Impact of Virtual Work Environment on Traditional Team Domains     

Gary D. Geroy  Jackie Hartman  Joel Olson 《Performance Improvement Quarterly》2002,15(3):11-42

An extensive literature review and a phenomenological heuristic case study examined a virtual work team to determine what were salient domains of the team and determine the effect the virtual work environment had upon these domains. The study determined that post‐modern philosophy and postindustrial society are linked to changes in the marketplace and the development of virtual work environments. Seven team domains were identified. The virtual work environment affects the communication domain of teams most strongly. This effect impacts the remaining domains. Decision processes were determined to be narrower and featured conformity. Effectiveness was shown to be diminished by the reduction of social facilitation and increase in social loafing. Leadership was affected by the change in the communication network from an all‐channel network to a wheel network. Relationship and trust were affected by erosion of trust. Roles changed with the team's reduced ability to resolve differences and execute detailed action. Purpose became more task‐oriented. Technology emerged in the study as the new virtual team domain. Factors involved in team members' satisfaction were related to personality, isolation, and team membership.  相似文献   

Electronic Communication Training: Reconciling Gaps Created by the Virtual Office     

Jackie L. Jankovich Hartman  Brenda K. Ogden  Gary D. Geroy 《Performance Improvement Quarterly》2001,14(1):11-25

The virtual organization is one result of the rapid advances of technology. These advances, however, bring about setbacks when communicating electronically—primarily a loss of face‐to‐face interaction. Yet interpersonal skills are still deemed one of the most desirable communication skills in today's workplace. A gap analysis of the traditional versus the virtual office reveals that voids exist when communicating solely electronically. Electronic communication training is essential in order to eliminate these voids and lessen the chance for unclear messages, enhance “faceless” interactions, and avoid communication overload. Therefore, it is incumbent upon educators and trainers to augment development programs with electronic communication training in order for employees to be prepared for the challenges of the virtual office.  相似文献   

Using a Behavior Change Model to Document the Impact of Visits to Disney's Animal Kingdom: A Study Investigating Intended Conservation Action     

Lynn D. Dierking  Leslie M. Adelman  Jackie Ogden  Kathy Lehnhardt  Lance Miller  Jill D. Mellen 《Curator: The Museum Journal》2004,47(3):322-343

Abstract Over the last 10 to 15 years, zoos and aquariums have set out to influence visitors' conservation‐related knowledge, attitudes, affect, and behavior. In 2000, the Institute for Learning Innovation collaborated with Disney's Animal Kingdom (DAK) on a comprehensive baseline study conducted to assess the outcomes of a DAK experience on visitors in four areas: knowledge, attitudes, affect, and behavior. This article describes one aspect of the comprehensive study: an investigation of the long‐term (two‐to‐three‐month) impact of a visit to Conservation Station at Disney's Animal Kingdom on visitors' intended conservation action. The study used a behavior change model from the health arena: the Prochaska Model of Behavioral Change. The model proved helpful but had some drawbacks, suggesting the need to develop a more sensitive change model. The implications of this study could assist institutions in thinking about what audiences or messages to emphasize in order to influence behavior.  相似文献   

School psychologists and autism identification: Present challenges and potential solutions     

Suzanne G. Margiano  Kari A. Sassu  Brittany A. Dale  Jacqueline M. Caemmerer  Melissa A. Bray  Emily Peters 《Psychology in the schools》2023,60(2):441-451

Although federal law has provided guidelines for autism eligibility for special education, school-based autism assessment and eligibility vary widely across states and identification continues to lag behind national prevalence data. The main role of the school psychologist continues to be conducting evaluations for special education eligibility, and given current barriers, some school psychologists do not feel equipped to make a recommendation for autism eligibility. This article summarizes the barriers school psychologists face when conducting autism assessments in the schools, including systemic barriers, lack of training or professional development, resulting lack of confidence, among others. We conclude by highlighting recommendations for multipronged systemic changes that will improve the capacity of special education teams and specifically support the pivotal role of the school psychologist in conducting autism eligibility evaluations in the schools.  相似文献   

Access arrangements for secondary students. Are they fit for purpose?     

Emily McGhee  Jackie Masterson 《Support for Learning》2022,37(2):244-262

The purpose of this study was to investigate Access Arrangements (AA) which allow students with specific learning difficulties (SpLDs), disabilities or medical needs to access assessments by making reasonable adjustments, as established by the Equality Act 2010. A review of the literature revealed some problematic issues relating to the perceived manageability of the system, assessments used to ascertain eligibility for AAs, the evidence-base for specific AAs, some training routes to become an assessor, and the lack of stakeholder voice in the process. The present study involved gathering information on views and experiences with AA by means of a survey with 513 UK educational professionals, in-depth interviews and a small-scale study involving pupils with reading difficulties. The results suggest that the system needs reviewing to make sure there is equitable provision for all those who need AA.  相似文献   

A critique of how technology adoption models are utilized     

Brent Wilson  Jackie Dobrovolny  May Lowry 《Performance Improvement》1999,38(5):24-29

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