Working Self Concepts: the Impact of Work Based Learning On Self Identity Amongst Senior HRM/HRD Practitioners

This paper explores the experiences of senior HRM/D managers and strategic line managers who have engaged with a Work Based Learning (WBL) programme, and builds on earlier work by Nichol and Williams (2012) who explored the professional identity of HR/HRD practitioners. The paper seeks to understand the personal impact of this combination of work place yet externally derived learning process on self-identity since this will have lessons for the learners, for the organisation, and for providers of such programmes. The basis of this qualitative, interpretive, paper is a series of one-to-one semi-structured interviews with senior practitioners from across the public, private and not-for-profit spectrum. Analysis and interpretation are guided equally by themes arising from the data and by a priori knowledge of existing theoretical frameworks. The concepts of self-identity operate at multiple levels, which Lord and Brown (2004) refer to as the Individual, Interpersonal and Collective levels of our ‘Working Self Concept (WSC)’. Their model demonstrated how successful leadership processes occur indirectly through follower self-identities, and this current research adapts that model to argue that the WBL process similarly needs to align with participants’ self-identity in order to ensure success. There is evidence of positive impacts on self-views at all levels with affective and behavioural changes that enhanced performance as a result of engagement in WBL. Increased confidence in their own value to their respective organisations, and improved belief in the legitimacy of their accumulated knowledge skills and experience enabled them to further contribute to organisational goals

Developing the next generation of globally responsible leaders: Generation Y perspectives and the implications for Green HRD

The Problem Middlebrooks, Miltenberger, Tweedy, Newman, and Follman note that leaders from the next generation need to both understand sustainability and have the capabilities to guide others in achieving the vision of a greener future. The purpose of this article is to discuss how Generation Y (Gen Y), who are currently moving into leadership positions worldwide, perceive the concepts of the greening of society. It then reflects on whether there are implications for Human Resource Development in developing the relevant skills and reflexive knowledge to lead in a sustainable way. The Solution Our article proposes that deeper understanding of the experiences, attitudes, values, and behaviors of this generation in relation to environmental and social issues will enable HRD practitioners to develop a more effective sustainable approach to the education, training, and development of this group over their career span. The article draws on written assignments from two groups of Gen Ys, one group had written essays on sustainable leadership as part of a selection process for a global organization’s conference on responsible leadership, the other were from a group of final year undergraduates on a business studies program at a U.K. university. The Stakeholders A very important group of stakeholders are the HRD academics and practitioners who wish to be in the vanguard of developing the ethos, capability, and behaviors that will enable Gen Y to actively promote and lead globally responsible organizations in the future. In addition, researchers interested in generational differences, leaders and other HR practitioners who recruit Gen Y employees as well as Gen Y people themselves who might wish to reflect on their approach to work may all find some resonance within this discussion. </jats:sec

How many cows do I need? Sample size calculations for testing co-infection using existing study data

Background There is little empirical research on the co-infection of Fasciola hepatica and Escherichia coli O157 in cattle. E. coli is controlled in the gut by a Type 1 immune response, whereas F. hepatica is known to suppress these immune responses and induce an anti-inflammatory environment in the host. We evaluate the statistical feasibility of re-testing isolates from a planned UK Food Standards Agency study on E. coli prevalence for F. hepatica presence, in order to establish whether there is an association. Methods We simulate synthetic datasets representing the proposed FSA sampling strategy. Sample sizes within farms and F. hepatica infections are simulated using Beta-Binomial distributions. E. coli infections are simulated using a logistic random-intercepts model under an alternative hypothesis that the odds ratio of E. coli presence is double when F. hepatica is present, with farm- and isolate-level prevalence rates constrained to current estimates. Statistical power is calculated by fitting models to each of the simulated datasets assuming a type I error rate of 5%. Owing to the E. coli status being known in advance of the F. hepatica test, we restrict the sampling strategy to only test farms with >0% an

The drivers of Higher Education leadership competence: a study of Moldovan HEI's

This paper examines the qualities and skills needed by leaders and managers in Higher Education; the extent to which leaders and managers in 15 Moldovan Institutions perceive themselves to hold those qualities and skills; and the main drivers for holding higher levels of them. Review of the literature suggests that the qualities and skills examined belong to nine domains. The leaders and managers perceive themselves to be strongest on the Personal Values domain and weakest on Managing Resources. Where respondents have moved to the action stage of learning, perceive their organisation to be supportive of development, and have access to a broader range of development activities they are more likely to report higher levels of competence on the qualities and skills. The paper concludes that where institutions want to develop leadership and management capacity they need to help leaders and managers to psychologically commit to acting on their development needs

The Ursinus Weekly, December 2, 1968

Arts Forum held; 4 foreign students featured on panel • Board OKs student members on committees; Student Senate endorses SFARC resolution • Camino real scheduled for December 6th • Mandrake concert is hit; Rock group shows profit • Editorial: Our play; The larger issue • Letters to the editor • Tradition vs. change • Herberg sees anomic moral crisis; Fun morality termed other directed • SFARC minutes • Opinion: Speaker fails to prove dilemma • Freeland Hall: Don\u27t let it be forgot • Senior looks at Freeland: Can Library replace Freeland\u27s primacy? • Search into history substantiates claim of second oldest graduate that Freeland was everything • Instructor asks what do students really want? • Now is the time to unite • WRUC increases wattage to allow greater service • USGA discusses Black Alliance • Students to decide on two government proposals • Pratt art show opens at Ursinus • PNE Folk Fest held; U.C. talent featured • U.C. sponsors Career Days • Howard honored for achievements • Gurzynski\u27s men win title; Albert leads UC to championship • Soccer team edges LaSalle after losing to Haverford • Flowers win intramural crown with 6-0 victory over Sig Rho • Whatley lauds squad; predicts progress • Bears destroy Haverford; Shuman wins Maxwell Award • All Stars will visit Glassboro • Greek gleaningshttps://digitalcommons.ursinus.edu/weekly/1167/thumbnail.jp