Design Your Career - Design Your Life

This research investigates the current plague of unemployment and underemployment that nearly half of qualified individuals in the field of Visual Communications are met with after graduation. Students who major in this field dedicate a tremendous amount of time, money, and energy toward developing a broad skillset that resolves critical matters of communication through visual solutions. Research has demonstrated that despite conditions that are subject to ongoing change of economy, industry, and marketplace there are contributing factors that must be addressed to overcome un/underemployment regardless of circumstances. These include an underdeveloped network of professional contacts, deficiency in recognizing or responding to changing conditions, and a limited ability to customize one’s career around their unique specialization. The purpose of this study is to provide students who major in Visual Communications the information and tools needed to incorporate their ability to adapt and problem solve from their skillset into their search for work. To explore this issue, information was gathered through secondary research that involved data from federal databases, case studies, literature review, and secondary research in general. Return on investment for one’s education is measured in consideration of three primary themes: job satisfaction, income, and quality of life, which may provide hopeful opportunity for professionals in Visual Communications to overcome un/underemployment through career customization

Teamwork knowledge, skills, and abilities, preference for teamwork, and the interaction of task interdependence as predictors of team performance

This purpose of this study is to provide both researchers and organizations with relevant information to define predictors of team performance and ultimately, make more accurate hiring decisions regarding the selection of positions that require teamwork. Research shows that about half of U.S. organizations utilize teams, because of this use of teamwork, a significant amount of research in the field of industrial and organizational psychology has focused on uncovering those variables that best predict team performance

Dynamic Assignation of Roles and Tasks in Virtual Organizations of Agents

Nowadays, a common problem that affects the workflow and the results of an entity is the planning and distribution of tasks. Doing this manually implies anticipate workloads and employee characteristics, which is inefficient and almost uncalculated in high dynamic environments. In this paper, a model that generates a planning of tasks, minimizing the resources necessary for its accomplishment and obtains the maximum benefits is presented. Within this proposal, genetic algorithms, queuing theory, and CBR are used in different stages to obtain an efficient distribution. To test the system, the chosen case study that fits the scenario, is the e-Government where an elevated number of tasks must be solved in a precise term using the minimal resources

The Impact of Individual Learning on Electronic Health Record Routinization: An Empirical Study

Since the passage of the HITECH Act, adoption of electronic health records (EHR) has increased significantly EHR refers to an electronic version of a patient’s medical history. The adoption of EHR has potential to reduce medical errors, duplication of testing, and delays in treatment. However, current literature indicates that implementation of EHR is not resulting in the automatic routinization of EHR. Routinization refers to the notion that truly successful technological innovations are no longer perceived as being new or out-of-the-ordinary. The complexity of EHRs allow individual users to use these systems at different levels of sophistication. Research shows that healthcare professionals are using non-standard ways to use or circumvent the EHR to complete their work and are limited in EHR systems use. Further, although workarounds may seem necessary to physicians and are not perceived to be problematic, they can pose a threat to patient safety and hinder the potential benefits. Hence, we argue the EHR implementations are limited in their potential due to the lack of routinization. Any new technological innovation requires the physician support and willingness to learn about the system to move to the routinization phase of implementation. Hence, we draw from the literature on organization learning, individual learning, and routines to understand factors that influence EHR routinization

The Impact of Individual Learning on Electronic Health Record Routinization: An Empirical Study

Since the passage of the HITECH Act, adoption of electronic health records (EHR) has increased significantly EHR refers to an electronic version of a patient’s medical history. The adoption of EHR has potential to reduce medical errors, duplication of testing, and delays in treatment. However, current literature indicates that implementation of EHR is not resulting in the automatic routinization of EHR. Routinization refers to the notion that truly successful technological innovations are no longer perceived as being new or out-of-the-ordinary. The complexity of EHRs allow individual users to use these systems at different levels of sophistication. Research shows that healthcare professionals are using non-standard ways to use or circumvent the EHR to complete their work and are limited in EHR systems use. Further, although workarounds may seem necessary to physicians and are not perceived to be problematic, they can pose a threat to patient safety and hinder the potential benefits. Hence, we argue the EHR implementations are limited in their potential due to the lack of routinization. Any new technological innovation requires the physician support and willingness to learn about the system to move to the routinization phase of implementation. Hence, we draw from the literature on organization learning, individual learning, and routines to understand factors that influence EHR routinization

Orchestration of a large infrastructure of Remote Desktop Windows Servers

The CERN Windows Terminal Service infrastructure is an aggregation of multiple virtual servers running Remote Desktop Services, accessed by hundreds of users every day; it has two purposes: provide external access to the CERN network, and exercise access control to certain parts of the accelerator complex. Currently, the deployment and configuration of these servers and services requires some interaction by system administrators, although scripts and tools developed at CERN do contribute to alleviate the problem. Scaling up and down the infrastructure (i.e., adding or removing servers) is also an issue, since it’s done manually. However, recent changes in the infrastructure and the adoption of new software tools that automate software deployment and configuration open new possibilities to improve and orchestrate the current service. Automation and Orchestration will not only reduce the time and effort necessary to deploy new instances, but also simplify operations like patching, analysis and rebuilding of compromised nodes and will provide better performance in response to load increase. The goal of this CERN project, we’re now a part of, is to automate provisioning (and decommissioning) and scaling (up and down) of the infrastructure. Given the scope and magnitude of problems that must be solved, no single solution is capable of addressing all; therefore, multiple technologies are required. For deployment and configuration of Windows Server systems we resort to Puppet, while for orchestration tasks, Microsoft Service Management Automation will be used

Developing a group model for student software engineering teams

Work on developing team models for use in adaptive systems generally and intelligent tutoring systems more specifically has largely focused on the task skills or learning efficacy of teams working on short-term projects in highly-controlled virtual environments. In this work, we report on the development of a balanced team model that takes into account task skills, teamwork behaviours and team workflow that has been empirically evaluated via an uncontrolled real-world long-term pilot study of student software engineering teams. We also discuss the use of the the J4.8 machine learning algorithm with our team model in the construction of a team performance prediction system

The management of academic workloads: full report on findings

The pressures on UK higher education (from explicit competition and growth in student numbers, to severe regulatory demands) are greater than ever, and have resulted in a steady increase in measures taken by universities to actively manage their finances and overall quality. These pressures are also likely to have impacted on staff and, indeed, recent large surveys in the sector have indicated that almost half of respondents find their workloads unmanageable. Against this background it would seem logical that the emphasis on institutional interventions to improve finance and quality, should be matched by similar attention given to the allocation of workloads to staff, and a focus on how best to utilise people’s time - the single biggest resource available within universities. Thus the aim of this piece of research was to focus on the processes and practices surrounding the allocation of staff workloads within higher education. Ten diverse organisations were selected for study: six universities in the UK, two overseas universities and two non higher education (but knowledge-intensive) organisations. In each, a crosssection of staff was selected, and in-depth interviews carried out. A total of 59 such interviews were carried out across the ten organisations. By identifying typical practices, as well as interesting alternatives, views on the various strengths and weaknesses of each of their workload allocation approaches was collated; and associated factors requiring attention identified. Through an extensive process of analysis, approaches which promoted more equitable loads for individuals, and which might provide synergies for institutions were also investigated

Work Groups and Teams in Organizations: Review Update

This review chapter examines the literature on work team effectiveness. To begin, we consider their nature, define them, and identify four critical conceptual issues—context, workflow, levels, and time—that serve as review themes and discuss the multitude of forms that teams may assume. We then shift attention to the heart of the review, examining key aspects of the creation, development, operation, and management of work teams. To accomplish objectives of breadth and integration, we adopt a lifecycle perspective to organize the review. Topics involved in the team lifecycle include: (1) team composition; (2) team formation, socialization, and development; (3) team processes, effectiveness, and enhancements; (4) team leadership and motivation; (5) and team continuance and decline. We characterize representative theory and research, identify thematic limitations, and highlight work that is beginning to push the boundaries on our critical conceptual issues. We also address application concerns where possible. Finally, we close with a discussion that reflects back on the topics, considers the state of progress regarding our critical conceptual themes, and suggests directions for new research to foster continued progress and development