Maximizing Competency Education and Blended Learning: Insights from Experts

In May 2014, CompetencyWorks brought together twenty-three technical assistance providers to examine their catalytic role in implementing next generation learning models, share each other's knowledge and expertise about blended learning and competency education, and discuss next steps to move the field forward with a focus on equity and quality. Our strategy maintains that by building the knowledge and networks of technical assistance providers, these groups can play an even more catalytic role in advancing the field. The objective of the convening was to help educate and level set the understanding of competency education and its design elements, as well as to build knowledge about using blended learning modalities within competency-based environments. This paper attempts to draw together the wide-ranging conversations from the convening to provide background knowledge for educators to understand what it will take to transform from traditional to personalized, competency-based systems that take full advantage of blended learning

Biophysics at the coffee shop: lessons learned working with George Oster

Over the past 50 years, the use of mathematical models, derived from physical reasoning, to describe molecular and cellular systems has evolved from an art of the few to a cornerstone of biological inquiry. George Oster stood out as a pioneer of this paradigm shift from descriptive to quantitative biology not only through his numerous research accomplishments, but also through the many students and postdocs he mentored over his long career. Those of us fortunate enough to have worked with George agree that his sharp intellect, physical intuition and passion for scientific inquiry not only inspired us as scientists but also greatly influenced the way we conduct research. We would like to share a few important lessons we learned from George in honor of his memory and with the hope that they may inspire future generations of scientists.Comment: 22 pages, 3 figures, accepted in Molecular Biology of the Cel

Preventing identity theft:identifying major barriers to knowledge-sharing in online retail organisations

Purpose: Knowledge-sharing (KS) for preventing identity theft has become a major challenge for organisations. The purpose of this paper is to fill a gap in the literature by investigating barriers to effective KS in preventing identity theft in online retail organisations. Design/methodology/approach: A framework was proposed based on a reconceptualisation and extension of the KS enablers framework (Chong et al., 2011). A qualitative case study research method was used for the data collection. In total, 34 semi-structured interviews were conducted in three online retail organisations in the UK. Findings: The findings suggest that the major barriers to effective KS for preventing identify theft in online retail organisations are: lack of leadership support; lack of employee willingness to share knowledge; lack of employee awareness of KS; inadequate learning opportunities; lack of trust in colleagues; insufficient information-sourcing opportunities and information and communications technology infrastructure; a weak KS culture; lack of feedback on performance; and lack of job rotation. Practical implications: The research provides solutions for removing existing barriers to KS in preventing identity theft. This is important to reduce the number of cases of identity theft in the UK. Originality/value: This research extends knowledge of KS in a new context: preventing identity theft in online retail organisations. The proposed framework extends the KS enablers framework by identifying major barriers to KS in the context of preventing identity theft

Organizing for What: Job Rotation as an Organizational Development Strategy or as an Organizational anti‐Corruption Tool?

The purpose of this article is to understand if Job Rotation (JR)/Organizational Development (OD)-oriented strategies are compatible with JR strategies to curb Organizational Corruption (OC), as these strategies seem to indicate an apparent contradiction. To this end, the paper is structured as follows. Firstly, the main points of JR-Theory in organizational studies are displayed. Subsequently, JR-Theory in organizational anti-corruption is more deeply explored. At the end of the review, the research question is proposed in the methodological section. The two sections after that are devoted to answering this question. The first of which examines the laws and documents of the National Anti‐Corruption Agency (ANAC) on JR-based anti-corruption policies in Italian public administrations. In the second section, some cases reported in the ANAC documents are analyzed. The results seem to suggest we can positively answer the research question, even if further research is needed. The theoretical contributions, managerial implications, limitations and future research are highlighted in the last sectio

Determinants of employee readiness for organisational change

This thesis was submitted for the degree of Doctor of Philosophy and awarded by Brunel University.Organisations are continually confronting challenges to remain competitive and successful, which compels organisations to regularly re-evaluate their strategies, structures, policies, operations, processes and culture. Managing change effectively is however a main challenge in the change management domain because of massive human involvement. Thus, managers and change agents are eager to know how to encourage and effectively prepare employees for change situation. The aim of this doctoral study was to examine the determinant of employee readiness for organisational change. The objectives were to investigate employee commitment to the organisation and career and social relationships factors in public sector higher educational institutions of Pakistan where various change reforms has been introduced recently. This empirical study proceeded by a systematic review of literature that led to development of a conceptual model. The data was collected from a sample of teaching employees by using a survey questionnaire. Data was analysed using descriptive statistics and exploratory factor analysis run on statistical package for social sciences and confirmatory factor analysis on the structural equation modelling as well as on applied analysis of moment structure to assess the model fit of the study and hypotheses testing. Results showed that independent variables (emotional attachment, feeling of pride, pay/wages/rewards, promotion, job satisfaction, job involvement and social relationships in the workplace) were positively and significantly correlated to the dependent variable (readiness for organisational change). However, two variables i.e. supervisor and peer relations, and training and skills development were not found positive and significant to the readiness for organisational change. This study has methodological limitations, as it is a cross sectional study that used a survey questionnaire only in public sector higher education sector. This study provides empirical evidence for employee readiness predictor variables for organisational change. This study may contribute to the literature on change management, particularly for Pakistan, and may assist the management, change agents and practitioners of human resources management and development, and organisational behaviour in assessing, designing and evaluating new or existing programmes for organisational change

Working Papers: Astronomy and Astrophysics Panel Reports

The papers of the panels appointed by the Astronomy and Astrophysics survey Committee are compiled. These papers were advisory to the survey committee and represent the opinions of the members of each panel in the context of their individual charges. The following subject areas are covered: radio astronomy, infrared astronomy, optical/IR from ground, UV-optical from space, interferometry, high energy from space, particle astrophysics, theory and laboratory astrophysics, solar astronomy, planetary astronomy, computing and data processing, policy opportunities, benefits to the nation from astronomy and astrophysics, status of the profession, and science opportunities

Would You Like to Motivate Software Testers? Ask Them How

Considering the importance of software testing to the development of high quality and reliable software systems, this paper aims to investigate how can work-related factors influence the motivation of software testers. Method. We applied a questionnaire that was developed using a previous theory of motivation and satisfaction of software engineers to conduct a survey-based study to explore and understand how professional software testers perceive and value work-related factors that could influence their motivation at work. Results. With a sample of 80 software testers we observed that software testers are strongly motivated by variety of work, creative tasks, recognition for their work, and activities that allow them to acquire new knowledge, but in general the social impact of this activity has low influence on their motivation. Conclusion. This study discusses the difference of opinions among software testers, regarding work-related factors that could impact their motivation, which can be relevant for managers and leaders in software engineering practice