...a way of college students to change their chosen program to another that may have been caused by many incompatibility of the student to compete in that specific chosen program. According to the Office of the University Registrar of DLSU “shifting refers to a transfer from one program to another of the same level. A level may refer to baccalaureate, masters, doctoral, or diploma/certificate”. In some college student’s perspective about shifting courses, is that shifting courses was caused by rejection of the problems of the student in that specific program In shifting courses there are four possible reasons why a college student demands to shift their course. The first possible reason in shifting course is the problem with the student’s course itself, if the course does not meet the demands of a student, it may cause failure or boredom to the student that makes them change course. Second reason is the problem with the place or university, if the place causes uncomfortable aura to the students, then it may cause unhappiness or unsatisfactory to their needs. Third reason is the financial problem, if the fund of the student to study in a specific course is insufficient, it will force the student to shift to the course where their budget is compatible. The last and common reason why college students shift course is because of the problem with the student’s choice of course at the beginning, in the middle of the progress of learning in the taken program, in the mind of the student there...
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...possible. It is a process that students do to change their chosen course because of their incompatibility to obtain the standards required in their course. And as defined by The Office of the Registrar of De La Salle University, “shifting is a term that refers to a transfer from one program to another of the same level. A level may refer to baccalaureate, masters, doctoral, or diploma/certificate (non-degree)”. The researchers choose this topic because college students nowadays have gone through a lot of conflicts that possibly lead them in deciding whether they shift into another courses or not. Shifting of courses is also one of the issues that disrupts the development and integration of the country even in the Philippines. In the University of Mindanao – College of Engineering Education, the researchers wanted to know what is the most frequent reason that gives the student a conclusion about shifting courses. In shifting courses there are four possible reasons why a college student demands to shift their course. The first possible reason in shifting course is the problem with the student’s course itself, if the course does not meet the demands of a student, it may cause failure or boredom to the student that makes them change course. Second reason is the problem with the place or university, if the place causes uncomfortable aura to the students, then it may cause unhappiness or unsatisfactory to their needs. Third reason is the financial problem, if the fund of the...
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...Excerpt From Evaluating Training Programs by Donald L. Kirkpatrick and James D. Kirkpatrick Published by Berrett-Koehler Publishers Contents Foreword ix Foreword to the Third Edition xi Preface xv Part One: Concepts, Principles, Guidelines, and Techniques 1. Evaluating: Part of a Ten-Step Process 1 3 2. Reasons for Evaluating 16 3. The Four Levels:An Overview 21 4. Evaluating Reaction 27 5. Evaluating Learning 42 6. Evaluating Behavior 52 7. Evaluating Results 63 8. Implementing the Four Levels 71 9. Managing Change 75 10. Using Balanced Scorecards to Transfer Learning to Behavior 82 11. So How Is E-Learning Different? 95 v vi Contents Part Two: Case Studies of Implementation 115 12. Developing an Effective Level 1 Reaction Form: Duke Energy Corporation 117 13. Evaluating a Training Program for Nonexempt Employees: First Union National Bank 124 14. Evaluating a Training Program on Developing Supervisory Skills: Management Institute, University of Wisconsin 131 15. Evaluating a Leadership Training Program: Gap Inc. 144 16. Evaluating a Leadership Development Program: U.S. Geological Survey 168 17. Evaluating a Leadership Development Program: Caterpillar, Inc. 186 18. Evaluating Desktop Application Courses: Pollak Learning Alliance (Australia) 200 19. Evaluating an Orientation Program for New Managers: Canada Revenue...
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...labor cost and cost of turnover, heightened visibility, and enhanced profitability. Each area is important to the success of the total rewards approach. Increased flexibility speaks to the business’ ability to think out of the box and walk away from the one-size-fits-all approach to benefits. Improved recruitment and retention strengthens the power of the business in terms of hiring high potential employees while ensuring they retain those employees. “Today’s workers are looking beyond the ‘big picture’ in deciding where they want to work. Work and personal life should be seen as complementary priorities, not competing ones” (Saville). Ultimately, a total rewards system must offer the employee an advantage to working for them. The reason this is important is because competing companies all have something to offer potential employees in the hiring and retention aspect. Therefore, the total rewards approach allows the business to display the total value for the employee. Reduced labor cost and cost of turnover is often the driver of recruitment and retention. It has been proven that it is far less costly for an employer to retain and train an employee rather than loose and rehire a new one. The cost of turnover ranges from 30 percent to 150 percent of the yearly salary of the position....
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...1. What were the changes in AtekPC's business environment that caused the company to introduce a PMO? Based on your assigned readings and research do these appear to be appropriate reasons for developing a PMO? Why or why not? 2. What are the changes that will be necessary in order for AtekPC to effectively implement a PMO? Consider among other factors the program management performance domains from your Week 1 readings found in Chapter 2 of The Program Management Standard which include: (1) Program Life Cycle Management; (2) Program Benefits Management; (3) Program Stakeholder Engagement; (4) Program Governance; and, (5) Program Strategy Alignment. 3. It is clear that AtekPC never really had a Charter to guide them in developing its PMO. Draft a Program Charter for AtekPC (no longer than 3 pages) that incorporates the basic elements of a program charter discussed in your lecture materials for Week 2. Remember, the Charter is a high level document so it does not require the detail of your project scope and specifications and other project documents. Please note that there are important differences between project charters that focus on the iron triangle (scope, cost, schedule) and program charters that focus on the Program Management Domains and Program Benefit Delivery. The Project Management Office was introduced to AtekPC because of the continuous changes and stresses that were on the personal computer industry. The industry was in transition with falling profit...
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...the company had to make changes to its culture. A major change Charles Eitel contemplated was implementing the Great Game of Life (GGOL) program into the company. Introducing the GGOL program into the company will bring about positive changes to the company that will boost employee morale, employee performance, and subsequently improve the Simmons’ company. Simmons Background The Simmons Bedding Company is one of the biggest mattress and bed related products manufacturer in the United States. Simmons was founded in 1870, when Zalmon G. Simmons opened his first factory in Kenosha, Wisconsin. The company’s ability to mass produce beds since 1875 enabled the company to grow into one of the biggest companies in the United States (Casciaro & Edmonson, 2007). In the year 2001, The Simmons Company was facing hard times. It had lost three major customers, the US economy was suffering, and Simmons had to get rid of foam using for bed cushioning because it was bad inventory. In addition, Charles Eitel the CEO had discovered that there was friction between manufacturing plants and low morale throughout many of the company factories. Charles Eitel wanted to make significant changes to the culture of the Simmons Company. One of changes that has been debated is whether the costly Great Game of Life (GGOL) program should be implemented to change the company’s culture (Casciaro & Edmonson, 2007). The Great Game of Life (GGOL) The Great Game of Life (GGOL) is a program developed by Larry Wilson...
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...so I had to need to remove her pants completely or change her socks. I laid her down on the mat table on her right side and began to do her lowers. When I completed those I put her knee immobilizers on and repositioned her on her left side; I switched her hand splints shortly after. I completed the other residents ranges and programs until it was time for Samantha’s lunch. I changed her again and then set her by the med closet 1. While waiting for her lunch to settle I did her Springboard, Podd, Yes-No, and her other programs. I laid her down again on her right side next to me while I completed the other residents ROMs and programs. I changed her again when I removed the last hand splint, and another time barley after 2:00pm, both times there was no need to change her pants or socks. Samantha’s mood was normal through out the rest of the day. I worked 1st shift again today and followed a similar pattern. Samantha was in her chair while I did all her upper ranges. After the time has passed that I could lay her down, I changed her and then laid her on the PT table on her left side so she could watch the enrichment program, with her knee immobilizers on. Before lunch I changed her (I had no reason to change her pants or socks during the change) and put a hand splint on, I put her in her chair so she could have her lunch. I then began another residents ROMs after completing those, I went back to Samantha and did her programs (Springboard, Podd, Yes-No etc)....
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...results of numerous underlying factors; however, not all homeless situations will be the same. There are numerous reasons why people become homeless. The first reason is the economy, for those who are looking for a job; they are only wasting their time because jobs are so limited. Second, from time-to-time governmental agencies are forever changing their eligibility requirements to receive government assistance. As a result, many homeless families are denied. Third, As a result, of budgets cuts many governmental agencies are unable to help these homeless families, because there are not enough funds available to provide assistance to these families (Valek, 2012). Thesis Statement: Since homelessness affects a diverse array of people, there is a dire need to address homelessness and these specialized areas that surrounds it, such as psychological, social, and basic human needs. Prior to Mayor Schell developing his plan, he has considered using his own strategies. The first strategy that Mayor Schell will be using is supportive services. This particular strategy was designed for helping Mayor Schell as a means of requesting more money in order to provide more services. Mayor Schell will be seeking outside sources such as governmental grants, along with donations from the community, and fund raisers. In fact, this particular strategy can also help to change some of the conditions in homeless shelters. ...
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... In light of this the federal government in collaboration with states launched the Every Woman Matters (EWM) program to help improve public awareness of the need for early detection of breast and cervical cancer and also to improve access to screening services for low income women, through the removal of the barrier to preventive breast and cervical cancer screening in these communities. By design EWM aligned with participating practices to help them implement the program. Eligible women received clinical breast examination, mammography, and papanicolaou smear from these practices at reduced or no cost. Unfortunately EWM program failed short of its objectives. The possible reasons for the ineffectiveness of the EWM program were largely design-based. A study conducted by Backer et al in collaboration with the Nebraska Health and Human Services EWM program helped elucidate some of the design flaws of this program. The group collected and analyzed both qualitative and quantitative data from 7 participating practices, in addition to in-depth interviews with physicians and staff at participating practices. By design this study was intended to: * Identify barriers to delivery of breast and cervical cancer screening services * Enhance understanding of the attitudes of physicians and staff towards the required changes for successful implementation of the EWM program * Determine practice strengths and weaknesses in relation to the delivery of breast and cervical cancer screening...
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...Why engineering students shift to other program? Objectives 1. To identify the factors why students shift to other program 2. To evaluate the main reason why engineering students shift 3. To propose a plan of action to the university to lessen the number of shifters INTRODUCTION One of the major factors that have been affecting college students to graduate earlier is the shifting of courses of the college student, especially after the first to second year of experience of the student’s studies. Shifting of course is a way of college students to change their chosen program to another that may have been caused by many incompatibility of the student to compete in that specific chosen program. Shifting refers to a transfer from one program to another of the same level. A level may refer to baccalaureate, masters, doctoral, or diploma/certificate”. In some college student’s perspective about shifting courses, is that shifting courses was caused by rejection of the problems of the student in that specific program. In shifting courses there are four possible reasons why a college student demands to shift their course. The first possible reason in shifting course is the problem with the student’s course itself, if the course does not meet the demands of a student, it may cause failure or boredom to the student that makes them change course. Second reason is the problem with the place or university, if the place causes uncomfortable aura to the students, then it may cause unhappiness...
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...Reflecting on Sources Kristina Berhow Kaplan University Unit 4 Project: Reflecting on Sources Complete all three parts of the worksheet below. Be sure to cite all sources in APA format, including using in-text citations and reference page citations in the spaces provided. The writing should be in Standard English and complete sentences. The sources noted in this worksheet should be related to your "big idea," which is the basis of your final project in this course. Save this document to your computer, and submit it through the Unit 4 dropbox, per the instructions in the classroom under Unit 4's Project Description. Part I: Pre-Interview Worksheet Directions: Complete each section of the Pre-Interview Worksheet below. Although students are not required to conduct an interview as research for the final project, the process of thinking about potential questions and responses related to the final project topic will help stimulate further ideas and questions related to conducting relevant and reliable research. Of course, you may also decide to interview the person discussed here or another appropriate subject and use the material in your upcoming projects as a primary source. |Interviewer Name |Kristina Berhow | |Interviewee Name |Billy Fredruik ...
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...specifically exceptional powers or qualities. 2) Who is a charismatic leadership? Ans: Charismatic leadership is a leadership based on the leader’s ability to communicate and behave in ways that reach followers on a basic, emotional way, to inspire and motivate. 3) Define the term “transactional leadership”. Ans: A transactional leader is one who guides and motivates his follows in the direction of establish goals by clarifying role and task requirements. It involves exchange relationship between leader and the followers. It is a perception for mediocrity and that transformational leadership leads to superior performance in organization facing demands for renewal and change. 4) Differentiate between transformational and transactional leadership. Ans: | Transformational leadership |Transactional leadership | |Builds on man’s need for meaning |Builds on man needs to get a job done and make a living | |Is preoccupied with purposes and values, morals and ethics. |Is preoccupied with power and position,...
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...Kudler Fine Food’s has different departments within that can use some kind of a change at some point. This report will cover a proposal for a much needed change in the sales department of Kudler’s Find Foods. The reason for this communication is to gain approval from higher management to gain the ability for modification program in the sales department. This report will also cover some important information regarding the requested change and why the change is requested. The four dimensions of change management and their relevance to the change in the sales department and project management. The final topic is the expected return on investment in reference to the requested change. Change The type of change that Kudler would benefit from is a modification program within the sales department. The program will provide information to higher management regarding any changes and allow for easy control over changes while ensuring everyone involved in the change sees the same picture. Huge changes such as a modification program have to be approved and reviewed by higher management so beginning there would benefit Kudler the best. Kudler Fine Foods is currently struggling with selling specific items and the interest in the wine appreciation classes and a modification needs to be made to bring light to those products and additional services. A change done properly could help the classes rise to the top in demand as well as the products in those classes. Higher management is looking...
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...Case of the Pro-Sales Agent Program Webster University Abstract Pro-Audio is a manufacturer of electronic sound processing equipment. Its leading product was an advanced digital reverb unit called PSX-360, which retails for about $12,000. It was sold primarily to major recording studios and professional musicians throughout the country though an exclusive network of approximately 50 leading professional audio retailers. Pro-Audio created the Pro-Sales Agent Program to stem the tide of discounting that seemed to be harming the overall studio equipment industry. Unfortunately, concerns have risen that include: 1) Slow sales growth, 2) retailers’ finding ways to circumvent the fixed pricing clause, and 3) is administratively cumbersome and deters the retailers’ ability to sell and deliver the product. My paper will address these concerns and provide executive leadership with options to resolve these concerns. Keywords: branding, breakeven analysis, cross-functional teams, discounting, premium price, willingness to pay. Pro-Audio Sales Agent Program The Pro-Sales Agent Program (PSAP) was created in an effort to curtail the tide of discounting that seemed to be harming the overall studio equipment industry. Certain adverse conditions included: 1) An increasing dependence on orders from two of PSX’s largest dealers. One dealer was in Los Angeles and the other in New York, and by April, these two dealers accounted for 70% of the company’s total sales of...
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...1 Rowe Program at Best Buy Joyce Henry Dr. Sherrie Lu, PhD BUS 520: Organizational Behavior December 12, 2010 2 Introduction Competitive businesses face the challenge of being docile and successful organizations. The tasks are multifaceted when attempting to comprehend and accomplish organizational change. Employees have to adjust rapidly and leaders have to be proficient in order to be successful. The demands for change are important in the success or failure of an organization. The globalization of markets, technology advancement, increased developments of social networks, and generational differences are the most important reasons. The cultures of organizations help determine their need for change. However, the employees have to acknowledge that there is a need for change. The resistance to change may occur, if so the causes need to be recognized. Best Buy has taken an organizational change for the improvement of its employees’ productivity. This paper will discuss Best Buy’s culture, the ROWE program implemented and the resistance to the change as a result of the ROWE program. This paper will also discuss the stress that occurred and whether or not the organizational culture has helped with the change. 3 Describe the Culture of Best Buy. An organization that practices formality, rules, standard operating procedures, and hierarchical coordination has a bureaucratic culture (Hellriegel & Slocum, 2011, p. 490.). The members of this type of this culture...
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