...Studies in Business and Economics THE INFLUENCE OF SUPERVISORY AND PEER SUPPORT ON THE TRANSFER OF TRAINING NG KUEH Hua University Malaysia Sarawak, Malaysia Abstract: The burgeoning literature investigating the effect of supervisory support on the transfer of training is characterized by inconsistent findings. Also, to date, research examining peer support is still lacking, despite earlier studies show support emanating from co-workers has a significant influence on the transfer of training. Hence, this study attempts to rectify the inadequacies in the literature by examining the effects of supervisory and peer support on the transfer of training. Based on a cross-sectional method, quantitative data was collected from 100 employees working in one of the Malaysian state health departments, with a response rate of 48 percent. The results of multiple regression analysis revealed that supervisory support was not significantly associated with transfer of training, whereas peer support exerted a significant and positive influence on transfer of training. This study responded to the pressing calls for more studies to elucidate the relationship between social support and the transfer of training. The findings contributed to the body of literature by clarifying the nature of relationships between supervisory support, peer support and transfer of training, particularly from the Malaysian workplace perspective. Key words: Supervisory support, peer support, transfer of training ...
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...Professor Williams Unit Assignment 8- Clinical Supervision Summary The purpose of clinical supervision is to assist the teacher to learn from his or her experience and progress in expertise, as well as to ensure good service to the student. It is not only an observation but also an existence. The author points out that most teachers have a negative view of supervision and the relationship between the teacher and supervisor can be hostile and only provides summative evaluation. To counteract the situation, the clinical supervision model was introduced to propose that teachers can be familiar with the evaluate approach of clinical supervision. Under this model, the following supervisory requirements for successful implementation of clinical supervision are identified: teachers should learn specific intellectual and behavioral skills to improve instruction. Supervisors should take responsibility for helping teachers to develop skills for analyzing the instructional process and emphasize what and how teachers teach, to improve instruction not to change the teacher’s personality. Planning and analysis should center on making and testing instructional hypotheses based on observational evidence. The planning conference is to establish a common frame of reference for the planning observation, also establish rapport between the teacher and those supervising. The lesson plans should be implemented during the observation and discussed. Observation: the purpose is to improve an objective...
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...The article attempts to explore the work values in the hospitality context and analyze them further through the lens of generational differences on a multi dimensional level. What makes this research unique is the scope, which covers all 3 aspects: multiple dimensions of work values, importance of these work values to people across 3 generations and a focus on Hospitality industry. The author’s approach is to find and shortlist research done on identification of work values, dimensions or factors under which they exist and the importance given to them based on the age of individuals (generation aspect). Post selection of a suitable research covering these criteria, the author attempts to apply these on a sample size from the Hospitality Industry to understand and report the relevance and findings. The sole reason of attempting this study is to analytically approach the challenges faced by human resources in managing a work force that is diverse and consists of different social & demographic profiles. The author believes that understanding of this would lead to better recruitment and retention strategies of managerial workforce in the hospitality industry. Short listing of available research: a) Research on Work Values: Many studies have been conducted on identifying work values in an institution, (Elizur, 1984; Hofstede, 1980; Mok et al., 1998; Pryor, 1987; Rokeach, 1973; Sagie et al., 1996; Super, 1970, 1973; White, 2005; Zytowski, 1970, 1994). Of these, the author chose...
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...to effectively empower teachers and staff in their professional development by effectively evaluating the needs, styles, and preferences of the staff. With this in mind, this essay will compare and contrasts two strategies utilized to support teachers in their growth toward professional goals; clinical supervision and peer coaching. Further, this essay will identify the strengths and weaknesses of each model and how they use assessing and planning skills. Each model uniquely contributes to the supervisory process using diverse methods, developed in the educational community over the past six decades. The initial model of clinical supervision was outlined by Robert Goldhammer in 1969, included five steps the pre-observation, conference, observation, analysis and strategy, supervision conference, post-conference. In 1973, Morris Cogan elaborated on Goldhammer's work and described a clinical model of supervision consisting of eight steps, establishing the teacher-supervision relationship, planning with teacher, planning the strategy of observation, observing instruction, analyzing the teaching learning process, planning the strategy of the conference, the conference, and renewed planning. Both designs have been simplified even further by Acheson and Gall to include the following three steps: a planning conference, classroom observation, and a feedback conference (Clifford, Macy, etc., 2005). The model’s strength lies in its goal-oriented, collegial approach to improving instruction...
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...1 Best practice recommendations for emerging markets IPOs Published by Deutsche Börse AG in collaboration with Deutsche Börse Listing Partners 2 Preamble Preamble The following recommendations and suggestions are designed to help issuers as well as participating banks and advisors to address the special characteristics of an emerging markets company’s initial public offering (IPO) and thus to contribute to a successful IPO. They do not constitute mandatory procedures for conducting an emerging markets IPO. The specific features of each issuer should always be taken into account. Therefore, the following recommendations should not be treated as a comprehensive list of the issues to be considered in emerging markets IPOs. For the purpose of these recommendations, emerging markets IPOs are IPOs of companies whose management, ownership structure and operations are predominantly located in an emerging markets country. Additional information Details on financing options and access to the capital market through Deutsche Börse can be found at www.xetra.com/listing_e. The Listing Center also offers an index of expert capital market specialists: Deutsche Börse Listing Partners. These independent service providers can also be searched by area of business and region: www.xetra.com > Listing > Listing Partners Your contact at Deutsche Börse Listing & Issuer Services Phone +49-(0) 69-2 11-1 88 88 E-mail issuerservices@deutsche-boerse.com Finance your future. Made in Germany ...
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...Abstract: The main objective of our project is to find out the relationship between the Job Satisfaction and Organizational Commitment in the Textile Industry. Our motive would be to visit a textile industry nearby and to study the behavior of employees with respect to the financial and non-financial factors. This would help us to find all those factors which actually lead to Job Satisfaction of an employee. This study will help us to determine whether reward system, job meaningfulness, job related stress, training are predictors of organizational commitment affects the Job Satisfaction and Commitment and are these factors are really helpful in enhancing the productivity and efficiency of the workers. Also, we will be able to establish the significant relationship between supervisory roles, and job related stress and organization commitment. Objectives: I. To ascertain whether the measures of job satisfaction considered in this study are predictors of organizational commitment. II. To analyze the significant relationship of achievement, recognition, responsibility, on organizational commitment. III. To assess the alliance of advancement, the work itself and growth factors with organizational commitment. IV. To determine the significant association between supervision, company policies, work conditions and organizational commitment. V. To analyze the relation between salary, security, status, interpersonal relationships and organizational commitment. Methodology: 1. Research...
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...Financial Performance Measurement of SBI Groups – An Empirical Study (Synopsis) Prasanta Saha Purash-Kanpur Haridas Nandi Mahavidyalaya, Howrah Introduction: Why you choose SBI? You have to clarify it in a paragraph. The Imperial Bank was established in 1921 by amalgamation of three presidency banks – the Bank of Bengal, the Bank of Bombay and the Bank of Madras under a special legislation. These presidency banks were created as a charter to deal in bill of exchange payable in British India and were an integral part of Indian treasury. The Imperial Bank acted as a banker of the government until the establishment of Reserve Bank of India in 1935. State Bank of India was formed on July 1, 1955 by nationalizing the Imperial Bank under the State Bank of India Act, 1955 which was passed in parliament on May 8, 1955. The main objective of nationalization was not only extending banking facilities to rural and semi-urban areas in the newly formed independent India but also to promote agricultural finance and help the government to pursue the board economic policies. Initially 60% stake in SBI was taken over by the Reserve Bank of India but the controlling interest has been transferred to the Government of India in 2008 to remove any conflict of interest as it is the country's banking regulatory authority. The State Bank Group, with a network of 18,266 branches including 4,724 branches of its five Associate Banks, dominates the banking industry in India. The market share...
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...Issues paper ISLAMIC FINANCIAL SERVICES BOARD and INTERNATIONAL ASSOCIATION OF INSURANCE SUPERVISORS ISSUES IN REGULATION AND SUPERVISION OF TAKAFUL (ISLAMIC INSURANCE) August 2006 THE JOINT WORKING GROUP: Islamic Financial Services Board International Association of Insurance Supervisors Members • Professor Rifaat Abdel Karim Ahmed • Islamic Financial Services Board • Dr Simon Archer • Islamic Financial Services Board • Abdullah Haron • Islamic Financial Services Board • Arup Chatterjee • International Supervisors • Abdul Rahman Tolefat • Bahrain Monetary Authority • Peter Casey • Dubai Financial Services Authority • Kholoud Saqqaf • Insurance Commission of Jordan • Dana Janbulat • Insurance Commission of Jordan • M'unis Haddadin • Insurance Commission of Jordan • Zabidi Othman • Central Bank of Malaysia • Wan Malawati Wan Mansor • Central Bank of Malaysia • Wan Mohd Nazri Wan Osman • Central Bank of Malaysia • Fahad A. Al Zomea • Saudi Arabia Monetary Authority IFSB & IAIS – Issues in Regulation and Supervision of Takaful (Islamic Insurance) Association of Insurance Page 2 of 16 Issues in Regulation and Supervision of Takaful (Islamic Insurance) Table of contents Background ..............................................................................................................................4 SECTION 1 – BACKGROUND TO TAKAFUL .........................................................................4 Islamic...
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...Introduction Assessing and planning are two big components of the supervisory process. They can be done through clinical supervision and/or peer coaching. It depends on which model will work best for your school. Clinical supervision looks more at data whereas, peer coaching involves more around. However, they are both similar and different in many ways that will be discussed in this paper. Clinical supervision Clinical supervision has changed over the years. It started in 1969 with five steps to include preconference, observation, analyzing of data and planning for post conference, post conference with teacher, and critique of the previous four steps (Glickman, Gordon, and Ross-Gordon, 2014). Over the years, twelve principles were added. They are classroom based, purpose for instruction and teacher’s long term development, separate from summative evaluation, understanding of child development, education, and teacher improvement, supervisor needs to have relational and problem solving skills, open-minded, reciprocated trust, collegial affiliation, data-based, gathers data based on the teacher’s lesson to be observed, has reflective conversation with teacher and supervisor, and is recurring ((Glickman, Gordon, and Ross-Gordon, 2014). It involves a teacher receiving feedback from a colleague that observed the teacher but wears many hats like a sounding board to enables the teacher to examine and alters their own professional practice (Pajak, 2003). Strengths and Weakness...
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...following dissertation: The Dissertation Committee for Tommy Sickels certifies approval of the following dissertation: A CORRELLATlONAL STUDY IN LEADERSHIP STYLE AND USE-OF-FORCE BEHAVIOR OF POLICE OFFICERS Commiittee: Orlando Ramos, PhD, Chair Peggy Coplin, DPA, Committee Member Jack Phan, PhD, Committee Member ,,__.____ _ ,,__.____ _ Jeremy Moreland, PhD Dean, School of Advanced Studies University of Phoenix ABSTRACT Leadership style and police officer use-of-force are two important functions of law enforcement. What could be more important in a law enforcement agency than to have these two variables coexisting in an organization in a harmonious manner? By investigating whether a relationship exists between these two variables an answer to this question could emerge. In law enforcement today, the cost associated with excessive use-of-force civil law-suits against police officers and their departments can be staggering. Exposing police officers to a specific leadership style may influence the dynamics in the use-of-force behavior during arrests or other police actions. Evaluating a non-experimental ex post facto field scenario and comparing these results with perceived leadership styles of the supervisors was a primary function of this study. Results from using the Multifactor Leadership questionnaire; both Rater and Leader forms were used to gather additional information. Fifteen officers participated in the role play...
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...Human Factors Analysis and Classification System Abstract As aircrafts become more reliable over the years, humans have progressively become more of a causal factor in aviation accidents. Thus, being able to analyze an accident from a human factor perspective is of paramount importance. However, a proper framework of accident analysis is necessary to address the complex and often nebulous nature of human error. The Human Factors Analysis and Classification System Maintenance Extension (HFACS-ME) is one such framework that serves as an accident investigation and data analysis tool. This article will analyze how HFACS-ME is used from an applied perspective and demonstrate its utility using case studies. Human Factors Analysis and Classification System Maintenance Extension The Human Factors Analysis & Classification System (HFACS) was originally developed to analyze and classify human errors and other factors contributing to aviation incidents. HFACS combines features from Heinrich’s “Domino Theory” and Edward’s “SHEL Model” as well as Reason’s model to uncover factors that contribute to accidents (Schmidt, J. Lawson, D., n.d.). The Maintenance Extension of HFACS termed HFACE-ME was created to address aviation maintenance related incidents and facilitates the recognition of defective or absent defenses at four levels namely, Unsafe: Management Conditions, Maintainer Conditions, Working Conditions, and Maintainer...
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...FIN ANCI AL SERVICES BO ARD S T R AT E G I C P L A N 2010/11 – 2012/13 INDEX PAGE DEFINITIONS ............................................................................................................................. 3 1 2 2.1 2.2 2.3 3 3.1 3.2 3.3 3.4 3.5 4 4.1 4.2 4.3 4.4 5 5.1 5.2 INTRODUCTION ............................................................................................................. 4 FSB VISION AND MISSION .......................................................................................... 5 Vision .............................................................................................................................. 5 Mission ............................................................................................................................ 5 Values ............................................................................................................................. 5 OVERVIEW OF FSB OPERATIONS ............................................................................... 6 FSB Governance Structure.............................................................................................. 6 FSB Operational Structure............................................................................................... 7 Line Departments ............................................................................................................ 8 Line Support Departments .........................................................
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...to be rectified immediately; that of retention of dealers who are dissatisfied with the pit boss, and the recruitment of quality housekeeping staff to alleviate the excessive burden on current housekeepers. Although these issues impact guests as well as the casino, the focus must remain on these two factors in order for other areas to reap positive affects. There are a number of viable options that may be utilized to rectify the current situation, however extensive research and data gathering takes time and clearly the situation has gone beyond the expiration date for lengthier I/O methods. With this in mind, the proposed recommendations based on general analysis and a few assumptions have been provided for the short-term, with more extensive action to be employed for future harmony and balance within the organization. Analysis and Recommendation The casino is having extreme difficulty retaining their dealers as, “on several exit interviews, many of the dealers have cited the pit boss, Joe, as being “toxic, overbearing, evil, and incompetent.” (syllabus, 2012, p. 5). To add to the issue, Tom, the organizations HR director fears explaining the situation to the casino owner because Joe is the owner's step-son. Due to the precariousness of the situation, Tom's fear may be warranted, however as the HR director he owes it to the owner as well as Joe the pit boss to provide honest feedback regarding the situation. There are a couple of different ways in which to view the information...
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...1.0. Job Analysis As like any other organization, Citycell also exist to accomplish its organizational goal and objective. Achievement of organizational goal requires collective efforts (work) of a number of employees rather than individual effort. The point at which work and worker come together is called job-it is the role played by worker. To staff the worker for accomplishing the goal, an organization needs to know a lot of information about the job. These are: * Information about duties and responsibilities of that job * The characteristics of people required to perform that job Information about jobs is obtained through a process called job analysis. Job analysis as a management technique and it was developed around 1900. It became one of the tools by which managers understood and directed organizations. Job analysis is the procedure for determining the duties and skills requirements of the job and the kind of person should be hired for it. This is the process of collecting and analyzing information. An important concept of Job Analysis is that the analysis is conducted of the Job, not on the person. Telecommunication industry is a dynamic industry. To stay in this industry and become competitive, Citycell also conduct job analysis on daily, quarterly and even yearly basis. As they are the only CDMA (Code Division Multiple Access) operator in Bangladesh, based on their sales growth, future focus etc. they frequently do job analysis. 1.1. Sample of a standard...
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...industry. The InterClean, Inc. is competing to fulfill the emerging need of providing solutions and services as well as products catered to the stringent environmental safety requirements (University of Phoenix, 2008). This paper will identify alternatives that could be followed by InterClean to achieve the company’s end state goal. The Human Resources Management could follow these alternatives for making its employees motivated and productive while working towards a successful merger. By making the employees happy, they will make the customers happy and show continues support for the growth of the company. This would make Interclean to attain their sales goal by increasing the profit of the company by 40% in the following year. Situation Analysis Issue and Opportunity Identification The CEO of the Interclean has come out with the new service model to meet the customer needs and the currently changing environment. This service model will provide an opportunity for the employees and the company to gain valuable skills over the next several years. Interclean merged with Environ Tech, which could have a restructuring in the existing departments. Since there will be an organizational change in the company, the HRM department should communicate with the employees. They should be explained about the need for the change, which will motivate the employees to get committed for the change and support the change process. The CEO has made the decision in implementing the new model and merging...
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