In America, certain attributes and behaviors become more publicly acceptable and more prominent in personalities as an individual matures in their chosen career path. The elite position in society of medical practitioners has been threatened during the 20th Century by new and increasing market pressures. The main hypotheses addressed in this project is the determination of the directional change of the attitudes that represent professionalism as a physician gains experience in the current medical environment and whether these attitudes change as a result of rural setting or specialization in medical practice. This project will also try to determine the reliability of a Likert scale survey instrument, designed and refined through principals of organization behavior theory in the late 1960s by Richard H. Hall. Using this tool, professional attitudes were measured in an original sample of randomly selected physicians drawn from the membership of a rural medical organization and differences were examined using bivariate analyses. The additional influences of medical tenure, organizational size and discipline specialization were also analyzed using bivariate analysis to determine if life experience (tenure, location and specialty choice) positively affects core attitudes of professionalism in medical practice. Results reflect the changing market environment and population demographic changes in rural medical practice, while also demonstrating a significant difference between physicians practicing solo without the support of a group structure. / Master of Science

No / This book draws on case studies of language management within British organisations to examine the decisions they make about language diversity in their professional communications in order to be successful in a multilingual world. It explores the practices that the organisations use to manage language diversity in interorganisational relationships, and why certain practices occur in some situations and not others. The book highlights how organisations rely on individual employees to perform a variety of language tasks and the implications of this; the effect of English as a global lingua franca; and the translation challenges which organisations face. The book demonstrates that practices to manage language diversity are often a result of the resources organisations have at given moments in time, rather than being part of a deliberate language management strategy.

Professional Development 2001 has been proposed by the Commission on Dietetic Registration as a new system for recredentialing dietetic practitioners to better ensure professional development. Changes include self-directed learning and reflective inquiry, new, unfamiliar concepts to this profession. To date, neither the Commission on Dietetic Registration nor the American Dietetic Association have offered a systematic review of these concepts and their implications for practice. As practitioners begin to consider this proposal in relation to their practice, the broader perspective of adult education research and theory can provide insight, depth and context to enlighten its use. A critical analysis was undertaken to demonstrate how Professional Development 2001 embodies the concepts of self-directed learning, reflective inquiry, and lifelong-learning and why these concepts are important as a means of assuring professional competence. Implications for practice are discussed. / Master of Science

<p dir="ltr">This study investigated the impact of simulation training on the development of intercultural competence (IC) through the VR and 360-video platforms. The comparisons were conducted between the two platforms in terms of their impact on training experience and effectiveness. Training experience included affective and cognitive experience. Training effectiveness included training reactions, training outcomes, and training impacts. Moreover, some influencing factors that affect the training experience and outcomes, such as individual and training platform characteristics, were examined.</p><p dir="ltr">The sample for this study consisted of 198 university students, with 99 in the VR and 99 in the 360-video group. Data were collected through self-reported questionnaires, self-reflective open-ended responses, biometric data collected during training intervention, and interviews. An integrated evaluation model incorporating quantitative, qualitative, and biometric methods was employed to assess training experiences and effectiveness. The influences of trainee and training platform characteristics were examined through path analyses.</p><p dir="ltr">Overall, the findings revealed several significant differences between the VR and 360-video platforms in IC development. The main significant differences exist in training outcomes and affective training experience. Participants in the 360-video group reported greater changes in IC components (e.g., cognition, attitude, behavior), while VR simulation training provides a more affective training experience, particularly in engagement and emotional arousal. Mediation analyses explored the influence of trainee and platform characteristics on training outcomes through affective and cognitive experiences. The thematic analysis of the interviews provided an in-depth understanding of trainees’ perceptions of simulation training.</p><p dir="ltr">The study contributes to the understanding of VR and 360-video as effective tools in IC development and provides a number of implications for the researchers and T&D practitioners.</p>

The problems of this research report were threefold: 1. To trace the history of the unionization of engineers from its inception to the present time. 2. To present the arguments of those individuals and groups who practice and favor engineering unionization, and to set fort the counter-arguments of those individuals and groups who reject unionization for engineers. 3. To summarize the facts and opinions discovered and, in view of these findings, to draw conclusions on the merits and the trend of engineering unionization.

The problem of this thesis was to study the codes of thirteen other states and, in addition, the codes of Texas and the National Education Association, were selected because of the realization that a very small per cent of the teaching profession knows of the existence of such codes and a still smaller per cent knows anything at all of the content of the codes.

Syftet med denna studie är att undersöka och kartlägga hur medarbetarna på ett företag som arbetar med kompetensutveckling resonerar kring sin egen kompetensutveckling, detta i relation till företagets kompetensutvecklingskultur. De två formulerade frågorna är; Hur ser företagets kompetensutvecklingskultur ut ur medarbetarnas perspektiv samt Hur ser medarbetarnas individuella kompetensutvecklingskultur ut ur medarbetarnas perspektiv. Studien gjordes i samverkan med ett företag och studiens empiri bygger på en enkätundersökning med 69 konsulter som arbetar på olika enheter inom företaget. Den teoretiska referensramen består av Bryk och Schneiders teori om relationell tillit och Wermkes teori om kompetensutvecklingskultur. Studien utgår från tidigare forskning som behandlar kompetensutvecklingskultur ur ett kontextuellt sammanhang samt hur lärande kan beskrivas som en dynamisk process som oavbrutet förändrar individers sätt att tänka, deras uppfattningar och intellektuella förmågor utifrån deras kulturella och sociala kontext. Tidigare forskning berör även hur avgörande förståelsen för såväl den historiska som den konceptuella kontexten är för att skapa tillit inför olika val av källor för kompetensutveckling hos lärare samt forskning som visar på ett starkt statistiskt samband mellan ökad akademisk produktivitet och tillit. Ur resultatet kan utläsas att medarbetarna upplevde att de i hög utsträckning själva tog initiativ till sin kompetensutveckling och att beslutet om kompetensutveckling i hög utsträckning fattades tillsammans med en överordnad. Vidare framkommer det ur resultatet att tilliten på företaget generellt är hög. Dessutom tyder resultaten med några få undantag på att det finns en stark kompetensutvecklingskultur på företaget som grundar sig på idén att det finns en gemensam professionell kultur bland de anställda och att de har gemensamma uppfattningar om hur kompetensutveckling äger rum på företaget.

In this academic essay I explore and reflect upon number of a number of questions arising from a dilemma. The dilemma comes from a situation where primary teachers with a specialization in extended school education (“recreation centre teachers”) is subject to contradictory demands and expectations in their job situation. I have searched for causes and new perspectives on the dilemma by exploring the role, mission and professional identity for this category of teachers. I find that a clear role as a teacher and a clear mission within the school is not present. Based on this I investigate different strategies and opportunities for the recreation centre teachers to use their competence and find their mission within the school based on the regulatory demands and different perspectives on learning. I find a need for further formalization of the role and mission and also opportunities for the recreation centre teacher to complement the traditional class room education with their own competences and different perspectives on education and learning.

Thesis (MCur)--Stellenbosch University, 2012. / ENGLISH ABSTRACT: There is no formal succession plan for paediatric professional nurses (PNs) in academic, tertiary hospitals in the Western Cape. A lack of a succession plan could have major implications for the sustainability of effective and efficient health care services (Department of Health, DoH, 2010:1). Therefore, a systematic scientific investigation is required to determine the opinions of PNs regarding the characteristics or criteria for a succession plan in a paediatric organization. The aim of this study was to determine the opinions of paediatric PNs regarding succession or career planning in academic, tertiary hospitals in the Western Cape. A quantitative approach with an exploratory, descriptive, non-experimental design was applied by means of a questionnaire survey which consisted of closed and openended questions. Reliability and validity were assured by means of a pilot study and consultation with nursing experts and a statistician. Cronbach’s alpha test was used to test for internal consistency between the responses to the 3-point Likert scale and dichotomous questions on the characteristics of an ideal succession plan. The data was collected by means of a self-administered, structured questionnaire to elicit opinions regarding the characteristics of an ideal succession plan that includes a career plan. Ethical approval was obtained from the Health Research Ethics Committee of the University of Stellenbosch. Permission for access to the hospitals was obtained from the hospital and nursing managers. Informed written consent was obtained from the participants. The questionnaires were distributed personally by the researcher at two hospitals and via the assistant manager in nursing at one hospital. Data was analysed by the statistician and descriptive statistics were presented by means of frequency distribution tables and histograms. Furthermore, the existence of relationships between variables was compared by means of a t-test or when assumptions of the t-test were not fulfilled an appropriate non-parametric test was considered. The results were evidence of the need for the development of a succession plan based on Benner’s Novice to Expert Model for paediatric PNs in academic, tertiary hospitals in the Western Cape. In addition, participants’ opinions on the value of a succession plan, including a career plan showed multiple benefits that will outweigh its challenges once developed and implemented. Recommendations are based on the scientific evidence that show the urgent need for the development and implementation of a formal five level skill-based clinical training programme that includes a 360-degree feedback system for paediatric PNs by means of an integrated, collaborative approach. The development and implementation of a formal succession plan will strengthen and enhance the retention of the various levels of competent, proficient and expert paediatric PNs. In addition, a formal succession plan will attract and motivate the novice and advance beginners to progress to competent, proficient and expert levels. / AFRIKAANSE OPSOMMING: Daar is geen formele opvolgplan vir pediatriese professionele verpleegpersoneel in akademiese tersiêre hospitale in die Wes-Kaap nie. ’n Gebrek aan ’n opvolgplan kan ernstige gevolge vir die volhoubaarheid van effektiewe en doeltreffende gesondheidssorgdienste inhou (DoH, 2010:1). Dus, is ’n sistematiese wetenskaplike ondersoek nodig om die opinies van professionele verpleegpersoneel te bepaal, ten opsigte van die eienskappe of kriteria vir ’n opvolgplan in ’n pediatriese organisasie. Die doel van hierdie studie was om die opinies van pediatriese professionele verpleegpersoneel te bepaal ten opsigte van ’n opvolg- of beroepsplan in akademiese, tersiêre hospitale in die Wes-Kaap. ’n Kwantitatiewe benadering met ’n ondersoekende, beskrywende, nie-eksperimentele ontwerp is toegepas deur gebruik te maak van ’n vraelysopname wat bestaan het uit geslote en ope-vrae. Betroubaarheid en geldigheid is verseker deur gebruik te maak van ’n loodsondersoek en raadpleging van verpleegkundiges en ’n statistikus. Cronbach se alpha-toets is gebruik om te toets vir interne konsekwentheid tussen die response tot die 3-punt Likertskaal en tweeledige vrae oor die kenmerke van ’n ideale opvolgplan. Die data is gekollekteer deur gebruik te maak van ’n selfgeadministreerde, gestruktureerde vraelys om opinies te onthul ten opsigte van die kenmerke van ’n ideale opvolgplan, wat ’n beroepsplan insluit. Etiese goedkeuring is verkry van die Gesondheidsnavorsing se Etiese Komitee van die Universiteit van Stellenbosch. Toestemming vir toegang tot die hospitale is verkry van die hospitaal en verpleegbestuurders. Ingeligte skriftelike toestemming is van die deelnemers verkry. Die vraelyste is persoonlik versprei deur die navorser by twee hospitale en via die assistentbestuurder wat by een van die hospitale verpleeg. Data is geanaliseer deur die statistikus en beskrywende statistiek is aangebied by wyse van frekwensie verspreidingstabelle en histogramme. Voorts, is die bestaan van verwantskappe tussen veranderlikes vergelyk, deur gebruik te maak van ’n ttoets of waar veronderstellings van die t-toets nie bereik is nie, is ’n gepaste nieparametriese toets oorweeg. Die resultate is bewys van die behoefte vir die ontwikkeling van ’n opvolgplan wat gebaseer is op Benner se Novice to Expert Model vir pediatriese professionele verpleegpersoneel in akademiese, tersiêre hospitale in die Wes-Kaap. Daarbenewens, het deelnemers se opinies die waarde van ’n opvolgplan wat ’n beroepsplan insluit, die veelvoudige voordele wat dit inhou getoon wat die uitdagings sal oortref, sodra dit ontwikkel en geïmplementeer word. Aanbevelings is gebaseer op die wetenskaplike bewys wat dui op die dringende behoefte vir die ontwikkeling en implementering van ’n formele vyfvlak vaardigheidsgebaseerde kliniese opleidingsprogram wat ’n 360-grade terugvoersisteem insluit vir pediatriese professionele verpleegpersoneel deur middel van ’n geïntegreerde, medewerkende benadering. Die ontwikkeling en implementering van ’n formele opvolgplan sal die retensie van die verskeie vlakke van bekwame, vaardige en kundige pediatriese professionele verpleegpersoneel versterk en bevorder. Boonop sal ’n formele opvolgplan nuwelinge en gevorderdes trek en motiveer om te ontwikkel tot bekwame, vaardige en kundige vlakke.

This dissertation is a microanalytic investigation of professional communication in beauty salons in the United States and Japan. In particular, it centers on the analysis of a common, yet very important occurrence found in cosmetology sessions: what I call the "service-assessment sequence", in which service-provider and client determine whether or not the completed work in a given session is adequate. This is a crucial moment in the haircutting activity (and in other fields of the service industry) in order to bring a satisfactory closure to the session, as well as maintain a healthy relationship for future sessions, retain clients in general, and ensure client satisfaction overall. Using the methodological frameworks of microethnography and conversation analysis, I examine the moment-by-moment unfolding of interaction, focusing on how participants smoothly conduct the service-assessment sequence and how they achieve the successful completion of a service encounter through a number of tactics. The findings include: the participants' systematic coordination of talk and physical inspection through multiple second pair parts; the participants' coordination of talk and action to negotiate sequence closure; the participants' professional use of head nods in the middle of physical inspection and at sequence completion during service encounters in Japan; and the participants' employment of a unique combination of verbal and embodied actions to transform the event of revision into a mutual decision. These findings suggest several important aspects of professionalization in beauty salons. Notably, the professionals' ability to harmonize talk and action is a special trait. Also, despite the fundamental regularities, the service-assessment sequence is frequently adapted to specific circumstances of each beauty salon that may vary across different services and cultures. Finally, the production of professional assessments and agreements are achieved by the participants' constant work on dramatization through the use of various communicative resources. The study is applicable not only to the field of cosmetology, but to a range of professional-client interactions where people evaluate the quality of service with their subjective perspectives, enhancing our understanding of negotiation-in-interaction in the workplace and what it means to professionalize communication in such situations. / text