, and adults in midcareer transition. A series of one-to-one interviews with three groups of career counsellors (those in schools, tertiary institutions, and private practice) was undertaken in Phase 2. Phase 3 consisted of a questionnaire, which was administered to broader populations of people in career transition and career counsellors.
The people in career transition subject group completed a three-part questionnaire consisting of the Expectations About Career Counselling measure (developed by the researcher), the Career Decision-Making Self-Efficacy-Short Form (an existing measure), and demographic questions. Career counsellors completed a two-part questionnaire, which included the Expectations About Career Counselling (EACC) and demographic questions. The people in career transition subject group were asked to respond to the EACC according to what they wanted from a career counselling service. Career counsellors were asked to respond to the same measure as if they were one of their clients attending their first career counselling interview.
In the development of the EACC, an existing measure (the Expectations About Counselling-Brief Form; Tinsley, 1982), was modified using career counselling expectation themes derived from the analysis of data collected in Phases 1 and 2. Factor analysis of the data obtained from the EACC identified four clear factors. These factors were named Career Counsellor Responsibility, Client Responsibility, Quality Outcome and Realism.
The findings from Phase 3 indicated that people in career transition had high to very high expectations for the EACC subscales Career Counsellor Responsibility and Quality Outcome, moderate expectations for Realism, and moderate to high expectations for Client Responsibility. Significant differences were found based on transition group membership, gender, age, and previous experience with a career counselling service. In addition, it was found that people in career transition had moderate to high career decision-making self-efficacy and that respondents with higher self-efficacy scores also had higher expectations of a career counselling service. The findings also indicated that there was a significant difference or gap between the expectations of people in career transition and the perceptions of career counsellors concerning client expectations of career counselling. Career counsellors perceived that clients were less committed and more unrealistic about the career counselling process and the counsellor's role than was indicated by the results from the people in career transition subject group.
Recommendations based on the findings of this research study were made for career counsellors, professional associations, education and training organisations, education institutions and systems and government policy makers. Specifically, the recommendations addressed the importance of acknowledging, clarifying, and managing client expectations, providing interventions to educate people in career transition about the career decision-making process and the role of the career counsellor, and the implementation of processes to promote ongoing professional development in the career counselling services industry.
18
Lim, Roslyn Beth. "Career Counselling Services: Client Expectations and Provider Perceptions". Queensland University of Technology, 2005. http://eprints.qut.edu.au/16048/.
Pełny tekst źródłaStreszczenie:
The career counselling services industry is currently being challenged by a unique set of conditions which has resulted in calls for a greater client orientation in the delivery of career services. The current study takes up this challenge by using marketing concepts to explore the relationship between the expectations (desired) people in career transition have of a career counselling service and the perceptions career counselling service providers have of client expectations. In the process, it also examines variables (career transition group membership, career decision-making self-efficacy, age, gender, and previous experience with a career counselling service) that may impact on the expectations people in career transition have of a career counselling service. The study used a three-phased mixed method approach to gather expectation and perception data. In Phase 1, focus group interviews were conducted with participants from three career transition groups - Year 12 students, final year university students, and adults in midcareer transition. A series of one-to-one interviews with three groups of career counsellors (those in schools, tertiary institutions, and private practice) was undertaken in Phase 2. Phase 3 consisted of a questionnaire, which was administered to broader populations of people in career transition and career counsellors. The people in career transition subject group completed a three-part questionnaire consisting of the Expectations About Career Counselling measure (developed by the researcher), the Career Decision-Making Self-Efficacy-Short Form (an existing measure), and demographic questions. Career counsellors completed a two-part questionnaire, which included the Expectations About Career Counselling (EACC) and demographic questions. The people in career transition subject group were asked to respond to the EACC according to what they wanted from a career counselling service. Career counsellors were asked to respond to the same measure as if they were one of their clients attending their first career counselling interview. In the development of the EACC, an existing measure (the Expectations About Counselling-Brief Form; Tinsley, 1982), was modified using career counselling expectation themes derived from the analysis of data collected in Phases 1 and 2. Factor analysis of the data obtained from the EACC identified four clear factors. These factors were named Career Counsellor Responsibility, Client Responsibility, Quality Outcome and Realism. The findings from Phase 3 indicated that people in career transition had high to very high expectations for the EACC subscales Career Counsellor Responsibility and Quality Outcome, moderate expectations for Realism, and moderate to high expectations for Client Responsibility. Significant differences were found based on transition group membership, gender, age, and previous experience with a career counselling service. In addition, it was found that people in career transition had moderate to high career decision-making self-efficacy and that respondents with higher self-efficacy scores also had higher expectations of a career counselling service. The findings also indicated that there was a significant difference or gap between the expectations of people in career transition and the perceptions of career counsellors concerning client expectations of career counselling. Career counsellors perceived that clients were less committed and more unrealistic about the career counselling process and the counsellor's role than was indicated by the results from the people in career transition subject group. Recommendations based on the findings of this research study were made for career counsellors, professional associations, education and training organisations, education institutions and systems and government policy makers. Specifically, the recommendations addressed the importance of acknowledging, clarifying, and managing client expectations, providing interventions to educate people in career transition about the career decision-making process and the role of the career counsellor, and the implementation of processes to promote ongoing professional development in the career counselling services industry.
19
Aziz, Garth. "A practical theological reflection on the office of the career youth pastor". Thesis, University of Pretoria, 2016. http://hdl.handle.net/2263/61205.
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In recent years the state of youth work, and more specifically the professional youth worker, has been on the forefront of discussion and concern in South Africa and has been the focus of the Presidency, the National Youth Development Agency (NYDA), the Commonwealth, and select South African universities. Statistics (Stats SA 2011) discloses that more than 58.5% of the South African population are youth that is aged 1 through 35 (National Youth Policy of South Africa 2008:11) and is, therefore, an important area of interest. In a similar manner, there is increasing discussion and concern in the area of youth ministry in the church. In utilising a case study of the Baptist Union of Southern Africa (BUSA), it is reflected at the annual assembly of churches and its publications that indeed there is an ever increasing concern regarding its youth. The concern for the youth ministry centres on the efficacy of this area of ministry as we observe the exodus of youth from the local church. This particular study has its focus on the youth ministry and specifically the topic of the office of the career youth pastor in an attempt to address the concern of effective ministry to youth as well as addressing the concern of the professional youth worker. This research posits that there is no clear and intentional theological articulation for the office of the career youth pastor. Furthermore, the study will inquire how the office of the career youth pastor will address the problem regarding the professional youth worker as well as an effective ministry to and with youth in the church. This research, therefore, will endeavour to address the theological basis for the call and vocation of the career youth pastor, the cultural as well as the developmental needs of youth in supporting the notion for the career youth pastor, and the purpose of the career youth pastor, by reflecting on the practices and normative texts of the BUSA as a case study through the empirical research of qualitative interviewing.Thesis (PhD)--University of Pretoria, 2016.
Practical Theology
PhD
Unrestricted
20
Smith, Heather Alison. "User perceptions of technology and the office". Thesis, London Metropolitan University, 1995. http://repository.londonmet.ac.uk/3276/.
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There appears to be a lack of research into user perceptions of technology and the office. Five studies of user perceptions of technology and the office were completed using questionnaires devised by the author (Studies 1-3), evaluation of videos produced by manufacturers (Study 4), and content analysis of media articles about computer-based technology (Study 5). In Study 1 eight factors were identified: information-handling, human contact, paper-handling, financial security, communication, technology, work, and health preservation. These factors reflected key features mentioned by respondents and accounted for 80.4% of the variance. In Study 2 subjects perceived that they would choose technology significantly more often than non-technology for document preparation, information management, and communication, and non-technology significantly more often than technology for decision-making. In Study 3 it was found that users and the computer industry seem to share broadly similar views of the nature of the Ideal Office’. However, while users appeared to emphasize an enhanced version of existing systems current developments seem to have the potential to create radical changes in the way people work and live. In Study 4 evaluation of video presentations about two prototype computer systems suggested that user perceptions could be deployed to evaluate the suitability of computer systems for application in different situations. In Study 5 content analysis of media portrayal of the computer industry supported the idea that the perceptions of technology and the office held by both users and the computer industry can also be categorised according to the eight dimensions identified above - thus, showing some convergence between the findings of different studies using different methodological approaches. However, whereas the users regarded all the dimensions as of broadly similar importance, the computer industry as represented by journalists appeared to regard technical details and financial issues as paramount. The thesis highlights the role of understanding user perceptions when evaluating technology and considering office work.
21
Burton, James Michael Crowther. "The history of the British Meteorological Office to 1905". Thesis, n.p, 1988. http://ethos.bl.uk/.
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Zicháčková, Denisa. "Relevance of career services for CEMS students for successful job-entry". Master's thesis, Vysoká škola ekonomická v Praze, 2010. http://www.nusl.cz/ntk/nusl-77768.
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The thesis aims at exploring what the role of career guidance services for CEMS students in their job search is, and at proposing a number of recommendations for further development of CEMS career services. First part of this thesis will provide us with a necessary theoretical background on career choice, career management and development, and career guidance. Then, CEMS and its current career services offer will be presented in brief. Finally, an analysis of a research that we have conducted within CEMS graduates community will enable us to formulate a number of recommendations for CEMS career services improvement.
23
Bloom, Stacy L. "A study benchmarking career services at public two-year colleges". Online version, 2009. http://www.uwstout.edu/lib/thesis/2009/2009blooms.pdf.
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Borcherding, Audrey. "A study of student satisfaction of UW-Stout Career Services". Online version, 2009. http://www.uwstout.edu/lib/thesis/2009/2009borcherdinga.pdf.
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Venter, Johanna Maria. "The relationship between psychological career resources and engagement at a South African software and services organisation". Diss., University of Pretoria, 2012. http://hdl.handle.net/2263/24017.
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One of the challenges imposed by the 21st century is to retain talented staff by keeping employees engaged in their work. Engagement in itself is a complex construct, which still requires much clarification. One of the gaps in the literature is the link between engagement and the competencies required by individuals to craft a career in the 21st century. These competencies are referred to as psychological career resources (Coetzee, 2008). This study was conducted in a medium-sized South African software and services organisation using a random sample of 111 consultants. The primary objective of the study was to investigate the relationship between psychological career resources (career preferences, career values, career enablers, career drivers and career harmonisers) and engagement (dedication, vigour and absorption). The second and third objectives were to find whether there were any significant differences between individuals who differed as to gender, age, marital status, occupational field, occupational level and department in which employed with regard to engagement and psychological career resources. A further objective was to establish the dominant psychological career resources and engagement constructs of the consultants in the sample. The data was collected using the 9-item U-WES (Utrecht Work Engagement Scale) and the PCRI (Psychological Career Resources Inventory). The study found that behavioural adaptability and self-esteem have a significant impact on vigour and dedication, while behavioural adaptability also has a significant impact on absorption. This study could contribute meaningful information to the field of well-being and career development, allowing professionals to assist individuals in developing career competencies that contribute to engagement and ultimately to well-being.Dissertation (MCom)--University of Pretoria, 2012.
Human Resource Management
unrestricted
26
Barnett, Karen Hinderliter. "The relationship of codependence to career choice". W&M ScholarWorks, 1991. https://scholarworks.wm.edu/etd/1539618846.
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The purpose of this study was to investigate the possible correlation between codependency and career choice. A review of the literature seems to indicate that the helping professions attract people who are "prone" to codependency. For this reason, this study focused on four groups of undergraduate students: nursing students, psychology students, and social work majors, as the "helping profession" students, and students majoring in business-related fields. The study was also designed to provide empirical evidence to conplement the descriptive studies which have been the main source of information available up to the present time.;Subjects were drawn from students attending Christopher Newport College and Riverside Regional Medical Center's School of Professional Nursing. Each group consisted of 40 students.;Subjects were asked to complete three self-report inventories: The Moos Family Environment Scale (FES), The Adjective Check List (ACL), (Real and Ideal), and The Behavioral Assessment Inventory, which was actually the Friel Codependency Assessment Inventory (FCDI) combined with the L and K scales of the MMPI.;It was hypothesized that: Students in helping professions will score higher on the Behavioral Assessment Inventory than business students; Students in helping professions will show a larger discrepancy between Real and Ideal Self on the ACL and will also score higher on the Nurturance and Abasement scales of the ACL than business students; and students in the helping professions will score higher on the Conflict and Control scales of the FES than business students.;None of the results were significant at the 0.05 level. However, an artifact of the research indicates there is a significant difference on the K scale (incorporated in the FCDI) (t = 2.79, p {dollar}<{dollar}.05) between helping profession and business students.
27
Waechter, James B. "The Cooperative Extension Office at your service". Virtual Press, 1985. http://liblink.bsu.edu/uhtbin/catkey/491461.
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The purpose of this creative project was to develop a program on video tape that would briefly explain the local Cooperative Extension Office, the programs and the assistance available. Audio-visual material available prior to this consisted of one slide tape set approximately 10 years old. In the new video tape a short history of Extension, and an overview of each area of the local Extension Office are explained, using examples of how the local Extension Agents provide assistance to the community. The disciplines include 4-H, Agriculture, Family and Consumer Sciences and Community Development.Development of the video tape included planning, script writing, filming, editing and documentation of the project. The major task was to present the best, most informative material explaining the role of Extension with-out being long and boring. By showing preliminary tapes to control groups and making changes as suggested. A final format was established that should most effectively explain the Extension Office and its services.
28
Geddes, Jean. "Women in management : barriers to career progress". Thesis, London Metropolitan University, 2002. http://repository.londonmet.ac.uk/1428/.
Pełny tekst źródłaStreszczenie:
This study of women in management was initiated to explore, through women managers themselves, the barriers they thought were hindering their progress up the management hierarchies in BT. To facilitate this study the first former utility organisation to be privatised was approached to be the case study. At the time the organisation, which was undergoing a major organisational change programme aimed at taking it from the utility provider it had been to the dynamic private company it wanted to be, was gaining a reputation for enlightened equal opportunity policies. It had a vigorous gender champion and an equal opportunities department that had ensured circulation of the organisation's equal opportunities policies to all members of staff. BT employed a large number of women managers in different functions, working in different locations throughout the UK and in a number of positions in the management hierarchy short of the most senior management or director levels. It therefore presented a unique opportunity to study women in the management pipeline from across a broad spectrum of jobs and backgrounds, women who were not being promoted in the same proportions as their male counterparts. To examine their circumstances a mixed methodology was used drawing on aspects of feminist, positivist and pragmatic models because each offered an essential element of the mix needed to satisfy the requirements for undertaking the study. As the researcher was both a manager employed by the case study organisation and a woman there were elements of feminist methodology that guided involvement and personal interest in the study. The culture of the case study organisation was such that it was driven by the quantitative measures offered by positivism. An implicit element of the agreement between researcher and case study organisation was therefore that elements of the findings should reflect this requirement. Finally, a pragmatic approach to undertaking the study underpinned the dialogue between researcher and case study organisation as ways were explored for carrying out the investigation. While it cannot be assumed that the same barriers to progress for women managers found in the case study organisation exist for women managers in other organisations, the findings of this study have nevertheless highlighted issues beyond the borders of the organisation. Firstly, they confirm the conclusions of previous research that women have been both horizontally and vertically segregated in areas of organisations from which progress into top management positions is more difficult to achieve. Secondly, the study casts new light on the pressures that women face when trying to reconcile the needs of work and caring responsibilities. Women's ambitions are still tempered by their place in the home as carer and partner and many are prepared to subordinate their career opportunities to the needs of their family. Most crucially, the study highlights the extent to which women's aspirations are bounded by their work experiences. It has been assumed that organisational cultures have been becoming more sympathetic towards the inclusion of women managers and more prepared to encourage women to progress but the evidence of this study is that this operates at the level of rhetoric instead of action. The organisational structures and management styles presented barriers that flattened the ambition of women and exposed them to bullying, intimidation and harassment. Nurtured by an uncompromisingly macho company culture underpinned by an old boys' network, the barriers that women encountered served to suppress initiative and detain them at lower levels of management. Many women felt that because of this they were stifled, inhibited from improving their own or the organisation's performance. Furthermore, this study demonstrates that the nebulous nature of these insidious discriminatory practices renders them almost impenetrable. Just as BT shares a history and culture similar to several other former utility organisations so it is probable that these practices are mirrored in other organisations. Finally, the assumptive base of some recent analysts question the ways in which women are likely to progress in management. It has been assumed that the excellent educational achievements of women in recent years will automatically translate into increased opportunities for high office in organisations. However the findings of this study show that the organisational climate in which women find themselves has a larger impact on their progress. In this study the women with the highest qualifications were clustered in the lowest ranks in the division of the organisation that showed most resistance to gender diversity. Therefore while education may enhance a woman's opportunities, it does not automatically position her for higher office. The other assumption that women are increasingly limiting their own career opportunities by making positive decisions to remain at the lowest positions in the management pipeline, through positive lifestyle choices, are challenged by the findings here. It was only when women found themselves hampered and unlikely to progress or thought that the harmony of their home lives was threatened that they decided to limit their options. Otherwise, many of them stated, they would have relished the challenge of higher office. As this study shows, it would clearly be a disservice to these women managers to confuse their forfeiture of ambition because of the prevailing hostile organisational climate or for family reasons, with their positively deciding to limit their careers.
29
Whitt, Melissa Jayne. "Training peer paraprofessionals in career services: An analysis of current practices". W&M ScholarWorks, 1993. https://scholarworks.wm.edu/etd/1539618889.
Pełny tekst źródłaStreszczenie:
This study examined how closely guidelines proposed by Ender, Schuette, & Neuberger (1984) are being followed for training of career services peer paraprofessionals and how programs have changed since the mid 1980s. Surveys were sent to supervisors and peer paraprofessionals at 161 offices of career services at colleges and universities throughout the United States which were identified by McKenzie and Manoogian-O'Dell (1988) as having active paraprofessional programs.;Research questions were asked regarding (1) training content, (2) evaluation of paraprofessionals, and (3) form of reimbursement for services. It was concluded that proposed guidelines are being implemented with regard to compensation, but are not followed regarding methods of evaluation. Since the mid 1980s, some programs have dissolved due to budget-related issues. However, in existing programs, inclusion of multicultural relations as a training topic has increased.;Further study is needed in the areas of individual and program evaluation, particularly with regard to discrepancies between peer and supervisor perceptions.
30
Axelsson, Birger, i Ari Saleh. "Low utilization on the office market – are digital services for subleases the solution?" Thesis, KTH, Fastigheter och byggande, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-191460.
Pełny tekst źródłaStreszczenie:
This work raises the question if the digitalization on the office market today, is the solution to the low utilization during office hours on workplaces in Stockholm by increasing subleases. To answer this question, two interviews, two surveys and a literature review were completed and have been the basis for the obtained results that have gotten compiled and analyzed. The interviews took place with a tenant advisor and a third-party service on office rentals. The surveys were sent to both first tenants and property owners. The results section is based on a presentation of the responses received from each interview and survey. Finally, the conclusion on subleases via third-party service, which is a result of the digitalization on the office market, is that more subleases will increase and therefore utilization during office hours will increase in Stockholm. We believe that the current third-party service has answers to many of the problems that so far have hampered the development of further use of subleases.Detta arbete ställer frågan om digitala tjänster för andrahandsuthyrning på kontorsmarknaden idag är lösningen på den låga nyttjandegrad, som finns under kontorstid på arbetsplatserna i Stockholm. För att besvara denna fråga har två intervjuer, två enkäter och en litteraturstudie genomförts och legat i grund för de resultat som erhållits och som även har analyserats. Intervjuerna skedde med en hyresgästrådgivare och en förmedlingstjänst för kontorsuthyrning. Enkäterna skickades ut till förstahandshyresgäster och fastighetsägare. Resultatdelen bygger på en presentation av de svar som erhållits från varje intervju och enkät. Slutligen pekar slutsatsen på att andrahandsuthyrning via förmedlingstjänst, som är ett resultat av digitaliseringen på kontorsmarknaden, kommer att leda till fler andrahandsuthyrningar och därför en högre nyttjandegrad under kontorstid i Stockholm. Vi anser att dagens förmedlingstjänst för kontorsuthyrning som exempelvis Workaround, erbjuder lösningar på många av de problem som hittills har hämmat utvecklingen för ytterligare andrahandsuthyrning.
31
Salva, William M. "A Comparative Study of How Career Services Staff Responds To Students' Employment Search". Diss., Temple University Libraries, 2014. http://cdm16002.contentdm.oclc.org/cdm/ref/collection/p245801coll10/id/273461.
Pełny tekst źródłaStreszczenie:
Educational LeadershipEd.D.
Every year thousands of college graduates seek employment. In preparing for a career, many students turn to the Office of Career Services for assistance since it is a resource that they can use in their job searches as they navigate through an increasingly tight job market. Despite the obvious importance of Career Services in higher education, not enough is known about how these offices work and how they utilize the various resources available to them in assisting graduates to find employment. The core purpose of the present study is to fill this gap in the literature. This qualitative case study compared the activities of the Office of Career Services at two institutions of higher education (St. Peter and St. Thomas will be the names used throughout this dissertation). While both institutions are Jesuit, they differ in a number of ways that allowed meaningful comparisons about how the staff members in the Office of Career Services responded to the needs of undergraduate students in their employment searches. Data were collected through open-ended, semi-structured interviews of critical members of the staffs of both institutions. The interviews focused on how staff members provide services to their students and alumni as well as to the employers of these alumni. The study attempted to understand the formal and informal processes used by the Office of Career Services at these two universities as a measure of the institutions' organizational culture (Tierney, 1988). In addition, the study examined how the staff of the Office of Career Services develop and maintain connections to the academic community and to local and national businesses. The results of the study indicate that the Career Services staff members at these two universities informed students early in their academic careers of the services afforded them in preparing for their job searches. Both offices are focused on their students, but believe they are under-utilized by the students. St. Peter's has an advantage with employment opportunities for students due to its location. St. Thomas has a stronger relationship with the institution's academic community. The implications of these results for career services in general were discussed.
Temple University--Theses
32
Calnan, Roger Stuart. "The integration of voice within a digital network". Thesis, University of Cambridge, 1988. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.253735.
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Slomp, Mark William, i University of Lethbridge Faculty of Education. "Measuring the efficacy of career development services : agency and service providers perceptions". Thesis, Lethbridge, Alta. : University of Lethbridge, Faculty of Education, 2006, 2006. http://hdl.handle.net/10133/360.
Pełny tekst źródłaStreszczenie:
This study examined the perspectives of agencies providing career development services
in Canada concerning the current state of efficacy assessment. The central question
guiding this research was: How do representatives of career services agencies perceive
their evaluation practices and the results they are obtaining? A total of 147 (n=147)
agency representatives participated in an on-line survey. The data obtained through the
use of this survey were analyzed using a mixed methods design - methods included
frequency analysis, Chi square analysis and qualitative methods (to conduct content
analysis). A number of conclusions were drawn from this study. It appears that the vast
majority of agencies value reporting on the outcomes of the services they provide and do
engage in efficacy measurement. However, it is also apparent that certain types of career
development agencies do not value and do not engage in efficacy measurement to the
same extent as other types of career development agencies. In addition, it appears that a
strong emphasis is currently being placed on tallying the number of clients who secure
employment or return to school with a lack of emphasis being placed on other outcomes.
Finally, according to the sample in this survey, agency representatives are encountering
many obstacles in their attempts to measure the effectiveness of the services they provide.
The results of this study have many implications for the field of career development. In
order to provide a sound body of evidence attesting to the efficacy of career development
services much work will have to be done to build a strong framework to ensure
accountability.xiv, 151 leaves ; 29 cm.
34
Wong, Hon-chung Wilson. "Organizational transformation of a customer service division to cope with technological change in office automation equipment /". Hong Kong : University of Hong Kong, 1997. http://sunzi.lib.hku.hk/hkuto/record.jsp?B18836136.
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Grim, Katheleen E. "A discussion of public sector employee development with a focus on local public agencies". Instructions for remote access. Click here to access this electronic resource. Access available to Kutztown University faculty, staff, and students only, 1997. http://www.kutztown.edu/library/services/remote_access.asp.
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King, Alvin D. "Needs assessment of the Multicultural Students Services Office at the University of Wisconsin-Stout". Online version, 2008. http://www.uwstout.edu/lib/thesis/2008/2008kinga.pdf.
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Chajnacki, Gregory M. "An assessment of human resource career development programs within targeted city governments". Instructions for remote access. Click here to access this electronic resource. Access available to Kutztown University faculty, staff, and students only, 1995. http://www.kutztown.edu/library/services/remote_access.asp.
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Thesis (M.P.A.)--Kutztown University of Pennsylvania, 1995.Source: Masters Abstracts International, Volume: 45-06, page: 2936. Abstract precedes thesis as preliminary leaves i-iv. Typescript. Includes bibliographical references (leaves 80-84).
38
Meit, Michael, i Kate E. Beatty. "The Changing Role of Public Health. State Office of Rural Health Regional Partnership Meeting, Region B". Digital Commons @ East Tennessee State University, 2016. https://dc.etsu.edu/etsu-works/6842.
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Bryan, Cornelia A. "The Career Success of Paramedic Program Directors". Youngstown State University / OhioLINK, 2015. http://rave.ohiolink.edu/etdc/view?acc_num=ysu1434454119.
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Bao, Yanhua [Verfasser]. "A Study of a Comprehensive Career Services System in Chinese Universities / Yanhua Bao". Kassel : Universitätsbibliothek Kassel, 2011. http://d-nb.info/1018623973/34.
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Pigott, Anthony Eric. "Annual and longitudinal surveys of British chiropody graduates 1985 to 1989 : factors relating to career progress and wastage". Thesis, University of Westminster, 1994. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.385460.
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Ross, Frances M. "Managerial career development for women in health contexts : metamorphosis from quandary to confidence". Thesis, Curtin University, 1997. http://hdl.handle.net/20.500.11937/523.
Pełny tekst źródłaStreszczenie:
The aim of this study was to construct a theory for women's managerial career development that explained how women in health care services and health science faculties achieved senior management positions and developed their careers. It sought to discover the main barriers to career progress and achievement of senior level positions by women in health related organisations and to identify how women managers dealt with obstacles. In-depth interviews with 35 women managers in senior positions in 19 different organisations from three different cultural regions formed the major data source; observations, field notes, personal and operational journals, documents, and literature supplemented this data.This research was conducted in two phases. In phase one a descriptive approach was used to develop propositions about women managers and their careers. These propositions formed the guidelines for phase two. The second phase used grounded theory methods, incorporating feminist and interpretative perspectives to identify the previously inarticulated core problem shared by participants. The barriers that women encountered were the contradictory, inconsistent and incompatible assumptions about their potential to have long term careers and ability to move into senior level management positions.These assumptions had been received during their life and educational experiences, as well as from their organisations. The gendered context of health care organisations and university educational institutions contributed to the limited career aspirations and career progress of women with health professional qualifications. By applying grounded theory strategies for analysis of the data, it was discovered that the women managers dealt with this problem through a core process, labelled metamorphosis, a four stage process for overcoming assumptions. This core variable was the way these women managers moved from managing without confidence to managing with confidence and assurance.This process occurred over time having four stages, each involving different activities and strategies. The progressive spiral stages were: being in a quandary (struggling with incompatible and contradictory assumptions); observing, examining and reflecting (on the impact of internal and external assumptions on their behaviour in organisational contexts, then realising that opportunities existed); learning and reframing (the managerial skills in order to re-frame their assumptions about the traditional characteristics of a manager); and finally change and transformation into being confident managers, so developing women's presence in management.The findings generated a theory which proposed a managerial career development model for enabling women to manage with confidence and assurance. The outcome was a theoretical model which recognised the dynamic interaction between contexts (professional, organisational, political, economic, cultural, and research); a picture of women managers (personal beliefs, skills, characteristics, attributes of life long learning, relationship between life and career roles, and ways of changing contexts); and the inner energy force creating women's presence in health related organisations (core process and power of their metamorphosis).Contributing to the development of this theory of metamorphosis was the recognition that being and doing research with women involved valuing the personal learning process. This thread has been integrated into the research fabric to strengthen the reflective and personal experiences of research. Using and valuing women's stories enabled their voices and visibility to be taken out of the shadows and demonstrated that they can be pioneers in their own lives. The sense of collaboration in research, education, and community healing will gain from encouraging women to aspire to leadership and management positions.
43
Lynch, Doria Marie. "The Labor Branch of the Office of Strategic Services : an academic study from a public history perspective /". Thesis, Connect to resource online, 2007. http://hdl.handle.net/1805/1129.
Pełny tekst źródłaStreszczenie:
Thesis (M.A.)--Indiana University, 2007.Title from screen (viewed on August 8, 2007). Department of History, Indiana University-Purdue University Indianapolis (IUPUI). Advisor(s): Kevin C. Robbins, Melissa Bingmann, Robert G. Barrows. Includes vitae. Includes bibliographical references (leaves 123-127).
44
Field, James Allen. "Career Satisfaction, Adult Development, Academic Preparation, and other Demographic Characteristics of Pastors of Churches Affiliated with Western Evangelical Seminary". PDXScholar, 1988. https://pdxscholar.library.pdx.edu/open_access_etds/1358.
Pełny tekst źródłaStreszczenie:
Purpose. This study was designed to explore possible relationships between the levels of job satisfaction, the stages of adult development, especially as defined by Levinson, and the type and extent of formal educational preparation for pastoral ministry. The primary assumption was that higher levels of education enable the pastor to move through the progressive stages of adult development with a higher level of career satisfaction. Procedure.The data were obtained through a survey of the pastors of the western judicatories of the seven denominations which are in trustee relationship with Western Evangelical Seminary. A three-part questionnaire was developed, including the Ministerial Job Satisfaction Scale developed by J. Conrad Glass (1976), and the Assessment of Developmental Issues developed by J. Ta1ifero Brown (1985). Questionnaires were mailed, and 279 were analyzed. Summary of Findings and Conclusions. Analysis of Part I of the questionnaire provided a profile of this clergy sample, including data on age, sex, educational levels, involvement in continuing education, pastoral experience before and after completion of formal education, growth patterns of church and community, ordination status, worship attendances, pastoral position, career changes, desired retirement age, and career satisfaction. Data from Parts II and III were combined with the Part I profile to answer six research questions. The following findings and conclusions were identified: (a) the Master of Divinity was the degree of preference and resulted in higher levels of satisfaction than the M.A. from a seminary; (b) adult development is related to chronological age but not education; (c) chronological age, divided into Levinson's stages worked equally well as the ADIS scale in identifying the adult life cycle stage. Three concerns were expressed: (a) there is a need for adequate staffing, especially in smaller churches, both volunteer and professional; (b) good work was recognized by denominational supervisors, but it was not accompanied by adequate assurance of career advancement; (c) nearly one-fourth of the clergy felt their wives would rather not be married to a minister.
45
Griffin, Brindlea Wilson Witte James E. "Investigation of the effects of office referrals and absentees on the grade point average of career technical students". Auburn, Ala, 2008. http://repo.lib.auburn.edu/EtdRoot/2008/SPRING/Educational_Foundations,_Leadership_and_Technology/Dissertation/Griffin_Brindlea_8.pdf.
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Nalmpantis, Kyriakos. "Time on the Mountain: The Office of Strategic Services in Axis-Occupied Greece, 1943-1944". [Kent, Ohio] : Kent State University, 2010. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=kent1271704826.
Pełny tekst źródłaStreszczenie:
Thesis (Ph.D.)--Kent State University, 2010.Title from PDF t.p. (viewed May 17, 2010). Advisor: S. Victor Papacosma. Keywords: Greece; resistance; civil war; occupation; axis; violence. Includes bibliographical references (p. 325-339).
47
Baca, David Ray. "Dimensions of service quality of the University of Arizona Sponsored Projects Services Office internal customers". Texas A&M University, 2006. http://hdl.handle.net/1969.1/4720.
Pełny tekst źródłaStreszczenie:
When a service transaction occurs between a service provider and a customer
there are dimensions of that transaction that are essential to making the customer feel
satisfied with the transaction. Zeithaml, Parasuraman and Berry measured those
dimensions for transactions that occur between the service provider and an external
customer with a survey tool named SERVQUAL. It is theorized that for the external
customer to be satisfied with the service transaction, the employees of the service
provider must also be satisfied with transactions between the employees, or internal
service quality. Those dimensions of internal service quality, or the satisfaction
employees feel with each other, have not been described in a higher education setting.
The purpose of this study was to determine the goodness of fit between the original
SERVQUAL external service quality dimensions and those internal service dimensions
identified by the University of Arizona Sponsored Projects Services Office (UASPSO).
Through the identification of these dimensions a model of the culture of service quality of
the UASPSO was also developed. Sixteen of the 25 Sponsored Projects Services Office
employees were interviewed in 2005 to collect data concerning the validity of the original
SERVQUAL dimensions and any new dimensions that might be identified with respect to internal service quality. Interviews were conducted using qualitative and constant
comparison methods.
Of the original ten SERVQUAL service quality dimensions described by
Zeithaml, Parasuraman and Berry, Access, Communication, Competence, Reliability,
Responsiveness and Understanding the Customer were found to apply to the construct of
internal service quality in the Sponsored Projects Office. Reliability, Responsiveness and
Understanding the Customer were subsumed under the new dimension of Mutualism.
Credibility, Courtesy and Security were found not to apply, while Tangibles applied only
as it supported Access and Communication. Tangibles, Access and Communication were
subsumed under the new dimension of Approachability. All eight dimensions are found
in the task-oriented realm of the processes and procedures of the Office. An additional
five dimensions were also described as applying to internal service quality. Flexibility,
Decision-making and Accountability are evident as task-oriented dimensions.
Professionalism and Collegiality are evident as non-task-oriented dimensions. The study
also described the impact of the culture of the organization on internal service quality.
The managerial implications of this study were also suggested.
48
Vazi, Malibongwe Matthews. "An investigation of the usage of lean in a South African Revenue Services branch office". Thesis, Nelson Mandela Metropolitan University, 2008. http://hdl.handle.net/10948/883.
Pełny tekst źródłaStreszczenie:
Lean philosophy is based on the continuous quest to improve the organisation’s processes by creating a culture and operating principles which eliminate all non value adding activities within organisation‘s processes. Manufacturing firms consider the adoption of the Lean tools as basic requirements for achieving World Class operational excellence or Best Practice. For some time, lean has been used by the manufacturing organizations. Most organizations understand that lean will help them survive global competition and stay in business. According to Hanna (2007:1), service industries, in general, are a long way behind manufacturing in terms of operations and improvements, and not all lean manufacturing ideas translate from the factory floor to office cubicle. The objective of this study is to investigate how lean manufacturing tools can be used to improve efficiency, customer service and enhance the embedding of a continuous improvement culture in the South African Revenue Services East London office Taxpayer Service business area. The activities that took place in the Taxpayer Service business area from 21 July 2008 until 31 October 2008 were observed. During the observation period, taxpayer services staff members were engaged formally, using surveys to assess their underlying mindset and behaviour as well as informally, using unstructured interviews to solicit more information on activities taking place and the reasoning behind certain actions. The movements of taxpayers who visited the branch office were monitored and the time it took for taxpayers to be assisted was measured as well as the time it took taxpayers to be assisted by a service agent or service consultant. To see if the available resources were used efficiently, the numbers of service channels available were compared to the number of service channels occupied. The results of the survey and observations are analysed and interpreted.
49
Kyeyune-Nyombi, Elizabeth Mary Kalebu. "A communications audit for the Office of Enrollment Services at California State University, San Bernardino". CSUSB ScholarWorks, 1989. https://scholarworks.lib.csusb.edu/etd-project/495.
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McDonald, Brian R. "A qualitative study of clergy career satisfaction, functioning, and clergy-congregant relations". W&M ScholarWorks, 2004. https://scholarworks.wm.edu/etd/1550154130.
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