In recent years, American interest in motorsports has experienced increasing growth as the potential impact of the industry' on state and local economies has been recognized. At the same time, an increasing number of college students have begun to express an interest in career opportunities in the motorsport industry. This paper will provide a first look at the extent of management-oriented career options in motorsports. In addition, a case study of a partnership between a university and motorsport venue, established to support the academic preparation of students interested in a career in the motorsport industry, will be discussed.

This study was conducted to determine if employers were inclined to discriminate between two-year and four-year educated accountants in making hiring and promotional decisions. In addition, accounting graduates of two-year and four-year institutions were studied to see if there were differences between these two groups in regard to educational programs taken, perceptions of the benefit received from the courses taken, salaries received, and views concerning employer hiring and promotional practices. This study included three different groups consisting of 39 employers in the private business sector as well as 43 two-year accounting associate degree graduates and 43 bachelor accounting degree graduates. A sample of businesses from the Wasatch-Front Area of the State of Utah was drawn and personal interviews held in order to collect the desired data. Conclusions based upon the significant differences found during the analyses of the data indicated that employers paid four-year accounting educated graduates higher salaries and believed these graduates did not need as much additional education as two-year graduates when education was a criteria used in determining promotions. Employers indicated, too, that four-year accountants were better prepared educationally to handle "detailed and difficult accounting tasks," as well as "accounting theory and principles." There was a difference in the accounting educational programs taken between two-year and four-year accounting graduates. Differences were found in 21 courses, with four-year graduates having had more instruction in 19 of these subjects while the two-year graduates had more exposure in two of the courses. The benefits received from courses taken was also viewed differently by accountants. The four-year graduates earned a significantly higher salary and were given more opportunities for financial assistance in upgrading accounting skill and knowledge. Conclusions based on similar opinions and views revealed that most employers were willing to hire graduates from postsecondary schools without previous work experience and considered graduates from the various postsecondary educational institutions as being adequately prepared to handle the positions to which they were assigned. Most employers also deduced that graduates did need additional education in certain areas and believed that accounting internships would have been helpful. Most companies did not have a policy dictating annual salary increases nor job advancement plans for accounting personnel. Most accountants on the job had been with their current employer between three and four years, and the time spent in their present positions was slightly over two and one-half years. Most accountants believed that an internship experience would have been beneficial to them prior to their entering the work force and would have been willing to work for a company in connection with their school preparation.

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The shortage of secondary agricultural education teachers within the United States is nothing new. Several studies have investigated the supply and demand of secondary agricultural education teachers to fill teaching vacancies. However, learning how to prevent secondary agricultural education teacher attrition is another problem. The purpose of this research was to determine the effect education level attainment and method of teacher certification of secondary agricultural education teachers in Region IV (Illinois, Indiana, Kentucky, Michigan, Missouri, and Ohio) of the National Association of Agricultural Educators had on who may be at risk for leaving the teaching profession. Risk analysis was based on the constructs 1) Alternative Career Opportunities, 2) Expectations versus Realities, 3) People Frustrations, and 4) Passion for the Profession. A descriptive and ex post facto, causal comparative design was utilized for this study. The population for this study consisted of 2,125 secondary agricultural education teachers in Region IV of the National Association of Agricultural Educators. Participants (n = 425) were randomly selected based upon a 20% sample size from each of the states within NAAE Region IV. Potential participants were emailed invitations to participate as well as an active link to the survey through Qualtrics® program. A final sample size (n = 137) was used once missing and incomplete data were removed leaving a 33.3% response rate. Data analysis revealed that secondary agricultural education teachers in the sample were primarily male (61%), most often held a Bachelor’s plus degree (28%) as the highest level of education obtained, were traditionally certified (87.6%) and taught an average of 11.7 years. Seventyive percent of respondents were married. The results indicated the Expectations versus Realities construct as having the highest attrition risk means followed by Alternative Career Opportunities, People Frustrations, and Passion for the Profession. There were no differences found for the overall attrition risk and four constructs when comparing traditionally and alternatively certified secondary agricultural education teachers. Additionally, no differences were found in overall attrition risk scores and the four construct scores among educational levels for secondary agricultural education teachers in Region IV.

Darbo tikslas. Įvertinti bendrosios praktikos slaugytojų nuomonę apie jų profesinius interesus ir karjeros galimybes. Darbo uždaviniai. 1. Nustatyti slaugytojų nuomonę apie jų profesinius interesus ir darbo vertybes; 2. Išaiškinti slaugytojų nuomonę apie jų motyvaciją dirbti; 3. Įvertinti slaugytojų nuomonę apie karjeros galimybes; 4. Palyginti slaugytojų nuomonę apie jų profesinius interesus ir karjeros galimybes tarp skirtingo amžiaus slaugytojų. Tyrimo metodika. Tyrimo objektas – slaugytojai, dirbantys Klaipėdos universitetinėje ligoninėje terapiniuose skyriuose. Tyrimo metodai – slaugytojų anketinė apklausa, kurios duomenys apdoroti kompiuterine programa SPSS for Windows 17.0 versija. Tyrimo rezultatai ir išvados. 1.Slaugytojų nuomone, didžiausią reikšmę profesiniam apsisprendimui pasirinkti slaugytojo profesiją turėjo polinkiai ir interesai - 60,1 proc. Daugelio respondentų manymu, mediko profesijoje svarbiausia darymas gera žmonėms (100 proc.), naudingumas visuomenei (89,9 proc.) bei bendravimo galimybė (79,9 proc). 2. Labiausiai slaugytojas darbui motyvuotų didesnis darbo užmokestis (79,9 proc.), geresnės darbo sąlygos (70,3 proc.) bei pagyrimai iš vadovų bei kolegų (60,1 proc.). 3. Svarbiausi profesinės kvalifikacijos kėlimo motyvai tarp slaugytojų yra licencijos pratęsimas (100,0 proc.), siekis būti paaukštintai (60,1 proc.) bei siekis būti kompetentinga (50,2 proc.). 4.a)Vertinant profesinius interesus, įvairaus amžiaus slaugytojų nuomone, mediko profesijoje... [toliau žr. visą tekstą] / Aim of the study. To evaluate nurses’ opinion about their professional interests and career opportunities. Objectives. 1. To find out nurses’ opinion about their professional interests and work values. 2. To find out nurses’ opinion about their motivation to work. 3. To evaluate nurses’ opinion about their career opportunities. 4. To compare nurses’ opinion about their professional interests and career opportunities between different age nurses. Methodology: Investigative – nurses, which are working in Klaipėda University hospital medical wards. Investigation method – quantitative questionnaire. Statistical analysis has been made by using SPSS for Windows 17.0 statistical software package. The results and conclusions of the study: 1.In nurses opinion, the biggest meaning for their professional choice of choosing nurses profession has person‘s likes and interests - 60,1 %. Most of the nurses think, that in nursing profession the main things are: doing good things for people (100 %.), utility for society (89,9%.) and communication opportunity (79,9%.) 2. The nurses would work better if they had bigger salary (79,9%.), better working conditions (70,3 %.) and compliments from leaders and colleagues (60,1%). 3. The main reasons why nurses rise their qualifications are: an extension of licence (100,0%), a wish to be promoted (60,1%) and a wish to be a competent in nursing field (50,2%). 4. a) The nurses of different age think, that in nursing profession is very important... [to full text]

Revisionsbranschen karaktäriseras av en hierarkisk organisation med tydliga karriärsteg för medarbetare att följa. För att nå den högsta positionen, partner, är en betydande faktor att medarbetare har en viss storlek på sin kundstock och därmed kan generera intäkter till byrån. Traditionellt har revisionsyrket dominerats av män, men de senaste decennierna har allt fler kvinnor etablerat sig i branschen vilket resulterat i en jämn könsfördelning. På de högre positionerna, såsom partner, dominerar trots det fortfarande männen. Jämställdhet är ett omdebatterat område och förändringar sker kontinuerligt. Syftet med studien är därför att skapa en djupare förståelse för orsakerna till kvinnors underrepresentation på partnernivå inom revisionsbranschen. Vidare kommer det undersökas om det finns skillnader mellan storstads- och småstadskontor som påverkar kvinnors möjlighet att göra karriär inom revisionsbranschen. Den teoretiska referensramen består dels av en grundläggande beskrivning av revisonsyrket och dess organisation, dels av genusteorier som kan förklara varför kvinnor inte återses i samma utsträckning som män på toppbefattningar i arbetslivet. Genom intervjuer med kvinnliga auktoriserade revisorer från småstads- respektive storstadskontor framkommer det att det finns goda möjligheter, oavsett kön, att avancera i karriären. Vår studie tyder på att flera av de teorier som förklarar kvinnors underrepresentation på högre positioner, såsom glastak och homosocialitet, inte upplevs förekomma i någon större omfattning i praktiken, istället är det till stor del är en tidsfråga innan även toppositionerna inom revisionsbranschen är könsbalanserade. Den främsta förklaringen till att kvinnor hamnar efter män i karriären tycks ändå vara att de är föräldralediga längre samt att deras karriärsambitioner förändras i samband med bildandet av familj. Den tydligaste skillnaden som framgår mellan storstads- och småstadskontor är att kvinnor på småstadskontor har begränsad tillgång till kvinnliga förebilder och kvinnliga mentorer vilket kan ha en negativ påverkan på deras karriär. / The audit industry is characterized by a hierarchical organization with clear career steps for employees to follow. In order to reach the highest position, partner, it is important that the employee has a certain number of clients and thereby can generate revenues for the agency. Traditionally, the audit profession has been dominated by men, but in recent decades an increasing number of women have started to work in the industry, which has resulted in a balanced gender distribution. Although, in the higher positions, such as partner, men still dominate. Gender equality is a debated issue and changes occur continuously. The aim of this study is therefore to gain a deeper understanding of the causes of women’s underrepresentation at the partner level in the audit industry. Furthermore, it will be examined if there are any differences between small city offices and large city offices that affect women's career opportunities in the audit industry. The theoretical framework consists partly of a basic description about the audit profession and its organization, and partly by gender theories that can explain why women are not seen at the top positions of the organizations in the same extent as men. Through interviews with female authorized public accountants from small city offices as well as large city offices, it is found that there are good opportunities, regardless of gender, to advance in the career. Our study indicates that several of the theories that explain women's underrepresentation in higher positions, such as glass ceiling and homosociality, are not perceived as something that occurs to a significant extent in practice, instead it is largely a matter of time before the top positions in the audit industry are gender balanced as well. Still, the main reason for women ending up beneath men in their careers seems to be that they are on parental leave longer and that their ambitions for career advancement changes when they have children. The most obvious difference between small city offices and large city offices is that women in small town offices have limited access to female role models and female mentors, which may adversely affect their careers.

People with foreign backgrounds are underrepresented in senior positions throughout the Swedish labor market. It is argued that in order to successfully achieve higher positions in organizations you should have Swedish-born parents. There have also been studies showing that minority groups in a society or within an organization are at high risk of facing career obstacles. The uneven distribution of labor is especially apparent in the Swedish auditing profession where the percentage of certified public auditors with a foreign background is approximately 3%. This aroused the interest to investigate how the auditor assistants, who are in the beginning of their career, perceive that ethnicity affects the opportunities for career development.  The survey was based on a number of theories and concepts to get an underlying understanding of the studied area. The concepts underlying the study include diversity, ethnicity and identity. Based on these concepts the empirical material has been collected through a qualitative approach in the form of semi-structured interviews. The study shows that most auditors assistants do not believe that ethnicity has an impact on career opportunities. Instead the own ambitions and driving force are lifted as crucial to how far you succeed in the industry. It is however implied, in different ways, that obstacles may occur because of the ethnic background. By categorizing to "we" and "the others", by putting obstacles for oneself and by the expectations that customers have of a certain type of auditor barriers for the ethnic minority are formed. / Personer med utländsk bakgrund är underrepresenterade på ledande positioner på hela den svenska arbetsmarknaden. Det hävdas att för att lyckas uppnå högre befattningar i organisationer ska man ha svenskfödda föräldrar. Det har även gjorts studier som visar på att minoritetsgrupper i ett samhälle eller inom en organisation löper stor risk att drabbas av karriärhinder. Snedfördelningen av arbetskraften syns inte minst i den svenska revisionsbranschen där andelen auktoriserade revisorer med utländsk bakgrund uppgår till cirka 3 %. Detta väckte intresset av att undersöka hur revisorsassistenter, som befinner sig i första karriärsteget, uppfattar att etniciteten påverkar möjligheterna till karriärutveckling.   Undersökningen har grundats på ett antal teorier och begrepp för att få en bakomliggande förståelse till det studerade området. De begrepp som legat till grund för studien är bland annat mångfald, etnicitet och identitet. Med utgångspunkt i dessa begrepp har det empiriska materialet samlats in via en kvalitativ metod i form av semistrukturerade intervjuer.   Studien visar att de flesta revisorsassistenter inte anser att etniciteten har en påverkan på karriärmöjligheterna. Istället lyfts de egna ambitionerna och den egna drivkraften fram som avgörande för hur långt du lyckas i branschen. Det antyds dock på olika sätt att hinder kan förekomma på grund av den etniska bakgrunden. Genom att kategorisera sig till ”vi” och ”de andra”, genom att sätta hinder för sig själv samt genom de förväntningar som kunderna har om en viss typ av revisor bildas barriärer för den etniska minoriteten.

Technological advances have created unlimited opportunities in education. Training and technology have merged to create new methods referred to as technology-based training. Technology-based training, for the purpose of this study, was defined as training that is delivered via the Internet, CD-ROM, or video conferencing either at a distance or in a local setting. A variety of forms of technology-based training were found throughout educational and workforce settings. The purpose of this study was to identify organizations that hire agriculture and life sciences students for positions involving technology-based training and identify competencies required for these positions from the perspective of the identified organizations. This study described the technologies that the identified organizations were using to design and deliver technology-based training, the audience to which the organizations were providing training, and the competencies that the identified organizations were seeking in potential employees. Findings from this study revealed a need for individuals with specialization in creating and providing technology-based training. Data suggested seven key skills and competencies needed to work in technology-based training: 1) instructional design, 2) technology/computer skills, 3) the ability to conduct a needs assessment, 4) interpersonal skills, 5) writing skills, 6) planning and organizational skills, and 7) evaluation skills. The identified skills and competencies related to technology-based training mirror those reported in previous research. Based on analysis of the data, it was concluded that students with expertise in these skill and competency areas are more marketable in organizations that hire agriculture and life sciences students.

This qualitative study aims to examine what career opportunities the Swedish employment service Arbetsförmedlingen can provide, as well as how the employees perceive their career development opportunities. Furthermore, we have touched on what it is that makes employees feel satisfied with their job and workplace, and also stay in the organization. The study was conducted on one of Arbetsförmedlingen’s offices in northern Sweden and the informants consisted of six employment agents, an executive assistant and a head of division. The result of the study has been analyzed using theories within the field of career development. Most of the informants have conveyed a positive description of their development opportunities and believe that it is possible to advance vertically as well as horizontally, and within their current role. However, differences were found among the informants regarding the importance of career. In addition several informants believe that the level of stress in the workplace is a problem and that Arbetsförmedlingen should do more to prevent stress.

Inom detaljhandeln anses könsfördelningen av de anställda vara jämställd, men när ledningspositionerna granskas visar det sig att det är män som dominerar på positionerna. Trots lagstiftningar för att främja en jämställd arbetsmarknad och det faktum att en förändring av könsfördelningen skett de senaste tio åren visar det sig ändå att underrepresentation av kvinnor på ledningspositioner kvarstår. Det framkommer även att kvinnors arbetsvillkor innefattar könsstereotyper och fördomar gällande deras ledaregenskaper samt ambitionsnivå vilket på sikt kan försvåra deras karriärförutsättningar och möjligheter att nå ledningspositioner. Syftet med den här uppsatsen är att förstå kvinnors upplevelser av att nå ledningspositioner som traditionellt besitts av män och de faktorer som påverkat kvinnornas karriärmöjligheter. I uppsatsen har fem intervjuer med kvinnor på VD-position i fem detaljhandelsföretag i Sverige har genomförts genom en kvalitativ studie. Materialet som samlats in visar att de här kvinnorna lyfter sina personligheter och egenskaper som de främsta anledningarna till att de nått sina ledningspositioner. Resultatet visar på glapp mellan teorin som belyser vikten av nätverk för att kvinnors karriärer ska möjliggöras, och empirin som talar för att de här kvinnorna inte anser att det är en viktig faktor. Teorin och empirin överensstämmer när det kommer till relationen mellan bristen på kvinnliga förebilder och underrepresentationen av kvinnor i ledningspositioner. Slutsatsen för uppsatsen är att de kvinnor som intervjuats inte har stött på några hinder på sin väg mot ledningspositioner inom detaljhandeln men att det finns en medvetenhet om att könsstereotyper och fördomar påverkar kvinnors karriärmöjligheter inom detaljhandeln. / In the retail sector is the gender balance of employees considered equal, but when management positions are examined, it appears that men dominate these positions. Despite legislation to support an equal labor market and the fact that a change in the gender balance has taken place over the past ten years, it still appears that an underrepresentation of women in management positions remains. It also shows that women's working conditions include gender stereotypes regarding their leadership skills and ambition level, which in the long term can obstruct their career prospects and opportunities to achieve management positions. The purpose of this bachelor thesis is to understand women's experiences of reaching management positions that is traditionally occupied by men and the factors that affect women's career opportunities. Five interviews with women at the CEO's position in five retail companies in Sweden have been conducted in a qualitative study. The empirical data shows that these women raise their personalities and attributes as the main reasons for reaching their leadership positions. The result shows a gap between the theory that highlights the importance of networking to make women's careers possible, and empirical evidence that these women do not consider it an important factor. Theory and empirical evidence correspond when it comes to the relationship between the lack of female role models and the underrepresentation of women in management positions. The conclusion of this paper is that the women interviewed have not encountered any obstacles on their way to management positions in retail, but that there is awareness that gender stereotypes and prejudices affect women's career opportunities in retail.