<p> <b>Purpose.</b> The purpose of this quantitative study was to compare the generational cohorts of Baby Boomer, Generation X, and Generation Y/Millennial, as defined by Howe and Strauss (2007), in terms of learning style preferences in the United States. </p><p> <b>Methodology.</b> A non-experimental, retrospective, causal-comparative research design was used to determine whether the independent variable, generational cohort, was correlated with the dependent variable, learning style preference, by comparing Baby Boomers, Generation X, and Generation Y/Millennials. Participants were recruited through an online survey and invited to participate via email to electronically complete the Felder-Soloman Index of Learning Styles (ILS), a 44-item assessment of learning style preference. Results were analyzed using non-parametric chi-square tests of independence in SPSS software. </p><p> <b>Findings.</b> The chi-square analyses did not result in a significant difference between the learning style preferences of the generational cohorts. The cohorts were similar on the four dimensions of learning style preferences. On a macro level, the generations were predominately represented by preferences for reflective, sensing, visual, and sequential learning styles. Generation Y&rsquo;s preference for active and visual learning was higher than the other generations. On a micro level, Baby Boomers and Millennials were the most similar (identical on 12 metrics), followed by Generations X and Y (identical on seven metrics), and by Baby Boomers and Generation X (identical on three metrics). </p><p> <b>Conclusions.</b> The variety of learning style preferences and the similarities among the sample inform decisions about the design and delivery of training. A variety of learning style preferences are present in any generation, and organizations should be cautious about adopting stereotypes that lack empirical evidence to support assumptions about generational differences in learning style preferences. </p><p> <b>Recommendations.</b> Focusing on generational differences is not necessary when designing and delivering training. Organizations will benefit from applying adult learning theory and evaluating the learning style preferences of their unique training audiences. Future studies should include a larger sample size from a global population, include Generation Z, and use additional or different learning style assessments.</p>

<p> The purpose of this research was to determine the effectiveness of a teacher training program in distance education (EAD) offered in a private institution of a higher education system located south of Puerto Rico. In order to achieve the objectives, the research was carried out with the application of Stufflebeam CIPP Model for program evaluation, specially focused on process and product phases.</p><p> The sample was composed of professors who participated in the Training Program. These participants were given a questionnaire designed for this research and related to the two stages: process, product and effectiveness of the program, as well as their satisfaction on aspects related to the training received. A Likert scale was used to identify the responses.</p><p> The research was framed in a quantitative and non-experimental methodology that was based around three research questions. The data obtained with the administration of the questionnaire were analyzed through the program SPSS 21. These data were analyzed and calculated through the descriptive statistics with the calculation of the frequency measurements.</p><p> After analyzing the data obtained and based on the results obtained and reported the highest percentages in the scale of "Totally agree" and "Agreed" it was shown that in the opinion of the participants, the training program for the teacher training in DE is effective with respect to the purpose of their design and participants are satisfied with the training received. The data collected in this study may support educational institutions to design training programs for professional development.</p>

<p> A review of research regarding acceptance of online degrees by employers returns contradictory results. The current research focused on human resources recruiters&rsquo; perceptions and biases toward traditional versus online education. Human capital theory, signaling theory, and stakeholder theory formed the conceptual support for understanding the potential impact of bias toward online education. The researcher used semi-structured phone interviews with 18 recruiters as the data collection method. A purposive sample ensured that the participants were selected appropriately. Interviews were transcribed, coded, and manually analyzed for themes related to the acceptance of online education. Eighty-three percent of respondents believed online and traditional educations are equal among accredited institutions. This finding marks a change from previous studies that have found mixed attitudes among employers about online education. The perceived lack of social interaction inherent in online education and reputation of specific institutions were concerns. The results suggest that attitudes toward online education are changing to a more favorable view. The majority (83%) of participants indicated online education was equal to traditional education when reviewing resumes. The researcher recommends that online students participate in outside the classroom social activities to compensate for perceived lack of social interaction. Institutions offering online programs should obtain or maintain accreditation and strengthen their reputation for their graduates to be acceptable to business recruiters.</p>

<p> The purpose of the study was for the researcher to explore adult education techniques and tools that could be used to explore eating habits within research study groups. The participants enrolled in the research study groups brought their own way of thinking on eating habit discussions based on their unique experience in life. The researcher explored different techniques that could help improve the participants&rsquo; quality of life and other positive solutions to benefit the participants. </p><p> This research study explored the impact of learning contracts on participants with eating habit research-based study groups. The study explored the degree to which learning contracts may be a beneficial tool to positively impact eating habits. Pre and post-surveys were administered within the research groups that participated. The purpose behind the study was to learn the impact learning contracts could have on eating habits. In addition, the study explored differences, positive impacts, benefits, and outcomes for participants utilizing learning contracts on eating habits.</p><p>

Thesis (B.A.)--University of Sydney, 1967. / Title from title screen (viewed 5th March, 2009) Submitted in fulfilment of the requirements for the degree of Bachelor of Arts to the University of Sydney. Degree awarded 1961. Includes bibliographical references. Also available in microform.

Thesis (Ph. D.)--University of Wisconsin--Madison, 1974. / Typescript. Vita. eContent provider-neutral record in process. Description based on print version record. Includes bibliographical references.

Thesis (Ph. D.)--University of Wisconsin--Madison, 1968. / Typescript. Vita. eContent provider-neutral record in process. Description based on print version record. Includes bibliographical references.

<p> This study investigated the difference in the impact of several different online teaching strategies on student self-efficacy to work with suicidal clients. An online written module, written module plus online synchronous role play, and written module plus online synchronous discussion groups comprised the teaching strategies utilized in the treatment groups. Ninety-one counseling students made up the sample for the pre-test/post-test/control group design. An Analysis of Covariance was conducted on the post-test self-efficacy scores to determine if there were differences between the groups. Pre-test scores and hours of prior training and experience were used as covariates in the analysis. Although a significant difference was not found between the treatment groups, the findings from this study provide counselor educators guidance on how and when to offer training on working with suicidal clients within the counseling curriculum.</p><p>

<p> This correlational study explored the relationship between feedback and self-efficacy in training counseling students. Specifically, it focused on perceptions of supervisory feedback and the relationship with self-efficacy, as well as attitudes towards corrective feedback and the relationship with self-efficacy. The focus was feedback given in residency supervisory settings, such as those used for training in online counseling programs. One hundred and forty-one participants were selected from eight CACREP (Council for Accreditation of Counseling and Related Educational Programs) accredited online counselor education programs using residency supervisory trainings to supplement online courses. Participants completed a demographics questionnaire, a researcher designed questionnaire that measured perceptions of feedback, the Counselor Self-Efficacy Scale (CSES), and the Corrective Feedback Instrument-Revised (CFI-R). Results showed a small but significant positive correlation between perceptions of corrective feedback and self-efficacy, however there was no significant correlation between perceptions of positive feedback and self-efficacy. There was also no significant correlation between attitudes towards corrective feedback as measured by the CFI-R and self-efficacy as measured by the CSES. While the overall model of regression between the CFI-R (factors and total score) and the CSES was not significant, there were several significant negative correlations between CFI-R factors and CSES. The researcher discusses implications for counselor educators and researchers as well.</p><p>

<p> This study investigated the construct of the learning organization, providing a qualitative analysis of how learning occurs in financial organizations through the lens of Marquardt&rsquo;s (2011) Systems Learning Organization Model. Data were gathered through five methods: the Learning Organization Profile survey, with 63 participants; document review; observation; focus groups with 10 participants; and one-on-one interviews with 10 participants. </p><p> Five conclusions were drawn based on the evidence gathered. (1) In a highly regulated financial institution, employees engaged in learning activities beyond the compliance and job-required training. (2) Organizational learning capability was increased through implementation of cross-functional programs and encouragement of informal dialogue across departments and multiple levels of management. (3) The leadership encouraged employees to create partnerships within and outside of the organization. (4) The financial organization was driven to innovate by reviewing customer/employee feedback, by monitoring trends outside the organization, and by examining changes mandated by new laws. (5) The organization used adaptive computer algorithms to enhance learning and on-the-job performance. Future research is needed to continue explore learning organizations and ways to modify existing learning organization models to capture the complexities of today&rsquo;s business environment.</p><p>