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No description available.

The research focused on the identification of entry-level competencies needed by Bachelor of Science in Nursing (BSN) graduates who will begin employment in acute healthcare agencies in the next 10 years in Tennessee. The purpose of the study was to gain increased awareness of the competencies needed by graduates of BSN programs in Tennessee in order to meet the demands of the acute healthcare agencies, in light of present and anticipated changes in the healthcare delivery system. The opinions of nurse educators, nurse administrators, recently graduated BSNs, and experienced BSN graduates were solicited to assess congruency of perceptions. In addition, the subjects were requested to indicate whether they had observed the competencies in new BSN graduates, rank-order the importance of the entry-level competencies, list any additional entry-level competencies needed by BSN graduates, and list competencies no longer necessary in BSN programs. A list of 24 entry-level competencies was developed based on a comprehensive review of the literature, a review of the instrument by nursing experts, and a pilot study. Eighty-two nurse administrators, 96 experienced BSNs, 23 recent BSN graduates, 117 faculty members, and 11 deans/directors returned the questionnaire, for an overall return rate of 58%. The study found that there was a statistically significant difference in the perceptions of the importance of the entry-level competencies needed by BSN graduates between nurses in acute healthcare agencies and faculty in BSN programs. Also there was a weak (Kendall's tau b < 0.3) but significant relationship across 20 entry-level competencies between the ratings of the importance of the competency and the observation of the competency. The relationship was inverse; that is, the higher the importance, the lower the observation, or vice versa, between the rating of three competencies and the observation of these competencies. Technical skills and legal/ethical standards were the two most frequently mentioned additional competencies needed by BSNs. Care plans, bed-making, and bed-bathing were identified as competencies that remain part of current BSN education but are no longer necessary. The research is significant as it contributes to the body of knowledge relevant to entry-level competencies needed by BSNs who will begin employment in acute healthcare agencies in the next 10 years in Tennessee. Hopefully, it will serve as a catalyst for the establishment of joint meetings and partnerships between service personnel and nursing faculty in BSN programs to discuss future curriculum planning and design.

The unemployment rate has become a major concern for policy makers in South Africa and therefore the National Plan for Higher Education states that higher education training providers should produce more graduates to address this problem. This resulted in a labour force that has grown rapidly and has become younger and more educated. It would therefore be expected that graduates with a post–matric tertiary qualification would be in high demand, resulting in a low graduate unemployment rate. The reality is that the unemployment rate among graduates has increased. This is not only a concern for the policymakers of South Africa but also for a private higher education training provider situated in the North West Province, specialising in information technology (IT) qualifications (and whose students and alumni participated in this study as part of the study population). The majority of the IT jobs available to their students are in the Gauteng province which means their graduates often need to relocate. As for all other entry level graduates they also have to make choices – when to decline or accept a job offer. This study determines what the expectations of these entry level IT graduates are and the factors that might influence their decision to accept or decline a job offer. For the training provider it is important to know what the challenges are that their graduates encounter. The factors contributing to unemployment among these IT graduates were also investigated. / Thesis (M.B.A.)--North-West University, Potchefstroom Campus, 2011.

The unemployment rate has become a major concern for policy makers in South Africa and therefore the National Plan for Higher Education states that higher education training providers should produce more graduates to address this problem. This resulted in a labour force that has grown rapidly and has become younger and more educated. It would therefore be expected that graduates with a post–matric tertiary qualification would be in high demand, resulting in a low graduate unemployment rate. The reality is that the unemployment rate among graduates has increased. This is not only a concern for the policymakers of South Africa but also for a private higher education training provider situated in the North West Province, specialising in information technology (IT) qualifications (and whose students and alumni participated in this study as part of the study population). The majority of the IT jobs available to their students are in the Gauteng province which means their graduates often need to relocate. As for all other entry level graduates they also have to make choices – when to decline or accept a job offer. This study determines what the expectations of these entry level IT graduates are and the factors that might influence their decision to accept or decline a job offer. For the training provider it is important to know what the challenges are that their graduates encounter. The factors contributing to unemployment among these IT graduates were also investigated. / Thesis (M.B.A.)--North-West University, Potchefstroom Campus, 2011.

The problem of this study was to investigate the value of various entry-level employment skills and areas of knowledge for broadcast education graduates as perceived by commercial broadcasters. Particular attention was placed on identifying entry-level employment positions and on analyzing the skills and areas of knowledge preferred for each position.

When asked to identify what characteristics are needed to fulfill an entry level management position in their companies, recruiters replied they were looking for someone “good”. When asked why they are enrolled in a 4 year hospitality program, a student may say to acquire a “good” job. The purpose of this study was to investigate the word “good” as it relates to hospitality industry recruiters in fulfilling an entry-level management position, as well as the hospitality management students perspective of “good” related to acquiring an entry level management position upon graduation from a four year hospitality degree program. This study investigated characteristics, skills, experience, and education of an entry-level manager, as defined by hospitality industry recruiters and hospitality students as “good.” There are opportunities to ensure that development is relevant and valued by both organization and students, through greater understanding of which competencies the industry recruiter is looking for in a “good” entry-level manager. Examples of good practice that enable development of existing talent should be published, in order that industry, academia and college graduates can learn from each other. Industry will ultimately determine the strengths and weaknesses of each four year hospitality degree program, based on whether or not they are able to recruit “good” entry-level managers from the program’s graduates.

Background: In recent years, a new generation has rapidly entered the workforce and when this happens it is assumed that some level of disruption will come along. Since Generation Z have only been in the workforce for short amount of time, there is a lack of crucial research regarding their perceived experiences. Because different generations are assumed to have different values, a prominent challenge for organizations is how to correctly lead them. In other words, leadership preferences may differ when a new generation comes into play. Problem: As of today, there is a substantial knowledge gap regarding Generation Z preferred leadership styles among entry-level jobs. This knowledge gap can cause devastating effects for future organizations. Generation Z is a force to be reckoned with and shall soon become a prevailing member of the labor market in the near future. Purpose: The purpose of this study was to analyze the Swedish Generation Z preferred leadership styles, based on lived experiences in an entry-level job and to what extent they prefer transformational, transactional or laissez-faire leadership. The findings are expected to contribute to existing and new theoretical insights regarding Gen Z leadership preferences. Method: The research was conducted through seven qualitative semi-structured, open-ended interviews, which were analyzed using interpretive phenomenological analysis (IPA). Results: The findings described Generation Z ideal leader based on their thoughts and lived experiences. Gen Z prefers a leader that displays individual consideration, inspires followers and acts as a role model. These characteristics traits bare close resemblance of a transformational leader compared to transactional or laissez-fair leader. Acknowledging these results could contribute to a competitive advantage for organizations during their recruitment and development phase of Gen Z employees.

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Abstract in English and Afrikaans / The clinical research enterprise is an industry in crisis due to the challenges investigators and sites experience to stay viable. Clinical researchers might therefore also become an “endangered species”. The purpose of this study was to gain an understanding of early career research investigators’ experience of clinical research. A generic, exploratory, descriptive and contextual qualitative design was used. Fourteen participants were recruited and interviewed face-to-face from three different clinical research sites in the Gauteng. Data were analysed thematically and cyclically. Findings indicated that early career investigators entered the clinical research “maze” for various reasons and levels of preparedness. As they explored the maze, early career investigators found their way into a labyrinth, all the while making discoveries about the clinical environment and their own desires. They finally reached a point where they needed to move beyond the centre of the labyrinth and ask ‘Quo Vadis’ (where are we going to)? / Die kliniese navorsingsbedryf is ‘n industrie in krises weens die uitdagings wat ondersoekers en navorsingsinstansies beleef om lewensvatbaar te bly. Kliniese navorsers mag daarom ook ‘n ‘bedreigde spesie’ word. Die doel van die studie was om die belewenis van vroeë beroepsnavorsingsondersoekers in kliniese navorsing te verstaan. ‘n Generiese, verkennende, beskrywende en kontekstuele kwalitatiewe ontwerp is gebruik. Veertien deelnemers van drie verskillende kliniese navorsingsinstansies in Gauteng het deelgeneem aan een-tot-een onderhoude. Data is tematies en siklies geanaliseer. Bevindinge het aangedui dat vroeë beroepsnavorsingsondersoekers die kliniese navorsingsdoolhof betree vir verskillende redes en vlakke van gereedheid. Soos wat hulle die doolhof verken het, het vroeë beroepsnavorsingsondersoekers hulle weg in die labirint gevind, terwyl hulle die kliniese omgewing en hul eie wense ontdek het. Hulle het uiteindelik ‘n punt bereik waar hulle verby die middel van die labirint moes beweeg en hulself afvra: “Quo Vadis” (waarheen gaan ons)? / Health Studies / M.A. (Nursing Science)