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1.
This theoretical paper examines some of the potential impacts of different modes of university organization in Turkey (Faculty and Departmental) upon the scientific productivity of faculty members. A model of university organization is developed which distinguishes between the administrative and academic structures within the university. This model, derived largely from the literature on bureaucratic and professional organizations, provides the basis for a comparative analysis of the structural differences between the Faculty and Departmental mode of university organization in Turkey. Exploration of these structural differences leads to the hypothesis that the organizational structure of the Departmental university, in the Turkish setting, is more functional, on net balance, than the Faculty mode of university organization for the development of high levels of faculty productivity in the fields of science. Examination of some very limited data on the scientific activities of Turkish scientists in a sample of Turkish universities, though by no means conclusive, suggests that, within given social situations, this hypothesis may indeed be correct. Nevertheless, it is clear that there exists a need not only for more extensive research in this area, but also for more detailed information as to the social, political, and economic situations within which university organizations exist.
相似文献2.
在高职院校实训教学的管理中,与传统科层管理相比较,网络组织管理模式弱化了上下级之间的层级关系,促进了管理部门之间的协调,加强了实训室之间的沟通和共享,提升了实训体系的管理效率。通过搭建实训管理信息化系统平台、有选择地将部分职能推向市场、实施组织文化建设等途径,建立有特色的实训管理体系,对于高职院校的内涵式发展有深远的意义。 相似文献
3.
Alice C. Stewart Jacqueline Williams Karen Smith‐Gratto Sylvia Sloan Black Betty Turner Kane 《Decision Sciences Journal of Innovative Education》2011,9(1):3-26
In this pilot research we examine the impact of two leadership development training programs on the ability of students to acquire knowledge, share knowledge, and apply knowledge for organizational decision making. One program emphasized concepts and case‐based application based on a technical learning paradigm. The other program used a game‐based computer simulation, Virtual Leader, grounded in an experiential or situated learning paradigm. After training, students from both programs engaged in a complex in‐basket exercise to examine the quality of their leadership and managerial abilities. In this exercise, participants from each training intervention worked with their trained cohort to accomplish a day of managerial work. Participants were observed and their individual and collective actions and decisions on behalf of the organization were evaluated. Using qualitative research we compared the organizational decisions associated with each group to determine which pedagogical technique resulted in the most effective application of student learning. While technical learning pedagogy was associated with greater information acquisition, the game‐based computer simulation (an experiential, social‐interaction oriented pedagogy) was associated with better decision quality and more shared cognition. Evidence suggests that students taught with the game‐based computer simulation collectively demonstrated a greater ability to apply what they learned. 相似文献
4.
通过对我国考试经济现状的分析,指出考试经济扭曲发展的路径依赖是基于僵化的组织结构,并以新公共管理理论、组织创新理论为理论前提,提出我国的考试组织变革与创新的改革思路。 相似文献
5.
《Teaching and Teacher Education》1994,10(6):601-615
This article puts forward the “congruence” hypothesis which states that the effectiveness of training is dependent upon the correspondence between trainee's pre-existing cognitions (especially beliefs) and the knowledge that training is intended to convey. The hypothesis implies that a diagnosis of teacher knowledge should be a component of training programs. Two cognitive-oriented models of training (a concept-based model and an experience-based model) that differ in the degree to which they diagnose teachers' pre-existing cognitions are tested with respect to their impact on knowledge acquisition. The results supported the congruence hypothesis. Teachers' beliefs were found to filter the knowledge acquisition process: The greater the correspondence between teachers' beliefs and what was presented in training, the more likely learning was to take place. On the other hand, taking beliefs into account by diagnosing beliefs to facilitate greater congruence was not found to be an effective strategy. Apparently, other interventional techniques will have to be considered if teachers' beliefs are to be integrated with professional knowledge. 相似文献
6.
Training for reflective expertise: A four-component instructional design model for complex cognitive skills 总被引：2，自引：0，他引：2
Jeroen J. G. van Merriënboer Otto Jelsma Fred G. W. C. Paas 《Educational technology research and development : ETR & D》1992,40(2):23-43
This article presents a four-component instructional design model for the training of complex cognitive skills. In the analysis
phase, the skill is decomposed into a set of recurrent skills that remain consistent over problem situations and a set of
nonrecurrent skills that require variable performance over situations. In the design phase, two components relate to the design
of practice; they pertain to the conditions under which practice leads either to rule automation during the performance of
recurrent skills or to schema acquisition during the performance of nonrecurrent skills. The other two components relate to
the design of information presentation; they pertain to the presentation of information that supports the performance of either
recurrent or nonrecurrent skills. The basic prediction of the model is that its application leads to “reflective expertise”
and increased performance on transfer tasks. Applications of the model that support this prediction are briefly discussed
for the training of fault management in process industry, computer programming, and statistical analysis. 相似文献
7.
The Egger-Miller information hypothesis was tested in a nonoverlapping compound stimulus CER situation. During CER training, S2, the so-called redundant stimulus, acquired greater suppression qualities than S1. However, following CER training, subjects were exposed to test situations in which the independent suppression qualities of S1 and S2 were assessed. S1 was followed by a trace interval, S2 was presented alone, or the S1–S2 sequence was reversed. Results of all test conditions showed minimal suppression to S2, while suppression to S1 was maintained or facilitated. It was suggested that S2, although a redundant predictor of shock occurrence, provides information as to “when” shock is due. 相似文献
8.
Lois Wright 《Performance Improvement Quarterly》2003,16(4):5-22
A persistent concern of those involved with planning, delivering, and evaluating training as well as of managers is whether training “works.” Addressing that question, this paper proposes that training must be integrated into other aspects of the organization if it is to achieve lasting results. In other words, training must be viewed within its organizational context rather than as a stand‐alone activity. Viewing training contextually raises both training implementation and training evaluation issues. From the implementation perspective, issues abound concerning the best way to link training with other parts of the organization to enhance its effectiveness. From the perspective of evaluation, the difficult issue of accountability arises: Training cannot take responsibility for things beyond its control, but it also cannot abdicate responsibility. How does shared responsibility for results work within an organization? This paper explores these issues by reviewing literature related to training in context, presenting a model for understanding training within an organizational context, and presenting practice implications for trainers. 相似文献
9.
The study was designed to test the hypothesis derived from cognitive-developmental theory that multiple classification skill plays an important role in children's gender stereotyping and in their processing of counterstereotypic gender information. Children (N = 75; 5-10 years) were matched on pretest measures of gender stereotyping and multiple classification skill and then assigned to: (1) multiple classification training using nonsocial stimuli, (2) multiple classification training using social stimuli, (3) a rule training intervention, or (4) a control intervention. Children who had acquired multiple classification skill via training with social stimuli and those children trained on rules for occupational sorting showed significantly more egalitarian responding on a subsequent measure of gender stereotyping and superior memory for counterstereotypic information embedded in stories. Additionally, children who had acquired multiple classification skill via training with nonsocial stimuli showed superior memory for counterstereotypic information, despite demonstrating no greater flexibility on the gender stereotyping measure. Both theoretical and educational implications of results are discussed. 相似文献
10.
This experiment was designed to examine the instructional effectiveness and efficiency of organizational chunking and batched postquestions within the framework of an information-processing approach to learning and memory. The coding processes utilized by the content organization employed both encoding and retrieval aids to facilitate the acquisition, retention, and retrieval of the information to be learned. Major findings indicate that the chunked treatment resulted in a more efficient learning strategy than the conventional treatment; however, the chunked and conventional treatment, as different encoding strategies, did not produce significant differences in achievement on the performance task. Additionally, students receiving the intervening postquestion strategy took significantly less time in completing the performance measure than did those students who received the non-intervening postquestion treatment. 相似文献
11.
《Journal of Further & Higher Education》2012,36(3):261-276
The present study reports on new research conducted to determine whether teaching time and organizational skills using a training package can improve these skills. The Abbreviated Time Management Indicator (ATMI) developed by Roberts et al. was used to assess time and organizational management skills. This scale consists of six dimensions, namely sense of purpose, meeting deadlines, mechanics of time management, propensity to plan, coping with temporal flow and effective organization. Participants in this study comprised first year health science students studying at the University of Sydney in their first semester. Four hundred and seventy‐eight students participated in a pre‐test (baseline) session after which they received information on their individual scores on each of the six dimensions of the scale together with average scores on each dimension for the total group (feedback). Of the original participants 122 completed the post‐test session, 5 weeks later. During the intervening period students were given a self‐directed training package which provided practical information on how to improve their skills on each of the dimensions contained in the scale. The results of the study indicated no significant improvement in time and organizational management skills. Possible reasons for the lack of improvement are discussed in terms of recent developments in teaching and learning contexts, together with suggestions for future research. 相似文献
12.
Tom R. Eucker 《Performance Improvement Quarterly》1989,2(3):87-105
The potential impact of information technology on the workplace is greater than simply changing how work is performed by individuals. Our assumptions regarding information systems in traditional organizations are out of date and being challenged by the capabilities provided by new information technologies. The organization of the future will require a much higher degree of system integration in order to respond to the increasing demands for flexibility and rapid change in the global marketplace. This will require a complete re-thinking of current organizational assumptions and a whole system re-design effort at the organizational level. Performance technologists, in order to play a vital role in building this new organizational future, will need to apply their collective knowledge on the whole system rather than on isolated elements, and to understand the interaction between the technology and the organization. 相似文献
13.
Jerry W. Gilley 《Performance Improvement Quarterly》1997,10(1):213-225
Improved organizational efficiency can only be accomplished if the employees within an organization have developed the skills, competencies, knowledge, and attitudes to perform at the highest possible levels. To a limited degree this can be accomplished via training, but employees develop the fundamental skills, competencies, knowledge, and attitudes related only to their current job. As a result, the organization is only indirectly impacted. This refers to the micro perspective of improved organizational efficiency. Organizational efficiency can also be accomplished through organizational development, but the individual employee is often overlooked during this process. Without employee commitment to improve efficiency, it will be short-lived. This approach refers to the macro perspective of improved organizational efficiency. Both the micro and macro perspectives of improved organizational efficiency have their weaknesses. Thus, a combination of the two processes is necessary. Career development is that combination. Career development is a process which enables employees to develop beyond the fundamental skills, competencies, knowledge, and attitudes required for their present job assignments. It is a process which is focused on improving organizational efficiency while relying on the development of the individual employee. Performance improvement practitioners can provide learning activities which improve employees' skills, competencies, knowledge, and attitudes by viewing improved organizational efficiency from, an individual (micro) perspective while remaining dedicated to the overall enhancement of the organization (macro). However, many performance improvement practitioners fail to see the connection between training and overall organizational development. These terms are often used interchangeably which leads to the increased confusion and misapplication of each process. It is necessary, therefore, to arrive at an acceptable definition in order to communicate effectively the intent as well as the similarities and differences of the processes. This will enable performance improvement practitioners to better understand the commonalities of each process. It is this understanding that serves as the basis of this article and the forthcoming recommendations. 相似文献
14.
Robert A. Hancock 《Learning & behavior》1982,10(1):46-54
Egger and Miller (1962) hypothesized that the conditioned reinforcing value of stimuli depends on their information value. Egger and Miller and others have tested this hypothesis by comparing the conditioned reinforcing value of S1 and S2 following S1-S2-reward training. However, none of these experiments have controlled for differential generalization of conditioned reinforcement value from training to comparison tests. That is, the S1 cue pattern during the conditioned reinforcement tests has been very similar to the S1 cue pattern of training, while the training and test S2 cue patterns have been quite dissimilar. In Experiment 1, pigeons in a procedure unconfounded by differential generalization produced S2 reliably more frequently than S1, and pigeons in a confounded procedure produced S1 somewhat more frequently than S2. A significant groups × stimuli interaction was attributed to differential stimulus generalization from training to test for S1 and S2 in the confounded condition. In Experiment 2, pigeons in an unconfounded procedure again produced S2 reliably more frequently under a different testing procedure. The results are interpreted as demonstrating that, following S1-S2-food training trials, S2 is the more effective conditioned reinforcer in unconfounded conditions. A reconceptualization of the information hypothesis is shown to be consistent with these results. 相似文献
15.
介绍了以全国统编医学专科教材内容为主的皮肤性病学多媒体课件制作过程及教学应用,并采用问卷式随意测试了两届200名学生,对多媒体教学方式与传统教学方式的教学效果进行了对比分析.结果显示皮肤性病学多媒体课件教学在皮疹直观性、组织结构演变过程、知识技术信息量、临床观察诊断等方面优于传统教学方式,而后者在定义概念准确性的教学效果优于前者. 相似文献
16.
Tom Clark Deputy Headteacher 《School Leadership & Management》2013,33(3):235-242
The purpose of this paper is to show that the structure of a formal organization has implications for staffing, communicating and performing in order to achieve organizational goals. Drawing specific instances from the case of the Bendel State Board of Education Headquarters as at June, 1980, it was evident that for a proper staff positioning, communicating and performing in an organization, managers have to (a) constantly review the structure of their organizations (b) define precisely the various functions (c) use as a guide the organizational structure in staff positioning (d) define clear lines of authority in the organization and (e) recognize damaging structural situations and prevent them. 相似文献
17.
Jerry W. Gilley 《Performance Improvement Quarterly》1989,2(1):43-54
Improved organizational efficiency can only be accomplished if the employees within an organization have developed the skills, competencies, knowledge, and attitudes to perform at the highest possible levels. To a limited degree this can be accomplished via training, but employees develop the fundamental skills, competencies, knowledge, and attitudes related only to their current job. As a result, the organization is only indirectly impacted. This refers to the micro perspective of improved organizational efficiency. Organizational efficiency can also be accomplished through organizational development, but the individual employee is often overlooked during this process. Without employee commitment to improve efficiency, it will be short-lived. This approach refers to the macro perspective of improved organizational efficiency. Both the micro and macro perspectives of improved organizational efficiency have their weaknesses. Thus, a combination of the two processes is necessary. Career development is that combination. Career development is a process which enables employees to develop beyond the fundamental skills, competencies, knowledge, and attitudes required for their present job assignments. It is a process which is focused on improving organizational efficiency while relying on the development of the individual employee. Performance improvement practitioners can provide learning activities which improve employees' skills, competencies, knowledge, and attitudes by viewing improved organizational efficiency from an individual (micro) perspective while remaining dedicated to the overall enhancement of the organization (macro). However, many performance improvement practitioners fail to see the connection between training and overall organizational development. These terms are often used interchangeably which leads to the increased confusion and misapplication of each process. It is necessary, therefore, to arrive at an acceptable definition in order to communicate effectively the intent as well as the similarities and differences of the processes. This will enable performance improvement practitioners to better understand the commonalities of each process. It is this understanding that serves as the basis of this article and the forthcoming recommendations. 相似文献
18.
陈官章 《乐山师范学院学报》2013,28(5):96-98,103
学生党员培养考察是学生党员组织发展工作中的关键环节。学生党员培养考察工作面临着数量与质量、党务队伍建设的滞后与党员发展工作要求、传统的培养考察工作模式与学生党建工作发展需要之间的挑战。在新时期,构建学生党员培养"四级教育培养模式"和"四级信息数据库",形成"过程梯级教育培养"和"‘实时-立体-动态’考察"工作模式是高校学生党员培养考察工作模式有益的探索。 相似文献
19.
Theresa A. Thorkildsen 《Child development》1991,62(4):852-862
Conceptions of fair educational practices develop differently for testing and learning situations. After about age 8, children judged peer tutoring to be an unfair practice during a test. (Most 6–8-year-olds judged it fair). Yet, peer tutoring was seen as the most fair way to help students learn until at least age 17. In addition, 4 levels of conceptions of fair testing practices were found. Adult-like conceptions of fair testing practices emerged at about age 11, which contrasts with about 18 for conceptions of fair learning practices. Conceptions of fair testing practices parallel the development of the concepts of ability and effort as factors limiting immediate performance; whereas conceptions of fair learning practices parallel the development of concepts concerning the long-term acquisition of intelligence. These findings support the conclusion that children's understanding of different types of situations is reflected in their conceptions of social justice. 相似文献
20.
李玲 《广东职业技术师范学院学报》2014,(1):122-127,134
在构建学习型社会、打造终身教育平台的过程中,高校成人培训的作用越来越重要。高校成人培训的管理体制在事权、财权关系的处理上,在注重社会效益和经济效益的平衡点上,必需按照成人培训的特点和发展趋势,调动高校内部和外部的积极性,不断调适成人培训组织架构,构建具有网络化、柔性化、扁平化和多元化等特点的培训组织结构。最终形成彰显高校成人培训的组织文化特征的培训平台。 相似文献