Organizations are facing a distinctive new challenge: the ever-increasing presence of Millennials in the workplace. The Millennial generation, comprised of those born arguably between 1980 and 1998, possess unique attitudes, behaviors, and desires within the workplace, therefore prompting numerous studies on Millennial engagement and retention. This paper contributes to current literature by investigating engagement and retention of Millennial employees specifically within their entry-level experience. By focusing on the unique experiences and needs during this entry-level phase, organizations will have the knowledge necessary to retain their young employees from the start of their career. This qualitative study utilizes interviews with 11 Millennial professionals to give voice to a generation that is predominantly understood through quantitative statistics. This paper outlines the discovered needs and desires of entry-level Millennial employees, how this compares to the current understanding of engagement of the Millennial generation as a whole, and opportunities for organizational improvement within the entry-level experience.

Thesis (M. Tech.) - Information and Communication Technology, Faculty of Applied and Computer Sciences - Vaal University of Technology / Research has found that learners find it difficult to solve programming problems in a logical way, therefore the failure rate in Programming I is high. The Entry-level Certificate in Information Technology was introduced as an intervention to address this problem. Four aspects were focused on in the Entry-level Certificate in Information Technology, namely English comprehension, academic competency, numerical skills and the problem-solving skills of learners. Basic computer literacy was the common theme used throughout the Information Technology Boot Camp (ITBC) to address the above-mentioned aspects, in order to broaden access to the Vaal University of Technology (VUT). The research indicates that English comprehension is a very important component of the Information and Communication Technology (ICT) modules, and that it is important for learners to have an English proficiency level of grade 12 before enroUing for a diploma in I CT. The ICT and numerical skills modules also narrowed the gap between secondary and tertiary education, by equipping the learners with prior knoWJledge that is crucial for being successful in the ICT diploma. To conclude access was broadened to the VUT and the intervention of the ITBC did impact positively on the cognitive functioning of learners.

In occupational therapy (OT), there is a push to encourage the entry-level doctorate (eOTD) over the master's of OT (MOT), without having identified which degree develops therapists who can best meet the needs of clients, while providing the fewest negative consequences for stakeholders. This collective case study assessed whether there are differences between OTs with MOT and with eOTD. Each supervisor's experiences with the two degree groups represented a separate case, then all were collectively considered. The central research question was whether OT supervisors, who have observational knowledge of clinical performance, perceived differences between MOTs and eOTDs in factors that impact the stakeholders of OT services, as identified using Freeman's stakeholder theory. Ten supervisors who geographically represented the five eOTD programs and diverse areas of OT practice were selected for initial interviews, with four others added to achieve saturation. Fourteen semi-structured interviews were conducted to begin to identify perceived similarities and differences between OTs with the different degrees. These data were inductively coded and then analyzed using a thematic analysis procedure. The results of this small, exploratory study indicate that eOTDs do not have higher skills and abilities; desire higher compensation, but do not receive it; sometimes bring attitudes of superiority; are not more respected because of their degree; and are negatively affected by higher debt load. Positive social change implications stemming from this study suggest that stakeholder theory can be used to guide policy discussions in professional healthcare associations and that policy makers in the profession of OT should exercise caution in adopting the eOTD as the required entry-level degree until further evidence on the efficacy of the eOTD degree is clear.

Healthcare administrators have regarded employee motivation and performance as significant factors because of the challenges with employee disengagement, which may decrease patient satisfaction and profitability for healthcare organizations. The number of available jobs within healthcare continues to increase at a high rate, while the total hires within the healthcare industry decreased from 2.9% in December 2014 to 2.7% in January 2015. Motivation in the workplace is a continuous concern for organizational leaders, more specifically for the health care industry. Based on Vroom's expectancy theory, the purpose of this single-case study was to explore the motivational strategies healthcare organizations' leaders could implement to improve the performance of entry-level medical service employees. Data collection consisted of direct observation and semistructured interviews of 4 leaders and 22 entry-level medical service employees at a health care organization in the Piedmont Region of North Carolina. Data analysis included the use of multiple sources of data collection, along with the use of member checking with interview transcripts, which allowed triangulation and verification of the themes derived from the interview data. The 2 main themes revealed were workplace motivation and organizational leadership, which affects employees' performance and organizational effectiveness. Business leaders in organizations may use the findings of this study to increase employee organizational commitment, which could improve the U.S. health care industry turnover rates. Social change implications include the importance of the need for leaders to develop effective motivational strategies for motivating employees.

abstract: Employee turnover is a pervasive issue across industries and at all levels of an organization. Lost productivity, hiring, interviewing, training and increased workloads are costs associated with turnover. As an undergraduate admissions professional charged with the enrollment of new freshmen students, I am constantly assessing the health of my team and working to minimize turnover in admission counselor positions. I implemented a six-week mentoring program in my office to increase second-year employee satisfaction, motivation, development and retention at the Arizona State University Undergraduate Admissions Office. Post intervention data were collected through the use of focus groups and self reflection questionnaires. Results show that mentoring is a mutually beneficial experience for mentees and mentors. Mentees reported benefits from the personalized dissemination of information and institutional knowledge by their mentors. Mentors reported that being in a mentoring relationship made them feel their opinions and experiences were valued. Mentoring can be an inexpensive professional development program designed to assist entry-level employees. While attrition cannot be totally eliminated from a workplace setting the study participants reported that the mentoring program made them feel valued even while acknowledging that there are limited opportunities for advancement within the office. / Dissertation/Thesis / Ed.D. Higher and Postsecondary Education 2012

The problem of this study was to determine if the competencies identified by recreational sports practitioners as most needed for entry into the profession were the same as those identified by chairpersons of preparatory departments. Furthermore, this study determined if chairpersons of physical education and recreation curricula identified significantly different competency areas for entry level personnel. The two populations of respondents were from sixty seven institutions listed in the 1982 SPRE-NRPA Curriculum Catalog. Each subject was asked to complete a copy of the Jamieson Recreational Sports Competency Analysis. The criterion scores for each of the statements were divided into twelve competency areas for analysis.

Minimal educational requirements for Registered Dietitians (RDs) include a bachelor’s degree and practice program. Recently, a master’s degree was recommended. Studies have not established whether education affects employment. A secondary analysis of 2005 Dietetics Practice Audit data determined whether job responsibility, individuals supervised, and activities differed between 1,626 bachelor’s RDs (B-RDs) and 767 master’s (M-RDs) RDs, registered ≤5 years. Chi-square and ANOVA analyzed differences between B-RDs and M-RDs, at entry-level (0-3 years experience) and beyond-entry-level (3+-5 years experience). Beyond-entry-level B-RDs (31.8%) and entry-level M-RDs (31.9%) reported “supervisor/executive” responsibility more than entry-level B-RDs (26.5%; p=0.01). A higher percentage of M-RDs supervised (29.2%) than B-RDs (24.7%; p=0.02); however, B-RDs supervised more individuals (7.38 ± 4.89) than M-RDs (6.25 ± 4.87; t=2.32; p=0.021). A master’s degree has limited benefits; experience may affect responsibility, individuals supervised, and activities more than education.

A significant part of an actor’s craft is creating and presenting characters with substantial credibility in order to stimulate a belief in the character from the point of view of an audience member (McGaw 1975; McGaw et al. 2011). To do this the actor relies on and utilizes his body, voice, imagination, experiences and so forth, for the creation of such characters (Zarrilli 1995; Benedetti 1998:5; Zarrilli 2002). This makes body and voice training within any actor training program pivotal. As an entry-level voice teacher in the tertiary situation I was confronted with a complex profile of the group of students to be taught. This profile influences or even determines the outcomes of the teaching opportunity. Gender differences were one of the most eminent markers of this complexity. For this project I decided to research the male voice as it possibly requires specific approaches to assist with the attainment of vocal ability. This study is concerned with the unique precepts of the male student actor in order to gain greater understanding of both the male physiological and anatomical construct, as well as the socio-cultural concept of ‘maleness’ as it refers to voice. Voice, in a cultural and societal paradigm, is subject to and as such influenced or shaped by social identity (Karpf 2006: 121). The actor’s socio-cultural paradigm potentially limits the vocal function and expression of the male voice in performance. This study draws on prior research when documenting unique and substantial structural differences typical of the male voice. It asks the question: What are the attributes that feed into the male student actor’s voice that have to be taken into account by the theatre voice teacher when viewed through anatomical, physiological and socio-cultural lenses? In order to answer the investigative question chapter two of this study consults scholarly materials concerning the various anatomical and physiological attributes of voice production (that is, its functional aspects) with specific reference to the male voice. It is argued that this can be seen as a description of voice production as object. Chapter three concerns itself with the impact of various socio-cultural influences on the voice with specific reference to the male voice. In this sense, the potentially subjective and image-defining concerns of the male voice that might impinge on vocal explorations are considered. Chapter four provides example explorations that may be used in a theatre voice class to indicate how the knowledge gained in chapters two and three will influence the facilitation of these explorations. It argues that it is an in-depth knowledge of voice, where voice materialises simultaneously both as object and as subject, that prepares the entry-level voice teacher to facilitate the development of the male student actor’s voice in a holistic manner. This dissertation concludes that, within the theatre voice training class, it is imperative that the voice teacher acknowledges and respects the sex-gender conflation of the male student actor and encourages him to explore and build a ‘voice’ that is capable of optimal expression in lieu its functional capabilities. / Dissertation (MA)--University of Pretoria, 2014. / tm2015 / Drama / MA / Unrestricted

Problem The exact definition of an entry-level job is being blurred out. Due to rapid technological advancements, clerical occupations that heavily rely on repetitive tasks are being automated at a rapid pace. Meanwhile, multiple entry-level job listings are paradoxically requiring years of entry-level experience from the applicants.  Purpose The purpose is to first validate the phenomena of entry-level jobs requiring entry-level experience through a content analysis of job listings. In addition to this, a survey has been sent out to map out the reactions of students at Jönköping International Business regarding this paradoxical phenomenon. Method The methodology is mainly in an experimental setting to assess a novel phenomenon. The occupation we have chosen is “economy assistant” where 50 listings were inspected in the Stockholm region. Vignette scenarios have also been supplied to the students in the survey, to ascertain how they respond with regards to motivation, stress, and sense of qualification.  Results The results showed that most economy assistant listings required prior qualified experience in addition to an academic degree. The survey found statistically significant effects of job requirements reducing motivation to apply, applicants' sense of qualification, and increasing applicants' stress.

Purpose of the Study The purpose of this study was to compare perceptions of vocational business teachers, entry-level office workers, and employers regarding employable qualifications for entry-level office workers in Utah. Business teachers, entry-level office workers, and employers were asked the following questions: 1. What occupational skills are performed by entry-level office workers? 2. What level off education is needed for entry-level office workers? 3. What are the reasons for selecting entry-level office worker applicants? 4. What are the reasons for not selecting entry-level office worker applicants? --- 5. What are the areas in which improvement should be made in the preparation of entry-level office workers? 6. What are the causes for termination of entry-level office workers ? 7. What are the personal characteristics desired by employers for entry-level office workers? 8. What is the relationship between participation in extracurricular activities in school to the job success of entry-level office workers? 9. What is the relationship between participation in on-the-job training programs and the job success of entry-level office workers? 10. What types of methods are used in the selection of entry-level office workers? 11. What further training is conducted by employers after hiring an entry-level office worker? Procedure The data for this study consisted of information obtained by questionnaires from vocational business teachers, entry-level office workers, and employers of entry-level office workers. Eighty percent of the 95 teachers surveyed responded, while 72 percent of the 232 businesses surveyed responded to the questionnaire. The data were then analyzed by one-way analysis of variance, Scheffe analysis, descriptive analysis and Chi-square programs. Principal Findings There is a difference between the perceptions of vocational business teachers, entry-level office workers, and employers regarding employable qualifications for entry-level office workers in Utah. Teachers indicate a greater frequency and a greater importance for the skills than did employers or employees. However, they do agree on the most important skills and the least important skills . There was a discrepancy among the three groups regarding the skills which were ranked between most important and least important . Teachers gave more importance to skills such as shorthand, filing, and running duplicating machines, while employers and employees gave more emphasis to the skills which require some sort of decision making or human relations skill. The three groups agreed that entry-level office workers need to complete high school before securing a job and that some college training was advisable. Personality was given as the primary reason for selecting entry-level office workers, while inability to communicate with employers was given as the primary reason for not hiring entry-level office workers. Once hired, making costly mistakes continuously was the reason given by the three groups for termination of entry-level office workers. Teachers viewed the ability to follow suggestions and instructions, employers the concern for productivity, and employees the ability to write and speak effectively as the areas most in need of improvement for entry-level office workers. Interviewing was the most common method used by employers in selecting entry-level office workers. Conclusion A continual evaluation of business education programs should occur to keep business education programs current with the changing demands of today's business world.