Competency Modeling as an Organizational Development Intervention

The practice of competency modeling has been widely applied as a strategic human resource initiative in the United States and abroad (Schuler & Jackson, 2005). It is estimated that 70–80% of Fortune 500 companies use some form of competency modeling within their talent management programs to define and/or measure work performance (Stone, Webster & Schoonover, 2013). This widespread popularity is likely explained by the many proposed benefits of competency modeling adoption. Some of these benefits include directly linking future-oriented talent requirements to business objectives and strategies, integrating talent programs across HR functions, and offering a more flexible and adaptable method to study work in a dynamic business environment. While many articles debate competency modeling methods and best practices, little empirical evidence exists to support the broad claims that competency modeling improves organizational performance, warranting the need to empirically and critically examine proponents’ claims (Dubois, 1993; Lucia & Lepsinger, 1999; Rahbar-Daniels, Erickson & Dalik, 2001; Stone et al., 2013). As such, this is a topic wanting and ready for empirical research. This research seeks to address this gap and extend the literature by examining the effectiveness of competency modeling as an organizational development intervention to improve organizational performance. The organization that served as the case study and foundation of the research is a residential education department at a large private, Midwestern university that implemented a competency model immediately after redefining their mission, vision, goals and values to reflect the departmental philosophy following reorganization. By implementing a competency model as an organizational development intervention, the department could directly articulate how employees’ roles and responsibilities relate to the overall department philosophy and ensure that all personnel practices and organizational activities are aligned to fulfill the departmental mission, vision, goals and values (Campion, Fink, Ruggeberg, Carr, Phillips & Odman, 2011; Shippmann, Ash, Battista, Carr, Eyde, Hesketh, Keyhoe, Pearlman, Prien & Sanchez, 2000). The goals of this research were twofold. First, validity evidence was established for the competency model as a tool to measure and improve employee performance. Secondly, the effectiveness of the competency modeling as an organizational development intervention to improve organizational performance was investigated using a longitudinal non-equivalent control group quasi-experimental design. Results provided the first published empirical evidence demonstrating that competency modeling can sustainably improve organization performance and lend support to the theory and practice of competency modeling as an organization development initiative. While initial results are promising and support some of the claimed benefits of competency modeling to date (Dubois, 1993; Lucia & Lepsinger, 1999; Rahbar-Daniels et al., 2001; Stone et al., 2013), the causal mechanisms that are involved and impact practical effectiveness of competency modeling are still not well understood by the field. This area of study has much to explore and would continue to benefit from additional research to explain both how and why competency modeling may be effective in improving organization performance. Practical implications as well as contributions of the research to the literature are discussed

Myth and Ritual in Moonrise Kingdom

This essay examines religious themes in Wes Anderson\u27s film Moonrise Kingdom. An analysis of the film reveals the characters utilize ritual and myth as a means of creating knowledge and as the catalyst for a transformation of self. This essay argues that Anderson’s characters construct and interpret their reality, of self and world, by engaging with ritual, myth, and community

National evaluation of Diplomas: cohort 1 - the second year

The introduction of Diplomas for 14-19 year olds represented a major innovation in educational opportunity for young people in England. The Diplomas are being offered at three levels and across 14 subjects and have been implemented in three phases (from September 2008, 2009 and 2010). Following the establishment of the Coalition government in May 2010, a number of changes to the implementation and delivery of the Diploma qualification were introduced. The Minister of State for Schools announced that development of new Diplomas in science, humanities and languages, which were due to be introduced from September 2011, would be discontinued. Additionally the Diploma entitlement, whereby all young people within an area would be able to access any of the Diploma subjects, would be removed and that the decision about which Diploma subjects would be available to students would in future be made by schools and colleges. Moreover, it was decided that the Gateway application process whereby consortia (of schools, colleges, training providers, employers and Higher Education Institutes (HEIs)) had previously submitted an application to the Department for Education (DfE) for each Diploma subject they wanted to offer would no longer be required for provision commencing from 2012. Other changes included the freedom for institutions to decide whether or not they wanted to work collaboratively to provide Diploma provision

The Influence of Predation Risk on Coyote Behavior: An Application of the Matching Law

Over the past several decades, coyotes (Canis latrans) have expanded substantially across a range of habitats. Consequently, coyote expansion into urban and rural areas has led to increased conflicts with humans. The success of coyote expansion across habitats is often attributed to their ability to flexibly adapt to changes in their environment. Our study is designed to examine how coyotes adapt their foraging strategy under predation risk as an aspect of their behavior that could contribute to their successful expansion across habitats. To quantify foraging strategy, we are using the matching law to characterize choices between two food sources. The matching law was developed from the basic behavioral laboratory and states that the ratio of choices between two food sources matches the ratio of food obtained from those sources. For example, if we deliver twice as much food at Option A than at Option B, we would expect coyotes to choose Option A twice as often as Option B, an outcome known as perfect matching. Deviations from perfect matching can indicate how and to what degree animals change their foraging strategy in response to changes in their environment (e.g., the introduction of a predator). There is strong evidence that coyotes are responsive to predation risk by wolves; however, it is unclear how and to what degree predation risk by wolves influences coyote foraging behavior. Therefore, we are simulating wolf predation risk using a wolf dummy scented with wolf urine to examine whether the wolf cues will induce changes in foraging strategy among captive coyotes. Data collection is still in progress; however, based on prior research, we expect that the introduction of wolf cues (i.e., simulated predation risk) will bias coyotes away from rich food sources. Presentation Time: Thursday, 12-1 p.m

Improving Traveling Wave Ion Mobility Mass Spectrometry for Proteomics

Large-scale analysis of proteins is a critical tool in the life sciences, guiding drug development and elucidating important cellular processes. These measurements are accomplished with liquid chromatography-mass spectrometry (LC-MS), where proteins are enzymatically digested into peptides, separated via liquid chromatography, and analyzed by mass spectrometry. Typically, the most abundant peptide ion at a given time is selected for sequence identification, but limited instrument scan speed often results in under-sampling, compromising data completeness and reproducibility. In contrast, all-ion acquisition methods bypass peptide ion selection, measuring peptides ions across broad mass ranges. Despite capturing data for all events, peptide annotation is limited by inadequate separation prior to fragmentation, which results in interfering peaks in fragment spectra. Ion mobility spectrometry (IMS), where peptide ions are separated based on cross-sectional size and charge in the gas phase, adds an orthogonal analytical dimension to LC-MS proteomics. In-line ion mobility spectrometry provides additional separation without increasing analysis times, reducing spectral interference to improve reproducibility, peak capacity, and peptide identifications. However, these ion mobility separations were not optimized for complex peptide mixtures, and the true peak capacity of the LC-IMS-MS platform was unknown. Additionally, fragment ion information acquired during protein quantification experiments using stable isotope labeling by amino acids in cell culture (SILAC) was underutilized. Rigidity and opacity of proprietary data analysis software also presents a barrier to improving LC-IMS-MS proteomics measurements. Chapter 1 presents the first quantitative characterization of traveling wave ion mobility separation in the context of real, complex proteomics samples. Taking into account the orthogonality of the LC, IMS, and MS separations, we found that IMS doubles the peak capacity of LC-MS alone under standard traveling wave settings. Seeking to improve the IMS separation, we discovered IMS settings that reproducibly increased peptide and protein identifications by over 40%. Chapter 2 describes a protein-centric statistical filtering method to leverage fragment ion quantification information. This filtering method reduces coefficients of variation by 4-fold, increasing confidence in differential protein measurements. Chapter 3 explores a new LC-IMS-MS software tool, focusing on 3D peak detection parameters, and reports the first database searches of LC-IMS-MS data performed entirely with free, open-source tools.PHDChemistryUniversity of Michigan, Horace H. Rackham School of Graduate Studieshttps://deepblue.lib.umich.edu/bitstream/2027.42/150037/1/hayse_1.pd

Rock Bass Learn to Associate Food with a Visual Cue and Remember the Association when Food is Absent

We explored the foraging ability of rock bass (Ambloplites rupestris) by testing three hypotheses consistent with the predictions of optimal foraging theory: 1) fish can learn to associate food with a visual cue; 2) trained fish will go to a visual cue faster than untrained fish; and 3) over time, without the reinforcement of food, trained fish will exhibit a diminished response to a visual cue. Our results supported each hypothesis. During the first 96 h of testing, 88 to 100% of trained fish went to the visual cue first; 50% of the trained fish went to the visual cue first after 312 h. None of the untrained fish went to the visual cue first. Trained fish went to the visual cue significantly faster (11.0 cm sec-1 ) than untrained (1.6 cm sec-1 ) fish. There were no significant differences in velocity to the visual cue among the times tested for control fish (0.8 to 2.6 cm sec-1 ). However, velocities of experimental fish were significantly higher from 0 to 24 h (16.7 cm sec-1 ) than from 48 to 312 h (6.7 cm sec-1 ), suggesting that they began extinguishing their responses as the time since the last food reward associated with the cue increased. If rock bass use these abilities in their natural habitats, they likely improve their foraging efficiency and, thus, their overall fitness. (No actual Publication Date listed on Report

Telemedicine implementation across academic medical centers: How can we improve virtual diabetes care?

For patients with diabetes mellitus requiring specialty care, access to routine careis essential for maintaining a high quality of life and avoiding adverse health outcomes. Telemedicine improves access to diabetes specialists and was rapidly adopted during the COVID-19 pandemi

The Unicorn Theatre: A Brief History 1974-2020

Title from PDF of title page viewed June 23, 2020Thesis advisor: Felicia Hardison LondréVitaIncludes bibliographical references (pages 99-103)Thesis (M.A.)--UMKC Conservatory. University of Missouri--Kansas City, 2020The Unicorn Theatre was originally founded under the name Theatre Workshop in 1974. It was a theatre company formed by three UMKC graduates, Jim Cairns, Rohn Dennis, and Liz Gordon who wanted to create an Off-Off-Broadway theatre in Kansas City. Their work focused on experimentation and using theatre as a political statement for social change. For years, the theatre operated as a community of people who wore many hats and performed many functions. In some ways, this still remains true. However, the theatre made a significant shift in its goals and future when they joined Actors’ Equity Association in 1984 shortly after Cynthia Levin was named Producing Artistic Director. The company has operated out of four different locations over the past 45+ years, but it has been in its current location at 3828 Main Street, Kansas City, MO since 1986. Many expansions and financial campaigns have contributed to the success of the theatre, which now houses two stages, The Levin Stage and The Jerome Stage. The Unicorn Theatre now operates under the vision of producing “Bold New Plays” and thrives on a mission that revolves around inclusion and diversity.Introduction: An historical overview -- Interviews with major players -- Reviews, production photos, and programs -- Conclusion -- Appendix A. Production History -- Appendix B. Timeline of Major Event