The inadequacy of entrepreneurial knowledge among 21-25 year olds in Nigeria with recent undergraduate degrees has led to youth unemployment after graduating from universities. The development of entrepreneurship skills through entrepreneurship education programs for the students in tertiary institutions in Nigeria may bridge the unemployment gap. Guided by the theory of planned behavior, the purpose of this exploratory multiple case study was to gain a robust common understanding of how undergraduates from 21-25 years old can obtain the entrepreneurial knowledge required for self-employment in Nigeria. Data collection involved semistructured interviews, field notes, and archived training documents, with a purposeful sample of 15 undergraduate degree holders over 21 years old, who had been self-employed, in different industries and possessed entrepreneurial knowledge and experiences. Using Yin's 5 step data analysis process, member checking, and triangulation resulted in the emergence of codes, themes, and categories. The key themes were knowledge of business management, identification of business opportunities, information from workshop and seminars, information from social media and customer service, information on innovation, and mentor and mentee relationship. The findings from this study provide the empirical evidence needed to support entrepreneurship education as well as insight on tertiary institutions' commitment to entrepreneurship education that may lead to the creation of employment and empowers entrepreneurs towards national growth and development. The implications for positive social change include reshaping the way undergraduates prepare for self-employment, leading to a reduction of unemployment among youths in Nigeria.

Registered nurses perceive the healthcare work environment as stressful. Stress can have a negative effect on patient care and nurses' attrition and health. In the literature, mentors have been identified as having a positive influence on nurses. This qualitative study was an examination of nurses in mentoring relationships in the early, middle, and late career stage and working in a hospital setting. Two research questions addressed mentoring relationship preferences and mentors' influence on perceived stress. Fourteen nurses were interviewed in the study. The conceptual framework was based on the career and psychosocial mentoring theory, the mentoring the adult learner theory, and the attachment theory. Data were analyzed electronically and manually into intuitively and inductively derived themes. The results of the study related to preferences showed nurses prefer mentors to be in the work setting, mentors to help nurses develop nursing competencies, and mentors to help nurses develop a positive self-concept. The difference among the nurses in the career stages was the type of competencies developed. The nurses identified that mentors had a positive influence on the perception of stress through the development of emotional intelligence and problem-solving skills with similarities and differences in the type of challenges nurses' experience. The implications for future research are studies with nurses working in other healthcare settings and quantitative studies to measure levels of stress with and without a mentor. Implications for practice are the development of mentoring programs where career stages and perception of stress are addressed. Limitations of this study were the setting and sample size. Implications for social change include the development of humanistic approaches to mentoring to address nurses' challenges and stressors in the healthcare work environment.

Since the 1993 inception of the mentoring program in the U.S. Navy, little evidence has been collected on its effectiveness, primarily because of difficulties with instrumentation and conceptualization in conducting such assessments. The purpose of this correlational study was to identify external factors affecting military protégés' satisfaction with their mentoring experience. The conceptual framework of this study was based on Kram's mentor model theory, which includes career and psychosocial support functions. A 5-item Likert survey instrument was designed to measure the dependent variables of satisfaction with career mentoring and satisfaction with personal mentoring against 10 independent variables: dyad compatibility, mentor training, dyad geography, mentoring functions, mentor/protégé gender, challenging job assignments, protégé visibility, mentor leadership, time management, and protégé career expectations. The survey was completed by a total of 538 participants, selected among the service personnel of 17 U.S. Navy aviation squadrons in the enlisted ranks of E1 through E6. Ten simple linear regressions were performed with a level of significance of .001. All 10 independent variables were significantly related to satisfaction with both career and personal mentoring. The study results suggested, however, that career mentoring was favored to a greater extent than was personal mentoring by protégés, with the effect sizes ranging from 5% to 48% for career mentoring and from 3% to 22% for personal mentoring. Furthermore, Kram's theory was a useful lens to evaluate mentoring in this population. The implications for positive social change include informing program administrators in the U.S. Navy of the benefits to their units to evaluate and improve the design and the implementation of career and personal mentoring.

In a co-teaching model of student teaching, mentor teachers are presented with opportunities for professional growth because extensive collaboration occurs with the teacher candidate throughout the process. Despite the proliferation of co-teaching programs, mentor teachers often lack formal training for their role. Further, insufficient evidence fails to show how collaboration between mentor and candidate contributes to professional growth for the mentor. The purpose of this qualitative study was to examine such growth in 9 mentor teachers who hosted teacher candidates during 1 semester of student teaching to determine how a co-teaching model affected mentor teachers' own teaching and mentoring skills. Professional growth was examined through Wenger's 4 components for situated learning. Research questions focused on mentor teachers' initial expectations about their roles, their identity and growth, and the application of their learning and growth when teaching. At the end of student teaching, mentor teachers participated in a series of 3 interviews based in phenomenological techniques. Their responses were coded using an inductive approach. Identified themes included mentor teacher experience, communities of practice, actions during student teaching, and mentor teachers' reflection on the role. Key findings were that all mentor teachers reported that they grew in practice, but not all developed their coaching and mentoring skills, and some focused on transmission of content and skills rather than candidate transformation. The findings of this study may influence positive social change to ensure that educator preparation assures quality and supports continuous improvement to strengthen P-12 student learning through mutually beneficial partnerships.

Mentoring is defined as a reciprocal relationship between a less experienced individual (protégé) and a more experienced individual (mentor) that has consistent, regular contact over a period of time and is intended to promote mutual growth, learning, and development within the career context (Haggard, Dougherty, Turban & Wilbanks, 2011; Kram, 1985; Ragins & Kram, 2007). Inherent in this definition of mentoring is that individuals learn, develop, and grow from their mentoring interactions. Despite this, limited research explores the learning that occurs from mentoring relationships. The purpose of this study is to examine what mentors learn from mentoring experiences and how these experiences relate to mentor outcomes. The outcomes include mentoring self-efficacy, mentor behavioral change intentions, and mentor learning. I draw on the relational mentoring perspective (Ragins, 2012) and social learning theory (Bandura, 1971, 1977) to ground my hypotheses. My hypothesized model addresses three broad research questions: 1) What do mentors learn from their experiences with their protégés? 2) How do mentoring experiences relate to learning? and 3) Under what conditions do mentoring experiences relate to learning? I conducted a mixed methods study in an academic setting. My population included professors in North American doctoral granting universities and the PhD students they mentored. After identifying interested professors (mentors), I asked mentors to send study information to their PhD students (protégés). Both quantitative and qualitative data were collected via electronic survey. Surveys were time-lagged with three waves over a four month period. I found that mentors gained mentoring-specific, occupational-specific, and relational knowledge from mentoring their protégés. Additionally, mentors identified specific changes they wished to make to their mentoring behavior from their experiences with their protégés. I found that protégé positive role behavior and mentor positive psychosocial behavior were directly and positively related to career mentoring self-efficacy. Mentor positive career behavior was positively related to behavioral change intentions and protégé positive role behavior was positively related to relationship quality. I found that relationship quality did not mediate the relationship between role behaviors and mentor learning outcomes. Finally, I did not find support for the moderating effects of internal attribution for relationship quality, growth mindset, and feedback seeking. This study makes four specific contributions to the management field. First, research in mentoring often confounds relationship quality with behavior (e.g., Eby, Butts, Lockwood, & Simon, 2004; Eby, Durley, Evans, & Ragins, 2008) and outcomes (e.g., Eby, Butts, Durley, & Ragins, 2010; Ragins, 2012). By studying role behaviors, relationship quality, and mentor learning outcomes as distinct constructs, I provide clarity and an avenue for future mentoring research. Second, this study contributes to the mentoring literature by demonstrating what and how mentors learn from mentoring experiences. A significant contribution of this study is the identification of three types of mentor learning and behavioral change intentions. Third, I examined the theoretical explanation for mentoring role behaviors and mentor learning outcomes. Whereas I found that relationship quality did not explain the relationship between role behaviors and mentor learning, leader-member exchange provides a promising avenue for future research. Finally, I introduced mentoring self-efficacy as an important outcome of positive mentoring relationships, with mentors experiencing increased self-efficacy through positive experiences with their protégés.

The population consisting of young people with Behavioral/Emotional/Learning challenges typically experiences poorer outcomes related to employment, in part due to lower performance levels. Effective strategies, which have a positive impact on work performance for this population, are needed. Goal setting has been used to bring about behavior change, or increase 'motivation', in many fields of study. Goal setting can be conceptualized as an establishing operation (EO), which increases the reinforcing value of goal achievement, and thereby increases the probability of the occurrence of behaviors related to reaching the goal, i.e., task completion. This study empirically examined the impact of a goal setting procedure on work-related behaviors through the use of a singlecase experimental design, to detect the individual results of the goal setting intervention, which included the manipulation of environmental events to explain behavior change, or 'motivation'. It was hypothesized that the goal setting procedure would have a positive impact on work performance for these young people with challenges in a work-type setting. Results showed that the goal setting procedure did have a positive impact on the work performance of both participants, especially when additional prompts were included in the goal setting procedure. Although goal setting may serve as an EO, the goal setting procedure, which included additional elements such as prompts and feedback, seemed to be more effective.

<p>Digital Radio Frequency Memory (DRFM) is a technique widely used by the defense industry in, for example, electronic countermeasure equipment for generating false radar targets. The purpose of the DRFM technique is to use high-speed sampling to digitally store and recreate radio frequency and microwave signals. At Saab Bofors Dynamics AB the technique is used, among others, in the Electronic Warfare Simulator (ELSI). The DRFM technique is implemented in a full-custom ASIC circuit that has been mounted on circuit boards in ELSI. Today, the progress in the programmable hardware field has made it possible to implement the DRFM design in a Field Programmable Gate Array (FPGA). The FPGA technology has many advantages over a full custom ASIC design.</p><p>Hence, the purpose of this master's thesis has been to develop a new DRFM design that can be implemented in an FPGA, using a hardware description language called VHDL. The method for this master's thesis has been to first establish a time plan and a requirement specification. After that, a design specification has been worked out based on the requirement specification. The two specifications have served as a basis for the development of the DRFM circuit. One of the requirements on the design was that the circuit should be able to communicate through an external Ethernet interface. A part of the work has, thus, been to review available external Ethernet modules on the market. The result is a DRFM design that has been tested through simulations. The tests shows that the design works as described in the design specification.</p>

<p>This paper aims to examine how the beginning of newly examined teacher’s professional life might look like and also highlight the obstacles that might occur during the induction, the time during which the student becomes the teacher. The paper also discusses what support that is available for newly examined teachers in schools concerning the possibility to have a mentor and a period of introduction.</p><p>A qualitative method was used for this study and interviews were made with new teachers who shared their experiences from the beginning of their careers. The results from the interviews were also discussed from the points of view of the study’s theories concerning different leadership styles.</p><p>Two handbooks for new teachers, aiming to support them in their new professional role were compared. Based on the leadership styles that this paper brings up, the two books were discussed whether or not their advice is beneficial to new teachers.</p><p>New teachers experience various problems during their induction. Great responsibility combined with many tasks, loneliness as a class teacher and conflict management are a few of the areas that the new teachers find difficult. As a new teacher you have the right to have a mentor during the first year of teaching and the teacher unions are working for an establishment of a year of introduction where you will be gradually introduced to the profession. The people in the study had all had a mentor but neither got a period of introduction but they were left with full responsibility from the start. The advice given by the handbooks give new teachers guidance, but should be considered as an inspiration and not definitive solutions since every situation is unique.</p>

Early childhood classroom mentor teachers are often left with little support and guidance as they assume the role of teacher educators. The purpose of this collective case study was to explore how a community of practice comprised of pre-K mentors and a university program coordinator supported the development of shared and individual understandings about how to effectively supervise preservice teachers. Utilizing key tenets of sociocultural theory, four pre-K mentor teachers from two public schools in the Southeast participated in an online and face-to-face community of practice facilitated by a university program coordinator. The pre-K preservice teachers (n=6) were secondary participants in this study. Across twelve weeks, the evolution of collective and individual knowledge was chronicled through interviews, online discussions, face-to-face exchanges, and classroom observations. Audio-tapes from meetings and interviews were transcribed verbatim. Data analyses involved iterative cycles of coding, moving from open coding to process and pattern coding. Through this process, data displays and conceptual memos were created and informed the analyses. Findings from this qualitative study illustrate how the mentors’ processes of coming to know were developed within a complex web of relationships from which they re-envisioned their roles as pre-K teachers. As the mentors negotiated the meaning of mentoring, they engaged in recursive cycles of reshaping their identities through questioning, hypothesizing, and sharing lived experiences. New identities as educators of both children and adults emerged as they considered the role of mentoring as a tangible object to be closely studied, negotiated, and operationalized. The mentors left this study acknowledging that while mentoring was difficult, complex work, it was worthy work.

Ämnet för den här uppsatsen var i första hand mentorskap och jag ville ur ett socialpsykologiskt perspektiv studera det samspel som sker mellan mentor och adept. För att förstå hur denna relation kan uppfattas som utvecklande för både mentor och adept har jag i andra hand också tittat på de näraliggande begreppen coachning, fadderskap och handledning. Avsikten var dels att genom att synliggöra skillnader och likheter bidra till en förståelse för hur de olika relationerna kan fungera som utvecklande relationer i arbetslivet och dels utröna vilken typ av kompetens adepter och mentorer menar att man utvecklar. En annan avsikt med arbetet var att bidra till att man använder de olika begreppen på ett mer konsekvent sätt. Anledningen till mitt val av problemområde hänger samman med att jag uppfattar att mentorskap är ett begrepp som används i flera sammanhang och med olika innebörd. Ofta talar man om mentorskapsprogram där syftet med programmen bl.a. kan vara att få fler kvinnor till ledande befattningar eller fungera som kompetensutveckling för ledare. I dessa sammanhang fokuseras oftast på adeptens utveckling och man ser bara mentorn som den som ”ger” av sin kunskap och erfarenhet. Jag menar att en relation utvecklas och består endast då båda parter uppfattar att de får ut något av relationen och att det därför är av intresse att studera båda parternas upplevelse av relationen. I litteraturstudien valde jag att studera mentorskap och de näraliggande begreppen coachning, fadderskap och handledning ur ett historiskt perspektiv och också se hur begreppen använts i arbetslivet. Den empiriska undersökningen fokuserade på några mentorer och adepter och deras uppfattning om och upplevelse av mentorskap i första hand och coachning, fadderskap och handledning i andra hand. Jag valde att genomföra undersökningen som en kvalitativ undersökning i form av semistrukturerade intervjuer där jag kunde ställa följdfrågor under intervjuns gång. Slutsatser som kunde dras av arbetet och som jag tolkar att det finns stöd för både i den teoretiska genomgången och i den empiriska undersökningen är att det finns ett antal aspekter som synliggör de likheter och skillnader som finns. De aspekter som framkom var: syfte, mål, motiv för att ingå som part i relationen, behov av kunskap om organisationen, intern eller extern stödjare, typ av kompetens som utvecklas, typ av makt och påverkansprocess, tidsbegränsning och ömsesidighet i relationen. Skillnaderna och likheterna menar jag bör beaktas då man i arbetslivet planerar olika typer av kompetensutvecklingsinsatser. Vidare studier kan också bidra till ökad kunskap om hur den yrkesmässiga och personliga utvecklingen sker och hur det utbyte som sker bidrar till eller hämmar utvecklingsprocesserna.